Occupational Health and Safety Code of Practice 2008

I, The Hon Julia Gillard MP, Minister for Employment and Workplace Relations, approve the following Code of Practice under subsection 70(1) of the Occupational Health and Safety Act 1991.

Dated: 2 June 2008

[Signed]

The Hon Julia Gillard MP

Minister for Employment and Workplace Relations

1 Name of Code of Practice

This instrument is the Occupational Health and Safety Code of Practice 2008

2 Application

Pursuant to paragraph 70(4) (a) of the Occupational Health and Safety Act 1991, this Code of Practice is to apply generally.

3 Commencement

This Code of Practice commences the day after it is registered.

4 Revocation

This instrument revokes all current Approved Codes of Practice.

*Approved Codes of Practice for Revocation*
item	Notice/Registration No		Description	Gazette/Registration
1	F2006L02336		Approved Code of Practice for the Storage and Handling of Dangerous Goods.	13/7/06
2	F2005L01441		Approved Code of Practice for Noise.	10/6/05
3	1/2004		Approved Code of Practice for Control of Work-related Exposure to Hepatitis and HIV viruses in the Australian Government Employment.	GN 34 25/8/04
4	3/1999		Approved Code of Practice for First Aid in the Commonwealth Workplaces.	GN 45 10/11/99
5	2/1999		Approved Code of Practice on the Control and Safe Use of Inorganic Lead in Commonwealth Employment.	S190 7/5/99
6	1/1999		Approved Code of Practice on the Control of Scheduled Carcinogenic Substances in Commonwealth Employment.	S190 7/5/99
7	1/1995		Approved Code of Practice on Confined Spaces.	GN49 13/12/95
8	1/1995		Approved Code of Practice on Limiting Occupational Exposure to Ionizing Radiation.	GN49 13/12/95
9	1/1995		Approved Code of Practice on the Control of Workplace Hazardous Substances.	GN49 13/12/95
10	1/1994		Approved Code of Practice on Occupational Health and Safety Competency Standards for the Operation of Loadshifting Equipment and Other Types of Specified Equipment	GN2 18/1/95
*Approved Codes of Practice for Revocation*
Item	Notice/Registration	Description		Gazette/Registration
11	2/1994	Approved Code of Practice on the Prevention of Occupational Overuse Syndrome.		GN1 11/1/95
12	2/1993	Approved Code of Practice on Workplace Injury and Disease Recording.		GN29 28/7/93
13	2/1993	Approved Code of Practice for the Safe Use of Ethylene Oxide in Sterilisation and Fumigation Processes.		GN29 28/7/93
14	1/1993	Approved Code of Practice on Protection of Workers from Ultraviolet Radiation in Sunlight.		GN3 27/1/93
15	2/1992	Approved Code of Practice on Indoor Air Quality.		GN37 16/9/92
16	2/1992	Approved Code of Practice for the Transport of Dangerous Goods		GN37 16/9/92
17	2/1992	Approved Code of Practice on Non Ionizing Radiation.		GN37 16/9/92
18	2/1992	Approved Code of Practice on Vibration.		GN37 16/9/92
19	2/1992	Approved Code of Practice on Safety in Laboratories.		GN37 16/9/92
20	2/1992	Approved Code of Practice on Interior Lighting. Amended: by Notice 1/1995- GN49-13/12/95		GN 16/9/92
21	2/1992	Approved Code of practice for Visual Display Units Amended: by Notice 1/1995- GN49-13/12/95		GN15 15/4/92
22	1/1992	Approved Code of Practice on Asbestos.		GN15 15/4/92
23	1/1992	Approved Code of Practice for the Safe Handling of Timber Preservatives and Treated Timber.		GN15 15/4/92
*Approved Codes of Practice for Revocation*
Item	Notice/Registration Number	Description		Gazette/Registration Number
24	1/1992	Approved Code of Practice on Vinyl Chloride.		GN15 15/4/92
25	1/1992	Approved Code of Practice for Synthetic Mineral Fibres.		GN15 15/4/92
26	1/1992	Approved Code of Practice for a Chemical Database for Emergency Services.		GN15 15/4/92
27	1/1992	Approved Code of Practice on Manual Handling. Amended: by Notice 1/1993-GN3-27/1/93 Amended: by Notice 1/1995- GN49- 13/12/95		GN 15/4/92

FOREWORD

The Safety, Rehabilitation and Compensation Commission (SRCC) oversee the operation of the Occupational Health and Safety Act 1991 (the Act). The functions of the Commission include:

· develop occupational health and safety policies and strategies and ensure compliance with the Act

· advise the Minister for Employment and Workplace Relations on matters relating to the Act.

Comcare is a statutory body established by the Australian Government to lead and promote efforts to prevent and reduce the incidence of occupational injury and disease as well as promote safety by producing a healthy and safe work environment.

Comcare undertakes a number of functions on behalf of the Commission. Comcare’s activities include education, regulation, enforcement, research and the provision of relevant policy advice to both the Commission and persons covered by the Act.

Comcare developed this Code of Practice on behalf of the Commission.

CONTENTS

INTRODUCTION.. 18

THE COMMONWEALTH OCCUPATIONAL HEALTH AND SAFETY LEGISLATIVE FRAMEWORK 18

LEGAL STATUS AND APPLICATION OF THIS CODE OF PRACTICE. 18

CODE TO BE READ IN CONJUnCTION WITH THE ACT AND REGULATIONS. 19

consultation provisions. 19

PART 1 – RISK MANAGEMENT.. 20

Responsibilities of manufacturers, suppliers, erectors and installers 22

RESPONSIBILITIES OF EMPLOYERS. 22

Responsibility to consult 23

Identify hazards. 23

Assess the risks. 24

Implement risk control measures. 28

Substitution controls. 29

Isolation controls. 29

Engineering controls. 29

Administrative controls. 30

Provide personal protective equipment (PPE) 30

Monitor and review the risk management program.. 30

Keep records. 31

RESPONSIBILITIES OF EMPLOYEES. 31

PART 2 – FIRST AID.. 32

RESPONSIBILITIES OF EMPLOYERs. 34

Identify vaccination needs. 34

Identify workplace groups. 34

Provide first aid kits. 34

Determine locations for first aid kits. 35

Supply contents for first aid kits. 36

Determine the need for additional first aid equipment or supplies. 37

Undertake maintenance and replenishment of first aid kits. 38

Allocate first aid officers. 38

Provide training for first aid officers. 39

Provide and maintain first aid rooms where required. 39

Develop and implement a first aid policy. 40

Provide information to employees on first aid procedures. 41

Retain records on first aid incidents. 42

EMPLOYERS IN CONTROL OF HIGH–RISK WORK.. 42

Identify hazards in high–risk workplaces. 42

Assess the risks. 42

Provide additional first aid arrangements for high-risk work. 43

RESPONSIBILITiES OF EMPLOYEES. 43

RESPONSIBILITIES OF MANUFACTURERS, SUPPLIERS AND INSTALLERS. 47

Design and construct plant with safe noise levels. 47

RESPONSIBILITIES OF EMPLOYERS. 48

Identify hazards. 48

Assess the risks. 48

Implement risk control measures. 49

Use engineering controls. 49

Use administrative controls. 51

Develop a noise control policy and program of action. 51

Provide audiometric testing. 53

Provide training. 55

Provide personal hearing protectors. 56

RESPONSIBILITIES OF EMPLOYEES AND CONTRACTORS. 58

Use personal hearing protection provided. 58

Report defective noise control equipment 58

part 4 – MANUAL TASKS. 59

PART 5 – VIBRATION.. 60

RESPONSIBILITIES OF MANUFACTURERS, SUPPLIERS, ERECTORS AND INSTALLERS OF PLANT and equipment. 61

Prevent risks of vibration. 61

Provide information. 61

RESPONSIBILITIES OF EMPLOYERS IN CONTROL OF PLANT. 62

Identify hazards. 62

Assess the risks. 62

Implement risk control measures. 63

Establish limits for exposure to whole–body vibration. 63

Establish limits for exposure to hand/arm vibration. 64

Select and provide appropriate tools. 64

Implement safe systems of work. 65

Provide personal protective equipment (PPE) 66

Provide information, training and supervision. 66

Monitor and review control measures. 67

Keep Records. 67

RESPONSIBILITIES OF EMPLOYEES. 67

PART 6 – Human Immunodeficiency Virus and Hepatitis B & C.. 69

RESPONSIBILITIES OF EMPLOYERS. 70

Identify hazards. 70

Assess the risks. 71

Implement risk control measures. 72

Eliminate the risk. 72

Use engineering controls. 72

Use administrative controls. 73

Use personal protective equipment (PPE) 73

Implement standard precautions. 73

Implement HBV vaccination protocol 74

Provide education and training. 75

Develop safe work procedures. 76

Implement procedures for storage, transport and disposal of clinical waste. 76

Implement post-exposure procedures. 76

Implement procedures for the provision of counselling. 77

Implement guidelines for testing, monitoring and informed consent 78

Develop guidelines for notification and record keeping. 79

Implement program of regular monitoring and evaluation. 79

RESPONSIBILITIES OF EMPLOYEES. 79

Comply with risk control measures. 79

part 7 – CONFINED SPACES. 81

RESPONSIBILITiES OF MANUFACTURERS and importers. 82

Eliminate risks in the design. 82

Ensure entry and exit is not affected. 82

RESPONSIBILITiES OF EMPLOYERS. 82

Identify hazards. 82

Assess the risks. 84

Generic risk assessments. 86

Review of risk assessments. 86

Implement risk control measures prior to entry. 86

Ensure the confined space is isolated from any hazardous services. 86

Withdrawing a confined space from use. 87

Establish safety precautions. 87

Prevent contamination. 87

De-energise equipment and devices in a confined space. 88

Establish cleaning and disposal procedures. 89

Use of the purging process. 90

Implement risk control measures when entering a confined space. 90

Provide for effective ventilation in a confined space. 90

Ensure safe atmospheric conditions are maintained. 91

Conduct atmospheric testing and evaluation. 91

Evacuate or monitor when there are flammable contaminants. 92

Provide written approval for entry to a confined space. 92

Provide a stand-by person. 93

Develop effective communication. 94

Use appropriate signs and barriers. 94

Provide suitable safety equipment 95

Provide respiratory devices. 95

Provide safety harnesses. 95

Ensure safe use of electrical equipment 95

Establish emergency and rescue procedures. 96

Provide education and training. 96

Establish record keeping procedures for training and entry permits. 97

responsibilities of employees. 98

part 8 – INDOOR AIR QUALITY.. 99

RESPONSIBILITIES OF MANUFACTURERS, SUPPLIERS AND ERECTORS/INSTALLERS 100

Ensure the air-handling system is designed and installed correctly. 100

RESPONSIBILITiES OF EMPLOYERS WITH CONTROL OF THE AIR handling SYSTEM 100

Identify hazards. 101

Assess the risks. 101

Implement risk control measures. 101

Develop effective procedures for the operation, maintenance and testing of the air – handling system. 101

