Table of Contents
- Electrical Mining & Maintenance Solutions Pty Ltd (EMMS) work Health, Safety &
Environment Policy 6 - Sub-Contractors 7
- Emergency Evacuation Procedures 7
3.1 Location of Assembly Area 7
3.2 Officers 7
3.3 Emergency Evacuation Procedure 7
3.4 Qualified First – Aiders 7
3.5 Trained Fire Fighters 8 - Site-specific Emergency Response & First Aid Procedures 8
- Risk Identification, Assessment and Control Procedures 8
5.1 Introduction 8
5.2 Definitions 8
5.2.1 Hazard 8
5.2.2 Risk 8
5.2.3 Risk Factor 8
5.2.4 Workplace 8
5.2.5 Shall 9
5.2.6 Should 9
5.2.7 Workable 9
5.3 Risk Identification 9
5.3.1 Analysis of Workplace Injury Records 9
5.3.2 Consultation with Employees 9
5.3.3 Direct Observation 9
5.4 Risk Assessment 9
5.5 Risk Control 10 - Manual Handling Policy 10
6.1 Introduction 10
6.2 Definitions 10
6.2.1 Manual Handling 10
6.2.2 Plant 10
6.2.3 Force 10
6.2.4 Extreme/Awkward postures 10
6.2.5 Ergonomics 10
6.3 Procedures I 11
6.4 Risk Assessment 11
6.5 Training 11
6.6 Employee Responsibility 11 - Personal Protective Equipment (PPE) Policy 11
- Safety Footwear Policy 12
8.1 Introduction 12
8.2 Definitions 12 - Hearing Protection Policy 12
9.1 Introduction 12
9.2 Definitions 12
9.3 Issue and Maintenance 12 - Eye Protection Policy 12
10.1 Introduction 13
10.2 Definitions 13
10.3 Issue and Maintenance 13 - Hand Protection Policy 13
11.1 Introduction 13
11.2 Definitions 13
11.3 Issue and Maintenance 13 - Plant & Equipment Operating Procedures 13
12.1 Introduction 13
12.2 WorkCover Ticketed Operators 14
12.3 Competency-based Assessments 14 - Safety Self-Audit Procedures 15
13.1 Introduction 15
13.2 Procedures 15 - Procedure for Reporting and Recording accidents, Injuries & Incidents 15
- Tagging Procedures 16
15.1 Introduction 16
15.2 Danger Tags 16
15.3 Out of Service Tags 17 - Working at Height Procedure 17
16.1 Introduction 17
16.2 Definition 17
16.3 Procedure 17 - Portable Ladder Procedures 19
17.1 Introduction 19
17.2 Definition 19
17.2.1 Ladder 19
17.2.2 Ladder Types 19
17.3 Use of Ladders 19
17.4 Maintenance 20 - Container Labelling Procedures 20
18.1 Introduction 20
18.2 Definitions 20
18.3 Procedures 20 - Workplace Harassment Policy 21
19.1 Introduction 21
19.2 Objective 21
19.3 Definition 21
19.4 Details 21 - Drug and Alcohol (D&A) Policy 22
20.1 Introduction 22
20.2 Testing Procedure 22
20.3 Specific Requirements 22
20.4 Employee Responsibilities 23
20.5 Prescription Drugs 23
20.6 Requests for Provision of a Sample 23
20.7 Refusal or Inability to Provide a Sample 23
20.7.1 Refusal to Provide a Sample 23
20.7.2 Inability to Submit Testing 25
20.7.3 Emergencies 25
20.8 Breath Testing For Alcohol 25
20.9 Urine Testing For Other Drugs 25
20.10 When Will Testing Be Carried Out? 26
20.10.1 Pre-Employment Testing 26
20.10.2 Random Testing 26
20.10.3 Casual Testing 26
20.10.4 In Case of Serious or Potentially Serious Accidents 27
20.10.5 Initiating Tests for Others 27
20.11 If you Return A Positive Result 27
20.11.1 First Positive Result 27
20.11.2 Rehabilitation and Counselling 28
20.11.3 Second Positive Result 28
20.12 Supervisor/Manager Review 28
20.13 Disciplinary Action 28
20.14 Rehabilitation and Counselling Programs 29
20.14.1 Drug and Alcohol Rehabilitation Principles and Guidelines 29
20.14.2 Confidentially 29
20.15 Variations 29 - Use, Inspection and Registration of Lifting Appliances 29
21.1 Introduction 29
21.2 Definitions 29
21.3 Use of Lifting Appliances 30
21.4 Maintenance 30 - Rehabilitation Procedure 30
22.1 Introduction 30
22.2 Procedure 30 - Environmental Policy 31
23.1 Introduction 31
23.2 Environmental Risk Identification, Assessment & Control 31
23.3 Sources of Risk 31
23.3.1 Work Affecting the Environment 31
23.3.2 The Environment Affecting Work 32 - Forms & Reporting Systems 33
Electrical Mining & Maintenance Solutions Pty Ltd Work Health, Safety & Environment Policy
Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) recognises its responsibility to achieve and maintain a high standard of health, safety and welfare for all its employees, by providing a healthy and safe working environment, and complying with all statutory requirements and rules as a minimum standard.
The safety of an individual comes before all other considerations. No employee or Sub-contractor is required to carry out any task that they are not qualified to do or which they consider to be unsafe or not within their capability.
EmmS will seek the participation and input on all safety issues and policies from its employees and sub-contractors by a regular consultation process.
EmmS will provide the necessary funds, resources, information, training, instruction and supervision to enable all employees to carry out high standards of safe work practices in the workplace.
EmmS will provide all necessary resources to help rehabilitate personnel injured in the course of their employment.
All new employees are required to participate in a safety induction program to ensure that they understand their responsibilities and duty of care in the workplace, as well as a site-specific induction for individual contract sites.
Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) is committed to the principles of economically sustainable development, and works to ensure minimal environmental impact of any projects undertaken.
Contractors and visiting members of the public will observe the same health and safety Regulations as employee, when on company premises or work sites.
2 Sub-Contractors
All sub-contractors or self-employed personnel are to comply with the Work Health and Safety ACT 2011 (NSW) and associated Regulations, whilst working at any Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) site or operations.
