Clayton Kruger

The Importance of Documentation in Due Diligence Documentation is a critical aspect of demonstrating WHS due diligence. Without clear records, it becomes challenging to prove that reasonable steps have been taken to protect workers and comply with safety regulations. Effective documentation begins with a WHS management system that outlines policies, procedures, and responsibilities. This system should include records of risk assessments, safety audits, incident investigations, and training sessions. Maintaining up-to-date documents ensures that safety practices align with legal requirements and industry standards. Inspection and maintenance logs, contractor agreements, and hazard reports are additional examples of documentation that support due diligence. These records provide evidence of proactive efforts to identify and control risks. In the event of an incident, well-organized documentation can demonstrate compliance and reduce liability. It also serves as a valuable tool for identifying gaps and improving safety processes. Ultimately, documentation isn’t just about meeting legal requirements—it’s about creating a transparent, accountable, and safe workplace. Regularly reviewing and updating records ensures due diligence remains a dynamic and effective process. If you need help feel free to contact us at foccale.com/contact/ #WorkplaceSafety#SafetyMatters#WHSCompliance#HealthAndSafety#SafetyFirst#DueDiligence#WHSLeadership#RiskManagement#SafetyCulture#ComplianceMatters

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The Importance of Documentation in Due Diligence Documentation is a critical aspect of demonstrating WHS due diligence. Without clear records, it becomes challenging to prove that reasonable steps have been taken to protect workers and comply with safety regulations. Effective documentation begins with a WHS management system that outlines policies, procedures, and responsibilities. This system should include records of risk assessments, safety audits, incident investigations, and training sessions. Maintaining up-to-date documents ensures that safety practices align with legal requirements and industry standards. Inspection and maintenance logs, contractor agreements, and hazard reports are additional examples of documentation that support due diligence. These records provide evidence of proactive efforts to identify and control risks. In the event of an incident, well-organized documentation can demonstrate compliance and reduce liability. It also serves as a valuable tool for identifying gaps and improving safety processes. Ultimately, documentation isn’t just about meeting legal requirements—it’s about creating a transparent, accountable, and safe workplace. Regularly reviewing and updating records ensures due diligence remains a dynamic and effective process. If you need help feel free to contact us at foccale.com/contact/ #WorkplaceSafety#SafetyMatters#WHSCompliance#HealthAndSafety#SafetyFirst#DueDiligence#WHSLeadership#RiskManagement#SafetyCulture#ComplianceMatters

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As workplaces embark on implementing and establishing psychosocial RISK MANAGEMENT as part of the WHS legal requirements, it's crucial to not confuse this with psychosocial SAFETY. Psychosocial SAFETY is the long term general feeling of predominant safety in coming to work, carrying out their work in an environment where they can interact with others, safely carry out tasks required, and go home at the end of the day. This is anyones games when seeking support, social scientists, organisational psychologists, human resources, etc. This is not legal compliance specifically. Psychosocial RISK MANAGEMENT is VERY specific in requirements.  The requirement to prevent harm as the starting point. Then mitigate. The term in legislation of ‘competent’, ‘expertise’ and ‘qualified’ is stipulated. The test of this legal requirement to be competent/expertise in the field and qualified is tertiary qualifications. Anyone implementing and managing Psychosocial Risk Management without tertiary qualifications in the required area is not meeting legal requirements, for the organisation and for themselves and leaves both vulnerable to personal fines. The other key words used throughout legislative requirements is ‘reasonably foreseeable’ and ‘reasonably practicable’. Here’s where the tertiary qualifications needed specifically for the psychosocial part of the becomes quite distinct. For physical hazard management we all have it drummed into us, and no reputable organisation would hire anyone without this, H&S risk management tertiary qualifications. No tertiary H&S qualifications, no job as a H&S manager. Or competent consultant. Psychosocial hazards, part of the same legislative requirements, are so much more complex than physical hazards. The qualifications to manage these competently then is NOT going to be less expertise and competency than managing physical hazards. A person can not possibly judge ‘reasonably foreseeable’ and ‘reasonably practicable’ if they are not proficient to understand organisational psychological needs and interactions AND how to manage risks within H&S legislative needs. This means any Psychosocial manager,/implementor, consultant, software, app not having tertiary qualifications in H&S risk management AND Organisational Psychology behind them is leaving the organisation open to fines and prosecution, themselves to the same and leaving the organisation open to more risk. In order to legislatively meet the criteria for Psychosocial Risk Management for ‘competent’, ‘expertise’, who are then equipped with the appropriate judgement and skill set to ‘reasonably foresee’ and decide what is ‘reasonably practicable’, tertiary qualifications in BOTH H&S risk management AND Organisational Psychology are required. For managers, consultants, software providers and apps. For legal compliance. Psychosocial Risk Management with expertise will likely result in Psychosocial safety. EnableOrg.com

