Fitness for Work

Purpose and Scope

Hansen Yuncken recognises that there are factors that impact upon personal performance and contributes significantly to the provision of a safe and injury free workplace.  These may include fatigue, mental health and the misuse of drugs and alcohol.  The purpose of this procedure is to ensure that these factors are recognised and managed to help to ensure that all HY employees and subcontract workers do not present a risk to themselves or others if they are unfit to work.

This procedure applies to all HY staff, subcontractor workers and other persons present on any Hansen Yuncken projects.

Responsibilities

HY PROJECT TEAM

  • Ensure that this fitness for work procedure is implemented on the project
  • Ensure that workers and supervisors can self-monitor, and monitor others for signs of impairment
  • Ensure that emergency procedures, including arrangements for first aid, are implemented and available
  • Ensure that workers who are not fit for work are managed and provided with support

HANSENYUNCKEN

Fitness for Work

HYER STANDARDS

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ASSOCIATED DOCUMENTS
    CONTENTS

    Fitness For Work Policy

    Subcontractors must ensure all workers are managed in a manner that is consistent with their policy.

    Employee Assistance Program

    Hansen Yuncken has partnered with various state providers in offering an Employee Assistance Program (EAP).  The EAP is available to all Hansen Yuncken employees (and immediate family members) and provides a confidential support service across a range of areas.

    EAP contact details are available via the People & Culture page on SharePoint.

    DRUGS AND ALCOHOL

    No HY employee or subcontract worker is permitted to attend a HY project worksite to perform work whilst under the influence of drugs or alcohol.  Should a person work or attempt to work whilst under the influence of drugs or alcohol, they are to be prevented from doing so in accordance with the Drugs and Alcohol Management Procedure.

    COUNSELLING

    HY employees suspected of having an alcohol or drug abuse problem may be referred to suitable counselling services.  Subcontract employers are encouraged to do the same for their employees.

    Fatigue

    Fatigue is a state of mental and/or physical exhaustion that reduces a person’s ability to perform work safely and effectively.  Fatigue may also lead to longer term health effects.

    Fatigue can occur because of prolonged mental or physical activity, sleep loss and/or disruption of the internal body clock.  Fatigue can be caused by factors that may be work related, non-work related or a combination of both and can accumulate over time.

    Fatigue is to be considered as part of conducting a Project Risk Assessment.  When identifying the factors that may increase the risk of fatigue, the following should be considered:

    • Mental and physical work demands
    • Work scheduling and planning
    • Work time
    • Environmental conditions
    • Non-work factors, including medical conditions or use of medication

    The Risk Management Chart in the Safe Work Australia Guide for Managing the Risk of Fatigue at Work (November 2013) should be used to assess the level of risk associated with the factors that contribute to fatigue and identify controls.

    A Fatigue Management Plan (FMP) is to be developed on projects with any of the following work arrangements:

    • Average of 56 work hours (or greater) per week
    • Daily workhours of 12 hours or greater
    • Work being conducted between midnight and 6am
    • Prevents workers from having at least one full day off per week
    • Allows less than a 10 hour break between shifts
    • Requires travel of more than one hour to get to site

    A FMP may be developed if other risk factors are identified that cause fatigue such as:

    • Long periods of physically and/or mentally demanding work
    • Work carried out in harsh or uncomfortable conditions e.g. environments that are noisy, hot, humid, cold etc.

    INDIVIDUALS

    Individuals and supervisors should monitor themselves and others for signs of fatigue.  Employees and contractors are encouraged to notify their supervisor if they feel affected by fatigue.

    If an employee reports that they or someone else are fatigued, discuss a solution with the person, considering the risk factors associated with the task.  When discussing a solution consider the following:

    • Allowing the person to continue working with increased supervision or assistance from a co-worker
    • Allowing a rest or meal break
    • Allocating other duties or equipment to the person
    • Other interventions, such as working from home (where applicable) or time off (time in lieu), at the discretion of the project manager in consultation with the Business Unit Manager.

    Relevant intervention strategies are to be documented either in the daily diary or in the Project Managers personal diary.

    Extremes of Temperature

    Where extremes of temperature pose a risk at the workplace, hazards must be identified, assessed, and controlled and recorded in the Project Risk Assessment.  The project risk assessment should consider factors including, but not limited to:

    • The nature of the work
    • Environmental conditions at the time of work
    • Any PPE, shelter, amenities or other equipment specific to the risks identified

    Where work is undertaken in extreme temperature, the procedures for the response to an emergency related to the work must be included in the Emergency Response Plan.  When establishing emergency procedures, the following must be considered:

    • Any unique risks such as restricted access
    • First aid requirements (e.g. to treat heat stress, hyperthermia etc.)

