2. Health & Safety Standards of Operation - Compass Groupmercury.compass-group.com/mercury-common/documents/HSE/7_Hea… · 2.8 Module 4 Consultation & Communication 8 ... The Compass

2. Health & Safety Standards of Operation

Our Management System for Assured Compliance and Excellence



TABLE OF CONTENTS

2.1 Introduction

1

2.2 Module 1 Commitment & Responsibilities

2

2.3 Action Planner - Commitment & Responsibilities

3

2.4 Module 2 Health & Safety Culture and Safe Behaviour – Introducing SAM

4

2.5 Action Planner - Health & Safety Culture and Safe Behaviour – Introducing SAM

5

2.6 Module 3 Training

6

2.7 Action Planner - Training

7

2.8 Module 4 Consultation & Communication

8

2.9 Action Planner - Consultation & Communication

9

2.10 Module 5 Risk Assessment & Hazard Management

10

2.11 Action Planner - Risk Assessment & Hazard Management

11

2.12 Module 6 Operational Safety

12

2.13 Action Planner - Operational Safety

13

2.14 Module 7 Incident & Emergency Management

14

2.15 Action Planner - Incident & Emergency Management

15

2.16 Module 8 Injury Management

16

2.17 Action Planner - Injury Management

17

2.18 OHSAS 18001/ BS 8800

OHSAS 18001/BS 8800 Standard

18

2.19 Action Planner - OHSAS 18001/BS 8800 Standard

19

2.20 Appendix Unit Health & Safety Standard

20

Page 1 of 4 Introduction October 2007


Our Management System for Assured Compliance and Excellence 2.1 Introduction This handbook is provided to introduce you to the Compass Health & Safety Standards of Operation with the primary aim of communicating Compass Health and Safety standards. It will assist you to establish a safe, healthy and productive work environment for all employees, contractors, clients and customers at your unit. What is the Health & Safety Standards of Operation all about? The Compass Health & Safety Standards of Operation is designed to create a safe work culture. To support the programme this handbook is designed as an aid to achieving the goal of a safe work culture by providing: Strategies or plans. The handbook will provide you with basic safety management strategies that will be implemented at all Compass business units. These safety management strategies focus on creating a safe work culture. Methods to identify hazards. Simple processes are outlined to successfully identify and then eliminate or control hazards within your unit. Methods to eliminate or control hazards. When hazards are present and identified, you must determine how best to modify your work practices and processes with the goal of effectively eliminating or controlling the risk, and ultimately to prevent injury. Assistance to implement an effective Health & Safety Standards. The Health & Safety Standards has been designed as a progressive programme to assist you to implement an effective Health & Safety Standards. The handbook will guide you through following designated levels of implementation.

Level Description

No Safety Programme Units do not have a Health & Safety Standards in place. Employee’s health and safety is at risk. No unit can be permitted to remain at this level.

Start Up Standard Start Up standard for new units, or units with no previous Health & Safety Standards. Units should only be permitted to remain at this standard for a maximum of 12 months.

Compass Standard The Compass Standard is a “Best in Class” standard for our industry. It is the company standard that all units must achieve. At this standard, a unit complies with legal requirements and company policy.

Some units may desire external third party certification of the occupational health and safety programme. The international standard for external certification is ISO 18000. ISO 18000 is not a


Compass requirement, however to facilitate ISO 18000 certification, an implementation guide is contained at the end of the handbook. How long will this take? The Health & Safety Standards does not expect that all units will be at the Compass Standard from the commencement of trading, rather, that the Compass Standard is achieved within 12 months of commencement. Safety SAM

SAM is the champion and icon of the Health & Safety Standards. SAM is a communication tool by which all employees participate in the discussion, activity and culture of safety at work. SAM will champion the goal of bringing about a Safe Work Culture and Safe Behaviour by all employees. How can SAM promote a Safe Work Culture? SAM presents in three colours that represent three states of health & safety in the workplace.

• SAM turns RED - SAM warns us not to work with an unsafe condition. • SAM turns YELLOW - SAM is a beacon for caution, and, • SAM turns GREEN - SAM indicates that this is a safe activity and a safe place.

Green SAM represents a safe place of work. A green SAM means Safe Equipment that is designed for the job. It means a Safe Workplace that is correctly designed for the work undertaken. Green SAM is actively looking to make the workplace a safer place, contributes ideas and helps teammates.

A yellow SAM indicates caution. A yellow SAM normally indicates that work requires adherence to a Safe Work Procedure; that supervision is required and that training is required. Wherever a yellow SAM exists the unit should always seek to use great ideas to change yellow SAM’s to green SAM’s.

A red SAM is warning you not to use a piece of equipment, a work practice or a work place. A red SAM indicates there is a hazard that is not adequately controlled.


SAM appears throughout the handbook as a guide to assist with the implementation of your Health & Safety Standards. There is more information about SAM throughout the handbook, with suggestions about the use of SAM included in Module 8. How do you use this handbook?

You will find 8 modules, each of which contains a key element of your health & safety management programme. It is suggested that a unit approaches implementation by doing one module at a time, beginning with the Start Up level. After discussing the content of a module with your team, undertake the self-assessment to determine how you rate. From there you should complete the implementation table for the Start Up level for the module, setting in place an action plan to achieve the Start Up Standard, if necessary.

Once the unit has completed all the modules and the corresponding action plans, the unit should then set about working through each module to complete the Compass Standard implementation items.

On completion of the Compass Standard action plans, units should request a compliance audit from their regional manager.

Units that require ISO 18000 certification will also need to complete the ISO 18000 guide at the end of the handbook, once the Compass Standard has been achieved.

The following flowchart is a simple illustration of the process.

Unit Start Up

Unit team meeting to introduce great safety plan implementation of Start Up Level

Unit team meeting for a module review

Self Assessment

Start Up Level Implementation Plan & Action plan for module

Achieve Start Up Standard

Regional Compliance Check

Repeat Process for Compass Standard

Repeat for all m

odules

Who is this handbook for? This handbook is principally designed for a unit manager, however, the handbook can be used by: • Regional Managers • Safety Representatives • Employees • Anyone wanting to improve unit safety


Summary The handbook demonstrates in a practical way, what health & safety management is, and how management and employees can work together to make their workplace and work practice safe and efficient. This handbook is a minimum standard for all Compass units and business activities in all countries/sectors. Your Safety Health Environment team can assist further with the implementation of the Health & Safety Standards. In summary, the Health & Safety SAM Handbook is designed to assist you to use the Health & Safety Standards, under the icon SAM’s guidance, to effectively improve your workplace environment and create a safe work culture. We trust that the information provided to you in this manual will assist you to deliver the Compass commitment to a safe work culture. Compass Group Health, Safety and Environment Forum (HSE-Forum)

Page 1 of 5 Module 1 - Commitment & Responsibility October 2007


Our Management System for Assured Compliance and Excellence 2.2 Module 1: Commitment & Responsibilities Objective: To communicate the Company’s commitment to safety and health to all employees. Our aspiration for health & safety starts with Compass Group PLC and extends to every employee in the company. The company commitment is expressed in the policy issued by the Compass Group PLC Board.

COMPASS GROUP PLC

HEALTH & SAFETY POLICY STATEMENT

Each of us at Compass Group has a moral obligation to safeguard each other, our customers and the environment by aspiring to operate a safe, injury free and healthy workplace serving food that is always safe to eat ant to minimise, our impact on the environment. Our primary concern is the safety of our employees, our customers, our contractors and the wider community by managing our people and our work practices in a safe and responsible way. As the very minimum we will comply with all relevant legislation and approved codes of practice. To ensure best practice we have developed a common minimum operating standard and set of behaviours which will be practiced at every location we operate. These are based on the strictest regulatory requirements and industry best practice and are being introduced into all our operations over the next five years will set the benchmark for our industry. We will strive to continuously improve our performance and we will regularly measure compliance against these standards and implement performance objectives to assure our clients, customers and others who work with us that we are operating the safest environment possible. I have set clear objectives and targets against which we will measure and report on our health and safety performance. Specifically, we will:

• Seek to prevent injury to any employee, customer or contractor • Conduct a full risk assessment as soon as practical in taking on any new contract • Consider the safety implications of our procurement decisions • Ensure that every employee is properly trained to safely perform their work

We will also expect similarly high standards from our suppliers and contractors. It is my responsibility as Chief Executive to ensure that the appropriate resources, including human and financial ones, are committed towards implementing this policy across all our operations and communicating our policies and standards to all our employees. Our health and safety performance will be considered at every management meeting in Compass Group and the Board will review this policy annually to ensure that it continues to reflect the aims and aspirations of the company. We will report annually in November on the introduction of and


compliance with these standards, on the number of our units that meet the requirements of our Health & Safety Audit and loss time injuries.

Richard Cousins Group Chief Executive Our Commitment? Our Company believes that commitment to safety requires a balanced approach from both management and employees. As part of this approach, our Company expects that management at all levels will:

• Ensure compliance with the health & safety standards; • Provide and maintain a safe working environment at all times; • Develop, promote and implement Company health and safety systems and practices; • Effectively use Company resources to meet our health and safety standards and objectives; • Train all employees to enable them to work in a safe and efficient manner.

In addition to the above, our Company expects all employees to:

• Display a “duty of care” for themselves and other employees in providing a safe working environment;

• Report any unsafe acts or conditions to their supervisor or manager promptly; • Actively contribute great! ideas in order to make the workplace safer and more productive; • Never walk away from an unsafe act or a hazard e.g.: If an employee observes someone else

performing an unsafe act, they should explain to that person why it is unsafe and ask that they stop. If they refuse, it is the employee’s responsibility to report this to management and it is management’s responsibility to act;

• Not come to work under the influence of non-prescribed drugs or alcohol; • Always wear the correct personal protective equipment; and • Follow safe work procedures at all times.