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𝗧𝗵𝗲 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲 𝗼𝗳 𝗧𝗶𝗺𝗲𝗹𝘆 𝗜𝗻𝗰𝗶𝗱𝗲𝗻𝘁 𝗥𝗲𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 Timely incident reporting is a crucial aspect of workplace safety and compliance. Businesses must ensure that any serious work-related injuries, illnesses, or dangerous incidents are promptly reported to the appropriate workplace health and safety (WHS) regulator. This proactive measure helps in addressing the root causes of such incidents and prevents future occurrences, thus ensuring a safer working environment. 𝗞𝗲𝘆 𝗘𝗹𝗲𝗺𝗲𝗻𝘁𝘀 𝗼𝗳 𝗜𝗻𝗰𝗶𝗱𝗲𝗻𝘁 𝗥𝗲𝗽𝗼𝗿𝘁𝗶𝗻𝗴: 1. Understanding Notifiable Incidents:    ✅Definition: Notifiable incidents include the death of a person, serious injuries or illnesses, and dangerous incidents that expose individuals to serious risks, regardless of whether an injury occurred.    ✅Scope: Applies to any person affected by the business's operations, including employees, contractors, and the public. 2. Legal Obligations:   ✅Mandatory Reporting: PCBUs are legally required to notify the WHS regulator immediately upon becoming aware of a notifiable incident.   ✅Consequences of Non-compliance: Failure to report can lead to legal penalties and increased scrutiny from regulatory bodies. 3. Benefits of Reporting:   ✅Risk Mitigation: Early identification and reporting of incidents help in implementing corrective measures to mitigate risks.   ✅Prevention of Future Incidents: Analysing reported incidents aids in understanding their causes, which can inform strategies to prevent recurrence.   ✅Enhanced Safety Culture: Consistent reporting fosters a culture of safety and accountability within the organisation. 4. Steps for Effective Incident Reporting:   ✅Immediate Action: Ensure that the affected area is secured and any immediate danger is addressed.   ✅Gathering Information: Collect detailed information about the incident, including time, location, individuals involved, and the sequence of events.   ✅Communication: Notify the WHS regulator as soon as possible, providing all relevant details.   ✅Documentation: Maintain thorough records of the incident and any subsequent investigations or actions taken. 5. Role of WHS Regulators:   ✅Support and Guidance: WHS regulators provide resources and guidance to help businesses comply with reporting requirements and improve workplace safety.   ✅Incident Investigation: Regulators may investigate reported incidents to ensure compliance and recommend further actions to enhance safety. 𝗖𝗼𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻: Timely incident reporting is not just a regulatory requirement but a vital practice for maintaining a safe and healthy workplace. By understanding and adhering to incident notification protocols, businesses can protect their employees, contractors, and the public, thereby fostering a proactive safety culture and reducing the likelihood of future incidents. #WorkplaceSafety #IncidentReporting #WHSCompliance #RiskManagement #NotifiableIncidents

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🌟 From the Field to Leadership: My Journey from HSE Officer to Successful Director - Part 11 🌟 Hello LinkedIn community, Thank you for following my journey and for your continued support. Today, I’m excited to share the eleventh part of my story. The Eleventh Challenge: Fostering a Culture of Innovation in Health and Safety Innovation is essential for continuous improvement in health and safety practices. Here’s how we fostered a culture of innovation within our organization. Encouraging Creative Thinking We encouraged employees to think creatively and explore new solutions to health and safety challenges. By creating an environment where ideas were welcomed and valued, we fostered a culture of innovation. Implementing Suggestion Programs We introduced suggestion programs that allowed employees to submit their ideas for improving health and safety. This initiative not only generated valuable insights but also empowered employees to take an active role in shaping our safety culture. Investing in Technology Leveraging the latest technology played a crucial role in our innovation strategy. We invested in cutting-edge tools and systems that enhanced our health and safety processes, from advanced monitoring systems to predictive analytics. Collaborating with External Partners Collaborating with external partners, including technology providers and research institutions, enabled us to stay at the forefront of health and safety innovations. These partnerships brought fresh perspectives and expertise to our initiatives. Recognizing and Rewarding Innovation We recognized and rewarded innovative ideas and solutions. By celebrating the contributions of our employees, we reinforced the importance of innovation and motivated others to think outside the box. Continuous Learning and Development We promoted continuous learning and development by providing training on the latest trends and technologies in health and safety. This commitment to education ensured that our team was equipped with the knowledge and skills to drive innovation. Piloting and Scaling Innovations We piloted new ideas on a small scale before implementing them organization-wide. This approach allowed us to test and refine innovations, ensuring their effectiveness and feasibility before full deployment. Building a Culture of Experimentation Creating a culture where experimentation was encouraged helped us embrace new approaches to health and safety. We viewed failures as learning opportunities and iterated on ideas to achieve better outcomes. #LeadershipJourney #HSELeadership #Innovation #HealthAndSafety #CreativeThinking #Technology #Collaboration #Recognition #ContinuousLearning #Experimentation

