TANVic Policy Framework

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TANVic Policy Framework – Sample: WorkCover

Through ongoing liaison and consultation with key stakeholders, TANVic maintains policies around critical aspects of service delivery to schools. Please contact TANVic for clarification regarding other policies important to your circumstances.

PRESIDING LEGISLATION: Occupational Health & Safety Act 2004 and Regulations

POLICY: TANVIC is cognizant of its obligations to meet compliance requirements under WH & S and WorkCover legislation & regulations in respect of casual teachers it assigns in Victorian schools. TANVIC will as a group, and as individual agencies, endeavour at all times to remain informed of its obligations and to observe them appropriately in practice.

All member agencies undertake to:

  1. Know and understand their obligations
  2. Identify risks/hazards
  3. Address risks/hazards
  4. Monitor workplaces
  1. KNOW AND UNDERSTAND OBLIGATIONS
  • Duty of Care rests jointly with the agency & and the schools
  • Must consult with employees about work safety issues.“Employers must consult with employees so far as is ‘reasonably practicable’ considering the circumstances. Circumstances may include;
    • size/structure of business
    • nature of work
    • nature & urgency of the particular decision or action
    • work arrangements, e.g. shift work & remote workers
    • characteristics of employees including languages, literacy or disabilities.” – p5, WorkSafe Victoria Users Guide refers
  • Inspect worksites
  1. IDENTIFY RISKS/HAZARDS
    The Department of Education & Training has identified main risks and hazards to be;
  • morale & stress
  • health & disease
  • environment & facilities
    • building ventilation
    • noise levels
    • sanitation & waste collection
    • swimming/wading/splash pools
    • tree maintenance
    • fire protection & prevention
    • soil & environment contamination
  • repairs & renovation & maintenance
    • building services maintenance
  • air conditioning and water treatment equipment
  • heating & ventilation systems
  • sanitary services
  • sewerage traps & treatment systems
  1. ADDRESS RISKS & HAZARDS
    A job safety assessment must be carried out and documented. The easiest way for an agency to do this is to present the school with a questionnaire and have them sign a declaration or provide a copy of their own assessment. Option is are to have schools sign our TANVIC Declaration of Safe Workplace – [see template]. Legislation requires inspections to be done by a “competent person familiar with the site”. The school representative (Principal or OHS representative) is an appropriate person. Declaration to be renewed annually.

Agency teacher membership contracts/agreements should have a clause requiring CRTS immediate mandatory reporting of any risk, hazards or unsafe practices they identify within any school they work to both the School Principal and their relevant TANVIC agency. Reports to be followed up by the relevant agency. Casual Relief teachers to be provided with induction to the agency material, including information about WorkCover hazards/risks that might encountered and advising of their duty to report such to both the school and agency.

Agency to request schools to make available an Induction Folder for information of new casual relief teachers which contains contain map of school grounds and buildings, list of key staff to be called upon for assistance, any OHS issues currently facing school (building/maintenance works etc.) and any other relevant information relating to OH & S or WorkCover matters.

 

  1. MONITOR WORKPLACES
No visits or declarations must reflect an unacceptable degree of risk! The degree of risk exposure to casual relief teachers is generally agreed to be minimal in the school environment. However, an annual Declaration of Safe Workplace will provide a measure of risk minimization as well placing a direct obligation on schools to ensure a safe workplace is maintained.

 

  1. Where risk situations are identified agencies:
  • consult directly with schools to address/resolve on the issues
  • monitor employee health & workplace conditions
  • provide appropriate information and, if required, training
  • advise WorkCover of any situations which have been unable to be satisfactorily addressed/resolved and seek guidance/assistance