1. Introduction

This unit describes the skills and knowledge required for workers to participate in safe work practices to ensure their own health and safety and that of others. 

The unit applies to all workers who require knowledge of workplace health and safety (WHS) to carry out their own work, either under direct supervision or with some individual responsibility. 

You will find at the end of this unit of competency a Declaration of Authenticity Form, Assessment Feedback form and Mapping for the unit of competency.

CAUTION: Some activities and viewing material within this unit of competency contains sensitive material. 

1.0 Follow safe work practices

State/territory legislation and how it impacts on workplace regulations, codes of practice and industry standards

In Australia, each state and territory has laws that govern workplace health and safety. These laws set the minimum requirements that all workplaces must follow to keep workers, clients, and visitors safe. Legislation provides the legal framework for workplace safety. It influences:

• Workplace regulations – specific rules that organisations must comply with, such as reporting incidents or maintaining safe equipment.

• Codes of practice – practical guides that explain how to meet legal obligations in everyday work activities.

• Industry standards – recognised best practices for specific sectors, including community services, that help ensure high-quality, safe care.

In Victoria, WorkSafe Victoria is responsible for educating, supporting and enforcing the work, health and safety key duties rights and responsibilities as set out in the OHS Act (2004). *

In the same way the work, health and safety authority NT WorkSafe is responsible for a range of laws and regulations throughout the Northern Territory including the: 

• Work Health and Safety (National Uniform Legislation) Act 2011 and 

• Work Health and Safety (National Uniform Legislation) Regulations 2011

*Source https://www.worksafe.vic.gov.au/occupational-health-and-safety-act-and-regulations 

What is a Workplace? 

A 'workplace' is any place where an employee may find themselves when carrying out their work. In community service industries some workers 'take the workplace with them' to perform their duties. For example, client's homes and even a vehicle if it is a main duty in a job. Therefore, employers' duties include these places where a worker carries out their job.

What is a risk?  

A risk is the likelihood of illness, injury or even death occurring following exposure to a hazard.

What is a hazard?

A hazard is something with the potential to cause harm or ill health to a person.

Work procedures that place employees at risk of harm can also place clients at risk. 

For example, employees using unsafe lifting practices in child care, disability and aged care settings may not only injure themselves but also place a child or aged client at risk of harm. 

View the media case below for an example.

Employees

Employees are people working in a workplace under a verbal or written contract of employment.

Under the OHS At 2004 employees have a responsibility to:

• take reasonable care for their own health and safety and that of others in the workplace

• cooperate with their employer's efforts to follow health and safety requirements (for example, by following procedures for using equipment properly and participating in hazard identification and reporting)

• not interfere with anything at the workplace which has been provided in the interest of health, safety and welfare.* For example, interfere with fire extinguishers, safety exits or alarms.

*Source: https://www.worksafe.vic.gov.au/resources/working-safely-community-services 

Safe Work Australia is responsible for developing work, health and safety national policy and workers compensation policy.

Safe Work Australia funds the Australia Bureau of Statistics to conduct the Work Related Injuries survey every 4 years. Key work, health and safety statistics in 2021-22 showed:

•  3.5 % of people who worked in the last 12 mths experienced a work-place injury or illness

76 % of work-related traumatic injury fatalities and 61 % of serious worker compensation claims occurred in just 6 industries being:

• agriculture forestry and fishing

• public administration and safety

• transport, postal and warehousing

• manufacturing

• health care and social assistance

• construction

Workplace mental health continues to be the fastest growing type of workplace injury with more needing to be done to manage the risks and hazards at work that cause these issues, like overwork, customer abuse and isolated work. 

Source: * https://data.safeworkaustralia.gov.au/insights/key-whs-stats-2024

Reporting Hazards in Community Services

1.1.2.1 Who can contribute to hazard identification, assessment and control?

Workplace procedures for hazard identification are the formal steps staff follow to spot potential risks in their work environment. In community services, hazards can include wet floors, faulty equipment, sharps, chemical spills, or unsafe client handling practices. Procedures provide guidance on how to regularly check work areas, equipment, and tasks to identify these risks before they cause harm.

Under the OHS Act (2004) designated (chosen) people in the community services industry who can contribute to hazard identification, assessment and control include: 

• Team leaders, supervisors and managers

• Health and safety representatives (HSRs)

Although these designated people have a serious role in work health and safety legal responsibilities, all employees have a responsibility to identify any potential health and safety issues. 

Organisations can draw on the expertise within the organisation to help identify risks such as: 

• encouraging employees to recognise and highlight hazards while on the job (e.g. a dishwasher that's seals are broken and water is leaking or faulty brakes on a wheelchair. In both cases, workers stop using the dishwasher and wheelchair, tag these as out of use until repaired, inform superviosr and write up an Incident Report Form.

• providing employees with work, health and safety questionnaires and brainstorming work, health and safety issues at team meetings

• carrying out safety inspections and audits

• looking at past injury and incident records to identify issues / patterns 

Organisations can also draw on external expertise to help identify risks like: 

• industry specialists 

• media case studies* For example the news article above about the misuse of a bed hoist in an aged care home resulting in the bruising of an elderly person. This media coverage can create awareness and changes to protect the health and safety of clients.

Sources *https://www.safeworkaustralia.gov.au/doc/work-related-psychological-health-and-safety-systematic-approach-meeting-your-duties 

* https://www.rrp.com.au/key-findings-from-safework-australia-2020-report-blog/

Sometimes a hazard is only found after an incident, injury or near miss has occurred.

All incidents and injuries and 'near misses,' involving a situation where injury or illness may have occurred but did not, must be reported to designated people such as Health and Safety representatives (HSR's) within the workplace, team leaders, supervisors or Human Resources.

The employer is legally responsible for ensuring there are procedures and instructions for reporting incidents and injuries and near misses.  

It is up to the employer to ensure reporting procedures are explained to new employees.

Why is it important for an employee to report an incident?

It is important that employees report an incident to their supervisor, team manager or other designated person to ensure the incident is thoroughly investigated, the cause found and risk eliminated or reduced. 

