OCCUPATIONAL HEALTH AND SAFETY POLICIES
2.0 OCCUPATIONAL HEALTH AND SAFETY
Roscon Group recognises and is committed to its responsibility for the health, safety and welfare of its employees. To achieve this commitment Roscon Group will demonstrate through policy development that health and safety receives priority attention on a continual basis. Roscon Group will ensure, as far as is practicable that:
1. it complies with all relevant occupational health and safety legislation;
2. a safe and healthy work environment is provided for its employees, subcontractors and visitors;
3. there is regular consultation with employees to ensure that the policy operates effectively;
4. appropriate actions are taken to review and improve occupational health and safety performance.
Resources commensurate with the company's emphasis towards occupational health and safety will be made available to provide and maintain for the physical and psychological well being of employees. Where Roscon Group does not have the necessary in-house knowledge or expertise to enable it to meet its occupational health and safety objectives, Roscon Group will ensure that advice and guidance are obtained from competent occupational health and safety professionals.
Senior managers and supervisors will be responsible for the implementation and promulgation of all matters dealing with the health and safety of employees under their control.
All employees will be expected to demonstrate a willingness to embrace the concept of safe work practices and a safe working environment. Employees will be required to work in a healthy and safe manner whilst discouraging others from working in an unsafe manner.
Education/training of all employees on health and safety is considered to be a natural course of employment and all employees will be encouraged to embrace this concept.
This policy is but an outline of the commitment which this company places upon occupational health and safety within the workplace, but this commitment from all concerned is necessary if the health and safety of all is to be achieved and maintained.
2.1 REHABILITATION
Roscon Group is committed to managing its responsibility to the process of rehabilitation of all its employees who have suffered any injury or illness related to
their work. This may also include assisting employees in cases where the injury or illness is unrelated to their work.
In the event of injury or illness the company in accordance with medical advice will ensure that immediate steps are taken to assist an employee to remain at work, or be given alternative duties.
An employee whose injury or illness results in absence from work will be assisted to return to work as soon as possible, provided that it is safe to do so.
For any employee who is unable to work for 10 days or more, a return to work plan will be drawn up, describing suitable duties.
The return to work plan will be devised in consultation with the injured employee and their doctor. Confidentiality of information will be maintained.
All employees are expected to fully co-operate with the rehabilitation policy.
There will be no prejudice for employee participation in rehabilitation programs.
All return to work programs will be reviewed weekly to ensure progress towards a complete recovery.
2.2 DRUG AND ALCOHOL
It is the policy of Roscon Group that employees do not consume drugs or alcohol whilst on the premises before or during work hours where intoxication could affect the safety of work performed.
Employees who disregard this advice could face disciplinary action or dismissal.
Procedure
In the event of an employee being suspected of being under the influence of alcohol or drugs the Manager is to discuss the situation with the worker in the presence of the site safety supervisor and the relevant HSR (health and safety representative) or union delegate if no HSR exists.
If there is confirmation or strong suspicion of influence of alcohol or drugs, the worker is to be formally cautioned in accordance with the corrective action procedure and sent home by taxi or otherwise driven home. The matter is to be recorded by the site safety supervisor and drawn to the attention of the company's Project Manager.
Before the employee is permitted to recommence work, the Project Manager is to meet with the employee involved with the aim of counselling in accordance with the above policy.
2.3 BULLYING
"Roscon Group" is committed to providing all employees with a healthy and safe workplace free from bullying and intimidation. Bullying is not an acceptable part of our work culture. Bullying can harm a person's health and well being.
Bullying is repeated and unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. It can include behaviour such as: deliberately changing work rosters to inconvenience particular employees,
verbal abuse, initiation practices, sabotaging someone's work and ridiculing someone's opinions.
Roscon expects all employees to behave in a professional manner and to treat each other with dignity and respect when they are at work.
Anyone who experiences or witnesses bullying should report it as soon as possible. When bullying is reported it will be investigated quickly and in accordance with our procedures. Where necessary, a formal investigation will be undertaken and disciplinary action may result.
Every manager and employee has a responsibility to comply with this policy and to treat everyone who works here with dignity and respect.
2.4 SEXUAL HARASSMENT
In recognising that sexual harassment in the workplace is unlawful Roscon Group will strive towards providing a work environment free from sexual harassment and all forms of discrimination.
It is the policy of Roscon Group that all employees and subcontractors shall refrain from any unwelcome conduct, language or printed material of a sexual nature. All sexually explicit material is banned from site sheds, amenities and project offices.
Mechanism for Complaints
The chief executive officer shall nominate a person to be the sexual harassment officer responsible for handling sexual harassment complaints.
The alleged victim of sexual harassment should be informed of his/her rights to take action under the relevant state legislation. Assistance for such a complaint should be provided by the designated sexual harassment officer
2.5 NON-SMOKING
The objective of this policy is to enable a safe work environment by protecting personnel from the effects of environmental tobacco smoke and by eliminating potential sources of ignition of flammable or combustible materials.
All employees, contractors and visitors shall refrain from smoking in work areas, site sheds, offices and company vehicles.
While a total absence from smoking in the workplace is encouraged this non-smoking policy will not be enforced outside buildings in open, well-ventilated areas, unless such areas are signposted with "no-smoking" signs, and provided no flammables or combustible materials are present nearby.
Where any doubt exists in respect of these areas the matter shall be determined by the safety committee in consultation with the employee health and safety representatives.
Employees who disregard this advice should be formally cautioned in accordance with the corrective action procedure and could face disciplinary action or dismissal.