What Is Duty Of Care?

Duty of care requires each person to take reasonable care to prevent injury to themselves and others. A number of factors will assist in determining the ‘duty of care’. These include:

• What is reasonable in the circumstances? • What is the magnitude of the risk? • What is the chance of an incident occurring? • Is there an approved safe work method of an equivalent or higher standard? • Have changes in technology, work methods, processes, equipment etc been considered? • Is there a safer method that will prevent an incident occurring?

A GREEN SAM understands that “duty of care” is required to provide a safe working environment. Both management and employees have a “duty of care” to provide for a safe working environment.


• Is the cost of preventing an incident out of all proportion to the degree and probability of the risk occurring?

General Duties of Employers As a company with great! people, we have a duty of care to ensure all of the following: Provision of A Safe Workplace The workplace itself must also be kept in a condition that is safe. This could include such things as placing equipment in appropriate storage areas, cleanliness and removal of spilled substances to prevent slips, trips and falls, preventing obstructions at fire doors etc. The responsibility to provide a safe workplace rests equally with our Clients, where they provide the buildings and equipment that we work in and with. Safe Plant & Substances We must make arrangements to ensure that any plant and substance is properly used, handled, stored and transported. We must make available adequate information about substances and any conditions necessary to ensure that the substance is safe and without risk. This could include information about the dangers of the substances, how to use them safely and what to do if there is an accidental spillage. Safe Systems of Work Safe systems of work consider how and when each task is done, the steps involved, the equipment required, the skills and knowledge of employees and the specific safety issues. Unsafe work practices should be prevented by establishing systems of work and work targets that are safe and by providing safety equipment where necessary. Safe systems of work must be enforced through appropriate supervision. Provision of Information, Instruction, Training & Supervision Our employees must be adequately instructed and trained in safe systems of work to ensure that they use:

• Safe methods for carrying out tasks; • Safe methods with equipment and substances; • Health and safety control measures; • Personal protective equipment; and, • Reporting and emergency procedures.

Our employees must receive the necessary supervision to ensure health and safety. A range of factors will determine what is meant by ‘necessary’. These may include complexity of the tasks, associated hazards and level of risk, skills, knowledge and experience of the employee, the workplace and environment and the system of work. Working Environment & Facilities The working environment should ensure that the workplace takes into account welfare and may include employee amenities (toilets, washrooms, meal rooms), sufficient floor space, appropriate lighting and temperature control, suitable work targets and work organization. The Company’s Duty to Others We are responsible for the health and safety of people other than employees, who may be present at the workplace. ‘Others’ at the workplace could include:

• Customers or clients visiting the workplace; • Visitors on inspections; • School students on work experience; • Independent contractors and our sub-contractors who carry out work on the premises, e.g. installing,

maintaining or repairing equipment; • Employees of other employers who are present at the workplace; • Customers or contractors who use plant, equipment or substances supplied provided by us; and, • Delivery drivers who access, parking and load or unload goods and equipment.


Everyone who works in our units as a client employee, contractor or delivery driver; or is in our workplace for any reason, relies in good faith on the standards of health and safety that we maintain. It is very important that units ensure that the health & safety standards takes into account all of the activities, and occupants of the unit. Responsibilities of our Employees Our employees have the right to work in a safe and healthy workplace and in return, an employee also has responsibilities. In general an employee at work must:

• Take reasonable care for the health and safety of other people at the workplace that may be affected by the employee’s actions; and

• Cooperate with the company in anything that the company does or requires, in order to ensure safety.

Our employees must make sure that their actions do not put other people at risk. They must work safely, use and maintain plant and equipment properly and ensure that their work area is free of hazards. Cooperating with the company may include:

• Notifying supervisors of actual and potential hazards; • Wearing or using prescribed safety equipment e.g. Personal Protective Equipment, machine

guarding; • Carrying out work in a safe manner; • Following health and safety instructions; • Taking notice of signs; • Adhering to speed limits e.g. whilst operating a forklift; and • Participating in safety training.

Our employees must not, intentionally or recklessly interfere with or misuse anything provided in the interests of health and safety and welfare under occupational health and safety legislation’. This may include:

• Moving or defacing signs; • Tampering with warning alarms; • Removing machine guards; • Skylarking; • Playing jokes; and • Behaving in a way that results in risk to others.

Characteristics of a Health & Safety Culture

Management concern and control – company management has ultimate responsibility for health and safety. Management must demonstrate an appropriate duty of care and concern itself with all aspects of workplace health and safety. The company safety policy is to be displayed publicly and there must be adequate training and supervision. Employee due care and cooperation – if the unit management is seriously attempting to meet the right of their team members to work in a safe and healthy workplace, the employee generally will demonstrate a good safety awareness and will be happy to cooperate with unit management and not inhibit them in carrying out their responsibility. Consultation – employees can only cooperate effectively if there is appropriate consultation with management. These two concepts are mutually reinforcing – effective consultation leads to improved employer ability to ensure health and safety through employee cooperation, which in turn helps to develop a safety culture in the workplace. This is covered in Module 4.

GREEN SAM says that if our health & safety standards are implemented correctly, it will instill all of the following characteristics within our operations (for both management and employees).


Characteristics of an Unsafe Work Culture In order to develop a health & safety culture within our operations, it is essential that we are able to identify the characteristics of an unsafe work culture. Lack of concern or control – managers and supervisors may be unconcerned or attach low priority to health and safety. This may lead to a lack of due care and minimal control over safety issues, which in turn, affects unit attitudes and actions. Blame – managers and supervisors may consider health and safety problems in terms of the employee being uncooperative or at fault. There can be a tendency to blame people for health and safety problems. This will result in people hiding safety issues. Unsafe systems – unsafe systems force employees to adapt to unacceptable health and safety practices. Employees may resolve the initial conflict between our safety expectations by gradually adapting and accepting unsafe workplace practices. Poor teamwork/leadership – an unsafe workplace may be the result of poor relations between managers and their unit team members. Implementation Guidance Detailed procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of the module. Reference Materials • Group Safety & Health Policy

• Roles and Responsibilities Procedure

RED SAM says that the characteristics of an unsafe work culture are as follows.


2.3 Action Planner - Commitment & Responsibilities

Standard Current Status Action Required Who Date Due

Date Complete

Great Safety Level

No elements of the Commitment and Responsibility Module commenced.

Not

Started

Complete

Partially Complete

Provide each employee with a copy of the Health & Safety Handbook

Not Started

Start up Standard

Complete

Partially Complete

Ensure that the Health & Safety Policy is on display at your unit in a prominent location. Not Started

Start up Standard

Complete

Partially Complete

Ensure all unit team members are aware of the location of the policy.

Not Started

Start up Standard

Complete

Partially Complete

Ensure all unit team members understand its content.

Not Started

Start up Standard

Complete

Partially Complete

A health & safety co-ordinator is appointed to co-ordinate the health & safety standards and implementation for the unit.

Not Started

Start up Standard

Complete

Partially Complete

All unit team members have a responsibility to thoroughly read the contents of the employee safety handbook and complete the “Message Received” component as a record of understanding.

Not Started

Compass Standard

Complete

Partially Complete

The signed “Message Received” component for all unit team members is to be filed with the employee’s personnel records.

Not Started

Compass Standard

Complete

Partially Complete

The commitment to safety is communicated to unit team members by all managers, regularly. Not Started

Compass Standard

Complete

Partially Complete

As part of your Training Plan (refer to Module 3 – Training) undertake training with employees, defining their responsibilities and required commitment to safety.

Not Started

Compass Standard

Page 1 of 3 Module 2 - Safety Culture & Safety Behaviour October 2007



2.4 Module 2: Health & Safety Culture and Safety Behaviour - SAM Objective: To ensure both management and employees subscribe to our health & safety culture and practice safe behaviour our health & safety culture requires safety to be a part of every decision and action made by every employee and manager that affects the way we work. What Is a Safe Work Culture? A Safe Work Culture is one in which the right to a safe and healthy working environment is respected at all levels in our company. It is one where managers, supervisors and employees actively participate in securing a safe and healthy working environment through a system of defined rights, responsibilities and duties, and where the principle of prevention is accorded the highest priority. Building and maintaining a preventative safety and health culture requires us to make use of all available means to increase general awareness, knowledge and understanding of the concepts of hazards and risks and how they may be prevented or controlled. The Compass health & safety standards provide a basic safety management strategy that will engender both a Safe Work Culture and safety behaviour practices across all Compass business units. The safety management strategies in this handbook focus on culture and the simple processes that are required to successfully identify and control hazards within our work places. This process is the core of the culture we are seeking to achieve. Within this handbook and our health & safety standards we have created the three health & safety standard levels for our units, together with the SAM communication tool. This is the fundamental structure on which a unit builds a safe work culture. The implementation of all the elements of the health & safety standards are required to complete the safety culture we are seeking to achieve in our business. It is very important that we do not adopt a “Blame Culture” in our health & safety standards. The culture and behaviour we are seeking to practice will not prevail if there is persecution for poor safety performance. Failures allow us to learn and improve. If failure is disguised and hidden, it will continue to occur. An open culture recognizes that failures are an opportunity to continuously improve our health & safety standard. Our culture will have failed if it does not promote open problem solving, and encourage our people to be perform better and be more successful. In saying this, the health & safety culture is not designed to accept deliberate and reckless non-compliance with safe work practices. These should be treated in the same way that other operational non-compliances are managed in the business. Whilst saying this, we must remember that it is often easier to blame an injured team member for an incident, than to critically examine why the incident occurred, and identify a way to prevent it from re-occurring. What Is a Safety Behaviour? Safety behaviour is an individual commitment to the health & safety culture. It requires a commitment to the health & safety standards and the practice of safe behaviour in all aspects of our work. Safe behaviour applies to all levels within the company, and is not a concept that is limited to unit employees performing the physical work in our business. Safe behaviour equally applies to: a managing director making decisions about the resources of a business; the unit manager making decisions about the way work will be performed in a unit; or a purchasing manager making decisions about the type of equipment provided to a unit or the weight of drum of oil that will be delivered to a unit. Safe behaviour must be part of the decision making process used by every employee, supervisor and manager in the conduct of our business.


