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BSBWHS521 – Ensure A Safe Workplace for A Work Area Assessment
You are the Team Manager at your company and you are responsible to establish, maintain and evaluate an organisation’s work health and safety (WHS) policies, procedures and programs in a work area to ensure a safe workplace, according to WHS legislative requirements.
Your responsibilities include the following responsibilities:
- Establish a WHS management system in a work area implementing, adapting and adopting WHS policies to ensure the company is committed to WHS and complying with WHS laws, identifying duty holders and defining responsibilities for all personnel.
- Identify and approve financial and human resources required by the WHS management system (WHSMS) according to organisational procedures.
- Establish, implement, maintain and evaluate effective and compliant participation arrangements for managing WHS including identifying duty holders, identifying and approving the required resources and developing and implementing a training program.
- Work with required personnel to set up and maintain consultative arrangements according to required WHS laws.
- Resolve issues raised through participation and consultation arrangements according to required WHS laws and organisational protocols.
- Provide information about consultation and participation outcomes to required personnel according to organisational policies and procedures.
- Develop procedures for ongoing hazard identification, and assessment and control of associated risks.
- Include hazard identification at the planning, design and evaluation stages of any workplace change to ensure that new hazards are not created by proposed changes and existing hazards are controlled.
- Develop and maintain procedures for selecting and implementing risk controls according to the hierarchy of control measures and WHS legislative requirements.
- Identify inadequacies in existing risk controls according to the hierarchy of control measures and WHS legislative requirements, and promptly provide resources to enable implementation of new measures.
- Identify requirements for expert WHS advice, and request this advice as required, according to organisational procedures.
- Develop and provide a WHS induction and training program for required personnel in a work area as part of organisation’s training program.
- Use a system for WHS recordkeeping to allow identification of patterns of occupational injury and disease in the organisation, and to maintain a record of WHS decisions made, including reasons for decisions.
- Measure and evaluate the WHSMS according to organisation’s quality systems framework.
- Develop and implement improvements to WHSMS to achieve organisational WHS objectives according to organisational procedures.
- Ensure compliance with WHS legislative framework to achieve, as a minimum, WHS legal requirements.
BSBWHS521 – Ensure A Safe Workplace for A Work Area Assessment
You may be required to do further research to answer the questions. Research answers online or using the Leadership and Management books available at Meridian Vocational College. This assessment is in digital format.
PART 1: Introduction into the organisation
You are required to gather information the following information about an organisation/business you are familiar with: Use the template provided below.
Information about the company:
|Name of the company|
|Industry in which the company operates|
|Address and contact details of the company|
|Brief overview of the company and your responsibilities|
|A company chart showing key departments and positions|
|Departmental chart showing key positions and team details|
BSB 51918 – Diploma of Leadership and Management Assessment Answers
PART 2: Theoretical Concepts
You are required to answer the following questions.
|1. List and explain 6 principles involved in putting together a Workplace Health and Safety system.|
2. To establish a WHS management system in your workplace you need to find, adopt and communicate WHS policies to your staff to show the commitment your organisation has to WHS laws and regulations. You are required to answer the following questions based on your experience in the organisation you are familiar with in Part 1.
You answer must be 50 – 75 words long for each question.
|1. Where would you find your organisations WHS policies?|
|2. How would you adopt your WHS policies to comply with WHS laws?|
|3. How are WHS policies communicated in your workplace?|
|4. Who are the duty holders of all WHS policies in your organisation?|
|5. List the responsibilities of all workplace personnel regarding WHS policies.||Employers||
|6. List 3 human resources required by the WHS management systems||1|
|7. What financial resources are required by the WHS management system?|
|8. Who is responsible for the approval these resources?|
|9. What procedures would you follow when you want to change WHS policies in your organisation?|
|10. How does you organisation record all relevant documentation for WHS decisions that have been made?|
|3. List the 7 steps for the process of developing an effective WHS management plan.|
|4. Research and explain the hierarchy of risk control and how this will is applied in the workplace. Your answer must be 100 words in length.|
|5. As a manager you need to be aware of WHS legislative and reporting requirements. Answer the questions below to confirm your understanding. Your answer must be 500 words.|
|List 2 relevant WHS acts, legislation and/or codes of practice. Provide web-link for your answer|
|What is the aim of these WHS laws / legislation?|
|What responsibilities does it place on employers?|
|What responsibilities does it place on employees? List the WHS responsibilities of all staff in implementing and maintaining you policy.|
|How can you ensure that your organisation conforms to the WHS legislation?|
|What WHS reporting is required by law?|
|What information has to be included in reports?|
|6. Explain hazard identification and risk management processes. Complete the table below. Your response must be 150 words in length.|
|Risk Management processes|
PART 3: Organisational Context
Case Study Orange Cellular
It is time for the annual review of the Orange Cellular WHS policies and procedures (see Attached Appendix 1, WHS policies, procedures and protocols). Throughout the year it was noted that while attention has been paid to WHS compliance, in general, there needs to be some improvement to the WHS management system,
As the manager, you have been asked to make the required changes to the current policy and get the staff’s involvement for managing the WHS in the workplace. These changes are required to comply with organisational policies and procedures and WHS laws and legislation. You will need to develop a new WHS policy and procedure for Orange Cellular.
It is vital that you get your staff involved in the management of a Work Health and Safety plan.
Arrange a meeting with your staff, so that you can consult and work together to make improvements to the WHS policies and procedures. Resolve any concerns through participation and report all outcomes of your meeting to all other relevant parties involved, to ensure understanding of the WHS improvements, decided on in your meeting.
1. Arrange a meeting with your staff. Complete the meeting agenda template below. Email the agenda to all participants in your meeting, including your Trainer.
Meeting Agenda template
Do not alter or delete sections from this template.
|Participant full names|
2. Role-play: Research and Develop a new WHS policy and procedure for Orange Cellular, based on the current policy (Appendix 1). You will need to discuss your staff concerns about WHS as well as presenting your newly developed policy to your staff.
You will need to develop a power point presentation for your team for your discussion.
