Learner Guide

HLTWHS002 Follow Safe Work Practices for Direct Client Care

 Table of Contents

Unit of Competency ............................................................................................................................. 5

Application ........................................................................................................................................... 5
Foundation Skills .................................................................................................................................. 7
Assessment Requirements................................................................................................................... 8
1. Follow safe work practices for direct client care ......................................................................... 11
1.1 - Follow workplace policies and procedures for safe work practices .............................................. 12
Health and safety procedures ............................................................................................................ 12
Legal responsibilities .......................................................................................................................... 13
Work health and safety (WHS) .......................................................................................................... 13
Infection control ................................................................................................................................ 13
Home-based environment ................................................................................................................. 14
1.2 – Identify existing and potential hazards in the workplace, report them to designated persons, and
record them according to workplace procedures.................................................................................. 17
Identifying hazards and risks.............................................................................................................. 17
Reporting hazards .............................................................................................................................. 19
Safety symbols ................................................................................................................................... 21
1.3 – Identify any client-related risk factors or behaviours of concern, report them to designated
persons, and record them according to workplace procedures ............................................................ 22
Minimising and avoiding risk ............................................................................................................. 23
Reporting issues ................................................................................................................................. 25
1.4 – Follow workplace policies and procedures to minimise risk......................................................... 27
Health and safety policies .................................................................................................................. 27
The risk assessment ........................................................................................................................... 27
New and unstable environments ....................................................................................................... 29
Risk control methods ......................................................................................................................... 30
1.5 – Identify and report incidents and injuries to designated persons according to workplace
procedures ............................................................................................................................................. 31
Dealing with incidents........................................................................................................................ 31
2. Follow safe work practices for manual handling ............................................................................. 34
2.1 – Follow manual handling procedures and work instructions for minimising manual handling risk
............................................................................................................................................................... 35

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 Manual handling procedures ............................................................................................................. 35
2.2 – Identify manual handling hazards and report in line with workplace procedures ....................... 37
Manual handling ................................................................................................................................ 37
Preventing injury and using assistive aids.......................................................................................... 39
Reporting manual handling hazards .................................................................................................. 40
2.3 – Apply control measures for minimising manual handling risk ...................................................... 41
Assessing risk ..................................................................................................................................... 41
Risk assessment tools ........................................................................................................................ 42
Control measures ............................................................................................................................... 42
3. Follow safe work practices for infection control ............................................................................. 43
3.1 – Follow standard precautions as part of own work routine to prevent the spread of infection.... 44
Standard precautions......................................................................................................................... 44
3.2 – Recognise situations when additional infection control procedures are required ....................... 46
3.3 – Apply additional precautions when standard precautions alone may not be sufficient to prevent
transmission of infection ....................................................................................................................... 46
Additional precautions....................................................................................................................... 46
3.4 – Identify risks of infection and report them according to workplace procedures ......................... 47
Types of infection .............................................................................................................................. 47
Infection methods .............................................................................................................................. 48
Other sources of infection ................................................................................................................. 49
4. Contribute to safe work practices in the workplace ........................................................................ 50
4.1 – Raise WHS issues with designated persons according to organisational procedures................... 51
Rights and responsibilities for WHS ................................................................................................... 51
Discuss issues and problems .............................................................................................................. 52
4.2 – Participate in workplace safety meetings, inspections and consultative activities ...................... 53
Workplace inspections ....................................................................................................................... 53
Consultative activities ........................................................................................................................ 54
4.3 – Contribute to the development and implementation of safe workplace policies and procedures
in own work area ................................................................................................................................... 56
Participative arrangements................................................................................................................ 56
Inform supervisors ............................................................................................................................. 57
Taking action to control risks ............................................................................................................. 58
5. Reflect on own safe work practices ................................................................................................ 59

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 5.1 – Identify ways to maintain currency of safe work practices in regards to workplace systems,
equipment and processes in own work role .......................................................................................... 60
Monitoring and evaluating health and safety .................................................................................... 60
Safety audits ...................................................................................................................................... 61
Using equipment safely ..................................................................................................................... 61
Ensuring the safety of work processes .............................................................................................. 62
5.2 – Reflect on own levels of stress and fatigue, and report to designated persons according to
workplace procedures ........................................................................................................................... 63
Negative impacts in the workplace .................................................................................................... 64
Reporting procedures ........................................................................................................................ 64
Organisational responsibilities ........................................................................................................... 64
5.3 – Participate in workplace debriefing to address individual needs ................................................. 65
Debriefing in response to workplace incidents.................................................................................. 65
Other forms of debriefing .................................................................................................................. 66
References ............................................................................................................................................. 67

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Unit of Competency
Application

This unit describes the skills and knowledge required for a worker to participate in safe work practices
to ensure their own health and safety, and that of others in work environments that involve caring
directly for clients. It has a focus on maintaining safety of the worker, the people being supported and
other community members.

This unit applies to all workers who require knowledge of workplace health and safety (WHS) to carry
out their own work, in both centre-based and home-based service provision.

The skills in this unit must be applied in accordance with Commonwealth and State/Territory legislation,
Australian/New Zealand standards and industry codes of practice.

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Element Performance Criteria Perfor
Elements describe the Performance criteria describe the performance needed to manc
essential outcomes. demonstrate achievement of the element. e
Criteri
1. Follow safe work 1.1 Follow workplace policies and procedures for safe work
practices for direct practices a
client care 1.2 Identify existing and potential hazards in the workplace,
report them to designated persons, and record them
according to workplace procedures
1.3 Identify any client-related risk factors or behaviours of
concern, report them to designated persons, and record
them according to workplace procedures
1.4 Follow workplace policies and procedures to minimise risk
1.5 Identify and report incidents and injuries to designated
persons according to workplace procedures

2. Follow safe work 2.1 Follow manual handling procedures and work instructions
practices for manual for minimising manual handling risk
handling 2.2 Identify manual handling hazards and report in line with
workplace procedures
2.3 Apply control measures for minimising manual handling risk

3. Follow safe work 3.1 Follow standard precautions as part of own work routine to
practices for infection prevent the spread of infection
control 3.2 Recognise situations when additional infection control
procedures are required
3.3 Apply additional precautions when standard precautions
alone may not be sufficient to prevent transmission of
infection
3.4 Identify risks of infection and report them according to
workplace procedures

4. Contribute to safe 4.1 Raise WHS issues with designated persons according to
work practices in the organisational procedures
workplace 4.2 Participate in workplace safety meetings, inspections and
consultative activities
4.3 Contribute to the development and implementation of safe
workplace policies and procedures in own work area

5. Reflect on own safe 5.1 Identify ways to maintain currency of safe work practices in
work practices regards to workplace systems, equipment and processes in
own work role
5.2 Reflect on own levels of stress and fatigue, and report to
designated persons according to workplace procedures
5.3 Participate in workplace debriefing to address individual
needs

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Foundation Skills
The Foundation Skills describe those required skills (language, literacy, numeracy and employment skills)
that are essential to performance.

Reading

Ø In order to accurately read and interpret workplace safety policies and procedures including
safety, signs, dangerous goods classifications and safety instructions.

The remaining foundation skills essential to performance are explicit in the performance criteria of this
unit.

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Assessment Requirements

Performance Evidence

The candidate must show evidence of the ability to complete tasks outlined in elements and
performance criteria of this unit, manage tasks and manage contingencies in the context of the job role.

There must be demonstrated evidence that the candidate has completed the following tasks at least
once in line with state/territory WHS regulations, relevant codes of practice and workplace procedures:

Ø Contributed to a workplace WHS meeting or inspection

Ø Conducted a workplace risk assessment and recorded the results

Ø Consistently applied workplace safety procedures in the day-to-day work activities required by
the job role, including:

o infection control

o hazardous manual tasks

o use of personal protective equipment

o reporting incidents

Ø Followed workplace procedures for at least one simulated emergency situation.

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Knowledge Evidence

The candidate must demonstrate knowledge of:

Ø State/territory legislation and how it impacts on workplace regulations, codes of practice and
industry standards, including:

o state/territory WHS authorities

o rights and responsibilities of employers and workers, including duty of care

o hazardous manual tasks

o infection control

Ø Safety symbols and their meanings, including signs for:

o poisons

o emergency equipment

o personal protective equipment (PPE)

o specific hazards such as sharps, radiation

Ø Hazard identification, including:

o definition of a hazard

o common workplace hazards relevant to the industry setting including hazardous manual
tasks, infection control risks and personal safety risks

o workplace procedures for hazard identification

o strategies minimising risk

Ø Safety considerations when working in a home-based environment, including:

o rights and responsibilities of workers and clients

o basic home fire safety including high-risk groups, behaviour that contributes to fire injury
and fatalities, and smoke alarm placement, installation and maintenance.

o risks to personal safety

o common sources of infection and means to minimise transfer of infectious diseases

o fundamentals of the muscoskeletal system and practices to minimise injury to self and
clients

Ø Workplace emergency procedures

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 Ø Workplace policies and procedures for WHS.