Conduct air-handling system quality tests. 102

Establish accurate and up to date record procedures. 103

RESPONSIBILITIES OF EMPLOYERS WITHOUT CONTROL OF THE AIR HANDLING SYSTEM 103

Establish tenancy agreements and procedures for the air handling system.. 103

Develop procedures within the agreement for maintenance and testing. 104

Control air pollutants. 104

Respond to air quality issues. 104

RESPONSIBILITIES OF EMPLOYEES. 105

part 9 – Safety in Laboratories. 106

RESPONSIBILITiES OF EMPLOYERs. 107

Ensure appropriate design and construction. 107

Identify hazards. 108

Assess the risks. 108

Implement risk control measures. 108

Control chemical risks. 108

Control biological risks. 109

Control radiation risks. 109

Control mechanical risks. 109

Control electrical risks. 110

Control risks associated with fumes. 110

Provide Personal Protective Equipment (PPE) 110

Develop written safety procedures for the laboratory. 111

Provide training. 111

Implement appropriate emergency and rescue procedures. 112

responsibilities of employees. 112

part 10 – ASBESTOS IN SITU.. 113

part 11 – STORAGE AND HANDLING OF DANGEROUS GOODS. 114

RESPONSIBILITIES OF MANUFACTURERS, IMPORTERS AND SUPpLIERS OF DANGEROUS GOODS 117

RESPONSIBILITIES OF EMPLOYERS. 117

Design safe facilities. 117

Identify hazards. 118

Consider other hazard sources. 119

Assess the risks. 120

Implement risk control measures. 120

Control hazards at the design stage. 121

Control hazards in the workplace. 121

Eliminate hazards. 122

Eliminate the activity. 122

Substitute or modify the hazards. 122

Isolate the hazard. 123

Use engineering methods to control the hazard. 123

Use administrative controls. 124

Provide Personal Protective Equipment (PPE) 124

Monitor and review controls. 125

Specific risk control measures. 126

Separate dangerous goods from people, protected places, and other property. 126

Separate dangerous goods from incompatible substances. 127

Keep dangerous goods stable. 127

Protect structures and plant from impact 128

Protect containers for bulk dangerous goods from impact 128

Protect the environment 128

Ensure the integrity of containers. 129

Contain spills of dangerous goods. 129

Eliminate risks when transferring dangerous goods. 130

Provide fire protection in the workplace. 131

Develop and implement emergency procedures. 134

Develop and implement emergency plans. 134

Provide safety equipment to control risks. 136

Provide emergency equipment for spills. 136

Eliminate ignition sources in hazardous areas. 137

Prevent static electricity. 138

Control hazardous atmospheres. 139

Use purging. 140

Provide sufficient lighting for the workplace. 140

Implement security measures. 141

Dispose of plant, equipment and containers. 141

Provide information. 142

Provide information for health and safety procedures. 142

Provide an MSDS. 143

Ensure risk assessments are made available to employees. 144

Provide information for plant and structures. 144

Maintain a manifest register for emergency purposes. 145

Maintain a register of information for dangerous goods. 145

Provide a diagram of the site plan. 146

Review and revise risk assessments. 146

NOTIFICATION OF STORAGE AND HANDLING OF DANGEROUS GOODS. 147

Mark containers on receivable dangerous goods. 148

Mark containers at the workplace. 148

Provide placards for the workplace. 149

Calculate the quantities of dangerous goods. 149

Use placards. 149

Placard bulk dangerous goods. 149

Provide placards to the perimeter or access points to the workplace. 150

Locate placards correctly within the workplace. 150

Ensure the accuracy of placards. 151

Provide education, training and supervision. 151

Consult with employees. 151

Provide induction and training. 152

Provide supervision. 153

Ensure the safety of visitors. 153

RESPONSIBILITIES OF AN EMPLOYER WHO BUILDS, OWNS OR OPERATES A PIPELINE 154

Notify dangerous goods transferred through pipelines. 154

RESPONSIBILITIES OF EMPLOYEES. 155

part 12 – HAZARDOUS SUBSTANCES. 156

RESPONSIBILITIES OF MANUFACTURERS and suppliers. 157

RESPONSIBILITIES OF EMPLOYERS. 157

Identify hazards. 157

Obtain MSDS and make available to employees. 158

Ensure containers are labelled. 158

Assess the risks. 159

Implement risk control measures. 161

Eliminate the hazard. 161

Use substitution control measures. 161

Use isolation control measures. 162

Use engineering controls. 162

Use administrative controls. 162

Provide Personal Protective Equipment (PPE) 163

Control hazardous atmospheres. 164

Maintain register of all hazardous substances used at the workplace. 165

Record monitoring results. 165

Notify Employees. 166

Provide health surveillance. 167

Provide biological monitoring. 168

Provide instruction and training. 169

Provide structured induction training programs. 169

Maintain records and provide information. 171

Inform persons about enclosed hazardous substances. 171

Produce assessment report when required. 171

Maintain health surveillance records. 172

Provide information to emergency services. 172

RESPONSIBILITIES OF EMPLOYEES. 173

part 13 – SYNTHETIC MINERAL FIBRES. 174

RESPONSIBILITIES OF MANUFACTURERS. 175

RESPONSIBILITIES OF EMPLOYERS. 176

Identify hazards. 176

Assess the risks. 176

Implement risk control measures. 176

Provide facilities for personal hygiene. 177

Control the removal of waste products. 177

Control the removal of SMF products. 178

Personal protective equipment (PPE) 178

RESPONSIBILITIES OF EMPLOYEES. 178

part 14 – VINYL CHLORIDE.. 179

RESPONSIBILITIES OF EMPLOYERS. 180

Identify hazards. 180

Assess the risks. 181

Implement risk control measures. 181

Control work in confined spaces. 182

Performing maintenance work. 182

Provide personal protective equipment (PPE) 183

Establish a monitoring program.. 183

Provide education and training. 183

Maintain records. 184

RESPONSIBILITIES OF EMPLOYEES. 184

part 15 – CARCINOGENIC SUBSTANCES. 185

RESPONSIBILITIES OF EMPLOYERS. 186

Identify scheduled carcinogenic substances. 186

Assess the risks. 186

Implement risk control measures. 187

Control the risk. 187

Health surveillance. 187

Maintain records. 187

Notify Comcare. 188

Apply for exemption on use. 188

RESPONSIBILITIES OF EMPLOYEES. 189

part 16 – TIMBER PRESERVATIVES. 190

RESPONSIBILITIES OF SUPPLIERS. 191

RESPONSIBILITIES OF EMPLOYERS. 191

Identify hazards. 191

Assess the risks. 191

Implement risk control measures. 191

Implement safety procedures for timber preservatives. 192

Provide personal protective equipment (PPE) 192

Implement procedures for safe storage of treated timber and timber treatment chemicals 193

Implement procedures for safe handling and carriage of treated timber. 194

Implement emergency procedures. 195

Ensure proper disposal 195

Provide education and training. 195

RESPONSIBILITIES OF EMPLOYEES. 195

part 17 – INORGANIC LEAD.. 196

RESPONSIBILITIES OF EMPLOYERS. 198

Provision of information to new employees. 199

Criteria for exclusion from a lead–risk job. 199

Identify hazards. 199

Assess the risks. 200

Implement risk control measures. 200

Ensure the containment of lead contamination. 201

Ensure appropriate cleaning of the workplace. 201

Implement safe work practices. 201

Establish air monitoring and health surveillance procedures. 202

Provide appropriate amenities for employees. 203

Provide personal protective equipment (PPE) 204

Provide education and training. 204

Maintain accurate records. 204

RESPONSIBILITIES OF EMPLOYEES. 204

part 18 – ETHYLENE OXIDE.. 205

RESPONSIBILITIES OF DESIGNERS, MANUFACTURERS AND INSTALLERS. 206

Designers and Installers of chambers and cabinets. 206

Designers and Installers of the Cylinder System.. 206

RESPONSIBILITIES OF EMPLOYERS. 207

Identify hazards. 207

Assess the risks. 207

Implement risk control measures. 207

Fumigation/Sterilisation. 207

Establish safety procedures for chamber operation. 208

Establish safe procedures for the Unit Dose Canister System operation. 209

Control the access to work areas. 209

Provide personal protective equipment (PPE) 209

Ensure safe storage of cylinders. 209

Develop emergency procedures. 210

Provide education and training. 210

Maintain records of atmospheric and health monitoring. 210

Establish a Maintenance Program.. 210

Develop a testing regime. 211

RESPONSIBILITIES OF EMPLOYEES. 211

part 19 – ULTRAVIOLET RADIATION IN SUNLIGHT.. 213

RESPONSIBILITiES OF EMPLOYERS. 214

Identify hazards. 214

Assess the risks. 214

Implement risk control measures. 215

Provide shade. 215

Schedule work to reduce exposure. 215

Move the job indoors or into a shaded area. 215

Provide personal protective equipment (PPE) 215

Provide sunscreen. 216

Provide information, training and supervision. 216

Monitor and review effectiveness of control measures. 216

RESPONSIBILITiES OF EMPLOYEES. 217

part 20 – OCCUPATIONAL DIVING.. 218

RESPONSIBILITIES OF EMPLOYERS. 220

Identify hazards. 220

Assess the risks. 222

Implement general risk control measures. 223

Ensure medical fitness. 223

Ensure technical qualifications. 223

Implement specific risk control measures. 224

Monitor and review control measures. 226

Keep written records. 226

DIVING SUPERVISOR RESPONSIBILITIES. 226

Implement emergency plans. 227

First aid and oxygen provision. 227

Rescue of a diver procedures. 228

Maintain a dive safety log. 228

RESPONSIBILITIES OF EMPLOYEES. 229

part 21 – SPRAY PAINTING.. 231

MANUFACTURERS OF BOOTHS. 232

SUPPLIERS OF BOOTHS. 232

RESPONSIBILITIES OF EMPLOYERS. 232

Identify hazards. 233

Assess the risks. 233

Implement risk control measures. 234

Use a Spray Booth. 234

Maintaining a spray painting booth. 234

Ensure that spray painting outside spray booths is safe. 235

Ensure electrical safety. 236

Ensure electrical safety when electrostatic spray painting is used. 236

Provide Personal Protective Equipment (PPE) 237

Provide health surveillance. 237

Provide education and training. 237

Maintain records. 237

RESPONSIBILITIES OF EMPLOYEES. 238

part 22 – ABRASIVE BLASTING.. 239

RESPONSIBILITIES OF EMPLOYERS. 240

Identify hazards. 240

Assess the risks. 241

Implement risk control measures. 241

Select less hazardous abrasive medium.. 241

Adopt a less hazardous surface preparation method. 242

Isolation of the abrasive blasting process. 242

Use administrative controls. 243

Provide personal protective equipment (PPE) 243

Provide air monitoring and health surveillance. 244

Provide amenities. 244

Provide education and training. 244

Maintain records. 244

Control measures for associated hazards and risks. 244

Part 23 – Construction Induction Training.. 246

part 24 – Falls in Construction.. 247

Part 25 – cash in Transit.. 248

responsibilities of manufacturers, suppliers and installers of atm machines 250

responsibilities of cit users. 250

responsibilities of employers. 250

Identify hazards. 252

Assess the risks. 253

Implement risk control measures. 254

Develop standard operating procedures. 255

Allocate appropriate resources. 255

Provide communication systems. 255

Select appropriate vehicles. 256

Provide personal protective equipment (PPE) 256

Vary the route and time procedures. 257

Provide education and training. 257

Provide supervision. 258

Provide information. 259

Monitor and review.. 259

Implement incident response procedures. 259

Implement post-hold-up procedures. 259

Keep records. 260

responsibilities of employees. 261

PART 1 – RISK MANAGEMENT

INTRODUCTION

1.1 Risk management, in the occupational health and safety context, refers to a systematic process by which management policies, procedures and practices are applied to identify the workplace hazards, assess the risks associated with those hazards, determine the appropriate control measures and monitor and review the risk management process for efficacy in providing a safe and healthy workplace.

1.2 Workplace injury and disease have a significant impact on the human and financial resources of organisations. An effective risk management strategy can assist employers to meet their statutory obligations and reduce costs, increase productivity, raise staff morale, improve workplace relations and enhance health and safety performance generally.

1.3 Employers have general duties under the Act to take all reasonably practicable steps to protect the health and safety of their employees. In addition, Part 1 of the Safety Standards Regulations imposes specific requirements on employers in relation to the matters covered by those regulations. These include the identification of all reasonably foreseeable hazards arising from work that may affect the health and safety of employees or others at work, carry out risk assessments and implement risk control measures.

1.4 Manufacturers and suppliers have duties under the Act to take reasonably practicable steps to ensure that plant and/or substances are designed, constructed and supplied in a way that ensures employees’ safety and there is no risk to their health.

1.5 Erectors and installers also have a duty to ensure the plant is erected or installed safely and that the process of erection or installation is safe and does not create a risk to the health and safety of employees at the workplace.

1.6 This part of the Code must be read in conjunction with the introduction to this Code, including in relation to consultation. 1

PURPOSE

1.7 The purpose of this Part is to provide practical guidance to employers and other duty holders to assist them to identify hazards, assess the risk and implement risk control measures in the workplace in accordance with the Act and Part 1 of the Safety Standards Regulations.

SCOPE

1.8 This Part applies to all employers covered by the Act who have duties to manage risks at work.

1.9 The requirements set out in Part 1 of the Safety Standards Regulations do not limit the operation of any other regulation that expressly provides for the control of risks to the health or safety of a person at work. That is, where other parts of the Safety Standards Regulations expressly provide for the control of risks in relation to a particular subject matter, employers must comply with those regulations. The parts of the Safety Standards Regulations that set out specific risk control duties are:

· Part 3: Occupational Noise;

· Part 4: Plant;

· Part 5: Manual Handling;

· Part 6: Hazardous Substances;

· Part 7: Confined Spaces;

· Part 8: Storage and Handling of Dangerous Goods;

· Part 9: Major Hazard Facilities;

· Part 10: Electricity;

· Part 11: Driver Fatigue;

· Part 12: Construction Work; and

· Part 13: Falls from 2 metres or more.

DEFINITIONS

‘Consequence’ – means outcome or impact of an occurrence.

‘Exposure’ – occurs when a person is exposed to a hazard.

‘Frequency’ – means a measure of the number of occurrences per unit time.

‘Generic risk assessment’ – means a risk assessment, which may be used across areas and job sites because the hazards and risks have been deemed similar.

‘Harm’ – is death, injury, illness (including psychological illness) or disease that may be suffered by a person because of a hazard or risk.

‘Hazard’ – means something that can or has the potential to cause injury or illness.

Likelihood’ – describes the probability or frequency of an injury or illness occurring.

‘Monitor’ – means to check, supervise, observe critically or measure the progress of an activity, action or system on a regular basis in order to identify change from the performance level required or expected.

‘Probability’ – a measure of the chance of occurrence expressed as a number.

‘Residual risk’ – means the remaining risk after implementation of the risk control measures.

‘Risk’ – means the probability or likelihood and consequences of a hazard causing injury or illness.

‘Risk assessment’ – means the overall process of risk analysis and risk evaluation (AS/NZS 3931). It is the process of evaluating the probability and consequences of injury or illness arising from exposure to an identified hazard or hazards.

‘Risk analysis’ – mean the analysis of risk by use of a table or other process which may be qualitative, quantitative or a combination of these methods to assist in the evaluation of a hazard according to the probability or likelihood and consequence of injury or illness.

‘Risk evaluation’ – is the decision making process of the assessed risks to determine which risks require control and control priorities in an organisational context.

‘Risk control’ – means the process of managing the elimination or minimisation of a risk. This may be an object, work process or system of work.

‘Risk management’ – means the culture, processes and structures that are directed towards promoting health and safety by the management of hazards and risks within an organisation.

‘Risk management framework’ – means a set of elements in a system which may include strategic planning, decision making, processes, policies and procedures for dealing with the risks.

‘Risk retention’ – means the loss or benefit remaining from a particular risk.

Responsibilities of manufacturers, suppliers, erectors and installers

1.10 Manufacturers, suppliers, erectors and installers have a general duty to take all reasonably practicable steps to ensure that employees are safe from risks to health and safety arising from the use of plant and machinery at work. In addition to the general duty, manufacturers and suppliers have specific duties in regard to conducting research, testing and examining plant, machinery and substances to assist in the control of identified risks. They must also provide certain information to employers related to the safe use of plant and substances (see sections 18 and 19 of the Act). Manufacturers and suppliers should follow the four (4) step risk management process outlined in paragraphs 1. 11 and 1.12 and apply as appropriate.

RESPONSIBILITIES OF EMPLOYERS

1.11 Risk management involves the establishment of an appropriate framework and culture for health and safety within an organisation. It is an ongoing systematic method of firstly identifying hazards then analysing, evaluating, treating, monitoring and communicating risks associated with any activity, function or process with the objective of minimising the risk of harm or injury from a hazard.

1.12 To ensure that risks are managed in accordance with the duties under the Act and the specific requirements set out in the Safety Standards Regulations, employers should undertake the following four–step risk management process:

Step 1 identify the hazard;

Step 2 assess the risk associated with the hazard;

Step 3 control the risk; and

Step 4 review the process.

1.13 When undertaking the risk management process, employers should be practical about the ways in which they identify hazards and the potential risks associated with them. They should consider what actually occurs in the workplace as opposed to what may occur in theory.