You will need to meet in Boardroom 1 to discuss staff WHS concerns and the new WHS policies and procedures and resolve the concerns raised by the staff members. Your meeting will be assessed according to Observation Checklist 1. (see attached at the end of your assessment)
3. You are required to draw up a minutes of the meeting, on completion of the WHS improvement meeting and distribute copies to all participants in your meeting, include a copy to your Trainer. Use the Meeting Minutes Template below for your answer
Meeting Minutes template
Do not alter or delete sections from this template.
|Start time||Finish time|
|Item Number||Meeting item||Actions to be completed|
|Date of next meeting|
|Actions to be carried out before next meeting|
|Outcomes of the meeting|
4. Write a brief report explaining the outcomes of your meeting. Your response must be 50 words in length.
|5. Identify 3 gaps in the previous Orange Cellular (Appendix 1) WHS management system and suggest an appropriate improvement for each gap.|
|6. Answer the following questions relating to your role as manager and WHS responsibilities:|
|Describe how you will consult with others in the business and with what frequency, to hear their ideas and gain their support for implementation and maintenance of your WHSM system.|
|Describe the process that would be used to resolve any issues that arise from the participative and consultation arrangements that you have in the workplace.|
|How will you provide information about the changes/outcomes of participation and consultation to your staff?|
|What new measures should be implemented to improve these Orange Cellular policies and procedures to improve them?|
|What resources could help with the implementation of the new WHS policies and procedures? List the financial and human resources required for the implementation of the WHS policy and procedures.|
|Who are the duty holders?|
Part 4: Organisational context
Case study PetroChemicals
PetroChemicals is a medium-sized chemical distributor located at the rear of a large metropolitan shopping precinct. PetroChemicals purchase large quantities of cleaning chemicals. These are delivered in 200 litre drums and include solvents, acids and other corrosives, and detergents. These products are decanted by PetroChemicals’ workers into retail size containers (not exceeding 20 litres/ kilograms), re-labelled and shipped in company-badged delivery vehicles to retail outlets throughout the metropolitan area. These products are highly flammable.
Within a 100 metre radius of PetroChemicals, there is a local nursing home that cares for elderly residents with age-related conditions including dementia.
Across the road from the nursing home is a child care centre that provides day care for children under five years of age.
PetroChemicals employs 30 people whose duties include the day-to-day running of the business and decanting of the chemicals into smaller containers. Small spills during the decanting procedures are cleaned up with rags, which are disposed of at the end of the day in the general waste dumpster in the rear yard of the premises. The dumpster is collected by a waste contractor on a weekly basis. Staff members frequently complain about the exposure to corrosive chemicals.
The PetroChemicals building was constructed in 2000 and has been fitted with limited emergency equipment. None of the workers has received any training in safe handling of chemicals or how to cope with emergencies and there is no emergency plan displayed in the workplace.
PetroChemicals is situated on a busy intersection and there have been several significant vehicle accidents in front of the premise.
All empty chemical drums are stored in the rear yard against the back wire-mesh fence. These drums are collected on a monthly basis and as many as 250 drums can be stored there awaiting collection.
Behind the wire-mesh fence is a large open, overgrown paddock with dry grass, which is owned by the local council. The council has advised PetroChemicals that they wish to build a community centre on this site at some time in the near future.
|1. As the new appointed manager at PetroChemicals, you are required to plan and develop procedures that will enable identification, assessment and control of hazards/risks as PetroChemicals does not have effective WHS policies, procedures, protocols or practices.
Use the template below and explain the policies and procedures you have developed.
|1||Procedure for hazard identification|
|2||Assessment of risk|
|3||Control of risk|
|4||How effective are the procedures that you have developed?|
|2. Answer the following questions about PetroChemicals WHS policies and procedures you have developed:|
|1||Why are these new policies and procedures necessary at PetroChemicals?|
|2||How can you avoid new hazards from occurring by your proposed changes to the policy?|
|3||How would you ensure that existing hazards are controlled?|
|4||How would you ensure that the risk/hazard procedures at PetroChemicals will be maintained and meet WHS legislative requirements?|
|5||When might it be useful to employ the services of an expert for advice of the system at PetroChemicals?|
|Why would the advice be useful?|
|What would you expect to gain through their (experts) involvement?|
|6||Why should hazard identification be included for any changes in the workplace?|
|3. Identify and explain the hazards evident in this situation at PetroChemicals.|
|4. Identify the processes which could have pinpointed these hazards and prevented future hazards being caused at PetroChemicals. Your response must be 50 words in length.|
|5. Identify and explain 4 risk controls that PetroChemicals could put in place to minimise the risk.|
|6. Identify what behaviours and problems are contributing to the potential accident situation at PetroChemicals. Your response must be 50 words in length.|
|7. Explain how the behaviours and problems could be addressed at PetroChemicals. Your response must be 50 words in length.|
|8. At what levels within the organisation at PetroChemicals should they be addressed? Identify 2 specific areas.|
|9. Identify who should address these concerns at PetroChemicals? Who holds the duty of care? Your response must be 50 words in length.|
|10. Describe how consultation on WHS/Risk can avoid accidents/problems from occurring or in resolving the situation. Your response must be 50 words in length.|
|11. Which resources could be used to enable the implementation of new measures at PetroChemicals? Your response must be 50 words in length.|
Part 5: Presentation – Training program
1. As there is no current hazard identification training program at PetroChemicals.
You are required to develop an induction and training program for all employees as part of their personal development. You will need to explain the induction and training program to your staff explaining hazard identification processes. Use examples in your presentation.
Use Part 4 Q1 for reference. Include the following in your presentation:
- The scope of the induction and training program
- Definitions: Hazard management, Hazard, Risk, Risk assessment, Control measures , Hierarchy of control and supervision.
- Responsibilities: Workers, Supervisors, Health and Safety Representatives
- Training: Hazard identification, Hazard assessment, hazard reporting and risk control
- When revision of existing process will occur
- Supporting documentation for the training program
Use the template below to develop your induction and training program.
Induction and training program template:
|Scope of the training program|
|Hierarchy of control|
|Responsibilities of the following:||Workers|
2. Role-play: You are required to present your training program to your team using the template above or developing a PowerPoint presentation.
Your presentation should be approximately 20 minutes in length. Your presentation will be assessed according to Observation Checklist 2.
3. Develop a system for WHS record keeping that can help identify patterns of occupational injury or disease/incidents at PetroChemicals. This system should serve to maintain records of WHS decisions that have been made. List the system that can be used below.