This often includes filling out a hazard identification report. It is up to the employer to ensure recording procedures are communicated to new employees through for example, workplace induction (introduction) programs. 

It is also important that employees actively seek this information if they are unsure through talking with Health and Safety Representatives (HSR's) in the workplace or with Human Resources.  

An incident or injury in the workplace can also involve volunteers, work placement students, visitors, children, parents / carers, contractors there to complete a specific job (e.g. window cleaners, plumber) and other members of the public. 

For example, child care organisations must complete an Accident / Injury Incident Report when a child has been involved in an incident, injury, trauma or illness regardless of how serious or minor. 

The Accident/ Injury Incident Report must include:

• the name of the person filling out the report 

• the name and age of the child

• the date and time of the incident

• the nature of the incident, injury or illness

• what action was taken by the child care educator and child care centre

• person / people who may have witnessed the incident

• what led up to the incident

• what action if any has been taken by the childcare centre to reduce the likelihood of a further incident of this kind

Common musculoskeletal injuries include:

• back and neck injuries

• injuries to soft tissues such as nerves, ligaments and tendons in the wrists

• abdominal hernias (a bulging of an organ or tissue through an abdominal opening that can cause swelling and pain)

• muscle strains and sprains

• chronic pain

Manual handling is a concern in the community services industry as employees are often involved in direct client care increasing the risk of injuries to shoulders, neck and back when bending, twisting, pulling and pushing and exerting force.* 

For example, supporting dependent elderly or disabled patients onto beds, chairs and transferring them into community buses to participate in outings and activities or pushing wheelchairs and assisting with personal hygiene such as showering and bathing. 

1.1.3.2 Duty of Care

Duty of care means you have a legal and ethical responsibility to take reasonable steps to keep the people you support, your co-workers, and yourself safe from harm. In community services, this is part of everyday work. 

Employers have a duty of care to employees to manage hazardous manual handling tasks by ensuring all employees:

• understand the risks involved in hazardous or harmful manual handling

• are trained in appropriate manual handling techniques for specific tasks such as bending at the knees to pick-up an object and ensuring their back is straight

• have access to and use the correct mechanical aides such as hoists when moving dependent clients and using trolleys for moving equipment and supplies and portable steps for elderly clients to get on and off a bus with minimal support 

• are provided with information and training to for example, sit on an adult sized adjustable chair or stool when assisting young children for long periods of time rather than kneeling, squatting

• have access to regular training not just a one off activity

• Employers should keep records of who has attended training and monitor the way the manual handling is carried out to ensure workers have understood the manual handling risk controls and are carrying these out correctly

Failure by the employer to adequately manage hazardous manual handling tasks may result in a failure to follow WHS laws.*

Sources*https://www.safeworkaustralia.gov.au/manual-handling 

* https://www.acecqa.gov.au/sites/default/files/2021-01/WorkHealthAndSafetyInEducationAndCareServices.PDF 

How can employers manage these risks?

If you can’t eliminate (remove) the risks, these are some control measures to minimise them: 

• change the design or layout of work areas to minimise manual handling  

• ensure workspace heights are appropriate to reduce the need for awkward postures 

• redesign tasks to minimise manual handling, for example by using mechanical aids  

• rotate manual handling tasks between workers to reduce the strain from repetitive movements  

• provide training on correct manual handling procedures*

https://www.safeworkaustralia.gov.au/safety-topic/hazards/lifting-pushing-and-pulling-manual-tasks#:~:text=Control%20measures%20with%20hazardous%20manual%20tasks&text=ensure%20workspace%20heights%20are%20appropriate,the%20strain%20from%20repetitive%20movements

Slips occur when your foot loses traction with the ground surface.

Trips occur when you catch your foot on an object or surface. This is often from low obstacles that are difficult to see like uneven edges in flooring, loose mats, open drawers or electrical cables. Slips, trips and falls are a significant hazard in the community services industry.*

Some factors contributing to this risk include:

• home visits and off-site visits involving getting in and out of cars onto uneven surfaces such as loose gravel and pot holes 

• transferring dependent clients in wheelchairs across dividing strips between floor surfaces that can cause trips

• home visits involving slipping or falling on uneven steps or uneven carpet

• underfoot hazards such as objects left on the floor such as in a child care setting

• pets and poor lighting

• slippery floors and surfaces such as steps

• falls from ladders or from standing on chairs or ledges to reach something. For example, when reaching to hang children's paintings or drawings.*

Employers responsibilities:

Employers under the OHS Act 2004 must manage health and safety issues involving slips, trips and falls through eliminating (removing) the risks or this is not possible, to manage the risks. 

How can employers manage these risks?

• Employers should complete  a workplace inspection with employees to identify potential trip and fall hazards such as a floor that is slippery after cleaning or employees using chairs to stand on. This workplace inspection could then help to identify controls to eliminate (remove) or reduce the risk posed from the hazard.  

In these examples a control could include:

1. Substituting (changing) the equipment used such as providing a step ladder to avoid the need to use a chair and storing items at a lower height to avoid the need to climb to reach them. 

2. Administrative controls such as changing the time floors are mopped to when there is minimal traffic on the floor and using warning signs on the floor to identify a slip, trip or fall hazard. 

3. Community services organisations such as aged care organisations can use engineering controls to minimise trip hazards that stairs can pose by designing for safety through the use of clearly marked ramps with handrails, often with reflective lighting. 

4. Slippery floors might be eliminated through resurfacing floors or designing floors that are non-slip. 

Sources *https://www.worksafe.vic.gov.au/resources/working-safely-community-services

    * https://www.safeworkaustralia.gov.au/slips-trips-falls 

The most common hazards in child care involve manual hazards and slip, trip and fall hazards including from:

• lifting children in and out of cots and highchairs and on or off change tables

• working at low levels involving poor posture such as sitting on children's furniture or the floor that results in awkward postures

• falling from height while standing on chairs or tables to display artwork 

• tripping or falling over toys or slippery floors.*

Repetitive rotating and jarring movements can occur in other community service direct care roles such as:

• residential (in home / accommoation) support workers who teach and support daily living skills with high needs clients,

•  in disability support services such as Kaliana Specialist School or 

• in aged care services.  

