The aim of this report is to make available information relating to Occupational Health and Safety (OHS) in Bo Caf and to provide an overview of good practices at both the policy and workplace levels.
The hotel, restaurant and catering sector covers a wide range of different businesses including hotels, pubs and restaurants, fast-food takeaways, cafes and bistros. It plays an important role as a job creator in the service sector and in the economy as a whole in Australia.
As there are huge number of people working in service industry, it is important to manage the risks and prevent the causes of accidents and ill health in the hospitality sector. In other words, employers and employees have a duty of care to all people in NSW workplaces with regard to health, safety and welfare at work under NSW Occupational Health and Safety Act 2000 (NSW OHS Act) (Occupational Health and Safety in Hospitality, 2003:3) .
The aim of this report is to make available information relating to Occupational Health and Safety (OHS) in Bo Café and to provide an overview of good practices at both the policy and workplace levels.
The first part of the report presents the key OHS policies relating to Café sector such as hygiene, safety and security in the workplace.
The report then focuses on the prevention of risks to workers in Bo Café. The business should provide the training courses for employees at workplace level, including infection control, emergency procedure, fire prevention, manual handling, first aid, machinery and equipment and hazardous substance.
The following section gives three methods that employer can consult with the employees under the Act. The brief explanations of the consultations include Health and Safety Representatives (HSRs), Health and Safety Committees (HSCs) and Additional ways to consult.
The next section refers the legislations that should be conducted in the Bo Café and provides an overview of contractual elements that should be involved in employer and employees. It includes the compensation for the staff who are not disadvantaged and have an early and successful return to work, and what legal obligations employers should be conducted.
The main conclusion of the report is that the future recommendations are to develop prevention strategies which protect employees in Bo Café effectively.
The food and beverage sector employs more than 7.8 million people in Australia that is characterized by high job demands and high physical workload. Like most employers, they know that there is legislation about Occupational Health and Safety (OHS), however, they sometimes get around to address health and safety issues.
According to the NSW Occupational Health and Safety Act 2000 (NSW OHS Act), all businesses are required to set up an Occupational Health and Safety (OHS) program. The health and safety program is a process for managing health and safety in the workplace. To achieve this, the business needs to establish and maintain the occupational health and safety program which is designed to prevent injuries and disease.
“The employer is responsible for providing workers with adequate instruction in health and safety and for addressing unsafe situations in a timely, effective manner” (Health and Safety for Hospitality Small Business, 2005:41). And all staff and service contractors are required to work safely, to know and to follow the business’s guideline for safe work procedures (Occupation Health and Safety in Hospitality, 2003).
The aim of this report is to make available information relating to occupational health and safety in Bo Café and provide the overview of practices at both the policy and workplace levels. It begins with the briefly explanation of the OHS policies when setup new branch of Bo Café. The type of trainings then will be conducted in workplace and the ways to involve the staff participating in OHS policies. Finally, the legal requirements and contractual elements may include and further recommendations.
2. The OHS Policies Require for Bo Café Setup
“The business OHS policy involves implementing occupational health and safety to ensure a safe and healthy working and learning environment for all. This policy is in accordance with the Occupational Health and Safety Act 2000, the Occupational Health and Safety Regulation 2001, the Workplace Injury Management and Workers’ Compensation Act 1998, the Workplace Injury Management and Workers’ Compensation Regulation 2002 and all relevant codes of practice” (Occupational Health and Safety Policy, 2006).
This is a preview of the whole essay
The policies are clearly informing employees, employers and other relevant parties that OHS is integral part of all operations. It can be divided into three main characteristics requiring setup of OHS policies for Bo café.
It is the responsibility of all staff to ensure that the kitchen is kept neat and tidy at all times and that there is no rubbish and food scraps left in the kitchen at the end of a shift.
Staff must adhere to follow the following hygiene regulations to comply with Health & Safety:
- Hands and nails to be kept clean at all times.
- Wash hands after being in contact with uncooked food, handling garbage, smoking, blowing nose, visiting toilet, handling cash and after breaks.
- Hair is to be kept clean and must be tied back.
- Fully enclosed shoes must be worn at all times.
- All stock must be used the principle of FIFO (First In First Out).
- All hot foods must be kept above 60°C.
- Cold foods must be stored below 5°C.
- Floors must be cleaned after spillages and at the end of every shift.
- Benches must be cleaned and sanitized at the start of the day and at the end of the day.
- Meat slicer and sandwich press must be cleaned at the start of the day, end of the day and between slicing cooked and raw meats (meat slicer).
- Juice machine must be cleaned 3 times a week.
- Coffee machine cleaned thoroughly once a week
Machinery and equipment are used in a variety of workplace settings. Improper installation, operation and maintenance of machinery and equipment can lead to serious injury or death. The staff work with a lot of equipment, some of it motorized such as mixers and washing machines and some of it hand tools or equipment. Employers have a duty to make sure this equipment is in good condition and suitable for the job being done. They are required to undertake individual risk assessments for all powered plant that the staff uses and to have effective controls in place.
