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1.1.HEALTH AND SAFETY POLICY STATEMENT

  1. Supported Lifestyle Services Limited is committed to maintaining a safe and healthy working environment for all employees, managers, contractors, clients and people in the vicinity of where we are working. Health and safety is everyone’s business, and everyone is expected to share in our commitment to avoid all accidents and incidents, which may cause personal injury, property damage, illness or loss of any kind.  Every worker is expected to act safely at all times to ensure their own welfare and that of their fellow workers and others in the workplace.

  2. We will ensure the safety of workers by:

  1. Providing and maintaining a safe working environment.

  2. Providing facilities for health and safety.

  3. Ensuring all vehicles and equipment are safe.

  4. Ensuring all workers and other people at (or in the vicinity) of the place of work are not exposed to unmanaged or uncontrolled hazards.

  5. Developing and implementing emergency and evacuation procedures.

  6. Setting health and safety objectives and performance criteria for management.

  7. Encouraging accurate and timely reporting and recording of all incidents and injuries.

  8. Investigating all reported incidents and injuries to identify all contributing factors and, where appropriate, formulating plans for corrective action.

  9. Actively encouraging the early reporting of any pain or discomfort.

  10. Ensuring that all workers are made aware of the hazards and associated risks in their work areas and are adequately trained so they can carry out their duties in a safe manner.

  11. Encouraging worker consultation and participation in all health and safety matters.

  12. Promoting a system of continuous improvement, including annual reviews of policies and procedures.

    1. To achieve this, we will:

  1. Systematically identify all hazards and control the associated risks in our workplace.  Where there are significant risks we will take, so far as is reasonably practicable, steps to control the risks to prevent any injury, adverse health effects or damage.

  2. Inform all workers of these hazards, the associated risks and the controls.

  3. Ensure all employees are properly trained and supervised until they are assessed as being competent, including an induction process for new employees.

  4. Inform all workers of emergency and evacuation procedures.

  5. Record incidents, near misses and accidents in our workplace, and take reasonably practicable steps to prevent these events from happening.

  6. Carry out necessary workplace exposure and/or health monitoring.

  7. Carry out planned self-inspections to monitor health and safety issues.

  8. Measure our improvements through setting measurable objectives and targets aimed at the reduction of risk and the elimination of work-related injuries and illnesses.

  9. Ensure all workers are given reasonable opportunities to participate effectively in ongoing processes for the improvement of health and safety in our workplace.

1.1.ROLES AND RESPONSIBILITIES

  1. Supported Lifestyle Services Limited is committed to providing a healthy and safe workplace.  This requires business wide commitment and the assignment of responsibilities at all levels of our business.

Supported Lifestyle Services Limited - PCBU

  1. Supported Lifestyle Services Limited is a ‘Person Conducting a Business or Undertaking’ and as a PCBU we must ensure, so far as is reasonably practicable, the health and safety of all of our workers and other persons in our workplace are not put at risk by our work. This is called the primary duty of care.

Director Responsibilities - Officer

  1. The HSWA provides that an officer is a person who occupies a position that allows them to exercise significant influence over the management of the business or undertaking. 

  2. Kerry Harper Managing Director is the officer of Supported Lifestyle Services Limited, and as the officer will exercise due diligence to ensure Supported Lifestyle Services Limited as a PCBU meets its health and safety obligations.

  3. As Director I (Kerry Harper) am ultimately accountable and have overall responsibility for ensuring that Supported Lifestyle Services Limited complies with the HSWA and associated regulations and codes of practice.  As Director I am responsible for providing quality advice and guidance on health and safety standards to promote a positive health and safety culture.  

  4. I will exercise due diligence by:

  1. Keeping up to date knowledge of work health and safety matters.

  2. Understanding the hazards and risks associated with the workplace.

  3. Ensure that there are sufficient resources available to effectively manage the hazards and risks in the workplace.

  4. Ensuring that there are appropriate processes for managing information related to the hazards and risks and for responding to it in a timely way.

  5. Verifying the provision and use of the resources and processes referred to above.

  6. Discussing health and safety matters at each governance meeting and monitoring and reviewing health and safety with a view to continuous improvement. 

Management – Managing Director

  1. The Managing Director (Kerry Harper) oversees the management of our workplace. He will ensure at an operational level policies, procedures and safe operating procedures are implemented and adhered to and that people who don’t adhere to polices or procedures are held to account. 

  1. Implementing and maintaining the workplace safety management system.

  2. Ensuring effective mechanisms are in place for employees to raise health and safety issues and that these are addressed.

  3. Ensuring all accidents, incidents, work related discomfort and work-related illness are accurately reported, recorded and investigated.

  4. Participating in the hazard identification, assessment and control program including regularly reviewing hazards and their controls and updating the risk register.

  5. Ensuring the proper hazard controls are provided and being used.

  6. Documenting all hazard identification, assessment and control.

  7. Completing the Hazardous Substances Register and procedure.

  8. Ensuring maintenance checks are completed.

  9. Ensuring emergency procedures and practice evacuations are implemented.

  10. Monitoring performance and compliance.

  11. Assessing competency and ensuring necessary training is completed and recorded.

  12. Ensuring contractors are engaged and receive contractor inductions.

  13. Promoting a positive workplace safety culture.

Worker

  1. A worker is an individual who carries out work in any capacity for a PCBU. A worker may be an employee, a contractor or sub-contractor, an employee of a contractor or sub-contractor, an employee of a labour hire company, an outworker (including a homeworker), an apprentice or a trainee, a person gaining work experience or on a work trial, or a volunteer worker.

  2. All workers will be inducted into Supported Lifestyle Services Limited and their role and be provided with information on hazards, their controls and what to do in the event of an incident or emergency.  They are responsible for taking reasonable care of their own health and safety and the health and safety of others who could be affected by their acts.

  3. To do this they are expected to:

  1. Take reasonable care of their own health and safety.

  2. Take reasonable care not to adversely affect the health and safety of others.

  3. Follow health and safety procedures and policies.

  4. Using personal protective equipment provided.

  5. Actively encourage safe behaviour in the workplace.

  6. Attend organized safety training.

  7. Participate in safety meetings and discussions.

  8. Participate in the hazard identification, assessment and control program.

  9. Ensure they understand the hazards that affect their jobs and the control measures in place.

  10. Report any new hazards.

  11. Reporting accidents, incidents, workplace discomfort and work-related illness.

  12. Helping to promote a positive safety culture.

Other person at workplace

  1. There will be times when other persons enter the `workplace’ including visitors, customers, suppliers, sales representatives, consultants and delivery people and they have their own health and safety duty to take reasonable care to keep themselves and others safe at a workplace. 

Workplace

  1. HSWA defines a workplace as a place where work is being carried out, or is customarily carried out, for the business and includes any place where a worker goes, or is likely to be, while at work. For clarity, in our business, work is predominantly undertaken in clients’ home residence (supporting clients with daily living tasks) and in local businesses and public community locations when escorting and supporting clients with activities (for example, social outings, gym/fitness activities, grocery shopping and medical appointments). Our workplace includes our head office premises at 1/97 Grey Street, Palmerston North where the Managing Director’s office is located.  It also includes the company vehicle (when it is used for work purposes) or other third-party sites that we may visit during the course of work.

 

 

 

Company Structure / Organisation Chart

 

Business Scope and H&S requirements

  1. Supported Lifestyle Services Limited provide support services to people with disabilities in the Manawatu, Hawke’s Bay, Tararua, Horowhenua, Rangitikei and King Country regions. Our support services include assisting with daily living tasks, participation in local activities and community engagement.

Health & Safety Considerations

  1. The type of services we provide means we (support workers) predominantly undertake work offsite at our clients’ home residence supporting daily living tasks (e.g., checking medication is taken, support with showering, etc) and in the community (e.g., driving clients to appointments and social activities, assisting with grocery shopping and physical activities like swimming and gym sessions).

  2. Supported Lifestyle Services Limited will endeavour to engage with all clients in respect to health and safety prior to work being undertaken and ensure adequate health and safety pre-planning has occurred as per the Working At Client Premises Policy in this plan.  Workers will also be made aware of specific health and safety considerations relevant to the work they are undertaking. 

  3. Where we visit another business in the course of our work, workers will be expected to follow any relevant health and safety procedures (e.g., emergency and evacuation procedures) and Supported Lifestyle Services Limited overall health and safety policies and procedures will also apply. Where we visit a specific business in the course of our work, depending on the business type and the work being undertaken in the business (e.g., supporting a client at the fitness centre), workers will be required to undergo a health and safety induction before commencing any work on the business premises.

  4. Where we have multiple businesses and workers working together in the workplace, we will ensure workers are aware of others in the immediate area. Supported Lifestyle Services Limited will consult, cooperate and coordinate with other third parties’ workers who are performing work in our workplace as appropriate, regarding health and safety. 

  5. We will also ensure we utilise all relevant industry guidance for the work we undertake.

 

 

1.2.REVIEW POLICY

Policy

  1. Supported Lifestyle Services Limited will review and maintain this Health and Safety Management Plan (HSMP) as a quality living document.  As a company, we are dedicated to continuous improvement in health and safety. The HSMP will be systematically reviewed and evaluated in accordance with the following procedures.

Review Procedure

  1. The review process will include:

  1. Annual external review.

  2. Review of internal practices.

  3. Post critical event reviews.

  4. Hazard and risk management review.

  5. Monthly checklists.

  6. Team meetings.

  7. Governance meetings.

    1. The review processes will be carried out in consultation with employees, managers and the Directors.

    2. The result of any reviews will be discussed and reported to all employees, including management and the Directors.

    3. At Supported Lifestyle Services Limited’s request Findex will update and review the HSMP in accordance with this procedure. 

    4. Officers, Management and any Health and Safety Representative will be required to attend regular training and keep up to date with both the legislative requirements and relevant industry guidelines.  To do this we will attend health and safety training, discussions and forums.

    5. Following any formal review any changes to the document will be re-signed and dated as appropriate.

Annual External Review

  1. An external review will be undertaken on an annual basis by a qualified provider.

  2. The review will ensure the HSMP:

  1. Complies with current legislation including the relevant regulations;

  2. Complies with relevant codes of practice, industry guidelines and WorkSafe NZ guidance;

  3. Is understood and implemented effectively within the business;

  4. Is practical and appropriate for the work environment;

  5. Adequately assists in progressing health and safety objectives and targets.

    1. Where practical, the Managing Director shall attend to any identified deficiencies as soon as possible and within one month of receiving the report.

 

Review Date:

01/09/2024

 

Version      .

Review Date:

01/09/2025

 

Version      .

Review Date:

01/09/2026

 

Version      .

Management Review

  1. On an annual basis, all policies and procedures in the health and safety system, including this Review Policy, must be reviewed by the Management Positions to ensure that they remain effective and suit the needs of our business. The purpose of the review is to ensure its continuing suitability, adequacy and effectiveness.

  1. Suitability – fitness of the management system for its defined purpose – policy, processes, procedures, controls.

  2. Adequacy – is integrated management system sufficient to meet requirements – legislative, regulatory, organisational, contractual.

  3. Effectiveness – extent to accomplishing planned activities and achieving planned results.

    1. Any changes or amendments need to be discussed and communicated to all affected workers.

Post Critical Event Review

  1. Health and safety management will be reviewed after any event which may have a bearing on Health and Safety practices.  This will be initiated by Supported Lifestyle Services Limited, or their appointed representative. 

  2. This includes, but is not limited to:

  1. A notifiable event.

  2. A major incident involving property damage.

  3. A potentially serious near miss incident.

  4. Any change in major work procedures.

  5. Any change in operations.

  6. The introduction of new or altered machinery/equipment.

    1. The process of review will consider:

  7. The main contributing factors to any injury, incident, discomfort, or work-related illness.

  8. Whether current policies and/or procedures are sufficient to prevent or minimise a recurrence of an incident or injury.

  9. Any new hazards.

  10. Whether employees have an adequate understanding of their responsibilities.

  11. Whether additional employee training or information is required.

Hazard and Risk Review

  1. Supported Lifestyle Services Limited will maintain a hazard register.  Hazards identified must be updated on the hazard register as soon as possible, adequate controls put in place and employees and other relevant persons, including contractors must be informed.

  2. Management shall also review all currently identified hazards and their associated risks, listed in the hazard register, every six months or sooner as required.  The review shall confirm the status of current hazards.

  3. In addition, Management shall inspect the workplace on a regular basis to identify any additional hazards that have not already been identified during the six-month hazard review.