In such roles, employees may be required to:

• change bedding, unload goods and lift boxes of supplies, even restrain a client from harming themselves, all of which involve bending, lifting, carrying, pulling, holding and restraining.  

These repetitive movements if performed poorly or without adequate procedures and equipment can result in chronic and long term back and neck problems. 

In the community services industry the main threat of violence is from clients however it can also occur through co-workers and from family members of clients and intruders. 

There is a greater likelihood for occupational violence when you are working with high-risk clients who  have:

• psychological conditions that may result in violent behaviour and 

• people in distress or drug or alcohol affected; 

• when denying a person a service; 

• working where prescription and illicit substances are handled or 

• attending off-site visits or home visits or 

• even working alone at night. 

Your employer has a responsibility to ensure they take steps to control the risk of occupational violence which might include:

• regular information and training for staff in recognising signs of possible volatile situations; types of occupational violence; de-escalation techniques; self-defence; incident reporting procedures; debriefing procedures and policies and procedures for off-site and on-site work

• replacing furniture that could be thrown with fixed furniture and replace breakable glass panes with safety glass

• increasing the work space between the reception desk to create more space between the client and staff member

• ensuring interview rooms have two doors for an escape route for staff and minimal furniture that cannot be thrown or used to attack

• providing alarms for staff at reception that are directed to management/security/police) and personal alarms to staff for off-site and home visits for greater security

• ensuring waiting areas have a television and or reading material for clients to comfortably pass the time

• ensuring there is minimal if any cash left on site

• ensuring policies are in place that mean services can be provided over the phone or by video conference instead of face-to-face for clients who have been known to display violence.*

It is also important to understand every client is different as they may have specific medical conditions or other reasons that contribute to their behaviour. For example, a client with an acquired brain injury may also be prone to violent outbursts.*

In the community services industry your personal safety is always number one priority and therefore if you believe a situation is beyond your scope in terms of being able to manage a potentially violent situation you should remove yourself and be prepared to call for support. 

Source *https://www.worksafe.vic.gov.au/resources/working-safely-community-services 

Persistent and unreasonable behaviour includes:

• verbal abuse (insults, putting someone down that might also occur in front of others)

• harassment or intimidation - such as telling insulting jokes about someone's race or sexuality (example, displaying offensive screensavers or sending explicit emails or text messages), humiliating comments about someone's disability or intrusive personal questions about a person's personal life

• excluding or isolating - treating someone differently from others 

• spreading misinformation and malicious rumours

• giving meaningless tasks that are impossible for the employee to successfully complete

• deliberately withholding information or resources that stops an employee from completing their job

• refusing annual leave, sick leave, carers leave without reasonable grounds

• threats of dismissal

• interfering with an employee's personal belongings or work equipment

• unreasonable criticism that is not part of managing an employee's performance (example, making critical jokes or comments about a person's family or friends)

• physical assault (or the threat of physical assault) - including pushing, shoving, grabbing, tripping and threats with weapons 

Bullying can occur in any workplace where people work together. 

Sometimes a person may be unaware their behaviour is bullying and unaware of the impact their behaviour is having on a colleague/s and the workplace. 

Workplace bullying can happen to anyone from front line employees to Chief Executive Officer's (CEO's). However, some employees are at higher risk of bullying including young employees or employees with limited skills. * 

Why do you think these groups might be at higher risk of bullying?

What is not workplace bullying?

• a single incident of unreasonable behaviour is not workplace bullying. 

• differences of opinion or disagreements are generally not workplace bullying. 

• reasonable management action such as work performance reasonable action is not workplace bullying.  

• Unreasonable behaviour may also involve unlawful discrimination however on its own this is not workplace bullying. This may be managed under anti-discrimination and equal employment opportunity laws. 

Beyond Blue research has found that a poor organisational culture and lack of leadership are the main factors behind workplace bullying.*

Effects of workplace bullying can include:

• distress, panic attacks, sleep disturbance

• depression and anxiety

• relationship with colleagues, family and friends

• physical illness

Workplace bullying also impacts the workplace through:

• increased absenteeism and lost productivity

• low worker morale 

• time spent on lodging and defending workplace compensation claims

Bullying Risk Controls

Employers should have bullying risk controls to try and prevent bullying. 

This will include:

• information and awareness campaigns about bullying and harassment to help employees understand their behaviour can be viewed as bullying and to help affected employees to know what they can do if they believe they are subject to bullying behaviour

• promoting a workplace culture that encourages employees to report bullying and a workplace that responds to incidents

• developing and communicating a 'no bullying' policy and procedures for reporting, investigating and resolving incidents

• a 'buddy' system for new workers

• specific training for supervisors and managers with responsibilities for more at risk groups

• developing a conflict management procedures*

Sources* https://www2.health.vic.gov.au/health-workforce/worker-health-wellbeing/bullying-harassment/know-better-be-better/understanding-bullying-harassment 

https://www.safeworkaustralia.gov.au/system/files/documents/1702/guide-preventing-responding-workplace-bullying.pdf 

Stress is not a disease or illness and in fact a certain level of pressure or stress is not harmful and can be a motivator to navigate challenges and difficulties at work leading to better outcomes and increased confidence. However too much stress can lead to an employee's work performance decreasing and impact their health. 

The World Health Organisation (WHO) described work-related stress as leading to:

• frustration, anxiety, distress and emotional exhaustion

• physical symptoms like headaches, sweating, blurred vision, muscle tension and indigestion

• behavioural changes like excessive worrying and difficulty sleeping, taking work home, absenteeism or increased sickness absence

• confusion and difficulty in decision-making.*

Employee well-being is vital to work performance. Employers and organisations should consult with affected employees and then together decide on the best way to manage problems that focus on the source of risk.

Boosting staff morale should be a focus of all employers and organisations to provide opportunities for staff to interact which in turn helps to decrease stress levels and can occur through simple measures like: 

• staff morning or afternoon teas

• team building activities on-site or off-site 

• free massages (wouldn't that be a great workplace!)

