Emergencies Policy

Personal Protective Equipment

Discrimination/Harassment

Bullying

Noise Policy

Occupational Health and Safety

Return to Work

Drugs & Alcohol

Non-Smoking Policy

Environmental Policy


Occupational Health and Safety Policy

Nickaz Construction Pty Ltd recognises and acknowledges its obligations to take all practicable action to protect the Health and Safety of its employees, customers and visitors.

It is the policy of Nickaz Construction Pty Ltd to ensure that, so far as it is reasonably practicable, all employees, customers and visitors remain free from injury and risks to health whilst on the premises.

Nickaz Construction Pty Ltd is committed to ensuring that work practices and procedures adopted throughout Nickaz Construction Pty Ltd fulfil legislative Occupational Health, Safety and Welfare requirements. We aim to provide the necessary safety, training, rehabilitation program and resources to ensure provision of a safe workplace and to promote OH&S awareness throughout Nickaz Construction Pty Ltd.

Management and employees shall consult and cooperate to ensure all practical measures are taken to maintain a safe and healthy working environment. Such consultation shall conform with this Policy, the OH&S Act 2000 and Regulation 2001.

As well as being beneficial to their own interests, management and employees have a legal obligation to ensure that health and safety provisions are implemented in a timely fashion and are effective.

All managers and employees shall comply with the following policy requirements:

a)    Managers shall at all times ensure that all persons for whom they are responsible, work in a safe manner and that work is undertaken in a safe environment.
b)    All employees shall be actively involved in the OH&S program to minimise risks and to provide input into the development of safe work procedures.
c)    In the event of an accident, injury, damage or near-miss incident occurring, full details of the incident shall be immediately reported to the Managing Director, who shall comprehensively investigate the incident and implement or recommend appropriate action to avoid any recurrence.
d)    All employees have access to effective health and rehabilitation services.
e)    All personnel shall receive appropriate and adequate training to enable them to carry out their work safely, without risk to themselves or to others at the workplace.
f)    All work operations shall comply with both the written and implied intention of all applicable Occupational Health, Safety and Welfare Legislation.
g)    Employees shall take reasonable care to protect their own health and safety by complying with endorsed safe work procedures and other OH&S requirements.
h)    Employees shall do their utmost to ensure that the health and safety of other persons is not compromised through any act or omission on their behalf.
i)    Employees shall cooperate with reasonable instructions issued for the protection of their personal health and safety, and for the health and safety of others at the workplace.
j)    The success of this policy is dependent upon the commitment and involvement of all personnel


Return to Work Policy

Under occupational health and safety and workers compensation legislation an employer is required to establish a workplace return to work program that is consistent with the insurers injury management program to assist injured workers return to work.

Occupational rehabilitation aims to provide an early and safe return to work for workers suffering from work related injury or illness by using the workplace itself as a vital part of the rehabilitation process.

Nickaz Construction Pty Ltd’s Commitment
Nickaz Construction Pty Ltd is committed to the prevention of illness and injury by providing a safe and healthy working environment.

Nickaz Construction Pty Ltd is committed to the rehabilitation of injured workers. The company aims to manage the process of rehabilitation in the workplace to ensure that all injured workers have the opportunity to recover and return to work by:

  • Ensuring that a return to work as soon as possible is a normal practice and expectation;
  • Ensuring early access to rehabilitation services, eg accredited rehabilitation providers [or similar professionals] for all who need them;
  • Providing suitable duties for an injured worker as an integral part of the rehabilitation process;
  • Consulting with workers and where applicable any industrial union representing them to ensure that the rehabilitation program operates smoothly and effectively;
  • Informing workers of their rights in relation to a workers compensation claim including the choice of doctor and accredited rehabilitation provider;
  • Providing access to interpreter services;
  • Ensuring that participation in a return to work plan will not of itself prejudice an injured worker;
  • Ensuring no dismissal within the legislatively prohibited period of the injury occurring, solely or principally because of that injury.

Drugs & Alcohol Policy

Nickaz Construction Pty Ltd provides a work environment which aims to ensure the health, safety, respect and productivity of all employees.

