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Issue Resolution
– Safety issues other than injury/return to work matters
Occupational Health and Safety (Issue Resolution) Regulations and Guides throughout Australia require that employer
and employee representatives must attempt to resolve OHS issues through a prescribed procedure, unless they have
agreed to another procedure.
The following issue resolution procedure is the one that has been agreed upon by management and employees.
The objective of the agreed procedures is for the most speedy and effective resolution of all OHS issues, as and when
they arise. It is the responsibility of management to resolve issues in their workplace.
Procedure
Step 1 -
Problem or Issue
Where an employee identifies an OHS problem or issue they should raise it with their immediate supervisor, preferably
in writing and list it on the Hazard Register if it bears a direct relationship to safety in the workplace.
The employee or supervisor should inform both the management and the OHS representative of the actions.
Step 2 -
Actioning the problem/issue
The problem/issue should be dealt with as soon as possible after being reported.
If it cannot be rectified immediately then a solution should be implemented as soon as practicable. At a minimum,
interim measures should be put in place to prevent any adverse consequences until such time the issue can be
satisfactorily resolved.
It should be noted that in deciding the extent of concern a specialist might need to be engaged for advice, (eg hygienist
for air monitoring).
Step 3 -
Unsatisfactory Response
Where a problem has not been satisfactorily resolved and may be life threatening the OHS employee or management
representative may stop the work being carried out until further discussions are undertaken and the problem resolved.
Step 4-
Dispute
If no further action occurs, then the employee or OHS Representative may consider the situation in dispute make
contact with a Workcover Inspector. The Inspector may direct that the problem be addressed by issuing an
Improvement Notice or Prohibition Notice.
Step 5 -
Action as Directed
The issue should be communicated to the company Director who will decide on the extent of advice to other designated
work groups. This communication should be formal and in writing.
Step 6 -
Outcome
Solution should be monitored for effectiveness and recorded as well as being passed on to relevant employees for their
information. All actions and outcomes must be recorded.
Signed: ………………………………
Position:
Director
Date:…………………………………