• Friday night catch-up at the local café 

• casual work days

Employers efforts to support employees to manage work-related stress can result in fewer absences, improved work performance and associated productivity in the workplace.* 

Source *https://www.worksafe.vic.gov.au/resources/working-safely-community-services

The extent of the health effects depends on the substance and the amount absorbed by the person. 

Employers have a responsibility under the Occupational Health and Safety (OHS) Act 2004 to keep a register (or list) of all chemicals stored including 'Material Safety Data Sheets,' (MSDS) for each chemical stored. These should be provided by manufacturers and suppliers when first delivered.   

A Material Safety Data Sheet (MSDS) is a document describing the identity, properties and health hazards of a substance. It also lists precautions for the safe use and handling of the hazardous substance.  

Employers have a responsibility to make the Material Safety Data Sheets (MSDSs) available to employees who could be exposed to the hazardous substance and provide training to all employees who use hazardous substances so they know how to handle them, store them and how to avoid coming into direct physical contact. 

The MSDS sheets can be housed in the storage area or electronically or both and must be regularly updated. 

EXAMPLE 

For example, Material Safety Data Sheets are to be supplied and made available for ordinary household bleach which when used in community services industries can cause the death of anyone who swallows this and can burn and irritate the skin and seriously damage eyes. 

Understanding the risks involved with hazardous substances also protects clients from accidents and ill-health. This is important for employees when working in community service organisations such as childcare where even seemingly harmless liquids like dish washing liquid or laundry detergent, household disinfectant and even some glues can cause sickness, discomfort and injury to children if accidentally swallowed. Such accidents that can be avoided from these liquids can also result in employee stress and psychological harm. 

Managing the risk posed by hazardous substances:

• Where possible substituting (or changing) some of these hazardous substances for one that is less toxic is preferred.* 

For example, drain cleaners can be hazardous (harmful) to skin and eyes causing irritation and poisonous if swallowed as well as eventually ending up in the sewer and waterways damaging plant and natural habitat. Non toxic alternatives if appropriate can be used. 

• Personal Protective Equipment (PPE) should be made available to employees such as protective glasses or goggles, gloves and aprons. Employees should also be provided training to ensure they understand the need to wear PPE when using certain hazardous substances and trained in how to wear the PPE correctly. 

Some examples of hazardous chemicals in a community service setting include:

• staff areas and kitchens - dish washing liquids and dish washing chemicals

• cleaners storerooms - bleaches, toxic drain cleaners and window cleaners

*Source  https://www.worksafe.vic.gov.au/resources/working-safely-community-services

As part of their responsibilities to manage workplace health and safety, employers have a responsibility to ensure their employees are aware of the safety signs in their workplace and their meanings. They can do this through a WHS induction program where all hazard signs and locations of the signs should be thoroughly explained to new workers. *

Source *https://www.officenational.com.au/shop/en/obb2cstore/Guide-to-the-6-Types-of-Safety-Signs-Your-Workplace-Needs 

Child care example: 

A newly opened childcare centre, 'Carry on laughing,' catering for children 0 - 4 years old has been providing groups of 12 children at a time sharp edged scissors to use daily during art and creative play. 

A safety audit inspection carried out by the centre staff identified the sharp edged scissors as a safety hazard for the young children with some recent 'near accident misses' with the scissors since they have been used.  

Step 1. Referring to the Risk Assessment Matrix 'Likelihood ' Table the likelihood of an injury might be assessed as 'LIKELY' as the exposure is daily and the children at this age are lacking fine motor skill precision.

Step 2. Referring to the 'Consequences' Table  the 'consequences' are assessed as 'MODERATE,' because children have small fingers and hands that can easily be cut that may require medical care.

Step 3. The overall risk rating where the 'Likelihood' and 'Consequence' meet is rated as HIGH and considered not acceptable. Risk control measure/s need to put in place within 1-3 months. 

We can determine how to 'fix' this hazard (sharp edged scissors used by young children in childcare) by looking at different control measures. 

First lets practice using the 'Likelihood' and 'Consequence' Matrix.

1.1.3.6 Hierarchy of controls 

The things you do to reduce risk are known as CONTROL MEASURES. 

There are many control measures. If you are asked to wear goggles to protect your eyes when handling toxic chemicals than that's a control measure. 

If you are asked to go on a training course to understand how to correctly transport elderly immobile patients than that is a control measure. 

If you are provided with an A frame ladder to store items up high than that too is a safety control measure. 

The best way to fix a hazard is to get rid of it altogether or eliminate it. This is not always possible because elimination of a hazard may mean that an important function can no longer be carried out or the cost of elimination may outweigh the benefits. When this occurs you then move your way down the list until you have a 'fix' that is practical and reasonable, relative to the level of risk. 

For example, there is a risk that while secondary school students are using cutting knives in Food Technology, they may put their fingers too close to the sharp edge of the knives and injure their finger or fingers. If you were to eliminate this hazard then students would not be able to use knives in the kitchen. This would prevent students from being able to participate fully in Food Technology and is therefore not a practical option. 

Working your way down the hierarchy of risk control, a more practical option would be to use administrative controls such as procedures in the safe handling of knives (knives separated in a locked drawer and provided on a needs basis) and training such as completing an online Safe Handling of Knives course to reduce the likelihood of an accident or injury.  

HIERARCY OF CONTROL MEASURES

The hierarchy of control from Safe Work Australia provides a number of options for managing and controlling hazards and risks within the workplace. 

An organisation or employer should try to make hazards less dangerous by looking at the following options (in order from most effective to least effective):

• Elimination: Completing eliminating the hazard is the most effective control. Sometimes hazards can be avoided entirely. (e.g. clean high windows from the ground with an extendable pole cleaner, rather than by climbing a ladder and risking a fall.) 

• Substitution: Sometimes a less hazardous thing, substance or work practice can be used. (e.g. use a non-toxic glue instead of a toxic glue.)

• Engineering: Isolating the person from the hazard through modifying tools or equipment, or fitting guards to machinery. 