1.14 Employers should conduct hazard identification and risk assessment from the design and planning phases through to workplace operations where employees use plant, equipment, hazardous substances and dangerous goods.

The risk management process

Responsibility to consult

1.15 Communication and consultation is integral to every step of the risk management process. Employers should consult with employees, and/or their representatives or health and safety representatives and health and safety committees where appropriate. Consultation should occur when:

a) identifying hazards;

b) assessing the risks;

c) determining and implementing control measures;

d) developing policy and procedures;

e) deciding on the training requirements; and

f) supervising and monitoring the risk control measures.

Identify hazards

1.16 Employers should identify all reasonably foreseeable hazards arising from work mindful that some hazards may be obvious and readily identifiable while other hazards, such as exposure to noise, chemicals or psychological injury for example, may be less so.

1.17 Employers may classify hazards in a number of ways. For example, some common workplace hazard types can include:

a) gravitational – this includes, but is not limited to, activities where a person can fall or an object can fall on to a person;

b) body stressing or impact hazard – activities that cause stress to muscles and/or skeleton including manual handling, occupational overuse and slips, trips or falls on the same level;

c) mechanical – this includes, but is not limited to, plant, equipment and items that have the potential to cut, tear, rip, abrade, crush, penetrate, produce projectiles or cause sudden impact;

d) source of energy – this includes, but is not limited to, electricity, heat, cold, noise, radioactive sources and high powered light;

e) chemical and biological – this includes, but is not limited to, chemical compounds, acids and poisons, powders, dusts, vapours, bacteria, viruses, mould and mildew from various processes which have the potential to impair health, have adverse effects on human reproduction, cause diseases or may have explosive, flammable, toxic or corrosive properties; and

f) psychosocial environment – this includes workplace stressors, which arise from a variety or combination of sources, and includes, but is not limited to, bullying and harassment.

1.18 In carrying out hazard identification, the employer should consider the following sources of information:

a) examination of injury and dangerous occurrence data;

b) technical and scientific evaluation;

c) visual inspection of the workplace in a direct way with walk-though inspection of plant and equipment;

d) quantitative hazard analysis;

e) testing and auditing reports from the workplace;

f) consultation with employees, health and safety representatives and health and safety committee members; and

g) discussions with designers, manufacturers, suppliers, importers, or any other relevant party who may assist in the identification of a potential hazard or hazardous situation in the workplace.

Assess the risks

1.19 Where employers have identified a hazard, they should ensure that an assessment is made of the risks associated with that hazard.

1.20 Employers should ensure that, as a minimum, a risk assessment is conducted before:

a) the introduction of any new plant or substances;

b) the introduction of a new work practice or procedure; and

c) any change in a workplace, work practice, activity or process where the change may give rise to a health or safety risk.

1.21 The level of risk increases exponentially with the injury or disease causing potential of a hazard. Therefore, risk is the probability and consequence of a hazard causing injury, ill health or disease. A risk assessment is a process for determining the likelihood and severity of an injury or a disease resulting from exposure to that hazard.

1.22 When the hazard has been identified, employers should consider whether there are specific regulations that deal with that hazard. For example, there are regulations which deal specifically with the risk management of occupational noise, plant, manual handling, hazardous substances, electricity, driver fatigue, falls from heights, confined spaces, construction and storage and handling of dangerous goods. In circumstances where there are no governing regulations, the employer should conduct a risk assessment as described in this Part.

1.23 When conducting a risk assessment an employer should:

a) gather information about each identified hazard;

b) consider the number of people exposed, or likely to be exposed to each hazard;

c) consider the duration of the exposure; and

d) use the information obtained to assess the likelihood and consequences of exposure to the hazard.

1.24 A hazard may have the potential to cause a range of consequences from minor discomfort to a serious disabling injury, illness or death. When determining the potential consequences of identified hazards, employers should consider:

a) the nature of the hazard posing the risk;

b) any combinations of hazards such as heat and manual handling tasks;

c) the types of injuries or illnesses foreseeable from exposure;

d) the duration and level of exposure to the hazard; and

e) the existing control measures in place.

1.25 Once the consequences of a hazard have been determined, employers should assess the likelihood of that hazard causing harm. Factors which may affect the likelihood of an incident occurring are:

a) how often the hazard has the potential to harm – when the same hazardous task is repeated the more likely an incident will occur, for example, when an employee continuously or frequently carries a load, pushes a trolley or uses a vibrating hand tool;

b) the number of people exposed to the hazard – the greater the number of people exposed to a hazard, the more likely an incident will occur;

c) the duration of exposure – the longer a person is exposed to a hazard, the more likely an incident will occur;

d) the quantities of materials or multiple exposure points involved;

e) the position of the hazard relative to employees and to other hazards – for example, employees located next to a noisy machine are more likely to suffer hearing related conditions than those working further away, or some stored chemicals such as methylated spirits may only represent a hazard if located near a heat source;

f) the skills and experience level of persons exposed – an employee with extensive experience may be less likely to make a mistake which results in an incident than one who is new to the role or conversely, a more experienced employee may become complacent;

g) the special characteristics of persons exposed – for example colour blindness or hearing impairment;

h) other elements of the work environment such as distractions – for example, construction employees listening to music on their headphones may increase their chances of being hit by vehicles used on the building site;

i) environmental conditions – there may be conditions which increase the likelihood of an incident occurring such as water in the vicinity of an electrical hazard;

j) the work organisation, such as rostering and shift arrangements or the pace at which work should be performed;

k) the introduction of new work processes; and

l) the effectiveness of existing control measures.

1.26 The likelihood and consequences may be estimated using statistical analysis and numerical calculations. Where no reliable or relevant past data is available, subjective estimates may be made.

1.27 The identified hazard may require a simple or a complex risk analysis depending on the risk of harm to people in the workplace. The types of risk assessment that may be undertaken will vary with the degree of analysis required. Employers may use, but are not limited to, some of the following:

a) Qualitative analysis – this type of analysis is descriptive and involves a subjective assessment of the likelihood and consequences of an event occurring. This type of analysis includes:

(i) evaluation using multi–disciplinary groups;

(ii) specialist and expert judgement; and

(iii) structured questionnaires;

b) Quantitative analysis – this type of analysis uses a numerical value rather than a descriptive scale for both consequences and likelihood. The way in which consequences and likelihood are expressed and the way they combine provide the level of risk. Methods of analysis include:

(i) consequence analysis;

(ii) statistical analysis of historical data;

(iii) fault tree and event tree analysis;

(iv) influence diagrams;

(v) life cycle cost analysis;

(vi) network analysis;

(vii) simulation and computer modelling;

(viii) statistical and numerical analysis;

(ix) test marketing and market research; and

(x) probability analysis.

1.28 A simple qualitative form of analysis can be illustrated by means of a risk assessment matrix, see diagram below. Refer to AS/NZS 4360:2004 – Risk management and HB 436:2004 – Risk management guidelines for detailed
information on risk assessment options.

1.29 The level of risk is determined by the relationship between likelihood and consequence.

Simple qualitative risk assessment matrix

1.30 Likelihood or the chance of each of the events actually occurring can be determined and rated in the following way:

a) very likely (exposed to hazard constantly);

b) likely (exposed to hazard occasionally);

c) unlikely (could happen but only rarely); or

d) highly unlikely (could happen but probably never will).

1.31 Determining consequences involves making a judgement about the level of harm that can occur because of exposure to the hazard. Consequences can be rated in the following way:

a) fatality;

b) major or serious injury (serious damage to health that may be irreversible, requiring medical attention and ongoing treatment). This is likely to involve significant time off work;

c) minor injury (reversible health damage that may require medical attention but limited ongoing treatment). This is less likely to involve significant time off work. A minor injury is unlikely to involve more than 1 day off work; and

d) negligible injuries (might sustain slight injury and may require only primary first aid) and no time off work.

1.32 In circumstances where there is uncertainty about the level of risk, inadequate information or uncertainty about the degree of exposure even after having completed a risk assessment, employers should consider the actions listed below:

e) seek more information – apply good practice to minimise exposure until more information is available;

f) seek specialist advice if necessary;

g) conduct surveys, environmental and medical monitoring;

h) analyse records and data regarding dangerous occurrences, employee complaints, sick leave, unscheduled absences and staff turnover;

i) examine organisational culture and behaviour as a risk factor; and

j) assess the competency and training levels.

Implement risk control measures

1.33 Where restrictions on available funds or other resources, or physical practicalities, mean that not all identified controls for hazards can be implemented immediately, employers should determine the most effective control measure for the identified hazard and prioritise the implementation process according to the risk profile of each hazard. Controls for hazards assessed as high risk should be put into operation before those assessed as a medium or low risk.

1.34 Employers should ensure that any risks to the health and safety of employees, arising from the workplace or any work related activity, are:

a) eliminated; or

b) if it is not reasonably practicable to eliminate the risks, then minimise the risk.

1.35 Employers should ensure that the control measures selected:

a) adequately control exposure to the risk;

b) do not create a new hazard; and

c) allow employees and contractors to do their work without undue discomfort or distress.

1.36 Employers should use the hierarchy of control pyramid to determine the most appropriate method with respect to risk control. This approach involves designing out or removing hazards at the source and controlling any residual risks by engineering or organisational means. Employers should start at the top of the hierarchy of control pyramid and work their way down. The hierarchy of control pyramid is structured in the following way:

a) eliminate the hazard. If this is not possible then;

b) substitute or modify the hazard. If this is not possible then;

c) isolate the hazard. If this is not possible then;

d) use engineering controls to control the hazard at its source. If this is not possible then;

e) use administrative controls. If this is not possible then;

f) use personal protective equipment (PPE).

1.37 Employers should first ensure, where reasonably practicable, that any hazards identified are eliminated. Elimination of hazards is the most effective control measure. Elimination prevents factors, such as human error, lack of awareness, stress, fatigue, acting reflexively or giving priority to operational or production demands, from influencing the selection of the most appropriate control measure. Elimination of a hazard might include:

a) removing trip hazards that clutter corridors;

b) disposing of unwanted chemicals;

c) removing hazardous plant or substances;

d) promptly repairing damaged equipment;

e) increasing the use of e-mail to reduce excessive photocopying and collation;

f) ceasing a dangerous work practice; and

g) ensuring new equipment meets the ergonomic needs of users.

1.38 Elimination of a hazard is best achieved at the design stage of any plant, equipment or process. This is often referred to as ‘safe design’ and is a concept which can be applied across all industries to eliminate hazards at the source. The implementation of safe design practices has a positive impact on health and safety in the workplace. Where no hazard exists, no risk of injury or illness exists.

Substitution controls

1.39 Where elimination of the hazard is not reasonably practicable, employers should minimise the risk using control measures individually or in combination. The hierarchy of controls next advocates substitution as a means of minimising the risk to employees from an identified hazard.

1.40 Employers should consider substitution of the hazard with something with a lesser risk that still performs the same task in a satisfactory manner. Examples of substitution controls might include:

a) substitution of a hazardous substance with a less hazardous substance;

b) substitution of telephone handsets with headsets where there is frequent use of the telephone; and

c) substitution of a smaller package or container to reduce the risk of manual handling injuries such as back strain.

Isolation controls

1.41 If substitution is not possible, employers should consider isolating the hazard from employees or separating employees from the hazard. This may be achieved by using separate purpose built rooms, barricades or sound barriers. Isolation removes the hazardous process from the main work area. Examples of isolation controls might include:

a) use of a fume cupboard to isolate and store chemicals; and

b) use of remote handling equipment for hazardous substances or procedures.

Engineering controls

1.42 Employers should consider engineering controls as the next option on the hierarchy of controls to minimise the risk to an identified hazard. This can include engineering modifications to plant or it may involve a change to systems of work. Examples of engineering controls include the:

a) modification to plant;

b) installation of appropriate guarding on machinery; and

c) use of a ventilation system to remove chemical fumes or dust.

Administrative controls

1.43 If engineering controls do not control the risk or cannot be utilised, employers should apply administrative controls such as safe work practices. Administrative controls should not be the first option to control the risk but can be used if controls higher on the hierarchy of control pyramid cannot be applied or, having been applied, do not adequately control the risk.

1.44 Employers should use administrative controls to back up or supplement other more effective control measures. It may be necessary to use administrative controls while elimination or minimisation control measures are being evaluated and applied. Examples of administrative controls include the use of procedures and instruction and include:

a) regular maintenance programs for plant and equipment;

b) written work procedures for all hazardous tasks and equipment; and

c) a training, education and supervision program for employees/contractors, which includes preventative maintenance and housekeeping procedures.

Provide personal protective equipment (PPE)

1.45 If the application of administrative controls including safe work practices do not minimise the risk, employers should provide appropriate PPE to employees and/or contractors. PPE should only be used when higher order controls are not practicable or adequately effective.

1.46 PPE is often used in combination with other control measures as a final barrier between the employee and the hazard. PPE does not control the hazard at the source and relies on behaviour modification and correct use of the equipment to be successful. Where it is used, employers must make available to employees and/or contractors suitable and correctly fitted PPE free of charge. The PPE must be maintained according to the manufacturer’s instructions (Safety Standards Regulations 6.19(4) and (5)).

1.47 Employers should ensure that employees and/or contractors are trained in the correct use and maintenance of the PPE and that supervision is provided to ensure compliance with the training and instruction.

Monitor and review the risk management program

1.48 Employers should ensure that the monitoring and review of the risk management program captures information such as:

a) whether control measures are being implemented and used correctly;

b) whether solutions to workplace hazards are achieving the desired results;

c) whether risk management processes and initiatives are working;

d) what has been done to control risks and what remains to be done;

e) whether there are any new problems which have resulted from the introduction of risk control measures; and

f) whether new risk control measures are required.

1.49 Employers should conduct systematic monitoring and review of the workplace to ensure that no new hazards are introduced. New hazards may arise through:

a) the use of new technology, equipment or substances;

b) the introduction of new work practices or procedures;

c) a change in work environment (new workplace); or

d) the introduction of new staff with different skills or knowledge levels.