Implementing a Safety Culture and Safe Behaviour – Safety SAM The key to our health & safety culture is consultation and communication. Consultation with our people can occur at any time, and will encourage a sense of involvement and participation in health and safety issues. It is well known that people who have been involved in the decision-making process about change are more inclined to accept the change. Consultation results in our people being better informed and more motivated to participate. Good communication encourages feedback to determine if the information has been understood and accepted, or if clarification is needed. Good communication assists in gaining agreement to develop a positive, productive and safe work environment. Employees who are fully informed and involved in decisions about their work processes are likely to be more motivated to undertake work activities safely and efficiently, and therefore practice safe behaviour. To promote a safe work culture we have introduced our health & safety lexicon, and its icon SAM (Stop, Action, Monitor).

SAM is our safety champion, the icon of our safety programme, and the means by which we engage all employees in the discussion, activity and culture of safety at work, and therefore safe behaviour. SAM has three colours to represent the different states or conditions of safety in the workplace. When SAM turns RED, SAM warns us not to work with an unsafe condition. When SAM is YELLOW, he is a beacon for caution, and when he is GREEN, SAM indicates that this is a safe activity and a safe place.

Green SAM represents a safe place of work. A green SAM means Safe Equipment that is designed for the job. It means a Safe Workplace that is correctly designed for the work undertaken. Green SAM is actively looking to make the workplace a safer place, contributes ideas and helps team-mates.

A yellow SAM indicates caution. A yellow SAM normally indicates that work requires adherence to a Safe Work Procedure; that supervision is required and that training is required. Wherever a yellow SAM exists the unit should always seek to use great ideas to change yellow SAM’s to green SAM’s.

A red SAM is warning you not to use a piece of equipment, a work practice or a work place. A red SAM indicates there is a hazard that is not adequately controlled.

SAM appears throughout this handbook as a guide to assist with the implementation of our health & safety standards. To introduce SAM to your unit, we have provided SAM resources as part of the health & safety standards. One of these resources is a SAM training kit that can be used to introduce SAM to your unit. The


training kit guides you through the introduction of SAM and the safety culture behind SAM. The process works as follows:

• As a team, walk around the kitchen and place the HEALTH & SAFETY SAM equipment stickers on or near the equipment provided. Read the safety comments as you do it and discuss the hazards with your team.

• Post the Health & Safety Sam Posters in a prominent location on your notice board. • Give your team SAM comment stickers and encourage them to place them around the site and write

observations on them. This process will introduce SAM and health & safety to your unit, and begin the journey from good to health & safety. Implementation Guidance Detailed procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of the module.


2.5 Action Planner – Safety Culture and Safety Behaviour


Date Complete

Great Safety Level

No elements of the Health & Safety Culture and Safety Behaviour Module commenced.

Not

Started

Complete

Partially Complete

Conduct a SAM training session with team members to introduce SAM to your unit. Not Started

Start up

Standard

Complete

Partially Complete

SAM Posters displayed for unit staff.

Not Started

Start up Standard

Complete

Partially Complete

SAM Safe Operating Procedure stickers located on unit equipment.

Not Started

Compass Standard

Complete

Partially Complete

Site management communicating and supporting the safe culture and safe behaviour. Not Started

Compass Standard

Complete

Partially Complete

Employees use the Stop, Action, Monitor process in their daily activities.

Not Started

Compass Standard

Complete

Partially Complete

“No Blame Culture” implemented for incident reporting.

Not Started

Compass Standard

Complete

Partially Complete

Active use of SAM comment stickers to communicate safety messages in the unit. Not Started

Compass Standard

Complete

Partially Complete

Regular safety communication from regional management.

Not Started

Compass Standard

Complete

Partially Complete

Site management communicating and supporting the safe culture and safe behaviour. Not Started

Compass Standard

Complete

Partially Complete

Unit team members actively support and encourage a health & safety culture.

Not Started

Compass Standard

Page 1 of 3 Module 3 - Training October 2007


Our Management System for Assured Compliance and Excellence 2.6 Module 3: Training Objective: To ensure all employees have the competencies and skills to be able to work in a safe and responsible manner. Effective health and safety training supports company objectives and plays an important role in health & safety management. The health & safety standards build a health & safety culture that reinforces safe and healthy work practices, while training helps provide the knowledge, skills and practice necessary to sustain this culture and behavior. The objectives of our health & safety standards cannot be achieved without systematic training. Training assists the unit manger to identify, assess and control hazards and encourages the unit to maintain health & safety as a priority when planning and undertaking any work activity. The health & safety standards will not function unless our people are appropriately trained and skilled to perform their required duties in a safe and efficient manner. In almost all circumstances, training is a specific requirement and should include the following:

• Site orientation – induction training in the use of equipment, substances, work practices and other safety matters;

• Information relating to work processes and substances, such as warning labels on chemical containers and chemical safety information;

• Instruction in how to carry out tasks in a safe and healthy manner; and • Supervision to ensure that instructions are understood and that the responsible employee is capable

of carrying out the task. Some training can be on the job, for example, developing safe work procedures by conducting a job safety analysis in consultation with the employee. A systematic approach to training allows participants to gain the required knowledge, skills and experience in dealing with situations they face on a daily basis. Good safety training cannot be achieved by an unplanned approach. Training should be thoroughly planned, implemented and evaluated. For the outcomes of the training to be maintained and effective, there must be a programme to continuously improve the training programme. Advantages of Safety Training

The benefits of an effective health & safety training programme include:

• Our employees being better equipped to deal with the unexpected, therefore minimising disruption to production;

• Reduced incidents, injury and absenteeism due to not knowing how to do a task safely;

Green SAM say’s that there are many advantages to a systematicapproach to training.


• Reduced recruitment costs by training current employees in better, improved ways of doing things; • Enhanced company image, and therefore enhance of our company as a preferred employer; and • Reinforcement of the company’s commitment to employee health and safety.

Training Programme As part of our health & safety standards we need to identify the skills required to undertake a particular job, and then arrange to have those skills available when they are required. This could mean training existing employees or engaging temporary staff, casual employees or contractors that possess the necessary skills, knowledge and qualifications. Identifying the skills for a particular job is often a simple task. For example, a kitchen hand should be trained in the correct use and maintenance of a slicing machine. The review of a safe work procedure might highlight skills that are required, or, the results of an incident investigation might have training implications for a current or future task. Once the need for a particular skill has been identified, the role of a manager or supervisor is to document that requirement and act upon it. Training should also cover administrative tasks related to planning for health and safety on the job, such as safety plans, emergency evacuation plans, purchasing procedures and safe operating procedures. A well rounded training programme is comprised of the following elements:

• Company induction; • Workplace induction; • Safe work procedure training; and • Regular safety awareness training.

Induction Training Induction training for all new employees is an important component of the health & safety standards. Induction training is the initial training that all employees must undertake before starting in their position. As a minimum, the induction programme should include training in two components; (1) the company induction course and (2) a detailed unit induction. Company Induction The company induction should introduce the new employee to our safe work culture as well as our health & safety standards. The Company Health & Safety induction as a minimum, should include training in the following areas:

• Company commitment to safety and health; • Employee duties for health and safety; • Hazard identification and reporting requirements; • Incident reporting requirements; and • Health & Safety and Safety SAM.

Workplace Induction The workplace induction should provide more specific training to familiarize the new employee with the new working environment and to ensure that they can work in a safe and efficient manner. It is important in the unit induction to ensure that our employees are familiar with and competent with the safe work procedures for the unit and the equipment in the unit. The employee must also be familiar with the emergency procedures in the unit. Induction training provides an ideal opportunity to train new staff in accordance with the policies and procedures within our health & safety standards. All training needs to consider cultural differences in perception of risks and the needs of employees with non-native speaking background or other special needs. Safety Awareness Training A well rounded unit training programme will include regular topical health & safety awareness training. This type of training is focussed on a single topic, such as knife handling, or correct use of cleaning chemicals. Topics for these sessions are normally provided by company health & safety management.


Implementation Guidance Detailed training procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of your unit training programme. Reference Materials • Safety Training Procedure • First Aid Procedure • Emergency Procedure • Employee Health, Safety & Environment Handbook • Country/Sector References Other Documents • Preferred Employer Procedures


2.7 Action Planner - Training


Date Complete

Great Safety Level

No elements of the Training Module commenced.

Not Sarted

Complete

Partially Complete

Ensure all employees have completed the Company induction.

Not Started

Start up

Standard

Complete

Partially Complete

Formulate a training plan by identifying what training is needed (eg: Induction, Manual Handling, Hazard Identification, First Aid).

Not Started

Start up

Standard

Complete

Partially Complete

Each employee is issued with a company employee safety handbook.

Not Started

Start up

Standard

Complete

Partially Complete

Identify who will conduct the training (eg: internal training versus external training).

Not Started

Compass Standard

Complete

Partially Complete

Identify what needs to be included in the training (eg: general health and safety skills and knowledge, specific workplace issues, safe work procedures, legislative requirements, responsibilities).

Not Started

Compass Standard

Complete

Partially Complete

Determine what method of training should be used (eg: interactive sessions, informal, formal, computer based).

Not Started

Compass Standard

Complete

Partially Complete

Document training on employee training records.

Not Started

Compass Standard

Complete

Partially Complete

Ensure all employees have completed a site-specific induction.

