The West Australian Nursing Agency provides a clearly documented policy statement to all staff regarding OSH matters. This ensures that all employees are fully aware of their responsibilities in maintaining a safe and practical working environment, wherever they are employed at any one time.

The West Australian Nursing Agency OSH policy shows a commitment to provide for the health and well being of all employees within a safe working environment, thereby minimising the risk for potential occupational hazards.

In order for the West Australian Nursing Agency to provide this undertaking we recognise that cooperation must exist between both clients, the agency and the agency staff to maintain a safe workplace.

West Australia Nursing Agency provides comprehensive workers’ compensation, public liability and professional indemnity insurance for all staff during their employment. Certificate of Currencies are available on request.

The Occupational Safety and Health Act

The Occupational Safety & Health Act is a Law that was introduced in Western Australia in 1984 by the Government, Employers and Unions to improve the health and safety of workers and the community. This law puts the onus of responsibility on the Employer, Employees, Contractors, Manufacturers and Suppliers and must be upheld by all. This responsibility is called the Duty of Care.

Policy Statement

The West Australian Nursing Agency, hereafter known as WANA, has a clear, concise written policy statement regarding Occupational Health and Safety matters to ensure that all levels of Management and Employees employed at WANA, or contracted to Host Employers, understand their responsibilities under the OSH Act 1984. The policy includes explicit management objectives and the legislative obligations upon all persons employed at the workplace or with Host Employers. The Occupational Health and Safety Policy (OHS) will be displayed within the WANA workplace. The contents of the OHS Policy will be presented and explained to all Employees at interview and prior to working with WANA in any capacity.

Duty of Care of Employees

Employees shall take reasonable care for their own health and safety at work and avoid harming the Health and Safety of other people. This will be achieved by:

• Following health and safety instructions
  
• Using personal protective clothing and equipment
  
• Taking good care of equipment
  
• Reporting hazards
  
• Reporting work related injuries or harm to health
  
• Cooperating with employers

HAZARD AND RISK MANAGEMENT

To achieve a Safe and Healthy work environment as stated in the OSH Act 1984, hazards must be identified and either eliminated or modified as far as is practicable. A hazard management system shall be in place to ensure all hazards are reported, documented and rectified.

What is a Hazard?

A hazard means anything that may result in injury or harm to the health of a person.

What is a Workplace Risk?

A workplace risk is the likelihood of injury or disease occurring as a result of a hazard.

Who is Responsible For Hazards?

The Employer has a Duty of Care under the OSH Act to Identify, Assess and Control, as far as is practicable, anything in the workplace that may cause injury or harm to the health of Employees, Contractors or Customers. Employees have a Duty of Care to report hazards immediately if they are unable to rectify, and to cooperate with management in maintenance of a safe work environment.

Types of Hazards

Hazard Reporting Procedure

• When a WANA Employee identifies a major Hazard when working for Host Employers he/she will:
• Report the hazard to the Host Employer immediately
  
• Document details in the Hazard Report (ask Supervisor for a Report Form)
  
• Describe the hazard and its location, the date and name of person who identified it
  
• Assess the hazards potential for injury or damage
  
• Send the hazard report to the immediate supervisor in the workplace to approve or take action to rectify as necessary
  
• Employees will report to WANA if no action is taken, and they feel at risk
  
• A Director at WANA will liaise with the Host Employer in an effort to rectify the hazard and will inform the Employee of the outcome
  

What are OSH Issues Or Grievances?

OHS issues or grievances are quite separate from general industrial issues. Employees with a concern about inappropriate equipment, furniture or an unsafe work practice have an OHS issue or grievance.

Employees Right to Cease Work

The Occupational Safety and Health Act recognises the Employee’s right to cease, or refuse work which is unsafe.
If an Employee has reasonable grounds to believe that there exists a risk of imminent and serious harm to health he/she will:

• Notify the workplace Supervisor i.e. the Host Employer immediately
  
• Notify WANA Consultant of the risk
  
• Remain in the workplace in a safe area, unless advised by the Host Employer or WANA
  
• Undertake other suitable alternative duties if available while the OHS issue is being resolved

FIRE AND EMERGENCY

The Safety of all patients, Employees and visitors, in the case of fire or emergency, is of the utmost importance. It is vital that all Employees are aware of the Fire and Emergency Procedure in the Facility that they are working in, where equipment is kept and how to use it. Before commencing work in any Health Facility the Employee must ask the workplace RN/Supervisor for the Fire Evacuation Procedure and position of Fire Exits. A fire or emergency can happen at any time and all WANA Employees must be prepared to carry out the appropriate procedure for the Facility they are working in.

Fire Safety

In the event of a fire remember the RACE drill. Your first response will be:

• Remove all non-essential personnel from immediate danger
  
• Alarm Fire Brigade/Switchboard and nearby staff
  
• Contain fire and smoke by closing doors and windows if practicable
  
• Extinguish fire but do not take unnecessary risks

Stages Of Evacuation

1. Remove from immediate danger
   
2. Remove to a safe area
   
3. Complete evacuation of a building

Order Of Evacuation

1. Ambulatory patients
   
2. Semi ambulant patient
   
3. Non ambulant patients

The above advice is for general guidance. WANA Employees will follow the Fire and Emergency Procedures of the Health Facility they are working in.