The use of drugs and alcohol may impair an individual’s capacity to perform their job safely, efficiently and with respect for work colleagues and customers.

The use of such substances may result in the risk of injury or a threat to the wellbeing of the impaired employee, other employees, customers, or any other parties.

Policy

The policy is that no employee is to commence work, or return to work while under the influence of alcohol or drugs.

The purpose of this policy is to maintain a work environment free from the effects of the use of alcohol and drugs. The consequences of breaching this policy are detailed in Nickaz Construction Pty Ltd’s Disqualifying Procedures.


Non-Smoking Policy

Policy

Nickaz Construction Pty Ltd aims to provide its employees with a healthy work environment. Smoking in the workplace is a recognised health hazard and as such is not permitted in any company office, manufacturing area, company vehicle, or other area designated as non smoking.

Employees who smoke outside the premises should not do so near the main entrance to the building. They should also ensure that they dispose of cigarette butts and other litter carefully.

Smoking breaks

Smoking breaks may only be taken during designated break times (ie morning tea, afternoon tea and lunchtime).


Environmental Policy

Nickaz Construction Pty Ltd believes that effective environmental control is an integral part of well-managed operations.  We commit to continual improvement in our performance, the prevention of pollution and the protection of the health and safety of our employees.

To achieve these goals Nickaz Construction Pty Ltd will:-

  • Comply with the legal requirements for the protection of the environment.
  • Develop and implement an environmental management plan incorporating the goals of this policy.
  • Take action to address potentially adverse environmental impacts resulting from our activities such as discharges to waters, energy use, erosion and sedimentation and disposal of wastes.
  • Openly communicate our environmental policy to employees, contractors and the public.
  • Assess the effectiveness of the Environmental Management Plan through a review and continual improvement process.
  • Foster an environmentally responsible attitude within our organization by providing appropriate training and competency assessments.

Accountability for the application of this policy rests with the Managing Director and all employees sharing environmental management responsibilities.

All personnel on any worksite of Nickaz Construction Pty Ltd are issued with a copy of this policy and are responsible for the implementation of this policy.  Nickaz Construction Pty Ltd will commit the human, financial and physical resources necessary to meet these policy objectives.


Emergencies Policy

While Nickaz Construction Pty Ltd shall take all reasonably practicable steps to minimise the risks of accident (particularly fire and other situations where there may be significant risks to personnel and property), it is acknowledged that, despite the measures taken, it cannot be assumed that a major incident shall never occur. In consideration of this circumstance,  Nickaz Construction Pty Ltd’s primary objective is to provide a practised, swift and effective response to any emergency situation.


Personal Protective Equipment Policy

Nickaz Construction Pty Ltd is committed to the health and safety of its employees and will provide all necessary Personal Protective Equipment (PPE) in accordance to the following policy:

  • Eye Protection – Ensure eye protection meets the Australian Standard and is suitable for protection against the specific risk.
  • Hearing Protection – Must be matched to the nose so they are effective.
  • Hands and Arms Protection – Use PVC gloves when handling chemicals. Leather gloves are suitable for heat, cold and rough or sharp surfaces. Disposable latex gloves are ideal for food handling, minor cleaning jobs and prevention of infection.
  • Feet and Legs Protection – Footwear must have suitable sole pattern to resist slipping. Where chemical spills could occur or in wet conditions, boots with PVC soles should be worn. Avoid high healed shoes or open sandals.
  • Body Protection – Clothing worn in the workplace must provide suitable and adequate protection against injury, infections, disease, burns, UV radiation and contamination.
  • Breathing Protection – Equipment must give adequate protection for the specific material and its concentration. Cartridges have a limited life whether used or not.

Discrimination & Harassment Policy

Nickaz Construction Pty Ltd has a legal responsibility to take reasonable steps to prevent discrimination and harassment from occurring in the workplace.  This involves educating employees about discrimination and harassment, putting in place this policy, implementing grievance procedures and ensuring compliance by all employees.  This policy is aimed at ensuring that employees are not subjected to any unwanted workplace discrimination or harassment.  Discrimination and harassment in the workplace decreases productivity, increases absenteeism, and is also against the law.  For these reasons discrimination and harassment will not be tolerated at Nickaz Construction Pty Ltd.