All Sub-contractors or self-employed personnel must have an operating, effective health and safety system compliant with the ACT. In the absence of such a system, or where such a system is lacking, the sub-contractor will be required to implement the Electrical Mining & Maintenance Solutions Pty Ltd work health and safety system.
Details of sub-contractors’ WH&S systems will be kept by Electrical Mining & Maintenance Solutions Pty Ltd (EmmS).Emergency
3 Evacuations Procedures
3.1 Location of Assembly Area
Running Stream Office: Gravel area in from of premises.
Mudgee Office: Grassed area in front of premises
Individual work sites: As decided by the client and the company at the start of individual contracts.
3.2 Officers
Specific Emergency Evacuation Officers will be nominated at individual sites.
These offices may include:
• A Controller – to co-ordinate the various aspects of the evacuation.
• A back-up Controller – in the absence of the nominated controller.
Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) will, on most contract work sites, adopt the system provided by the main contractor or client at that site.
3.3 Emergency Evacuation Procedure
The company will adopt the Emergency Evacuation Procedure provided by the main contractor or client at individual work sites. Where such a system is not provided, a site-specific procedure will be developed for our employees.
3.4 Qualified First-Aiders
In the event of an Emergency Evacuation situation all qualified first-aiders should move to the designated assembly area as quick and safely as possible and take with them a portable first aid box in order to treat any injuries.
SPECIAL NOTE
The portable first-aid boxes should be fully stocked at all times, and are to be located in each site office or crib room. On sites without such facilities, portable first-aid boxes will be supplied to a nominated person or vehicle.
1st aid officer inspections?
3.5 Trained Fire Fighters
Only personnel who are trained in fir fighting are to use fire-fighting equipment.
A fire should only be attached if the fire is small and it is safe to do so.
There are numerous types of fire extinguishers for different types of fires.
Descriptions of these follow:
• Class A fire involves flammable solids
• Class B fire involves flammable and combustible liquids.
• Class C fire involves flammable gases.
• Class D fire involves combustible materials
• Class E fire involves energized electrical equipment.
• Class F fire involving cooking oils and fats.
- Site-Specific Emergency Response and first Aid Procedures
A site-specific Emergency Response and First Aid Procedure is to be determined in consultation with the main contractor or client at each individual site. All employees and sub-contractors are to be trained in implementing the procedure at any time. - Risk Identification, Assessment and Control Procedures
5.1 Introduction
Risk management relies upon the timely identification, assessment and control of risks and hazards. This procedure details the steps involved in the risk management process.
5.2.2 Risk
The likelihood of harm or injury actually occurring.
5.2.3 Risk Factor
Any act or condition which increases the likelihood of a injury.
5.2.4 Workplace
Any place (including a vehicle) where an employee:
(a) Works,
(b) Is likely to work,
(c) Visits whilst at work whilst in the course of employment.
5.2.5 Shall
This is a mandatory requirement.
5.2.6 Should
This is a desirable/recommended requirement.
5.2.7 Workable
This encompasses the following legislative terms – “practicable”. Reasonably practicable” and “reasonable precaution”.
Workable is having regard to:
(a) the severity of the hazard or risk,
(b) the state of knowledge about the hazard or risk,
(c) the availability and suitability of ways of removing or mitigating the hazard or risk,
(d) the cost of removing or mitigating the hazard or risk.
5.3 Risk Identification
The purpose of risk identification is to identify and place in order the priority of jobs or tasks that require risk assessment. There are three basic steps to risk identification.
5.3.1 Analysis of Workplace Injury Records
Accident/Incident Reports should be analysed, for example, where and in what jobs specific injuries have occurred.
5.3.2 Consultation with Employees
Consultation with employees must take place, as those performing the tasks are likely to be aware of the risk of injuries associated with their jobs.
This consultation must also occur when priorities for risk assessment are being established. Employees may be able to indicate tasks or movements, which are particularly fatiguing, strenuous or difficult to perform.
5.3.3 Direct Observation
Direct Observation of work areas and of tasks being performed will assist in identifying risk.
5.4 Risk Assessment
Risk assessments must be undertaken when required as a result of risk Identification or when an injury has occurred or a work process and/or practice is introduced or changed.
In assessing a job or task, all risk factors must be considered, and in determining appropriate control measures, the interaction of all the factors shall be taken into account.
5.5 Risk Control
EmmS shall ensure as far as workable, that the risks associated with any task are controlled, Risk control shall be done in consultation with the employees who are required to carry out the task. - Manual Handing Policy
6.1 Introduction
This procedure is to provide a mechanism to prevent the occurrence of injury and/or reduce the severity of injuries resulting from manual handling tasks in the workplace. It provides the mechanisms for the identification, assessment and control of risks arising from manual handling activities at work.
6.2 Definitions
6.2.1 Manual Handling
Any activity requiring the use of force by an employee to lift, lower, push, pull, carry, move, hold or restrain any object or living thing.
6.2.2 Plant
Includes any machinery, equipment, appliance, implement or toll. It also includes anything fitted or connected to these items.
6.2.3 Force
Any action that tends to:
(a) Maintain the position of any object or living thing.
(b) Alter the position of an object or living thing.
(c) Distort the position of an object or living thing.
6.2.4 Extreme/Awkward Postures
Anybody posture where the mechanical and physiological mechanisms of joints, muscles and soft tissues are jeopardized or endangered.
6.2.5 Ergonomics
The scientific study of the capabilities and limitations of employees in relation to a work system, machine, or set task, in relation to the physical, psychological and social environment in which they work. Ergonomics aims to promote the well-being, safety and productivity of employees. 6.3 Procedures I
EmmS shall take all workable steps to ensure:
(a) That the plant, equipment and containers used in the workplace are designed, constructed and maintained to be as far as workable, safe and without risk to the health and safety when manually handled.
(b) That work practices carried out in the workplace involving manual handling are designed to be as far as workable, safe and without rusk to health and safety.
(c) That the work environment is designed to be as far as workable, consistent with safe manual handling activities.
6.4 Procedures II: Risk Identification, Assessment & Control
There are three key stages in the process of reducing manual handling injuries:
• Identification of risk factors likely to cause manual handling injuries.