• Administrative Controls:  This means instructing workers in the safest way to do something, developing and enforcing safe work procedures. New workers or students on work experience must be given information and instruction and must follow agreed procedures to ensure their safety. (e.g. instructing a worker on how to operate a bread slicing machine in a bakery.)

• Using personal protective equipment and clothing (PPE) - If risks remain after the options have been tried, it may be necessary to use equipment such as safety goggles or glasses, gloves, helmets and ear muffs. PPE can protect you from hazards associated with jobs such as handling chemicals or working in a noisy environment. 

Sometimes, a hazard will require more than one of the risk control measures below to effectively reduce exposure to hazards.

A procedure is a set of written instructions that outlines what workers and others in the workplace should do in an emergency. A procedure should include specific actions people must follow and who is responsible for carrying out the procedure. 

Workplace Lockdowns and Evacuations

Lockdown

A lockdown is when everyone must stay inside and secure the area because there is a threat or danger nearby.

• Doors are locked, lights off, stay quiet and out of sight. Do not leave until an all-clear is given.
  Purpose: Keep people safe by hiding and securing them from danger.

Example:
If there’s an intruder or violent person on site, everyone locks doors, stays quiet, and hides until it’s safe.

Evacuation

An evacuation is when everyone must leave the building quickly and safely because it’s dangerous to stay inside.

• Used when it’s unsafe to stay inside, like in a fire, gas leak, or structural danger.
  
  

• Follow the emergency exit routes to the assembly point.
  
  

• Purpose: Get everyone away from the dangerous area.

The role of Fire Wardens:

Fire Wardens are staff members who are nominated in the workplace to help keep everyone safe during a fire or emergency.

Their main jobs are to:

• Help evacuate people safely from the building
  
  

• Guide and direct staff and visitors to exits and assembly areas
  
  

• Check rooms and areas to make sure everyone has left
  
  

• Report to emergency services and give important information
  
  

• Follow the workplace emergency plan

Fire wardens will wear Personal Protective Equipment (PPE) for visibility (to be seen) and this will include a helmet, high-vis vest and may also carry a whistle.  

Medical emergencies in community services industries will include:

• slips, trips and falls

• manual handling injuries (musculoskeletal)  

• allergic reactions- anaphylaxis  

• burns, scalds

• sharps cuts - continuous bleeding from a blade, broken glass or needle

• choking

• electric shock

• accidental poisoning

Workplaces must plan ahead for different types of emergencies so that they are prepared for the unexpected. This will support a workplace's ability to provide potentially life saving medical care to prevent death or permanent damage when a serious injury occurs. 

Medical assistance will include checking over the injured person to assess what type of medical emergency they have encountered; calling an ambulance and having a trained first aider giving first aid while waiting for an ambulance.  

When confronted with an emergency situation in the workplace checking for danger before trying to help is number one priority. If the hazard that caused the accident is still there and the risk of further injury or harm to others remains, personal safety should come first. 

The medical situation is not helped if, instead of one person being injured, there are two or more. 

Some services, like drug and alcohol services may store illegal or restricted substances, making them a target for intruders. People who are denied a service might react aggressively or try to enter without permission.

Legal Responsibilities

• Workplaces must have security controls to stop unauthorised people from entering

• These controls protect staff, clients, children, and visitors from harm

Responding to a Security Threat

• Contact police or security guards immediately if there’s a threat

Have clear procedures for:

• • Lockdown or evacuation

  • Follow-up support for anyone affected by stress or trauma

Example: Childcare or After-School Settings

Risks may include:

• Family law disputes (e.g. one parent trying to take a child without permission)

• Mentally unwell or intoxicated people trying to enter

• Potential child abduction attempts

Security Controls to Reduce Risk

• CCTV cameras at gates, entrances, and reception areas

• Alarm systems and motion sensors

• Access control systems – keypads or ID scanners to monitor who enters

• Fencing and secure gates around the property

• Security patrols during or after hours

• Clear enrolment documentation listing who is allowed to visit or collect clients/residents/children

• Under-desk panic buttons in reception areas for quick emergency alerts

1.2.1 Emergency Procedures 

Think - Pair - Share: Do you know what to do in the event of an evacuation or lock down at Bendigo Senior Secondary College? 

Your teacher will sound two alarms. Notice the difference in alarms for an 'evacuation' and 'lockdown.'

1.3 Identify And Implement Safe Work Practices

In the community services industry it is important to follow safe work practices.  This means following your employers workplace procedures for safely carrying out tasks and work instructions in the use of equipment for health and safety. 

Source: https://www.worksafe.vic.gov.au/healthcare 

Some examples of specific workplace procedures and instructions employees are legally required to implement include:

• Childcare settings - employers must ensure outdoor play areas meet safety standards (example, equipment is of the correct size and material for young children and garden plants should be non-toxic); provide adequate supervision; secure storage of hazardous materials; follow sun safety to minimise UV exposure when planning outdoor play (hats, sunscreen and timing outdoor play.) *

Source * https://www.acecqa.gov.au/sites/default/files/2018-03/Guide-to-the-NQF-4-OpRequirements.pdf

View the article below, 'Safety standards at Victorian childcare services drop despite rising fees,' here

How often a workplace cleans and sanitises will depend on the nature of the work and clients. 

All workplaces however should have a written cleaning schedule to ensure that a high level of cleanliness is maintained and should include the 5 W's (Who is responsible; What is to be cleaned; when is the cleaning to take place and how - the method used, PPE needed and chemicals used.)

Of course outside of regular scheduled cleaning accidents happen and therefore employees need to be ready to act promptly.

Types of waste spilt and cleaned up in community service industries will include:

• chemical waste - example cleaning detergents and disinfectants 

• vomit, faeces and blood and other bodily fluids such as saliva (common with young teething babies and children) and nasal discharges 

How to manage and clean up a spill including the type of equipment to use will be determined by: 

• the kind of spill involved (faeces, vomit, blood, chemical)

• the size of the spill (example, paper plate size or room size)

• the work environment where the spill happened

• what surface the spill occurred (example, soft furnishings, walls or doors, carpet or tiles)

Example: Vomit, faeces and blood: 

The clean up of vomit, faeces and blood will involve wearing disposable gloves and a splash repellent apron. An organisation such as an aged care or residential support service for high risk adolescents may also instruct employees to wear a medical mask when cleaning up vomit if it is suspected to be caused by gastroenteritis illness. 