4. Explain what possible injuries/diseases staff at PetroChemicals could experience while working for the company. Your response must be 50 words in length.
5. Design a template to document and record the possible injuries/disease you have identified for PetroChemicals in Q4. The template must include WHS decisions and reasoning for the decisions made. (risk register template)
Select 1 injury and record the injury/disease from Q4 on this template. (risk register template)
6. Develop a plan to measure and evaluate the Orange Cellular WHSM system. Outline measurement and evaluation techniques that you would adopt. Refer to Orange Cellular Quality Systems framework included in the Orange Cellular Objectives, WHS Policies and Procedures. (Appendix1)
7. How can a manager plan to make improvements to the WHSMS and implement these improvements according to company policies and procedures?
8. State how you can ensure that your plan is in compliant with WHS laws to meet WHS legal requirements? Your response must be 50 words in length.
Observation Checklist 1 – Case Study Orange Cellular
|Assessment Instrument – Observation/Demonstration of competency|
|RTO Name and Code:||Golden wattle group Pty Ltd T/A Meridian Vocational College 45039, CRICOS 03551M|
|Student Name:||Student ID:|
|Primary Unit to be assessed||BSBWHS521 – Ensure a safe workplace for a work area|
|Date Pre-requisite assessed||____/____/20___ (evidence of competency recorded on file)
Assessors to initiate credit transfer application if required. Competency in the pre-requisite unit must be evident prior to assessing this unit.
Evidence from the following tasks is included in this assessment. The evidence supplied and reviewed has been assessed as meeting all requirements for the unit of competency and Assessment requirements.
Note: All evidence must be supplied and have had a judgement decision of’(S) satisfactory applied, for a final unit outcome of ‘competent’ to also apply.
☐ MVC Theory assessment
☐ SAR (Student assessment record)
☐ AML-C Assessment marking list- Class
|Location of assessment||MVC Training facility- Simulated workplace|
Give BEFORE THE ASSESSMENT
OBSERVATIONS CHECKLIST 1 – Case Study Orange Cellular presentation
|Observation points mapped against the unit of competency being assessed and referenced. PC– Performance criteria|
|Observation 1: Case Study Orange Cellular presentation|
|2. Establish and maintain effective and compliant participation arrangements for managing WHS in a work area||
|Observable tasks: Did student effectively consult all staff to draw up and maintain WHS policies, and resolved issues with all concerned and to disseminate information to all parties to ensure understanding. Observed following:||PC||Task completed correctly||Observation notes
(demonstration by student to ensure consultation was effective)
(demonstration by student explain how WHS are accessible and maintained for managing WHS in the workplace)
|The student has
|Observation points mapped against the unit of competency being assessed and referenced. PC– Performance criteria|
|Observation 2: PetroChemicals induction and training program presentation|
|4 Evaluate and maintain a work area WHS management system (WHSMS)||
Observable tasks: Did the student develop, present an effective WHS induction and training program and explain how to use the record keeping system to maintain records of WHS incidents? Did the student assess the effectiveness of the WHS policies and ensure WHS legislation compliance?
|PC||Task completed correctly||Observation notes
(demonstration by student to ensure communication was effective)
(demonstration by student explaining WHS importance)
(demonstration by student discussing recordkeeping system)
(demonstration by student evaluating effectiveness according to policy)
(demonstration by student explain how WHS policies were improved and will remain compliant)
|The student has
Orange Cellular Objectives, WHS Policies and Procedures
OBJECTIVES, POLICIES AND PROCEDURES
Table of Contents
- Our Vision, Our Mission and Our Values
- Our Objectives
- Our commitments
- Organisational Structure and Management Systems
- Organisational Structure
- Organisational Chart
- WHS Policies
- Tobacco Free Workplace
- Drug Free Workplace
- Cell Phone
- Computer and Internet
- Social Media
- Policy Against Workplace Harassment
- Safety Policies and Procedures
To be the most preferred, high-performance information communication technology service provider of world-class standards.
Orange Cellular management will build on our brand (Line1) and technical reputation to become the market leader in personal and business communications, and unified messaging systems within 10 years.
Line1 is already the most technologically-superior personal communications system in the world.
- To become the market leader in personal communications and messaging products and services within 5 years.
- To become the lowest cost provider and drive an aggressive pricing model through the industry.
- To have the best and most responsive customer service by the end of year 2.
Orange Business Description
Orange Cellular started in 2010 as a telecommunications company. We are based in Australia. And provide a range of services, including voice, messaging and data across mobile and fixed networks.
Orange acquires spectrum and licenses to use radio frequencies that deliver mobile services. Its fixed capabilities include cable, fiber and copper networks to enable television, broadband and voice services. Orange information technology (IT) estate provides its data centres, customer relationship capability, customer billing services and online resources. Orange has a customer base comprising individuals, domestic businesses of all sizes, multinationals and public sector departments, with a range of communications needs. Orange reaches its customers through direct sales teams, indirect partners, and telesales channels.
Orange provides a range of mobile services to its customers, enabling them to call, text, access the Internet, stream music and watch videos. It provides a range of communication services, including mobile, video content, cloud and hosting, and Internet of Things offerings. It provides these services through its network of approximately 100,000 base station sites. Orange provides a range of fixed services in its markets, including voice, broadband and television services to consumers and a range of services to its enterprise customers, including cloud and hosting and Internet Protocol-Virtual Private Network (IP-VPN). It is also engaged in the carrier services business.
Organisational Structure and Management Systems
Senior Manager – Operations
Manager – Staffing and Quality control
Manager – Information technology & Engineering
Manager – Sales
8 Sales staff
Reception & Administration
|Senior Manager – Operations||
Oversees entire operation for efficiency and effectiveness.
Is responsible for the monitoring and analysing the current systems of production or provision to check its effectiveness and developing a strategy for improving if necessary.
Managing day-to-day activities, analysing statistics and reading and writing reports
Establishes strategic goals by gathering pertinent business, financial, service, and operations information; identifying and evaluating trends and options; choosing a course of action; defining objectives; evaluating outcomes.
Liaising with other team members, including interacting with managers of different areas of the organisation, presenting findings to stakeholders and higher management as well as training and supervising new employees and tracking and measuring staff performance.
Other duties and responsibilities include:
Planning and controlling change.