Assessment Conditions

Skills must be demonstrated:

Ø In the workplace

OR

Ø In an environment that provides realistic in-depth industry validated scenarios and simulations
to assess candidates’ skills and knowledge.

In addition, assessment must ensure use of:

Ø Current workplace policies and procedures for WHS

Ø PPE relevant to the workplace and job role of the worker.

Assessors must satisfy the Standards for Registered Training Organisations (RTOs) 2015/AQTF
mandatory competency requirements for assessors.

Links

Companion Volume implementation guides are found in VETNet -

https://vetnet.education.gov.au/Pages/TrainingDocs.aspx?q=ced1390f-48d9-4ab0-bd50-b015e5485705

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1. Follow safe work practices for direct client care
1.1. Follow workplace policies and procedures for safe work practices

1.2. Identify existing and potential hazards in the workplace, report them to designated persons,
and record them according to workplace procedures

1.3. Identify any client-related risk factors or behaviours of concern, report them to designated
persons, and record them according to workplace procedures

1.4. Follow workplace policies and procedures to minimise risk

1.5. Identify and report incidents and injuries to designated persons according to workplace
procedures

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1.1 - Follow workplace policies and procedures for safe work practices
By the end of this chapter, the learner should:
Ø Identify how to follow workplace policies and procedures.

It is quite likely that your organisation will have developed numerous policies and procedures for the
purpose of ensuring safety. The policies may pertain to the entire organisation or to the work carried
out within specific departments. They should highlight the primary objectives and legal responsibilities
of your organisation. There should be clarification regarding the work of specific employees and the
standards that should be maintained.

Your organisational policies should clarify:

Ø Objectives for the achievement of health and safety standards

Ø Details of the steps that should be taken to meet health and safety aims

Ø Schedules for the completion of health and safety objectives

Ø Details of how the policies should be reviewed

Ø The specific responsibilities of managers and other staff members.

Health and safety procedures

The health and safety procedures will take the form of a sequence of
steps that should be taken to meet health and safety objectives. They
should be written in a clear and logical manner, for the understanding
of all employees.

You may have organisational procedures for:

Ø Dealing with aggressive and potentially dangerous
behaviour

Ø Organising evacuations

Ø Inspecting and monitoring the workplace

Ø Training and reviewing the knowledge of employees.

It should be emphasised that all employees have some responsibility for ensuring health and safety in
the workplace. The types of responsibilities are likely to vary in accordance with the work carried out by
your organisation. It may be necessary to follow procedures and policies on how to deal with
intoxicated customers, store hazardous chemicals, or use industrial equipment.

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Legal responsibilities
Your health and safety policies and procedures should be written in accordance with legislation
pertaining to your line of work and Australian territory. Thorough research should be undertaken, to
ensure that you are fully aware of the relevant laws and practices. You must comply with the work
health and safety acts of Australia. The aim of your policies and procedures should be to eliminate or
minimise the potential impact of hazards in the workplace. Safe work practices may include the
substitution of chemicals with less harmful alternatives and the isolation of areas where employees are
at considerable risk. Employees are expected to report dangerous working practices within 24 hours of
identification.

Work health and safety (WHS)

Workplace Health and Safety (WHS) legislation replaced Occupational Health and Safety (OHS)
legislation in 2011.

WHS legislation stipulates that employers must provide their staff with:
Ø Safe premises

Ø Safe machinery and materials

Ø Safe systems of work

Ø Information, instruction, training and

supervision

Ø A suitable working environment and

facilities.

www.business.gov.au

Employees are also obliged to ensure that they work safely and do not endanger the safety of their
colleagues, clients and others.

How WHS affects your work in health will vary according to your job role and your industry. In order to
work safely and legally in your role, you should have been trained to do so by your organisation, as this
is a legal requirement.

Where you identify possible or actual WHS breaches in your planned responses, they will need to be
reviewed and amended to be compliant immediately before they are used again.

Infection control
When you have identified infection risks, you must respond to them according to infection control
policies that are based and State legislation, National Standards and local regulations. The idea of this is
that it provides a safe environment for staff, clients and any visitors.

You should read the following Australian Guidelines for the Prevention and Control of Infection in
Healthcare at www.nhmrc.gov.au/guidelines/publications/cd33

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This details a lot of policies and procedures that are in place in healthcare settings.

Think about how you can eliminate hazards, where reasonable – this could involve changing certain
work methods. For example, if people are frequently handling sharps, how can you reduce their risk of
injury and how would you deal with incidents if they did occur? The obvious answer is to incorporate
the use or Personal Protective Equipment (PPE) when handling sharps and to have sterilisation kits for
wounds available and readily accessible near any areas where sharps are handled. Following any sharps
disposal protocols will reduce the risks to the bare minimum also.

If there is a risk of infection from a particular virus, consider the immunisation of all staff that will be
exposed to it; you have to consider the cost of this versus the cost of losing these people to infection.
This is the same model of thinking when health policies involve immunising certain demographics that
are at high risk from viruses like flu.

Take time to read through your organisation's policies and procedures in relation to immunisation and
infection control. These will provide guidance as to how activities should be carried out and ensure
maximum safety for all those involves.

Home-based environment
As part of your role, you might be expected to carry out duties of care within the clients’ home. In this
case, you will need to be aware of the rights and responsibilities of both yourself and your client, to
ensure that you are able to provide competent care in the best way.

Your responsibilities
Generally speaking, your responsibilities in a home-based
environment are the same as they are in the workplace. You will be
expected to take care for the client’s physical and emotional safety,
treating them with respect throughout your working practices. You
will also be expected to take reasonable care for your own safety,
as well as that of anyone else in the environment, such as family
members.

It is a good idea to make yourself aware of some of the potential

problems of working in a home environment.

Problems might include:

Ø Working in isolation without assistance for team handling

Ø The home not designed for health or personal care (for example low bed heights)

Ø Working in restricted workspaces such as small bathrooms

Ø The home being laid out to suit the client’s preferences

Ø A change in the client’s physical and mental condition between visits

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 Ø Workers from other agencies also providing assistance for the client.

https://www.worksafe.qld.gov.au/__data/assets/pdf_file/0018/82503/community-working-safely-in-
peoples-homes.pdf

Being aware of the potential problems will allow you to implement methods which can help to prevent
such problems from escalating. For example, on entry to a client’s home, you should scan the area for
any obstacles which will prevent you from carrying out your work, and eliminate these (within the
client’s permission). Remember that the environment may change regularly (furniture moves, etc.), so
this might need to be done on each entry.

The rights of clients

Ensuring and protecting the rights of your clients should be central to your work. You will need to work
within the boundaries of these rights, making sure that clients are respected throughout all your
working practices.

You will need to make yourself aware of the specific rights of the client in a home-based environment
according to your workplace and governing legislation.

For example, HomeCare Australia outline the following rights of a client:

Ø Client has a right to be looked after properly

Ø Client has a right to be treated well and given a high-quality care and services

Ø Client has a right to receive the best care that home care services provide

Ø Client has a right be treated with respect

Ø Client has a right to be involved in deciding what care will meet their needs

Ø Client should have a written agreement covering everything that a

client and the service provider have agreed to

Ø Client has a right to have your care and services reviewed

Ø Client has a right for privacy and confidentiality of your

personal information

Ø Clients should always be given information on how to make

comments and/or complaints about your care and services

Ø Client should have a right to know the fees determined in a

way that is transparent, accessible and fair.

http://www.homecareaustralia.com.au/homecare-australia-blog/client-rights-and-responsibilities

When working in a home-based environment, you are also exposed to infection risks different to those
in the workplace. The key factor is that you are going to be working in a non-sterile environment. That is

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not to say that the client’s home is not clean, but will likely not hold the same hygiene and safety
standards as your workplace. This means that you will need to incorporate additional precautions to
ensure the safety of the client and yourself. For example, you might need to practice additional
sterilisation of equipment used in the home environment, ensuring that they are not placed on any
sides or floors of the home.

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1.2 – Identify existing and potential hazards in the workplace, report them to
designated persons, and record them according to workplace procedures
By the end of this chapter, the learner should:
Ø Identify existing and potential hazards

Ø Identify how to respond and record hazards.

Identifying hazards and risks

Health and safety hazards may be apparent in numerous areas of the work environment. There will be
different levels of risk associated with each of these hazards. Workers will face a danger of slipping over
and injuring themselves if damp areas aren’t clearly signposted. Infection may occur as a consequence
of failing to store harmful chemicals in the appropriate manner. It is essential to identify such hazards
and take preventative steps for the safety of the workforce.

You are advised to carry out regular inspections and identify signs of danger. You should consider what
would happen if employees were exposed to specific hazards in the workplace. Information regarding
risks may be found in the manufacturer’s instructions specific to certain chemicals and machinery. You
are also encouraged to review the accident records and find out what types of hazards have already
been encountered in your working environment. Some hazards and long-term risks may not be
immediately obvious. However, research can be undertaken, and employees asked for details of any
concerns.