If you make a complaint of workplace discrimination or harassment it will be taken very seriously and will be dealt with sympathetically and in a confidential manner.  The complaint will be investigated and, if found to be proved, appropriate warnings or other disciplinary action will be taken against the discriminator/harasser.  In serious cases the discriminator/harasser may be dismissed.  You will not be victimised or treated unfairly for making a complaint.

If you are not satisfied with the way in which the company has dealt with your complaint, you can seek further advice from an outside agency such as the Human Rights and Equal Opportunity Commission or the NSW Anti-Discrimination Board.

What is Discrimination?

Discrimination occurs when a person or group of people are treated less favourably because of a particular characteristic than another person or group of people would be treated in the same or similar circumstances.  Discrimination can occur at all stages of the employment relationship.  The types of discrimination that can occur include those based on the grounds of gender, marital status, sexual preference, transgender identity, race, social origin, colour, nationality, age, political opinion, religion, impairment, mental disability, physical disability, psychiatric disability, intellectual disability, criminal record, medical record, trade union activity.

What is Harassment?

The most common form of workplace harassment is sexual harassment.  Sexual harassment is behaviour of a sexual nature that is unwelcome and has the effect of offending, intimidating or humiliating the person being harassed.  Workplace harassment can also be based on other grounds such as race, disability, age, pregnancy, marital status, homosexuality, transgender, or HIV/AIDS status.  There is no requirement that the discriminator/harasser intend to offend or harm in order for it to be unlawful. 

Discrimination and harassment includes, but is not limited to: racist jokes, verbal abuse or derogatory comments based on race, derogatory comments based on pregnancy, homophobic abuse and/or material displayed on the notice board, verbal or written abuse directed at a transgender person, making jokes at the expense of a person with a disability, abuse based on a person’s age, uninvited physical contact or gestures, leering, wolf whistles, obscene gestures, touching a person in a sexual way, unwanted confidences about a person’s sex life or lack thereof, unwelcome requests for sex, persistent requests for a night out where these are rejected, sexual comments, jokes or innuendo, intrusive questions or insinuations about a person’s private life, displaying offensive or pornographic materials in the workplace, gender based insults or taunts and behaviour which is also a criminal offence e.g. physical assault, indecent exposure, sexual assault, stalking, obscene communications by phone, letters or e-mail.

If you believe that you are being discriminated against or harassed you should:

  • Tell the person that their behaviour is unacceptable, and that it must stop.  It is important to say these things to the discriminator/harasser otherwise they may interpret your silence as consent.  If you would feel too uncomfortable saying these things to the discriminator/harasser, this will not mean that you don’t have a valid claim;
  • Report the behaviour or incident to your supervisor or manager;
  • If the alleged perpetrator is a manager then report the manager to a senior manager.
  • Keep your complaint confidential - this will avoid idle gossip and the possibility of defamation proceedings against you or the company.

Bullying Policy Statement

Nickaz Construction Pty Ltd is committed to providing all employees with a healthy and safe work environment free from bullying.

Bullying is repeated unreasonable behaviour directed toward an employee, or group of employees, that creates a risk to health and safety.  Examples of behaviour that could be bullying include:

  • Excluding someone from workplace activities;
  • Giving someone the majority of unpleasant tasks;
  • Verbal abuse;
  • Humiliating someone through sarcasm or insults;
  • Intimidation;
  • Behaviour or language that frightens, humiliates, belittles or degrades, including criticism that is delivered with much yelling and screaming;
  • Inappropriate comments about a person’s appearance, lifestyle, or their family;
  • Teasing or regularly making someone the brunt of pranks or practical jokes.