Managing quality assurance programmes.
Researching new technologies and alternative methods of efficiency.
Setting and reviewing budgets and managing cost.
Overseeing inventory, distribution of goods and facility layout
|Manager – Staffing and Quality control||
Manages staff, plans and evaluates department activities. Maintains staff by recruiting, selecting, orienting, and training employees; maintaining a safe, secure, and legal work environment; developing personal growth opportunities.
Accomplishes staff results by communicating job expectations; planning, monitoring, and appraising job results; coaching, counselling, and disciplining employees; developing, coordinating, and enforcing systems, policies, procedures, and productivity standards.
Accomplishes financial objectives by forecasting requirements; preparing an annual budget; scheduling expenditures; analysing variances; initiating corrective actions.
Maintains quality service by enforcing quality and customer service standards; analysing and resolving quality and customer service problems; identifying trends; recommending system improvements.
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.
Contributes to team effort by accomplishing related results as needed.
Ensures products meet acceptable quality standards. Ensures production and manufacturing lines perform efficiently, coordinate employee efforts, and facilitate communications between management and production departments. Ensures improvement of the manufacturing process to ensure higher-quality goods.
|Manager – IT& Engineering||
Uses technical expertise to provide a range of services and engineering solutions revolving around different modes of communication and information transfer, such as wireless telephony services, radio and satellite communications, internet and broadband technologies. All projects must meet all deadlines and well-defined milestones for the delivery of project objectives. Responsible for carrying out feasibility exercises and determining connectivity to preparing detailed, technical and operational documentation. Responsible for organisation-wide systems and information by:
Running regular checks on network and data security.
Identifying and acting on opportunities to improve and update software and systems.
Developing and implementing IT policy and best practice guides for the organisation.
Designing training programs and workshops for staff and providing direction for IT team members
Conducting regular system audits and running and sharing regular operation system reports with senior staff.
Overseeing and determining timeframes for major IT projects including system updates, upgrades, migrations and outages. Managing and reporting on allocation of IT budget.
Identifying opportunities for team training and skills advancement Confer with management, production, and marketing staff to discuss project specifications and procedures.
|Manager – Sales||
Manages sales in the operation by achieving growth and hitting sales targets by successfully managing the sales team
Designing and implementing a strategic sales plan that expands company’s customer base and ensure its strong presence
Managing recruiting, objectives setting, coaching and performance monitoring of sales representatives
Ensure customer acquisition and revenue growth to meet targets by keeping our company competitive and innovative. Ensuring maximisation of our sales team potential, crafting sales plans and justifying those to plans to the upper management.
Also responsible for:
Achieve growth and hit sales targets by successfully managing the sales team
Design and implement a strategic business plan that expands company’s customer base and ensure its strong presence
Own recruiting, objectives setting, coaching and performance monitoring of sales representatives
Build and promote strong, long-lasting customer relationships by partnering with them and understanding their needs
Present sales, revenue and expenses reports and realistic forecasts to the management team
Identify emerging markets and market shifts while being fully aware of new products and competition status
Manages and leads our employees. Communicates company goals, safety practices, and deadlines to team. Motivates team members and assesses performance. Provides help to management, including hiring and training, and keeps management updated on team performance. Communicates concerns and policies among management and team members.
Supports team manager and performs management duties when manager is absent or out of office
Manages inventories and stock, including keeping detailed records of inventory use and sales, and advising management on ordering where necessary
Provides encouragement to team members, including communicating team goals and identifying areas for new training or skill checks
Assists management with hiring processes and new team member training
Answers team member questions, helps with team member problems, and oversees team member work for quality and guideline compliance
Communicates deadlines and sales goals to team members
Develops strategies to promote team member adherence to company regulations and performance goals
Conducts team meetings to update members on best practices and continuing expectations
Generates and shares comprehensive and detailed reports about team performance, mission-related objectives, and deadlines
Ensures company brand materials and physical working spaces meet and exceed company presentation standards
Provides quality customer service, including interacting with customers, answering customer enquiries, and effectively handling customer complaints
Our sales staff showcase and sell a product or products to clients, businesses and organisations. They need to work with customers to find what they want, create solutions and ensure a smooth sales process. Responsible to work to find new sales leads, through business directories, client referrals, etc. and will need to focus on inside sales, which involves “cold calling” for new clients and visiting clients in the field with new or existing clients, when required. Responsible for:
Services existing accounts, obtains orders, and establishes new accounts by planning and organizing daily work schedule to call on existing or potential sales outlets and other trade factors.
Adjusts content of sales presentations by studying the type of sales outlet or trade factor.
Focuses sales efforts by studying existing and potential volume of dealers.
Submits orders by referring to price lists and product literature.
Keeps management informed by submitting activity and results reports, such as daily call reports, weekly work plans, and monthly and annual territory analyses.
Monitors competition by gathering current marketplace information on pricing, products, new products, delivery schedules, merchandising techniques, etc.
Recommends changes in products, service, and policy by evaluating results and competitive developments.
Resolves customer complaints by investigating problems; developing solutions; preparing reports; making recommendations to management.
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
Provides historical records by maintaining records on area and customer sales.
Contributes to team effort by accomplishing related results as needed.
The Strategy Manager will be responsible for contributing to the development of a product pipeline that increases revenue and drives profitability for the core business units with a specific emphasis on the telecommunications and connectivity products.
Conduct market research, develop analyses leveraging strategic frameworks, and build business cases to identify consumer trends and disruptive models for senior leaders.
Make recommendations to senior leaders about prospective market positions and commercial potential using structured scenario analysis, deep dives and conclusion formulation.
Work with the team to drive thought leadership on consumer needs, competitive behaviour and technology domains.
Responsible to co-ordinate production workflow for one or multiple products.
Plans and prioritises operations to ensure maximum performance and minimum delay
Determines manpower, equipment and raw materials needed to cover production demand
Will be required to organise production according to demand and quality standards. Ensure our goods are produced on time for distribution in a profitable manner.
Use organisation skills and be results-driven using great problem-solving skills. Ensures the smooth and cost-efficient flow of our production operations.
|Receptionist and Administration||
Our Receptionist will handle client-facing duties and general office management tasks. When our clients walk into our office, we want them to find a friendly, smiling face and a helping hand. Be Requires excellent communication and multitasking skills, a positive attitude and a strong work ethic.