INFECTION CONTROL

Infection Control Policy

WANA is committed to ensuring that their Employees are not exposed to infectious hazards while working in Health facilities and will endeavour to consult and cooperate with Host Employers, as far as practicable. Where it is not possible to avoid infectious hazards, as in the case of Biological hazards, the Host Employer has a responsibility to provide personal protective clothing or equipment.

At WANA we acknowledge that personal protective clothing or equipment (PPCE) must only be used in circumstances where other methods of control are not practicable. All Employees will be trained in the correct fitting, use, maintenance, and storage of the equipment.

All Employees working with WANA will have MRSA clearance if they have worked in, or been a patient in a Health Facility outside WA or overseas in the past year.

Standard Infection Control Precautions

Standard Precautions are applied to all Health Facilities and are used to protect the patients, Employees and Visitors from infection. Standard precautions include the following:

• Hand Washing: Routine hand washing is a basic infection control measure, and is the single most important means of controlling infection. Hands must be washed before and after contact with each patient. Hands must be washed even if gloves are worn.
  
• Cuts Or Breaks On Exposed Skin Surfaces: All cuts or skin breaks must be covered with water-resistant dressing. The dressing must be changed as necessary or when the dressing becomes soiled. Employees who have a skin problem such as weeping lesions or dermatitis, must seek medical advice and treatment immediately.
  
• Sharp Object Disposal: Employees must protect themselves and their coworkers by immediately disposing of all contaminated sharps such as needles. Discard them immediately into the puncture resistant sharps collectors. Needles must not be recapped before discarding.
• Needlestick, Sharps, Blood or Body Fluids Exposures (Biohazard Exposures): Report all biohazard exposures immediately to the Registered Nurse and WANA.

Always phone WANA if you are unsure or concerned regarding Health and Safety issues.

MANUAL HANDLING

What is Manual Handling?

The Manual Handling Code of Practice defines manual handling as “any activity requiring the use of force exerted by a person to lift, lower, push, pull, carry or otherwise move, hold or restrain a person, animal or thing”. Manual handling applies to a wide range of everyday activities that occur in any workplace. The Manual Handling Code of Practice is an advisory document that provides practical assistance on Identification, Assessment and Control of manual handling risks. This Code of Practice guides both Employers and Employees to comply with the OSH Act as it relates to manual handling.

Management Commitment

Management at WANA is committed to providing safe systems of work as required by the OSH Act and to this end will ensure that all Employees undertake manual handling training prior to commencement of work and annually thereafter. Management will endeavour to work with Employees and Host Employers to ensure that manual handling risks are eliminated through IDENTIFICATION, ASSESSMENT AND CONTROL of risk as far as is practicable.

Manual Handling Policy

WANA aims to minimise the incidence and severity of manual handling injuries in the workplace through a program of Identification, Assessment and Control based on the requirements of the Western Australian Manual Handling Code of Practice and the Occupational Safety and Health Regulations 1996 both published by WorkSafe WA Commission

WANA is committed to the Health and Safety of all Employees within their control, and will endeavour, so far as is practicable, to ensure they are not exposed to workplace hazards that have the potential to cause manual handling injuries.

WANA has a Health & Safety Policy which identifies its statutory responsibilities to ensure its Employees are provided with adequate training, information and instruction to undertake their work tasks in a safe manner.

Employee Responsibilities

Employees have a responsibility under the Occupational Safety & Health Act 1984, to follow the Health and Safety instructions of the Employer at the workplace to avoid endangering their own, and others, Health and Safety. To achieve this Employees shall:

• Inform their Manager or Supervisor first, about any problems they have with tasks involving manual handling, repetition, force or awkward postures. OHS Reps must be informed of risks to Health and Safety if they are in the workplace.
  
• Cooperate with management to make changes to reduce, and where possible, eliminate Health and Safety risks associated with their job
  
• Take part in manual handling training provided by the Employer
  
• Use training received, including mechanical aids and devices, to work safely
  
• Report all identified hazards or risks to their Supervisor, using the Hazard Report

PROCEDURE FOR REPORTING WORK RELATED INJURIES

Employees who sustain a work related injury while working in any facility for WANA will:

• Stop work immediately and call for assistance, if necessary
  
• Report the injury or illness to the immediate workplace Supervisor in the Health Facility
  
• Get First Aid treatment if necessary
  
• Ensure the workplace Supervisor documents details of the injury
  
• Phone WANA on 9382 2888 and report the injury
  
• Request a copy of the injury report from the Supervisor at the Health Facility

WHAT ARE THE ADVANTAGES OF EARLY REPORTING?

Injured Employees will get:

• Prompt medical treatment if necessary
  
• Avoid aggravation of the injury
  
• Compensation Claims processed quickly
  
• The hazard that caused or contributed to the Injury/Illness rectified to prevent further Injuries/Illness

*** West Australian Nursing Agency is a preferred supplier to all WA Government Healthcare Facilities and
Australian Defence Force (ADF), and is a South Australian Health Services panel member ***

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