You may arrange the following consultations:

Ø Toolbox talks

Ø Production meetings

Ø Team meetings

Ø Regular informal discussions.

The results may be outlined on a table, as follows:

Date of Type of Location of Risk Action to Date for follow

review hazard hazard associated be taken up inspection
with hazard

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Sources of personal risk include:
Ø Alcohol and/or drug use

Ø Behaviours of concern

Ø Personal risks may arise from clients, clients’ families, the public, or animals

Ø There are risks associated with access to work (car parking would be an example),
access to private homes, and the performance of work

Ø Incident reports may be used to identify situations with a higher risk of threat and
client related. They may include information regarding care plans and case
management meetings

Ø Working new, isolated, and / or potentially unstable environments.

Furthermore, workplace hazards that may be present in care homes, private homes and other
locations may include:
Ø Biological hazards, including body fluids,
contaminated food, soiled clothing and linen,
clinical waste, syringes, and other 'sharps'

Ø Chemicals, such as toxic or hazardous substances,

gases and liquids under pressure, and certain
cleaning chemicals

Ø Electrical hazards related to use of equipment

and faulty wiring

Ø Equipment including suitability for purpose and

fitness for use

Ø Personal threat, such as through behaviours of

concern of clients and / or visitors

Ø Work organisation issues such as shift work or

irregular hours / on call

Ø Work-related environment, such as underfoot, lighting, space, noise, air quality,

furniture / fittings, and car parking

Ø Work-related stress

Ø There are many ways an issue or threat can arise. You are advised to prepare for the
widest range of hazards and risks. You should understand how they happen and the
best means of response.

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The above examples can be categorised into different types of risk:
Ø Environmental: these are caused by threats in the physical environment, such as trip
hazards, fire hazards, contamination and other accidents. Potential hazards should be
identified and minimised whenever possible. You should remove trip hazards and deal
with fire hazards. Procedures will be established for dealing with contamination risks
and biological hazards

Ø Client-based: this can range from clients becoming violent, or threats which may be
made by someone in your care. There may be an infection risk, or injury sustained
while moving/helping a client. Your organisation should prepare you by providing
training on the correct movement of weights and avoidance of infection

Ø Staff-based: this can range from other staff being violent, unfit for work, or negligent.
Staff should be monitored and trained in preparation for such events. There should be
established procedures for dealing with staff-related problems

Ø People-based: this involves other people and can range from clients’ families to the
general public. This can cause numerous risks, from infection, to a person’s dog being
out of control. You should remain vigilant and ready to react to anything that may
happen. Procedures will be put in place for dealing with certain events.

Your workplace should provide a certain level of training regarding hazard identification and procedures
to follow. Not everything will be covered, of course, as hazards can emerge from anywhere at any time;
in these instances, all you can do is make the best decision possible, based on your training for dealing
with other, perhaps similar incidents.

Reporting hazards
This unit has focussed on identifying hazards. However, the next
step is to report such issues to relevant staff members.

You may contact an:

Ø Elected Health and Safety
Representative/employee representative

Ø Employer

Ø Health and Safety committee

Ø Other personnel with WHS responsibilities

Ø Supervisor.

The individual(s) responsible for managing WHS should be clearly identified within your workplace.
There should be a designated process for you to follow when reporting such issues.

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Communication methods can vary and can be:
Ø Written:

o notes

o memos

o emails

o report forms

Ø Verbal:

o face-to-face

o phone call

o voicemail.

Your organisation should highlight the preferred methods of communication. If this isn’t the case, then
specification should be made. You should approach the relevant personnel and ask for details of how to
file the report. It may be necessary to inform them upon first contact.

You should always report relevant issues and concerns. If you are unable to follow the usual method,
then you should consider alternative means of communication. You could leave a note on their desk for
later reference.

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Safety symbols
Safety symbols are commonly used in workplaces as a warning of potential risks or hazards in the area.
Safety symbols will be beneficial for you and your team members as well as any other person who will
be in the workplace such as clients or visitors.

There are many different safety symbols which can be used for a variety of different purposes. It will
beneficial to familiarise yourself with the most commonly used safety symbols so that you are able to
read them successfully.

Here are some examples of safety symbols:

https://www.australiansafetysigns.net.au/

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1.3 – Identify any client-related risk factors or behaviours of concern, report
them to designated persons, and record them according to workplace
procedures
By the end of this chapter, the learner should:
Ø Complete a table, identifying client-related risk factors/behaviours of concern.

The likelihood of encountering client-related risk factors and behaviours of concern will vary, depending
on the nature of your working environment. Those of you working in the healthcare, social services,
banking and retail sectors will be at a relatively high risk of encountering aggressive and unpredictable
customers. You may also have to account for considerable risks when working with heavy industrial
machinery. Your customers may become angry for a variety of reasons and vent their frustrations in
different ways. The most common types of abusive behaviour include verbal insults, physical
demonstrations of anger, and actual bodily harm. Managers and human resources personnel have a
responsibility for assessing the risk of challenging behaviour and developing appropriate risk
minimisation strategies.

These factors should be taken into consideration:

Ø The times at which there is a significant risk of challenging behaviour

Ø The environments in which employees and customers are at the greatest risk

Ø The arrangement and allocation of resources to help employees deal with aggressive
behaviour

Ø Opportunities for training staff in the different ways of minimising risk and overcoming
challenging behaviour.

Your employees should have the skills and knowledge required to identify various types of risks and
defuse serious situations in the workplace.

They should know how to:

Ø Identify signs of behavioural change and
aggression

Ø Monitor and deal with various challenging

scenarios in the workplace

Ø Negotiate and establish reasonable limits

in response to concerning behaviours

Ø Decide which actions to take as a

consequence of challenging behaviour.

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You can deal with distressed and angry customers in the following ways:
Ø Apologise

Ø Sympathise

Ø Accept responsibility

Ø Identify means of assistance.

Minimising and avoiding risk

Minimising and avoiding risk requires the attention and vigilance of everyone involved. Many accidents
and incidents occur as a result of inattention, laziness, or ignorance. Steps may be taken for complete
avoidance and necessary response by the organisation.

Minimisation or avoidance procedures and techniques may be specified by the organisation.

Alternatively, they may be employed by suitably knowledgeable individuals.

Organisational procedures may apply to workplace issues, such as:

Ø The door to room 4A swings shut very fast, so be careful not to get hit by it

Ø The stairs to the first floor are very steep, so use the elevator to transport items

Ø You must wear shoes in the hallway, as the tiles can be slippery if you’re only wearing
socks.

General WHS guidance can also be applied:

Ø If you find a leak, then cordon the area off and
arrange for repairs

Ø Sharps and syringes must only be handled by

qualified staff. They must not be deposited in a
sharps box

Ø Do not exceed the maximum occupancy of the

elevator.

Such precautions should occur naturally to your staff members. They shouldn’t need to be told
specifically how to act.

Organisational procedures for managing risks include:

Ø Client assessment documents and care plans

Ø Communication, consultation, and issue resolution procedures

Ø Hazard management documents (including policies and procedures on specific hazards)

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 Ø Hazard and incident reporting (including follow up to sharps incidents) and
investigation. Workplace inspections, maintenance etc.

Ø Hazard management policies and procedures (these may be integrated with quality,
care, or separated as WHS policies and procedures)

Ø Human resources management procedures, such as harassment and grievance

procedures. Induction programs, team meetings, management of performance levels,
alcohol and drug policies

Ø Job procedures and work instructions; including medications policy and procedures

Ø Other related procedures; including waste management and security

Ø Post-incident/injury management; such as first aid, critical incident debriefing,

compensation, and return to work

Ø Strategies for reducing the amount of manual handling required and manual handling
risk

Ø Supporting people with behaviours of concern.

If everyone kept a look out for:

Ø Loose carpets

Ø Wet floors

Ø Faulty equipment.

And if everyone took relevant action, such as:

Ø Cordoning off the area

Ø Fixing something

Ø Arranging repairs or replacements

Ø Warning and informing other staff and service users.

Then many accidents and incidents would be avoided completely.

If one employee chooses to ignore a loose carpet in the hallway, then the next colleague could trip and
fall. This could result in injury, especially if the incident happens close to a door frame or stairway.

Failure to implement organisational procedures may result in disciplinary action. You also have an
ethical responsibility to recognise and respond to problems. Accidents and injuries may result in cost for
organisations. They may need to pay staff compensation, insurance and reimbursements for forced time
away from work. It is in the organisation’s best interests to implement and monitor the applicable
procedures.

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Reporting issues
You have a responsibility to report concerning behaviour to a relevant superior. Some actions or
suspicions are subject to mandatory notification; which means that they must be reported to
designated authorities.

This generally applies to incidents or suspicions regarding:

Ø Abuse:

o assault

o negligence

o neglect

Ø Staff that are unfit for work:

o through drink

o through drugs

o through tiredness

o through lack of training

Ø Sexual misconduct:

o inappropriate relationships with clients

o sexual misconduct with clients

Ø Missing residents.