Welcoming visitors by greeting them, in person or on the telephone; answering or referring inquiries.
Directs visitors by maintaining employee and department directories; giving instructions.
Maintains security by following procedures; monitoring logbook; issuing visitor badges.
Maintains telecommunication system by following manufacturer’s instructions for house phone and console operation.
Maintains safe and clean reception area by complying with procedures, rules, and regulations. Maintain continuity among work teams by documenting and communicating actions, irregularities, and continuing needs.
Contributes to team effort by accomplishing related results as needed.
Learns sales administration by completing rotation in sales office functions.
Learns sales process by completing training program; completing study assignments.
Observes sales process by traveling with sales representatives; attending sales and service calls.
Practices sales process by calling on existing and then new accounts; adhering to established sales steps. Updates job knowledge by participating in educational improvement opportunities; reading sales and marketing publications; maintaining personal networks; participating in sales and marketing organizations.
Assist with day to day reception and general administration of the company’s customers and employees.
Provide efficient and quality customer service to customers, both face-to-face and by telephone.
Provide efficient and quality personal customer service customers in respect of their requests and enquiries.
Legislative Law and Acts provide important regulations that impact the workplace.
Orange Cellular will abide to these and those listed below:
Work Health and Safety Act 2011
Workplace Relations 2015
Equal Employment Opportunity Act 1987
Tobacco Free Workplace Policy
Orange Cellular’s Tobacco Free Policy is dedicated to providing a healthy, comfortable, and productive work environment for our employees.
Numerous studies have found that second-hand smoke is a major contributor to indoor air pollution. Breathing secondhand smoke (also known as tobacco smoke pollution) is a main cause of disease in healthy non-smokers, including heart disease, stroke, respiratory disease, and lung cancer. The Cancer Council determined in 1999 that second-hand smoke is responsible for the early deaths of up to 65,000 people annually. Employees who work in smoke-filled businesses suffer a 25-50% higher risk of heart attack and higher rates of death from cardiovascular disease and cancer, as well as increased acute respiratory disease and measurable decrease in lung function.
Smoke-filled workplaces result in higher worker absenteeism due to respiratory disease, lower productivity, higher cleaning and maintenance costs, increased health insurance rates, and increased liability claims for diseases related to exposure to second-hand smoke.
In light of these findings, Orange Cellular shall be entirely tobacco free effective January 2010. Smoking shall not be permitted in any enclosed company/school facility. This includes common work areas, auditoriums, classrooms, conference and meeting rooms, private offices, elevators, hallways, medical facilities, cafeterias, employee lounges, stairs, restrooms, vehicles, and all other enclosed facilities. This policy applies to all employees, clients, contractors, and visitors.
Copies of this policy shall be distributed to all employees.
Drug Free Workplace Policy
Orange Cellula ris committed to providing a safe work environment and to promoting and protecting the health, safety, and wellbeing of our employees. This commitment is jeopardized when any Orange Cellular employee engages in use, possession, sale, conveyance, distribution or manufacture of illegal drugs, intoxicants, controlled substances or abuses prescription drugs or alcohol. Substance abuse is a significant public health problem, which has a detrimental effect on the business community in terms of productivity, absenteeism, accidents, medical costs, theft, and workers’ compensation costs. Therefore, Orange Cellular has established the following policy:
- It is a violation of company policy for any employee to use, possess, sell, convey, distribute, or manufacture illegal drugs, intoxicants, or controlled substances, or to attempt to do the same.
- It is a violation of company policy to use or be under the influence of alcohol anytime during hours of business operation while on or using company property.
- It is a violation of company policy for anyone to use prescription drugs illegally. It is the responsibility of the employee to report the use of prescribed drugs, that MAY (per warning labels provided by the pharmacy) affects the employee’s judgment, performance, or behaviour.
- Violations of this policy are subject to disciplinary action up to and including termination of employment and expulsion from school per your county school board policies.
Orange Cellular’s values its employees and recognizes the need for a balanced approach to achieving a drug free workplace. Our comprehensive program includes the following components:
Orange Cellular’s drug free workplace policy is intended to comply with all state laws governing drug and alcohol testing and is designed to safeguard employee privacy rights to the fullest extent of the law.
I have read and understand the above policy.
Cell Phone Policy
The cellular phone policy applies to any device that makes or receives phone calls, leaves messages, sends text messages, surfs the Internet, or downloads and allows for the reading of and responding to email whether the device is company-supplied or personally owned.
Cell Phones or Similar Devices at Work
Orange Cellular is aware that employees utilize their personal or company-supplied cellular phones for business purposes. At the same time, cell phones are a distraction in the workplace. To ensure the effectiveness of instruction/hands-on activities, in addition to safety of all employees; all employees are asked to leave cell phones at their desk or out of the working/learning environment. Nevertheless, on the unusual occasion of an emergency or anticipated emergency that requires immediate attention, please inform your supervisor and ask for guidance.
Employees who violate this policy will be subject to disciplinary actions, up to and including employment termination.
This policy does not supersede the local school or county board of education policy.
Computer and Internet Policy
Voice mail, email, and Internet usage assigned to an employee’s computer or telephone extensions are solely for the purpose of conducting Company business. Some job responsibilities at Orange Cellular require access to the Internet and the use of software, in addition to the Microsoft Office suite of products. Only people appropriately authorized, for Company purposes, may use the Internet or access additional software.
Internet use, on Orange Cellular’s time, is authorized to conduct Company business only. Internet use brings the possibility of breaches to the security of confidential Company information. Internet use also creates the possibility of contamination to Orange Cellular’s networking system via viruses or spyware. Spyware allows unauthorized people, outside the Company, potential access to Company passwords and other confidential information.
Removing such programs from the Orange Cellular’s network requires IT staff to invest time and attention that is better devoted to progress. For this reason, and to assure the use of work time appropriately for work, we ask employees to limit Internet use.
Additionally, under no circumstances may Company computers or other electronic equipment be used to obtain, view, or reach any pornographic, or otherwise immoral, unethical, or non-business-related Internet sites. Doing so can lead to disciplinary action up to and including termination of employment.
Email Usage at Company
Email is to be used for Orange Cellular business only. Company confidential information must not be shared outside of the Company, without authorization, at any time. Employees are not to conduct personal business using the Company computer or email.
