WHS POLICY
SCOPE
This policy applies to all Electus Recruitment Pty Ltd (‘ECR’) personnel, and any subcontractors who are to act in accordance with the principles set down in this policy.
PURPOSE
Electus Recruitment Pty Ltd has established this Workplace Health & Safety policy to be consistent with the purpose and context of the ECR organisation. It provides a framework for implementing and maintaining a safe working environment, meeting regulatory and legislative requirements as well as ECR’s commitment to continually improve its management system.
POLICY STATEMENT
ELECTUS RECRUITMENT PTY LTD’s COMMITMENT
Electus Recruitment Pty Ltd is committed to ensuring the health, safety and welfare of its workers and any other people who may be affected by their operations. In securing workplace health and safety, this organisation promises to be due diligent in their Work Health Safety (WHS) practices and to fulfil statutory responsibilities.
ECR’s managers are aware of their WHS obligations and will be diligent in managing their WHS responsibilities.
DUTIES OF MANAGEMENT:
ECR Management is responsible, within the scope of their authority, for ensuring that the objectives of this policy are integrated into workplace practices.
- Workers are consulted on workplace health and safety matters which may affect them. Communication on WHS issues is promoted as a normal component of work.
- All equipment, substances and work systems used are suitable for their intended purpose in the workplace and meet safety requirements.
- Adequate training, information and instruction are provided so that work is conducted safely.
- Contractors are made aware of safety procedures and are inducted every twelve months.
- Immediate and appropriate steps are taken to investigate and rectify any risks to health and safety arising from work activities.
- The attention of ECR management is promptly brought to any relevant health and safety issue.
- All accidents and near misses are properly recorded and reported, and an investigation is carried out to determine causal factors.
- Safe access to, and egress from, the workplace is maintained at all times.
HEALTH AND SAFETY AND WORKPLACE BEHAVIOUR AND EXPECTATIONS
1.1. Workplace Health and Safety
(a) ECR strives to provide a safe and healthy work environment for our employees. ECR is committed to being proactive in identifying, evaluating and controlling factors within our work environment, which may cause or potentially cause injury or health issues. ECR is committed to providing ongoing training to ensure employees perform their tasks in a safe manner. ECR is also committed to ensuring that all equipment is well maintained and in safe working condition.
(b) ECR is dedicated to developing the implementation of safety policies and procedures and investigating any new hazards reported and/or identified and implementing the relevant measures to mitigate any associated risk.
(c) It is the responsibility of the employee to follow all health and safety procedures implemented by ECR. Employees must also follow all lawful instructions given for the health and safety of themselves and others.
(d) Employees should ensure that they take reasonable and sensible care during their employment and have consideration to others who might be affected by their actions within the workplace.
(e) Employees must report all accidents/incidents (including near misses) to ECR management. It is also a requirement of ECR that employees report all known and observed (“new”) hazards to ECR management.
(f) Employees must undertake only those tasks for which they have been authorised and had the necessary training, certification and licensing to conduct.
(g) Employees must undertake any training provided in relation to Work Health and Safety.
(h) Employees must correctly using any information, training, personal protective equipment and safety devices provided.
(i) In the event of injury or illness, a first aid kit is available on site. Employees are to advise ECR management if first aid kits are in need of replenishment.
(j) Employees should notify ECR immediately if they are suffering from an injury or illness that may impact the duties of their position including any changes to medication or new medication that may be prescribed by their medical practitioner as this may have an effect on the duties employees are able to perform in their position.
(k) It is the employees responsibility to ensure that they work in accordance with acceptable Work Health and Safety requirements and policies.
(l) Employees must also ensure that they work in accordance with Work Health and Safety requirements at law generally. For example, an employee in Queensland, according to section 28 of the Work Health and Safety Act 2011 (Qld) must:
(i) take reasonable care for their own health and safety;
(ii) take reasonable care that their acts or omissions do not adversely affect the health and safety of other persons;
(iii) comply, so far as they are reasonably able to, with any reasonable instruction that is given to them by ECR management; and
(iv) co-operate with any reasonable policy or procedure of ECR relating to health or safety at the workplace.
(m) Additionally, ECR requires employees to advise ECR management of any allergies or medical conditions which they have, which may affect their employment and/or which must be advised to a doctor or paramedic in the case of an emergency, for example if the employee has asthma, epilepsy or an allergy to penicillin or nuts.