    HOT WORK ENVIRONMENTS

    Working in heat can be hazardous and can cause harm to workers. The human body needs to maintain a body temperature of approximately 37 degrees Celsius. If the body has to work too hard to keep cool or starts to overheat a worker begins to suffer from heat-related illness.

    The effects of exposure to heat may range from a level of discomfort through to a life threatening condition such as heat stroke.  A mild or moderate heat stress may adversely affect performance and safety.  As the heat stress approaches human tolerance limits, the risk of heat-related disorders increases.

    Heat can be a hazard in many situations, whether work is performed indoors or outdoors. There are several factors to consider when determining whether heat is a hazard:

    • Air temperature
    • Air flow
    • Humidity
    • Radiant heat sources
    • Work requirements
    • The workplace

    The Basic Thermal Risk Assessment tool (provided by AIOH) or Heat Stress (Basic) Calculator (provided by Queensland government) should be used to conduct a first level qualitative risk assessment.  If the basic risk assessment indicates that there is an unacceptable risk of heat stress, then control measures must be identified and implemented.  If there is uncertainty about the level of risk, or how to effectively reduce the risk of heat stress to an acceptable level, then an occupational hygienist should be engaged.  Refer to the Workplace Monitoring procedure.

    The following should be considered when controlling the risk:

    • modifying the work environment
    • modifying the work
    • educating workers

    FOCUS AREA

    POTENTIAL CONTROLS

    The working environment:

    • Provide artificial cooling such as air-conditioning
    • Insulate buildings and clad sources of radiant heat
    • Ensure workspace has good air flow. Install fans or generate air movement for example via windows and vents, particularly in humid conditions.
    • Remove heated air or steam from hot processes using local exhaust ventilation
    • Provide air-conditioned, shaded or cool break areas as close as possible to the work site
    • Isolate hot machinery or surfaces by using shields, barriers and guards
    • Insulate or enclose hot processes, surfaces or plant
    • Reduce radiant heat for example by allowing plant to cool down before use
    • Provide shade to reduce radiant heat from the sun
    • Provide accessible cool drinking water or when necessary electrolyte solutions

    The work:

    • Use automated equipment or processes to access hot locations (e.g. drones)
    • Where possible, have workers do the work elsewhere. Prefabricate materials in air conditioned factories
    • Install automated or remote-controlled machinery so that workers don’t have to do physically demanding work by hand
    • Use plant or other equipment to reduce manual labour
    • Organise work to minimise physically demanding tasks, for example conduct work at ground level to minimise climbing up and down stairs or ladders
    • Schedule heavy or strenuous work for cooler times of the day or year
    • Modify targets and work rates to make the work easier and reduce physical exertion
    • Modify uniforms or required dress codes so workers can wear cooler, more breathable clothing
    • Ensure workers are not working alone, or if they must work alone, monitor them and make sure that they can easily call for help
    • Establish work-rest schedules

    The worker:

    • Encourage workers to pace themselves
    • Monitor and supervise workers
    • Ensure workers and supervisors are trained to:
      • identify and report hazards associated with heat and heat-related illness
      • understand how to prevent heat-related illness
      • recognise symptoms and signs of heat-related illness in themselves and others
      • call for assistance if necessary
      • identify and use appropriate first aid procedures
      • look out for each other’s wellbeing
      • modify work intensity and take more regular breaks when working in heat
      • drink sufficient water to stay hydrated
      • recognise the dangers of diuretic drinks
      • be aware of individual risk factors
      • understand acclimatisation
      • recognise the potential dangers associated with the use of alcohol and/or drugs when working in heat, and
      • use appropriate PPE correctly

    A site-specific Heat Stress Management Plan may need to be developed to document and communicate the controls to be implemented.

    MONITORING IN HOT WORK ENVIRONMENTS

    In open air environments, site staff, site supervisors and subcontractors are to monitor the conditions and are encouraged to adjust work schedules and controls throughout the work shift as conditions change. This expectation (and the parameters of the shifts, for example) is to be clearly communicated by the Project Manager.

    The Project Management Team should monitor the Bureau of Meteorology (BOM) on a daily basis, including apparent temperature.  Apparent temperature (also known as the “feels like” temperature) is calculated using the actual air temperature and other factors like humidity and wind speed.  This information should be used to implement further controls as required, for example adjusting work schedules.

    HY staff, workers and supervisors are encouraged to self-monitor (i.e. skin condition, body temperature, mental function, heart rate) and also watch out for each other to ensure everyone is taking adequate breaks, drinking ample water and not exhibiting signs of thermal stress.

    Workers who exhibit any signs of significant heat stress must be relieved of all duties at once and provided with First Aid in accordance with Emergency Management Plan.

    COLD WORK ENVIRONMENTS

    Working in extreme cold can be hazardous and can cause harm to workers.  Hypothermia arises when someone gets an abnormally low body temperature from being exposed to cold environments or getting wet from rain or perspiration.  Even mild symptoms of hypothermia can create a hazard. Cold muscles are more prone to strains and sprains, and lack of mental and physical co-ordination from numb hands can put workers at risk.