Please keep this in mind, when considering, forwarding non-business emails to associates, family or friends. Non-business related emails waste company time and attention.
Viewing pornography, or sending pornographic jokes or stories via email, is considered sexual harassment and will be addressed according to the company’s sexual harassment policy.
Emails That Discriminate
Any emails that discriminate against employees by virtue of any protected classification including race, gender, nationality, religion, and so forth, will be addressed according to the company’s harassment policy.
These emails are prohibited at Orange Cellular. Sending or forwarding non-business emails will result in disciplinary action that may lead to employment termination.
Company Owns Employee Email
Keep in mind that the Company owns any communication sent via email or that is stored on company equipment. Management and other authorized staff have the right to access any material in your email or on your computer at any time. Do not consider your electronic communication, storage or access to be private if it is created or stored within the company networking system.
Social Media Policy
Orange Cellular recognizes the importance of the Internet in shaping public thinking about your company and our current and potential products, employees, partners, and customers. Orange Cellular also recognises the importance of our employees joining in and helping shape industry conversation and direction through blogging and interaction in social media. Therefore, Orange Cellular is committed to supporting your right to interact knowledgeably and socially in the blogosphere and on the Internet through blogging and interaction in social media.
Consequently, these guidelines in this blogging and social media policy will help you make appropriate decisions about your work-related blogging and the contents of your blogs, personal Web sites, postings on wikis and other interactive sites, postings on video or picture sharing sites, or in the comments that you make online on blogs, elsewhere on the public Internet, and in responding to comments from posters either publicly or via email. The Orange Cellular Internet Use Policy and Email Policies remain in effect.
These guidelines will help employees open up a respectful, knowledgeable interaction with people on the Internet. They also protect the privacy, confidentiality, and interests of Orange Cellular as well as current and potential products, employees, partners, customers, and competitors.
Guidelines for Interaction about Orange Cellular on the Internet
- If employees are developing a Web site or writing a blog that will mention Orange Cellular and/or current and potential products, employees, partners, customers, and competitors, identify that you are an employee of Orange Cellular and that the views expressed on the blog or Web site are yours alone and do not represent the views of the company.
- Unless given permission by your supervisor; employees are not authorized to speak on behalf of Orange Cellular, or to represent that you do so.
- If you are developing a site or writing a blog that will mention Orange Cellular and/or current and potential products, employees, partners, customers, and competitors, as a courtesy to the company, please let your manager know that you are writing them. Your supervisor may choose to visit from time to time to understand your point of view.
Confidential Information Component of the Blogging/Social Media Policy
- Employees may not share information that is confidential and proprietary about the company. This includes information about trademarks, upcoming product releases, sales, finances, number of products sold, number of employees, company strategy, and any other information that has not been publicly released by the company.These are given as examples only and do not cover the range of what the company considers confidential and proprietary. If you have any question about whether information has been released publicly or doubts of any kind, speak with your manager and the Public Relations department before releasing information that could potentially harm Orange Cellular or our current and potential products, employees, partners, and customers. Employees may also want to be aware of the points made in the non-disclosure agreement signed when they joined Orange Cellular.
- Company logos and trademarks may not be used without explicit permission in writing from the company. This is to prevent the appearance that employees speak for or represent the company officially.
Respect and Privacy Rights Components of the Blogging/Social Media Policy
- Speak respectfully about Orange Cellular and current and potential employees, customers, partners, and competitors. Do not engage in name calling or behaviour that will reflect negatively on Orange Cellular’s Note that the use of copyrighted materials, unfounded or derogatory statements, or misrepresentation is not viewed favourably by Orange Cellular and can result in disciplinary action up to and including employment termination.
- Orange Cellular encourages employees to write knowledgeably, accurately, and using appropriate professionalism. Despite disclaimers, your Web interaction can result in members of the public forming opinions about Orange Cellular and its employees, partners, and products.
- Honour the privacy rights of current employees by seeking their permission before writing about or displaying internal company happenings that might be considered to be a breach of their privacy and confidentiality.
Competition Component of the Blogging Policy
- Employees may not sell any product or service that would compete with any of Orange Cellular’s products or services without permission in writing from the president. This includes, but is not limited to training, books, products, and freelance writing. If in doubt, talk with your manager and the president.
Your Legal Liability Component of the Blogging Policy
- Recognize that you are legally liable for anything you write or present online. Employees can be disciplined by the company for commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libellous, or that can create a hostile work environment. Employees can also be sued by company employees, competitors, and any individual or company that views your commentary, content, or images as defamatory, pornographic, proprietary, harassing, libellous or creating a hostile work environment.
Media Contact Component of the Blogging Policy
Media contacts about Orange Cellular and current and potential products, employees, partners, customers, and competitors should be referred to your supervisor or the administrator of your school.
Policy Against Workplace Harassment
Orange Cellular is committed to providing a work environment for all employees that is free from sexual harassment and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to show respect for their co‐workers.
Orange Cellular’s commitment begins with the recognition and acknowledgment that sexual harassment and other types of discriminatory harassment are, of course, unlawful. To reinforce this commitment, Orange Cellular has developed a policy against harassment and a reporting procedure for employees who have been subjected to or witnessed harassment. This policy applies to all work‐related settings and activities, whether inside or outside the workplace, and includes field trips and school‐related social events.
Orange Cellular property (e.g., telephones, copy machines, facsimile machines, computers, and computer applications such as e‐mail and Internet access) may not be used to engage in conduct that violates this policy. Orange Cellular policy against harassment covers employees and other individuals who have a relationship with Orange Cellular which enables Orange Cellular to exercise some control over the individual’s conduct in places and activities that relate to Orange Cellular work (e.g., directors, officers, contractors, vendors, volunteers, etc.).
Prohibition of Sexual Harassment: Orange Cellular policy against sexual harassment prohibits sexual advances or requests for sexual favours or other physical or verbal conduct of a sexual nature, when: (1) submission to such conduct is made an express or implicit condition of employment; (2) submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual who submits to or rejects such conduct; or (3) such conduct has the purpose or effect of unreasonably interfering with a employees work performance or creating an intimidating, hostile, humiliating, or offensive working environment.