Not Started

Compass Standard

Complete

Partially Complete

A trained first aider is easily accessible to the unit at all times.

Not Started

Compass Standard

Page 1 of 3 Module 4 - Consultation and Communication October 2007


Our Management System for Assured Compliance and Excellence 2.8 Module 4: Consultation and Communication Objective: To ensure all employees are consulted on all matters pertaining to health and safety and there are effective and open channels of communication for safety. What Is Consultation? Meaningful and effective consultation involves drawing on the knowledge, experience and ideas of our people and encouraging their active participation to improve our health & safety standards and practices. Consultation to improve health & safety standards and practices requires: • The sharing of relevant information about health and safety and welfare with our employees; • That our employees are given the opportunity to express their views and to contribute in a timely fashion

to the resolution of health and safety and welfare issues at their place of work. When Is Consultation Required? Consultation with our people can occur at any time, and it should encourage a sense of involvement and participation in health and safety issues. It is well known that people who have been involved in the decision-making process about change are more inclined to accept the change. Consultation results in our people being better informed and more motivated to participate. Consultation should occur: • When discussing and implementing the Company health & safety standards; • When developing and implementing safe work procedures; • When introducing a new piece of equipment or modifying existing facilities; • When conducting Health & Safety Team meetings; • Following an incident to identify corrective actions; • Following the identification of a hazard to identify how to eliminate or minimize the risk. The Importance of Consultation The way we work is documented in our procedures. For the procedures to be effective, our people who work with these procedures should be consulted. The process should establish the responsibilities of those involved and outline the recognized resolution process for health and safety issues. Effective consultation cannot be a one-way process. Whilst management has the responsibility and authority to make decisions, our people have the right and must be given the opportunity to have an input into those decisions. In some locations there will be a health & safety team. These teams are a joint consultative mechanism that comprises both employee and management representatives who meet on a regular basis to discuss and exchange views on health and safety. These teams can be a very effective way conduct consultation and ensure good communication is in place. Health & safety teams are not the only consultative mechanism that can be used in the workplace. The choice of consultative mechanism will be determined by a number of factors including size and complexity of the organisation, location and geographic spread, management style and participation level of employees.


What Are The Benefits Of Effective Consultation? Green SAM says that through consultation, we can become more aware of hazards and health and safety issues experienced by our people.

Our people can provide great ideas about how to solve health and safety problems. Effective consultation can result in:

• Improved management decisions through gathering a wider source of ideas about health and safety. • Greater employee commitment to health and safety through a better understanding of health and

safety decisions and employee ownership of the outcome of the consultation. • Greater openness, respect and trust between management and their team through developing an

understanding of each other’s points of view. • Higher employee morale and job satisfaction through the employer demonstrating that employee

views are valued and taken into account. • Healthier working environments and increased productivity. • Opportunities for learning through sharing of information, concepts and ideas. • Reduced injury and disease with consequent savings to the employer, employees; the general

community and the environment.

What Is Effective Communication? Effective communication requires supervisors and managers to communicate any information concerning health and safety to all or their employees to ensure that any health and safety matter raised by an employee is investigated and the necessary actions taken. Effective health and safety communication skills become very important when individuals are required to liaise with management and/or employees.

Effective communication occurs when there is a change in understanding and behavior.

Communication is more likely to be effective when the message is clear, concise and contains appropriate and sufficient information. Effective communication can be achieved by knowing what is the appropriate medium to use in the situation and the efficient use of this medium (e.g. Face-to-face, e-mail, telephone, group meetings). Effective communication is used by management to:

• Gather and provide information; • Develop safe work methods; • Ensure feedback on performance and results; • State objectives, deadlines and priorities; • Gain agreement and consensus on issues; and • Encourage positive attitudes and morale.

Feedback is essential to good communication. It allows us to determine if the information has been understood and accepted, or if clarification is needed. Good communication assists in gaining agreement to develop a positive, productive and safe work environment. Employees who are fully informed and involved in decisions about their work processes are likely to be more motivated to undertake work activities safely and efficiently.


What Is Poor Communication?

SAM as a Communication Tool SAM is a communication tool in the health & safety standards. Units should introduce SAM in the training programme, and use SAM as a way of identifying different safety issues and practices. Included in the great safety toolkit is a range of support tools that can be used to communicate the SAM concept to the unit team members. The material includes posters, stickers and safe work procedures for unit equipment. Implementation Guidance Detailed procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of the module. Reference Materials • Consultation and Communication Procedure • Safety & Environment Team Procedure • Opportunity for Improvement Procedure • SAM Promotion Kit

Poor communication may be associated with: • Lack of awareness of policy or procedure; • Inaccurate information; • Unsafe work practices; • Accidents and injuries; • Lower productivity; • Stress and staff dissatisfaction; • High staff turnover; • Employee morale problems, resentment; • Untrained employees; • Inability to implement change; • Barriers


2.9 Action Planner – Consultation & Communication


Date Complete

Great Safety Level

No elements of the Consultation and Communication Module commenced.

Not

Started

Complete

Partially Complete

A process for unit employees to contribute great ideas is established.

Not Started

Start up Standard

Complete

Partially Complete

A copy of the company safety policy is displayed for unit team members.

Not Started

Start up Standard

Complete

Partially Complete

Regular (monthly) team meetings are conducted with staff to discuss matters pertaining to health and safety. Issues to be discussed include: hazard identification, safe work procedures, great ideas, incident reports and training. The meetings need to be structured and operate to an agenda with minutes recorded.

Not Started

Compass Standard

Complete

Partially Complete

Provide a health & safety notice board in a prominent location. Copies of hazard alerts, safety solutions, and team meeting minutes are placed on the notice board to enhance the communication process.

Not Started

Compass Standard

Complete

Partially Complete

There is good two-way communication in the unit on health & safety matters.

Not Started

Compass Standard

Complete

Partially Complete

SAM has been introduced to the unit; Sam posters in place, SAM stickers used, and SAM safe work procedures posted around unit equipment.

Not Started

Compass Standard

Page 1 of 6 Module 5 - Risk Assessment/Hazard Management October 2007



2.10 Module 5: Risk Assessment & Hazard Management Objective: To explain the process of assessing risk and managing hazards In health and safety terms, risk management is the process of recognising situations which have the potential to cause harm to people or property, and doing something to prevent the hazardous situation occurring or the person being harmed. Hazard is defined as "a potential source of harm." Risk is the "chance of a hazard causing injury or harm." There are hazards in every workplace. In a kitchen, for example, a knife is a hazard because it is sharp. A cutting board is a hazard because it can harbour bacteria. In a kitchen, when a knife is properly used, for the purpose for which it has been designed, by someone who knows how to use it, there is very little chance of injury. The risk is assessed as low. On the other hand, if an untrained person carelessly or improperly uses the knife, the risk of injury is assessed as high. If a cutting board is kept clean and in good condition, the risk of infection from salmonella and other bacteria is low. If kitchen hygiene is poor, the risk of cross infection is assessed as high. The level of risk depends on the systems of work employed to prevent the hazard causing harm. As a company that produces products and services consumed and used by our clients and the general public, it is important that we must know both the “hazards” and “risks” in our business. Risk arises out of uncertainty and has two elements: • Probability or likelihood of something happening; and,

• Consequence or impact resulting from the event should the event occur. The risk management process consists of well defined steps, which can be likened to the problem solving process; that when taken in sequence lead to informed decisions about how best to avoid or control the impact of these risks. Just like the problem solving process, risk management involves a series of steps:

Step 1 - Identify the problem - hazard identification. Step 2 - Determine how serious a problem is - risk assessment. Step 3 - Decide what needs to be done to solve the problem - risk control.


Step 1 – Hazard Identification

We must ensure that our workplaces are free from hazards that could cause injury or disease to our employees or to other persons in the workplace such as customers or visitors.

The purpose of hazard identification is to find all the hazards by asking yourself questions that begin with “What if….?” Identifying the hazard is only the first part of the step. It is essential that you observe or predict what could go wrong while the task is being performed. Therefore, the hazard identification process must look at the whole system of work and requires you to:

1. Take a look back into the past at what accidents have already happened. 2. Talk to the staff doing the work to find out what they consider are safety issues. 3. Take a walk around the work area to see and hear what is happening now. 4. Review any information you may have on a particular piece of equipment

(manufacturers manual) or safety information to see what they say about safety precautions. 5. Think creatively into the future about what could happen if something went wrong.

Most incidents occur when something does go wrong. Walking around the workplace, talking with the employees and observing how things are actually done will help you predict what could or might go wrong. Observe how people actually work; how plant and equipment is used; what chemicals are around and what they are used for; what safe or unsafe work practices exist; as well as, the state of the general housekeeping. The core principal of risk assessment is that there has to be sufficient energy in a hazard to cause injury and damage, and that the damaging energy has to come in contact with a person, the environment or property. The types of things that cause incidents and injury are:

• Falls – (slip, trip, fall); • Pressure release – the energy contained in pipes and pressure vessels; • Moving Objects – an object in motion; e.g. a car, truck or forklift; • Mechanical Devices – the energy in a machine, e.g. a conveyor belt; • Noise and Vibration – Loud noise; • Electricity – Electricity; • Radiation – energy from radiation; • Heat and Cold – extremes of heat and cold; • Chemicals – the energy contained in chemicals such acids and toxic materials; • Disease – organisms that cause disease or damage; and • Lifting and Manual Handling – the weight or awkward nature of physical work.