    When identifying controls, consider ways to modify the work environment, modify the work and educate workers.

    FOCUS AREA

    POTENTIAL CONTROLS

    The working environment:

    • Provide localised heating (e.g. cab heaters for mobile plant)
    • Provide protection from wind and rain, such as a hut or the cabin of a vehicle

    The work:

    • Provide protection through warm and (if necessary) waterproof clothing
    • Provide opportunities for workers who aren’t used to working in cold conditions to acclimatise (e.g. job rotation and regular rest breaks)
    • Modify activities that would cause workers to sweat a lot. The combination of wet clothing and cold weather can lead to rapid heat loss.

    The worker:

    • Ensure workers are trained about the hazards of working in cold conditions and can recognise and act on the symptoms of hypothermia in themselves and others.
    • Encourage workers to stay as dry as possible, paying special attention to their feet.  Working in wet boots and socks in low temperatures can lead to a condition known as ‘trench foot’ or ‘immersion foot’, which is similar to frostbite but without freezing.

    Work Environment

    SOLAR ULTRAVIOLET RADIATION (UVR)

    Workers who spend all or part of the day working outdoors are at risk of exposure to solar ultraviolet radiation (UVR).  Solar UVR does not depend on temperature.  It can be high even on cool and cloudy days.  It can also bounce off reflective surfaces like metal, concrete and water.

    All HY and subcontract employees are encouraged to wear long-sleeved shirts and long trousers.  Hard hat brim attachments are encouraged for outdoor workers.

    The HSE Coordinator is to ensure all HY & subcontract employees have access to Solar Protection Factor (SPF) 30+ broad spectrum sunscreen.  Sunscreen is also to be provided in first aid rooms.

    In some cases, control measures can minimise the risk of both heat illness and exposure to solar UVR.  These include:

    • Providing shade for outdoor work
    • Having rest breaks in cooler, shaded or indoor areas
    • Having extra breaks
    • Providing loose fitting, lightweight clothing for air movement and sun protection
    • Changing work schedules to allow heavy work to occur during cooler times of the day this may also coincide with the times when solar UVR is less intense e.g. early in the morning or late in the afternoon
    • Rotating workers between cooler, shaded tasks and hot outdoor work

    Daily UVR levels can be monitored via the Bureau of Meteorology (BOM).  SunSmart provides information on daily UVR levels and sun protection times for specific locations.

    Smoking

    Hansen Yuncken is committed to: 

    • Minimising smoking in the workplace 
    • Minimising exposure to environmental tobacco smoke (passive smoking) 
    • Increasing awareness among workers of the health risks of smoking 

    All HY offices, site amenities and vehicles are smoke-free.  Smoking is allowed only in Designated Smoking Areas (DSA).  Note – Some sites are smoke free and a DSA will not be provided.  HY employees, trade contractors, visitors and clients must comply with this policy. 

    A Designated Smoking Area (DSA) is a ventilated outdoor area that is: 

    • Shaded 
    • Not more than 75% enclosed 
    • Located at distances that are in excess of: 
    • 10 metres of any air intake for ventilation equipment (e.g. air conditioner intake) 
    • 4 metres of an opening window and/or the entrance/exit of a building; and 
    • 2 metres of an onsite food service (e.g. site canteen) 

    The location of onsite DSA’s must be appropriately signed and included in the site induction.  Bins are to be provided in all DSA’s for the collection of cigarette butts.  Smoking in an area other than a DSA is considered to be misconduct.

    Definitions and Abbreviations

    AIOH – Australian Institute of Occupational Hygienists

    BOM – Bureau of Meteorology

    DSA – Designated Smoking Area

    EAP – Employee Assistance Program

    FMP – Fatigue Management Plan

    UVR – Ultraviolet Radiation

    References

    • Work Health & Safety Regulation 2011 (QLD), 2012 (SA/TAS) and 2017 (NSW)
    • Occupational Health and Safety Regulations 2017 (Victoria)
    • Guide for managing the risk of fatigue at work (November 2013) Safe Work Australia
    • Guide for managing the risk of working in heat (December 2017) Safe Work Australia
    • A guide to managing heat stress: developed for use in the Australian Environment (November 2013) AIOH
    • Guide on exposure to solar ultraviolet radiation (December 2019) Safe Work Australia
    • Model Code of Practice for Managing the work environment and facilities
    • Federal Safety Commission (FSC) Audit Criteria – H17 Artificial Extremes of Temperature

    Associated Documents

    • Fitness For Work Policy
    • Drugs and Alcohol Management Procedure
    • Fatigue Management Plan template 
    • Heat Stress Management Plan template 
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