1.50 Ensuring that hazards and risks are effectively controlled requires ongoing monitoring and review to check that control measures are implemented, are working effectively and are maintained. Factors that affect a risk assessment and change the level of risk include the financial and human resource input involved in implementing and maintaining control measures.

1.51 ‘Residual Risk’ is the risk that remains after risk control measures have been implemented. Employers should be aware of the nature and extent of the residual risk. It should be documented and subject to a monitoring and review process.

1.52 Monitoring and review should be cyclical and form part of the risk management process. This requires forward planning with regular evaluation points over a set period to review the hazards, risks and control measures.

1.53 For hazards covered by the Safety Standards Regulations, employers are required to conduct a risk assessment prior to the introduction of plant or substance, and before introducing work procedure and processes, or changing them where the change may affect health or safety. Employers do this for all other hazards. Prior planning should ensure that a risk assessment is part of the procedure when purchasing equipment and materials and is considered as part of the tender specifications for new equipment and services.

Keep records

1.54 The monitoring and review process is also assisted by effective record keeping. Records help to identify hazards and review the effectiveness of risk control measures. Employers should keep records that show:

a) details of workplace inspections and audits;

b) methods used to assess risks;

c) control measures implemented;

d) reviews of systems of work;

e) any action that has been taken to address particular hazards;

f) instruction, education or training provided;

g) any atmospheric monitoring and health surveillance results; and

h) the maintenance schedules for plant and equipment.

RESPONSIBILITIES OF EMPLOYEES

1.55 Under section 21 of the Act, employees must cooperate with the employer in relation to any duty or obligation imposed to ensure the workplace is safe and healthy.

1.56 Employees must use PPE in accordance with their training and consistent with the manufacturers safety requirements.

PART 2 – FIRST AID

INTRODUCTION

2.1 First aid management is an integral part of any workplace as it provides the initial care for those who are injured or become ill whilst performing work activities or tasks. First aid services provide the immediate first aid intervention:

a) in response to injuries which could result in death or severe disability;

b) in high-risk locations or when high-risk work is undertaken;

c) for illnesses due to exposure to environmental conditions, poisons or other
harmful substances;

d) for existing medical conditions which require immediate assistance (for
example, an allergic reaction); and

e) for minor injuries (for example, cuts, scrapes, bruises, sprains and strains).

2.2 The likelihood that first aid will be required for a workplace injury or illness is significant. First aid services prevent the escalation of minor injuries into presentations that are more complex or life threatening events. Examples of injuries, illnesses or events that can occur in the workplace are:

a) bleeding from wounds or embedded objects;

b) shock reactions from a crush injury;

c) head, neck and spinal injuries from falls;

d) exacerbation of heart related conditions (for example, angina);

e) fractures, sprains, strains and dislocations from equipment use;

f) exposure to extremes of hot and cold environments;

g) burns from hazardous chemicals; and

h) prior medical conditions that can be symptomatic in the workplace such as epilepsy, asthma and diabetes.

2.3 Employers should provide first aid that is appropriate to the hazards and risks identified within the organisation.

2.4 This Part of the Code must be read in conjunction with the introduction to the Code, including in relation to consultation. It should also be read in conjunction with Part 1 Risk Management. 1

PURPOSE

2.5 This Part provides practical guidance to employers on how to meet their duty of care under the Act. Specifically, it deals with the provision of appropriate first aid services to the employer’s employees as required under subsection 16(5)(c) of the Act.

SCOPE

2.6 This Part applies to all workplaces covered by the Act and includes all work locations within the control of the employer.

2.7 This Part is not intended to replace the need for expert medical assistance. Employees should be advised to seek medical assistance for matters that require a diagnosis or medical treatment outside of the scope and training of the first aid officers.

2.8 Where specific hazards have been identified, the employer may deem it necessary to add to or increase first aid services. This can be achieved by using the risk assessment process detailed in Part 1 of this Code of Practice and in consultation with the health and safety representatives, first aid officers and employees.

2.9 This Part has been divided into two sections to assist employers. The first section deals with first aid provisions applicable to all workplaces and the second section deals with workplaces where high-risk activities and tasks are performed.

DEFINITIONS

‘Automatic External Defibrillator’ – refers to a medical device, capable of being used safely by people with minimal first aid experience or training, designed to administer a shock that may restart the heart when there are no detectable signs of life other than a heart rhythm.

‘Cross infection’ – means the transmission of disease from infected employees to first aid officers or the infection of injured employees during the administration of first aid procedures. Control of infection depends on identifying the mode of spread and interrupting the cycle of infection, replication and spread. Use of disposable, single use equipment in first aid kits and procedures prevents directly inoculating the next injured employee with microbes from the first.

‘Designated person’ – means a person appointed by the employer as the first aid officer.

‘First Aid Officer’– means a person, appointed as a first aid officer by the employer, who holds a current approved first aid qualification from a nationally accredited course that has been delivered by a Registered Training Organisation.

‘First aid’ – means the initial care of the ill or injured. First aid begins when a first aid officer arrives on the scene of an incident, and continues until the casualty recovers, or medical aid arrives. The first aid officer may be required to remain and assist ((Australian First Aid handbook (St John’s Ambulance 2nd Ed).

‘First Aid Service’– means a service for the provision of first aid treatment for persons suffering illness or injury at work.

‘First Aid Provider’– means a provider of first aid training that is nationally accredited.

‘High–risk work’ – means any work that involves a high likelihood of injury or illness for which the consequence of injury is severe. The type of injuries can include – contusions or fractures, gunshot wounds, blast or knife injuries, sunburn, sprains and strains and burns or poisoning from a hazardous substance. High-risk workplaces where high-risk activities are undertaken may include working:

a) at heights;

b) in high-risk confined spaces;

c) where people (custodial) or animals are restrained (laboratories);

d) where there is s high-risk of workplace violence or traumatic injury;

e) with plant, equipment and instruments that can cause traumatic injury;

f) with hazardous substances, biological hazards, explosives and dangerous goods; and

g) with hazards associated with sources of energy including electricity and radiation.

‘Medical aid’ – means treatment by a doctor, registered nurse or ambulance officer.

‘RTO’ (Registered Training Organisation) – A RTO is a Registered Training Organisation deemed competent by a State or Territory authority to deliver nationally recognised training for a particular industry. Training delivered by a RTO results in a qualification that is part of the Australian Qualifications Framework.

RESPONSIBILITIES OF EMPLOYERs

Identify vaccination needs

2.10 Employers should develop guidelines on vaccinations for employees, specifically first aid officers, who may be at risk of contracting a serious infections disease. Please refer to Part 6 paragraphs 6.19- 6.26 for further guidance on vaccination protocols.

Identify workplace groups

2.11 Workplaces differ in size and work type and the groups categories in this Part will assist employers to determine which group applies to them. There are three (3) groups categorised.

Group A

a) any workplace at which 100 or more employees work; or

b) any high-risk workplace with 25 or more employees.

Group B

a) any workplace with more than 10, but fewer than 100 employees; or

b) any high-risk workplace with less than 25 employees.

Group C

a) workplaces with 10 or less employees. This includes mobile workplaces, aircraft, vehicles and small vessels or mobile plant (does not apply to high–risk work).

Provide first aid kits

2.12 Employers should ensure that each workplace has at least one first aid kit that meets the minimum requirements as detailed in paragraph 2.21 unless paragraph 2.17 applies.

2.13 With reference to the three groups detailed in paragraph 2.11 of this Part, employers should provide the following number of first aid kits.

Group A

a) any workplace other than a high risk workplace – at least one kit provided for the first 50 employees; 2 kits for 100 and one additional kit for every 100 employees thereafter; or

b) high-risk workplace – at least one kit provided for the first 25 employees and one (1) additional kit for every 50 employees thereafter.

Groups B, C

a) at least one kit is to be provided for employees.

2.14 Employers should ensure that where reasonably practicable, first aid kits are left unlocked.

2.15 Employers should ensure that all first aid kits and the contents purchased for the workplace are included on the Australian Register of Therapeutic Goods (ARTG) as administered by the Therapeutic Goods Administration (TGA).

2.16 Employers should purchase first aid kits that meet, or exceed, the following specifications:

a) constructed of impervious material that is dustproof and of sufficient size to adequately store the necessary contents;

b) capable of being sealed and preferably fitted with a carrying handle for ease of movement;

c) internal storage compartments that will enable items to be easily accessed; and

d) clearly labelled outside with a white on green sign with the words

‘First Aid’ and/or a white cross on a green background.

2.17 Employers should consider providing personal protection packs for employees where the work activities and tasks are conducted away from the regular place of work and carrying a first aid kit (refer to paragraph 2.21) is impractical. This can include those employees who perform work duties on foot, bicycles, in open or remote environments and whenever they do not have ready access to a first aid kit.

Note: Vehicles, small vessels, ships and aircraft are considered premises under the Act and are therefore a workplace.

Determine locations for first aid kits

2.18 Employers should locate first aid kits so that:

a) they are in a prominent and accessible location, with a first aid sign which includes the contact numbers of the first aid officers and emergency services;

b) they are clearly visible to all employees;

c) they are close to locations that have been identified as being high risk areas in accordance with any risk assessment;

d) they are in a place that will take an employee no longer than two minutes to reach (including time required to access secure areas);

e) there is a minimum of at least one kit on each alternate level in a multi- storey workplace;

f) they are immediately accessible in remote areas or areas of specific hazards such as:

(i) dangerous goods (for example, gas, corrosives, poisons, pesticides, explosives or any other hazardous substance or dangerous goods);

(ii) machinery and/or equipment (for example, on construction sites, in manufacturing and warehousing buildings); and

(iii) remote areas where professional medical assistance may be delayed or absent.

Supply contents for first aid kits

2.19 The contents of first aid kits should be single use and disposable to avoid the risk of cross infection to the first aid officer or any other person. Cross infection can occur when contaminated equipment (for example, steel scissors or tweezers) is re-used after contact with an infected person via blood, blood borne products and human waste.

2.20 Employers should ensure that first aid kits do not contain analgesics and antiinflammatories. Analgesics and antiinflammatories are a medical treatments that can mask symptoms, influence diagnosis and should not form part of the first aid procedures in accordance with best practice guidelines for first aid officers.

2.21 Employers should adopt the following list as the minimum requirement for any first aid kit. It should be noted that this list does not exclude the addition of other first aid items deemed necessary for high-risk workplaces or remote environments.

Minimum requirements for first aid kits

Description	Group A ( Qty / Kit)	Group B ( Qty / Kit)	Group C ( Qty / Kit)	Personal Kit
Dressing Strips – Plastic (50)	2	1	1	1 (25)
Antiseptic – Swabs	20	10	10	2
Gloves Latex – Large (pair)	3	2	1	1
Dressing tape (hypoallergenic) 25mm	1	1	1	1
Amputation Bag Set in Envelope	1	1	1	NA
Bandage Conforming 5cm	2	1	1	NA
Bandage Crepe 10cm	2	1	1	1
Triangular Bandage	6	2	1	1
Dressing Wound – No. 142P	2	1	1	1
Dressing Wound – No. 13P	2	1	NA	NA
Eye pad – Sterile Single	3	1	1	1
Non Adherent Dressing 7.5 x 7.5cm	2	2	1	1
Emergency Blanket (space)	1	1	1	NA
Scissors – disposable	1	1	1	NA
Splinter probes – disposable sterile	10	5	5	1
Description Continued	Group A ( Qty / Kit)	Group B ( Qty / Kit)	Group C ( Qty / Kit)	Personal Kit
Sodium Chloride 30ml	6	3	3	N/A
First Aid Pamphlet Insert	1	1	1	1
Resuscitation Face Shield / Mask (disposable)	1	1	1	1
First Aid Manual	1	1	NA	NA

Determine the need for additional first aid equipment or supplies

2.22 Additional first aid equipment (for example, Oxygen or an Automatic External Defibrillator (AED)) may be used in any workplace where:

a) a specific hazard exists that requires the equipment;

b) a need is identified from a risk assessment because of the location or type of work; or

c) a requirement for additional first aid equipment is determined in consultation with first aid officers, employees and/or their representatives.

2.23 When employers elect to have an AED in the workplace they should ensure that:

a) the AED is located in a clearly visible location (for example, a main reception or foyer area);

b) the AED is accessible to all employees and other persons within the workplace;

c) there is clear signage in the workplace which identifies the location of the AED; and

d) regular maintenance inspection procedures are established to ensure that the AED is operational and the pads are not out of date.

2.24 When employers elect to have oxygen units in the workplace they should ensure that:

a) the oxygen unit and oxygen cylinders are located in a secure and safe storage area that is accessible to first aid officers who are trained by a first aid provider to use the oxygen equipment; and

b) regular maintenance inspection procedures are established that will ensure the unit is operational at all times.

2.25 Employers should provide additional training, as determined by a first aid provider, to first aid officers in the use of any first aid equipment that is provided by the employer.

2.26 Some examples of commonly needed additional contents for first aid kit include eye, burns and remote workplace modules. These additional modules may include:

a) for eye injuries – additional quantities of sterile eye wash ampoules, eye pads and adhesive tape 1.25cm;

b) for burns – additional non-stick or low adherent dressings in a variety of sizes and extra sterile saline solution; and

c) for remote areas – additional quantities of sterile eye wash ampoules, sterile eye pads, adhesive tape 1.25cm, spray or wipe itch relief solution and sunscreen protection (minimum 30+ is recommended).

Undertake maintenance and replenishment of first aid kits

2.27 An employer should organise for the re-supply and maintenance of all kits and equipment that have been supplied for use by first aid officers and employees.

2.28 An employer should ensure that any items used from the first aid kits are replaced at the earliest opportunity.

2.29 The employer should delegate responsibility within each workplace for the checking and restocking of first aid kits. Alternatively, arrangements for on–site restocking of first aid kits can be made using a reputable first aid provider.

Note: Where an employer uses the services of a first aid provider to restock kits, they should check that the items being added are in accordance with the provisions detailed in paragraphs 2.19, 2.20 and 2.21 of this Part.