Moreover, the following safety regulations also adhere to comply with Health & Safety:
- The Safe Work Procedure must be followed when handling the meat slicer.
- Appliances and equipment in the café must be in good operating condition at all times.
- A First Aid box is located in the office.
- Trip hazards need to be avoided by ensuring boxes.
- Fire hose, fire reels and fire doors must not be obstructed at any time.
- Maintenance issues should be reported immediately.
It is the responsibility of all staff to keep doors in the kitchen locked when staff are not present.
Doors leading to the café area
- The main door and back door are to be locked whenever the café is unmanned and at the end of every shift.
Float & Keys
- At the end of each shift the float and keys are to be placed in the large cash box and taken to reception to be locked in the large safe. The key to the cash box is to be kept in the café. A key to open the café will be obtained from reception and returned immediately.
- The Float Analysis Sheet must be filled out– three (3) times a day.
Access to the Café
- Front staff are to record who is given a café key if staff request access to the café after hours.
- If opening the café to allow deliveries to be secured, front office staff must also lock the door as the deliveryman leaves.
3. The Training Need to Arrange for the Staff
“Regardless of the policies, systems and controls an organization institutes, the occupational health and safety program will not function unless employees are sufficiently and appropriately trained” (Occupation Health and Safety in Hospitality, 2003:40).
As training is a specific requirement under the NSW OHS Act, the employer has a responsibility to ensure that employees have appropriate OHS skills. To access relevant training, it helps to ensure the employees enable to perform their work without risks to health.
According to Occupational Health and Safety Policy (2006), various regulations are made under the Act which requires employer to provide training to employees on followings.
3.1 Infection control training
The training is designed to assist all staff in the hospitality industry to protect themselves, colleagues, guests and others around them. It covers a simple way to stop the spread of bacteria and viruses that can lead to serious diseases and illnesses. The purpose is to make the employees aware of exactly what infections include and practicing the good hygiene that will result in a safe and health environment for both staff and guests.
3.2 Emergency procedure training
All workplaces must allow safe and rapid evacuation in the event of an emergency. There should be emergency exits and all staff should be trained in the procedures to follow in the event of an emergency. Besides, some staff should be trained to oversee the evacuation and to use fire extinguishers in order to reduce injuries and deaths.
3.3 Fire prevention training
Employers have responsibility to train employees about the fire hazards associated with the specific materials and processes to which they are exposed, and will maintain documentation of the training.
3.4 Manual handling training
“74% of businesses have risk assessments on manual handling in the workplace” (Café and Restaurant Inspection Program Report, 2006:5). Therefore, the manual handling training aims to prevent injuries arising from manual handling and require employers to identify, assess and control manual handling hazards.
3.5 First aid training
First aid training provides the initial and immediate attention to a person suffering an injury or illness. A quick first aid response could mean the difference between life and death and reduce the severity of the injury or illness. Employers have legal responsibilities for ensuring adequate first aid provisions for employees.
3.6 Machinery and equipment training
This training provides an overview of safe practices related of the operation of machinery and equipment. It is designed as an awareness program and is suitable for all staff who are exposed to machinery and equipment. It provides with an understanding of the basic hazards and control strategies associated with safe operation of machinery and equipment.
3.7 Hazardous substance training
Hazardous substances are chemicals and other substances that can affect workers’ health. The hazardous substances regulations detail the duties of employers and suppliers regarding material safety data sheets, labeling, risk assessment and control, health surveillance and record keeping.
4. How to involve the staff in the daily activities for these OHS policies
Consultation with employees can occur at any time. It encourages a sense of involvement and participation in business’s OHS issues. “People who have been involved in the decision-making process about changes are more inclined to accept the changes and implement safe systems of work more effectively” (Occupation Health and Safety in Hospitality, 2003:44). Generally, consultation results in staff being better informing and more motivating.
Consultation does not mean telling employees about decision or action on the health and safety matter after it has been taken. It means giving employees an opportunity to express that decision or action. Therefore, consultation must involve (Consultation on Health and Safety, 2007):
- sharing information with employees about the matter
- giving employees a reasonable opportunity to express views about the matter
- taking those views into account
The Act provides three formal ways that you can consult with your staff (Managing Occupational Health and Safety in the Hospitality Industry, 2000):
- Health and Safety Representatives (HSRs)
- Health and Safety Committees (HSCs)
- Additional ways to consult
HSRs are employees elected by the members of their designated work group to represent them to management on issues relating to OHS&W. The HSR can be a very useful resource to your business in managing OHS&W.
HSCs can be a very valuable resource in the management of OHS&W in your business. The Committee assists cooperation between employers and employees on health and safety, resolving issues and assisting with development and changes to workplace policies and procedures.
4.3 Additional ways to consult
There are further ways to consult in the workplace, in addition to consultation involving HSRs and HSCs. Regularly scheduled meetings, such as tool box talks, production meetings, DWG meetings, team meetings and face-to-face discussions, may also be used for consultation. One or a mix of the arrangements may be appropriate, depending on the type of workplace. Employers with very small workplaces, where there are no HSRs may find face to face discussions or regular meetings with employees to be the most appropriate way for consulting about health and safety.