While it is not possible to list all of the circumstances which would constitute sexual harassment, the following are some examples: (1) unwelcome sexual advances ‐‐ whether they involve physical touching or not; (2) requests for sexual favours in exchange for actual or promised job benefits such as favourable reviews, salary increases, promotions, increased benefits, or continued employment; or (3) coerced sexual acts.
Depending on the circumstances, the following conduct may also constitute sexual harassment: (1) use of sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life; (2) sexually oriented comment on an individual’s body, comment about an individual’s sexual activity, deficiencies, or prowess; (3) displaying sexually suggestive objects, pictures, cartoons; (4) unwelcome leering, whistling, deliberate brushing against the body in a suggestive manner; (5) sexual gestures or sexually suggestive comments; (6) inquiries into one’s sexual experiences; or (7) discussion of one’s sexual activities.
While such behaviour, depending on the circumstances, may not be severe or pervasive enough to create a sexually hostile work environment, it can nonetheless make co‐workers uncomfortable. Accordingly, such behaviour is inappropriate and may result in disciplinary action regardless of whether it is unlawful.
It is also unlawful and expressly against Orange Cellular’s policy to retaliate against an employee for filing a complaint of sexual harassment or for cooperating with an investigation of a complaint of sexual harassment.
Prohibition of Other Types of Discriminatory Harassment: It is also against Orange Cellular policy to engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, colour, gender, religion, sexual orientation, age, national origin, disability, or other protected category (or that of the individual’s relatives, friends, or associates) that: (1) has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive working environment; (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities.
Depending on the circumstances, the following conduct may constitute discriminatory harassment: (1) epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or hostile acts that relate to race, colour, gender, religion, sexual orientation, age, national origin, or disability; and (2) written or graphic material that denigrates or shows hostility toward an individual or group because of race, colour, gender, religion, sexual orientation, age, national origin, or disability and that is circulated in the workplace, or placed anywhere in Orange Cellular premises such as on an employee’s desk or workspace or on Orange Cellular equipment or bulletin boards. Other conduct may also constitute discriminatory harassment if it falls within the definition of discriminatory harassment set forth above.
It is also against Orange Cellular policy to retaliate against an employee for filing a complaint of discriminatory harassment or for cooperating in an investigation of a complaint of discriminatory harassment.
Reporting of Harassment – If you believe that you have experienced or witnessed sexual harassment or other discriminatory harassment by any employee, report the incident immediately to your supervisor or principal. Possible harassment by others with whom Orange Cellular has a business relationship, including customers and vendors, should also be reported as soon as possible so that appropriate action can be taken.
Orange Cellular will promptly and thoroughly investigate all reports of harassment as discreetly and confidentially as practicable. The investigation would generally include a private interview with the person making a report of harassment. It would also generally be necessary to discuss allegations of harassment with the accused individual and others who may have information relevant to the investigation. Orange Cellular’s goal is to conduct a thorough investigation, to determine whether harassment occurred, and to determine what action to take if it is determined that improper behaviour occurred.
If Orange Cellular determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party, which can include counselling, warnings, suspensions, and termination. Employees who report violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation.
Compliance with this policy is a condition of each employee’s employment. Employees are encouraged to raise any questions or concerns about this policy or about possible discriminatory harassment with the supervisor or principal.
Workplace Health and Safety Policies and Procedures
Why is Workplace Health & Safety Important?
Workplace Health and Safety is about preventing injury and illness to employees in the workplace. Therefore, it’s about protecting the company’s most valuable asset: its employees. By protecting the employees’ well-being, the company shall reduce the amount of money paid out in health insurance benefits, workers’ compensation benefits and the cost of wages for temporary help.
Addressing Health and Safety Hazards in the Workplace
To make the workplace safer, the company has to acknowledge which potential health and safety hazards are present. Or determine where and what and how a worker is likely to become injured or ill. It starts with analysing individual workstations and program areas for hazards — the potential for harm — be it a frayed electrical cord, repetitive motion, toxic chemicals, mould, lead paint or lifting heavy objects.
Job Hazard Analysis
WHS describes a job hazard analysis as a technique that focuses on job tasks to identify hazards before they occur.
Depending on the nature of the program’s projects, supervisors may have to assist safety team members with the management of specific hazards associated with their tasks:
- chemical (toxic, flammable, corrosive, explosive)
- electrical (shock/short circuit, fire, static, loss of power)
- ergonomics (strain, human error)
- excavation (collapse)
- explosion (chemical reaction, over pressurization)
- fall (condition results in slip/trip from heights or on walking surfaces — poor housekeeping, uneven surfaces, exposed ledges)
- fire/heat (burns to skin and other organs)
- mechanical (vibration, chaffing, material fatigue, failure, body part exposed to damage)
- noise (hearing damage, inability to communicate, stress)
- radiation (X-rays, microwave ovens, microwave towers for radio or TV stations or wireless technology)
- struck by (falling objects and projectiles injure body)
- struck against (injury to body part when action causes contact with a surface, as when screwdriver slips)
- temperature extreme (heat stress, exhaustion, hypothermia)
- visibility (lack of lighting or obstructed vision that results in error or injury)
- weather phenomena (snow, rain, wind, ice that increases or creates a hazard)
Orange Cellular’s Safety Program
Any policy, procedure or training used by the company to further the safety of employees while working within the Orange Cellular environment is considered part of a workplace safety program. Workplace safety programs to reduce work-related injury and illness are concerned with:
- promoting and rewarding safe practices at work
- reducing injuries and illnesses at work
- eliminating fatalities at work
Orange Cellular’s Injury and Illness Prevention
According to WHS, work-related injury and illness prevention falls into three categories in order of priority: engineering controls, administrative controls, and personal protective equipment controls. Training programs include:
- written procedures and safe work practices
- exposure time limitations (temperature and ergonomic hazards)
- monitor use of hazardous materials
- alarms, signs and warnings
- buddy system
Orange Cellular’s safety initiatives can be as simple as closing and locking the front door; replacing burned out lights inside and out; closing drawers before walking away from the desk or file cabinet; knowing and using proper lifting techniques; providing adjustable workstations to accommodate differences in people’s stature and weight to eliminate repetitive motion, back, neck and shoulder injury; and using the proper tool for the job in an appropriate fashion.