Our company procedures have tools that have been developed to assist you with the hazard identification process. These tools will be required to identify and control hazards. In addition to the above, examining health and safety records such as accident records, near miss records, workplace inspection reports or employee’s workers compensation records will also give you clues as to what hazards exist. The “describe what happened” section of such reports will help lead you to the problem. If someone has been hurt doing a particular task then a hazard exists, which could hurt somebody else. Step 2 – Risk Assessment Once a hazard has been identified, we must consult with our employees, to determine how likely it is that someone could be harmed by the hazard and how serious the injury or illness could be. This is done by reviewing any available information about the hazard. The type of information that you will need to examine will vary with the type of hazard but will generally include some or all of the following: • Hazard information that is required to be supplied to you with the product or equipment such as

chemical safety information.


• Experience from the workplace with the hazard or similar risks such as employees experience as well as injury or incident data.

• Company Procedures Legislation, Standards and Industry Codes of Practice which will give you direction and detailed guidance on the identification and control of hazards in line with accepted legislative requirements and industry standards.

Risk Priority Once the hazard has been reviewed, risks are ranked based on the “probability” and “consequence”. The consequence is a measure of magnitude of the damage or injury. Probability is the likelihood of the incident occurring at all in the next twelve months at the same location. Hazards of high risk (greater risk of injury, illness or damage) should be addressed as a matter of priority. Step 3 – Risk Elimination Or Control Having found that hazards do exist and that our people are at risk of injury or illness from them, we are obliged to do something about them. If we are to have great! people, we must remove or fix hazards or, if this is not “reasonably practicable”, we must reduce the risk of harm to the lowest possible level. After a “hazard” has been identified, control measures need to be determined in order to eliminate the hazard or reduce the risk to an acceptable level. It is the responsibility of the person determining and implementing the control measures to address each hazard according to its priority level for corrective action. The hazard hierarchy of control is used to determine appropriate control measures Hierarchy of Controls

• Elimination • Substitution • Engineering Control • Administrative Control • Personal Protective Equipment

Elimination This is the ideal method of “controlling” a hazard. This completely removes the risk. Examples:

• Using battery tools to eliminate the risk of electrical shock associated with the use of 240V extension leads;

• Eliminating the use of a known toxic chemical; • Ordering pre-cut vegetables instead of cutting in the unit.

Note: The elimination of a hazard should not require the adoption of an alternative method that leads to a less effective product or process. Substitution This control method relies on substituting the hazard with a less hazardous alternative. It is particularly useful when trying to control the risks associated with a hazardous substance that is used within the workplace. Examples:

• Dipping components into a vat instead of spray painting; • Substituting a known hazardous chemical for a less hazardous chemical; • The use of smaller packages as a substitute for larger, heavier, bulkier packaging to reduce the risk

of manual handling injury; Note: The intervention does not necessarily render the work area safe. Although the substitute product or process may be less hazardous, other intervention strategies may be required.

Most Effective

Least Effective


Engineering Control If the hazard cannot be eliminated or substituted, control of the hazard at is source must be pursued. This usually involves engineering modifications and methods that can minimize the exposure of the operator to the hazardous process. Examples:

• The use of guarding on equipment such as a meat slicer and/or mixer; • The use of mechanical equipment to assist with lifting or moving loads; • The use of exhaust ventilation above a steamer to eliminate steam and vapours from the worker.

Administrative Control There are many hazards or situations within the work environment that cannot be eliminated, substituted or engineered out. When other methods are not practicable, the introduction of polices and safe work procedures are adopted. Note: Administrative control measures are often needed to support other strategies to ensure that adequate control is achieved. Examples:

• Adjustment to the layout of the work environment to reduce the amount of manual handling required; • The use of safe work policies, procedures and rules; • Training in the use of permits to work and lock out procedures; • The use of job rotation to reduce worker exposure to a noisy and/or repetitive task; and • Safety signs.

Personal Protective Equipment (PPE) Not all workplace hazards can be fully controlled or eliminated. There will often be a need to wear personal protective equipment when hazards in the work environment cannot be ‘engineered out’, or when guards, shields and other safety devices have limited effectiveness. PPE is not a substitute for hazard control, but the last safety option to be implemented after all other practical safety measures have been considered and applied. PPE should rarely be used in isolation. Unit mangers should only incorporate PPE with other safety procedures as an added defence mechanism against accidents. PPE should be used as a last resort or in conjunction with other control strategies. For PPE to be an effective control measure it must be:

• Selected correctly; • Maintained regularly; • Worn correctly; • Used when required; and, • Stored correctly and securely.

Situations where the use of PPE may be necessary include: • Where technical limitations limit the use of other control strategies; • Where new or revised assessments indicate that PPE is necessary to safeguard health until control

can be achieved by other means; and • During routine maintenance operations.

Protective Devices Using the information collected during the hazard assessment the Unit Manager will determine what are hazardous exposures by consulting the with regional safety management, vendors, safety publications, and product information to find suitable PPE that will positively protect against those hazards. Poor choice of PPE is a common problem, typically caused by lack of knowledge about what the limitations are for a particular product. All employee protective clothing and equipment must be of safe design and construction for the work to be performed and must be maintained in a sanitary and reliable condition. Careful consideration must be given


to comfort and fit of PPE in order to ensure that it will be used. Protective devices are generally available in a variety of sizes. Care should be taken to ensure that the right size is selected. Eye and Face Protection Suitable protectors must be used when unit team members are exposed to hazards from flying particles, molten metal, acids or caustic liquids, chemical liquids, gases, or vapors, bio-aerosols, or potentially injurious light radiation. Wearers of contact lenses must also wear appropriate eye and face protection devices in a hazardous environment. Head Protection Head protection must be provided to, and used by, all employees and contractors engaged in construction and where there is a risk of falling objects. Head protection is also required to be worn by engineers, inspectors, and visitors at construction sites when hazards from falling or fixed objects, or electrical shock are present. Foot Protection Safety shoes or boots with compression protection are required for work activities involving skid trucks (manual materials handling cars) or other activities in which materials or equipment could potentially roll over an employee’s feet. Safety shoes or boots with puncture protection are required where sharp objects such as nails, wire, tacks, screws, large staples, scrap metal etc., could be stepped on by employees and cause foot injury. Hand Protection Suitable gloves must be worn when hazards from chemicals, cuts, lacerations, abrasions, punctures, burns, and harmful temperature extremes are present. Glove selection shall be based on performance characteristics of the gloves, conditions, duration of use, and hazards present. One type of glove will not work in all situations. Cleaning and Maintenance It is important that all PPE be kept clean and properly maintained. Cleaning is particularly important for eye and face protection where dirty or fogged lenses could impair vision. PPE should be inspected, cleaned, and maintained at regular intervals so that the PPE provides the required protection. Personal protective equipment shall not be shared between employees until it has been properly cleaned and sanitized. PPE should be distributed for individual use whenever possible. Training Any unit team member required to wear PPE should receive training in the proper use and care of PPE. Periodic retraining shall be offered by the Site Manager to both Compass employees and Site Managers as needed. The training shall include, but not necessarily be limited to, the following subjects:

• When is the PPE required to be worn; • What PPE is required for what task; • How to properly adjust and wear the PPE; • The limitations of the PPE; and • The proper care, maintenance and life of the PPE.

Hazard Reporting

The most important step in managing hazards in the work environment, is being able to readily identify them in the first place so that appropriate control measures can be implemented.


All employees are responsible for identifying any nonconformance in product, service or process and are encouraged to report any opportunities to improve a product, service, workplace safety or process. Opportunities for improvement may be identified from activities such as customer complaints/comments, quality system audits, site inspections or any situation, which prevents an employee from doing their job safely. The most important thing is that when a problem does occur or an opportunity to improve is identified, we take effective action to implement improvements or learn from, and prevent a recurrence of the problem. Innovation – Great Ideas

Our health & safety standards encourage the development of proactive and innovative solutions to safety.

The concept allows us to share proactive, innovative solutions to safety problems with the business in the pursuit of best practice. Great ideas for health & safety may be developed across all business sectors for a wide range of issues. Implementation Guidance Detailed procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of the module. Reference Materials • Hazard Management & Reporting Procedure • Risk Assessment Operations Procedure • Hierarchy of Control Procedure • Job Safety Analysis Procedure • Manual Handling Procedure • Communication Procedure • Personal Protective Equipment Procedure Other Resources • Risk Assessment • Job Safety Analysis Template • Safety Solution Template • Hazard Alert Template


2.11 Action Planner – Risk Assessment and Hazard Management


Date Complete

Great Safety Level

No elements of the Commitment and Responsibility Module commenced.

Not

Started

Complete

Partially Complete

Implement Hazard reporting Procedure.

Not Started

Start up Standard

Complete

Partially Complete

Identify the required Personal Protective Equipment and make available to unit team members.

Not Started

Start up

Standard

Complete

Partially Complete

Train unit team members in the correct use, care and maintenance of Personal Protective Equipment.

Not Started

Compass Standard

Complete

Partially Complete

Customise company safe work procedures for the unit and ensure unit team members are competent in the procedure.

Not Started

Compass Standard

Complete

Partially Complete

Establish the site hazard/injury register.

Not Started

Compass Standard

Complete

Partially Complete

Document the required Personal Protective Equipment on a register.

Not Started

Compass Standard

Complete

Partially Complete

Have a maintenance programme for Personal Protective Equipment.

Not Started

Compass Standard

Complete

Partially Complete

Undertake the hazard identification process by completing a unit risk assessment, manual handling risk assessment and job safety analysis for all tasks performed by employees.

Not Started

Compass Standard

Page 1 of 6 Module 6 - Operational Safety October 2007


Our Management System for Assured Compliance and Excellence 2.12 Module 6: Operational Safety Objective: To ensure all operational hazards are identified, evaluated and control measures implemented to provide a productive safe and healthy work environment for all employees. This module contains a range of hazards that may exist in your unit. Detailed procedures are contained in the company health & safety procedures, and these need to be referred to when managing the respective hazard. The list here is not extensive but provided as an initial set of hazards to consider. This module should be used in conjunction with the Risk Assessment. Electrical Safety Electricity is a major cause of serious injuries and even fatalities and in industry. Electricity can cause:

• Electric shock resulting in death, burns and injury; • Fire; and • Electrical explosion.