  4. As part of this review accident, incident and near miss data will be analysed. Analysis will include the following:

  1. Number and cost of injuries, accidents, absences and near misses;

  2. Types of injuries that have occurred.

  3. Types of illnesses that have occurred.

  4. Hazards and risks involved in the injuries.

  5. Work areas or tasks that have a high number of accidents, incidents, discomfort, illness.

  6. Pattern of injury in terms of time of day or weekends.

  7. Experience of workers.

Governance Review

  1. The Directors will meet on a regular basis, at least quarterly.  As part of this regular discussion health and safety will form part of the agenda.  The Health and Safety Governance Agenda will be used as a base of health and safety matters to be discussed.

  2. Prior to the Directors Meeting, the Managing Director shall provide the completed Management Checklist for Governance and provide the required details to the Directors.

Monthly Health and Safety Checklist

  1. The Managing Director shall complete the Monthly Health and Safety Checklist on a monthly basis. Any actions that arise from the Checklist will be rectified as soon as possible and discussed in the fortnightly Safety Meeting where necessary.

 

 

 

1.3.HAZARD IDENTIFICATION AND RISK MANAGEMENT

Policy

  1. Supported Lifestyle Services Limited are committed to controlling risks to health and safety so far as is reasonably practicable. We have adopted a risk management approach to underpin our health and safety practices.  We will do this by implementing the most effective control measure either by eliminating or minimising the risks arising from aspects of our work.  This approach involves all workers identifying hazards, assessing risk, implementing control measures and reviewing how effective the control measures are. 

  2. We will carry out hazard identification and risk management as follows:

STEP 1: IDENTIFY HAZARDS

STEP 2: ASSESS RISK

STEP 3: CONTROL RISKS

STEP 4: ENSURE EFFECTIVE CONTROL

STEP 5: REVIEW CONTROL MEASURE

  1. Workplace Health and Safety Queensland, Queensland Government, Australia ‘ Mentally Healthy Workplaces Toolkit’ 2018 https://www.worksafe.qld.gov.au/__data/assets/pdf_file/0009/146385/mentally-healthy-workplaces-toolkit.PDF

     


    All workers will be trained in hazard and risk identification and management.  All workers are required to participate in the management process, assessing risks and controlling the hazard. 

 

Definitions

  1. Hazard: Anything that can cause harm.  Hazards at work may include manual handling, working alone and bullying and violence at work.  It also includes a person’s behaviour where that behaviour has the potential to cause death, injury, or illness to a person.

Reasonably Practicable

  1. Deciding what is reasonably practicable to protect people from harm requires taking into account and weighing up all relevant matters, including;

  1. The likelihood of the hazard or risk concerned occurring

  2. The degree of harm that might result from the hazard or risk

  3. Knowledge about the hazard or risk, and ways of eliminating or minimising the risk

  4. The availability and suitability of ways to eliminate or minimise the risk, and

  5. After assessing the extent of the risk and the available ways of eliminating or minimising the risk, the cost associated, including whether the cost is grossly disproportionate to the risk.

    1. Risk: Is the possibility that harm (death, injury or illness) may occur when exposed to a hazard.

    2. Risk assessment: Is a systemic approach to identifying, evaluating, and mitigating risks in the workplace.

    3. Risk Control: Means taking action to eliminate health and safety risks so far as is reasonably practicable, and if that is not possible, minimising the risks so far as reasonably practicable. Eliminating a hazard will also eliminate any risks associated with that hazard.

Step 1: Identify Hazards

  1. Find out what could cause harm.

  2. To identify hazards in our workplace we will consider our physical work environment, the equipment, plant, machinery, materials, substances used, and we will look at the way tasks are performed. We will consider information provided by WorkSafe NZ about hazards and risks relevant to our workplace. 

  3. New hazards are always going to develop and enter the workplace over time. We will systematically identify new or developing hazards and risks:

  1. When changing work practices, procedure or environment;

  2. Prior to completion of design work for new or refurbished premises;

  3. Prior to the procurement of new equipment or materials;

  4. Through regular workplace inspections;

  5. Through reviewing hazard, accident, and incident data;

  6. When new information or legislative updates become available;

  7. When responding to concerns raised by workers, any health and safety representatives or others;

  8. Through task analysis.

    1. New hazards will be reported to the Managing Director and Health and Safety Officer.  It is important that everybody report new hazards, assess and understand the risks and implement the most appropriate controls.

    2. We will consult with our employees to understand any hazards or risks they have identified.

    3. We will maintain a risk register.  We will list all hazards on the risk register and workplace map if applicable.

 

Step 2: Assess Risk

  1. Understand the nature of the harm that could be caused by the hazard, how serious the harm could be and the likelihood of it happening.

  2. We will carry out Risk Assessments when;

  1. A hazard is identified, and we have not done one before.

  2. When a change occurs such as when changes occur to the work equipment, practices, procedures or environment.

  3. As part of responding to a workplace incident, even where an injury has not occurred.

  4. Where new information about a risk becomes available or concerns about a risk are raised by workers

  5. A work activity involves a number of different hazards and there is a lack of understanding about how the hazards may interact with each other to produce new or greater risks

  6. At regularly scheduled times appropriate to the workplace.

  7. When it is mandatory, for example, under Regulations for high-risk activities.

    1. We will carry out risk assessment by;

Determining likelihood

Explanation and examples

How often are people exposed to the hazard?

 

A hazard may exist all of the time or it may only exist occasionally. The more often a hazard is present, the greater the likelihood it will result in harm. For example:

  • Continuously physically supporting and manoeuvring clients from a wheelchair into a vehicle has the potential to cause harm whenever the work is done.

  • Power boards and live wires in an enclosed power box can only cause electrocution if the box is open and power is turned on during building maintenance, and therefore the potential for harm will not occur very often.

How long might people be exposed to the hazard?

The longer that someone is exposed to a hazard, the greater the likelihood that harm may result. For example:

  • The longer a person is exposed to noisy work, the more likely it is that they will suffer hearing loss.

How effective are current controls in reducing risk?

 

In most cases the risks being assessed will already be subject to some control measures. The likelihood of harm resulting from the risk will depend upon how adequate and effective the current measures are. For example:

  • “Slippery when wet” signs may be in place in an entrance or walkway. However, these controls may need to be upgraded to include non-slip mats or temporary cordons during wet weather.

Could any changes in your organisation increase the likelihood?

 

The demand for goods or services in many organisations varies throughout the year. Changes in demand may be seasonal, depend on environmental conditions or be affected by market fluctuations that are driven by a range of events. Meeting increased demand may cause unusual loads on people, plant and equipment and systems of work. Failures may be more likely.

For example:

  • The demand to support clients to attend social and community activities may become increasingly busy during summer months. The increase in how often workers are required to drive for work purposes increases the potential for a vehicle accident to occur and therefore increases the likelihood of harm. 

Are hazards more likely to cause harm because of the working environment?

 

 

Examples of situations where the risk of injury or illness may become more likely:

  • Environmental conditions change. For example, work performed in high temperatures in a confined space increases the potential for mistakes because workers become fatigued more quickly; wet conditions make walkways slippery.

  • People are required to work quickly. The rate at which work is done (e.g. number of repetitions) can over-stress a person’s body or make it more likely that mistakes will be made.

  • There is insufficient light or poor ventilation.

Could the way people act and behave affect the likelihood of a hazard causing harm?

The possibility that people may make mistakes, misuse items, become distracted or panic in particular situations needs to be taken into account. The effects of fatigue or stress may make it more likely that harm will occur.

Do the differences between individuals in the workplace make it more likely for harm to occur?

New or young workers may be more likely to suffer harm because of inexperience and unfamiliarity.

People who do not normally work at the workplace will have less knowledge than employees who normally work there and may be more likely to suffer harm. These people include contractors, visitors or members of the public.

 

RISK RATING TABLE

Likelihood of injury or harm to health

Consequences of injury or harm to health

Insignificant

No injuries

Moderate
First aid/medical treatment

Major
Extensive injuries

Catastrophic
Fatalities

Very likely

HIGH

CRITICAL

CRITICAL

CRITICAL

Likely

LOW

HIGH

CRITICAL

CRITICAL

Moderate

LOW

HIGH

CRITICAL

CRITICAL

Unlikely

LOW

HIGH

HIGH

CRITICAL

Highly Unlikely (rare)

LOW

LOW

HIGH

HIGH

 

Step 3: Control Risks

  1. Implement the most effective control measure that is reasonably practicable in the circumstances.

 

Definitions

  1. Administrative Control: Means a control measure that is a method of work, process, or procedure designed to minimise risk; but

  2. Does not include –

  1. An engineering control; or

  2. The wearing or use of personal protective equipment

    1. Elimination: Physically remove the hazard and its associated risk

    2. Engineering Control: Means a control measure that is physical in nature, and includes a mechanical device or process

    3. Isolation: Put a barrier between yourself and the control

    4. PPE: Personal Protective Equipment (PPE)

    5. Substitution: Wholly or partially replace the hazard with a lesser risk

Hierarchy of Control

  1. We will control risks by implementing the hierarchy of controls. The hierarchy of control is a tool where all possible control options are ranked by order of effectiveness. The hierarchy of control is a useful tool, as the order tells us which types of control measure provide a better level of risk control. The higher in the hierarchy of control, the better and more reliable the controls will be as shown in the figure below.

 

ELIMINATION

SUBSTITUTION

ENGINEERING CONTROLS

ISOLATION

ADMINISTRATION

PPE

Level of Health and Safety Protection

Reliability of Control Measures

HIGHEST

LOWEST

MOST

LEAST

 

 

 

 

 

 

 

 

 

 

 

 

 

  1. The Health and Safety at Work (General Risk and Workplace Management) Regulations 2016 require all workplaces to implement the hierarchy of control:

  2. ELIMINATE: Physically remove the hazard and its associated risk

  3. MINIMISE by:

  1. Use one or more of the following:

    1. Substitution (wholly or partly)

    2. Isolating the hazard

    3. Implementing engineering controls

  2. If a risk still remains, then you must try to minimise the risk by implementing administrative controls

  3. If a risk still remains, then you must try to minimise the risk by ensuring that appropriate PPE is supplied to and is worn by employees

    1. We will consider various control options and choose the control that most effectively eliminates the hazard or minimises the risk in the circumstances. This may involve a single control measure or a combination of different controls that together provide the highest level of protection that is reasonably practicable.

    2. Where possible we will implement controls straight away, if we cannot implement immediately, we will plan to resolve. We will prioritise areas for action, focusing first on those hazards with the highest level of risk.

Step 4: Maintain Effective Control Measures

  1. Anyone who implements a control measure must make sure that it is effective and maintained so that it continues to be effective. They must make certain that the control is:

  1. Fit for purpose.

  2. Suitable for the nature and duration of the work.

  3. Installed, set up, and used correctly.

Step 5: Review Control Measure

  1. Review Control Measure to ensure they are working as planned.

  2. We will regularly review our controls to ensure they are effective in managing the associated risks.

  3. We will do this by:

  1. Consulting with employees.

  2. Observations of processes.

  3. Health monitoring.

  4. Reviewing accident, incident, discomfort and illness data to see whether existing control measures are adequate.

    1. In accordance with the Review Policy, the risk register will be reviewed periodically as part of this step.

1.1.WORKING AT CLIENT PREMISES

Engaging Clients Policy

  1. Supported Lifestyle Services Limited is committed to providing a safe working environment in all locations workers work, which obviously includes the clients’ residence and other third-party premises (e.g., public swimming pool, fitness centre) our workers may visit. We will attempt to engage all of our clients, so they play their part in providing a safe and healthy workplace.

Procedure for Engaging Clients

  1. Where Supported Lifestyle Services Limited is engaged by a new client, the coordinator will ensure all clients are advised in writing of any health and safety standards or requirements that may be needed before we provide services. This will be documented in the Support Plan.

  2. Supported Lifestyle Services Limited will obtain all relevant health and safety information during the initial consultation with the client and the referring party (e.g., Manawanui, ACC, NASC).

  3. A Client Visit Safety Checklist to obtain necessary information (e.g., mobile coverage at property, any unsecured animals, driveway access, construction or renovations) will be completed during the initial consultation or by the Coordinator by phone prior to visiting the client’s premises for the first time. The remainder of the Client Visit Safety Checklist is to be completed during the first client visit to obtain additional key health and safety information. All safety checklist forms are to be saved to the client’s file.

First Visit to New Client Premises

  1. If possible, drive by the location, noting any risks, exits and anything that appears unusual prior to the first visit.

  2. Park your car safely in a ready to go position, close by the property, where you can exit quickly if necessary. Park the car in the direction you will be leaving in.  Look around before getting out to check for any hazards (e.g., dogs, ditches).

  3. Keep car keys accessible (preferably on you) at all times.

  4. Carry your phone with you at all times, ensuring it is turned on and fully charged.

  5. Notify any workers attending with you of any known potential risk factors (e.g., aggressive behaviour, medical conditions).

