Safety in the Workplace

White Ribbon Workplaces and Family Violence

White Ribbon Workplaces promote respectful relationships, gender equality within the workplace, and demonstrate a culture of zero tolerance of violence against women. As at June 2019, six out of nine Departments ^[1] have been accredited as White Ribbon Workplaces, with the remaining three working towards accreditation.

In 2018-19, support and assistance continued to be available to employees experiencing family violence in line with the provisions of Employment Direction 28: Family Violence – Workplace Arrangements and Requirements (ED28). Section seven of ED28 requires that training is provided to give employees undertaking key roles a sound understanding of their responsibilities, and includes training in workplace policies, employee leave entitlements, workplace safety planning processes and employee support referral options.

Across the TSS 940 key staff ^[2] received training in the support of employees who are experiencing family violence (an increase from 822 in 2017-18).

Occupational Violence and Aggression

The whole-of-service campaign to address occupational violence and aggression in the TSS continued in 2018-19, with the TSS working with unions to trial strategies aimed at reducing the risk from aggressive and violent clients.

In support of the behavioural change campaign launched in 2017, training has been developed to support employees with front line roles. To date more than 500 TSS employees across the State have been equipped with the skills to de-escalate challenging client behaviours while staying safe, using communication, conflict management, and learning to identify the signs of aggression.

Ritualize Health Promotion App

The Ritualize Health Promotion App aims to educate and motivate users to adopt healthy habits through the use of monthly themed quests. The App provides users with access to information to support healthy lifestyle choices, including a blog, guided exercise videos and recipes.

In 2018-19, funding for the program was continued and TSS employees were able to participate in a series of six, themed quests each lasting one month with different challenges each week. The quests this year included challenges to help employees ‘Move Better’ (active minutes, steps and movement), ‘Fast’ (abstain from alcohol and sugary drinks), and ‘Detox’ (eat more fruit and vegetables, have a junk food free day).

Registrations in the program have been maintained throughout the year, and access to the App will be available to employees again in 2019-20.

Supporting Whole-of-Service Work Health and Safety

During 2018-19, a number of forums were held to progress various work health and safety (WHS) priorities. These included:

• State Service Work Health and Safety Wellbeing Forum;
• State Service Workers Compensation and Injury Management Forum;
• The Mental Health Collaborative;
• ISO 45001:2018 Development Forum; and
• Interagency Health and Wellbeing Group.

This year, the TSS also joined the Tasmanian Businesses Mental Health Symposium, a newly formed group of southern Tasmanian private sector organisations, councils and public sector representatives. The group’s objective is to investigate ways in which the private and public sectors can collaborate to improve mental health issues in the workplace, with a view of having a voice on State and Federal mental health issues.

A review of the WHS module included in the Empower Payroll and People Management System was completed in 2018-19. The review found that the current module did not suit the needs of the TSS.  A new working group of WHS professionals from across all major agencies has been formed to review other online WHS management system options.

Historical Use and Exposure to Herbicides

This year the TSS responded to concerns around historical exposure to Tetrachlorodibenzo-p-dioxin (TCDD, also known as Dioxin), a contaminant used in herbicide 2,4,5-T.  Concerns were raised by employees of the Hydro Electric Commission (HEC), and the Tasmanian Government over exposure to high levels of TCDD during their employment in the 1970s and 1980s.

The TSS worked with WorkSafe Tasmania and, through its website and Helpline, provided information, support and guidance to concerned current and former employees. The TSS made individual contact with past employees who have contacted the Helpline about exposure to TCDD.

During the year TSS agencies continued to support the health and safety of employees in the workplace. Activities and initiatives in response to priorities such as Occupational Violence and Aggression, family violence and White Ribbon Accreditation were reported, as well as key agency priorities that included:

• Mental Health First Aid training;
• defensive and safer driving training;
• the implementation or review of WHS management systems;
• responding to WHS audit recommendations;
• improving work health and safety reporting; and
• proactive measures to support employee wellbeing, including ergonomic assessments, free flu vaccinations and sit-stand desks.

2019-20 Priorities

[1] This refers only to Departments as listed in Part 1, Schedule 1 of the Act, (and excludes the Tasmanian Audit Office).

[2] Key staff are as defined in Section 7 of ED28.

[3] An increase from 42 applications averaging 14.54 hours the previous year.

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