• Detailed assessments of those risk factors.
• Control measures to eliminate or reduce the risk.
6.5 All employees shall be provided with appropriate training in:
• Manuel Handling and the use of mechanical lifting aids, and
• Personal Protective Equipment used to assist in manual handling tasks.
6.6 Employee Responsibility
When an employee has received training in safe manual handling techniques and the correct use of mechanical aids, personal protective equipment and team lifting technique, the employee shall use the techniques and training. - Personal Protective Equipment (PPE) Policy
EmmS recognised its legal obligation to safeguard employee safety and health, and will provide all necessary protective equipment in order for all employees to carry out their duties in a safe manner.
A survey of jobs and working conditions will be undertaken by Supervisors and Management on a regular basis to determine what specific (PPE) is required. Full consultation will employees will take place.
On Construction sites minimum PPE requirements include safety footwear (bbotsz0, hardhats and safety glasses. These are required to be worn e except for inside offices, crib/lunch rooms, inside cars and inside machine cabins (where suitably protected). This policy is compulsory and binding on all employees, and all employees have a responsibility to ensure that appropriate PPE is worn.
Personal Protective Equipment includes the following:
Head Protection: Safety helmets, caps, hats, hoods.
Eye Protection: Safety helmets, caps, hats, hoods.
Hearing Protection: Ear muffs, ear plugs.
Body Protection: Safety vests (fluorescent, with or without reflective tape), aprons (leather, cotton, PVC rubber), safety harnesses.
Hand Protection: Gloves (wrist or elbow length) – leather, PVC, rubber, vinyl – impregnated, cotton, mesh. Various types of Barrier Cream.
Foot Protection: Safety shoes/boots with steel toe-caps (ankle or knee length as appropriate). The quality and workmanship shall meet the Standards Association of Australia AS2210 Safety Footwear and shall be appropriate for the intended working conditions ensuring comfort and wear ability.
Respiratory Protection: Dust masks, respirators (single or twin carriage, canister, disposable, airline types – either half or full face coverage), hoods, self-contained breathing apparatus, self-rescuers.
Welding Protection: Googles, helmets, hand shields, screens, aprons, coats, leggings, spats and gloves.
Sun Protection: Sun screen and protective shade brims to be worn, when working outside areas in the sun.
Employees have a responsibility to ensure all PPE used is in good condition and kept in a clean and hygienic condition. All damaged or worn-out PPE should be returned to the store for replacement. An adequate supply of PPE will be kept in the store. PPE equipment will be made available (where necessary) to all visitors on site. - Safety Footwear Policy
8.1 Introduction
To minimise the possibility of an employee suffering toe or foot injuries, EmmS will issue at no cost to the employee, suitable safety footwear.
8.2 Definition
Safety Footwear/Protective Footwear includes safety boots and shoes with built-in steel toecaps. The quality and workmanship shall meet the Standards Association of Australia AS2210 Safety Footwear and for the class of work conditions intended, ensuring comfort and wear ability.
EmmS will issue to each appropriate employee one pair of new safety footwear. New safety footwear will be issued on an annual basis or on a needs basis for worn out or damaged footwear.
The safety footwear will be of the kind suitable to each employee’s work tasks.
In exceptional circumstances where an employee may not be able to wear the nominated protective footwear due to a physical disability etc, special arrangements will be made with the footwear supplier to source an alternative. - Hearing Protection Policy
9.1 Introduction
Hearing Protection must be used in all situations where the noise level is likely to exceed 85dBa, or wherever a reasonable conversation cannot be had at a range of one metre, or in areas designated “High Noise Level Area”. This policy applies to all employees, site visitors and contractors.
9.2 Definitions
Hearing Protection to be used shall be of the following types:
• Earmuffs
• Disposal foam type, or
• “Round-the neck” string type with rubber ear inserts.
9.3 Issue and Maintenance
Disposable foam type hearing protection is available on a needs basis from a supply box situated outside the store.
Earmuffs are available from the store. When not in use, earmuffs must be kept in a safe place where they will not be exposed to damage. Earmuffs will be replaced on needs basis by returning them to the store.
All hearing protection shall comply with the Standards Association of Australia AS1270. - Eye Protection Policy
10.1 Introduction
To minimise the possibility of any personnel on site suffering eye injuries or “foreign bodies in eyes” EmmS will Issue safety glasses which must be worn on site at all times except in office or enclosed cabin situations. This policy also applies to all site visitors and contractors. 10.2 Definition
The safety glasses shall be of the wrap around type and shall have clear or tinted Perspex Lenses that conform to the Standards Association of Australia AS1336.
10.3 Issue and Maintenance
Safety glasses will be issued from the store on a need basis. If they become damaged or scratched they shall be returned to the store for replacement.
When not in use safety glasses should be kept in plastic dust-proof wrapping and stored where they will not be exposed to damage.
Safety glasses must not be left on hooks or workbenches where they are exposed to dust or damage.- Hand Protection Policy
11.1 Introduction
To minimise the possibility of an employee-suffering finger or hand injuries, EmmS will issue all employees with suitable hand protection.
11.2 Definition
Hand protection shall include bout not be limited to the following types of gloves:
Wrist or elbow length made out of leather, PVC, rubber, vinyl-impregnated, cotton interlock, loop pile and stainless steel mesh>
All had protection shall comply with the Standards Association of Australia AS2161.
Safety gloves shall be issued on a needs basis from the store. When they become non-effective due to normal wearing out or damage they shall be returned to the store for replacement.
When not in use safety gloves must be stored where they will not be exposed to damage.- Plant & Equipment Operation Procedures
12.1 Introduction
This procedure is designed to ensure the safe operation of plant and equipment at
Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) work sites. This procedure consists of both WorkCover Ticketing arrangements and competency-based assessments.
Plant and equipment is only to be operated by employees who hold current WorkCover NSW Tickets for specific machinery. Employees who do not hold tickets for items of plant and equipment are strictly prohibited from operating these items.