  6. Listen before knocking at the door and then stand to one side.

  7. Do not enter the client’s premises if you feel unsafe.

  8. Once inside the client’s premises, scan the room for any potential dangers or hazards and be aware of anyone else who is present.

  9. Avoid allowing client or other people present to stand between you and the exit.  Attempt to be in a position where you can exit the premises quickly if necessary.  Sit near the exit where possible.

  10. Where there is a safety concern (e.g., aggressive behaviour, intoxicated person(s) present), exit the premises immediately and report the issue to the Managing Director.

  11. Sanitise hands following each client visit.

  12. Complete the remainder of the Client Visit Safety Checklist the first time you attend the property.

  13. If a Client Visit Safety Checklist is unable to be completed prior to visit, consider if there should be two workers in attendance for the visit.

 

 

Ongoing Visits to Client Premises

  1. Diarise your activities.  Always inform the coordinator of where you will be, who you will be with and when you will next be in touch. Make sure the person you are meeting knows that you’ve given your office this information.

  2. Ensure there is a method in place to monitor where the Support Workers are at all times and when they are expected to leave a property/ client visit.

  3. Continue to follow the safety protocols set out in the First Visit to New Client Premises procedures.

  4. Workers must comply with the Working Alone Policy at all times.  Be aware of the neighbourhood in which you are working. If the neighbourhood poses any possible threat to your personal safety, arrange for a second person to be present.  Have more than one Support Workers attend a client visit if the home is isolated or where there is a perceived degree of risk.

  5. Pre-planned emergency procedures will be contemplated. The Client Visit Safety Checklist is to be updated as necessary for ongoing client visits, ensuring that any potential risks and additional hazards are reported to the Managing Director and any colleagues who may also visit the same client. Updated forms must be filed in the client file.

  6. Workers must inform the Coordinator of any changes to their planned visits.  Any trips outside of the normal agreed client support services (e.g., a request to drive client to Wellington Hospital for an appointment) must be approved prior by the Managing Director. 

Ongoing Monitoring and Review

  1. Keep the Client Visit Safety Checklist up to date.

  2. Immediately report all incidents and accidents that occur during client visits.

  3. Keep up regular discussions with the client in respect of any property hazards/risks.

Working at Third Party Premises in Community

  1. As our services include assisting clients with activities (e.g., grocery shopping, swimming/gym sessions) that may be undertaken at a third-party premises out in the community, we will expect the following procedures to be adhered to. 

  2. On arrival to a third-party premises, familiarisation and orientation to the health and safety procedures of the location needs to be established, any workers of Supported Lifestyle Services Limited are expected to have a thorough understanding of any site-specific risks. 

  3. If working in a business, workers of Supported Lifestyle Services Limited are expected to have a thorough understanding of where the following are located; emergency assembly point, first aid kit, fire extinguishers, incident and accident reporting system and the ‘No Go Zones’.  If the location does not have the above information or the location is a client’s home residence, ensure these details are assigned (e.g., first aid kit in car, designate evacuation assembly point).

  4. Where we are working in another business, depending on the business, the work activity being undertaken and the business’ specific health and safety requirements (e.g., fitness centre where Supported Lifestyle Services Limited holds a company membership) an induction into the location may be required.  We expect relevant commercial businesses to document our employee induction at their premises and to supply us with a copy of this.  Where appropriate, we may also ensure that commercial businesses are made aware of our health and safety expectations, in writing, using the “Working in Third Party/ Commercial Premises” Letter.

  5. When visiting other community venues (e.g., library, local pool, supermarkets) workers must adhere to the relevant health and safety procedures of the venue.

 

 

Working Alone or in Isolated Environments

  1. Working alone is work carried out in an area where normal means of contact (e.g., verbal, sight) with other staff are not available, so that the potential risk of existing hazards is increased to the extent that extra precautions are needed. This may include working in isolated areas on-site or off-site, either during or outside normal working hours.

  2. The most practicable control for this hazard is to have robust and reliable communication systems in place.

  3. All employees must carry a cell phone with them whilst working alone or in remote locations.  The phone must be kept within reach at all times so you can access it quickly if something goes wrong.  If a problem arises, contact the Coordinator for further instructions.

  4. While mobile phones offer a degree of protection sometimes their coverage is compromised by geographical landmarks.

  5. Supported Lifestyle Services Limited must liaise with workers to scope and describe these situations and then consider the most practicable way of mitigating the risks posed by working alone or in isolation.

  6. Solutions may include:

  1. Portable security alarms;

  2. Regular text or “call in” schedules;

  3. GPS location devices;

  4. Office location boards

    1. If an employee is working in a particularly isolated or remote area, they will be expected to check-in with the Coordinator on an hourly basis, where possible, using text messages or WhatsApp. Check with the Coordinator prior to departing around the check-in time expectations.

    2. All employees are required to communicate regarding expected time of return as well as communicating when they have arrived home safe if they have been working remotely.

    3. In high-risk scenarios we will implement a buddy system.  Employees are aware that they may request a second person be made available at their reasonable request.

    4. Do not enter any situation or location where you feel threatened or unsafe.

 

 

 

1.2.VIOLENT OR THREATENING INCIDENTS

  1. Supported Lifestyle Services Limited is committed to providing a safe working environment free from violence or threatening behaviour.  Given the nature of some of the work, employees may potentially end up in violent or threatening situations.  Violence of any kind in the workplace is not acceptable.

Workplace Violence

  1. A commonly cited definition of workplace violence is “any incident in which an employee is abused, threatened or assaulted by fellow employees, clients or by a member of the public in circumstances arising out of the course of his or her employment”.

  2. To help ensure employees’ safety in these types of situations, we will ensure our workers are adequately prepared for violent, threatening or aggressive incidents.

  3. Examples of types of violent incidents:

  1. Random violence with no clear intent, such as from someone under the influence of alcohol or other drugs;

  2. Intimidation used to achieve a desired end, such as control or simply faster service;

  3. The expression of uncontrolled irritation such as dissatisfaction with poor service; displaced anger from past situations applied unreasonably to the issue at hand;

  4. Violence related to criminal activity, thrill-seeking or revenge;

  5. Violence related to cultural or religious differences between subgroups in society.

    1. Supported Lifestyle Services Limited will ensure training and information is provided to our workers to prepare, decrease and de-escalate the risk of violence.  This will involve employees being provided with a thorough induction including receiving this policy, specific information relating to the risks in the area they are working, and emergency response information.

    2. Warning signs of potential violent situations involving clients include:

  6. Rapid, loud or profuse speech;

  7. A sudden change in client’s demeanour;

  8. Clenched fists, gritted teeth, reddened face, widened eyes, flared nostrils;

  9. Rapid breathing;

  10. Motor agitation e.g. agitated pacing and an inability to remain still;

  11. Swearing or verbal abuse;

  12. Standing too close;

  13. Tone of voice;

  14. Banging/kicking things;

  15. Pointing or jabbing with finger;

  16. Appearing impaired by the use of alcohol or drugs.

    1. Managing Challenging Behaviour and Threatening Situations Training and De-Escalation Training will also be provided.  Training will occur before exposure to potential hazards and followed by refresher training. Training will be recorded in the employee’s personnel file.

    2. All acts of violence observed or experienced are to be documented and reported to the Managing Director. We will keep records and check for patterns of violence, including types, common causes or areas involved, to try and reduce the number of violent incidents.

    3. Where an employee, visitors, contractors, or sub-contractors encounter a violent or threatening incident appropriate debriefing and support will be made available to affected workers.  EAP Services will also be offered where appropriate.

    4. Where appropriate an investigation will be conducted into the incident.

 

 

1.3.JOB SAFETY ANALYSIS

  1. A job safety analysis (JSA) is a procedure which assists in applying health and safety principles and practices to a particular task or job. In a JSA, each step of a job is identified along with potential hazards and risks. The ultimate goal of a JSA is to find the safest way to do a job. We are committed to undertaking a JSA for our jobs/tasks based on the guiding principles outlined below.

Selecting the Job

  1. A job safety analysis may be beneficial for all jobs in the organisation; however the following factors will be considered in setting a priority for analysis of jobs:

  1. Accident or incident frequency and level of harm caused: jobs where accidents and near misses occur frequently or where they occur rarely but result in high levels of harm.

  2. Potential for injury/illness which could cause high levels of harm: the consequences of an accident, hazardous condition, or exposure to harmful substance are potentially severe.

  3. Newly established jobs: due to lack of experience in these jobs, hazards may not be evident or anticipated.

  4. Modified jobs: new hazards may be associated with changes in job procedures.

  5. Jobs performed infrequently: A JSA may provide a means of reviewing hazards when undertaking non-routine jobs.

Breaking down the job into a sequence of steps

  1. This part of the analysis will be prepared by knowing a job, or watching a worker do the job. The job will be observed during normal times and conditions and utilising regular tools and equipment in the environment the job would usually be performed in.

  2. Most jobs can be described in less than ten steps, and it is important to list the steps in their correct sequence.  Any step out of order may miss serious hazards and risks or introduce them where they don’t exist.

  3. When the steps are broken down, they will be discussed with participants including workers to ensure all basic steps are noted and in the correct order.

Identifying potential hazards and assessing risks

  1. Once basic steps are recorded, hazards and risks must be identified at each step. Key questions we will consider are what could go wrong at each step.  Below is a brief list of questions:

  1. Can a body part be caught between objects?

  2. Do tools, machines, or equipment present any hazards?

  3. Can the worker slip, trip or fall?

  4. Can the worker suffer strain from lifting, pushing or pulling?

  5. Can contact be made with hot, toxic or harmful substances?

    1. Once hazards have been identified, all participants including the employees should review this part of the analysis.

Control measures

  1. Measures are applied to hazards and risks in an attempt to control and prevent them from occurring. Key questions:

  1. How can we eliminate or minimise the hazard or risk?

  2. Are there other administrative controls or engineering controls which can be implemented?

  3. Would PPE make this job safer?

  4. Specific statements which describe the action that should be taken and how it should be performed will be recorded next to the associated hazard.

Assessing risk

  1. When completing the JSA, the risk rating will be based on the potential consequences of injury and the likelihood of the injury occurring.  The table below will be used to assist in assessing the hazard and risk. Once the risk has been assessed and control measures are in place, the risk will be assessed again to establish the residual risk.

 

RISK RATING TABLE

Likelihood of injury or harm to health

Consequences of injury or harm to health

Insignificant

No injuries

Moderate
First aid/medical treatment

Major
Extensive injuries

Catastrophic
Fatalities

Very likely

HIGH

CRITICAL

CRITICAL

CRITICAL

Likely

LOW

HIGH

CRITICAL

CRITICAL

Moderate

LOW

HIGH

CRITICAL

CRITICAL

Unlikely

LOW

HIGH

HIGH

CRITICAL

Highly Unlikely (rare)

LOW

LOW

HIGH

HIGH

 

 

 

  1. INCIDENT, ACCIDENT & ADVERSE EVENT REPORTING & RECORDING (INCLUDING MEDICATION INCIDENT REPORTING)

    1. Supported Lifestyle Services Limited is committed to reporting and investigating accidents, incidents, work related discomfort and illness in the workplace.

    2. Our policies and procedures aim to ensure:

  1. All accidents, incidents, illness, and discomfort must be notified to the Managing Director and Health and Safety immediately or as soon as practical.

  2. All employees with an accident, illness and/or signs of discomfort must accurately complete the Incident, Accident and Adverse Event form and return this to the Coordinator immediately who will notify the Managing Director and Health and Safety Officer.

  3. All accidents, incidents, work related illness or discomfort are investigated by the Managing Director and Health and Safety; not to place blame or fault, but to identify new hazards and controls and therefore avoid future injuries.

  4. All affected employees are informed of the accident, incident, illness, discomfort investigation including action taken to control or prevent the event from reoccurring, i.e. new hazard identified and the hazard controls.

  5. All notifiable events, involving any person (employee, contractor and other person/s), are reported to WorkSafe NZ as soon as possible by the Managing Director (or in the Managing Directors absence the Health and Safety Officer).

  6. All accident, incident, illness, discomfort data will be maintained, collated and reviewed regularly to identify patterns or particularly dangerous work.

  7. If the Directors are not directly involved, they will be always kept up to date with reporting, recording, notifying, investigations, and overall outcomes.

Definitions

  1. Accident: An event that causes any person to be harmed.

  2. Incident: In different circumstances, might have caused any person to be harmed.

  3. Injury/Harm: means illness, injury, or both; and includes physical or mental harm caused by work-related stress

Notifiable Adverse Event

  1. A notifiable event means any of the following events that arise from work:

  1. the death of a person; or

  2. a notifiable injury or illness; or

  3. a notifiable incident.