We may consider the example of physical or sexual assault. Such events must be reported to the most
senior supervisor, then the police, and social services. This includes suspicions and signs of assault. You
should never wait to witness an actual attack before reporting to relevant personnel.

You will need to inform the senior supervisor on duty upon discovering that residents are missing. It will
be necessary to make follow up contact with the police and social services within 24 hours.

Staff members who are unfit for work may pose a risk to themselves, their colleagues, and service users.
There will be a significant risk of legal breaches if such employees are intoxicated, or attempting to carry
out tasks which they are not qualified, trained, or authorised to do.

Events requiring mandatory notification should be reported to all care providers. Ignorance is not an
excuse. Failure to report an issue is punishable by law and can have consequences for both yourself and
the organisation. Care providers should feel ethically obliged to report issues; even if they are only
suspicions.

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There are many other issues and causes for concern that do not require mandatory notification.
However, you should still report these instances to managers or supervisors for follow up action, where
required.

You can report workplace hazards:

Ø Verbally:

o face to face

o telephone call

Ø Written:

o memo

o notes

o report forms.

The organisation may have procedures in place for reporting concerns. You should follow such
procedures, if possible and practical. You may not be able to follow organisation procedure if there is an
emergency, for example. In these instances, you should follow any guidelines established by the
organisation. There may be stipulations regarding the staff members who can contact the police.

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1.4 – Follow workplace policies and procedures to minimise risk
By the end of this chapter, the learner should:
Ø Identify how to follow workplace policies and procedures to minimise risk using
information provided.

Health and safety policies

Health and safety policies may be created specific to your entire organisation, and the work carried out
within separate departments. You should include details of how to manage the different working
environments for optimum safety. There should also be details of the responsibilities designated to
different members of the workforce. The arrangements section should highlight the activities and
functions that must be carried out for the wellbeing of all employees.

Employees with knowledge of various health and safety issues should contribute to the policies. If the
entire organisation is involved, then there will be a shared commitment to the minimisation of risk.
Health and safety policies should apply to various types of work and be written in accordance with the
WHS Act. Methods should be established for the identification and removal of hazards in the workplace.
It is also important to produce response documentation, highlighting details of incident investigation,
notification and ways of dealing with emergencies.

The risk assessment

A thorough risk assessment should be carried out for the identification of potential dangers in the
workplace. You are encouraged to monitor working practices and interview employees about areas of
concern. It will be important to assess the relative impact of potential risks and prioritise those that

Hazard Potential impact on Steps that are Further Date of

categories employees already being taken preventative action assessment

pose the greatest danger.

You may record the findings on a table similar to the following:

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You may identify the following means of minimising risk:
Ø Ensuring that employees/customers aren’t exposed to hazards

Ø Developing low-risk work practices

Ø Providing protective equipment

Ø Integrating care and treatment facilities within the workplace

Ø Discussing risks with employees.

New and unstable environments

Working in unfamiliar or unstable environments will present further challenges to working safely. In a
familiar environment, you will be more aware of your surroundings and able to move around with
greater ease and confidence. You will also be more aware of potential issues and problems.

You will have to acquaint yourself with a new or unfamiliar environment and adapt your spatial
awareness accordingly.

Organisational policies can help with this, as it may:

Ø Specify layout:

o space between furniture

o landings clear

o storage

Ø Give you the chance to acclimatise yourself to

the new environment

Ø Let you start in the new environment during a

quiet shift

Ø Allow or require you to move things, such as stored items and consumables for your
convenience.

Organisational policies should be designed with the wellbeing of the staff and clients in mind. The aim
will be to ensure that staff can do their best in situations. You should always aim to follow
organisational policy, as far as you can. It will provide you with guidance and protection if things go
wrong.

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Risk control methods
Risk control methods will vary from organisation to organisation. They are designed to provide staff
with a framework to follow, when dealing with WHS issues and concerns.

Here is an example framework of risk control and outline of respective actions:

Hierarchy of risk control:

Ø Level One controls:

o eliminate hazards

Ø Level Two controls:

o substitute the hazard with

something safer

o isolate the hazard from people

o use engineering controls

Ø Level Three controls:

o use administrative controls

o use Personal Protective Equipment (PPE).

This links to explanations of formal and informal risk assessment. It details how to make decisions for
action, based upon the answers to questions or observations made about hazards and situations.

The framework, procedure, or guidance is taught to staff, so that they can make independent decisions
on appropriate actions. Staff should be able to identify problems, assess risks, and follow suitable
procedure without having to consult a manager or other relevant member of staff.

You are advised to follow procedures and guidelines, when possible. However, if you are genuinely
confused or uncertain, then you should ask for assistance. Failure to follow designated procedures can
result in poor decisions. There may be negative effects, for yourself, and others.

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1.5 – Identify and report incidents and injuries to designated persons according
to workplace procedures
By the end of this chapter, the learner should:
Ø Complete an incident form using information provided.

The causes of incidents and injuries fall into three categories. Immediate causes are usually quite
obvious and may include contact with sharps and harmful substances. Underlying causes may include
irresponsible behaviour and unsafe working conditions. There may also be root causes which lead to
potentially serious scenarios. Such causes should be identified at the earliest opportunity so that
negative events have the least possible impact on your organisation. You should carry out thorough
research and evaluate different areas of the workplace for signs of risk.

You should be aware of the following causes:

Ø Fatigue

Ø Stress

Ø Slips

Ø Trips

Ø Unsecured objects

Ø Lifting

Ø Aggressive behaviour

Ø Unexpected collisions.

Dealing with incidents

Different staff are qualified and authorised to deal with specific incidents in the workplace. You should
never attempt to deal with a serious issue, unless you’ve been provided the necessary authorisation, or
training. You should complete the tasks that you are trained for, in accordance with your moral and
legal responsibilities.

An example of a multi-level issue would be a fire in the building:

Ø General staff may be required to sound the alarm and evacuate clients

Ø A manager, or designated fire marshal, would be responsible for ensuring that

everyone is out of the building. It may be necessary to call out names on a register, or
do a sweep of the building

Ø Anyone may be required / permitted to call the fire service.

It is quite likely that nobody will be allowed to return to the building until a fire officer has granted
approval.

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All staff may be required to be aware of basic fire safety, such as:

Ø Behaviour that may contribute to fire injury and/or fatality

Ø High fire risk groups

Ø Identifying fire risks

Ø Optimum placement of smoke alarms

Ø Referring client for smoke alarm installation and maintenance

Ø Role of a working smoke alarm

Ø Smoke alarm testing and cleaning

Ø Types of smoke alarms

Ø What to do in the event of a fire

Ø Fire escape procedure

Ø Where the fire alarms are

Ø How to evacuate others

Ø What your responsibilities are.

It is essential to act within the limitations of your role, no matter whether you are responding to fires,
floods, or bomb alerts. You will be expected to meet the organisational responsibilities and
expectations.

Reporting incidents and injuries

You should ensure that there is minimal disruption to the scene of any incident or injury. The cause of
such events may be immediately obvious. However, some clues may only be discovered upon later
inspection. It is important to take details of the incident date, time, and location. You should also record
the names of witnesses who may be able to provide helpful information.

Incidents and injuries should be reported to a member of the organisation who has responsibility for
overseeing health and safety. It is also important to comply with legislation regarding the report of
serious incidents and injuries.

The Occupational Safety and Health Regulation of 1996 states:

"If, at a workplace, an employee incurs an injury, or is affected by a disease, that results in the death of
the employee; or is of a kind prescribed in the regulations for the purpose of this subsection, the
employer of that employee shall forthwith notify the Commissioner in the prescribed form giving such
particulars as may be prescribed."

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There will be different levels of investigation based upon the likelihood of recurrence and the potential
impact of similar events in the future. Appropriate strategies should be developed to minimise risk and
ensure that the organisation is properly prepared.

Smoke alarms
To help reduce the risk of fire injury and/or fatality, smoke alarms will need to be placed, installed and
maintained effectively. It will be worthwhile for you to understand each of these steps so that you can
identify any potential risks both in the workplace and a home-based environment.

Where smoke alarms should be installed will be dependent on the size and layout of a building. For
example, for optimum smoke detection in a home environment, smoke alarms should be installed in
every bedroom, living area and hallway. Smoke alarms should be placed in the centre of the ceiling,
although they can also be placed on walls where space allows. Bear in mind that incorrectly placed
smoke alarms could become a nuisance. For example, they may regularly be activated if placed within a
kitchen, or outside of bathrooms.

Correct maintenance of smoke alarms will ensure that they are able to work effectively.