Control measures include: Switching off or disconnecting (isolating) all possible sources of electricity when performing maintenance and cleaning Treating all wires as live and testing the circuit immediately Using appropriately qualified and competent electrical employees and providing adequate training, instruction and supervision of all employees Ensuring supply remains isolated with the use of lock out equipment, tagging and isolating devices Using suitable insulation materials and equipment Ensuring proper maintenance, cleaning, inspecting, testing and storing of all electrical equipment Using warning notices and safety signs Working in pairs when working with electricity Implementing appropriate first aid procedures in the event of electric shock/injury Being aware of the dangers of working near overhead powerlines Using Personal Protective Equipment (eg. insulated gloves and footwear) Not allowing extension leads to be coiled tightly and overheated when in use Not allowing cables to be places on floors without protection or not permitting trucks or trolleys to run over electrical cables Replacing frayed or damaged electrical cables and leads Hazardous Substances Hazardous substances and dangerous goods are substances used and/or produced at work that have the potential to harm the health and safety of people at work. They can be gases, liquids, solids, fumes, dusts, fibres or vapours either naturally occurring, or manufactured pure substances or mixtures.


Some examples include:

• Disinfectant used as a cleaning agent; • Carbon dioxide gas cylinders used in cellars for draught beers and bulk mineral dispensing systems;

and • Oven cleaning agents used in the kitchen.

There are a large number of chemicals available to industry, many with unknown, short or long term health effects. Control measures include: Using physical instead of chemical processes Using alternative substances or processes which are less hazardous Using engineering controls (e.g. local exhaust systems) Using barriers or isolation Minimising the number, duration and frequency of employees exposed Regular cleaning and housekeeping Providing separate eating and drinking amenities for employees Ensuring appropriate safety signs, training, instruction and provision of Chemical Safety Sheets and labels Using appropriate Personal Protective Equipment Manual Handling Manual handling involves any activity that requires the use of force exerted by a person to lift, lower, push, pull, carry or otherwise move any load.

Manual handling can result in injuries to any part of the body. Back injuries and strains and sprains are very common.

A combination of factors can increase the risk of injury arising from manual handling: Inappropriate actions and movements Poor work organisation Poor workplace and workstation layout Poor work environment Poor working posture and position Skills and experience Duration and frequency of manual handling Age Location of loads and distances moved Clothing Weight of loads, and forces exerted Special needs Characteristics of loads and equipment Control measures include: General principles, minimise lifting and lowering forces exerted, avoid the need for bending, twisting and reaching movements and reduce pushing, lowering, pulling, carrying and holding Job redesign, modify the object to be handled, modify the workplace layout, use different actions, movement and forces, rearrange materials or work flow, modify tasks using mechanical equipment or team lifting and lighten loads Provide general and specific training in the principles of correct manual handling, recognition of manual handling risks and/or specific manual handling training Use other administrative controls that consider special needs (e.g. job rotation) Noise Noise varies from nuisance noise to loud industrial noises that can permanently damage hearing.

Noise can cause a number of health effects including hearing loss, tinnitus (a ringing or buzzing noise in the ear), increased blood pressure, fatigue, headaches and sleep disturbance.


It can cause problems by adversely affecting communication between employees and the ability to hear warning signals, thereby compromising worker efficiency and safety. Even where noise levels are not high enough to cause hearing loss, it can cause stress, reduced concentration and reduced performance. Some examples of approximate noise levels (dB): • Normal conversation 60dB • Heavy traffic 80 – 90dB • Business office 65dB • Music from a rock band and in excess of 100dB A workplace is described as unsafe and a risk to health, if people are exposed to noise levels exceeding an average of 85 dB. Control measures include: Purchasing new and quieter tools Using safety signs to alert people to noisy areas Minor design changes to plant Using personal hearing protection (e.g. ear plugs or

muffs) Regular plant maintenance Providing adequate training and information Isolating or enclosing noisy parts of the plant Reducing noise exposure by job rotation and roster

design Relocating noisy elements which are not integral parts of the machine (eg. moving pumps, fans and compressors)

Reducing metal to metal impact or suppressing vibrating surfaces

Using sound absorption devices/substances (eg. noise enclosures, dampening to reduce vibration, mufflers and silencers)

HIV & Blood-borne Pathogens Transmission of HIV, hepatitis and other viruses found in blood and other body fluids can occur in the workplace. The food service industry is not generally considered a high-risk industry however, there are situations when exposure could occur, or certain work activities that may increase risk. (e.g. a cleaner may be exposed to waste products or syringes that have been disposed of in bathrooms and public toilets). Control measures include: Eliminating any work practice which may lead to exposure Using appropriate equipment (e.g. syringe collection device) Good housekeeping and personal hygiene Cleaning, disinfecting and sterilising equipment Appropriate training and information Providing appropriate cleaning materials (e.g. bleach) Ensuring first aid staff are trained in infection control procedures Appropriate policy - including counselling and privacy provisions Wearing or using appropriate Personal Protective Equipment where required (e.g. non-porous waterproof dressings, gloves, mouth to mouth resuscitation masks, plastic aprons and eye protection) Taking immediate action if exposure occurs Slips, Trips & Falls Slips, trips and falls are a common occurrence in workplaces. People slip and trip on slippery, rough or uneven surfaces and may fall down stairs or off ladders.


The results of slips, trips and falls include broken bones, abrasions, contusions, strains, sprains, back or spinal injuries and other serious injuries. During a slip, trip or fall accident, injury may be caused by over stretching joints, bones and ligaments. Some injuries are caused when injured employees try to correct their balance or attempt to stop falling.

A combination of factors can increase the risk of injury arising from slips, trips and falls: Insufficient friction between an employee’s shoes and floor surface

A film of fine dust of the floor

Slippery surfaces (e.g. wet floors) Fine growth (e.g. moss on exterior pavements or walkways)

Sudden transition in floor surfaces from rough to smooth (e.g. from carpet to polished timber)

Inadequate floor washing methods leaving grease build-up or detergent residue

Downwards slopes (e.g. ramp) or differences in floor levels Rubbish, dirt, foreign materials or unsecured matting/carpeting on the floor surface (e.g. loose mat or ripped carpet)

Employees’ shoes not slip resistance

Control measures include:

Increase the texture of floor coverings Apply non-slip nosing on stairs

Improve cleaning methods to prevent build-up of grease/detergent

Ensure adequate lighting for internal and external stairs according to relevant standards

Provide facilities for umbrellas at entrances Provide slip resistant surfaces on ramps

Initiate procedures to ensure regular dust removal or immediate removal of spills followed by ‘dry mopping’

Provide ample storage space, to avoid materials being placed in aisles/walkways

Minimise differences in floor levels Provide fixed matting in areas where employees are required to stand on concrete for long hours

Design stairs to meet building requirements Remove trip hazards by providing ducting for power, telephone and computer cabling and fixing worn or ripped carpet

Set absorbent flooring materials into entrance areas Wear appropriate work shoes with slip resistant soles

Use commercial products to effectively remove moss and lichen growth

Ultra-Violet Radiation UV radiation is electromagnetic energy. UV radiation is of concern to some employees due to the amount of work and length of time spent outdoors.

The most common source of UV radiation is the sun. Employees that may be affected include bar attendants in pool areas, ground/maintenance employees in resort complexes and employees with outdoor eating areas.

Control measures include: Changing the job so that a majority of the work is performed indoors or in a location away from direct sunlight Working in shaded areas using shade from trees, surrounding buildings or structures Installing awnings, canopies/sails, tents or umbrellas to protect employees Rotating employees


Changing work times to avoid exposure to sunlight during the hottest times of the day Introducing work/rest schedules Providing plentiful and easily accessible cool drinks Using appropriate Personal Protective Equipment - loose long sleeved shirts, broad brimmed hats, wrap around sunglasses, maximum protection sun screen Kitchen, Food Preparation & Service Areas Most of the equipment used in preparing, cooking and serving food in our workplaces is so familiar that it is easy to forget the potential hazard it can present during use, cleaning and maintenance. Different kinds of accidents occur in workplaces where food is prepared and served. They can cause a range of injuries including:

• Strains; • Scalds; • Serious burns; • Lacerations; • Fractured bones; and • Amputated limbs/fingers.

A combination of factors can increase the risk of injury arising from the working environment in kitchens, food preparation and service areas.