Allocate first aid officers

2.30 Employers should ensure that there are first aid officers in each workplace group as defined in paragraph 2.11. The number of first aid officers should be according to the following:

a) in workplace groups A and B with no specific hazards or high–level risks, the minimum requirements are:

(i) one first aid officer for 25 to 50 employees inclusive;

(ii) two first aid officers for 51 to 100 employees;

(iii) an additional first aid officer for every additional 100 employees.

b) in workplace groups A and B where specific hazards exist or high–level risks are identified, the minimum requirements are:

(i) one first aid officer for up to 25 employees;

(ii) two first aid officers for 25 to 50 employees;

(iii) an additional first aid officer for every additional 50 employees.

c) in workplace group A with less than 25 and group C with no specific hazards or high-level risks, a risk assessment may identify the need to provide a first aid officer.

2.31 The risk assessment undertaken for paragraph 2.30(c) workplaces should take into account factors that include:

a) the size and layout of the workplace;

b) access to trained first aid officers or other first aid services (first aid officers for shopping malls);

c) the location of the workplace and the distance to the nearest available ambulance or medical services;

d) the number and distribution of employees including shift work arrangements and the isolation of employees whilst at work;

e) the nature and specific hazards and risks of the work being performed; and

f) any previous occurrences of accidents (including any injuries) in the workplace.

2.32 Employers should conduct a risk assessment to identify the need to increase the number of first aid officers in any a workplace.

2.33 Employers should ensure that any decision to determine and alter the number of first aid officers is undertaken in consultation with employees and/or their representatives, the health and safety representatives or health and safety committees.

Provide training for first aid officers

2.34 Employers should ensure that all designated first aid officers hold current first aid qualification from a recognised RTO.

2.35 Employers should ensure that they use an accredited RTO that can provide a nationally recognised certificate. Employers can choose to set up their own in-house training courses using accredited first aid trainers or contract out their first aid training.

2.36 Employers should ensure that all training for first aid officers is undertaken in accordance with the recommended minimum training levels as follows:

a) First Aid Officer –

(i) Workplace Level II First Aid qualification; or

(ii) Senior First Aid (or equivalent);

b) Person in Control of a First Aid Room –

(i) Suitably qualified and trained person, for example, First Aid Officer, Occupational First Aid qualification (or equivalent) or Registered Nurse.

2.37 Employers should ensure that the qualifications of the trainer and the resources used to undertake the training of first aid officers is appropriate to the needs of the workplace.

Provide and maintain first aid rooms where required

2.38 Employers should provide a first aid room:

a) for Group A workplaces with more than 200 employees; or

b) where the workplace is considered high-risk and has more than 25 employees.

2.39 Each first aid room and the equipment is the responsibility of at least one (1) employer designated first aid officer. This officer should be suitably qualified and trained (refer to paragraph 2.36).

2.40 When an employer provides a first aid room, they should ensure that it is available at all times for any ill or injured employee. However, it may be used for other situations, for example:

a) breast-feeding mothers; or

b) short-term rest room (where employees are not in need of first aid but require a short-term rest).

2.41 A first aid room should not be used as a childcare area, for children who are ill, a workplace or a storage room other than for first aid supplies and first aid equipment.

2.42 Employers should ensure that a first aid room:

a) is suitably located and accessible;

b) has convenient access for transport of ill or injured employees;

c) is well lit;

d) is well ventilated;

e) has access to toilet and hand washing facilities;

f) is of sufficient size to allow for easy movement within the room and allow for stretcher access by ambulance/medical services; and

g) has an entrance that is clearly marked ‘FIRST AID’.

2.43 Employers should provide the following items for a first aid room:

a) first aid kit;

b) sink or wash basin with hot and cold running water;

c) approved hand washing solution in a pump pack dispenser along with disposable paper towelling;

d) work bench and/or a dressing trolley;

e) lockable cupboard;

f) sufficient storage for clean dressings, utensils and linen;

g) ‘contaminated waste’ bags with appropriate holder;

h) bed, couch or stretcher, blankets, sheets and pillowcases;

i) table or desk;

j) telephone and/or emergency call system; and

k) an injury register and/or a casualty report form.

Develop and implement a first aid policy

2.44 Employers should develop and implement a first aid policy to ensure that employees have a clear understanding of first aid arrangements within their workplace. This policy should form part of the Health and Safety Management Arrangements (HSMA). A first aid policy could include items such as:

a) the numbers of first aid officers and their distribution;

b) arrangements for any initial and ongoing training of first aid officers;

c) the role of the first aid officers in any emergency plans including the wearing of any safety clothing and personal protective equipment (for example, reflective vests for visibility or hard hats for construction sites);

d) arrangements for transportation to a hospital if required and the responsible person for payment of that transport in the event of any injury or illness whilst at work;

e) the basic responsibilities of first aid officers including:

(i) familiarization with the location and responsibilities associated with the first aid kits in their workplace;

(ii) the proper use of the first aid kits that are provided;

(iii) the appropriate response to requests for first aid assistance in their workplace;

(iv) the rendering of first aid assistance in their workplace to employees and other persons within the level of training and the scope of responsibilities of the position;

(v) the documentation process for all situations where first aid has been administered;

(vi) where appropriate, the arrangements for ambulance or additional medical assistance;

(vii) the maintenance, stocking and cleaning of first aid kits when alternative arrangements are not made by the employer; and

f) informing employees within their workplace of the location and use of first aid kits and first aid rooms.

2.45 Employers should ensure that a first aid policy details the need for first aid officers to advise an employee to seek medical attention or arrange for transportation to a medical facility when the first aider is unsure of the nature or extent of the injury or illness.

2.46 A first aid policy should detail the process for transportation by ambulance or a vehicle with an attendant who is not the driver. Employers should transport casualties by ambulance when:

a) the injury or illness is serious or life threatening;

b) the employee may lose or has lost consciousness;

c) the injury or illness is unable to be determined; or

d) the employee’s condition is likely to become worse whilst being transported to a medical facility.

Provide information to employees on first aid procedures

2.47 Employers should provide employees with information on:

a) the nature and location of first aid facilities in their workplace;

b) the names, work locations and phone numbers of their first aid officers; and

c) the procedures to be followed when first aid is required for example, first contact in the event of a first aid situation.

Note: First aid contact -This should be the first aid officer or, in their absence, his/her immediate supervisor.

2.48 Employers should ensure that all employees are provided with information on current first aid procedures when:

a) an employee first commences with an organisation as a part of the induction process;

b) there is significant change in the personnel, the workplace, the nature or type of duties performed; and

c) there are specific hazards or high–risk work practices in the workplace.

Retain records on first aid incidents

2.49 Records of any injuries or illnesses requiring first aid management should be retained by the employer and using a secure storage facility to ensure confidentiality.

2.50 Employers should ensure that all records relating to first aid incidents are kept confidential and are retained for a minimum period of seven years.

EMPLOYERS IN CONTROL OF HIGH–RISK WORK

Identify hazards in high–risk workplaces

2.51 Employers should identify any high-risk activities, locations or environmental conditions that may pose a serious risk to employees to determine if additional first aid services or equipment is required.

2.52 The identification of hazards for high-risk work should be done in consultation with employees, health and safety representatives and first aid officers.

Assess the risks

2.53 When assessing the risks relating to high–risk work employers should follow the process outlined in Part 1 of this Code of Practice. Employers should consider the following issues when determining the likelihood and consequences associated with the identified hazards:

a) access to the workplace including security controlled or limited access workplaces;

b) the type and level of risk associated with the work being carried out;

c) known occurrences of incidents or accidents;

d) size and layout of the workplace;

e) location of the workplace;

f) number and distribution of employees including arrangements such as shift work, overtime, flexible hours and multiple work locations; and

g) distance to the nearest available and appropriate medical service, occupational health service or ambulance service.

2.54 In high-risk workplaces and remote locations, additional equipment such as oxygen and/or an AED may be required. This should be based on the risk assessment performed. When determining the training and equipment requirement, an employer should consider:

a) the distance from ambulance services and the expected call out times;

b) the type of high–risk work being undertaken;

c) the risk of injury or death; and

d) the availability of other medical support.

Provide additional first aid arrangements for high-risk work

2.55 Based on the results of any risk assessments, employers should decide whether additional arrangements for the provision of first aid services are necessary. Employers may also benefit by consulting with a first aid specialist or an RTO to determine what services or equipment may be suitable.

2.56 Additional provisions for first aid services may include:

a) adding to the minimum content requirements of first aid kits;

b) additional equipment, for example, Oxygen and/or AED’s (taking into consideration the guidance detailed in paragraphs 2.22-2.24 of this Part);

c) increasing the number of first aid kits in the workplace;

d) the provision of a first aid room where the number of employees is less than 25;

e) the provision for suitable means of communication in the workplace or whilst employees are at work (for example, mobile phones and two-way radio transmitters);

f) the provision of suitable methods and additional equipment when there is a need to move the ill or injured (for example, a wheelchair or a portable stretcher);

g) additional training for first aid officers where it has been identified on a risk assessment (for example, advanced first aid, advanced resuscitation or occupational first aid training);

h) increasing the number of first aid officers; or

i) adding additional equipment to first aid rooms.

2.57 When a workplace stores or uses chemicals, hazardous substances and/or dangerous goods, specialised first aid arrangements should be provided according to the directions on the relevant Material Safety Data Sheet (MSDS). Facilities may need to include emergency showers, eyewash stations and when required, poison antidotes.

2.58 If the workplace is a remote location, employers should consider remote area training for the First Aid Officer and the provision of remote area first aid kits.

RESPONSIBILITiES OF EMPLOYEES

2.59 Employees should report any injury or illness that occurs at work to their first aid officer or, in their absence, the employee’s immediate supervisor.

2.60 Employees should follow all workplace procedures and directions with regard to first aid provisions. Specifically employees should:

a) use first aid kits in accordance with the first aid policies and procedures;

b) notify the employer designated first aid officer before using any first aid room;

c) report any incidents that have resulted in an illness, injury or dangerous occurrence to the employer as soon as is practicable; and

d) attend any training and information sessions concerning first aid procedures and induction familiarisation.

PART 3 – NOISE

INTRODUCTION

3.1 Occupational noise-induced hearing loss (NIHL) is a major health risk for employees in the workplace. The condition is irreversible and can lead to the degradation of a person’s quality of life due to communication difficulties. Inability to communicate can also be a factor in interpersonal relationship problems and cause social isolation.

3.2 Hearing aids may improve the ability to hear but the damage to the hearing organs cannot be fully restored. Of those people affected with NIHL, 20 per cent or more also suffer from tinnitus (ringing in the ears) which is debilitating in itself and can contribute to other serious conditions such as Depression.

3.3 Exposure to excessive noise can also result in largely unrecognised costs to organisations by way of increased employee turnover, absenteeism and lowered performance and may be a factor in other, not directly related, accidents. Apart from the substantial economic cost to organisations, hearing loss can affect the health care and social services systems and the Australian economy as a whole.

3.4 For the purposes of the Safety Standards Regulations the exposure standard for noise in the occupational environment is an eight –hour equivalent continuous A–weighted sound pressure level,‘L_Aeq,8h’, of 85 dB(A). For peak noise, the exposure standard is a C-weighted peak sound pressure level, ‘L_{C, peak}’, of 140dB(C). The exposure to noise is measured at the employee’s ear position without taking into account any hearing protection.

3.5 Over long periods, repeated exposure to noise between 75 and 85dB (A) maybe a small risk to some people. With progressively increasing levels, the risk becomes greater. Workplace noise levels lower than the national standard is therefore desirable, if practicable.

3.6 This Part of the Code must be read in conjunction with the introduction to the Code, including in relation to consultation. It should also be read in conjunction with Part 1 Risk Management. 1

PURPOSE

3.7 This Part aims to provide practical guidance to duty holders on how to meet their duty of care under the Act and Part 3 Noise of the Safety Standards Regulations.

SCOPE

3.8 This Part aims to provide guidance on noise management for employers in all workplaces covered by the Act. It provides guidance in addition to that provided in Part 3 Noise of the Safety Standards Regulations.

3.9 This Part should be read in conjunction with Part 5 Vibration of this Code of Practice as exposure to vibration caused by machinery can also combine with noise to increase the risk of hearing loss.

DEFINITIONS

‘Administrative noise control’ – as defined in 3.02 of the Safety Standards Regulations.

‘A–weighting’ – refers to a standardised frequency response used in sound measuring instruments as specified in IEC 61672.1:2004 – Electroacoustics – Sound level meters – Specifications.

‘C-weighting’ – refers to a standardised frequency response used in sound measuring instruments as specified in AS IEC 61672.1:2004 – Electroacoustics – Sound level meters – Specifications.

‘Daily noise exposure level’– see definition for ‘L_{Aeq, 8h}’.

‘dB’– means the abbreviation for decibel.

‘dB (A’) – means A–weighted sound pressure level in decibels. See definition for A–weighting.

‘dB(C)’ – means C–weighted sound pressure level in decibels. See definition for C–weighting.

‘Decibel’ – is the unit used to indicate the relative magnitude of sound pressure level and other acoustical quantities. The range of sound pressures commonly encountered is very large so a logarithmic scale is used. The decibel is the unit used on this scale and is abbreviated to dB. On the decibel scale, the threshold of hearing occurs at a sound pressure level of about 0dB and the threshold of pain occurs in the 110dB to 130dB range. As the decibel is also used to describe the level of other quantities, such as sound power and vibration acceleration, it is always necessary to refer to the specific quantity being measured, for example, L_Aeq,8h or L_{C, peak}.

‘Engineering noise control’– as defined in 3.02 of the Safety Standards Regulations.

‘Exposure standard’ – means the maximum level for noise exposure in the workplace as set out in 3.03(1) of the Safety Standards Regulations.

‘Hearing protector areas’– means areas where persons may be exposed to excessive noise. During normal operations, no person should enter such an area without wearing appropriate personal hearing protectors. Hearing protector areas should be clearly defined and sign–posted according to AS 1319:1994 – Safety signs for the occupational environment.

‘L_Aeq,8h’ – eight-hour equivalent continuous A–weighted sound pressure level in dB(A) referenced to 20 micro Pascals means that steady noise level which would, in the course of an eight–hour period, cause the same A–weighted sound energy as that due to the actual noise over an actual working day. This is determined in accordance with AS/NZS 1269.1:2005 – Occupational noise management – Measurement and assessment of noise immission and exposure.

