Part 9 – A Healthy, Safe and Respectful Work Environment
Occupational health and safety (OHS)
9.1 FaHCSIA recognises that a health and safe workplace that is free of discrimination, harassment and bullying is an essential component in creating a professional, productive and supportive work environment.
9.2 FaHCSIA acknowledges its employer responsibilities under the Occupational Health and Safety Act 1991 (the OHS Act) and the Safety, Rehabilitation and Compensation Act 1988 and seeks to meet these responsibilities by:
- providing the resources required to ensure OHS prevention initiatives are established and maintained;
- encouraging a cooperative and consultative relationship between managers, employees and their representatives in regard to OHS issues;
- creating manager and employee awareness of health and safety issues and building a culture that integrates occupational health and safety into everyday business;
- maintaining a national OHS structure including a network of trained Health and Safety Representatives and OH&S Committees;
- providing a method for managing OHS disputes in FaHCSIA’s Health and Safety Management Arrangements (HSMAs); and
- Providing an injury management framework that promotes early intervention and safe return to work.
9.3 FaHCSIA will review the HSMAs to reflect the commitments made in clause 9.2. This review will include consultation with employees and their representatives as required by Section 16A of the OHS Act.
Influenza vaccinations
9.4 The Secretary will arrange for employees who wish to receive an annual influenza vaccination to do so at FaHCSIA’s expense.
9.5 Local FaHCSIA management will determine the optimum time to offer the vaccination service each year after consultation with the local government health authority and FaHCSIA employees.
9.6 Employees would normally use the vaccination service arranged by FaHCSIA, however, if an employee does not use the FaHCSIA service, reimbursement of the cost incurred by the employee will be limited to the cost of the vaccine.
Promoting good health
9.7 Commencing from April 2009, eligible ongoing employees will receive an annual payment of $300 to facilitate employee participation in health promotion activities.
9.8 The payment will be made via the payroll system, on the first payday on or after 1 April each year.
9.9 The following employees will be ineligible to receive the Promoting Good Health payment:
- ongoing employees who are not employed by FaHCSIA on the date the payment is made;
- non-ongoing employees;
- employees on leave without pay on the date the payment is made and the total period of the leave without pay extends for a period of 12 months or more; and
- employees on a temporary assignment of duties to another agency on the date of payment and the total period of the temporary assignment extends for a period of 12 months or more.
9.10 Up until 31 March 2009, the Secretary will reimburse an ongoing employee who has not already received a Promoting Good Health payment during the period 1 April 2008 to 31 March 2009 up to $100 in accordance with the FaHCSIA Promoting Good Health Guide, as varied from time to time, for participation in appropriate health promotion activities.
A discrimination and harassment free work environment
9.11 FaHCSIA is committed to ensuring that its employees are able to work in a positive and supportive environment that is free of harassment and discrimination and conducive to achieving the best in productivity. To achieve this, FaHCSIA will:
- promote FaHCSIA’s commitment to positive working relationships and practices in the workplace through the use of guidelines and training to support a workplace free of harassment;
- provide a supportive and responsive work environment in which employees feel able to raise concerns of workplace harassment;
- provide managers and Harassment Contact Officers with training to support them in their role in responding effectively to workplace harassment issues;
- implement effective procedures to deal with any incidents of alleged workplace harassment; and
- monitor incidents and evaluate the effectiveness of efforts to provide a FaHCSIA workplace that is free of harassment.
A diverse work environment
9.12 FaHCSIA is committed to being a culturally appreciative workplace. FaHCSIA respects, values and actively promotes diversity in the workplace and recognises that FaHCSIA’ success depends upon our people, with their diverse abilities, skills, languages, cultures and backgrounds. This commitment is consistent with the APS Values, APS Code of Conduct and FaHCSIA’s Strategic Framework.
9.13 FaHCSIA and its employees and, where they choose, their representatives will meet these commitments by applying the principles and actions set out in the:
- FaHCSIA Diversity Plan 2006 – 2009;
- Reconciliation Action Plan 2008 – 2009 and the Aboriginal, Torres Strait Islander Recruitment and Retention Strategy 2006 – 2009; and
- FaHCSIA Disability Access Plan 2006 – 2009
and succeeding plans and strategies.
9.14 FaHCSIA will maintain the position of Disability Access Coordinator.
Environmental initiatives
9.15 FaHCSIA will introduce an Environmental Strategic Plan in consultation with employees and their representatives, including through the FaHCSIA Workplace Consultative Forum. The Plan will implement practical measures to reduce FaHCSIA’s carbon footprint, promote environmental sustainability, minimise the unnecessary consumption of resources and reduce operational and administrative costs through improved workplace practices
Driver training
9.16 The Secretary will provide 4WD training to FaHCSIA employees where the employees are required to service localities in 4WD vehicles.
9.17 FaHCSIA agrees to undertake a review of driver training arrangements and develop a comprehensive FaHCSIA vehicle and driver management policy in consultation with employees and their representatives. The review will commence no later than 30 April 2009.