The following maintenance is recommended:

Ø Monthly: Test by holding down the test button until you hear a loud alert tone, then
release. Use a broom handle if you cannot
reach but be careful you do not damage the
smoke alarm

Ø Yearly: Vacuum around your smoke alarm vents

with a soft brush attachment. This will remove a
build-up of dust and cobwebs

Ø Yearly: Use a surface insect spray around the

smoke alarm to prevent insects nesting inside.
Do not spray inside the smoke alarm

Ø Yearly: Replace your 9-volt battery each year on

1 April. All smoke alarms – including mains
powered alarms – have batteries. If your alarm
has a 9-volt user-replaceable battery, you will need to replace the battery each year.

https://www.dfes.wa.gov.au/safetyinformation/fire/fireinthehome/pages/smokealarmmaintenance.as
px

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2. Follow safe work practices for manual handling
2.1. Follow manual handling procedures and work instructions for minimising manual handling risk

2.2. Identify manual handling hazards and report in line with workplace procedures

2.3. Apply control measures for minimising manual handling risk

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2.1 – Follow manual handling procedures and work instructions for minimising
manual handling risk
By the end of this chapter, the learner should:
Ø Follow manual handling procedures to lift and move an object, ensuring that risk is
minimised throughout the process.

Manual handling procedures

Anyone engaged in any sort of manual handling activity should follow procedures, to ensure that they
remain safe at all times. These procedures may be established in the form of work instructions, or
manual handling procedures.

Work instructions may be:

Ø In a community language

Ø In English

Ø Provided visually, e.g. video, WHS signs, symbols, and other pictorial presentations

Ø Verbal

Ø Including care plans associated with risk management (with particular regard to manual
handling risks and behaviours of concern)

Ø Written.

These instructions usually contain the organisational specifications regarding manual handling safety.
Such specifications are made to ensure that staff meet specific requirements in the workplace.

Part of a manual handling procedure may be the completion of a risk assessment.

It might not be necessary to fill out a risk assessment form prior to lifting the goods. However, you
will probably ask several questions, including:
Ø Is this too big?

Ø Is this too heavy?

Ø Can I do this by myself?

Ø Is there anyone else who can help me?

Ø Can I do this without twisting?

Ø Can I do this without bending?

Ø Can I use some equipment to help?

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Your answers to these questions will determine whether you tackle the task and how you perform the
necessary actions.

Procedures can be applied to different types of manual handling; for example, lifting a heavy object:
Ø Plan the lift: clear the area and decide how you are going to grasp and support the
object

Ø Hold the item close to you: holding the item close to your body prevents your back
being pulled forwards with the weight

Ø Stand properly: you need to stand in a stable position, which can mean keeping your
back straight, feet apart and knees slightly bent

Ø Hold / support the weight properly: get a good grip and make sure it’s comfortable to
hold and move with

Ø Don’t bend your back: keeping your back as straight as possible will prevent any slips
or sprains, etc.

Ø Don’t twist: twisting can hurt your muscles and tendons.

These general principles can be applied to any kind of heavy lifting; whether you are moving furniture,
transporting boxes, or assisting clients.

It has become increasingly common for Australian organisations to adopt a ‘no manual-handling policy’
and insist that their staff use hoists and other pieces of equipment. The use of such equipment will also
be subject to safe handling procedures, as in the following example, provided by WorkSafe Victoria.

This example explains how to transfer a client from chair to chair, using a slide board, and a chair that
has removable arms to facilitate movement.

The guide explains how you should:

Ø Place the two chairs next to each other

Ø Remove or lower the chair arms that are in

the way

Ø Place the slide board under the client and

across to the second chair

Ø Help the client to grab the remaining arm of

the second chair, if possible, in order to help
themselves to move

Ø If the person is able, have them slide themselves across to the new chair

Ø If they are not able to do this themselves, then you should gently and smoothly
transfer them across the slide board

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 Ø After you have done this, the slide board can be removed and the lowered or removed
chair arm put back into position.

(Example taken from WorkSafe Victoria)

2.2 – Identify manual handling hazards and report in line with workplace
procedures
By the end of this chapter, the learner should:
Ø Identify and report manual handling hazards using information provided.

Manual handling
Manual handling may be an unavoidable part of your job. You will be expected to account for heavy
lifting risks and hazards. It is essential to provide appropriate training for lifting and carrying items in the
workplace. Workers must take responsibility for following instructions and guidance, for the purpose of
avoiding injuries and accidents.

There are several reasons why manual handling may be required.

Examples can be as follows:

Ø Carrying trays and other items, such as:

o folders

o books

o food

Ø Lifting tasks, such as:

o moving a person in bed

o assisting to stand

o transfer to chair or wheelchair

o lifting objects

Ø Pushing and pulling tasks, such as:

o pushing trolleys

o wheelchairs

o shower chairs

o dressing clients

Ø Reaching and postural tasks, such as:

o feeding a person

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 o showering

o dressing clients

Ø Restraining tasks:

o violent clients

o clients who are falling

o clients who are being moved from one place to another.

These examples include different types of manual handling; which can be categorised as:
Ø Moving people

Ø Carrying manageable items

Ø Moving heavy or bulky items

Ø Postural movements.

Each of these can cause different types of injury and pose specific hazards to staff and clients.

Ø Moving people: this can involve heavy lifting and postural considerations, on behalf of
the staff member. If the client is unsupported or slips, then they may injure themselves.
The care worker will also be at risk. Moving people requires specific training, covering
aspects such as how to lift, lower, and support. Such tasks should be carried out in a
way that is comfortable and safe for the client and staff member

Ø Carrying manageable items: this refers to items that are small enough to be carried by
one person; even though they may be heavy. Heavier items can include boxes, files,
and books. Lighter items can include trays of food, clipboards, and laundry. Appropriate
care should be taken when carrying heavier items. You should consider your postural
position means of holding the item. Larger items may obscure your vision and prevent
you seeing your feet. This can result in a trip hazard. You should be careful and act
sensibly when carrying out such tasks. Be prepared to use a trolley, where practical

Ø Moving heavy or bulky items: this can apply to the pushing and pulling of trolleys,
wheelchairs, furniture, and other items. You should consider the effects on your back.
It may seem easier to put your back into a movement involving the movement of a
wheelchair. However, there will be a risk of damage. You might end up with slipped
disks, muscle damage and spinal strain, if the appropriate safety measures aren’t taken.
You should also object to the lifting or movement of items that are too big or heavy for
you. There shouldn’t be any compromise over your own health and wellbeing. You
should seek assistance in these instances

Ø Postural movements: this refers to the position of your back, spine and neck when
manual handling. Bending, stretching, and twisting movements can cause serious injury
to your spine, neck, and muscles. Such injuries may be caused by unnatural movement

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 or undue strain placed on one area of your body, such as the lower back. The correct
procedure for these tasks can protect you from hurting yourself.

Preventing injury and using assistive aids

You should be aware that there are many dangers associated with manual handling. There are also a
wide variety of injuries and accidents that occur as a result of poor handling techniques. However, there
is a good selection of equipment available for workers are required to lift and move heavy goods.

The purpose of this equipment is to provide workers with better techniques and options for the
minimisation of bodily strain.

Suitable equipment in the care industry can include:

Ø Client hoists

Ø Slide sheets

Ø Standing lifters

Ø Riser / recliner beds

Ø Bath hoists

Ø Slings

Ø Transfer boards

Ø Turntables

Ø Wheelchairs

Ø Lifting cushions

Ø Other manual handling assistive devices.

You are advised to use any equipment available. This is a far better option than relying on your own
strength. Many organisations and establishments ban their staff from attempting to lift other people
and objects manually. They insist upon the use of assistive equipment. If you ignore such instructions
and warnings, then insurance claims may be rejected. You may have to pay significant amounts for
hospital care and treatment.

You should be aware that there are risks associated with the use of some lifting aids. You might injure
yourself if such aids are used incorrectly. If you don’t follow the guidelines and act in accordance with
training, then you may be subject to disciplinary action.

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Reporting manual handling hazards
Employees who identify manual handling hazards are expected to report immediately to their
supervisors and health and safety representatives. The information may be provided during workplace
discussions. Alternatively, there’s the option of filling out hazard reporting forms and raising concerns
during meetings.

Your reports should include details such as:

Ø The type and locations of hazards

Ø Staff members who are at direct risk

Ø The means of resolution that have been agreed and acted upon.

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2.3 – Apply control measures for minimising manual handling risk
By the end of this chapter, the learner should:
Ø Complete a risk assessment, identifying control measures which could be implemented
to minimise manual handling risk.

Assessing risk
The Manual Handling Code of Practice contains tools that you can use to assess the risks associated with
specific activities.

The risk factor of manual handling activities can be influenced by:

Ø Duration and frequency of the task

Ø Environmental conditions, such as:

o underfoot conditions

o lighting

o heat

Ø Forces exerted

Ø In people-handling the risk is also affected by the:

o ability of the client to support / control part /

whole of the body

o predictability in movement and behaviours

o pain levels

o ability to follow instructions

o any equipment attached to the client, such as

catheters, and IVs

o client clothing

Ø Movement undertaken

Ø Postures adopted.

The Manual Handling Code of Practice is specific to different States and Territories. You should always
be aware of the details related to your geographical location.

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Risk assessment tools
Risk assessment tools are usually:
Ø Charts

Ø Checklists

Ø Scales of danger

Ø Questionnaires

Ø And similar.