Blood can contain germs such as Hepatitis B and HIV as discussed previously. 

Wearing PPE can protect you from contact with potentially infectious materials by preventing pathogens (bacteria, parasites) from entering your body through your skin, eyes, nose, or mouth via splashes, sprays, or direct contact. 

Cleaning up vomit, faeces and blood:

Generally the area of the spill will be blocked off with only those employees required there to clean. 

A safety hazard sign like a wet floor sign should also be placed and easily seen by all clients, visitors and employees to alert them to stay clear with cleaning in process and slippery floors. 

All employees and clients such as children should be removed from the immediate area and the ill person taken to the bathroom as needed with any soiled clothes placed in a leak proof sealed plastic bag to be cleaned. 

Used and contaminated cloths and towels must be bagged and cleaned separately. 

Generally paper towels should be used to clean up the excess from the contaminated surface and placed in a leak proof plastic bag for disposal. 

Any linen from beds with infectious waste such as feaces and vomit should also be washed in detergent and warm to hot water after being soaked first to remove most of the contamination and hung out to dry or on a hot cycle in the dryer. 

The area will then need to be cleaned with detergent and hot water.

Contaminated sharps such as those used to administer medications or injections used across community services settings like aged care facilities or even safe injecting sites (example, needles or syringes) should be disposed of in a puncture resistant container like a biohazard can or even a plastic soft drink container with a sealed lid and placed in a bio hazard disposable bin where possible or if not available a general waste bin.  This is important to protect other people from injuries from sharps that can cause illness and disease like HIV, Hepatitis B and Hepatitis C as discussed earlier.

All employees should be familiar with the location of spill kits (all equipment needed to clean up a spill) and the location of disposal bins including general waste, recycling and bio-cans (to dispose of sharps).

Radiation

In community services, workers may be exposed to radiation hazards, which can come from medical equipment, X-ray machines, or other sources. Radiation can cause harm if proper safety measures are not followed, so it is important to use protective barriers, wear personal dosimeters if required, limit exposure time, and follow all workplace procedures. Understanding the risks and knowing how to work safely around radiation helps protect both staff and clients.

Sanitising 

Sanitising is the process of reducing the bacteria and viruses on something that can cause illness and disease. * Sanitising such items helps stop the spread of illness and disease. 

• An area that has been cleaned with detergent and hot water then needs to be sanitised. This can occur through being treated with disinfectant. Disinfectant is a chemical liquid that destroys bacteria. *

• Disinfectant will be required and the procedure for which disinfectant and the dilution to make up the solution should be read according to the manufacturers instructions. 

• Disinfectant should not be placed on human skin unless designed for this purpose such as liquid sanitiser. 

• Disinfectants should be securely stored away from children and clearly labelled to prevent accidents as occurred in earlier example of accidental poisoning in a child care centre in Melbourne in 2021. 

• If the vomit or faecal accident occurred on soft furnishings like a couch or on carpet some disinfectants may not be appropriate. Therefore the area should be thoroughly cleaned with hot soapy water and then steam cleaned. This can be through a commercial cleaning company or by using a steam mop or a wet tea towel with a hot iron placed over the top and pressed. 

• Do not vacuum soft furnishings or carpet until the area has been cleaned and sanitised as vacuuming can result in viral particles becoming airborne.

Cleaning and sanitising cleaning equipment

All non-disposable (those that can be reused) cleaning equipment in a community services organisation should be cleaned and disinfected using the manufacturers instructions and the organisations sanitising procedures. 

• separate cloths might be used in an organisation to clean high risk areas like toilets and change tables and should be clearly identified (example, have a colour coding system) and washed and stored separately.  

• a mop should have a detachable head and the mop head cleaned  by washing in hot, soapy water and then soaked in an appropriate disinfectant, wrung out and hung out to dry.

Sanitising in a childcare setting

Young children and child care workers are at increased risk of illnesses.   

This occurs through childcare children still developing their immune system and therefore more prone to illness such as gastroenteritis (gastro); unhygienic behaviours like mouthing objects such as toys and poor hand to mouth habits as well as undeveloped personal hygiene (less likely to wash their hands unless supervised.) 

This behaviour poses a risk to children and employees through the transmission of illness and diseases through contaminated surfaces including cot rails, nappy changing areas and toilets. 

The duties of childcare employees will involve close contact with children to wipe noses, change nappies or help a child with toileting, clean up bodily fluids and tidying toys that have found their way into children's' mouths. 

Sanitising such items helps stop the spread of illness and disease. 

1.3.2.1 Emergency Equipment in Community Services

What is emergency equipment?

Emergency equipment refers to the tools, devices, and resources provided in a workplace to keep people safe and help manage accidents, injuries, or dangerous situations. This equipment is required under workplace health and safety laws and must always be ready for use.

Why is it important?

Protects staff, clients, and visitors during emergencies.

Helps reduce harm or injury.

Allows workers to respond quickly and effectively.

Shows that the organisation is meeting its duty of care.

Examples of emergency equipment in community services settings:

Fire safety equipment – fire extinguishers, fire blankets, smoke alarms, sprinklers.

First aid kits – stocked with bandages, antiseptics, gloves, and other basic medical supplies.

Personal protective equipment (PPE) – gloves, masks, aprons, goggles, used when dealing with spills or infectious hazards.

Emergency alarms and communication systems – to alert staff and clients in case of fire, evacuation, or other danger.

Evacuation equipment – such as wheelchairs, evacuation chairs, or stretchers to help clients with limited mobility.

Spill kits – for cleaning up hazardous chemical or bodily fluid spills safely.

Your role as a worker:

Know where the emergency equipment is located.

Check equipment regularly (e.g., ensuring first aid kits are stocked).