These include: Poor Kitchen Layout

Limited space to move safely and avoid collision with staff and equipment

Incorrect positioning of equipment (e.g. deep fat fryer next to a sink)

Cramped or inadequate working areas - staff using knives and other hand tools should have adequate room to work safely without risk of accidentally stabbing themselves or another worker

IN and OUT doors not clearly marked inappropriate position

Insufficient room to move trolleys and to carry trays safely, especially around exposed hot surfaces such as griddle tops

Poorly maintained equipment, especially that which is fitted with casters and brakes (e.g. catering or laundry trolleys)

Obstructing thoroughfares with storage cupboards that have side and bottom hinged doors that open into them

Floors

Worn, slippery or uneven floor surfaces Catering equipment installed on uneven surfaces or an unsecured base

Inadequate drain/garbage disposal systems to remove water, steam and other kitchen wastes

Inappropriate foot wear i.e. without protective slip resistant soles

Minimal provision for spillage Insufficient storage/layout leading to hot pots and pans being placed on the floor

Lighting

Inadequate, uneven lighting that reduces handling and cleaning of equipment and products

Inappropriate position of light fittings that produces glare or shadows


Temperature High temperatures, humidity and poor ventilation Control measures include: Providing adequate space in the kitchen for staff to move trolleys and equipment safely

Ensuring adequate and suitable working areas

Marking IN and OUT doors clearly Repairing or replacing floor surfaces, or providing suitable matting to increase slip-resistance

Cleaning up spillages immediately Wearing slip resistant foot wear Ensuring that passage/walkways are kept clear at all times

Maintaining equipment regularly and reporting faulty equipment, especially that which has casters and is fitted with brakes

Catering departments should be adequately lit Providing adequate ventilation with sufficient air exchange to cool the area and counteract humidity

Installing fume extractor fans and circulation fans Using warning signs and approved safety signs Cleaning all kitchen equipment and floors regularly Training staff in the proper use of all kitchen

equipment Providing adequate supervision of employees when using kitchen equipment

Developing and implementing safe work practices

Security Employees have the right to feel secure and safe at places of work. Employers and employees have a legal duty to see that everything possible is done to reduce the risks arising from the actions or activities of: • Thieves and other dishonest people; • Terrorists; and • Violent or aggressive people. Control measures include: Observing access points to the building at all times by security staff, other employees or security equipment

Training staff to identify suspicious behaviour and report it appropriately

Ensuring that all fire exits remain closed and uncluttered

Emptying cash registers regularly

Identifying staff easily by the use of a badge, uniform or other suitable means of identification

Switching on alarms before leaving

Ensuring car parks are well lit Controlling the issue and allocation of access and other master keys

Keeping interconnecting doors between hotel rooms locked when the adjoining rooms are not let to the same party

Emergency Bomb Threat Procedures Using appropriate key control systems to suit the establishment

Shift work issues such as rostering Implementation Guidance Detailed procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of the module. Reference Materials • Risk Assessment Procedure • Country/Sector References


2.13 Action Planner – Operational Safety


Date Complete

Great Safety Level

No elements of the Operational Health & Safety Module commenced.

Not Started

Complete

Partially Complete

Identify all items of equipment that employees are required to use as part of their duties

Not Started

Compass Standard

Complete

Partially Complete

Obtain copies of generic Job Safety Analysis

Not Started

Compass Standard

Complete

Partially Complete

Provide copies of Job Safety Analysis in the work environment.

Not Started

Compass Standard

Complete

Partially Complete

Identify personal protective equipment required by employees to work in a safe manner. Not Started

Compass Standard

Page 1 of 3 Module 7 - Incident & Emergency Management October 2007


Our Management System for Assured Compliance and Excellence 2.14 Module 7: Incident & Emergency Management Objective: To ensure all incidents are reported, investigated and corrective action implemented to prevent recurrence. Why Report Incidents? The reporting of incidents and/or near misses is an integral component of the health & safety standards. Effective reporting of incidents and near misses, allows for deficiencies within the health & safety standards to be identified, enabling corrective action to be implemented in order to eliminate and/or reduce the identified risk to an acceptable level. What Is An Incident? The company health & safety standards define an incident as: “An event in the course of Company activity, which causes or could have caused an injury, illness or damage to”:

• Employees (including sub-contractors and our clients staff); • Plant or equipment; • Property; • Materials e.g. raw products, food; • The environment; and • The community.

Examples of incidents include, but not limited to the following events:

Examples of Incidents Description / Example

• Injury Company employee, Contractor and/or Client injured in the course of Company duty or activity;

• Near Miss An incident where there is an injury or damage due to the circumstances; e.g. a heavy object falls from a shelf where someone normally works, however no one happened to be there when the object fell.

• Environmental: Chemical spill or gas leak

Waste from the kitchen drains spill into a local stream.

• Food contamination Alleged food poisoning incident; foreign object or chemical in food.

• Theft or criminal act Money stolen from site; theft of equipment or stock from site.

• Stock loss Perishable stock lost through refrigeration breakdown or storm damage.

• Fire An event where there is an outbreak of fire in the unit.


Reporting of Near Misses Definition of a Near Miss - It is important to note that the definition of incident refers to situations which “could have” caused injury, illness or damage. This type of incident is called a “near miss”. The Incident Reporting Procedure requires that all near misses must be reported. Employee Injury In the event of an employee injury, incident reporting procedures must be followed, but the provision of immediate first aid attention to the person suffering the injury or illness is the priority. Any injury requiring the hospitalisation of an employee, is a “Major Incident”. In any such event, the Crisis Management Procedure must be followed. For all other injuries, refer to the First Aid Procedure and Injury Management Procedure. Food Borne Illness and/or Contamination In the event of a food borne illness and/or contamination the Food borne Illness and Food Contamination Procedures in the Food Safety Programme need to be followed. Responsibility Reporting Incidents All company employees must report incidents and/or near misses to their Supervisor and/or Manager as soon as they occur. All incidents must be reported using the company Incident Report Form. In the event of any incident, it is the responsibility of the Site Manager to conduct and record details of a preliminary investigation on the Incident report Form. Corrective Action

The most important part of the incident investigation is to identify and establish what system failures, contributed to the incident occurring. Once the causal factors have been identified, we must determine what corrective action is to be taken to prevent the incident from occurring again.

Examples of corrective action include: • Reviewing a safe work procedure to find a safer way to perform the task; • Making modifications to a piece of equipment to remove the hazard; • Substituting a chemical for a less hazardous option; or • Providing a trolley to transport items; • Reducing the size of packages or containers that food is delivered in • Improving the safe work culture • Improving the skill level in a unit.

All employees have a duty of care and responsibility to report incidents as soon as they occur, and actively contribute the solutions that prevent recurrence. Emergency Management

To provide the emergency control structure and directions which will prevent injury to personnel, visitors and neighbouring people/premises in the event of an emergency.

The key principles of a unit emergency management system are that: • The safety of people is foremost; • All risks will be continually monitored in order to minimise the potential of an emergency; • Emergency plans are formulated and reviewed in consultation with client requirements, emergency

service specialists and in line with legal requirements;


• Plans should be kept simple; • Emergency control personnel will be trained in their appointed duties; and • All personnel will be regularly trained in appropriate response procedures.

Procedures should take into account the existing emergency systems of each building such as fire protection equipment, communication systems, emergency lighting, exit doors and stairwells. They also take into account staffing levels during normal working hours as well as after hours activities and contacts. The types of emergencies that should be considered are:

• Fire • Explosion • Bomb Threat/suspect package • Medical emergency • Hazardous material spill/toxic emissions • Security breach/civil disturbance • Hazards specific to the location • Natural Disaster

Standard Requirements for Emergency Response Plan Alarm system - There should be a method a raising the alarm such as an audible alarm. Such an alarm should be regularly tested so that all unit team members are familiar with the alarm. Emergency Response Plan - This plan contains simple instructions covering most emergencies e.g. fire, chemical etc will be posted in areas visible to all staff and visitors to the unit. It contains brief instructions, emergency contact numbers and evacuation points. Assembly Points - These are areas where building occupants assemble in the event of an emergency. These should be clearly marked at the Assembly Point and must be highlighted on floor plans for each area. Emergency Co-ordinator – Each unit should have an Emergency Co-ordinator responsible for co-ordinating the events in an emergency. Emergency contacts - Emergency contact numbers for internal emergency contacts, external emergency liaison officers (police, fire brigade, ambulance). These should be posted at each telephone. Training - Employees who have been nominated or elected to the position of Fire Warden, shall receive appropriate training. Unit staff should be provided with emergency evacuation procedures as part of their unit induction. Review – All emergency contact lists, Fire Warden lists and 1st Aider lists must be reviewed bi-annually and up-dated and re-posted as required. The development of emergency plans must be done in accordance with the Company Emergency Management Procedure. Implementation Guidance Detailed procedures are contained in the company health & safety manual. Review the reference material to obtain material to assist in the implementation of the module. Reference Materials • Crisis Management & Reporting Procedure • Incident Report Form per country/sector • Emergency Management Procedure


2.15 Action Planner – Incident and Emergency Management


Date Complete

Great Safety Level

No elements of the Incident and Emergency Module commenced.

Not Started

Complete

Partially Complete

Employees are trained in Company incident reporting procedures at induction.

Not Started

Start up Standard

Complete

Partially Complete

When an incident occurs, an Incident Report Form is to be completed and forwarded to your Regional Office.

Not Started

Start up

Standard

Complete

Partially Complete

Reporting incidents that have occurred in a timely manner.

Not Started

Compass Standard

Complete

Partially Complete

Incident reporting system is put in place and communicated to all staff.

Not Started

Compass Standard

Complete

Partially Complete

Corrective action process implemented to prevent recurrence.

Not Started

Compass Standard

Complete

Partially Complete

Incidents reviewed as part of regular operational meetings.

Not Started

Compass Standard

Complete

Partially Complete

Incidents are investigated on a no blame basis.

Not Started

Compass Standard

Complete

Partially Complete

Emergency Plan documented for the Unit.

Not Started

Compass Standard

Complete

Partially Complete

Emergency Co-ordinator appointed and trained.

Not Started

Compass Standard

Complete

Partially Complete

New unit employees are trained in the emergency plan at induction.

Not Started

Compass Standard

Page 1 of 3 Module 8 - Injury Management October 2007


Our Management System for Assured Compliance and Excellence 2.16 Module 8: Injury Management Objective: To ensure appropriate rehabilitation programmes are implemented to return employees to their full workplace duties as soon as possible after illness or injury. The injury management process is a shared responsibility between the injured employee, the company and rehabilitation service providers in facilitating early management of the employee’s return to full and productive employment. Managers are to ensure that injured or ill employees are treated in a fair manner where their rights, welfare and confidentially are respected and that participation in a rehabilitation programme will not, of itself, prejudice an injured/ill employee. Treatment of Injury that has Occurred First Aid

The initial response to an injury is first aid. Effective first aid can make a significant difference in the long-term severity of the injury, successful treatment of the injury and the patient’s recuperation.