Notifiable Incident

  1. An unplanned or uncontrolled incident in relation to a workplace that exposes a worker or any other person to a serious risk to that person’s health or safety arising from an immediate or imminent exposure to:

  1. an escape, a spillage, or a leakage of a substance; or

  2. an implosion, explosion, or fire; or

  3. an escape of gas or steam; or

  4. an escape of a pressurised substance; or

  5. an electric shock; or

  6. the fall or release from a height of any plant, substance, or thing; or

  7. the collapse, overturning, failure, or malfunction of, or damage to, any plant that is required to be authorised for use in accordance with regulations; or

  8. the collapse or partial collapse of a structure; or

  9. the collapse or failure of an excavation or any shoring supporting an excavation; or

  10. the inrush of water, mud, or gas in workings in an underground excavation or tunnel; or

  11. the interruption of the main system of ventilation in an underground excavation or tunnel; or

  12. a collision between 2 vessels, a vessel capsize, or the inrush of water into a vessel; or

  13. any other incident declared by regulations to be a notifiable incident for the purposes of this section.

  14. in the event of a medication error.

Notifiable Injury or Illness

  1. Any of the following injury or illnesses that requires the person to have immediate treatment (other than first aid):

  1. The amputation of any body part

  2. A serious head injury

  3. A serious eye injury

  4. A serious burn

  5. The separation of skin from underlying tissue (such as degloving or scalping)

  6. A spinal injury

  7. Loss of bodily function

  8. Serious lacerations

    1. An injury or illness that requires, or would usually require, the person to be admitted to a hospital for immediate treatment

    2. An injury or illness that requires, or would usually require, the person to have medical treatment within 48 hours of exposure to a substance

    3. Any serious infection (including occupational zoonoses) to which the carrying out of work is a significant contributing factor, including any infection that is attributable to carry out work:

  9. With micro-organisms; or

  10. That involves providing treatment or care to a person; or

  11. That involves contact with human blood or bodily substances; or

  12. That involves handling or contact with animals, animal hides, animal skins, animal wool or hair, animal carcasses, or animal waste products; or

  13. That involves handling or contact with fish or marine mammals;

    1. Any other injury or illness declared by regulations to be a notifiable injury of illness for the purposes of this section.

Incident Procedure

  1. In the event of an incident the Managing Director must be notified as soon as possible. Note: If the incident amounts to a notifiable event, follow the Notifiable Event Procedure. This requirement applies to all employees, visitors, and contractors.

  2. The employee must complete the Incident, Accident and Adverse Event form.

  3. The incident must be investigated.

  1. The Level 1 Investigation Form should be used in the event of any minor incident that is not regularly occurring and does not have the potential to result in a notifiable event.

  2. The Level 2 Investigation Form should be used in the event of an incident that is occurring regularly or has the potential to result in a notifiable event.

    1. The result of the investigation must be communicated to all affected workers including any action taken to control or prevent the incident from reoccurring.

    2. If there is a medication error, it must be referred to the Registered Nurse/Medical Director and a medication incident report is to be completed.

Accident Procedure

  1. In the event of an accident resulting in an injury the Managing Director must be notified immediately. Note: If the accident amounts to a notifiable event, follow the Notifiable Event Procedure. This requirement applies to all employees, visitors, and contractors.

  2. The employee must complete the Incident, Accident and Adverse Event form and give this to the Managing Director.

  3. The accident must be investigated, and appropriate Investigation Form completed:

  1. The Level 1 Investigation Form should be used in the event of any minor incident that is not regularly occurring and does not have the potential to result in a notifiable event.

  2. The Level 2 Investigation Form should be used in the event of an incident that is occurring regularly or has the potential to result in a notifiable event.

    1. The result of the investigation must be communicated to all affected workers including any actions taken to control or prevent the accident from reoccurring. This is the Managing Director and Health and Safety’s responsibility.

Work Related Early Discomfort Procedure

  1. In the event of an employee experiencing signs of early discomfort potentially caused by a factor in the workplace the Managing Director must be notified as soon as possible.

  2. The workplace discomfort must be investigated to determine the root cause. This investigation may include sending the employee to a specialist to seek their professional medical opinion.

  3. The result of the investigation must be communicated to all affected workers including any action taken to control or prevent the risk of harm reoccurring.

Work Related Illness Procedure

  1. In the event of an employee suffering an illness which has the potential to relate to factors in the workplace, the Managing Director must be notified immediately. Note: If the incident amounts to a notifiable event, follow the Notifiable Event Procedure.

  2. The cause of any workplace illnesses must be investigated to determine the root cause. This investigation phase may include sending the employee to a specialist to seek their professional medical opinion.

  3. The result of the investigation must be communicated to all affected workers including any action taken to control or prevent the risk of harm reoccurring.

Notifiable Adverse Event Procedure

  1. In the event of a notifiable adverse event (death or notifiable injury, illness, or incident) the Managing Director must be notified immediately. The Managing Director will notify WorkSafe NZ immediately. If unsure whether the event amounts to a notifiable event, the Managing Director will contact them anyway.

  2. Notification must be given by the fastest possible means in the circumstances:

Phone: 0800 030 040

Email: healthsafety.notification@worksafe.govt.nz

Electronic Notification: www.forms.worksafe.govt.nz/notifiable-event-notification

  1. Take all reasonable steps to ensure the site is not disturbed until authorised by an inspector, except:

  1. To assist an injured person; or

  2. To remove a deceased person; or

  3. That is essential to make the site safe; or

  4. To minimise the rise of a further notifiable event; or

  5. If under the direction of the Police.

    1. An investigation into the event must occur, sometimes in consultation with the WorkSafe NZ Inspector.

    2. WorkSafe NZ may require us to give written notice. Written notice will be in the Notifiable Event Form. WorkSafe NZ provides 48 hours’ notice for this form to be submitted following the PCBU being informed of the requirement to do so.

    3. The event and any outcome of the investigation will be reported to affected workers.

    4. Notifiable Adverse Events will be recorded on the Adverse Event Register.

    5. Records of all notifiable events will be maintained for a minimum of 5 years.

1.1.EMERGENCY PROCEDURES

Policy

  1. Emergencies are any unplanned events that can have a significant effect on our business. They may involve physical or environmental damage, or injury, harm or death to employees, visitors, contractors, or members of the public.

  2. They may also involve events that disrupt our business operation, even shut it down. The emergency management procedures outline how we will respond in the event of an emergency.

  3. All workers are to be familiar with the emergency procedures included in this HSMP. Workers may have emergency responsibilities assigned to them and are trained how to carry them out in the case of an emergency:

  1. Emergency contact details will be displayed on contact cards in the glovebox of company vehicles.

  2. Fire drills are conducted every six months in Supported Living and Transitional houses only. These drills are recorded and a note made of any further improvements or training needed.

  3. Emergency procedures, outside of an evacuation, are discussed and trialled on a regular basis (e.g. earthquake) to ensure procedures are well known and workers familiar.

  4. All emergency equipment including fire extinguishers and first aid kits checked on a regular basis and replenished as necessary. Firewise NZ are responsible for checking and replenishing fire extinguishers. First aid kits are purchased and provided by Supported Lifestyle Services for company vehicles, Supported Living and Transitional houses.

Emergency Information

Location

Assembly Point/s

Client residence: If required to evacuate due to a fire, or damaged building evacuate to the front gate or nearest safe point practicable at the time. If an evacuation is required by Civil Defence (e.g. following an earthquake, threat of flooding, etc) evacuate to the nearest safe assembly point and follow civil defence instructions for further evacuation.

Public business/ community locations: As per specific business’ assembly location, or nearest public assembly point practicable at the time.

Office: Car park (left hand side by wall)

Fire Extinguishers

Office

Fire Alarms/Smoke Detectors

Office

First Aid Kits

Office, portable kit for group excursions.

First Aid Trained Workers

Office staff

 

 

First Aid

  1. Supported Lifestyle Services Limited will take reasonably practicable steps in providing effective first aid arrangements, including supplies and training.

  2. We will ensure:

  1. Appropriate first aid supplies are provided at the Supported Lifestyle Services Limited.

  2. That first aid supplies are accessible to all workers including having mobile first aid kits available when required.

  3. Accident reporting forms are completed in the event that first aid is rendered.

  4. An adequate number of employees are trained in first aid to ensure a person is available to administer first aid if required at any time.

    1. Supported Lifestyle Services Limited first aid kit supplies will be checked and replenished on a regular basis or following a critical event. A standard first aid kit will be purchased as approved by the Managing Director.

Possible Emergencies

  1. Natural: Earthquake, earth movement/slip, flood, heavy snowfall, tsunami, volcanic eruption.

  2. Man-made: Injury, chemical spill, fire, gas leak, missing person, power failure, and vehicle accident.

Fire

  1. If you discover a fire:

  2. Warn anyone in immediate danger of the hazard.

  3. Contact Emergency Services on 111.

  4. Do not extinguish the fire unless there is no personal danger to you or anyone else.

  5. If indoors and if time permits and there is no danger, close all doors and windows, then evacuate the building.

  6. If outdoors, ensure that you and any others are removed from the scene and are at no risk.

  7. Move to the designated assembly point(s).

  8. Walk calmly and quickly and avoid panic, ensuring people with disabilities are assisted by a responsible person.

  9. Ensure any visitors are included in the evacuation.

  10. Check hidden or remote areas en route to the designated exit point.

  11. Ensure all employees remain at the evacuation point until clearance to leave is given. Do not return to the building(s) until given the all clear by the Fire Service.

  12. The continuing operation of work will be determined by the nature of the fire and the availability of resources such as building, employees and other resources. The responsibility of whether or not to continue work rests with the Managing Director.

Earthquake

  1. In an Earthquake keep calm.

  2. If inside:

  1. Move away from windows, any equipment, objects and shelves that may fall.  If operating any equipment turn if off first.

  2. Take cover under solid furniture such as tables and desks and hold onto the legs until the shaking stops;

  3. Stay indoors until shaking stops and it is safe to go outside.

    1. If outdoors:

  4. Move into a clear open space if possible.

  5. If operating a vehicle or any machinery/equipment, turn off, and move into a clear open space if possible and keep away from buildings and power lines.

    1. When the shaking stops:

  6. Keep calm and ensure your personal safety first.

  7. Check those around you and help those who need assistance.

  8. If anyone requires medical assistance, call 111 and/or administer first aid.

  9. Ensure electrical sources and gas taps are turned off.

  10. Listen to the radio for instructions from Civil Defence: if the work site is located near the coast line or a large body of water, be aware of the possible risk of Tsunami.

  11. The continuing operation of work will be determined by the nature of the emergency and the availability of resources such as buildings, employees and other resources. The responsibility of whether or not to continue work rests with the Managing Director.

Serious Injury

  1. Keep calm.

  2. Ensure your own safety and the safety of others.

  3. Assess area for danger e.g. live wires, poisonous substances etc.

  4. Raise the alarm and get a person to contact emergency services on 111.

  5. Provide first aid treatment as required. Do not assume death has occurred – give immediate first aid.

  6. Notify the Managing Director: isolate and contain the area.

  7. If the injury amounts to a notifiable event, preserve the accident scene and notify WorkSafe for scene clearance.

  8. Complete the Accident Form, Investigation Forms and the Notification to WorkSafe.

Extreme Weather Conditions

  1. If any adverse weather conditions (heavy snow fall, gale force winds, and heavy rain warnings i.e. flooding) that could risk your health and safety in the workplace transpires before you are due to commence work, make contact with the Coordinator.

  2. If any adverse weather conditions that could risk your health and safety in the workplace transpire during work hours, make contact with the Coordinator.

  3. Each situation will be assessed at the time and a decision made as to whether work will commence, continue or cease for the day in question.

Flooding

  1. Flooding can happen quickly and have serious impacts.  Flood within a building can also be caused by normal wear and tear failures of pipe joints, vandalism, or be the result from earthquakes.  Response action if flooding reported or sighted:

  1. Check the source of the flood and that no employees or visitors are in danger.

  2. Evacuate yourself and any other employees, customers or visitors if required (or get/move to higher ground).

  3. If safe to do so, move equipment onto higher floors or onto furniture as high as possible.

  4. If flood is due to burst pipes etc., turn off water at the mains if possible.

 

Tsunami

  1. Response actions (as appropriate):

  2. Listen to your radio or TV for advice and information.

  3. Don’t wait to be told to evacuate if a strong earthquake occurs and your worksite is located in an area at risk of a Tsunami. Evacuate if instructed by Civil Defence.