5. What legal requirements and contractual elements may include
5.1 Legal requirements
Regulations, Codes of Practice, Australian and combined Australian and New Zealand Standards which may be considered by Bo Café under WorkCover legislations including:
- NSW Occupational Health and Safety Act 2000
- NSW Occupational Health and Safety Regulation 2001
- Dangerous Goods Regulation 1978
- Workplace Injury Management and Workers Compensation Act 1998
- Workplace Injury Management and Workers’ Compensation Regulation 2002
- Code of Practice for Manual Handling 1991
- Code of Practice for Workplace Injury and Disease Recording 1990
- Code of Practice for the Control of Workplace Hazardous Substances 1996
- Code of Practice for the Labelling of Workplace Substances 1996
- AS 1885 - 1990 – National Standard for Workplace Injury and Disease
- AS HB9 – 1994 Occupational Personal Protection
- AS 1319 – 1994 Safety Signs for the Occupational Environment
5.2 Contractual elements
5.2.1 Compensation for injury and illness
The Workers Compensation Act 1987 and the Workplace Injury Management and Workers Compensation Act 1998 cover NSW employees. “Workers compensation insurance covers all work-related injuries or illnesses irrespective of whether the employee is full-time, part-time or casual” (Occupation Health and Safety in Hospitality, 2003:57). Also, workers compensation insurance covers injury and illness that occurs to outside of the workplace while carrying out their normal duties.
In NSW, the workers compensation system is a no-fault system. This means that employees are right to claim compensation payments for any injury or illness resulting from carrying out their duties.
- Entitlements - Provided an injury or illness is defined as work related.
- Weekly Benefits - If the insurer accepts a worker’s claim, the worker may be entitled to weekly benefits.
- Claims Procedures - To make a claim a worker.
5.2.2 Return to work policy
Under this Act, the workers are covered for workers compensation if they need time off work or medical treatment because of a work related injury or illness. Employers have an obligation to assist in the rehabilitation and return to meaningful and productive work of injured or ill employees as soon as practicable (Occupation Health and Safety in Hospitality, 2003).
“Superannuation is a scheme in . It has a compulsory element whereby are required by law to pay a proportion of an employee's salaries and wages (currently nine percent) into a superannuation fund, which can be accessed when the employee retires or "transitions to retirement"” (Superannuation in Australia, 2009). Employer must make superannuation contributions to the employees' designated superannuation fund at least every three months. The superannuation contributions are invested over the period of the employees' working life.
5.3 Issue arising from employment
To retain good staff, maintain a positive working environment and meet legal obligations employers should:
- Maintain employment record - Legislation requires that employers have to keep time and wage records and provide payslips.
- Deductions from wages - Employer can take deductions from employees’ wage, only if employees give permission and if the deductions are for the employee.
- Superannuation - Employers make the payment on behalf of the employees.
- Avoid discrimination - Equal Employment Opportunity Act.
- Workplace health and safety - Duty of care is the principle that a person has certain responsibilities towards another person.
A safe and healthy workplace is a fundamental requirement to achieving a good working environment. This is reflected in specific Occupational Health and Safety plan. Through this report, it has provided an important opportunity to ensure that the legislative framework is effective and responsive to the needs of the current and future working arrangements in Bo Café workforce.
It is the policy of Bo café to provide and maintain so far as is practicable, a working environment that is safe and without risk to health and includes:
- Providing and maintaining the safe use, handling, storage and security
- Providing information, training and supervision for all staff and students enabling them to work and study in a safe and healthy manner Maintaining a safe work environment
- Arranging and monitoring adequate consults to regard hazards & risks within the work environment
- Providing adequate legislation and welfare working agreements
Overall, Bo Café management and all staff co-operate in realising our health and safety objectives and maintaining a safe work environment. And the further recommendation of Bo Café will be presented in following.
In light of the findings of the program, ACT WorkCover recommends that café and restaurant industry employers ensure that:
1. An OHS Policy is developed and implemented in consultation with staff. Information on how to develop an OHS Policy can be found at: http://www.workcover.act.gov.au/docs/tensteps.htm
2. They consistently conduct risk assessments prior to employees commencing tasks and using equipment. Risk assessments should also be done for processes that use hazardous substances, involve manual handling, or expose workers to loud noises, to ensure the work practices minimise the risk of industrial disease. Information on how to conduct a risk assessment and related material can be found at http://www.workcover.act.gov.au/docs/tensteps.htm
3. They are aware of their incident and injury reporting requirements and ensure appropriate reporting procedures are in place. Information for reporting requirements can be found on the ACT WorkCover website at: http://www.workcover.act.gov.au/docs/injreport.htm.
4. Health and safety induction training is provided for all workers in the industry, whether they are casual or permanent employees. There should be particular attention to induction training to prevent muscle strain and to minimize exposure to chemicals. All training should be documented on site to ensure accurate records are maintained for present and future statistical purposes.
5. Good housekeeping is maintained as a means of reducing slip and trip hazards and to avoid overexertion in manual handling due to the storage of items in awkward areas.
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