These tools can be used to pose predetermined questions regarding the danger of the activity. Specific
forms can be universal, or apply to particular types of task.

These forms are available from government websites and/or from your organisation. The relevant
workplace forms will provide more specific and relevant details of activities.

Rating scales give the task a value that determines the level of risk or danger to staff. You should know
what level of danger to expect and attempt to reduce the associated risks, where possible.

Control measures
Control measures should apply for the minimisation of dangers and risks associated with manual
handling.

These control measures may entail:

Ø Changes to the load, or client

Ø Changes to work organisation, or practices

Ø Changes to workplace layout

Ø Minimising amount of handling

Ø Provision of equipment

Ø Task-specific training.

These measures should be implemented for improved workplace safety. Being able to control the
variables of a situation can allow you to create a more desirable and suitable environment for carrying
out the task required.

The amount of manual handling work can be reduced significantly through the use of equipment and
assistive devices. A lifting cushion or hoist may be used for the purpose of avoiding injuries which
otherwise be sustained when lifting a fallen client from the floor.

You should aim to avoid manual handling in a practical manner. The less lifting and moving you do, the
less likely you are to sustain an injury.

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3. Follow safe work practices for infection control
3.1. Follow standard precautions as part of own work routine to prevent the spread of infection

3.2. Recognise situations when additional infection control procedures are required

3.3. Apply additional precautions when standard precautions alone may not be sufficient to prevent
transmission of infection

3.4. Identify risks of infection and report them according to workplace procedures

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3.1 – Follow standard precautions as part of own work routine to prevent the
spread of infection
By the end of this chapter, the learner should:
Ø Follow precautions to prepare for direct contact with a client.

Standard precautions
All types of environments carry with them the risk of infection, and no matter how sterile you aim to
keep your workplace, there is no way to combat this risk altogether. There are many different ways in
which infection can be carried.

For example, infection control risks can include:

Ø Breathing in airborne germs

Ø Touching contamination objects or eating contaminated food

Ø Skin-to-skin contact

Ø Contact with bodily fluids.

It is essential that all workers are aware of the risks and take necessary precautions to prevent infection.
Basic responsibilities include the need to wash your hands, maintain clean working environments and
take applicable first aid training.

The Occupational health and safety act of 2004 specifies that all employees must ensure workplace
safety and organise appropriate means of infection control.

Standard precautions can include:

Ø Appropriate reprocessing and storage of reusable instruments

Ø Aseptic technique

Ø Personal hygiene practices, especially washing

and drying hands, such as before and after
client contact

Ø Safe disposal of sharps and other clinical waste

Ø Safe handling of sharps

Ø Surface cleaning and management of blood

and body fluid spills

Ø Techniques to limit contamination

Ø Use of Personal Protective Equipment.

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Care home staff will enjoy the following benefits if preventative measures are taken:
Ø Staff don’t get ill:

o staff don’t take time off, which means good staffing levels can be maintained and
schedules adhered to

o staff don’t spread sickness to each other and the clients

Ø Clients don’t get ill:

o clients don’t require additional care

o clients don’t spread sickness amongst themselves

o clients don’t infect staff.

Incorporating these actions into your daily routine and recognising the benefits can make a big
difference to the sickness levels of everyone in the building.

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3.2 – Recognise situations when additional infection control procedures are
required

3.3 – Apply additional precautions when standard precautions alone may not be
sufficient to prevent transmission of infection
By the end of this chapter, the learner should:
Ø Identify why additional infection control procedures are required

Ø Identify the relevant additional infections control procedures in response to a given

scenario.

Additional precautions
You may periodically be required to take additional precautions for the prevention of infection in the
workplace.

Additional precautions may include:

Ø Additional use of Personal Protective Equipment

Ø Dedicated equipment for each client, or as appropriate to work function

Ø Special ventilation requirements.

Standard procedures are not guarantees of safety. They are merely measures which may be taken to
help prevent the spread of infection. Further measures will be required in some instance.

You should take further steps to control infection if there is an increased risk or threat. You have a duty
of care and an ethical obligation to yourself, clients, and other colleagues. You have responsibility for
identifying the need for specific measures and ensuring their implementation whenever required.

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3.4 – Identify risks of infection and report them according to workplace
procedures
By the end of this chapter, the learner should:
Ø Complete a report form, identifying risks of infection.

Types of infection
You may be exposed to the following types of infection when working with vulnerable and unwell
clients:
Ø Bacteria / germs:

o Staphylococcus Aureus; a type of skin infection

o Streptococcal bacteria; which causes upper respiratory infections. Also known as

‘strep throat’

o conjunctivitis

o stomach upsets

Ø Viruses:

o flu

o colds

o cold sores

o AIDS

Ø Skin rashes:

o scabies

o shingles

o dermatitis

Ø Contagious diseases:

o Hepatitis A

o measles

o meningitis

Ø Lice/parasites:

o head lice

o crabs

o ringworm

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 Ø Food poisoning:

o E. Coli

o Salmonella

o Campylobacter.

There are many other infections you can catch through human-to-human contact. However, identifying
standards and typical transmission techniques/preventative measures may be used for avoidance.

Infection methods
Infections typically happen in one of several ways, such as:
Ø Airborne

Ø Through skin contact

Ø Through shared surfaces

Ø Through bodily fluids:

o mucus

o pus

o stool

o blood

Ø Through wounds.

By establishing good practice, such as:

Ø Sterilising surfaces and equipment

Ø Wearing Personal Protective Equipment (PPE), such as gloves

Ø Covering your mouth when sneezing or coughing

Ø Separating contagious people

Ø Being aware of those who are sick

Ø Washing hands.

You can avoid catching many infections and preventing their spread.

Many healthcare professionals are vaccinated against additional diseases, which may be encountered in
the workplace.

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Other sources of infection
Infection may result from contact with the following sources:
Ø Food poisoning:

o undercooked food

o spoilt food

o poor hygiene

Ø Animals:

o Cat Scratch Disease

o Lyme Disease

o Toxoplasmosis

o Rabies

Ø Family members / friends / associates:

o any type of infectious disease

o parasites

Ø Poor housing:

o chest infections from damp buildings

o fungal infections

Ø Poor sanitation:

o diarrhoea

o stomach upsets.

You can catch viruses, illnesses, and many other types of infection encountered during day-to-day life.
These conditions can easily spread to other colleagues and clients. You need to take excellent care of
yourself in order to prevent infection. You should always bear in mind the effects your illness can have.
Negative impacts include the infection of others, cause of job losses, and related expenses.

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4. Contribute to safe work practices in the workplace
4.1. Raise WHS issues with designated persons according to organisational procedures

4.2. Participate in workplace safety meetings, inspections and consultative activities

4.3. Contribute to the development and implementation of safe workplace policies and procedures
in own work area

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4.1 – Raise WHS issues with designated persons according to organisational
procedures
By the end of this chapter, the learner should:
Ø Raise a WHS issue with a supervisor as part of a role-play activity.

Rights and responsibilities for WHS

Employers and employees are subject to rights and responsibilities in the workplace. This is to ensure
the safety of all people affected and to establish mutually beneficial working arrangements. If
employers provide a safe and supportive environment, then employees can work in greater comfort.
Levels of efficiency will increase, and there won’t be as many instances of workplace injuries/illnesses.
The employer will benefit, as people will spend less time away from work. There will less disruption to
schedules and fewer compensation claims.

Employers must:
Ø Provide a safe workplace

Ø Provide safe equipment

Ø Provide:

o training

o information

o supervision

Ø Provide adequate and suitable facilities, where required

Ø Check and maintain WHS systems and procedures

Ø Provide PPE, where required.

Employees must:
Ø Work safely

Ø Wear PPE, where required

Ø Follow safety procedures and requirements

Ø Not destroy or compromise equipment and resources

Ø Not interfere with safety equipment

Ø Not act in a way that compromises their own safety, or that of colleagues, clients, and
the public

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 Ø Report any WHS

o issues

o hazards

o injuries

o accidents

o near misses

o concerns.

You should be provided with information on the rights and responsibilities of employees and employers.
There should be clarification on what is expected of you. You should also be aware of your rights and
safeguards in the workplace. This arrangement is based on lawful requirements, ethical obligations, and
mutual respect. The specified measures are designed to benefit both parties.

Discuss issues and problems

Workplace issues and concerns can be discussed with several different people, including:
Ø Colleagues

Ø Supervisors

Ø Managers / team leaders.

You may contact these people for assistance when attempting to resolve problems. They are likely to
understand the specifics of workplace issues. Those staff members who are familiar with your work and
area should be able to understand your concerns and provide relevant advice.

Legislative requirements relating to WHS consultation and participation will include:

Ø National Work Health and Safety Model

Ø Current relevant State / territory WHS legislation

Ø Relevant state / territory Manual Handling Code of Conduct.

These will vary in different areas of Australia. You should always check the specifics.

The National Work Health and Safety Model is designed to provide a basis for more uniform and
harmonised WHS laws, for use across Australia. It needs to be passed by the Parliament in each
jurisdiction.