12.3 Competency-Based Assessments
Where no WorkCover NSW Ticketing assessment exists, a company competency-based assessment shall be carried out and recorded. This assessment will consist of both formal training in the operation and daily maintenance of individual items of plant and equipment, as well as a formal assessment of competency by a qualified assessor.- Safety Self-Audit Procedures
13.1 Introduction
The main aim of Safety Self-Audits is to identify Unsafe Acts and Unsafe Conditions with a view to eliminating them. It is essential that the audits are conducted in a systematic way and are carried out on a regular basis.
Safety Self-Audits will incorporate monthly WH&S performance statistics, an investigation of compliance with previously determined risk control mechanisms, and a general work inspection to identify new risks requiring attention. Specific actions will be developed from this data.
13.2 Procedure
Managers, in conjunction with employees, will carry out formal Health and Safety Audits on a monthly basis. A Monthly Safety Self-Audit form will be used for this purpose, and specific actions initiated. The specific instructions and required actions from the previous monthly will also be assessed for compliance.
- Hand Protection Policy
- Procedure for Reporting and Recording Accidents, injuries and Incidents
The following procedure is to be followed in any cases of accident, injury or incident, with copies kept as part of the EmmS records.
i. Necessary medical attention/First Aid must be attended to.
ii. Report accident to necessary Supervisor and Client/Site representative.
iii. Transportation to Medical Practitioner if necessary with required forms.
iv. Check accident/incident site by Supervisor locate potential hazards and attend to.
v. Record in Injury Register.
vi. Complete Internal Incident Investigation, with Supervisor and employee. If employee is seeking medical attention, Supervisor to complete and refer to employee on their return.
vii. Interview any possible witnesses.
viii. On report from employee or doctor depending on the incapacity period: notify your Workers Compensation Insurance by phone.
ix. Worker to complete Workers Compensation form and return to Office.
x. WorkCover to be notified by accident report form if incapacity exceeds 7 days.
xi. If injured worker is an apprentice, DEET must be notified.
xii. Seek approval of claim by your Workers Compensation Insurance. Wages paid at award rate.- Tagging Procedures
15.1 Introduction
A Danger Tag/Out of Service Tag system is designed to offer a measure of personal protection on plant and machinery and prohibit its use until it has been rendered safe and the tag removed. The danger Tag/Out of Service Tag system must embrace all situations in which danger to personnel could arise from the operation of machinery, plant or equipment by the flow of steam, electricity, gases or liquids, or the use of faulty or unsafe plant and equipment. The system can also minimise further damage to the equipment caused by inadvertent starting.
15.2 Danger Tags
Personal Danger Tags are designed to protect employees from injury or death whilst performing work or maintenance on an item of plant or equipment.
i. Danger Tags must be filled out (where applicable) in person with the appropriate details, (name, date, etc.) Photo tags may be used also.
ii. Each employee working on a job must fill in and attach their own Danger Tag. Filling out a Danger Tag for a workmate is strictly prohibited.
iii. Danger Tags must be firmly attached to an appropriate isolation or ignition point.
iv. When a job is completed, each person must remove his or her own Danger Tag.
v. Any person other than the owner of the tag must not remove Danger Tags. Failure to comply with this policy will result in instant dismissal.
- Tagging Procedures
15.3 Out of Service Tags
Out of Service Tags are designed to protect plant and equipment for damage whilst work is, or will be, performed on that item. As a result, it also protects employees from injury or death.
i. An out of Service Tags is applied when a job is left uncompleted at the end of an employees’ sift. The personal Danger Tag is removed, and replaced with an Out of Service Tag until work resumes.
ii. An Out of Service Tag may also be applied to plant and equipment suffering a known or suspected defect, in order to avoid damage.
iii. Out of Service Tags must have their details fully complete by the employee attaching the tag.
iv. It is EmmS policy to not remove an Out of Service Tag without consultation with the tag owner.
16. Working at Height Procedure
16.1 IntroductionThis procedure aims to ensure the best possible protection of personnel working at height.
16.2 Definition
Working at height refers to any activity 1.8 metres above floor level, other than a properly constructed fixed platform or walkway equipped with guard rails all round, toe boards, inward opening spring gates access and appropriate access stairs and ladders.
16.3 Procedure
• The area under work at height must be cordoned off and appropriate warning notices posted. The area should be supervised at regular intervals.
• Persons entering the cordoned-off area must wear hard hats.
• It is essential that all items of equipment related to work a height are properly maintained and are clean and dry when in use. Ladder rungs and platform surfaces should be as clean and dry as possible.
• Where work at height is regularly carried out, a fixed platform should be constructed wherever possible.
• Where work a height is carried out occasionally, a mobile platform should be used if possible. This may be either a purpose-designed unit such as a “beanstalk” or cherry picker. Under no circumstances is a forklift truck to be used for working at height.
• Personnel working at height must wear appropriate non-slip safety footwear. Particular attention should be paid to ensure that footwear is clean and dry.
• Hard hats, with a chinstrap, must be worn for all work 1.8 metres or more above floor level, other than from a properly constructed fixed platform or walkway. Hard Hats must be capable of protecting the head in the event of a fall of from a falling object. Any hard hat that has been cracked or damaged shall be discarded, as it integrity will have been impaired.
• All person working at height other than from a properly constructed fixed platform or walkway must wear a harness with a fall arrest device attached to a tested fixed anchorage point. The harness fixing point should have been specifically designed as an anchorage point.
• Generally, ladders and stepladders should be used where it is impractical to use a secure, fixed or mobile platform. Ladders and stepladders must be inspected on a regular basis to ensure they are clean and in sound condition. Any item found to be defective must be withdrawn from use and repaired or replaced.
• When in use ladders must have a secure footing on a firm level surface. The head of the upper part of a ladder should rest against a solid surface and should be an angle of 75 degrees to the ground. Treads should be flat or D-Type. Ladders should be secured around their stiles at the top. Two people must be present during the fixing of the ladder, one to carry out the fixing and one to foot the ladder and keep it secure.
• Where secure fixing cannot be achieved at the top of the ladder, additional measures will be needed at the bottom of the ladder eg sand bags, stakes in the ground, to prevent the ladder slipping outwards or sideways the ladder must be footed by the second person throughout the time the ladder is in use.
• Ladders should not be used to support scaffold boards.
