WHS Regional meetingsMay/June 2014

AGENDA1. Welcome and introductions 2. Participant achievements and challenges3. Disability Safe Project Update4. Incident report form and Benchmarking5. Drug and Alcohol policies6. Pre-employment health assessments 7. Ageing workforce and implications for

workers compensation and ongoing fitness for work

8. Premium renewal assistance/advice9. Future planning

Disability Safe Project UpdateE-learning modules under development

Workplace bullying – workers and managersSlip/trip/fall awarenessInfection controlFood safetyDrug and alcohol awarenessMedication safety

Benchmarking exerciseOngoing training courses

Incident reporting and investigationDiscussion on definition of incidentDiscussion on current report practicesDiscussion on investigation practicesBenchmarking

Drug and alcoholLegislationWHS Act general duty of PCBUWHS Act duty of worker and othersRoad and traffic rulesDisability StandardsFair Work Act

Hazard Identification and Risk AssessmentDriving dutiesPlacing clients at risk e.g. use of hoists,

provision of correct medicationsAvailability of drugs in particularJob stress causesWorkplace cultureIsolation from family and friendsShift work, hours of work

Control StrategiesPolicy with supporting procedures – outlining reasoning and

aim of policyEducation & awarenessSupporting procedures:

Identification of impaired person and dealing with themSelf-assessmentInformation and trainingInductionConfidentialityEAP/counsellingWork sponsored functionsTestingPrescribed medicinesDisciplinary actions

What to test for??For effective deterrence people need to believe they will

be tested at any time and the consequences are certain and swift

Consider the costs of testing programs and the likely benefits – cost of identifying a single drug user estimated at $77,000.

More likely to pick up recreational users rather than chronic users

Likelihood of shifting from cannabis to methamphetamine due to it having a shorter biological life so less easily detected but greater risks.

Drug testing does not identify impairmentHow do you identify impairment and how do you respond?

Quality practice in addressing drug and alcohol issuesConsultationUniversal application – aids acceptanceOrganisation specific – take into account nature of

workplace, character of workforce, particular conditions and environments within organisation

Comprehensiveness – address all drug related safety issues – manufacture, possession, use, sale and distribution and articulate circumstances when consumption can occur

Instructions and procedures – guidelines for managing intoxicated persons, info on treatment and counselling and disciplinary action for problematic AOD use

Quality practice cont.Drug testing – should be one element in a

comprehensive, evidence-based AOD programGradual and informed – use effective change

management including clear and timely communicationPublicity – understand rationale, nature and practical

implications of policy using variety of communication strategies

Information dissemination, education and training – raise awareness, define roles and responsibilities and enhance capacity of all to implement

Evaluation – gauge if objectives met and aids compliance and accountability and feedback to improve

Possible Behaviour ObservationsUnexplained absencesMedication errors Isolation from peersSlurred speechMood changesLack of concentrationUnsteady gaitFrequent runny noseChange in groomingWeight gain or lossDecreased judgementFrequently arriving late or leaving early Inappropriate laughterHyperactivity or hypoactivity

PRE-EMPLOYMENT ASSESSMENTSPurpose

Place and maintain employees in a work environment adapted to physiological and psychological capacities

Only 1.7% of examinations result in diagnosis considered to be significant

Fitness for work determined by physical demandsEconomic considerations

Evidence shows not cost-effective in relation to potential financial liability

No significant effect on employee longevity, workers compensation claims experience of utilisation of health-care resources

Psychological testingMental health dysfunction reported to be related to absenteeism,

long-term sickness and early retirement and second largest cause of work-related problems

RecommendationsEliminate pre-employment physical

examination – complete a medical history form and do a job demands analysis

Eliminate pre-employment drug screening – insufficient evidence to suggest cost effective – look at previous work history instead

Assess to ensure that you fit jobs to abilities and provide extra training as required

Ageing workforce and compensation entitlementsWeekly payments and retirement: if an injury occurs before retiring age, a

worker may be entitled to weekly payments until reaching retiring age

if an injury occurs after reaching retiring age, a worker may be entitled to weekly payments in the period up to 12 months after the first date of incapacity.

Medical expenses for 12 months after retirement or cessation of payments.

Premium Renewal AdviceYou need to obtain:• claim estimate reports, • cost of claim reports, • premium projection reports Determine if there are any claims needing action prior to June 30.

NDS can provide: Complex Claim Management Support Assistance with RTW Coordination and Injury Management Review of cost of claims and claims estimate reports and advice

regarding strategies to reduce the costs Insurer/Agent Management Obtaining premium forecasting from workers compensation

Insurer/Agent Assistance to access WorkCover NSW scheme incentives such as small

employer safety discount and return to work discount