Current state / territory WHS legislation specifies the laws and legal requirements for that particular
state.

The Manual Handling Code of Conduct is designed to offer guidance and protection for all workers
engaged in heavy or awkward lifting.

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4.2 – Participate in workplace safety meetings, inspections and consultative
activities
By the end of this chapter, the learner should:
Ø Carry out an inspection of an area, identifying any health and safety issues

Ø Take part in a role-play workplace safety meeting, consulting with peers and discussing
health and safety issues.

It is important to hold safety meetings on a regular basis and ensure the involvement of employees
particular to the separate areas of your organisation. If there is general involvement, then there will be
an excellent chance of identifying various workplace safety issues. The discussions may focus on the
safety of specific working activities, supervision of staff members and organisation of training.
Information regarding particularly effective safety measures may be shared among representatives
from different departments. It may also be necessary to provide feedback on the resolution of incidents
and injuries in the workplace.

Employees may participate in the following:

Ø Informal chats in the workplace

Ø Discussions during tours of the

workplace

Ø Conversations about health and safety

issues during general meetings

Ø Toolbox talks

Ø Focus groups.

It is important to highlight the responsibilities and safety duties which employees are expected to
perform. Details of departmental safety plans, emergency action plans and fire prevention plans should
be addressed. Employees should have the required skills and knowledge for emergency situations. It is
also important to discuss the risks associated with specific processes in the working environment. You
may consider security provisions, the appropriate use of equipment and relevant news regarding the
risks specific to your industry.

Workplace inspections
Routine inspections should be carried out for the identification of hazards and associated risks in the
workplace. It is also important to assess the work of employees and ensure that they are fulfilling their
duties. The inspections should be carried out by employees with considerable knowledge of health and
safety issues relevant to the areas that they are assessing. Workers may be asked to give feedback and
demonstrate working practices in accordance with established standards.

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These inspections may be carried out:
Ø Safety tours – Involving general evaluation of the workplace

Ø Safety sampling – Conducting sampling of potentially dangerous areas and practices

Ø Safety surveys – Asking employees for perspectives on health and safety

Ø Incident inspections – Assessing the workplace after a serious injury/illness or near

miss caused by lack of care and concern for health and safety.

You should look out for the following issues:

Ø Unsafe working conditions – potential exposure to chemicals and other elements of the
environment which pose significant risk

Ø Unsafe professional acts – failure to wear appropriate PPE, not working with the
necessary level of caution etc.

Follow up
There should be an opportunity to discuss the findings of workplace inspections. The inspectors may
agree to go away and draw up plans for follow up action. You may lack the time or resources to
implement all of the suggested improvements. However, you should keep a record of the findings and
produce reports for circulation among the workforce. You should analyse the measures that have been
taken subsequent to the issue of previous inspection reports. Some minor risks may have become more
significant. There may be a need to create additional health and safety plans.

Consultative activities
Representatives from different areas of your organisation should be involved in consultations regarding
health and safety. Employees should also know who to consult if they are worried about the potentially
negative impacts of workplace activities. It will be necessary to discuss essential WHS issues, concerns
about particular practices, and relevant legislation. Employees should be encouraged to make
suggestions, and appropriate follow up action should be taken. Consultations may take the form of
informal discussions or organised meetings. You should also ensure the appropriate distribution of
documentation specific to health and safety issues.

Consultations may include:

Ø Health and safety representatives – Designating personnel with responsibility for
consulting on the behalf of employees. They may highlight areas of concern, training
requirements and demanded improvements

Ø Health and safety committees – Employees and managers who come together for the
analysis and improvement of WHS measures. Workers may enlist the support of union
representatives for these consultations.

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You may use these forms of communication:
Ø Intranet bulletins

Ø Email

Ø Team briefings

Ø Regular newsletters

Ø Video-conferencing.

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4.3 – Contribute to the development and implementation of safe workplace
policies and procedures in own work area
By the end of this chapter, the learner should:

Ø Develop safe work policies and/or procedures and create a plan outlining how these
could be implemented.

Participative arrangements
Participative arrangements can be:
Ø Documented issue resolution processes

Ø Easy access to relevant written workplace information

Ø Formal and informal WHS meetings

Ø Health and safety committees

Ø Meetings called by Health and Safety Representatives

Ø Other committees, such as consultative planning, and purchasing

Ø Other means and processes for

raising requests and concerns as
well as contributing suggestions
and reports to management

Ø Regular information sessions

(using clear and understandable
language) on existing or new
WHS issues

Ø Team meeting and case

management meetings.

Several participative arrangements may be implemented at your workplace. The specific arrangements
will be dependent on your role, level of interest and department. You may, or may not, be required to
participate in them. Your organisation should specify their expectations of you. They should provide
details of how many meetings you should attend. The organisation may provide clarification on the
means of contributing to the development of health and safety procedures. Contribution is normally
encouraged. The generation of ideas and opinions results in more options and leads to follow. However,
some businesses may choose to include only the relevant WHS staff and managers in their processes.

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Contribution in each instance may refer to:
Ø Attendance at meetings

Ø Behaviour that contributes to a safe working environment which includes following

WHS procedures

Ø Identifying and reporting risks and hazards

Ø Input to care plans

Ø Listening to the ideas and opinions of others in the team

Ø Recommendations on changes to work processes, equipment or practices

Ø Sharing opinions, views, knowledge and skills

Ø Using equipment according to guidelines and operating manuals.

Contribution will differ and vary from arrangement to arrangement.

Whatever your organisation chooses to do, you should always meet expectations. If you are interested
and enthusiastic about WHS, then you should voluntarily attend meetings and workshops. You should
provide input specific to workplace issues.

Inform supervisors
It is important that you inform your supervisors of hazards,
incidents, and concerns in the workplace.

Your organisation may use these prompts for information:

Ø Moral and ethical obligation

Ø Legal obligation

Ø Mandatory notification

Ø Organisation policy

Ø Consideration

Ø Request.

You should always inform the correct person, or people, no matter the reason for your report. You
should provide feedback in a suitable manner, in accordance with the requirements.

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Taking action to control risks
Your organisation may have the following systems and procedures in place for controlling and
preventing risks:
Ø Training staff

Ø Having a report / feedback system

Ø Following the law

Ø Manual Handling Code of Practice

Ø Providing lifting equipment

Ø Providing PPE

Ø Taking steps to prevent infection

Ø Abiding by the law

Ø Meeting restrictions and legislation

Ø Working compliantly

Ø Many more.

You need to follow and support the procedures outlined by your organisation. You should provide
relevant assistance for colleagues and do your best to contribute to the maintenance and
implementation of different procedures.

You are also encouraged to engage in the creation of participative arrangements utilised by your
workplace.

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5. Reflect on own safe work practices
5.1. Identify ways to maintain currency of safe work practices in regards to workplace systems,
equipment and processes in own work role

5.2. Reflect on own levels of stress and fatigue, and report to designated persons according to
workplace procedures

5.3. Participate in workplace debriefing to address individual needs

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5.1 – Identify ways to maintain currency of safe work practices in regards to
workplace systems, equipment and processes in own work role
By the end of this chapter, the learner should:
Ø Identify and outline three different ways to maintain currency of safe work practices in
the workplace.

It will be necessary to continually update your health and safety policies and procedures in accordance
with the development of your business. You should carry out regular inspections and ensure that
employees are accounting for health and safety during everyday work practices. Equipment should be
properly maintained and stored safely. It would be advisable to encourage employee feedback and
respond to any concerns. You are also encouraged to consider a variety of ‘what if’ scenarios and
develop plans and procedures accordingly. A process of continuous improvement should be established
for the benefit of your organisation.

Employees should be given appropriate training and provided with clear information regarding the
communication of risk factors in the workplace. Managers are encouraged to set a positive example and
continually reinforce the importance of maintaining health and safety standards. There should be a
shared commitment to maintain safe work practices, systems, and processes throughout the
organisation.

Monitoring and evaluating health and safety

It is important to establish means of monitoring health and safety and reviewing the effectiveness of
measures over time. You should consider the changing health and safety standards of your organisation
in relation to the objectives that have been established in your policies. Questions should be asked if
you are not making the expected level of progress. There should be numerous categories related to
health and safety within your organisation.

You should create checklists specific to:

Ø The use of personal protective equipment

Ø The safety of different types of machinery

Ø The storage of chemicals and other hazardous

business items

Ø Levels of cleanliness and tidiness in the working

environment

Ø The accumulation and removal of waste

Ø The safety of procedures carried out in the workplace.

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Safety audits
It may be deemed necessary to carry out a safety audit to ensure that your organisation is meeting the
required standards. This may be carried out by a group of suitably knowledgeable staff members or an
external agency. It will involve an analysis of your health and safety policies, work practices, and
applicable legislation. A report will be compiled detailing any areas of non-compliance and the
recommended steps for improved health and safety. You may carry out fresh safety audits every few
months in order to identify progress and necessary steps for improvement. However, it will be
necessary to continually monitor and make changes as soon as risks are identified. Employees should be
trained and given responsibility for implementing safety measures.