• Aluminium ladders should not be used where the ladder may come into contact with any electrical installation.
• Over reaching leads to over balancing: hips should be kept between ladder stiles, with the working position not less than 5 rungs from the top of the ladder. With stepladders, the knees should be below the top of the steps.
• Rating lifting capacity must be stencilled or otherwise marked on all items of lifting equipment such as hoists, fork trucks, cranes, anchor points etc. Hooks on such equipment must be fitted with spring-loaded safety catches.
• It is management’s responsibility to carry out a documented risk assessment of all work a t height to establish a safe system of work for the specific hazards such as electrical cables, steam lines, obstructions, poor structural conditions, heat, cold and weather conditions where work is outside.
• Scaffolding must be constructed or removed by trained qualified personnel.
• All work at height must be supervised at regular intervals and personnel required to work at height must be specifically trained to do so.
• The minimum number of tools required to be used at height should be taken and they should be carried in a tool bag or on a tool belt so that hands are free when the ladder is being carried, there must be fixed pointe to which each tool can be secured when not in use eg. tool belt.
17. Portable Ladder Procedures
17.1 IntroductionThis document sets out the requirements and procedures for the safety of persons required to use ladders in the course of their work, and to ensure the correct use, inspection and maintenance.
17.2 Definitions
17.2.1 Ladder
Ladder means an appliance usually consisting of two side rails/stiles joined at regular intervals by cross pieces called rungs, steps or treads, on which a person may rest or step in ascending or descending.
17.2.2 Ladder Types
Typically single, extension, step and trestle. Construction of all ladders should conform to the provisions of the applicable ladder code and regulations and to be purchased from a recognized manufacturer.
17.2.3 Use of Ladders
a) Before using any ladder, inspect it for defects. Defect Ladders are not to be used.
b) Stepladders – be sure that the stepladder is full y open and the metal interlocking side arms locked and/or restraining rope taut where fitted, before you start to climb it. A stepladder shall be set up on a level and firm footing, never on loose packing.
c) Single ladders and extension ladder are designed for use in a nearly vertical position. As a guide, ladders should be properly angled to 75 degrees, secured at the tip so that it cannot move either from its top or from its bottom points of rest, Ladders shall be placed so that they are level and on firm ground.
d) If it cannot be securely fixed, a person shall be stationed at the base of the ladder to hold it and foot placed against each side rail to prevent slipping.
e) The base of the ladder should be one-fourth the ladder length from the vertical plane of the top support. Where the side-rails extend above the top landing or other supporting point, ladder length to the top support only is considered.
f) Ladders used for the purpose of obtaining access to landing shall rise to a height of at least one metre above the landing for persons using such ladders.
g) Be sure that trestle ladders are in the fully open position before using. The spread between each pair of side rails or stiles is determined by metal interlocking side arms or ropes.
h) Scaffold planks may be used on trestle ladders upon which a person has to work. Note that planks may not be used on regular ladders. Where the scaffold planks are erected at heights of above 1.8 metres, guardrails are also required. Any planks used must be of sufficient thickness and strength so as to render the trestle-plank combination safe for use.
i) Persons using ladders shall face them whilst in the act of ascending or descending. No metal ladder shall be used in the vicinity of any electrical conductor or electrified equipment or apparatus if there is a danger that such use may result in any person receiving an electric shock.
17.4 Maintenance
Only competent personnel qualified to do so are to carry out the maintenance or replacement of ladders.
- Container Labelling Procedures
18.1 Introduction
This procedure aims to ensure that all containers are labelled with an accurate description of their content. The procedure is designed to enable personnel to identify the contents of containers so that they may protect themselves from injury arising from inhalation, contact with skin, contact with eyes or ingestion of poisonous or corrosive substance.
18.2 Definition
A container is any receptacle mad out of any material that is capable of holding any solid, liquid or gaseous material or substance.
18.3 Procedure
All containers must be suitably and correctly labelled at all times to describe exactly what substance is in the container. This must be done prior to the containers being put into use or re-use. Particular attention must be paid to containers designed to eject their contents under pressure.
Material safety data sheets (MSDS) must be obtained for all chemicals on site and appropriate training given to all users – these data sheets should be held on file.
It is strictly prohibited to use containers that originally contained food or beverage for any other purpose. This is to avoid accidental ingestion or inhalation of container contents.
The appropriate protective clothing or equipment and training must be available and used when handling containers holding poisonous or corrosive substances. - Workplace Harassment Policy
19.1 Introduction
It is EmmS policy to prohibit any form of harassment in the workplace based on race, colour, sex, sexual orientation, religion, national origin, citizenship, status, age, physical or mental disability or any other form of harassment.
19.2 Objective
The objective of this policy is to provide a work environment that fosters mutual employee respect and working relationships free of harassment. Any form of harassment towards employees, contractors. Suppliers or clients is prohibited.
19.3 Definition
Harassment is any inappropriate conduct, which has the purpose of effect of:
• Creating an intimidating, hostile or offensive work environment.
• Unreasonably interfering with an individual’s work performance.
• Affecting an individual’s employment opportunity.
• Unwelcome verbal or physical advances.
This includes sexually or otherwise derogatory or discriminatory materials, statements or remarks.
19.4 Details
All employees, including Supervisors and Managers, will be subject to disciplinary action up to and including termination for any act of harassment.
Individuals who believe they have been subject to workplace harassment should immediately report the incident to the Supervisor or higher management.
All complaints will be promptly and thoroughly investigated. EmmS will treat such complaints as confidentially as possible, releasing information only to those with a right or need to know.
No retaliation will be taken against any employee because he/she reports a problem concerning possible acts of harassment. Employees can raise concerns and make reports without fear of reprisal.
Harassment of our employees in connection with their work by non-employees may also be against the law. If you encounter or observe any instances of such harassment please report it immediately.
(This policy is for the benefit of our employees. It is not intended to be a comprehensive statement of the law or analysis of the law and in some circumstances it may be appropriate to take some professional advice before any course of action is pursued). - Drug and Alcohol (D & A) Policy
20.1 Introduction
This policy is in line with EmmS overall commitment to Health and Safety in the workplace, and has been introduced to help eliminate accident caused by the abuse of alcohol and other drugs. It has been put in place to safeguard EmmS employees, assets, business reputation and the environment from damage or accident’s resulting from the effects of drug or alcohol misuse. All contractors and visitors on site must comply with this policy.
