Citipointe Church has an open door communication arrangement and encourages staff to discuss any concerns on WHS issues and offer any suggestions on work safe practices and injury management. Workers may request the selection and appointment of a HSR (health and safety representative) to contribute to the consultative process. 

Workers are encouraged to: 

• ask questions relating to WHS; 

• bring up safety concerns; 

• make recommendations regarding WHS; 

• give regular feedback;  and 

• participate in any WHS related problem solving process. 

Consultation

Citipointe Church will so far as is reasonably practicable consult when:

• identifying or assessing hazards or risks;

• making decisions on how to control risks;

• making decisions about the adequacy of facilities for worker welfare (e.g. staff rooms, offices,  toilets or first aid);

• making decisions about procedures;

• resolving health and safety issues;

• monitoring workers health and workplace conditions; and

• providing information and training.

Consultation & Communication 

Citipointe Church encourages workers to participate in discussions regarding safe work practices and WHS issues. Regular staff newsletters initiated by the WHS Facilitator are emailed to each worker which address incidents/injuries and hazard alerts or WHS updates and relevant information. Workers are encouraged to discuss any safety matters that concern them. 

Site Safety Communication for Grounds Staff and other maintenance type workers such as Work for the Dole workers

Safety communication may include any of the following: 

• Monthly Pre-Start Work meetings between the Supervisor of a work activity and workers. 

• Other Pre-Start Work meetings will be conducted on any job appraised by the Supervisor of a work activity as having sufficient risk to warrant one.

• Pre-start work meetings use the Record of Pre-Start Work Meeting Form.

• Discuss work to be carried out before commencement of relevant tasks ensuring a Safe Work Procedure (SWP) has been completed addressing all safety risks.  Determine if there have been any changes to site conditions that need to be addressed.

• Before assigning tasks, ensure the worker is competent to use any associated equipment or products.

• Ensure all workers are given the opportunity to raise issues and agreed actions are allocated a responsibility and due date.

• Where an issue arises that may impact other sites, provide full details to the WHS Facilitator so that the issue can be followed up with the relevant persons.

Planning, Review and Evaluation

Citipointe is focused on continuous improvement through a systematic approach to WHS that includes setting specific objectives, establishing support systems or programmes to achieve objectives, regular review of progress and evaluation of outcomes.

The commitment to continuous improvement includes implementation and monitoring of the audit, inspection and review process. 

Consultative Process to Review and Evaluate Hazard Management

Citipointe is committed to consultation and cooperation between management and workers.  It will consult with workers by direct consultation, regular email communication and face to face meetings on any workplace change that will affect the health and safety of any workers.

Citipointe aims to achieve the most efficient and effective resolution of all health and safety issues, as and when they arise.  It is the responsibility of all management levels to resolve issues in their workplace. This procedure is applicable to all workers.

1. Where a worker identifies a health and safety issue they should raise it with their immediate Manager or Location Pastor.  In Brisbane, the worker may elect to speak directly with the WHS Facilitator. If they have raised the issue with the Manager, the Manager must inform the WHS Facilitator or Location Pastor if at another location.

2. The issue should be dealt with as soon as possible after being reported.  If it cannot be rectified immediately, then a solution should be implemented as soon as practicable.  As a minimum, interim measures should be put in place to prevent any adverse consequences until such time that the issue can be satisfactorily resolved.  

3. Where the issue concerns work which involves an immediate threat to the health and safety of any person, the Manager or worker, in consultation with the WHS Executive Officer in Brisbane or Location Pastor elsewhere, may direct that work will cease.  Where an issue or an immediate threat remains unresolved, the Committee of Management or workers may request the assistance of a Health and Safety Authority.  A Health and Safety Inspector may issue an Improvement Notice or a Prohibition Notice.

4. The issue and agreed outcomes will be addressed in the next WHS Newsletter to notify all workers of the issue and agreed control options. 

5. Solutions will be recorded as well as communicated to relevant workers for their information.

WHS legislation places obligations on Officers in managing WHS in the workplace. One of the obligations is that Officers must exercise due diligence in keeping themselves informed, and being informed, in order to actively monitor and evaluate health and safety management within the organisation and appropriate resources are allocated to manage WHS risk. A Legal Register (Appendix 1) and Compliance Obligations have been developed detailing information pertaining to Relevant Legislation.