Transcript WHS Sub-Committee meeting

May/June 2014
AGENDA
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Welcome and introductions
Participant achievements and challenges
Disability Safe Project Update
Incident report form and Benchmarking
Drug and Alcohol policies
Pre-employment health assessments
Ageing workforce and implications for
workers compensation and ongoing fitness for work
Premium renewal assistance/advice
Future planning
Disability Safe Project Update
 E-learning modules under development
 Workplace bullying – workers and managers
 Slip/trip/fall awareness
 Infection control
 Food safety
 Drug and alcohol awareness
 Medication safety
 Benchmarking exercise
 Ongoing training courses
Incident reporting and
investigation
 Discussion on definition of incident
 Discussion on current report practices
 Discussion on investigation practices
 Benchmarking
Drug and alcohol
Legislation
 WHS Act general duty of PCBU
 WHS Act duty of worker and others
 Road and traffic rules
 Disability Standards
 Fair Work Act
Hazard Identification and Risk
Assessment
 Driving duties
 Placing clients at risk e.g. use of hoists, provision of
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correct medications
Availability of drugs in particular
Job stress causes
Workplace culture
Isolation from family and friends
Shift work, hours of work
Control Strategies
 Policy with supporting procedures – outlining reasoning and aim
of policy
 Education & awareness
 Supporting procedures:
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Identification of impaired person and dealing with them
Self-assessment
Information and training
Induction
Confidentiality
EAP/counselling
Work sponsored functions
Testing
Prescribed medicines
Disciplinary actions
What to test for??
 For effective deterrence people need to believe they will be
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tested at any time and the consequences are certain and
swift
Consider the costs of testing programs and the likely
benefits – cost of identifying a single drug user estimated at
$77,000.
More likely to pick up recreational users rather than
chronic users
Likelihood of shifting from cannabis to methamphetamine
due to it having a shorter biological life so less easily
detected but greater risks.
Drug testing does not identify impairment
How do you identify impairment and how do you respond?
Quality practice in addressing drug
and alcohol issues
 Consultation
 Universal application – aids acceptance
 Organisation specific – take into account nature of
workplace, character of workforce, particular conditions
and environments within organisation
 Comprehensiveness – address all drug related safety issues
– manufacture, possession, use, sale and distribution and
articulate circumstances when consumption can occur
 Instructions and procedures – guidelines for managing
intoxicated persons, info on treatment and counselling and
disciplinary action for problematic AOD use
Quality practice cont.
 Drug testing – should be one element in a comprehensive,
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evidence-based AOD program
Gradual and informed – use effective change management
including clear and timely communication
Publicity – understand rationale, nature and practical
implications of policy using variety of communication
strategies
Information dissemination, education and training – raise
awareness, define roles and responsibilities and enhance
capacity of all to implement
Evaluation – gauge if objectives met and aids compliance
and accountability and feedback to improve
Possible Behaviour Observations
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Unexplained absences
Medication errors
Isolation from peers
Slurred speech
Mood changes
Lack of concentration
Unsteady gait
Frequent runny nose
Change in grooming
Weight gain or loss
Decreased judgement
Frequently arriving late or leaving early
Inappropriate laughter
Hyperactivity or hypoactivity
PRE-EMPLOYMENT ASSESSMENTS
 Purpose
 Place and maintain employees in a work environment adapted to
physiological and psychological capacities
 Only 1.7% of examinations result in diagnosis considered to be
significant
 Fitness for work determined by physical demands
 Economic considerations
 Evidence shows not cost-effective in relation to potential financial
liability
 No significant effect on employee longevity, workers compensation
claims experience of utilisation of health-care resources
 Psychological testing
 Mental health dysfunction reported to be related to absenteeism,
long-term sickness and early retirement and second largest cause of
work-related problems
Recommendations
 Eliminate pre-employment physical examination –
complete a medical history form and do a job demands
analysis
 Eliminate pre-employment drug screening –
insufficient evidence to suggest cost effective – look at
previous work history instead
 Assess to ensure that you fit jobs to abilities and
provide extra training as required
Ageing workforce and
compensation entitlements
Weekly payments and retirement:
 if an injury occurs before retiring age, a worker may be
entitled to weekly payments until reaching retiring age
 if an injury occurs after reaching retiring age, a worker
may be entitled to weekly payments in the period up to
12 months after the first date of incapacity.
 Medical expenses for 12 months after retirement or
cessation of payments.
Premium Renewal Advice
You need to obtain:
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claim estimate reports,
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cost of claim reports,
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premium projection reports
 Determine if there are any claims needing action prior to June 30.
NDS can provide:
 Complex Claim Management Support
 Assistance with RTW Coordination and Injury Management
 Review of cost of claims and claims estimate reports and advice regarding
strategies to reduce the costs
 Insurer/Agent Management
 Obtaining premium forecasting from workers compensation Insurer/Agent
 Assistance to access WorkCover NSW scheme incentives such as small
employer safety discount and return to work discount