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A Must Read for Any Safety Professional. Next Generation Safety Leadership illustrates practical applications that bring theory to life through case studies and stories from the author's years of experience in high-risk industries. The book provides safety leaders and their organisations with a compelling case for change. A key predictor of safety performance is trust, and its associated components of integrity, ability and benevolence (care). The next generation of safety leaders will take the profession forward by creating trust and psychological safety. The book provides safety leaders with actionable goals to enable positive change and translates academic languages into practical applications. It leaves the reader with a clear strategy to move forward in developing a safety plan and utilizes stories, humor, and case studies set in high-risk industries. Written primarily for the safety community and can be used to influence day to day safety operations in high-risk organisations. Thank you Sir Clive Lloyd & GYST Consulting Pty Ltd ❤️👍

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We know that blame fixes nothing, but what does? - Sidney Dekker This afternoon's session at the WorkSafe Tasmania Safe Bodies, Safe Minds conference was nothing short of captivating, thanks to Sidney Dekker. His unique blend of humor and profound insights had us alternating between laughter at the poor IKEA craftmanship of Jack Riewoldt's session to the reflective silence of a poignant narrative about the personal loss of his first child. Key takeaways from the talk include: - The importance of understanding how work actually happens - Embracing forward-looking accountability - The need for a shift in employer accountability to foster learning over punishment, with a bias towards compassion - The concept of "Polish Safety Theatre" - LTI as a LGI "Looking Good Index" - "Pissing in your pants management" - A triad of questions to evaluate your organization's incident response: 1. Could the outcome have been more severe? 2. Is there a way to avoid frontline worker blame? 3. What is the treatment of those involved? - The revelation that businesses, not regulators, create the majority of rules—highlighting the accountability for "safety clutter" - A strong stance against safety posters, labeling them as a symbol of defeat - The benefits of restorative justice and reintegrative shaming - Creating a safe space for authentic narratives - Shifting from a zero-incident goal to fostering a respectful work environment that avoids the "why can't you be more perfect" mindset - Insights from Sidney Dekker's experience at a Canadian Hospital, emphasizing: -The value of dissent and diverse opinions -Keeping risk discussions alive -The critical role of spare capacity in successful work outcomes - The correlation between pride in workmanship and positive work outcomes #safetycapacity #dekker #safetyclutter #safetydifferently #safebodiessafeminds

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Wellbeing and Psychosocial Risk Assessment Tool In 2023, 31% of all claims Workers Compensation in Victoria were related to Wellbeing and Psychosocial injury. In March 2022, Western Australia adopted harmonised legislation in alignment with Victoria and other states. Last week Delivering Outcomes | Safety Experts were hired to conduct a comprehensive Organisational wide Incident Cause Analysis Method (ICAM) investigation into the circumstances of a current Workers Compensation Claim due to Psychosocial injury. These investigations are complex and there is often much discovery which often leads to a new understandings and awareness and ultimately a step change in positive cultures, behaviours, leadership and processes. I often am asked " What can we do to reduce Wellbeing and Psychosocial issues, injuries and claims". There is a very good Wellbeing and Psychosocial Risk Assessment Tool that steers you through the Workplace Data Analysis areas and then the Operational Risk Factors to consider with effective controls. Click on the link below and enter "Psychosocial Risk Assessment Tool" in the message and you will receive FREE editable version for you and your team to use. Any feedback on the content of the Tool would be welcomed. Stay Safe Steve Rankin https://lnkd.in/duNN4Q9K #WHS #SafetyatWork #Psychosocial