‘L_{C, peak}’ – peak noise level means C–weighted peak sound pressure level in decibels (dB(C)) referenced to 20 micro Pascals determined in accordance with AS/NZS 1269.1:2005 – Occupational noise management – Measurement and assessment of noise immission and exposure.

‘Noise assessment’ – as defined in 3.02 of the Safety Standards Regulations.

‘Noise emission’– is defined in AS/NZS 1269.0:2005 – Occupational noise management – Overview as the sound radiated into the environment or to a defined position from a defined source such as a machine or equipment.

‘Noise immission’ – Describes the influx of sound at a particular location from all sources such as machines, equipment, activities and the environment.

‘Occupational noise–induced hearing loss (NIHL)’– means hearing impairment arising from exposure to excessive noise at work. Occupational noise induced hearing loss is also commonly known as industrial deafness.

‘Personal hearing protector program’ – means a program for personal hearing protection and, when required, regular hearing testing, which is adopted when technical or economic problems delay, or make impracticable, the reduction of exposure to excessive noise by engineering or administrative noise control measures.

‘Personal hearing protectors’ – mean a device, or pair of devices, worn by a person or inserted in the ears of a person to protect that person's hearing.

‘Plant’– as defined in section 5 of the Act.

‘Relevant plant’ – as defined in 3.02 of the Safety Standards Regulations.

‘SLC₈₀ rating’ – The SLC₈₀ rating of a hearing protector, is derived from a test procedure as outlined in the AS/NZS 1270:2002 – Acoustics – hearing protectors. It is a numerical guide to the level of noise attenuation that can be expected from a particular hearing protector device (HPD).

‘Table of noise exposure levels and exposure times equal to a L_{Aeq, 8h} of 85dB (A)’below shows the exposure time for noise levels of 85 dB (A) and greater. The measurement of decibels is logarithmic; an increase of 3dB requires a halving of the exposure period to give the same noise energy.

Noise level measured in dB(A)	Exposure time
85	8 hrs
88	4 hrs
91	2 hrs
94	1 hr
97	30 mins
100	15 mins
103	7.5 mins
106	3.8 mins
109	1.9 mins
112	57 secs
115	28.5 secs
Noise level measured in dB(A)	Exposure time
118	14.3 secs
121	7.1 secs
124	3.6 secs
127	1.8 secs
130	0.9 secs

‘Tinnitus’ – means ringing in the ears.

RESPONSIBILITIES OF MANUFACTURERS, SUPPLIERS AND INSTALLERS

Design and construct plant with safe noise levels

3.10 Manufacturers, suppliers and installers of relevant plant must comply with Part 3 Noise of the Safety Standards Regulations.

Note: refer to the ‘AS/NZS 1269.1:2005 – Occupational noise management – Measurement and assessment of noise immission and exposure’ for further information on noise exposure.

3.11 Manufacturers and suppliers should conduct research, design, development and construction of plant with the intention of minimising noise emission. Manufacturers and suppliers should consider:

a) the goals for noise reduction and the noise control policies of employers;

b) budgets that will allow for effective noise controls;

c) the effect on overall noise levels of building reverberation, the possible building layout and location of workstations relative to the plant;

d) the transmission of noise through structures and ducts; and

e) ways to reduce noise emissions in plant rooms and control rooms where appropriate.

3.12 When deciding whether plant is likely to create noise, manufacturers and suppliers should consider the range of uses, the available information on the conditions under which it is likely to be used and the foreseeable methods of use.

3.13 Manufacturers should:

a) give employers access to results of noise emission measurements; and

b) provide information on the means of installation, maintenance and use of plant that will enable it to generate the lowest possible noise levels.

3.14 Suppliers and installers should ensure that adequate information is available to employers prior to supply of the plant. The information should include:

a) the results of noise emission measurements; and

b) the procedures for achieving the lowest possible noise emission level during the installation, maintenance and operation of the plant.

RESPONSIBILITIES OF EMPLOYERS

Identify hazards

3.15 Employers must comply with Part 3 Noise of the Safety Standards Regulations and should read the National Code of Practice for Noise Management and Protection of Hearing at Work [NOHSC: 2009 (2004)] on which this Code is based, and AS/NZS 1269.1:2005 – Occupational noise management – Measurement and assessment of noise imission and exposure.

3.16 When identifying noise hazards employers should consider:

a) Part 1 Risk Management of this Code of Practice; and

b) the potential for noise exposure including:

(i) multiple sources of noise exposure;

(ii) frequency;

(iii) duration of exposure; and

(iv) proximity of employees and contractors to the source of the noise.

3.17 When identifying noise hazards, employers should consult with those who understand the work processes as well as affected employees, contractors and/or their representatives or the health and safety representatives. It is recommended that employers engage a noise specialist if unsure of the noise levels.

Note: Subjective inspection or acoustical measurement of an identified noise hazard can determine how and where the noise is generated. It is recommended that employers engage a noise specialist if unsure of the noise level.

3.18 A walkthrough inspection of the workplace should identify noise emitting processes and tasks. Employers should source further information from plant manufacturers and suppliers if required.

Note: As an informal guide, when a raised voice is needed to communicate with someone one metre away, a workplace noise assessment should be considered.

Assess the risks

3.19 When the noise exposures of employees or contractors have been identified as likely to exceed the exposure standard, the employer must arrange for a noise assessment and a subsequent noise assessment in 5 years (Safety Standards Regulation 3.07).

3.20 If there is a change in the practices or administration after a noise assessment has been carried out and the employees or contractors may be exposed to a significant increase in the noise level because of the change, then the employer must revise the noise assessment or arrange for new noise assessment.

3.21 Employers should ensure that people who have the appropriate qualifications and experience carry out noise assessments.

3.22 Employers should consult with employees to determine the requirement for a noise assessment and time intervals between noise assessments.

3.23 Employers should carry out noise assessments whenever there is:

a) installation, modification or removal of machinery that is likely to cause a significant change in noise levels;

b) a change in workload or equipment operating conditions likely to cause a significant change in noise levels;

c) a change in building structure likely to affect noise levels; or

d) modification of work arrangements affecting the length of time employees would spend in noisy workplaces.

3.24 In workplaces where exposure is marginally below the exposure standard, employers should arrange for a noise re–assessment whenever there are changes that may increase exposure.

Implement risk control measures

3.25 Employers must not expose employees and contractors to noise, at or near the place of work, from plant or systems of work that exceeds the noise exposure standard (Safety Standards Regulation 3.08).

3.26 Employers should consider information on noise levels prior to purchasing plant and machinery, when determining the production methods and before implementing work systems and processes.

3.27 Employers should implement controls, which reduce the source of the noise by replacing the machine, or its operation, with a quieter machine or operation with equal or better efficiency.

3.28 Employers should prioritise the implementation of control measures according to the risk profile by controlling the noise sources that expose employees and others to peak noise levels above the exposure standard as well as those noise sources that produce the highest exposures affecting the largest number of people.

3.29 If the employees or contractors are exposed to noise levels above the exposure standard, employers must firstly implement engineering noise controls, then administrative controls and where these are not fully effective provide appropriate hearing protectors (Refer to paragraph 3.58 of this Part for further information on hearing protectors) and (Safety Standards Regulation 3.08).

Use engineering controls

3.30 Engineering treatment of the source is the preferred method of controlling noise in the workplace. Since all noise–emitting objects generate airborne energy (noise) and structure–borne energy (vibrations), the treatment of these noise problems may require modification, partial redesign or replacement of the noise–emitting object. Employers should consider:

a) engineering treatment of the source; and

b) engineering treatment of the noise transmission path, which can include enclosure of the operator.

3.31 When implementing engineering noise control measures with treatment at the source, employers should consider solutions such as:

a) replacing the noisy machinery by installing newer equipment designed to operate at lower noise levels. The power sources and the transmission paths of the machinery should be designed to give quiet speed regulation (for example, use of stepless electric motors). A vibration source can be isolated and treated within the machine. Cover panels and inspection hatches on machines should be stiff and well damped. Cooling fins can be designed to reduce the need for forced airflow and hence fan noise;

b) correcting the specific noise source by minor design changes (for example, avoid metal-to-metal contact by using plastic bumpers, replacing noisy drives with quieter types and using improved gears);

c) providing a high standard of plant and equipment maintenance to reduce noise levels to as low as practicable. Worn bearings and gears, poor lubrication, loose parts, slapping belts, unbalanced rotating parts, steam and air leaks all create noise which can be reduced by good maintenance;

d) correcting the specific machine elements causing the noise rather than considering the entire machine as a noise source (for example, consider adding noise barriers, noise enclosures, vibration isolation mountings, lagging to dampen vibrating surfaces, mufflers or silencers for air and gas flows and reducing the air velocity of free jets);

e) separating the noisy elements which need not be an integral part of the basic machine (for example, move pumps, fans and air compressors that service the basic machine away from employees); and

f) isolating vibrating machine parts to reduce noise from vibrating panels or guards.

3.32 In addition to engineering changes to machinery and parts, employers can modify processes to reduce noise. Modification of processes can include some inherently quieter alternatives such as:

a) mechanical pressing rather than drop forging;

b) avoiding or reducing metal-to-metal impact; and

c) suppressing vibration of the materials against the machinery surfaces during processing. This is achieved by selecting materials that are less likely to vibrate, by reducing stiffness and damping surfaces or by careful dynamic balancing.

3.33 Employers should consider modifying material handling processes to ensure that impact and shock during handling and transport are minimised as far as possible. This may be achieved by:

a) minimising the fall height onto hard surfaces of items collected by tables and containers;

b) fixing damping materials or stiffening, tables, walls, panels or containers where they are struck by materials or items during processing;

c) absorbing shocks through the provision of wear resistant rubber or plastic coatings;

d) using conveyer belts rather than rollers which are more likely to rattle; and

e) controlling the speed of processes to match the desired production rates. This provides a much smoother workflow and there is less likelihood of noise generation due to stop–start impact noise.

3.34 Employers should consider engineering treatment of the noise transmission path between the source and the employees if treatment at the source of the noise emission is not adequate. Employers should use the noise transmission path principles in the following way:

a) isolating the noise sources by fully enclosing the machine(s) or placing them in a room or building away from the largest number of employees;

b) separating the noisy area by a sound–reducing partition;

c) acoustically treating the area to reduce noise by using sound–absorbing material on floors, ceiling and walls; and

d) using acoustical silencers in intake and exhaust systems associated with gaseous flow activity.

Use administrative controls

3.35 Where it is not practicable to comply with the exposure standard for noise solely through engineering noise control measures, employers must implement administrative noise control measures according to Step Two of the Safety Standards Regulation 3.08(3).

3.36 Whenever practicable, the level of noise exposure should be reduced to or below the exposure standard. If the exposure standard level cannot be achieved, the employer should establish procedures and processes to ensure that there is a reduction in noise levels.

3.37 Employers should establish work practices to ensure regular inspection and maintenance of engineering controls such as vibration mountings, impact absorbers, gaskets, seals, silencers, barriers, absorptive materials and other equipment used to control noise.

3.38 If administrative controls are used, employers should have a regular checking and monitoring program in place to ensure that the administrative controls are implemented as intended and applied correctly.

3.39 When reducing noise exposure by administrative noise control measures employers should consider the following changes to work arrangements:

a) organising schedules so that noisy work is done when as few people as possible are present;

b) the observance of quiet work practices;

c) notifying people in advance when noisy work is to be carried out so they can limit their exposure to it;

d) limiting the entry of persons to noisy work areas;

e) sign–posting noisy areas;

f) providing quiet rest areas for food and rest breaks; and

g) limiting the time employees spend in noisy areas by moving them to quiet work before their daily noise exposure levels become excessive.

Develop a noise control policy and program of action

3.40 The employer should develop in conjunction with employees and/or health and safety representatives and health and safety committees, a written noise control policy and program of action when excessive noise exists. The aim should be to minimise the generation of noise emission from plant and/or processes and limit exposure to peak and daily noise levels.

3.41 Copies of the policy and program of action should be available as part of the dissemination of information in general and through induction and training courses to all employees, contractors and/or their representatives or health and safety representatives. The information should be provided in the appropriate language so that access to information is provided to all persons. This policy should be reviewed at regular intervals and updated as necessary.

3.42 Employers should consider the following in the noise control policy:

a) goals for minimising daily exposure levels and peak noise levels in existing work areas;

b) the design objectives for new work areas (both for the building and plant);

c) selection, acquisition and purchase of quiet plant;

d) noise controls to be used in temporary work areas and situations;

e) agreements with contractors in terms of responsibilities for noise control and provision of information on noisy processes;

f) funding for the noise control program;

g) regular review of the noise control programs;

h) audiometric testing when required; and

i) the process for access to any audiometric records to the employees and contractors who were the subject of the tests.

3.43 Employers should implement the steps in the noise management program in the agreed timeframes. Employers should include the following steps:

a) assign a member of management to have overall responsibility for implementing and monitoring the program;

b) conduct a preliminary noise hazard identification check to determine whether problems with exposure to noise are likely to exist;

c) decide if the noise source can be eliminated;

d) decide the type and detail of the noise assessments, the time interval between assessments and the persons responsible;

e) develop a program for the selection of new or replacement plant so as to minimise exposure to noise;

f) decide whether or not engineering noise control measures are practicable and the priorities to be given to different noisy situations;

g) decide on suitable administrative noise control measures such as scheduling of work, job rotation, limiting the entry of persons to work areas and observance of quiet work practices;

h) select, provide and maintain suitable personal hearing protectors;

i) identify, with the use of appropriate signs, hearing protector areas;

j) provide on–going training to employees;

k) provide audiometric testing where employees are exposed to excessive noise;

l) develop monitoring procedures that should include the following:

(i) check that measures used to control noise levels, such as silencers or enclosures, are maintained in good order and in position during the operation of noisy machines;

(ii) check, when it is necessary, the noise level to ensure that hidden defects are not causing exposure to increased noise levels;

(iii) monitor the use of personal hearing protectors;

(iv) check that personal hearing protectors are maintained in good condition;

(v) maintain relevant records and make them available to all employees and/or their representatives and health and safety representatives on request. The records should be kept in a form easily understood by those likely to be exposed; and

(vi) provide for periodic management review of the effectiveness of the noise control policy and noise management program.