Using equipment safely

You are advised to monitor and evaluate the risks associated with the use of equipment in the
workplace. It will be necessary to identify the ways in which equipment is used during organisational
inspections and safety audits. You are also encouraged to carry out regular tests and replace any
equipment that poses a significant risk.

Equipment assessments should be based on:

Ø Manufacturer’s instructions

Ø Environmental impacts (accounting for the effects of temperature, corrosion and

weathering)

Ø The extent to which employees rely on equipment

Ø Understanding and skill shown when using the equipment

Ø The potential impact of breakdown and equipment malfunctions.

It might not be possible to completely eliminate the risk associated with the use of some equipment.
However, you can take additional precautions for the safety of your workforce.

Measures include:
Ø Installing temporary guarding

Ø Ensuring safe access

Ø Providing suitable protective clothing

and accessories

Ø Using equipment under supervision

Ø Arranging comprehensive training.

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Ensuring the safety of work processes
Employees should be consulted for their perspectives on health and safety issues. Different members of
the workforce should also be aware of their responsibilities for maintaining health and safety. Such
details may be included in contracts and organisational policies. Your organisation should keep a record
of any injuries or near misses that occur as a result of dangerous activity. It will be necessary to identify
the need for improvement and carry out essential corrective action.

You should provide guidelines for the completion of high-risk processes in the workplace. Employees
should be aware of the hazards and steps necessary for the assurance of safety. These instructions
should be updated in accordance with the update and introduction of new work practices. You may
include details of appropriate PPE, essential process steps, and risk control methods. Employees should
be consulted regarding the relevance and understanding of process instructions.

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5.2 – Reflect on own levels of stress and fatigue, and report to designated
persons according to workplace procedures
By the end of this chapter, the learner should:
Ø Produce a 1-page summary reflecting on own levels of stress and fatigue.

It is fairly common for workplace demands and expectations to result in stress and fatigue. Employees
may suffer to different extents, and the symptoms may not be immediately obvious. Those individuals
who have negative emotional responses to routine work tasks are likely to feel some level of stress.
However, stress can also be caused by personal circumstances outside the workplace. Prolonged stress
can lead to fatigue as workers struggle to sleep. The fatigue may manifest in numerous ways, including
lack of concentration, enthusiasm, and enjoyment.

The causes of stress and fatigue include:

Ø Workers placing themselves under undue amounts of pressure to meet high standards

Ø The breakdown of relationships inside and outside the workplace

Ø The exertion of considerable physical effort over sustained periods of time

Ø The level of mental effort required to complete work tasks

Ø Environmental factors, including the level of lighting and restricted spaces for work.

Employees may experience these symptoms of stress and fatigue:

Ø Increased blood pressure

Ø Chest pains

Ø Palpitations

Ø Stomach aches

Ø Headaches

Ø Sleep problems

Ø Fatigue

Ø Unusual behaviour

Ø Lack of concentration

Ø Depression

Ø Anxiety

Ø Irritability

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 Ø Lack of confidence.

Negative impacts in the workplace

It is an unfortunate truth that stress and fatigue can have
overwhelmingly negative impacts in the workplace. Employees
who feel great pressure on a regular basis are unlikely to be as
productive as their colleagues. Stress and fatigue may also
result in failure to turn up for work, diminished standards,
increased risks of injuries and illnesses, and poor morale. The
sense of negativity may well have an impact on other
members of the workforce. Stressed employees are likely to
feel guilty and place increasing amounts of pressure on
themselves. There may be a vicious cycle of stress and fatigue.

Reporting procedures
It is important for employees to be able to report instance of stress and fatigue at the earliest
opportunity. If such problems are rapidly identified, then there will be a good chance of developing
effective solutions. However, it can be very difficult to break an ingrained pattern of stress and fatigue.
Organisations are encouraged to highlight the means of communicating such issues. There shouldn’t be
any considerable fear regarding the consequences of reporting stress and fatigue. Employees should be
treated fairly, with the appropriate level of respect and dignity. It is also important to maintain strict
policies of confidentiality when dealing with such issues. Workers may even be given the option of
reporting via health and safety representatives and unions.

Organisational responsibilities
Some employees may be reluctant to provide details of stress and fatigue due to concerns about job
security and follow up action. However, employers should make it clear that such personal
characteristics may have significant impacts in the workplace. Appropriate means of support should be
established, so that employees are able to overcome problems and continue performing their duties.
The employer must consider whether the stressed or fatigued worker is in a fit mental and physical
state. It may be necessary to arrange a break from the workplace, so that the employee is free to
resolve the issues and then return when they are happier and more relaxed. Workplace assessments
may account for the number of hours worked, sleep patterns, events in the employee’s personal life,
and the level of mental and physical demand.

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5.3 – Participate in workplace debriefing to address individual needs
By the end of this chapter, the learner should:
Ø Take part in a workplace debriefing in which the needs of a client are addressed.

Debriefing in response to workplace incidents

The risk of workplace incidents varies, depending on the nature of the organisations and the level of
care taken by employees. They may involve serious injuries and illnesses. Such events are bound to have
a considerable impact on employees. However, it is essential to establish procedure for following up on
such incidents. Meetings and necessary support should be arranged for the benefit of the workforce.

These measures may be agreed:

Ø Allowing time away from the workplace for
recovery

Ø Counselling within and outside the

workplace

Ø Thorough assessment of the working

environment, to avoid any recurrences.

The debriefing should involve an assessment of actions that have been taken subsequent to negative
incidents. Any employees who have been directly affected should be involved in the discussions and
given the opportunity to provide feedback on the effectiveness of agreed measures.

Your organisation may adopt these strategies:

Ø Draw upon employee experiences to create a detailed account of events

Ø Address any questions and concerns

Ø Encourage open discussions about the incidents

Ø Identify immediate requirements

Ø Provide information on the different means of support

Ø Organise further meetings for the purpose of assessing and evaluating responses.

Structure of incident debriefing

There should be general agreement regarding attendance at workplace debriefings. Such sessions may
begin with details of the agreed measures implemented subsequent to a negative event. Employees
should be encouraged to air their views, without fear of recrimination. The details of health and safety
plans should be analysed. It will also be important to consider the results of follow up action in light of
agreed recovery objectives. Such issues should be addressed in a concise and understandable manner
for all employees.

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Other forms of debriefing
Debriefing sessions aren’t always organised in response to workplace incidents. Businesses also have
the option of organising regular debriefings for the purpose of assessing the risk and progression of
projects. The workers should be invited to talk about any near misses or areas of concern that have
been identified while carrying out routine duties. It is also important to recognise the important
contributions that employees have made to health and safety. Employees may be praised and rewarded
for setting positive examples in the workplace. This will be an excellent way of establishing a positive
health and safety culture within your organisation.

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 References

These suggested references are for further reading and do not necessarily represent the contents of
this unit.

Workplace safety policy statement:

https://nonprofitrisk.org/tools/workplace-safety/nonprofit/c1/policy.htm

Work health and safety procedures:

http://www.comcare.gov.au/preventing/governance/procedures

What is the difference between a ‘hazard’ and a risk:

https://worksmart.org.uk/health-advice/health-and-safety/hazards-and-risks/what-difference-
between-hazard-and-risk

Identify the hazards:

http://www.hse.gov.uk/risk/identify-the-hazards.htm

Dealing with difficult customer behaviour:

http://www.davcorp.com.au/wpdata/files/43.pdf

How to handle 8 challenging service scenarios:

http://www.helpscout.net/blog/customer-service-scenarios/

Dealing with customers: management and staff behaviour:

http://www.hse.gov.uk/violence/toolkit/customers.htm

Workplace health and safety:

http://www.healthyworkinglives.com/advice/Legislation-and-policy/Workplace-Health-and-Safety

Managing risks in the workplace:

http://www.comcare.gov.au/preventing/managing_risks_in_the_workplace

Controlling the risks:

http://www.hse.gov.uk/toolbox/managing/managingtherisks.htm

Investigating accidents and incidents:

http://www.hse.gov.uk/pubns/hsg245.pdf

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Top 10 causes of workplace injuries:

http://smallbusiness.chron.com/top-10-causes-workplace-injuries-11298.html

Recording and reporting accidents, ill health and near misses:

http://www.healthyworkinglives.com/advice/Legislation-and-policy/Workplace-Health-and-
Safety/recording-reporting-accidents

Notification and investigation procedures:

http://www.safety.uwa.edu.au/incidents-injuries-emergency/notification

Workplace safety – infection control:

http://www.betterhealth.vic.gov.au/bhcv2/bhcarticles.nsf/pages/Workplace_safety_-
_infection_control

Good hygiene practices – reducing the spread of infections and viruses:

http://www.ccohs.ca/oshanswers/diseases/good_hygiene.html

What your H & S committee will do:

http://www.hse.gov.uk/involvement/whatwillhsdo.htm

All references accessed on and correct as of 11.06.2019, unless other otherwise stated.

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