  4. Evacuate at least 1 km inland and 35 metres above sea level, by vehicle if possible.

  5. All employees and visitors will be accounted for.

Chemical Spill

  1. All chemical spills must be treated as toxic and dangerous.  They can be in liquid form, solids, powder or gas. If you become aware of a chemical spill, respond as appropriate by:

  2. Move all people in the vicinity to a safe area. Consider:

  1. Evacuation of work site if required and safe to do so;

  2. Alternatively, it may be safer to stay indoors and seal doors, windows, other openings and switch off any air intake units.

    1. If required, contact emergency services on 111.

    2. Give appropriate first aid to anyone in contact with the spill.

    3. Notify the Managing Director.

Violent or Threatening Incidents

  1. In the event of a potentially violent situation arising (e.g. verbal or physical abuse, threats, holdups)

  1. Keep calm, make no sudden movements.

  2. Do exactly as the offender tells you

  3. Try to memorise as many details about the offender as possible, if not known to you.

  4. Note the direction and method of escape of the offender.

    1. As soon as is practical and when safe to do so, contact the Managing Director and the Police. 

    2. Provide first aid to victims if required, and lock outside doors if possible and applicable.

    3. In the event of a burglary, do not unnecessarily disturb the crime scene and contact the Managing Director immediately and call the police.

    4. In the event of any potentially violent behaviour arising in a client’s residence or towards you when working in a local business or public area, alert the Managing Director immediately and call the police.

Lockdown Procedure

  1. In the event of an intruder or person that poses a risk in the home office or a client’s residence or chemical spill the lock down procedure will be followed.

  2. Managing Director/ designated employee are to promptly direct guests/clients and other persons to the nearest safe area immediately.

  3. If outside, direct guests/clients inside.

  4. As soon as possible, lock the building and other doors.

  5. Close and lock windows.

  6. Close curtains.

  7. Call 111 and notify the emergency services.

  8. Turn off lights and computer monitors.

  9. Stay away from windows and doors and remain low to the ground.

  10. Everyone is to remain quiet.

  11. Phone must be kept free for communication.

  12. No one to answer the door under any circumstances.

  13. The building shall remain in lockdown until official notification is provided by the person in charge or an identified Police Officer.

Contaminated Building or Properties

  1. If you suspect a property may be an active or former ‘clandestine laboratory’ or drug contaminated property:

  2. Evacuate the property immediately

  3. Call the police immediately and do not go back inside

  4. Prevent anyone else from entering the property until the Police arrive.

  5. Inform the Managing Director as soon as possible

  6. Do not:

  1. Taste, touch or smell any chemicals or equipment

  2. Attempt to stop a chemical reaction

  3. Turn any electrical device on or off, such as lights or fans as this could trigger an explosion

  4. Shut off the water supply to the property or the chemical reaction

  5. Smoke in or near a clandestine laboratory

  6. Use tools, radios, cell phones, torches or devices that produce sparks or friction.

    1. If you display any symptoms of exposure (headaches, nausea, coughing and/or diaphragm pain, dizziness, fatigue, feeling cold or weak, chemical irritation to skin, eyes, nose or mouth or breathing issues), seek medical assistance immediately.

    2. Immediately detectable external indicators of a clandestine laboratory include

  7. Ammonia or solvent smells.

  8. Windows blackened out or boarded over.

  9. Expensive security and surveillance gear.

  10. Rubbish including a lot of cold medication containers or packaging.

  11. Chemical containers.

  12. Burn pits, stained soil, dead vegetation.

  13. Occupants unfriendly, appear secretive about activities.

 

EMERGENCY

FIRE POLICE AMBULANC

FIRE   POLICE   AMBULANCE

111

Workplace Location

Office:  1/97 Grey Street, Palmerston North

Emergency Assembly Point:

Car park (left hand side by wall)

IMPORTANT PHONE NUMBERS

Kerry Harper (Managing Director) 027 224 3611

Nearest Doctor:

169 Medical Centre                         06 357 0437

169 Russell Street, Palmerston North

Palmerston North Central Police Station

410 Church Street, Palmerston North

Palmerston North Hospital               06 356 9169

50 Ruahine Street, Palmerston North

Palmerston North City Council

                                                     06 356 8199

Electricity Supplier:

Energy Online                              0800 086 400

Pollution Hotline                             0800 738 393

Electrical Faults        

Linc Electrical Ltd                      027 363 6190

National Poison Centre                  0800 764 766

WorkSafe NZ                                 0800 030 040

Findex (HR and H&S Consulting), Waipukurau Office                                              06 858 5540

 

FIRST AIDERS

Office staff

 

 

 

FIRE WARDENS

Marilyn Stevenson

 

Kerry Harper (in Marilyn’s absence)

 

 

1.2.INFORMATION AND TRAINING POLICY

  1. The training policy for employees will ensure each person is able to carry out their tasks safely and efficiently without constant supervision thereby improving productivity and reducing accidents, injuries and ill health.

New Employees

  1. The Managing Director shall ensure that all employees have a detailed induction. 

  2. New employees shall undergo the following:

  1. Health and Safety Training;

  2. Emergency Procedure Training;

  3. Standard Operating Procedures and Workplace Policies;

  4. Competency Assessment;

  5. Hazard and Risk Register Training including understanding the specific workplace risks.

  6. De-escalation training (if required)

    1. New employee inductions shall be recorded in their personnel file.

Shadow Shift/Supervision

  1. Shadow Shift: An arrangement in which employees are paired, for mutual safety or assistance.

  2. The Shadow Shift process will also be used to aid with the smooth induction of all new employees into the workplace.

  3. New employees will be buddied up with an experienced employee.  The level, duration and type of supervision may vary according to the person and their experience.  The following process must be followed:

  4. Step One: The employee will observe the experienced employee.

  5. Step Two: The employee will gradually start taking responsibility for tasks. 

  6. Step Three: The employee will take sole responsibility for the overall responsibilities for the task. The employee will be supervised by an experienced employee until satisfied the new employee has adequate skills to competently carry out all tasks required independently.

  7. Step Four: A practical assessment will be carried out by a competent employee before the employee is allowed to work unsupervised.  Employees will be assessed against the appropriate SOP. Records will be stored on the training register.

Assessment of Employee Capability

  1. A capability analysis will be used to determine capability of employees in the workplace. They specifically assess that the correct procedures and techniques for the safe use of all individual vehicles, plant, or equipment are being carried out. Supported Lifestyle Services Limited will conduct periodic capability analyses, at least annually, to ensure the continued level of competency.

  2. Refer to the Shadow Shift process when competency is below the required standard.

Ongoing Training

  1. It is the policy of this workplace to provide information and training when and as required. This is recognised as on-going and will be conducted on a continuous basis as identified by employees and management. The type of training can range from formal theory; practical demonstrations and hands-on supervision and training will be provided and documented.

  2. Supported Lifestyle Services Limited will designate a Company trainer or if required engage an outside trainer to come to the workplace and conduct training. Authorisation to operate any individual vehicle, plant, or equipment will be given once we are satisfied that an employee has been properly trained and is competent to do so.

  3. Refresher training will be provided every two years or when:

  1. The employee has been observed working in an unsafe manner.

  2. The employee has been involved in an accident or near-miss incident.

  3. The employee has received an evaluation that reveals that they have not been following correct procedures. 

  4. A condition in the workplace changes in a manner that could affect work practices.

Record of Employee Skills

  1. Qualifications, assessments and/or relevant training will be recorded for each employee, in a record of qualification form. This can be found in their individual personnel file. The level of skill, competency and independence to complete certain tasks must also be included in the file.

 

 

 

 

1.3.WORKER PARTICIPATION, ENGAGEMENT AND COMMUNICATION

  1. Supported Lifestyle Services Limited provides all reasonable opportunities for any employees and contractors to participate in ongoing processes for improving health and safety.  Good communication and an effective team is our approach to health and safety.

  2. Open communication is critical for identifying, assessing and controlling hazards and risks in the workplace.  All workers are required to report any new hazards and their associated risks as well as engage in the regular hazard review process.

  3. All workers are required to report any injuries, incidents, illness or discomfort as per our Incident and Injury Reporting and Recording Procedures.

  4. Every worker shall take reasonably practicable steps to ensure:

  1. Their own safety while at work;

  2. That no action or inaction of the worker while at work, causes harm to any other person(s);

  3. Follow all policies and procedures set by Supported Lifestyle Services Limited;

  4. That all personal protective clothing and equipment is worn and used.

Regular Employee Meetings

  1. Health and safety is a component of regular staff meetings. Relevant information about legal or other health and safety requirements shall be advised and discussed during these regular full meetings.  All employees are expected to attend the meetings and participate in the discussion.

  2. These meetings are intended:

  1. To raise awareness of health and safety issues;

  2. For education on health and safety matters; and

  3. To set and agree to standards regarding health and safety.

    1. These meetings shall also be used for employees to:

  4. Be involved in the development of policies and procedures to manage risks;

  5. Be consulted where there are any changes that affect workplace health and safety;

  6. Put forward ideas to improve health and safety;

  7. Be advised of the outcome of any accident investigation, or significant hazard reported since the previous meeting;

  8. Be advised of any relevant accidents or incidents that have occurred elsewhere in the industry that the Managing Directors and other workers have been made aware of.

    1. Notes of each meeting shall be recorded in the Health and Safety Meeting Record. Action notes will be followed up as soon as possible by the appropriate persons.

1.1.CONTRACTOR MANAGEMENT

Definition

  1. Principal: Principal means a person who or that engages any person (otherwise than as an employee) to do any work for gain or reward.

Policy

  1. As a principal, we are required to take reasonably practicable steps for a contractor’s safety and the safety of their employees. To achieve this:

  2. We will undertake a pre-qualification appropriate for the type of job we are contracting out.

  3. We as the Principal will advise all “regular/approved” contractors in writing of standards to be met. Refer to “Contractor Agreement” or an on-site meeting to sign off on workplace hazards, their associated risks, risk controls and relevant policies and procedures. 

  4. We will notify contractors of all hazards and associated risks (and the controls) they may be exposed to whilst the contractor is undertaking work in our workplace. Providing them with a detailed copy of the workplace map will assist us in doing this.

  5. Contractor Induction Forms will be completed as part of the contractor induction.

  6. Contractors are expected to:

  1. Provide us with documentation to confirm they have met and comply with their own responsibilities under the Health and Safety at Work Act 2015.

  2. Provide us with their general work plan; this can be in the form of a Standard Operating procedure, Task Analysis or Job Safety Analysis.

  3. Inform us of what hazard they are bringing with them, into our workplace.

  4. Provide us with health and safety records including accident and incident data.

  5. Advise us of all incidents or injuries, any new hazards found or concerns while they are working in our workplace.

  6. Have an adequate working alone policy to monitor their workers whereabouts and safe departure.

  7. Advise of their expected and actual arrival, expected and actual departure.

    1. We will complete a post contract monitoring assessment of the contractors health and safety performance.

Contractor Engagement

  1. The level of detail required for pre-qualification will be appropriate for the type of work being undertaken, its complexity, risk and duration. For the purposes of our contractor engagement and management procedure, contractors will be classified into three levels.

  2. The purpose of the pre-qualifying process is to ensure that we only engage contractors who have safe systems and processes in place to ensure all workers go home safe from our workplace at the end of the day. After qualifying a contractor, we will continue to communicate and collaborate about all work activities to ensure that risks associated with their work do not cause harm to others working in the same area and that other work being carried out by us or other contractors does not harm any workers.

Level 1 – High risk, ongoing/long jobs

  1. Level 1 Contractors who:

  1. Undertake jobs that would be project like in nature and/or

  2. Are undertaking activities considered medium to high risk using the Risk Matrix.

    1. All Level 1 contractors shall be formally assessed and approved.

    2. We will determine what work needs to be contracted out and consider the broad health and safety implications. We will carry out an initial appraisal of the significant hazards and their associated risks relating to the work of the specific project or task.

    3. We will provide any significant health and safety information to our potential contractors. This will include our workplace map, our risk register, emergency procedures, relevant policies and reporting requirements.

    4. The contractor shall be required to submit supporting documentation prior to assessment.

    5. We will complete the following checks under our due diligence obligations:

  1. Check any references from the contractor’s past jobs that are the same or similar in nature.

  2. Verify that the contractor is qualified, licensed and authorised to carry out the type of work we are engaging them to do.

  3. Review evidence that the tools and/or equipment the contractor uses are well maintained and meet relevant safety standards (example electrical tagging, maintenance policy, recent codes of compliance).

  4. Review risk assessments and site safety plans.

  5. Review the contractor’s processes for safety induction, supervision, monitoring and risk assessment.

  6. Review the contractor’s safety management system.

  7. Obtain evidence from the contractor regarding their history of:

  1. notifiable events.

  2. lost time injuries, i.e. injuries that have resulted in a worker being unable to report to their next shift.

  3. medical treatment injuries.

  4. operational safety, e.g. details of prohibition or improvement notices.

