Health and safety issue resolution procedure
Intent and objectives
RMIT University has developed an issue resolution process in accordance with the Occupational Health and Safety Regulations 2007.
This procedure provides a clear process for the resolution of health and safety issues at RMIT University and sets out:
- The issue reporting process,
- The role of Health and Safety Representatives in issue resolution, and
- The University’s responsibility to appoint Employer Representatives for the resolution of health and safety issues.
RMIT University-wide Procedure.
Procedure steps and actions
Health and Safety Issue Resolution Process & Flow Chart
The issue resolution process details the steps that must be taken in reporting and resolving health and safety issues, and are set out in the attachment to this procedure:
Reporting Health and Safety Issues
Employees who wish to report a health or safety issue or concern must report the issue to the Employer Representative and/or the Health and Safety Representative (HSR) or Deputy HSR (in the absence of the HSR) of their Designated Work Group (DWG).
Where there is no HSR or Deputy HSR, the issue is to be reported to the Employer Representative or it can be reported to the HSR of another DWG.
Where allegations of bullying are raised, staff should resolve this issue by following the Staff Complaints Procedure under the Bullying and Occupational Violence Policy.
The OHS Issue Resolution Procedure requires that Schools and non academic business units nominate Employer Representative/s for the purpose of resolving health and safety issues in each designated work group.
The Employer Representative/s must have an appropriate level of authority and be sufficiently competent to acts as the employer’s representative in such matters.
The nominated Employer Representative/s must include the Head of School or equivalent head of a non academic business unit, and any other delegated senior person.
If an issue arises before an Employer Representative is nominated, the senior manager in the part of the workplace where the issue has arisen will be the Employer Representative for the purpose of resolving the issue.
Health and Safety Representatives (HSRs), Health and Safety Committees (HSCs) and employees of the DWG must be informed of the person/s nominated as the Employer Representative/s with responsibility for resolving health and safety issues in the workplace.Further information about nominating Employer Representatives is contained in the OHS Management Guideline – Nominating Employer Representatives for OHS Issue Resolution.
An Employer Representative cannot be an HSR.
People and Culture will provide support for developing the required health and safety competencies of Employer Representatives.
Timelines for Resolving Issues
It is a requirement that Employer Representatives respond in the following timely manner when an issue is raised by an HSR:
- The Employer Representative communicates with the HSR within 2 working days of the issue being raised, sooner if the nature of the hazard or risk warrants.
- The Employer Representative meets with the HSR within 10 working days of the issue being raised, sooner if the nature of the hazard or risk warrants.
Employer Representatives to Consult with Health and Safety Representatives to Resolve Health and Safety Issues
Issue resolution requires consultation by the Employer Representative with the HSR of the DWG, in accordance with the Consultation and Communication Procedure.
Communicating and Documenting the Issue Resolution Process
Consultation activities and the outcome of the issue resolution process should be documented. Documentation must be retained by the School/non academic business unit.
Once the issue is resolved it should be communicated to the HSR, employees of the DWG, and the relevant HSC. Where the Employer Representative is not the Head of School or equivalent head of the non academic business unit, the issue resolution must also be communicated that person.[Next: Supporting documents and information]