It is a condition of employment that all employees agree to and comply with this policy.
20.2 Testing Procedure
Testing will be carried out by a qualified practitioner from an appropriate Testing Agency and will be carried out in the following Circumstances:
• A part of pre-employment medical check.
• Behaviour that raises concern about fitness to work that could impair judgement or performance.
• Anyone directly involved in a serious or potentially serious incident.
• Where reasonable cause exists to suspect an employee at work being unfit for work due to alcohol or other drugs.
• On a random basis for all employees.
• Where alcohol or other drugs paraphernalia is found.
• Where a member of management believes an employee is actin in an uncharacteristic manner due to the possible effects of alcohol or other drugs.
20.3 Specific Requirements
The possession, sale, manufacture, consumption or distribution of alcoholic drinks on site is prohibited.
The consumption, use, possession, sake, supply, manufacture or cultivation of any of the following substances on site is prohibited.
• Any illegal drug
• Any prescription drug which is a benzodiazepine, amphetamine, barbiturate or methadone.
• Any other prescription drug which of a type or quantity for which no prescription has been issued to the person in possession of such drug.
Drug or alcohol abuse will jeopardise a safe working environment. In the interest of all employees, on employee will be allowed to enter the workplace whilst under the influence of:
a) Alcohol, where the blood alcohol content of an employee is in excess of 0.00%.
b) Any illegal drug.
c) Any illegal drug.
d) Any prescription drug which is a benzodiazepine, amphetamine, barbiturate or methadone.
e) Any other prescription drug taken in levels exceeding the level that has been prescribed to be take.
f) Any prescription or other drug, which, in view of its nature and/or quantity consumed, may be expected to have the potential to impair safe and efficient work performance.
A Positive test result will occur when:
a) The detected level of the substance in the test exceeds the threshold level in as the Australian Standards AS4308 “Recommended Practice for the Collection, Detection and Quantitation of Drugs of Abuse in Urine”.
b) A medical practitioner engaged by EmmS certifies that in their opinion, such detected level constitutes a risk to the health and safety of the employee and other employees, or could be expected to impair safe and efficient work performance.
20.4 Employee Responsibilities
• If an employee has consumed any prescription or other drug which could be expected to have the potential to impair safe and efficient work performance the employee must inform his/her Supervisor of that fact before starting work.
• If an employee is concerned about his/her degree of fitness for work, the employee must consult his/her Supervisor before starting work.
• If an employee suspects that his/her blood alcohol content could be more than 0.000% the employee must ask to be tested before starting work. The test will be carried out at the local Medical Centre.
• An employee must immediately report to his/her Supervisor of any side effects that are experienced in connection with the use of prescription or other drugs (including but not limited to dizziness, drowsiness, fatigue, impaired vision, impaired hearing, high or low temperature, sweating, chills or unsteadiness).
In all cases above, employees must comply with any directions given by his/her Supervisor.
20.5 Prescription Drugs
If an employee has medication prescribed by a doctor, he/she will not be in breach of this Policy if that medication is taken in accordance with prescription, provided that:
• If the prescription drug is a benzodiazepine, amphetamine, barbiturate or methadone, the employee must on work while using or is affected by such drug until he/she is clear of such drug, or is certified by a doctor as being fit to return to work:
• The consumed level of prescription medication does not exceed the level which the employee has been prescribed to take:
• The nature of the prescription medication and/or the quantity consumed does not have the potential of impairing safe and efficient performance at work; and
• In all cases, the employee is able to produce the original prescription to his/her Supervisor upon request.
20.6 Requests for Provision of a Sample
Supervisors or Management, or a representative of a Testing Agency, may at any time require an employee to provide a sample of urine and/or breath test for analysis for drug and blood alcohol content respectively. All employees must comply with such a request.
20.7 Refusal or Inability to Provide a Sample
20.7.1 Refusal to Provide a Sample
The following are serious breaches of Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) Drug and Alcohol Policy:
• Failure to comply with any request to provide a breath or urine sample.
• Failure to cooperate in relation to any sample collection procedure
• Refusal to sign or complete any sample collection documents or labels
• Avoiding, altering, falsifying or tampering with any breath or urine sample.
• Substituting for another person, or arranging or being involved in any such substitution
• Assisting any person in relation to, or attempting, any of these matters.
Any breach of this policy will result in the imposition of disciplinary matters, which may include dismissal.
20.7.2 Inability to Submit to Testing
If an employee has sustained personal injury or incapacity, and is reasonably unable to provide a urine or breath sample in accordance with this Policy, the employee will not be in breach of this Policy. However, he/she may be required to provide a sample at the earliest opportunity.
20.7.4 Emergencies
If an employee is complying with rules designed to cope with any emergency situation at work, he/she may be prevented from strictly complying with the testing procedures described in this Policy. The employees will not be in breach of this policy as a result of directly complying with rules that apply in emergency circumstances, but he/she may be required to provide a sample at the earliest opportunity.
20.8 Breath Testing for Alcohol
Any breath sample will be collected and recorded by using an approved breath-testing instrument.
EmmS will only consider a complaint or objection where a departure from procedures could be expected to invalidate the breath alcohol test, or give rise to a serious doubt in respect of its accuracy or reliability. If an employee is selected for a breath test, he/she may nominate another person to attend and witness the procedure and the reading recorded by the breath-testing instrument.
20.9 Urine Testing for Other Drugs
The procedures for collecting and testing of samples are in accordance with the Australian Standards AS4308 Recommended Practice for the Collection, Detection and Quantitation of Drugs of Abuse in Urine. Any departure from the specified sample collection procedures will not invalidate a drug test result provided that the procedures do not cast doubt on accuracy and reliability of the collection process with due regard to sample security.
A Supervisor may stand an employee down from work if they, or the representative of the Testing Agency consider the employee to be a risk to his/her own or others’ health and safety, until the test results of the sample the employee provided to the Testing Agency become known to EmmS. If the test results show that an employee has not breached this Policy, then the employee will be reinstated at work with no loss of pay.