  1. Verify the contractor’s willingness to agree to regular monitoring and supervision.

  2. Consult with the contractor to ensure risks and controls are communicated and understood by both parties.

  3. Review the contractor’s drug and alcohol policy.

  4. Review the contractor’s working alone policy.

    1. It shall be the responsibility of the Managing Director engaging the contractor to ensure the audit of the contractor is completed prior to any work being carried out by the contractor.

Awarding the Contract

  1. The health and safety responsibilities of the scope of work must be written into a contract and agreed with the contractor.

  2. After the contract has been signed and approved, the contractor shall be recorded on the approved/preferred contractors list.

  3. The Managing Director shall ensure all contractors undergo a Health and Safety Contractor Induction, prior to commencing any work on site. 

  4. This includes making sure all contractors, sub-contractors and their workers are aware of our:

  1. Health and Safety Policy Statement

  2. Hazard / Risk Register

  3. Emergency procedures

  4. Incident and accident reporting requirements

  5. Requirement for personal protective equipment

  6. Workplace layout/map

  7. “No Go” zones

  8. Nearest evacuation assembly area

  9. First Aid Kits/Fire Extinguishers

  10. Any policies and procedures specific to the work being carried out

    1. Contractor Induction Form shall be signed by all Contractors and the inducting person and filed with the Completed Inductions File in the home office.  

    2. Any new staff to the site working for an already inducted contractor or subcontractor must be presented with the Health and Safety documents listed above and sign the relevant contractors’ induction form kept in the completed inductions file. Contractors are expected to familiarise themselves and their employees and subcontractors with the above documentation.

    3. Each time a contractor comes onto site they will be required to sign in and out at the home office.

    4. All inductions are valid for two years. Annual updates will be emailed to contractors if new risks arise during the two year period.

Level 2 – Low Risk or ‘One Off’ Contractors

  1. Level 2 Contractors are persons/businesses who:

  1. Could be engaged at short notice.

  2. Perform the same job for us on a frequent basis.

  3. Are undertaking activities considered low risk using the Risk Matrix.

    1. It shall be the responsibility of the Managing Director engaging the contractor to ensure that the Contractor Health and Safety Agreement and the contractors documentation has been verified prior to the contractor commencing work for us.  Contractors are required to provide the following applicable documentation and information:

  1. Health and safety policy statement.

  2. Risk register and/or a JSA for specific work activity being completed.

  3. Verification of competency (adequately trained personnel).

  4. Any required certificates and permits.

  5. Accident reporting procedures.

  6. Emergency procedures.

  7. Verification of machinery.

  8. Plant and equipment maintenance.

  9. Working alone policy.

    1. The Managing Director shall ensure all contractors undergo a Health and Safety Contractor Induction, prior to commencing any work on site.  This includes making sure all contractors, sub-contractors and their workers are aware of our:

  1. Health and Safety Policy Statement.

  2. Risk Register.

  3. Emergency procedures.

  4. Incident and accident reporting requirements.

  5. Requirement for personal protective equipment.

  6. Workplace layout/map.

  7. “No Go” zones.

  8. Nearest evacuation assembly area.

  9. First Aid Kits / fire extinguishers.

  10. Any policies and procedures specific to the work being carried out.

    1. Contractor Induction shall be signed by all Contractors and the Managing Director and filed with the Completed Inductions File in the home office.   Any new staff to the site working for an already inducted contractor or subcontractor must be presented with the Health and Safety documents listed above and sign the relevant contractors’ induction form kept in the completed inductions file. Contractors are expected to familiarise themselves and their employees and subcontractors with the above documentation.

    2. Each time a contractor comes onto site they will be required to sign in and out at the home office.

Level 3 – If level 1 and 2 are not applicable

  1. Level 3 pre-qualification phase is to only be used if a Contractor needs to be engaged immediately and there is no time for document exchange.  This should only be cases of emergency.

  2. We will still require the Contractor to undergo a site induction process. This includes making sure all contractors, sub-contractors and their workers are aware of our:

  1. Health and Safety Policy Statement.

  2. Risk Register and the hazards and risks they may be exposed too.

  3. Emergency procedures.

  4. Incident and accident reporting requirements.

  5. Requirement for any personal protective equipment.

  6. Workplace map/layout.

  7. Any “No Go” areas.

  8. First Aid Kits / fire extinguishers

  9. Any policies and procedures specific to the work being carried out.

    1. The Contractor Induction shall be signed by all Contractors and the Managing Director, or their chosen representative, and filed with the Completed Inductions File in the office.   Each time a contractor comes onto site they will be required to sign in and out at the home office. Contractors are expected to have an adequate system in place to monitor their employees if they are required to work alone.

Contractor Monitoring

  1. Contractors working on site for large projects will be:

  1. Regularly monitored for following health and safety practices agreed in the contract;

  2. Investigation following any incident or injuries;

  3. Notification of any breaches or concerns;

  4. Evaluation post-contract.

    1. We as the Principal will review the JSA or standard operating procedures provided to ensure the job was completed in line with these documents.

    2. Supported Lifestyle Services Limited will keep and maintain an approved/preferred contractors list to ensure contractors engaged by Supported Lifestyle Services Limited are committed to Health and Safety. This is to be reviewed at least annually, following the completion of a job and updated as necessary.

    3. Should a contractor breach any Supported Lifestyle Services Limited policy or procedure, the Managing Director will notify the person or Company immediately and require the matter to be rectified. Continued breaches, a serious breach or failure to rectify could result in the Contractor not being engaged to complete future work at Supported Lifestyle Services Limited and they would be removed from the preferred contractor list.

Multiple PCBU’s in a Workplace

  1. We recognise the potential for multiple businesses and workers to be working together in our workplace.  We will ensure workers are aware of others in the immediate area. Supported Lifestyle Services Limited will consult, cooperate and coordinate with other third parties workers who are performing work in our workplace as appropriate, regarding health and safety. 

  2. It is our expectation that our contractors will similarly interact, consult, cooperate and coordinate activities as well as exchange relevant health and safety information. At a minimum this will involve an exchange of overlapping JSA’s and hazard and risk management.  We also expect workers to be engaging in workplace meetings together.  As part of our contractor monitoring and management we will ensure consultation, cooperation and coordination is occurring.

Visitors to the Workplace

  1. Supported Lifestyle Services Limited is committed to the health and safety of visitors to our workplace.  We seek to ensure all visitors are not harmed while in our workplace.  Visitors will be required to adhere to our workplace policies and procedures in respect of health and safety.

  2. To ensure the health and safety of visitors to workplace:

  1. Visitors will be regularly supervised whilst in the workplace.

  2. If an incident or accident were to occur involving a visitor in our workplace, a Supported Lifestyle Services Limited employee will obtain the relevant information and complete the appropriate notification forms.

  3. Supported Lifestyle Services Limited will maintain clear signage including emergency procedures, emergency exits and emergency assembly points.

  4. Supported Lifestyle Services Limited will have the appropriate hazard and risk controls in place in our workplace by implementing the hierarchy of controls.  If a visitor is performing a task that exposes them to risk or requires an administrative control and/or PPE, there will be consultation and discussion prior to completing the task.

    1. The visitor is responsible for:

  1. All visitors will sign in and out upon arrival and departure.

  2. Acting on the instruction of all employees in the workplace in the case of an emergency.

  3. Visitors must report any accident or incident to a Supported Lifestyle Services Limited employee.

  4. Advising the receptionist of any special assistance that may be required in case of an emergency requiring evacuation.

    1. Where visitors are not complying with Supported Lifestyle Services Limited health and safety requirements, the employee responsible for the visitor will first discuss the concerns with them including the potential risks they are posing.  If the behaviour or conduct continues, the visitor person will be asked to leave the workplace.

 

 

1.2.VEHICLE AND EQUIPMENT MAINTENANCE

Policy

  1. Regular checks are to be conducted on all vehicles and any required equipment.  Taking the time to carry out a regular check helps us pick up on any problems before they get worse. Identifying any problems early saves the business money and could prevent a serious accident from occurring due to poor maintenance.

  2. On all vehicles and required equipment, our policy is to conduct: Regular servicing; Maintenance when required; and Preoperational checks on vehicles.

Vehicle Servicing Options:

  1. All vehicles are regularly maintained by professional service agents and their invoices retained to provide detailed records;

  2. And/or;

  3. All vehicles are regularly maintained by a competent and trained person and detailed maintenance records are kept.

Maintenance as required

  1. All defects must be reported immediately.  If the fault has the potential to risk health or safety to continue using, an alternative option will be found. 

  2. Actions to remedy these faults are implemented as soon as possible.  All maintenance will be carried out in accordance with the manufacturer’s guidelines by a suitably competent person.

Pre-Operational Checks

  1. Pre-operating checks for all vehicles and equipment are to be completed as required. 

  2. Checks are in accordance with the manufacturer’s guidelines.

  3. If any faults are discovered while in use, this must be communicated immediately. An assessment needs to be made whether the fault is serious and needs to remain inactive until the fault is addressed and fixed.

Records

  1. Records of all services and the corresponding reports are stored for an indefinite period.  Any work done on the company vehicle is also recorded and stored. 

  2. We will keep a register of all private vehicles used for work purposes including evidence of registration, warrant of fitness, insurance, driver’s licence. This must be provided by the employee prior to approval of private vehicle use for work purposes.

Personal Vehicles Used for Work Purposes

  1. Personal vehicle must have prior approval by the Managing Director, before being used for work purposes.

  2. Supported Lifestyle Services Limited will require evidence of a current registration, warrant of fitness, insurance and driver’s licence prior to approving any personal vehicle for work purposes.

  3. All workers must ensure that any personal vehicle driven for work purposes is road worthy. This includes carrying out a pre-operational check (using the visual vehicle pre-operation checklist) prior to driving for work purposes.

  4. If any faults or issues are discovered with the vehicle prior to use or while in use, this must be communicated to the Managing Director immediately.  Vehicles with defects or issues that have the potential to put the driver or passenger at risk must not be driven.  The employee must use an alternative approved vehicle.  If the vehicle is the employee’s own, repairs will be their responsibility and must be done before use.

 

1.3.Driving Policy

  1. Supported Lifestyle Services Limited will promote a safe driving culture within our team. The purpose of the driving policy is to ensure that Supported Lifestyle Services Limited employees who drive vehicles in the course of their work demonstrate safe, efficient driving skills and other good road safety habits at all times to ensure the maximum safety of our drivers, occupants and other road users.

  2. We will take reasonably practicable steps to ensure any vehicles provided to employees, including rental vehicles, are safe, and will not require employees to drive under conditions that are unsafe and/or likely to create an unsafe environment including in terms of fatigue.

  3. We will encourage safe driving practices by:    

  1. Ensuring that you maintain all personal vehicles used for work purposes in a safe, clean and roadworthy condition to guarantee the maximum safety of the driver, occupants, and other road users at all times;

  2. Giving priority to safety features when selecting rental vehicles including choosing vehicles with a first aid kit, fire extinguisher and torch where reasonably practicable.

  3. Providing all employees who are required to drive for work purposes an induction to this policy and relevant procedures including emergency management, as well as information regarding fatigue symptoms, causes and effect.

  4. Considering, and where required providing, advanced driver training for all new employees.

  5. Instructing employees regarding conducting pre-operational vehicle checks on company vehicles.

  6. Monitoring and encouraging manageable schedules to ensure there are no unsafe driving practices.

  7. Not paying for speeding or other infringement fines.

  8. Providing accommodation as required where an employee’s sleep opportunity due to working hours is less than 10 hours prior to driving, and where driving and working hours combined exceed 14 hours.

  9. Encouraging regular breaks while driving.

  10. Investigating and taking appropriate action regarding breaches of this policy.

  11. Forbidding the use of mobile phones in vehicles while driving except with a properly fitted hands free kit.

  12. Encouraging immediate reporting of any health concerns or issues influencing fitness to work.

  13. Maintaining a record of all crashes, vehicle accidents, damage, personal injuries, near-misses incidents and traffic offences, analysing those records and reviewing this policy as necessary to implement any required improvements.

    1. Every employee driving for work will: 

  1. Comply with all road rules.

  2. Wear a seatbelt.

  3. Hold a current driver licence suitable for the class of vehicle they are driving.

  4. Immediately notify the Managing Director if their driver licence has been suspended or cancelled or has had limitations placed on it.

  5. Report any health issues or medications that may affect their ability to drive.

  6. Carry out a pre-operational vehicle check prior to driving for work.

  7. Check the road and weather conditions prior to driving in order to make an informed decision as to whether it is safe to drive.