Use equipment only if you are trained and it is safe to do so.

Report missing, damaged, or used items so they can be replaced immediately.

Regular items that will need sanitising in childcare, high risk youth residential, aged care, disability and other community service industries include:

• change mats and change tables

• dummies

• toys

• Bottles and teats

• cot rails and cots

• tabletops an highchairs

• hand basins and toilets 

• medical devices

• personal hygiene products including tweezers, nail clippers, razors

The process for sanitising will depend on the object.

Bottles, teats and dummies must be first thoroughly cleaned in for example, hot soapy water and must be checked to ensure all traces of milk are removed.  They should then be sanitised after each use with two ways of sanitising being:

• boiling - this involves submerging in water in a saucepan and bringing this to boil for at least five minutes. The bottles and teats must be cooled down before using again.

• steaming - all items should be placed upside down and the manufacturers instructions followed.

All equipment should be air dried and then stored. Dummies should never be shared by children and should be individually stored in sealed containers with an identifying child's name on the container.  

When changing a child if faeces or urine spill onto the change table or mat, clean it with detergent and water, then rinse dry with a single use paper towel. The procedure for sanitising may differ however the change mat should be generally sanitised with disinfectant according to the manufacturers instructions.

Masks and shields are commonly used by health professionals and have been on prominent display during the COVID pandemic at testing sites, vaccination clinics and providing medical care for COVID positive people. 

This PPE is an important defence against aerosols  (droplets or particles in the air from coughing, and sneezing) and bodily fluids that may spray them while giving care. 

PPE to use when handling chemical spills

• Masks should be used when handling chemical spills and may also be effective when cleaning up vomit to protect against harmful vapours entering the lungs.

• Goggles or safety glasses can also protect eyes when using chemicals that may accidentally splash into an employees eyes causing irritation or more serious eye damage.

• Head protection can include hair nets that protect both the employee and client / patient from contaminants escaping from hair or getting into hair. Cooks preparing food in community services organisations wear food is prepared must wear hair protection in the kitchen.

• Liquid repellent aprons help to protect employees from splashes and should be worn when working with chemicals, cleaning up vomit, blood spills and preparing food.  This helps protect against chemical skin irritation and burns and infections and disease from contaminated bodily substances. 

• Sunscreen safety is another area where head protection is important. To meet some of their legal duties with sun safety the Cancer Council SunSmart Program recommends children and educators in childcare centres' wear sun safe hats that protects the face, head, neck and ears.*  

*Sources  https://www.cancercouncil.com.au/wp-content/uploads/2011/01/CAN10375_Childcare-Sun-Policy-WEB-September-2013.pdf?TB_iframe=true 

https://pursuit.unimelb.edu.au/articles/more-transparency-needed-in-ppe-supply-chains 

1.4 Contribute To the development and carrying out of safe Workplace procedures

Work, health and safety issues identified by an employee may include identified hazards (example, broken equipment) and the availability and effectiveness of PPE, (this was a serious issue raised by health professionals in 2020 with the quality of masks provided when trying to provide care for infectious and potentially COVID infected people .)

Issues can be raised with:

• Health and Safety Representatives ( workers who are elected to represent the health and safety interests of a group or workers in the workplace who can investigate the issues raised to them)

Employees should also be encouraged to participate in other activities that provides opportunities for them to be consulted and opportunities to contribute to the development of safe work policies and procedures. 

This can occur through:

• employees nominating themselves to take on work, health and safety (WHS) responsibilities such as the role of a Health and Safety Representative (HSR) in the workplace.

• employers holding regular workplace team meetings with set time for employees to discuss work, health and safety concerns and recommendations. Employees here can share their experiences. Provide examples from their day-to-day work that highlight potential risks or challenges. Example: “When transferring clients with mobility issues, I’ve noticed that some wheelchairs don’t lock properly.”

• Suggest improvements during supervision time: Offer practical solutions to improve safety or make procedures easier to follow. Example: “Could we move cleaning chemicals to a higher, locked cabinet to prevent accidents?”

• employees clarifying procedures they are unsure about during formal or informal conversations. Example: “I’m not sure how often the fire extinguishers are checked: could we include that in our routine?”

• employees encouraging the team to follow new or updated procedures, offering to help implement changes or train other staff if needed.

• encouraging employees to participate in workplace safety inspections to help identify hazards and listening to their recommendations for fixing these. 

Consulting with employees is beneficial because employees are the people involved in the core day-to-day work in an organisation and therefore have valuable first hand experience and insight into workplace hazards and the things that may cause hazards in the workplace. Research shows that people work more safely when they are involved in the decision making process and have immediate feedback about their work.*

Consultation with employees also supports employees to be aware of health and safety matters. 

Consultation has other benefits including employees who have been involved in health and safety having a better understanding of the decisions made. 

Consultation also supports positive working relationships because understanding the views of others leads to greater cooperation and trust.

Workplace Inspection

A workplace inspection should occur regularly but the frequency will depend on the workplace environment. A checklist should be used tailored to specific workplaces when carrying out the inspection and should involve Health and Safety Representatives (HSR's), employees and even an external (outside) expert.  

The results from the audit safety inspection should then be discussed at a Health and Safety Committee (HSC) workplace meeting, hierarchy of control measures put in place as needed and the changes documented and communicated to all staff involved in the workplace. This may also include providing additional training as needed. *

*Sources https://www.hse.gov.uk/involvement/talktoyouremployees.htm 

* https://www.safeworkaustralia.gov.au/system/files/documents/1901/code_of_practice_-_consultation_cooperation_coordination.pdf 

1.5 Reflect On Own Safe Work Practices

Employees should be encouraged to reflect on their work practices to ensure they are 'best practice' and meet the standards of current laws, procedures and policies aimed to maintain safety in the workplace. 

Employees should be supported to identify ways to maintain currency (or keep up to date) in safe work systems, equipment and processes in their work area, through for example training. 

