Appendix D: Work Health and Safety Report 2016-17Download section
The CEFC is a ‘public authority’ under the Work Health and Safety Act 2011 (Cth) and is required to report annually according to the particulars of Schedule 2 Part 4, section 4.
Health, safety and welfare initiatives
The CEFC is committed to the safety and health of its staff and acknowledges its responsibilities under the WHS Act and the National Employment Standards. These standards cover standard hours of work, reasonable additional hours, flexible working arrangements, the provision of personal/carers leave and compassionate leave. The standards underpin the CEFC’s commitment to providing safe working hours and adopting a holistic view of staff health and welfare.
A respectful workplace
The CEFC is committed to providing a positive, respectful and supportive work environment free from inappropriate workplace behaviour. The highest standards of conduct and ethical behaviour are essential to create a work environment which enables CEFC employees to contribute to the success of the organisation and their own career development, as well as promoting the integrity and accountability of the Commonwealth public sector. The CEFC does not tolerate under any circumstances:
- Bullying or victimisation
- Harassment of any kind
- Smoking, intoxication and prohibited drugs
- Unsafe work practices
New employees are provided with the CEFC Employee Handbook, which clearly describes the CEFC approach to these issues. The handbook includes links to all CEFC policies, including the CEFC Code of Conduct and Ethics, Workplace Bullying, Discrimination and Harassment Policy, EEO Policy and WHS Policy. Employees are required to acknowledge their understanding of and confirm they will behave in accordance with these fundamental policies
All new employees also complete comprehensive induction training in workplace behaviour, including the CEFC Code of Conduct and Ethics, equal employment opportunity and discrimination, bullying and workplace violence, and WHS.
All CEFC employees undertake mandatory annual refresher training in the CEFC Code of Conduct and Ethics, discrimination and equal employment opportunity, bullying and workplace violence, and WHS.
CEFC contractors and consultants must comply with all workplace laws and ensure that their subcontractors are also in compliance. The CEFC’s standard agreements with our contractor suppliers contain clauses requiring compliance with workplace laws.
Public interest disclosure
The CEFC operates under the public interest disclosure scheme established by the Public Interest Disclosure Act 2013 (PID Act). This establishes a whistleblower protection scheme for Commonwealth Government employees, contractors and the employees of contractors who report wrongdoing within the Commonwealth public sector and Commonwealth entities.
Where the nature of a disclosure, or potential disclosure, suggests that an individual grievance or workplace conflict could be reasonably construed as a matter more broadly representative of a larger or systemic issue (e.g. bullying or harassment matters that may be representative of a culture of bullying or harassment), further investigation under the PID Act may be appropriate.
The Board is responsible for CEFC compliance with duties under statute and at law relating to WHS. The Board framework for managing WHS compliance includes:
- Continuing to exercise a risk appetite and maintaining a Risk Management Framework
- Maintaining Corporate Policies and Procedures.
During 2016-17, the CEFC had up to six emergency wardens in the Sydney and Brisbane offices. These emergency wardens have conducted emergency response and evacuation training in accordance with requirements under NSW and Queensland law. In Melbourne, offices are shared with ARENA, which provides resourcing for emergency wardens.
The CEFC also has six certified First Aid Officers, who complete annual certification in accordance with best practice. Details of emergency evacuation procedures, emergency wardens and first aid officers are provided to all CEFC employees, and are displayed in all meeting rooms, kitchen/ lunch areas and adjacent to exit doors. In addition, first aid procedures and first aid equipment are available to all employees.
Wellbeing in the workplace
The CEFC encourages employees to participate in healthy exercise. CEFC premises provide locker, shower and change facilities for employees wanting to exercise around their work commitments.
The CEFC encourages employees to participate in wellbeing activities, and provides corporate sponsorship for employees to enter corporate fitness challenges and events including National Ride2Work Day and various runs/walks throughout the year, such as the annual
JP Morgan fun run.
CEFC premises include security for employees, being located in secure buildings with restricted security pass access to the offices, and to the building generally at nights and weekends. Workstation design and facilities all exhibit modern safety features, such as adjustable seats and computer monitor arms. Employees are provided with additional equipment as required, including foot-stands, wrist supports and variable-height desks, and are reminded to undertake ergonomic self-assessments.
The CEFC has a long-standing relationship with Drake WorkWise for the provision of a confidential, employer-funded Employee Assistance Program (EAP) for use by employees and their families. The Board, Executive and staff are unified in their commitment to provide a caring environment that reflects CEFC values. The provision of a confidential EAP helps us achieve this goal.
The CEFC is a supporter of R U OK? Day, which falls in September each year. The initiative reminds people to ask family, friends and colleagues ‘RU OK?’, in a meaningful way, in order to create connections with people who might be facing difficulties.
The CEFC provides annual ‘flu vaccinations to support employees maintain their health and wellbeing.
Health and safety outcomes
The CEFC is required to report on health and safety outcomes (including the impact of injury rates of workers) achieved as a result of initiatives mentioned here. During the reporting period, the CEFC had one workplace injury, a trip/fall, for the reporting period. Two employees also submitted incident reports for falls sustained on footpaths outside work premises.
There were no notifiable incidents (i.e. deaths, serious injury or illness and dangerous incidents) for the reporting period.
The CEFC must report any investigations conducted during the year that relate to businesses or undertakings conducted by the entity, including details of all notices given to the entity during the year under Part 10 of the WHS Act.
The CEFC has not received any notices, conducted any investigations, nor been investigated under the relevant provisions over the financial year and is a Nil report for all particulars.
Other matters under JCPAA guidelines
Under the WHS Act, the CEFC is required to report on other matters as required by guidelines approved on behalf of the Australian Parliament by the Joint Committee of Public Accounts and Audit (JCPAA). At the end of the reporting period, the JCPAA had not specified additional requirements for the CEFC under this provision.