  8. Not drive if they have identified they are fatigued.

  9. Avoid distraction when driving.

  10. Be responsible and accountable for their actions.

  11. Demonstrate safe driving practices.

  12. Report any near-misses or crashes to the Managing Director, including those that do not result in injury, and follow the crash procedures outlined in this policy.

  13. Report any infringements incurred to the Managing Director at the earliest opportunity.

  14. Report any concerns regarding vehicles operated for work purposes to the Managing Director as soon as possible. 

  15. Take regular and adequate rest breaks.

  16. Plan their journey, taking into account pre and post-journey work duties and the length of the trip.

  17. Arrange to stay overnight if driving time and non-driving work duties exceed 14 hours in one day or if sleep opportunity due to working hours is less than 10 hours.

  18. Carpool and share the driving duties where possible.

  19. Check on a map or Google Maps, if unfamiliar with the route, before commencing a journey (or pull over when checking routes).

  20. Ensure items are secured, to avoid them becoming a projectile in the event of a sudden stop, and not carry loads for which the vehicle is unsuited or carry passengers without requiring them to wear seatbelts.

  21. Adhere to all Supported Lifestyle Services Limited policies and procedures relating to driving including Vehicle Accident Procedures.

  22. Vehicles must only be used in conditions for which they were designed (e.g. no off road use).

Compliance with Traffic Legislation

  1. No vehicle shall be driven at any time without a current warrant of fitness, registration and road user charges (if applicable).

  2. While driving for the purposes of work employees must comply with all traffic legislation including:

  1. Driving within the legal speed limits. NB: this means when approaching a reduce speed zone, the vehicle must be doing the reduced speed before passing that sign;

  2. Obeying all road rules e.g. giving way, stopping, following at a safe distance;

  3. Driving to the conditions;

  4. Wearing a safety belt at all times; and 

  5. Never driving under the influence of drugs or alcohol, including prescription and over the counter medication if they cause drowsiness.

Driver Distraction

  1. Driving safely means giving driving your full attention. Distracted driving is any activity a person engages in that has the potential to distract them from the primary task of driving and increases the risk of crashing.

  2. Distractions can affect drivers in different ways. They can be categorised into the following types:

Visual             –          Watching other people in the area.

Auditory          –          Noises that are distracting.

Manual           –          Taking hands off the wheel.

Cognitive        –          Thinking about something other than driving.

  1. Employees need to be able to identify and understand the causes of driver distractions in order to reduce the risks of distractions affecting their driving.  To reduce the risk;

  1. Focus on the task in hand – driving.

  2. Be aware of your surroundings and any potential hazards.

  3. Adjust all driver controls (seat, mirrors, radio) before driving.

  4. Avoid using mobile phones and other electronics where practicable.

  5. Have a clean windscreen.

  6. Take regular breaks; do not eat while driving.

  7. Stop talking to passengers when traffic gets heavy or requires full concentration.

    1. Drivers have a responsibility to minimise ALL distractions whilst driving any vehicle for work purposes and must only use mobile phones while driving with a properly fitted hands free kit, where it is not practicable for them to pull over to take/make the call or wait until they are at their destination to do so.

Check-in Policy

  1. Where employees are driving for work, they must keep in touch with their Coordinator on a regular basis. Employees need to inform the Managing Director where they are going during that day, their intended departure, and expected travelling time to the destination and when they are expected back at the end of the day.   

  2. Employees must communicate with a designated person upon arrival at their destination, including where they are travelling home, that they have arrived home safe, either by text, WhatsApp, phone call or email.  If contact is not made by the designated time, the designated person will attempt contact with them, and if this is not possible, must contact their Coordinator and emergency services immediately.

Adverse or Unsafe Driving Conditions

  1. Prior to driving, employees must check the road and weather conditions to ascertain whether it is safe to drive.  This includes checking for issues such as current weather conditions including black ice, incoming weather systems, traffic, or accidents that have the potential to impact on getting to the destination safely. 

  2. Assessing whether the conditions are safe for employees to drive will be subjective and will correlate directly to their own assessment of their driving capability.  If at any time an employee considers that driving is not safe, do not do so, and contact the Managing Director as soon as possible to advise of your decision and discuss alternative arrangements.

Vehicle Maintenance

  1. Employees must ensure that vehicles driven for work purposes are road worthy, including by carrying out pre-operational checks before driving.  Regular maintenance checks are to be conducted on all vehicles used for work purposes.  Just because the vehicle has a current warrant does not automatically make it safe.  The aim of these checks is to identify any problems early, so that these can be addressed.

  2. When using a vehicle for work purposes you must conduct:

  1. A visual preoperational check, on the:

  1. Headlights, to ensure that these are working;

  2. Wipers and washer, to ensure these are working;

  3. Windscreen and mirrors are clear;

  4. Tyres, to ensure these are in good condition;

  5. Vehicle interior and exterior, for cleanliness and to make sure there aren’t any unsecured objects;

  6. Fuel level, to ensure this is sufficient;

  7. Passengers, to ensure they’re using seat belts.

  1. Fortnightly internal and external cleaning (earlier if required); and

  2. Vehicle services/maintenance by a certified provider, as per manufacturers recommendations.

    1. If any issues arise while driving, employees must pull over where it is safe to do so and assess the problem.  Any issues with vehicles that are identified must be reported to the Managing Director and recorded immediately, with action to remedy these faults agreed and undertaken as soon as practicable.  

    2. Vehicles with defects or issues that have the potential to put the driver at risk must not be driven.   The employee will use an alternative vehicle.  If the vehicle is the employee’s own, repairs will be their responsibility, and must be done before use.

Vehicle Accident

  1. Immediately stop your vehicle at the scene or as close to the scene of the accident as possible, making sure you are not obstructing traffic.

  1. Ensure your own and passengers safety first.

  2. Call for assistance (111) if needed.

  3. Help any injured people.

  4. Keep injured people warm and do not attempt to move them unless they are in danger.

  5. If a serious injury or death occurs the scene should not be interfered with unless necessary to assist an injured person or prevent a further harm. 

  6. Contact the Managing Director as soon as practicable.

    1. Exchange the following information with the other party or parties involved:

  1. Details of the other vehicle(s) and registration number(s)

  2. Name(s) and contact details of the other vehicle owner(s) and driver(s)

  3. Name(s) and contact details of any witness(es)

  4. Description of the vehicles involved

  5. Description of the damage

  6. Details of the accident (street names, location of vehicles, draw diagram if necessary)

  7. Name(s) of insurer(s)

  8. Warrant of fitness details

  9. If you have a camera, take a picture of the accident scene and of the damage to the vehicles of other parties

    1. If you damage another vehicle that is unattended, leave a note on the vehicle with your contact details.

    2. Contact the Police:

  1. If there are injuries

  2. If there is a disagreement over the cause of the crash

  3. If you damage property other than your own and have been unable to contact the owner

  4. If damage to the vehicle looks to be worth more than $2500

    1. Do not admit liability for any accident you are involved in.

Breakdown Procedure

  1. Stop as soon as possible, park safely

  2. Secure Scene of Danger

  1. Ensure traffic approaching breakdown scene has sufficient warning of obstructions or space restrictions on or near the road

  2. Slow approaching traffic down with caution

  3. Do not stand in the path of approaching vehicles

  4. At all times consider your own safety

    1. Repair if minor

  1. If the cause is obvious and problem is easily and safely solved, fix it.

  2. Notify the Managing Director and confirm actions have been sufficient for further safe operation.

    1. Contact Supported Lifestyle Services Limited

    2. Notify the Managing Director of exact nature of the problem and follow instructions given.

Insurance

  1. We are not responsible for covering the cost of insurance premiums or excesses where you use your private vehicle on company business.

Record Keeping

  1. We will keep a register of all private vehicles used for work purposes including evidence of registration, warrant of fitness, insurance, driver’s licence. This must be provided by the employee prior to approval of private vehicle use for work purposes.