Safety Culture Checklist
|Characteristics of a Safety Culture||YES||NO|
|Safety and safety terms are part of the language of your company.|
|Workplace safety practices are part of everyone’s job description.|
|Safe and unsafe behaviors are specified and enforced.|
|Employees are rewarded for promoting safety.|
|Safety concerns are evident in the interaction among employees and in their interaction with clients, co-workers, and visitors.|
|New employees are briefed on safety procedures and are briefed on the consequences for ignoring safety practice or engaging in unsafe behavior.|
|The consequences for ignoring safety practices are consistently enforced.|
|Employees observe and follow correct hazardous protocols.|
|Employees always wear and follow guidelines pertaining to protective gear and equipment.|
|There is an active safety committee and meetings are well attended and documented.|
Orange Cellular Quality Systems framework
This Quality and Standards Framework is intended to guide activities that will contribute to development of a culture of ongoing quality assurance, quality improvement and alignment or compliance with recommended or mandated higher education standards in order to achieve Orange Cellular‘s objectives and desired outcomes.
In this Framework:
Quality assurance means the management and organisational processes in place for checking that the standards and meet all sector requirements and norms.
Quality improvement means the management and organisational processes in place for ongoing improvement.
The following principles, together with the PIRI Quality System (Plan, Implement, Review, Improve), form Orange’s encompassing framework for quality assurance, quality improvement and alignment with quality standards:
- Strategic oversight of quality and compliance with mandatory standards
- Efforts for quality assurance and improvement are coordinated by and cascade from the highest levels of quality management
- Clear and transparent plans, systems, policies and processes relating to all services are in place, accessible, implemented and regularly monitored, reviewed and improved
- Processes are in place and implemented for regular monitoring, evaluation and reporting of higher education and related service provision outcomes, including benchmarking and performance measurement against targets, indicators and external standards
- Opportunity is provided for appropriate internal and external involvement in the maintenance of quality and standards, including through use of feedback from staff, management, customers and other stakeholders
- Staff and customers are supported in the pursuit of quality and the maintenance of standards
- All customers are treated fairly and equitably and provided with timely and accurate information
The Quality System – Plan, Implement, Review, Improve (PIRI) – a cyclical system for ongoing quality improvement, as described and summarised below, is the primary means by which the principles of the Quality and Standards Framework are embedded and demonstrated in all of Orange activity.
Plan: Formulation of plans, policy, processes, timelines and responsibilities for achieving outcomes intended to maintain or improve quality, including performance standards, measures, indicators, targets; and methods and frequency for performance monitoring and reporting.
Implement: Implementation of the planned arrangements, including regular monitoring and reporting on progress / efficacy / outcomes.
Review: Ongoing and summative review, based on evidence, of the extent to which planned arrangements are having/have had the desired effect in bringing about intended outcomes, including evaluation of the efficacy and impact of the planned arrangements.
Improve: Ongoing evidence-based identification of improvements and changes to be incorporated in new or reformulated plans, policy and processes in order to contribute to enhanced or improved outcomes.
Areas encompassed by the Framework
The Framework encompasses all areas of Orange:
- Corporate governance
- Orange management
- Operational environment
- Customer support
- Research training
- External engagement and environment
- Orange information, communications, marketing and promotion.
Current quality and standards accountabilities and responsibilities
All policies and procedures of the Orange contribute wholly, or in part, to quality assurance, quality improvement or compliance with relevant external standards or requirements. Responsibilities for implementation of those policies and procedures are identified in the relevant documentation through specification of a Responsible Officer and, in some instances, a Designated Officer for each policy or set of procedures.
List of References
The WHS Act
Work Health and Safety Act 2011 (WHS Act)
Work Health and Safety Regulations 2011 (WHS Regulations)
Codes of Practice
Codes of practice can be approved under the WHS Act. They are practical guides to achieving the standards of health, safety and welfare required under the WHS Act and the WHS Regulations. An approved code of practice applies to anyone who has a duty of care in the circumstances described in the code. In most cases, following an approved code of practice would achieve compliance with the health and safety duties in the WHS Act, in relation to the subject matter of the code.
- Work Health and Safety (How to Manage Work Health and Safety Risks) Code of Practice 2015
- Work Health and Safety (Work Health and Safety Consultation, Co-operation and Co-ordination) Code of Practice 2015
- Work Health and Safety (Abrasive Blasting) Code of Practice 2015
- Work Health and Safety (Confined Spaces) Code of Practice 2015
- Work Health and Safety (Construction Work) Code of Practice 2015
- Work Health and Safety (Demolition Work) Code of Practice 2015
- Work Health and Safety (Excavation Work) Code of Practice 2015
- Work Health and Safety (First Aid in the Workplace) Code of Practice 2015
- Work Health and Safety (Hazardous Manual Tasks) Code of Practice 2015
- Work Health and Safety (How to Manage and Control Asbestos in the Workplace) Code of Practice 2015
- Work Health and Safety (How to Safely Remove Asbestos) Code of Practice 2015
- Work Health and Safety (Labelling of Workplace Hazardous Chemicals) Code of Practice 2015
- Work Health and Safety (Managing Electrical Risks in the Workplace) Code of Practice 2015
- Work Health and Safety (Managing Noise and Preventing Hearing Loss at Work) Code of Practice 2015
- Work Health and Safety (Managing Risks in Stevedoring) Code of Practice 2017
- Work Health and Safety (Managing Risks of Hazardous Chemicals in the Workplace) Code of Practice 2015
- Work Health and Safety (Managing Risks of Plant in the Workplace) Code of Practice 2015
- Work Health and Safety (Managing the Risk of Falls at Workplaces) Code of Practice 2015
- Work Health and Safety (Managing the Work Environment and Facilities) Code of Practice 2015
- Work Health and Safety (Preparation of Safety Data Sheets for Hazardous Chemicals) Code of Practice 2015
- Work Health and Safety (Preventing Falls in Housing Construction) Code of Practice 2015
- Work Health and Safety (Safe Design of Structures) Code of Practice 2015
- Work Health and Safety (Spray Painting and Powder Coating) Code of Practice 2015
- Work Health and Safety (Welding Processes) Code of Practice 2015
Work Health and Safety Act 2011
Work Health and Safety Regulations 2011
Reference ID: #getanswers2001064