1.5.1 Identify ways to maintain currency (up to date) in safe work practices, equipment and processes

Work, Health and Safety laws, standards, policies and procedures are always under review and updated in order to aim for the highest level of protection to prevent workplace injuries, disease and fatalities. *

In Victoria Worksafe is responsible for investigating and when required prosecuting breaches of the OHS Act (2004). Worksafe directs considerable resources to high risk workplaces with a high incidence of injury, disease or death which is vital to safer workplaces.

Self-Reflection and Safe Work Practices

• Self-reflection means thinking about your work to see what went well and what could be improved, what could you have done differently?

• It helps you find gaps in your work practices, stay up to date with safety procedures, and improve how you work

Questions to Ask Yourself

• Did I follow the correct procedure and wear the right PPE?

• Could I have prevented an injury by using proper equipment or training?

• Did I use the correct furniture or tools for the task?

• Could a “near miss” have been avoided by storing items safely?

• Am I keeping my skills and knowledge current?

• Am I cutting corners, and why? How can I improve?

Why It’s Important

• Honest reflection helps you work more safely, learn from mistakes, and keep improving

• It supports both personal growth and a safer workplace for everyone.

Ways to Practise Self-Reflection

• Ask for feedback – have a supervisor or experienced worker observe you and give advice

• Regular supervision meetings – discuss what went well and what could be improved

• Identify areas for improvement, such as:

  • Following safe manual handling procedures

  • Knowing when and how to use PPE

  • Reading and understanding Material Safety Data Sheets (MSDS)

Encouraging Reflection

• Talk about safe work practices in team meetings

• Have informal chats about what’s working and what isn’t

• Include structured reflection as part of supervision or training

Community Service workers need to juggle competing demands with their own personal and family commitments.

Work in community services requires a high degree of flexibility in working hours with overnight residential support often involved, after-hours work and crisis intervention support that doesn't always occur during a typical 9:00 am to 5:30 pm day. 

• Mistakes can be made when an employee is under intense stress with corners cut that can result in an accident, 'near miss' or clients not receiving the care and support expected or needed. 

If unchecked stress can also impact the employees personal life and well-being through for example, relationship problems with friends, family and partners.

As such it is important for employees to reflect on their own levels of stress and fatigue and report these when needed to designated persons according to the organisations procedures.

Causes of stress in a community services organisation might include:

• very long shifts - example, emergency service workers, residential support services such as youth and disability. 

• not enough time to recover between shifts

• long commuting (distance needing to travel to and from work) times

• conflict with others at work - example harassment by another employee, unfair treatment by an employer including issues with entitlements such as overtime pay / leave 

• occupational violence

• organisational change - change of management

• increasing levels of administrative work

• insecurity in job - example, casual work

• lack of supervision support

• lack of recognition

Signs of stress in the workplace: 

• tiredness even after sleep

• constantly feeling worried and negative

• feeling completing overwhelmed by work tasks, unable to focus or prioritise tasks

• changes in mood - example irritability, short tempered and sensitive

• reactions to certain work situations are extreme 

• regularly cutting corners and making mistakes that may be compromising health and safety of others in the workplace including the care of clients

Example of stress and fatigue in the workplace:

Emergency simulations (practice drills) can create high-pressure conditions. If you were to experience high stress or fatigue that affected your performance during this drill, you might take the following steps:

1. Pause and assess your condition to ensure you are not putting yourself or others at risk.
   
   

2. Inform your immediate supervisor (or, if they are unavailable, the designated Health & Safety Representative or Human Resources) as soon as possible that I am experiencing stress or fatigue that may impact my ability to continue safely.
   
   

3. Document the situation, including when the symptoms started and how they were affecting my performance.
   
   

4. Follow any internal procedures for reporting health, safety, or performance concerns. This may involve completing a Workplace Incident report.
   
   

5. Seek support, such as taking a short break, accessing employee wellbeing resources, or speaking with HR if the issue persists.

Real Life example:

A source of stress in the workplace can be disputes with wages. Has this happened to you or someone you know? 

As discussed in the article above, the Fair Work Ombudsman (helping all Australians with their rights and responsibilities in the workplace) will take Super Retail Group, the owner of popular local brands including Rebel Sport and Supercheap Auto, to court with allegations it engaged in serious breaches of the Fair Work Act when it underpaid staff across its brands.

The regulator confirmed on the 20th Jan 2023 it had started legal action against the company in the Federal Court, focusing on 146 employees who were allegedly underpaid around $1.14 million between January 2017 and March 2019.

The ombudsman alleges that many of these underpayments came about because Super Retail paid staff annual salaries that failed to cover their minimum legal entitlements, given they performed significant amounts of overtime. 

You can read the full article here.

Source * https://www.smh.com.au/business/companies/fair-work-takes-rebel-supercheap-auto-owner-to-court-over-alleged-underpayments-20230120-p5ce5j.html

Every person has different interests and therefore employees should try and use stress management techniques that are calming to them and might include:

• exercise like walking, running, bike riding, bush walking,  yoga or swimming or a team sport such as soccer or basketball

• allocating set time in the day to enjoy time with family or friends, pets/animals, gardening or doing something relaxing like watching television or listening to music, singing, dancing

• cooking, following a healthy eating plan

If workplace stress and fatigue are overwhelming to the point of impacting your ability to provide care to clients then talk to a designated person such as a supervisor, Health and Safety Representative, Human Resources or booking an appointment with a GP or counsellor should be considered.  

If you choose not to take steps to address your stress and fatigue then you are at risk of making mistakes that can place yourself and others (clients, co-workers) at risk of harm.  

*Source https://www.safeworkaustralia.gov.au/fatigue 

* Source https://www.betterhealth.vic.gov.au/health/healthyliving/stress 

Declaration of Authenticity

Now that you have completed the assessment tasks, complete the Declaration of Authenticity at the end of your Student Guide Assessment and submit this with your competed work for assessment. 

Your teacher will provide you with feedback regarding your completed submitted work.

If competent, your teacher will sign your Overall Assessment Record Sheet with you as evidence your assessments have been completed for the unit of competency.

Student Feedback

You can provide feedback about this unit of competency on the Feedback form in your Student Guide Assessment.