(n) When working remotely, e.g. from home or another remote location, employees are required to comply with the Work Health and Safety requirements of ECR and at law generally.
(o) Failure to comply with their work health and safety obligations may result in ECR taking disciplinary action against the employee, up to and including termination of employment.
1.2. Emergency Procedures
(a) If there is a requirement for employees to evacuate their workstation in the event of an emergency (e.g. fire), they are to proceed to their designated assembly point and remain there until advised by ECR management (or police/emergency personnel). Assembly points are indicated on instructions posted around the workplace. Employees should follow all legal instructions given by emergency organisation personnel and personnel from ECR management.
1.3. Employee injuries at work
(a) Unfortunately, from time to time injuries can occur in the workplace. All injuries regardless of how minor they may be should be reported to ECR management. Employees may also be required to fill out an Incident Report if an injury occurs. The employees Manager will advise if this is required.
1.4. Workers’ Compensation
(a) To ensure that employees are appropriately covered in the event of an employee being injured at work or contracting an illness that is a direct result of their work, ECR has workers compensation insurance policies in place.
(b) If employees are injured at work or while performing work, employees should immediately advise ECR management, who will organise forms to be completed and forwarded to the relevant bodies.
(c) Under all circumstances, an incident record/report should be filled out immediately following a workplace injury. Ask ECR management if employees need a copy of the relevant form to complete.
1.5. Medical Examination
(a) If during the course of employment, an employee develop a condition that requires a medical examination or requires the employee to have time off work, ECR, at its own discretion and expense, may require a medical examination to be undertaken and may acquire from the examining doctor a report on the condition.
(b) Should the report indicate a condition which will be aggravated by continuing duties with ECR, then ECR may review the employee’s employment situation.
1.6. Use of Illegal or Non-Prescribed Drugs
(a) The using of, being in possession of or being under the influence of any illegal or non-prescribed drugs and/or drug paraphernalia while employees are working from home, at the workplace, at a client’s premises or when coming to and from work is strictly forbidden.
(b) ECR reserves the right to carry out random drug testing at its absolute discretion without prior notice at any time during employment.
(c) In the event that ECR suspects that any employee is under the influence of illegal or non-prescribed drugs, the employee may be required to undergo tests, which may include, but is not limited to, a blood test and/or urine test.
(d) Should the test results indicate there are illegal or non-prescribed drugs in the employee system, or the employee refuses to submit to a test, then disciplinary action may be taken against the employee, up to and including termination of employment.
(e) If at work, the employee is found to be in possession of illegal drugs, non-prescribed drugs and/or drug paraphernalia, disciplinary action may be taken against the employee, up to and including termination of employment.
1.7. Consumption of Alcohol and the Workplace
(a) As a general rule, for safety and social reasons, employees should never work, arrive at work or be at work while under the influence of alcohol or with alcohol in their possession. Disciplinary action may be taken against the employee, up to and including termination of employment.
(b) ECR recognises however that consumption of alcohol at ECR functions may be an acceptable practice provided that alcohol is not consumed in excess.
(c) ECR reserves the right to carry out alcohol testing at its absolute discretion without prior notice at any time during employment.
(d) In the event that ECR suspects that any employee is under the influence of alcohol employees may be required to have a blood test. If the test indicates intoxication above the legal or acceptable limit or an employee refuses to submit to a test, then disciplinary action may be taken against the employee, up to and including termination of employment.
1.8. Smoking in the Workplace
(a) In accordance with legislation and for the comfort and health of other employees, contractors and clients, employees are prohibited from smoking in or around ECR premises or in or around any client premises the employee is working at from time to time. For the avoidance of doubt, this includes vaping.
References
Work Health and Safety Act (Qld) 2011
WorkSafeQueensland
ISO 45001:2018,( Clause 5.2)
All ECR Policies & Procedures
Monitoring and Review
This policy and procedure will be reviewed annually by the Director, with corporate staff, client and other stakeholder feedback.
Electus Recruitment’s Continuous Improvement Plan will be used to record and monitor progress of any improvements identified and where relevant feed into service planning and delivery processes.
Annual client satisfaction surveys will assess satisfaction with Electus Recruitment’s governance processes and provide opportunity for feedback on areas for improvement.
Document Owner: Fiona Hackett. Original Issue Date: 1st January 2024
Authorised by: ECR Director (Top Management). Fiona Hackett
Date: 25 June 2026