The key elements of effective first aid are as follows;

• An approved First Aid kit is located in a prominent and accessible location in the unit; • The First Aid is clearly identified and signed; • A list of trained 1st Aid officers is prominently displayed; • A trained First Aid staff member is rostered on each shift in the unit. • Identify and document a medical service centre that injured employees can be sent to for further

treatment; • A maintenance programme in place for the contents of the first aid kit.

The contents of first aid kits will vary from unit to unit, depending on the unit location and type of work performed. The implementation of a first aid programme for your unit requires close adherence to the Company First Aid Procedure. Injury Management

Management is accountable for implementing this policy in their area of responsibility. Injury management helps the employee to recover faster and the business to reduce its costs


Benefits of Rehabilitation There are clear benefits for both the employee and the Company in successful rehabilitation. a) Social Benefits

• Maintenance of relationships with colleagues; • Enhanced morale and confidence in the workplace through care, help and concern for one

another; • Retention of self-esteem and confidence in the future; • Participation in supportive team based tasks; and • Engagement in meaningful activities with colleagues.

b) Economic Benefits

• Rehabilitation can assist with minimising the financial impact of injury to the injured/ill employee; • Productivity benefits shared by all; • Retention of jobs; • Provision of stability and continuity in the workplace; and

Return To Work Plan Return to Work programmes play a vital part in maintaining the workplace relationship with the injured employee and should recognise the importance of “alternative” duties in the programme. A Return to Work (rehabilitation) Programme is developed and implemented by the company to achieve a rapid and effective recovery to the employee’s pre-injury condition. In order to establish an alternative duties programme, we need to: • Establish transitional or alternative duty programmes within our workplace. • Ensure we have an effective medical reporting system in place that allows medical providers to indicate

the injured employee’s ability to return to work as well as to describe the nature of the duties the employee is now able to perform. Direct liaison with the medical provider about return to work and alternative duties is encouraged. If used properly, this process can very effectively maintain the injured employee’s contact with the workplace and significantly mitigate the value of a claim.

• Create a written document that accurately communicates to medical providers the nature of available

transitional or alternative work duties that will facilitate the preferred placement of the injured employee into available work “tasks” within the workplace.

• Use appropriate injury management staff (rehabilitation counsellor or the employee’s supervisor) to

monitor the employee’s medical progress and morale as well as to provide a link in assisting employees return to full duties.

• Re-evaluate the injured employees medical status and progress on a regular basis with input from the

rehabilitation counselor and the employees supervisor. Benefits of Alternative Duties An Alternative duties programme, as outlined, provide the following benefits:

• Reduced lost time and thereby reduction in the ultimate cost of injury as the injured employee undertakes transitional or alternative duties.

• Retention of the injured employee in the active work force, even when the return to work is confined

initially to alternative duties.

• Provides a degree of physical therapy that complements any medically prescribed therapy the employee may be undergoing.

• Adds value to our business, especially when contrasted to total absence from work. Employees

may gain increased understanding of the business through exposure to a different part of the company.


• Enhancement of our ability to maintain contact with the injured employee during the transitional or alternative duty period preceding complete recovery and return to full, normal duties.

• Reduces the period of “work hardening” that each injured employee must undergo when returning to

full duties. This additional benefit of alternative duties is a direct saving in productive time. In addition, statistics have show that most soft tissue injures occur after the employee has returned from a prolonged period from his pre-absence activity, further confirming the value of maintaining the “work hardening” activity. Employees returning from several weeks of just rest more often than not, re-injure themselves because they are not “work hardened”.

To implement an injury management programme for your unit, you will need to follow the company Injury Management Procedure. Many features of an injury management programme can only be initiated from your regional office. Implementation Guidance Detailed procedures are contained in the company safety manual. Review the reference material to obtain material to assist in the implementation of the module. Reference Materials • First Aid


2.17 Action Planner – Injury Management


Date Complete

Great Safety Level

No elements of the Injury Management Module commenced.

Not Started

Complete

Partially Complete

Install an approved first aid kit in a prominent and accessible location

Not Started

Start up Standard

Complete

Partially Complete

Access on duty every shift to a trained first aider.

Not Started

Compass Standard

Complete

Partially Complete

Identify a medical service provider where injured staff can be sent for further treatment. Not Started

Compass Standard

Complete

Partially Complete

Have a first aid register to record first injuries and their treatment.

Not Started

Compass Standard

Complete

Partially Complete

Have a maintenance programme for the contents of the First Aid Kit.

Not Started

Compass Standard

Page 1 of 1 OHSAS 18001/BS8800 October 2007


Our Management System for Assured Compliance and Excellence 2.18 OHSAS 18001/BS 8800 Standard The OHSAS 18001/BS 8800 certification is a Compass guideline and not a must for all units! Objective: To achieve the OHSAS 18001/BS 8800 standard for occupational health and safety. OHSAS 18001/BS 8800 is the international standard for workplace occupational health and safety management. There are units in our business that require external accreditation to this standard, normally as contractual requirement. The following health & safety action planner contains the additional elements that are required to achieve this certification standard. Prior to embarking on OHSAS 18001/BS 8800 certification units must have implemented and achieved the Compass Standard for all modules. This OHSAS 18001/BS 8800 implementation guide is dependent on the unit having achieved ISO 9001 certification. OHSAS 18001/BS 8800 contains elements that parallel the ISO 9001 standard elements that relate to document control and continuous improvement, and therefore OHSAS 18001/BS 8800 can be integrated with a ISO 9001 programme. Who Should Implement OHSAS 18001/BS 8800? Businesses that embark on OHSAS 18001/BS 8800 certification will need to commit resource and investment, both in the implementation and the maintenance phases. To implement OHSAS 18001/BS 8800, units will require support from company OHS professional resources within your business support team. To implement the standards listed below the unit will need follow the detailed procedures in the company Health, Safety and Environment procedure manual.


2.19 Action Planner – OHSAS 18001/BS 8800 Standard


Date Complete

Great Safety Level

Module 1 – Commitment and Responsibility

Complete

Partially Complete

Dedicated safety management resources are provided by regional management to assist in the maintenance and support of the health & safety standards.

Not Started

OHSAS 18001/BS

8800 Standard

Module 3 - Training

Complete

Partially Complete

A Compass trained first aider is present in the unit at all times.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Each employee has been given a copy of the employee health & safety handbook, had its content explained and the employee has signed that they understand it.

Not Started

OHSAS

18001/BS 8800

Standard

Complete

Partially Complete

All employees regularly trained and reviewed on safe work procedures.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Training needs analysis for unit safety - determine how the training will be evaluated (eg: interviews, performance based).

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Implement health & safety awareness training programme.

Not Started

OHSAS 18001/BS

8800 Standard

Module 4 – Consultation and Communication


Complete

Partially Complete

Issues raised during the staff meetings that require involvement at management level are elevated to the Health & Safety regional team.

Not Started

OHSAS

18001/BS 8800

Standard

Complete

Partially Complete

A health & safety team is established for the unit.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Employees receive regular newsletters on great safety.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Team member great ideas are actively implemented into the unit activities.

Not Started

OHSAS 18001/BS

8800 Standard

Module 5 – Risk Assessment and Hazard Management

Complete

Partially Complete

valuate the identified hazards by referring to hazard information, legislation, standards and industry codes of practice. Using the “Risk Priority” to assign a risk rating based on consequence and probability.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Decide on control measures to be implemented by following the hierarchy of control principle. Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Implement control measures for the hazards with the highest risk rating first. Not Started

OHSAS 18001/BS

8800 Standard

Module 6 – Operational Safety

Complete

Partially Complete

Modify generic safe work procedures in consultation of unit team members.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Train unit team members on modified safe work procedures.

Not Started

OHSAS 18001/BS

8800 Standard

Module 7 – Incident and Emergency Management


Complete

Partially Complete

Annual Emergency Management exercises are conducted.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

There is a central database for incident registration and corrective action management. Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Incidents that have implications for other units are communicated together with corrective actions to all units in the business.

Not Started

OHSAS 18001/BS

8800 Standard

Module 8 – Injury Management

Complete

Partially Complete

A Compass trained first aider is on duty at during all shifts.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Implement rehabilitation plans by accommodating selected or suitable transitive or alternative duties for injured or ill employees (within reason).

Not Started

OHSAS

18001/BS 8800

Standard

Complete

Partially Complete

Ensure that by participating in rehabilitation programmes, injured or ill employees are not disadvantaged.

Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Ensure that workplace rehabilitation is seen as a normal management practice. Not Started

OHSAS 18001/BS

8800 Standard

Complete

Partially Complete

Alternative duties are provided for injured employees.

Not Started

OHSAS 18001/BS

8800 Standard

2. 20 Appendix: Unit Health & Safety Standard Unit Name: ................................................................................. Location: ....................................................................................

Page 1of 1 Unit Great Safety Standard October 2007

Module Startup Standard Compass Standard

1 Commitment & Responsibility

Area Mgr Sign ..................................

Unit Mgr Sign....................................

Date: Area Mgr Sign .................................

Unit Mgr Sign ...................................

Date

2 Safety Culture & Safe Behaviour

Area Mgr Sign ..................................

Unit Mgr Sign....................................

Date Area Mgr Sign .................................

Unit Mgr Sign ...................................

Date

3 Training Area Mgr Sign .................................. Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date

4 Consultation & Communication

Area Mgr Sign ..................................

Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date

5 Risk Assessment & Hazard Management

Area Mgr Sign ..................................

Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date

6 Operational Safety Area Mgr Sign ..................................

Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date

7 Incident & Emergency Management

Area Mgr Sign ..................................

Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date

8 Injury Management

Area Mgr Sign ..................................

Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date

Unit Standard

Area Mgr Sign ..................................

Unit Mgr Sign....................................


Unit Mgr Sign ...................................

Date