An employee may be requested by a representative of the Testing Agency to list in writing a description of any drugs and/or substance he/she may have used or consumed within the immediately preceding 7 days; all employees must comply with their request.
20.10 When Will Testing Be Carried Out?
20.10.1 Pre-Employment Testing
At Electrical Mining & Maintenance Solutions Pty Ltd (EmmS) it is standard procedure that every person is required to provide a urine sample during their pre-employment medical check for the purpose of drug testing prior to their successful appointment and the commencement of work at EmmS.
Individuals who do not undertake the test or who do not satisfy the requirements of the test are not considered suitable for employment at EmmS.
20.10.2 Radom Testing
An employee or any group of people working at EmmS may at any time and without notice be requested to provide a sample of urine and/or breath test to a representative of the Testing Agency for the purpose of drug and/or alcohol testing: this testing will continue to occur from time to time on a random basis.
A random system will be used to select participants so as to provide minimum disruption to production. Any person working for EmmS is open to being tested.
20.10.3 Casual Testing
An employee may be requested to provide a sample of his/her breath and/or urine to a representative of the Testing Agency when, in the opinion of a Supervisor or Manager, the employee:
• Has been directly or indirectly involved in an accident or other incident in the workplace which justifies testing being conducted
• Has, or may have, committed an act of misconduct, the consequence or potential consequences of which may have been significant
• Causes, or may have caused, an injury to any person
• Commits any careless act or displays any disregard for the safety of well-being of self and others
• Displays any marked decline in work performance or attendance, or any other irrational behaviour, or
• Is reasonably suspected of having possibly breached the Drug and Alcohol Policy.
20.10.4 In Cases of Serious or Potentially Serious Accidents
The immediate welfare of all people involved in the incident will be attended to first. As soon as practicable after the even, every person directly involved in the incident that results in, or has the potential to result in, serious injury will be tested.
The decision as to whether an incident has the potential to result in serious injury rests with the appropriate Supervisor. If there is any disagreement about the taking of a test, it will be resolved by the Manager.
20.10.5 Initiating Tests for Others
At EmmS Pty Ltd, all employees are personally accountable for their own and others’ safety, and as part of this accountability, an employee can initiate an alcohol and/or drug test on any other person. An employee must request this on the appropriate form and state the reasons for requesting the test. This form must be witnessed and forwarded to the Supervisor.
The testing will be implemented provided the reasons for requesting the test are considered appropriate by the Supervisor. If an employee and his/her Supervisor cannot agree about the taking of the test, it should be resolved together with the Manager. If an employee is initiating a test, the employee must also present himself/herself for testing.
20.10.6 Self-Testing
If an employee considers it appropriate, as part of his/her personal accountability, the employee may initiate testing procedures for himself/herself. EmmS Pty Ltd is committed to providing all employees with support in relation to any usage or dependency problems through counselling, assistance and rehabilitation programmes.
20.11 If you return A Positive Result
20.11.1 First Positive Result
If an employee returns a positive alcohol or drug test:
• The employee will be deemed unfit for work and stood aside without Pay. Arrangements will be made for the employee’s safe transport back to his/her place of residence.
• A supervisor will counsel any employee about the Safety Hazards created by the misuse of performance-impairing substance and recommend his/her attendance at a drug and alcohol awareness/rehabilitation programme.
• The employee will be required to submit to an offsite test with the company’s medical service prior to returning to site, and must return a negative test for alcohol or drugs, as applicable, before returning to work.
• Management reserves the right to take disciplinary action, including dismissal if an employee is found to be in breach of this policy.
A formal notification letter will be handed to the employee informing him/her of the positive result.
20.11.2 Rehabilitation and Counselling
After an employee returns a positive result, he/she will be referred to attend counselling and rehabilitation session. This will be required to take sick leave, annual leave or leave without pay to attend this course of counselling and rehabilitation.
20.11.3 Second Positive Result
If an employee returns a second positive alcohol and drug test:
• He/she will be deemed unfit for work and immediately stood aside without pay. Arrangements will be made for his/her safe transport back to their place of residence.
• The employee’s record will be reviewed and unless mitigating circumstances exist, a second offence will result in termination of the employee’s employment.
A formal notification letter will be handed to the employee sating what appropriate action will be taken.
20.12 Supervisor/Manager Review
If a Supervisor and/or Manager is notified that an employee returns a positive test result, or that the employee has refused to comply with a request to provide a sample, they will review the incident with the employee.
The employee will have the opportunity to discuss the incident and produce any evidence or information, which the employee considers relevant in order to show:
• That the reported positive test result should be treated as invalid, or:
• That the employee had a valid reason for failing to comply with a request to provide a sample.
In line with this Policy, a test result can be found to be invalid in circumstances where the sample collection procedures give rise to a significand and reasonable doubt in respect of the accuracy and reliability of the collection process, the sample security, the chain of custody of the sample or the analysis of the sample by any relevant laboratory.
20.13 Disciplinary Action
EmmS regards any breach of our Drug and Alcohol Policy as a matter of the utmost seriousness.
In circumstances of a person who commits a single breach of this Policy, dismissal may not be warranted as the appropriate action. In such a case, the employee will be required to attend rehabilitation and counselling sessions, and some other penalty or sanction will be imposed. This is a discretionary measure. The employee would be liable for a greater frequency of testing in addition to normal random testing procedures. However, any repeated or other breach of this Policy will be considered cumulatively and may result in the employee’s dismissal.
20.14 Rehabilitation and Counselling Programmes
20.14.1 Drug and Alcohol Rehabilitation Principles and Guidelines
The following principles and guidelines will determine how the programme is run:
• Participation in the programme is confidential. Information that the employee divulges will not be passed on without the employee’s written permission.
• As far as possible the employee will be assisted to take responsibility to manage his/her own recovery programme.
Depending on individual circumstances the bulk of the programme will take place during time off-site. Any time away from work to fulfil the programme will be covered by sick leave, annual or unpaid leave. Any unpaid leave that is taken will not count as service.