1.1.1.         Health monitoring has multiple purposes within our workplace. There is routine health monitoring that staff and clients can expect. Health monitoring assists us to: a)          Identify any harm occurring by exposure to a health hazard. b)          Reduce the risk of exposure to health hazards. c)          Enable us to take remedial action. d)          Facilitate any treatment and protection of employees who have been exposed. e)          Inform the regulator as required by regulation 41 of the Health and Safety at Work (General Risk and Workplace Management) Regulations 2016. 1.1.2.         We will ensure that health monitoring is carried out if a worker is: a)          work involving a health hazard, b)          work involving a substance that may be hazardous to the health of the worker.  1.1.3.         We may also carry out health monitoring to monitor the effectiveness of current hazard control measures. Post Event Testing 1.1.4.         In the event of an accident or incident involving possible exposure to a health hazard this may trigger a post event health monitoring test to be undertaken outside of the regular frequency of testing. Exit Screening 1.1.5.         Supported Lifestyle Services Limited may elect to undertake health monitoring for exiting workers.  General 1.1.6.         All workers are made aware of health hazards during their workplace induction and prior to commencing any work that involves a health hazard. Supported Lifestyle Services Limited is committed to notifying all workers of all health hazards within the workplace, not just those they will be regularly working with, in case of accident or unintended exposure. 1.1.7.         Under the Code of Health and Disability Services Consumer’s Rights, informed consent is required by employed workers to commence the health monitoring process. 1.1.8.         The health monitoring under this policy will be carried out by one of the following who is experienced in health monitoring: a trained occupational health practitioner, a doctor, occupational nurse or nurse practitioner.  It is our intention that we will consult with our workers on the selection of the particular occupational health practitioner.  The company will meet the associated costs of health monitoring. 1.1.9.         Any concerns at any time can be reported to the Managing Director. Confidentiality and Privacy 1.1.10.      Following health monitoring of a worker, the chosen occupational health provider will provide us with a health monitoring report.  The health monitoring report will be supplied to the worker as soon as practicable. 1.1.11.      The health monitoring report is treated as a confidential document.  It will only be viewed by the Managing Director.  1.1.12.      In accordance with our obligations under the regulations we also have to provide the report to any other businesses with the same duty to provide health monitoring i.e., those involved in the particular health hazard.  Other businesses have similar duties of confidentiality. We will notify you of the details of any person we are required to provide the report to. 1.1.13.      Health monitoring information will be kept confidential and secure for a minimum of thirty years (or forty years if the monitoring is in relation to asbestos).  1.1.14.      Supported Lifestyle Services Limited may also have to provide the health monitoring report to a regulator if the report indicates the worker has contracted a disease or illness or suffered an injury, or if any remedial actions were recommended in relation to the specific health hazard. Sub-optimal results 1.1.15.      Sub-optimal results of health monitoring will trigger a review of our health and safety management practices regarding the particular health hazard.  Supported Lifestyle Services Limited will carry out a full investigation by a competent person/company into the health hazard.  Any recommendations from the health monitoring provided will be considered and implemented where possible.  A risk assessment process will be carried out and fed back into our hazard and risk management system. Return to Work 1.1.16.      Supported Lifestyle Services Limited is committed to helping employees get back to work safely.  We provide a proactive return to work (RTW) process to help employees who have suffered work related injuries or illnesses return to their previous role.  This includes liaison with the ACC case manager in the development and implementation of a personalised return to work programme.  1.1.17.      Effective communication following an injury is critical. If the employee sees a doctor, they must inform the Managing Director how they got on and provide the following information: a)          The diagnosis of the injury or condition, b)          The type of treatment prescribed (e.g., physiotherapy, medication), c)          Advice on work tasks and hours, graded return to work and a worksite assessment. 1.1.18.      When an employee has been prescribed time off work, the Managing Director will keep in regular contact, at least weekly, to discuss: a)          Any concerns about job security and demands on the employee’s return to work, b)          Workplace issues and changes, c)          Different methods of returning to work, d)          Issues regarding transport to and from work. 1.1.19.      All discussions with be documented in employee’s file. 1.1.20.      Similarly, all employees are required to keep Supported Lifestyle Services Limited up to date with any information regarding their injury treatment, assessment and management. 1.1.21.      It is our policy, that where appropriate work is available, we will provide light duties and/or reduced hours.     1.2.            BULLYING AND HARASSMENT Policy 1.2.1.         Supported Lifestyle Services Limited recognises the right of every employee to enjoy a workplace free of bullying, harassment and intimidation.  1.2.2.         Supported Lifestyle Services Limited will not tolerate any form of bullying or harassment in the workplace.  All Supported Lifestyle Services Limited employees are expected to: a)          Treat their colleagues with respect; b)          Behave in ways that contribute to a safe and positive workplace; c)          Report any behaviour which they genuinely consider to be a breach of this policy. 1.2.3.         Behaviour that is connected with Supported Lifestyle Services Limited may be considered bullying or harassment, even where it takes place outside of the workplace. Bullying 1.2.4.         Bullying is repeated and unreasonable behaviour which is directed at an employee or group of employees that creates a risk to their health and safety and/or has a detrimental effect on their employment: a)          Repeated behaviour is persistent and can involve a range of actions over time. b)          Unreasonable behaviour is behaviour that a reasonable person in the same circumstances would consider to be victimising, humiliating, intimidating or threatening. 1.2.5.         Generally, bullying will be intentional, with the aim of gaining power and dominance over another person and/or causing fear and distress to that person.  However, bullying can also be unintentional, where although the perpetrator’s actions are not intended to cause fear or distress, they have (and it is reasonable to expect that they could have) this effect. 1.2.6.         Examples of bullying can include: a)          Put downs, belittling comments, persistent criticism; b)          Public humiliation, teasing and taunting; c)          Intimidation e.g. misuse of power, threats of violence or against job security; d)          Exclusion, isolating or ignoring; e)          Verbal abuse, shouting or yelling; f)           Behaviour that happens face to face, by email or text message, online or by other social media channels. 1.2.7.         Bullying is not: a)          One-off or occasional instances of forgetfulness, rudeness or tactlessness; b)          Setting high performance standards; c)          Constructive feedback and genuine peer review; d)          A reasonable request relating to work; e)          Undertaking a disciplinary process in line with Supported Lifestyle Services Limited policies; f)           A single incident of unreasonable behaviour, but incidents should be addressed to avoid escalation. Harassment 1.2.8.         Harassment is where one person directs behaviour at an employee including watching, loitering, following, or accosting them, interfering with their property or acting in ways that causes them to fear for their safety.  To be considered harassment, the behaviour must either be repeated, or of such nature that it is humiliating, offensive or intimidating to an employee and creates a risk to their health and safety and/or has a detrimental effect on their employment.  Generally, harassment will be intentional, but it can also be unintentional, where although the perpetrator’s actions are not intended to cause humiliation, offence or intimidation, they have (and it is reasonable to expect that they could have) this effect. 1.2.9.         Examples of harassment can include: a)          Preventing or hindering access to the workplace; b)          Persistent following, watching, loitering near, or accosting an employee; c)          Giving offensive material to an employee, or leaving it where it will be found by, given to, or brought to their attention; d)          Perpetrating and circulating persistent and malicious gossip about an employee; e)          Interfering with an employee’s property. 1.2.10.      Harassment (including sexual and racial harassment) is not: a)          Behaviour based on mutual attraction, including the development of relationships; b)          Occasional and appropriate compliments on a person’s appearance; c)          Appropriate performance management and feedback. Sexual Harassment 1.2.11.      Sexual harassment is language, visual material or physical behaviour of a sexual nature which is unwelcome or offensive to an employee, and which is either repeated or so significant that it has a detrimental effect on the employee’s employment, job performance or job satisfaction. 1.2.12.      Examples of sexual harassment can include: a)          Unwelcome sexual advances or physical contact; b)          Sexually-oriented remarks or abuse; c)          Offensive gestures or comments; d)          Promise of preferential treatment or threat of detrimental treatment in return for sex; e)          Use of pictures/posters/videos of a sexual nature; f)           Persistent and unwelcome social invitations, phone calls or emails at work or home. 1.2.13.      Sexual harassment also occurs if a person directly or indirectly asks an employee for sexual intercourse, sexual contact, or another form of sexual activity, and their request contains an implied promise of preferential or detrimental treatment, or an implied or overt threat about their present or future employment status. Racial Harassment 1.2.14.      Racial harassment is unwelcome language, visual material or physical behaviour that directly or indirectly expresses hostility against, brings into contempt, or ridicules, an employee on the grounds of their race, colour, ethnicity or national origin, which is offensive or hurtful to the employee and which is either repeated or so significant that it has a detrimental effect on that person’s employment, job performance or job satisfaction. 1.2.15.      Examples of racial harassment can include: a)          Jokes, remarks, insults, songs, innuendos or direct comments about cultural differences, ethnic origin or race; b)          Name-calling or deliberately mispronouncing names; c)          Making fun of the way people dress, speak or look relating to their ethnic origin; d)          Offensive material; e)          Threatening behaviour based on cultural differences, ethnic origin or race.     Process What should you do? 1.2.16.      Supported Lifestyle Services Limited will support anyone who has a genuine complaint of bullying or harassment.  If a complaint is made, we will act promptly, investigate the matter fully, and treat the matter seriously.  Where bullying or harassment is found to have occurred, this may lead to disciplinary action being taken about the person (or people) complained about. 1.2.17.      Anyone invoking this procedure will be protected from any retaliation, victimisation or discrimination from either the person (or people) they are complaining about, or anyone else at Supported Lifestyle Services Limited.  Engaging in this kind of behaviour against a person complaining of bullying or harassment may also lead to disciplinary action.  However, if a dishonest or malicious false complaint is made, then disciplinary action may be taken against the complainant.  1.2.18.      If you feel that you have experienced any form of bullying or harassment it is important that you raise your concerns as soon as possible after the behaviour of concern occurs.  There are a number of ways you can deal with this. Informally: 1.2.19.      If you feel comfortable to do so, speak directly to the person whose behaviour is causing the problem; a)          Focus on their behaviour – don’t make it personal; b)          Be as specific as possible and give examples of the behaviour that is causing you concern; c)          Explain why the behaviour is unwelcome and ask for it to stop.  Often the person may not know their behaviour is causing distress and will stop immediately once told; 1.2.20.      Be firm and confident – not aggressive or confrontational; 1.2.21.      Talk to someone you trust about your concerns or seek independent advice on the matter.  This can also help give you an objective viewpoint on the behaviour you have experienced; 1.2.22.      Talk to Supported Lifestyle Services Limited.  If appropriate, Supported Lifestyle Services Limited may facilitate an informal meeting with you and the person whose behaviour is of concern to discuss the issue and agree a way forward. Formally: 1.2.23.      If you have tried to resolve the bullying or harassment informally and it has failed to stop, or if you feel the matter requires urgent escalation, you should make a formal complaint to Supported Lifestyle Services Limited.  A formal complaint should be made in writing, outlining your specific concerns and who they are regarding.  Where possible you should outline dates of the incident(s) and examples of inappropriate actions/behaviour, whether anyone else witnessed the behaviour and any supporting information; 1.2.24.      Upon receipt of a formal complaint, a meeting will be arranged to discuss your concerns and agree to the next steps, which may include a full investigation into the allegations; 1.2.25.      All issues raised will be taken seriously and will be handled confidentially, as far as possible, and in a timely way. Confidentiality 1.2.26.      Only those people with a legitimate role to play in the resolution or clarification of the problem should be party to confidential information.  No aspect of the case should be divulged to any other person. 1.3.            SAFE HANDLING OF OUR PEOPLE Purpose of the policy 1.3.1.         HSE (Health & Safety in Employment) is a legal requirement of all Companies or Workplaces. Staff will adhere to the following in order to minimise risk of harm and injury to clients and staff. Detailed Policy Statement People who are affected by Stroke 1.3.2.         Protect the affected arm of the person who has had the stroke – make sure it is supported when transferring. 1.3.3.         Use a Montreal Sling for people with a flaccid arm to prevent injury or dislocation of the shoulder joint during transfer. 1.3.4.         Never move the person affected by stroke by pulling on their affected side. 1.3.5.         Position the chair or wheelchair that you are transferring into on the unaffected side of the client as this is their strongest side so they can assist. 1.3.6.         Non-weight bear people who are over 35kg will need a full hoist and a hoist transfer, which will need two people. Restraint 1.3.7.         A person exercising the power of restraint may not use a greater degree of force and may not restrain the client for longer that is required to achieve the purpose for which the person is restrained or handled. A person exercising the power of restraint must comply with guidelines issued under Section 147 of the Intellectual Disability (Compulsory Care and Rehabilitation) Act 2003, that are relevant to the restraint of the client. However; 1.3.8.         Physical restraint of a person may be authorised if it is the only practicable way to prevent serious harm to the client or others, serious damage to property or absconding. If this happens Management need to be notified straight away and an Incident/Accident form must be completed as soon as possible. 1.3.9.         All reports of handling or restrain of people will be investigated. The Service Area Manager will undertake a full review of the incident and interview all relevant staff. The Director will be contacted as soon as possible after the event of a serious incident. The person’s family are to be informed as soon as possible of any event and informed of the actions underway, there will be ongoing contact during any investigation period as required. 1.3.10.      The person and their family have the right to refer the incident to the NZ police. Applicability 1.3.11.      This policy applies to Employees, Support Workers and Mentor/Coaches and their people we support. Policy Authority 1.3.12.      Supported Lifestyle Services Management Team Related information 1.3.13.      The moving and handling people: The New Zealand Guidelines, March 2012 ACC 1.3.14.      Restraint – Mental Health Legislation 1.3.15.      Intellectual Disability (Compulsory cand and rehabilitation) Act 2003 1.3.16.      Ministry of Health Library 1.4. SUBSTANCE ABUSE Policy 1.4.1.         Supported Lifestyle Services Limited is committed to ensuring a safe workplace for all employees, contractors and visitors and will: a)       Encourage all employees to have a workplace that is free from alcohol and substance abuse. b)       Provide support for employees with a substance abuse issue to get the help that is needed. Expectation of employees 1.4.2.         All employees are expected to turn up to their shifts and to be able to perform their duties safely without any limitations due to either the after- effects or use of alcohol, prescribed medications or any illicit drugs or substances. 1.4.3.         Supported Lifestyle Services has a zero tolerance for employees that arrive to work under the influence of drugs and alcohol/or who’s ability to perform their duties is impaired due to drug/alcohol use; or who consumes alcohol and drugs on company property i.e., people’s homes, community, Transitional and Supported Living. 1.4.4.         Supported Lifestyle Services Limited prohibits the use of, unlawful distribution, manufacturing sale or purchasing, consumption or possession of drugs/alcohol on company’s property i.e. in people’s homes, community, Transitional and Supported Living. 1.4.5.         Employees who are taking prescribed medication are expected to consult with their GP, Pharmacist to ensure their medication does not impair their ability to perform work duties. If there is a potential risk, please report to the management team who will support staff to modify duties. 1.4.6.         Any employee that is suspected to be under the influence of drugs or alcohol while at work will go through the process of serious misconduct. 1.4.7.         Any employees that are worried about their drug or alcohol use or suspects they may have a problem are expected to seek advice and follow treatment accordingly. 1.4.8.         Employees will be treated with respect and dignity and such information will be treated in confidence.   5.19    SMOKE-FREE WORKING ENVIRONMENT 1.5.1.         Supported Lifestyle Services Limited recognise that the use of tobacco and smoking presents a health hazard that can have serious implications for both the smoker and the non-smoker and that smoking habits may have life-long adverse consequences. We support a safe and healthy environment free from smoking in accordance with the Smoke-free Environments Act 1990. 1.5.2.         Smoking, including the use of E Cigarettes, in buildings, on client premises and in personal vehicles (when being used for work purposes) is prohibited as it endangers the safety of others, creates an unhealthy environment and causes damage to property.  Complaints Complaints regarding smoking and suggestions or complaints regarding a smoke-free environment should be brought to the attention of the Managing Director.   1.20.        DOGS IN THE WORKPLACE Purpose of the policy 1.20.1.      HSE (Health & Safety in Employment) is a legal requirement of all Companies or Workplaces.  Where Support Workers are performing duties of care in private homes, that home or establishment becomes a workplace.  The purpose of this policy is to ensure the safety of employees in this “Workplace” while carrying out their duties.  Detailed Policy Statement     1.20.2.      Legislation: Pursuant to Dog Control Act 1996, ss 52, 52A, 54a 1.20.3.      A dog owner must keep their dog under control at all times, even when at home.  Scope: 1.20.4.      Support Workers must be kept safe from danger or injury from pets in the home.  If dogs are present on the property and not contained the worker has the right to not enter the premises to provide care until such time as the dog is contained on a leash or confined to an area the Support Worker is not needed in. 1.20.5.      To enable this, the Support Worker may contact the homeowner or tenant by phone to ask for the animal to be secured. 1.20.6.      If contact cannot be made by phone or person, the Support Worker may arrange a different time to provide care and notify management of the reason for not carrying out their duties. 1.20.7.      This policy doesn’t prohibit service animals (animals trained to perform tasks for the benefit of a person with a disability).  They are allowed to move freely with their owners.  Applicability  1.20.8.      This policy applies to Employees, Support Workers and Clients. Policy Authority        1.20.9.      Supported Lifestyle Services Management Team. Related information  1.20.10.    https://communitylaw.org.nz/community-law-manual/chapter-27-neighborhood-life/dogs-and-other-animals/dogs-care-and-control-of-your-dog/ 1.20.11.    https://resources.workable.com/pets-in-the-workplace-policy

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