Workplace Relations And Safety
Workplace relations and safety are usually run by different people using different systems, and a number of ordinary decisions engage both at once.
Restructures. Consultation obligations under an agreement, and psychosocial risk from job insecurity and increased demand. Handled as an IR exercise, the second is missed entirely.
Performance management. Reasonable management action is not bullying, and a process run badly is a recognised psychosocial hazard.
Rostering. Award compliance on one side, fatigue and lone work on the other.
Termination following a complaint. Fair Work exposure and victimisation exposure simultaneously.
The practical control is a habit rather than a system. Whenever an industrial decision is made, ask what it does to psychosocial risk, and record the answer somewhere.
Safe Work Australia and the Fair Work Ombudsman cover the two sides. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s workplace compliance system and WHS course for managers.
Step #5 Ensure That Employees Understand How To Identify, Report And Resolve Workplace Incidents
There is a common theme across this workplace compliance series the best organisations have a robust workplace compliance system in place. One that educates their staff and delivers policies and procedures to help people know what to do if there is a fair work, privacy or health and safety incident in the workplace. Education is […]
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