20.14.2 Confidentiality
EmmS Pty Ltd will take reasonable steps to ensure that the test results concerning any sample provided by any person, any investigation in relation to such test results, and any participation in counselling or rehabilitation services, will as much as possible remain confidential between that person and the appropriately authorized EmmS Pty Ltd personnel. However, the company may need to disclose any test results or investigations in order to conduct any review or implement any disciplinary measures.
20.15 Variations
EmmS Pty Ltd may amend this Policy at any time by giving written notice to that effect. Any amendments made are deemed to be Policy from the time at which the written notice is given.
- Use, Inspection and Registration of Lifting Appliances
21.1 Introduction
To ensure the correct design, use, inspections, maintenance and requirement to register all lifting appliances whether these are designed and made up by the company or purchased.
21.2 Definitions
Lifting appliances means any lifting aid designed for lifting purposes, and includes:
(a) Wire Rope (f) Eye Bolts, Shackles
(a) B Fibre Road Slings (g) Spreader Bars
(b) Chain Slings (h) Lifting Beams
(c) Webbing Slings (i) Lifting Grabs
(d) Rings and Special Links (j) Lifting Dogs
21.3 Use of Lifting Appliances
• Always check lifting equipment before use
• Inspect for physical damage
• Inspect for wires or rope that are preyed or rusted
• Never overload the equipment
• Under no circumstances is damage equipment to be used
• Return equipment to its proper place after use
• Handle equipment with care
21.4 Maintenance
All lifting equipment requires checking and testing at routine intervals to ensure that:
• All anchor points are secure
• There is no physical damage
• There is no wire damage eg. Rusted, preyed or broken strands
• That there are safety clips on lifting hooks - Rehabilitation Procedure
22.1 Introduction
The main aim of our Rehabilitation Program is to affect the early return to work of an injured employee. This process benefits both the Employee and Employer.
Our Injury Management Program aims to achieve best results in the timely, safe and durable return to work of an injured employee.
22.2 Procedure
• The Rehabilitation Process will commence as soon as possible after the injury.
• The process will include liaison with the treating Doctor, the injured person, and the appropriate employees Supervisor. If possible, selective duties will be identified and a plan put in place to affect an early return to work. This plan must be acceptable to all three parties involved.
• Their Rehabilitation plan for injured employee will be reviewed on a regular basis.
• The completed Rehabilitation plan will be fully explained to the injured employee in order that he/she gives full co-operation.
• The workplace may need to be modified and job tasks redesigned to accommodate the injured employee.
• Assistance may be required to retain the injured employee for another position.
• Psychological or social problems may need to be addressed to obtain effective rehabilitation of the injured employee. - Environmental Policy
23.1 Introduction
EmmS Pty Ltd is committed to the principles of economically sustainable development, and within this context, aims to minimise the environmental impact of all company activities. It is up to all employees to cooperate in achieving these goals.
23.2 Environmental Risk Identification, Assessment & Control
Environmental risks are to be incorporated into formal risk identification, assessment and control activities. Where deemed necessary, separate environmental risk identifications and assessments may be conducted.
23.3 Sources of Risk
Environmental risks impact upon work in two major ways:
• Where work affects the surrounding environment
• Where the surrounding environment affects the work
23.3.1 Work Affecting the Environment
Work carried out by EmmS Pty Ltd may affect the environment in many ways. EmmS will consult with the main contractor or client regarding any environmentally sensitive areas, and can utilise the local knowledge of the client in these matters. The following outlines some of these hazards, but is not all inclusive:
• Water: Spills (oil, fuel, etc), run-off, erosion, solid contaminant.
Absorbent materials to be used to clean up spill sites.
Operate near available bunds and water traps where possible.
Use erosion reduction systems (silt traps, temporary drains, etc).
• Soil: Spill sites/contamination, devegetation.
Contaminated earth may be removed and replaced where necessary.
Seeding and revegetation efforts may be undertaken.
• Air: Noise, dust, vapours/fumes.
Ensure all machines are properly muffled and operate within acceptable hours where local residents are affected.
Dust suppression systems to be used (water trucks) where required.
All volatile substances to be properly stored away from heat and in well ventilated areas.
23.3.2 The Environment Affecting Work
The environment may also pose a significant hazard to work activities, and can influence the way in which a task is carried out. The following outlines some ways in which the environment may pose a hazard, but is not all inclusive:
• Water: Creeks, rivers & swamps, ponds, soil stability, driving conditions.
Identify escape routes in cases of flooding.
Ensure sure footing of all machines operating near ponds.
Ensure appropriate emergency equipment (inflatable vests, etc) is available when working near ponds.
Assess all steep slopes for stability, especially when operating machines on these slopes.
Construction of temporary drains may be warranted.
Beware of ice and icy conditions.
Reduce driving speeds.
• Soil: Stability
Undertake stability assessment prior to work.
• Air: Extreme temperatures, storms (incl. electrical), dusts, low visibility.
Use of antifreeze/antiboil and insulation.
Suspend operation of cranes, etc, during severe storms.
Use PPE (including respirators).
Under extreme conditions, suspend operations (fog, etc).
• Vegetation: Fires, restricted movement of equipment.
Ensure fire-fighting equipment is available.
Follow Emergency Evacuation Procedures if necessary.
Exercise caution when moving equipment amongst vegetation.
Note that these lists are not all inclusive, and a relevant site-specific assessment may be required. - Forms & Reporting Systems
The following forms, sheets and documents are used as part of the EmmS Pty Ltd work Health and Safety Reporting System:
• Work, Health and Safety Project Flow sheet
• Sub-Contractor Safety Plan
• Employee Details Form
• Specific Site Induction Training Sheet
• Specific Site Induction Assessment
• List of Qualified First-Aiders
• Manual Handling Training Form
• Manual Handling Assessment
• Plant & Equipment Daily Inspection/On-Site Arrival/Monthly Inspection
• Lifting Appliances Inspection
• MSDS Assessment Form
• MSDS Register
• Risk Identification Form
• Risk Assessment Form
• Safe Work Procedures Pro Forma
• Monthly Safety Self-Audit Form
• Internal Incident & Inquiry Forms
• Incident & Injury Register
• General Notes, Details & Variations Form
• Safe Work Method Statements Specific for Electrical Work