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Watch this space. It seems like the landscape for HSE consultants is about to evolve in NZ. Having the right qualifications, professional memberships and staying within your expertise (authority to practice) is going to become mission critical. #Consulting #Qualifications #ProfessionalDevelopment #HSE #WorkplaceSafety

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Standing with OHS Professionals in Complex Times As OHS professionals, we are often the first line of defence in maintaining workplace safety, juggling multiple priorities to protect everyone on-site. Recently, we’ve seen a growing need for support as workloads increase and resources are stretched thin. At Work Safety Hub, we understand the pressure of balancing risk management with limited resources and high expectations. That’s why we believe in proactive safety planning and partnering closely with our clients to ensure no risk goes unaddressed, even when time is limited. This brings up an important question: How can we, as an industry, better support OHS managers who are responsible for multiple sites or complex environments? We’d love to hear your thoughts. Together, we can make safety a sustainable priority. #WorkplaceSafety #OHS #WorkSafetyHub

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We're committed to enhancing your expertise in Safety Risk Management (SRM) with our specialised courses, predominantly centred around the BowTie methodology. Whether you're looking to understand fundamental principles or master advanced applications, we have the right course for you. TS90 - Safety Risk Management for Professional Practitioners: This 3-day course equips you with essential skills to apply risk management principles within the EASA and ICAO regulatory environments. Learn to make informed SRM decisions, conduct risk assessments, and integrate risk management tools into your safety processes. TS130 - Introduction to BowTie Methodology: In just one day, grasp the basics of BowTie architecture and its role in SRM. This course is perfect for all levels, helping you understand barrier-based risk management and assisting in BowTie construction and review. TS101 - Applying BowTieXP in Aviation Organisations: This advanced course teaches you to effectively use BowTieXP software. Tailored for aviation professionals, learn to create and manage BowTies, ensuring robust risk control and enhanced safety performance. Visit our website or contact our team at [email protected] to find out more about and book onto our courses. #AviationSafety #RiskManagement #BowTieMethodology #SafetyTraining #BainesSimmons

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Tiếp tục day 2 IOSH Managing Safely by IOSH The course is designed for supervisory and management levels in all sectors - when trained, learners will understand insight of why it is important to manage safely - learners can also explain three reasons why to manage safely + moral reason + legal reason and + financial reason Call/zalo: 0966449449

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Consultation with workers is key when developing controls for psychosocial hazards. Failure to consult could mean that the controls don’t actually address the hazard. You may also find that controls are developed and then not applied because workers are 1) unaware they exist, 2) are not sure how they can be accessed/applied, 3) have not bought-in using the control as they didn’t have input during its development. If you think the problem and solution is obvious, and want to go ahead without consultation… 🛑 STOP 🌬 Take a deep breath. 📖 Read 1 to 3 in the above. 📢 And consult with workers when developing the control. Of course we'll be covering good ways to consult with workers on psychosocial safety at #phscon2024. See you there next week! #psychosocialriskmanagement #psychhealthandsafety #iso45003 #workplacementalhealth #mentalhealth

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Protecting first responders from increased bushfire risk Read more: 👇👇 https://buff.ly/40kK5SN Monash University #worksafety #safetyculture #saftey #safetytips #healthandsafety #safetyfirst #Safety_Solutions

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Discrimination, Violence and Harassment in Workplaces Are discrimination, violence and harassment topics to be considered in occupational health and safety? Many may think that they do not affect OHS and therefore keep it out of the OHS systems. However, discrimination, violence and harassment are issues to be considered within the OHSMS. Article 1 (1)(a) of the Violence and Harassment Convention, 2019 (No. 190) broadly defines ‘violence and harassment’ as: A range of unacceptable behaviours, practices or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm. This definition applies to violence and harassment ‘occurring in the course of, linked with or arising out of work... Apart from physical violence which of course is an OHS issue, psychological violence should also be considered within the OHS system. These can include -  Threat and verbal abuse, Psychological abuse, Bullying, Mobbing, Harassment. Psychological violence is an under reported area and rarely comes to be discussed in OHS. Mostly these types of violence, the perpetrators are people within the organization holding some power and therefore rarely is reported or if reported is kept under wraps. #viveknamboodiripad #social #sustainability #discrimination #violence #harassment PC- ILO

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Dear OHS Professionals, When analyzing OHS loss events, what methods or tools do you use to identify patterns and trends that help improve workplace safety? How do you ensure that your findings lead to actionable improvements?

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