Provide audiometric testing

3.44 As part of the noise control policy, employers should monitor the hearing of employees exposed to noise by the use of regular audiometric testing. The audiometric testing scheme should include an initial reference test with subsequent periodic monitoring audiometric tests to follow. The initial reference audiogram (baseline reading) should be taken as soon as the employee commences work or before there is any exposure to workplace noise.

3.45 Monitoring audiometry should be carried out within 12 months of initial work exposure for comparison with the results of reference (baseline) audiometry. In the absence of significant threshold shift or change in the work situation, it may then be sufficient to repeat the test at yearly intervals.

3.46 An audiometric testing program should be available to any employee likely to be routinely exposed to excessive noise even if they regularly use personal hearing protectors. Changes in hearing levels over time should be thoroughly investigated.

Note: At high L_{Aeq, 8h} (daily noise exposure levels) equal or greater than 100dB (A) more frequent audiometric testing may be desirable.

3.47 Employers should ensure that qualified and competent people carry out audiometric testing and assessment of the audiograms. The procedures and equipment used should be in accordance with the specifications in AS/NZS 1269.4:2005 – Occupational noise management – Auditory assessment.

3.48 Employers should ensure that the audiometric monitoring is scheduled well into the work shift so that comparison with the reference audiogram can reveal any temporary threshold shift due to inadequacies in the use of personal hearing protectors.

3.49 The employer should ensure that at audiometric testing:

a) the hearing status of the employee is discussed with the employee;

b) the best type of personal hearing protectors for the job is discussed;

c) the personal hearing protection equipment is properly fitted and appropriate to the noise level anticipated and the degree of hearing protection required;

d) instructions on the use should be repeated at each subsequent attendance for audiometric testing;

e) the results are given to employees and contractors within two months of the audiometric testing;

f) all results are accompanied by a written explanation, in an easy to read form, with the meaning and implications;

g) individual results should be released to other parties only on the written authority of the employee; and

h) any unidentifiable individual results and group data should be accessible to the relevant employer and/or the health and safety representatives and the relevant authority.

3.50 When temporary or permanent threshold shifts are revealed through audiometric assessments or an employee reports a recent diagnosis of tinnitus, the employer should be informed so they can arrange:

a) to review the employee’s work tasks to identify any changes that may have caused an increase in exposure to noise;

b) a reduction in the levels of noise that the employee exposure to and a reduction in the duration of that exposure;

c) to verify the nominal performance of the employee’s personal hearing protector is adequate for the level of exposure to noise;

d) to examine the protector carefully and ensure it is not worn or damaged;

e) to check the protector fits the employee closely and there are no leakage paths for noise;

f) to ask the employee if they have any difficulty using the protector;

g) to check the employee actually uses the protector correctly and consistently whilst performing work activities; and

h) to deal with any problems revealed by the above procedure and refer to expert advice as necessary.

3.51 When employees have sufficient hearing loss to interfere with the safe performance of work tasks, employers should take all reasonably practicable steps to modify the work environment. This can include:

a) volume control telephones;

b) acoustically treated meeting areas with low noise and low reverberation;

c) supplementary visual warning signals; and

d) alterative work for the employee when the preceding steps do not remedy the situation.

3.52 The reference audiogram should be updated whenever a significant permanent threshold shift has occurred (revealed by audiometry) or every 10 years, whichever occurs sooner. Subsequent monitoring audiograms should then be compared with this most recent reference audiogram. Records of previous reference audiograms should be retained.

3.53 Audiometric test records of employees, when released to the employer, should be kept during the employees’ period of employment and longer if necessary, as they may provide a useful reference for workers compensation. The records should be kept in a safe, secure place and held as confidential documents.

Provide training

3.54 Employers should provide training as an integral part of a preventive strategy. The target groups include:

a) managers and supervisors of employees considered at risk of noise–induced hearing loss and tinnitus;

b) employees and contractors who may be exposed to excessive noise at work;

c) workplace health and safety committees and health and safety representatives; and

d) staff responsible for the purchasing of plant, noise control equipment, personal hearing protectors and for the designing, scheduling, organisation and layout of work.

3.55 The training objectives should be:

a) to minimise noise–induced hearing loss and tinnitus by a risk management approach that emphasises engineering noise control measures;

b) to promote an understanding of noise–related health effects including the cumulative effects of workplace noise and other noise sources, for example, from domestic and leisure activities; and

c) to promote the adoption of a systematic approach to the management of exposure to excessive noise.

3.56 The needs of each target group may be different and the content and methods of presenting training material should be tailored to meet the specific needs of each group. Handouts, prepared as simple guidelines related to the needs of the group being trained, should be provided for all participants. The workplace noise control policy and program of action should be readily available to all participants.

3.57 The contents of the training program should be aimed at prevention of noise–induced hearing loss and tinnitus and may include:

a) a definition of noise and excessive noise;

b) the effects of noise on hearing;

c) the social handicaps of noise–induced hearing loss and tinnitus;

d) an overview of the workplace noise control policies and programs of action;

e) the nature and location of noise hazard areas in the workplace which may be associated with technology, plant and/or work practices employees use in the course of their employment;

f) the general noise control measures in use or planned;

g) the specific control measures in relation to each employees work activities. This should include instruction in the correct use and maintenance of measures which minimise noise levels such as exhaust silencers and enclosures;

h) when and how to use personal hearing protectors provided. This should include:

(i) selection;

(ii) proper fit;

(iii) care and maintenance;

i) the reporting arrangements for defects in plant or the workplace activities which are likely to cause exposure to excessive noise; and

j) the purpose and nature of audiometric testing.

Provide personal hearing protectors

Note: It may be more practical to protect the operator(s) instead of enclosing the sound sources. Engineering controls are safer than using personal protective equipment, which impedes the wearer’s ability to hear warnings, and should be considered first.

3.58 When engineering and administrative noise control measures do not reduce the employee’s exposure to, or below, the exposure standard for noise, employers must supply employees and contractors with effective personal hearing protectors (Safety Standards Regulation 3.08(4). Hearing protectors should be regarded as an interim measure until control of excessive noise is achieved by engineering or administrative measures.

3.59 The removal of personal hearing protectors for even short periods can significantly reduce the effectiveness and provide inadequate protection. For example, taking off personal hearing protectors in a noisy environment for a total of just 15 minutes in an eight hour day reduces the protector performance to just 15dB regardless of how good the protector is in theory.

3.60 Where the work environment is not conducive to wearing personal hearing protectors for long periods, employers should allow employees and contractors regular periods in quiet areas without personal hearing protectors as part of the personal protection program.

3.61 Employers should ensure that areas where people may be exposed to excessive noise are sign –posted, as hearing protector areas, and the boundaries of these areas are clearly defined. Where a designated excessive noise area is sign–posted, visitors, employees, managers, supervisors, contractors or any other person should not enter during normal operations without wearing appropriate personal hearing protectors. This is regardless of how long the person spends in the hearing protector area. Signage should conform to specifications in AS 1319:1994 – Safety signs for the occupational environment.

3.62 Where sign posting is not practicable, employers should make alternative arrangements to ensure that employees and others can recognise circumstances in which personal hearing protectors are required. Methods of achieving this include:

a) attaching prominent warning notices to tools and equipment indicating that personal hearing protectors should be worn when operating them;

b) providing written and verbal instructions on how to recognise circumstances in which personal hearing protectors are needed; and

c) ensuring effective supervision of identified hearing protector areas.

3.63 Employers should ensure that personal hearing protectors provide reliable and adequate protection. Personal hearing protectors should be selected and maintained in accordance with AS/NZS 1269.3:2005 – Occupational Noise management – Hearing protector program. The attenuation values used in all selection procedures should be derived from attenuation measurements made in accordance with AS/NZS 1270:2002 – Acoustics – hearing protector.

Hearing protector classification

Class	SLC80 range	LAeq,8h dB(A)
1	10 to 13	Less than 90
2	14 to 17	90 to less than 95
3	18 to 21	95 to less than 100
4	22 to 25	100 to less than 105
5	26 or greater	105 to less than 110

3.64 Suppliers of hearing protectors should provide full information on the attenuation likely to be provided including the SLC80 ratings, Class and octave band attenuation values. The supplier’s reports should be made available to employees, contractors and/or their representatives and where appropriate health and safety representatives.

3.65 When selecting hearing protectors employers should consider:

a) the degree of attenuation required in the employee and contractor’s environment. Personal hearing protectors with unnecessarily high attenuation (noise reduction) may increase communication difficulties and be uncomfortable;

b) the suitability for the type of working environment and the work activities. For example, earplugs are difficult to use hygienically in work that requires them to be inserted with dirty hands and therefore in these circumstances, earmuffs would be more appropriate. However, earmuffs tend to be more uncomfortable in hot environments, or may make it difficult for the wearer to enter a confined space or to wear a helmet;

c) the comfort, weight and clamping force of the hearing protector; and

d) individual fit which is critical for optimum protection. Wearing work equipment may affect the performance of the protector. This should be checked while the user is wearing regular work equipment, such as helmets and respiratory protective equipment. Where employees wear spectacles, they should be fitted with hearing protectors (earmuffs) while wearing the spectacles. Disposable plugs do not need individual fitting; however, the ability of the material to conform to the user’s ear canal should be a consideration.

3.66 Employers should ensure that personal hearing protectors are regularly inspected and maintained. Adequate provision should be made for clean storage of the protectors when they are not in use. Facilities should be readily available for the cleaning of reusable protectors.

3.67 Employers should ensure employees and others in the workplace are given instruction in the use, fit, care and maintenance of personal hearing protectors. Employers, managers and supervisors should encourage the use of personal hearing protectors by explanation, personal example and ensure that they are used properly where and when required.

Note: If personal hearing protectors reduce the effectiveness of the Emergency Warning and Intercommunication System (EWIS), employers should consider alternatives such as flashing or strobe lights for example.

RESPONSIBILITIES OF EMPLOYEES AND CONTRACTORS

3.68 Section 21(1) (a) of the Act requires that employees take all reasonably practicable steps to ensure that they do not take any action, or make any omission, that creates a risk, or increases an existing risk, to their health or safety or to the health and safety of others at or near the workplace.

3.69 Section 21(1) (b) of the Act requires that employees co-operate with their employer or any other person holding a duty under the Act to enable them to fulfil that duty. Safety Standards Regulation 3.09(1) (a) also requires that employees at work comply with any noise control measures implemented.

3.70 Safety Standards Regulation 3.10(1) (a) requires that contractors at a workplace comply with any noise control measures implemented.

3.71 Employees and contractors should comply with all established workplace procedures and cooperate in all activities that have, as the objective, the minimisation of occupational noise–induced hearing loss. They should actively:

a) participate in any training required; and

b) contribute to ongoing monitoring and evaluation of noise control measures.

Use personal hearing protection provided

3.72 Section 21(1) (c) of the Act requires that employees use equipment, in accordance with any instructions given by their employer, consistent with its safe and proper use, and in the manner necessary to protect their health and safety or the health and safety of others at or near the place of work.

3.73 Safety Standards Regulations 3.09(2) (a) and 3.10(2) (a) require that an employee or contractor use personal hearing protectors provided.

Report defective noise control equipment

3.74 Safety Standards Regulations 3.09(1) (b) and 3.10(1) (b) require that employees or contractors inform their employers, as soon as practicable, when they become aware of any defect with regard to any noise control equipment located at the workplace.

3.75 Employees and contractors should inspect personal hearing protectors regularly to detect and report damage or deterioration.

PART 5 – VIBRATION

INTRODUCTION

5.1 Vibration is the shaking that travels through structures, aircraft, automobiles, buildings, powered tools etc. The human body senses vibration through contact with objects such as tools, machinery, floors and equipment. There are two forms of vibration exposure according to contact points between the body and the vibrating source, whole–body vibration and hand/arm vibration.

5.2 Exposure to vibration occurs in many workplaces. Sources of exposure to vibration can include noise, plant and confined spaces. Hand/arm vibration is most common in industries where hand–held power tools and machines are used which transmit vibration to the hands. Whole–body vibration is most common where commercial, industrial or construction vehicles are driven regularly and for most of the day.

5.3 The risk of injury or illness associated with vibration will depend on a range of factors such as the susceptibility of the individual, intensity, frequency of exposure, duration (years) of exposure, level of insulation, grip force applied, state of tool maintenance and the parts of the body which are subjected to the vibration.

5.4 Symptoms may take several years or a few months to develop. Health consequences include damage to bones and joints, visual impairment, problems with balance due to inner ear damage, motion sickness and nerve and blood vessel degeneration.

5.5 This Part of the Code must be read in conjunction with the introduction to the Code, including in relation to consultation. It should also be read in conjunction with Part 1 Risk Management. 1

PURPOSE

5.6 This Part provides duty holders with practical guidance on ways to discharge their duty of care under the Act to employees and others in relation to vibration identified in the workplace.

SCOPE

5.7 This Part applies to all places of work covered by the Act. Plant is the main source of vibration at work and therefore this Part should be read in conjunction with Part 4 Plant of the Safety Standards Regulations.

DEFINiTIONS

‘Carpal tunnel syndrome’ – Carpal tunnel syndrome or Median Neuropathy at the wrist is a medical condition in which the median nerve is compressed at the wrist, leading to pain, numbness, tingling and muscle weakness in the forearm and hand.

‘Competent Person’ – is defined in Part 20 of the Safety Standards Regulations.

‘Raynaud’s disease’’ – is a condition where cold or emotion provokes narrowing of the blood vessels, then dilation of the blood vessels and reperfusion (where parts of the body become inflamed and red). The arteries narrow and limit blood circulation to affected areas. There is a restriction in the blood supply to the extremities of the body, usually the fingers and toes but also the nose and the ears. These body parts initially turn white and look dead (due to a spasm of arterioles) then blue (from pooling of deoxygenated blood in dilated veins) and then become inflamed and/or red.