Nickaz Construction Pty Ltd expects all employees to behave in a professional manner and to treat each other with dignity and respect when they are at work.  Managers and supervisors have a responsibility for ensuring that employees are not bullied.  We encourage all employees who experience or witness bullying to report it. 

Nickaz Construction Pty Ltd has a legal responsibility to take reasonable steps to prevent bullying from occurring in the workplace.  This involves educating employees about bullying, putting in place this policy, implementing grievance procedures and ensuring compliance by all employees.  If you make a complaint of bullying it will be taken very seriously and will be dealt with sympathetically and in a confidential manner.  The complaint will be investigated and, if found to be proved, appropriate warnings or other disciplinary action will be taken against the bully.  In serious cases the bully may be dismissed.  You will not be victimised or treated unfairly for making a complaint.  The reporting and investigation procedures for dealing with bullying are set out in the Receiving a Complaint Procedure. 

If you are not satisfied with the way in which the company has dealt with your complaint, you can seek further advice from an outside agency such as WorkCover NSW.

If you believe that you are being bullied you should:

  • Tell the person that their behaviour is unacceptable, and that it must stop.  It is important to say these things to the bully otherwise they may interpret your silence as consent.  If you would feel too uncomfortable saying these things to the bully, this will not mean that you don’t have a valid claim;
  • Report the behaviour or incident to your supervisor or manager;
  • If the alleged bully is a manager then report the manager to a senior manager.
  • Keep your complaint confidential - this will avoid idle gossip and the possibility of defamation proceedings against you or the company.

Noise Policy

Organisation commitment

Nickaz Construction Pty Ltd is committed to providing a safe place, and safe systems, of work at, and within, all parts of the workplace. In particular, Nickaz Construction Pty Ltd is determined to protect people from sustaining noise induced hearing loss (NIHL), which is an entirely preventable disease, which may otherwise result from noise exposure levels created by this Nickaz Construction Pty Ltd’s operations

Resources

The necessary resources (people, facilities and equipment) will be made available, in relation to noise hazards, to:

  • comply with all relevant legislation
  • ensure the health and safety of employees and others.

Noise control management priorities

As priorities, this organisation will ensure that:

  • all noise sources at its workplaces are identified
  • in consultation with employees, risk management processes are undertaken to ensure that people are not exposed to levels of noise which pose any risk to people’s health
  • appropriate records relating to risk management for noise are kept and maintained
  • training in hearing conservation is given to every person who:
     
    • performs work in a zone where, by objective measurement, a risk of sustaining any hearing damage has been identified

    • designs and lays out the workplace (including those who plan and implement modifications to any workplace)

    • manages and/or supervises people working in or near noisy areas (including any contractors)

    • maintains equipment used for reducing (attenuating) noise
    • purchases, distributes, fits, wears and/or maintains personal protective equipment used to protect people’s hearing.

Manager and supervisor commitment

Managers and supervisors at all levels are responsible, within the scope of their authority, for ensuring that:

  • carrying out their duties in relation to the operation and maintenance of plant and equipment which may generate noise, in a manner which does not adversely affect their own health or safety, or that of others in the workplace
  • cooperating with measures introduced in the interests of workplace health and safety related to the protection and preservation of hearing, particularly by wearing the designated hearing protectors when entering or remaining within areas at the workplace which have been declared as hearing protector zones
  • taking prompt action to secure or isolate any hazardous situation relating to the protection of peoples’ hearing, which comes to their notice, and which is within their capacity to safely remedy in order to protect others in the workplace
  • immediately reporting to their supervisor all matters which may affect health and safety due to damaging noise levels.

Workplace health and safety committee commitment

In relation to noise hazards in the workplace, the health and safety committee will:

  • assist in implementing the objectives of this policy
  • facilitate consultation on health and safety issues
  • encourage cooperation on health and safety issues
  • immediately report to management any issues which may affect workplace health and safety
  • participate and cooperate in workplace investigations into accidents, incidents, near misses and injuries or ill-health with the objective of establishing whether the systems and procedures adopted for protection of hearing:
     
    • were adequate as regards health and safety
    • should be modified or improved as an outcome of the investigation.