‘Vibration induced White finger’ (Hand-arm vibration syndrome) – Vibration-induced White Finger is a form of Raynaud’s disease. It is the vascular and neurological component hand/arm vibration syndrome. It is characterised by episodic blanching of the fingers especially when exposed to cold. Other symptoms include numbness, tingling and pain in the hands and fingers. Vibration-induced white finger disease also causes a loss of grip force and reduced sensitivity to touch.

RESPONSIBILITIES OF MANUFACTURERS, SUPPLIERS, ERECTORS AND INSTALLERS OF PLANT and equipment

Prevent risks of vibration

5.8 Manufacturers, suppliers, erectors and installers of plant should prevent the vibration from occurring during the use of plant in the design, construction and installation phase. This should include improving suspension systems, the equipment or plant designs and mountings.

5.9 Where the risk cannot be eliminated manufacturers, suppliers, erectors and installers of plant should use the following separation approaches to minimise risks:

a) suspended cabs used on some commercial vehicles; and

b) use of vibration isolation, for example, the use of rubber blocks or mounts on equipment or plant to reduce (isolate) the vibration.

Provide information

5.10 Where a risk of vibration has been identified, health and safety information should be provided with the plant in the instructions handbook. This should include:

a) warnings for equipment that may cause hand/arm vibration;

b) warnings about any vibration–related risk of injury arising from using the equipment;

c) information on safe use and, where necessary, training requirements;

d) information on how to maintain the equipment;

e) a statement of the vibration emission or a statement that the vibration test has produced a vibration emission of less than 2.9 m/s² together with information on the test method used;

f) warnings for equipment that may cause whole–body vibration:

(i) vibration emissions;

(ii) any maintenance procedures to preserve the performance of vibration reduction features;

(iii) whether there is likely to be any remaining risk from vibration; and

(iv) instructions on how to use the equipment to avoid the risks associated with vibration.

RESPONSIBILITIES OF EMPLOYERS IN CONTROL OF PLANT

Identify hazards

5.11 Employers should identify all situations where there is a risk of exposure to vibration with plant or systems of work associated with plant.

5.12 Employers should consult with employees and/or their representatives, health and safety representatives and other persons where applicable in the workplace to assist in identifying hazards associated with vibration.

5.13 When identifying hazards employers should consider:

a) new or changes to equipment and/or plant in the workplace;

b) changes made to the work area or work processes;

c) work schedules reorganised; and

d) employees assigned to new tasks.

5.14 Employers should use some of the following methods to identify potential hazards in the workplace:

a) make a list of equipment that causes vibration and its use;

b) collect information about the equipment from equipment handbooks;

c) use observations, inspections and surveys;

d) analyse records of injuries; and

e) consult with specialists or experts in workplace vibration.

Assess the risks

5.15 Employers should undertake a risk assessment of all identified hazards to determine the level of exposure to vibration. The risk assessment should be undertaken for:

a) current work practices, plant and equipment on a regular basis;

b) new or altered work practices; and

c) new or altered plant, equipment and work tasks in confined spaces.

5.16 In assessing the level of vibration, employers should consider the following factors that influence the level of vibration on the body and wrists:

a) vibration frequency;

b) level of insulation;

c) duration of exposure;

d) hardness of the material being worked on;

e) grip force applied;

f) cold conditions;

g) prior medical conditions;

h) whether the employee is a smoker (possible undiagnosed health related conditions such as narrowing of the arteries); and

i) condition of tools (related to maintenance).

5.17 If excessive vibration has been identified as a hazard, employers should assess the employee exposure to vibration in the workplace by using a competent person to measure the vibration output in accordance with:

a) for whole–body vibration: AS 2670.1:2001 – Evaluation of human exposure to whole body vibration; and

b) for hand/arm transmitted vibration: AS 2763:1988 – Vibration and shock – Hand transmitted vibration – guidelines for measurement and assessment of human exposure.

Implement risk control measures

5.18 Employers should prevent plant vibration occurring in the workplace. Where this is not practicable, employers should use the hierarchy of controls to minimise exposure.

5.19 Employers should use alternative manufacturing methods or processes to eliminate the need for vibrating equipment. Where this is not practicable, employers should purchase equipment that produces less vibration.

5.20 Employers should eliminate or minimise exposure to vibration by:

a) treating the vibration source (for example, isolate vibrating plant from its foundation through dampers and springs or redesign or modify the plant or equipment);

b) treating the vibration transmission path (for example, isolate ducts from stationary plant or using a vibration dampened seating in locomotive cabins); or

c) treating the receiver (for example, using control rooms such as enclosures or locomotive cabins to isolate the receiver from vibrating plant and surfaces).

Establish limits for exposure to whole–body vibration

5.21 When implementing control measures, employers should use the ‘Health Guidance Caution Zones’ as per the Australian Standard, AS 2670.1:2001 – Evaluation of human exposure to whole body vibration – General requirement, which applies to people in normal health who are regularly exposed to vibration to assess possible health risks from whole-body vibration.

5.22 Employers should use the following control measures to reduce exposure to vibration in the workplace:

a) improve vehicle suspension and install operator seats mounted on suspension systems incorporating spring and damper elements;

b) provide seats with back rests incorporating lumbar support;

c) mount machines and plant on vibration isolating mounting pads;

d) use anti–fatigue mats under the feet for standing employees to dampen vibration;

e) provide standing employees with a sit/stand seat or lean seat to reduce the energy transmitted along the long bones of the legs;

f) isolate or dampen vibrating work platforms through appropriate suspensions;

g) ensure that the plant and equipment is operated within the speeds suggested by the manufacturer, or reduce the speed of travel, to reduce vibration levels;

h) encourage employees to use the back rest with lumbar support correctly positioned on chairs when sitting; and

i) provide employees with footwear with vibration absorbing soles.

Establish limits for exposure to hand/arm vibration

5.23 Employers should refer to the Australian Standard AS 2763:1988 – Vibration and shock – Hand transmitted vibration – guidelines for measurement and assessment of human exposure for guidance on the evaluation of hand-transmitted vibration exposure. Employees should not be exposed to hand/arm vibration exceeding the average exposure limit over a four-hour period in a shift. This is set at 2.9m/s². Where exposure exceeds an acceleration value of 2.9m/s² in the frequency range 5Hz to 1500Hz, the employee should be medically examined for the presence of ‘Vibration-induced White Finger’ or susceptibility for ‘Vibration-induced White Finger’.

5.24 Employers should ensure that people with 'Vibration-induced White Finger’ do not perform work which causes hand/arm vibration.

Select and provide appropriate tools

5.25 Employers should use the following control guidelines when purchasing and operating tools in the workplace:

a) obtain specifications from tool manufacturers on vibration characteristics and the recommended length of exposure time;

b) obtain information about the availability of accessories such as anti–vibration handles or internal damping mechanisms. Accessories may not have been provided with the equipment itself but can be installed after purchase of the tool; and

c) choose tools that have a speed adjustment to decrease vibration, internal damping, vibration–isolated handles and automatic shut off when the tool is not in operation.

5.26 Employers should consider modification of existing tools to either reduce vibration or prevent the vibration from moving into the handle of the tool. Modifications, accessories, substitutes or tool revisions may be available from the manufacturer to reduce tool vibration. Modifications can include the use of:

INTRODUCTION

PART 1 – RISK MANAGEMENT

1.4 Manufacturers and suppliers have duties under the Act to take reasonably practicable steps to ensure that plant and/or substances are designed, constructed and supplied in a way that ensures employees’ safety and there is no risk to their health.

1.5 Erectors and installers also have a duty to ensure the plant is erected or installed safely and that the process of erection or installation is safe and does not create a risk to the health and safety of employees at the workplace.

1.6 This part of the Code must be read in conjunction with the introduction to this Code, including in relation to consultation. 1

1.7 The purpose of this Part is to provide practical guidance to employers and other duty holders to assist them to identify hazards, assess the risk and implement risk control measures in the workplace in accordance with the Act and Part 1 of the Safety Standards Regulations.

1.8 This Part applies to all employers covered by the Act who have duties to manage risks at work.

1.12 To ensure that risks are managed in accordance with the duties under the Act and the specific requirements set out in the Safety Standards Regulations, employers should undertake the following four–step risk management process:

1.13 When undertaking the risk management process, employers should be practical about the ways in which they identify hazards and the potential risks associated with them. They should consider what actually occurs in the workplace as opposed to what may occur in theory.

1.14 Employers should conduct hazard identification and risk assessment from the design and planning phases through to workplace operations where employees use plant, equipment, hazardous substances and dangerous goods.

1.15 Communication and consultation is integral to every step of the risk management process. Employers should consult with employees, and/or their representatives or health and safety representatives and health and safety committees where appropriate. Consultation should occur when:

a) identifying hazards;

b) assessing the risks;

c) determining and implementing control measures;

d) developing policy and procedures;

e) deciding on the training requirements; and

f) supervising and monitoring the risk control measures.

1.16 Employers should identify all reasonably foreseeable hazards arising from work mindful that some hazards may be obvious and readily identifiable while other hazards, such as exposure to noise, chemicals or psychological injury for example, may be less so.

1.17 Employers may classify hazards in a number of ways. For example, some common workplace hazard types can include:

a) gravitational – this includes, but is not limited to, activities where a person can fall or an object can fall on to a person;

b) body stressing or impact hazard – activities that cause stress to muscles and/or skeleton including manual handling, occupational overuse and slips, trips or falls on the same level;

c) mechanical – this includes, but is not limited to, plant, equipment and items that have the potential to cut, tear, rip, abrade, crush, penetrate, produce projectiles or cause sudden impact;

d) source of energy – this includes, but is not limited to, electricity, heat, cold, noise, radioactive sources and high powered light;

f) psychosocial environment – this includes workplace stressors, which arise from a variety or combination of sources, and includes, but is not limited to, bullying and harassment.

1.18 In carrying out hazard identification, the employer should consider the following sources of information:

a) examination of injury and dangerous occurrence data;

b) technical and scientific evaluation;

c) visual inspection of the workplace in a direct way with walk-though inspection of plant and equipment;

d) quantitative hazard analysis;

e) testing and auditing reports from the workplace;

f) consultation with employees, health and safety representatives and health and safety committee members; and

g) discussions with designers, manufacturers, suppliers, importers, or any other relevant party who may assist in the identification of a potential hazard or hazardous situation in the workplace.

1.19 Where employers have identified a hazard, they should ensure that an assessment is made of the risks associated with that hazard.

1.20 Employers should ensure that, as a minimum, a risk assessment is conducted before:

a) the introduction of any new plant or substances;

b) the introduction of a new work practice or procedure; and

c) any change in a workplace, work practice, activity or process where the change may give rise to a health or safety risk.

1.23 When conducting a risk assessment an employer should:

a) gather information about each identified hazard;

b) consider the number of people exposed, or likely to be exposed to each hazard;

c) consider the duration of the exposure; and

d) use the information obtained to assess the likelihood and consequences of exposure to the hazard.

1.24 A hazard may have the potential to cause a range of consequences from minor discomfort to a serious disabling injury, illness or death. When determining the potential consequences of identified hazards, employers should consider:

a) the nature of the hazard posing the risk;

b) any combinations of hazards such as heat and manual handling tasks;

c) the types of injuries or illnesses foreseeable from exposure;

d) the duration and level of exposure to the hazard; and

e) the existing control measures in place.

1.25 Once the consequences of a hazard have been determined, employers should assess the likelihood of that hazard causing harm. Factors which may affect the likelihood of an incident occurring are:

a) how often the hazard has the potential to harm – when the same hazardous task is repeated the more likely an incident will occur, for example, when an employee continuously or frequently carries a load, pushes a trolley or uses a vibrating hand tool;

b) the number of people exposed to the hazard – the greater the number of people exposed to a hazard, the more likely an incident will occur;

c) the duration of exposure – the longer a person is exposed to a hazard, the more likely an incident will occur;

d) the quantities of materials or multiple exposure points involved;

f) the skills and experience level of persons exposed – an employee with extensive experience may be less likely to make a mistake which results in an incident than one who is new to the role or conversely, a more experienced employee may become complacent;

g) the special characteristics of persons exposed – for example colour blindness or hearing impairment;

h) other elements of the work environment such as distractions – for example, construction employees listening to music on their headphones may increase their chances of being hit by vehicles used on the building site;

i) environmental conditions – there may be conditions which increase the likelihood of an incident occurring such as water in the vicinity of an electrical hazard;

j) the work organisation, such as rostering and shift arrangements or the pace at which work should be performed;

k) the introduction of new work processes; and

l) the effectiveness of existing control measures.

1.26 The likelihood and consequences may be estimated using statistical analysis and numerical calculations. Where no reliable or relevant past data is available, subjective estimates may be made.

1.27 The identified hazard may require a simple or a complex risk analysis depending on the risk of harm to people in the workplace. The types of risk assessment that may be undertaken will vary with the degree of analysis required. Employers may use, but are not limited to, some of the following:

a) Qualitative analysis – this type of analysis is descriptive and involves a subjective assessment of the likelihood and consequences of an event occurring. This type of analysis includes:

(i) evaluation using multi–disciplinary groups;

(ii) specialist and expert judgement; and

(iii) structured questionnaires;

b) Quantitative analysis – this type of analysis uses a numerical value rather than a descriptive scale for both consequences and likelihood. The way in which consequences and likelihood are expressed and the way they combine provide the level of risk. Methods of analysis include:

(i) consequence analysis;

(ii) statistical analysis of historical data;

(iii) fault tree and event tree analysis;

(iv) influence diagrams;

(v) life cycle cost analysis;

(vi) network analysis;

(vii) simulation and computer modelling;

(viii) statistical and numerical analysis;

(ix) test marketing and market research; and

(x) probability analysis.

1.28 A simple qualitative form of analysis can be illustrated by means of a risk assessment matrix, see diagram below. Refer to AS/NZS 4360:2004 – Risk management and HB 436:2004 – Risk management guidelines for detailed information on risk assessment options.

1.29 The level of risk is determined by the relationship between likelihood and consequence.

Simple qualitative risk assessment matrix

1.28 A simple qualitative form of analysis can be illustrated by means of a risk assessment matrix, see diagram below. Refer to AS/NZS 4360:2004 – Risk management and HB 436:2004 – Risk management guidelines for detailed
information on risk assessment options.