Occupational health and safety (OH&S)

We continue to maintain a commitment to the health, safety and welfare of our staff and others who work at the ANAO. The OH&S Committee is responsible for advising the ANAO in respect of health and welfare awareness and convened on four occasions in 2006—07. The Committee also addresses a variety of OH&S issues that arise throughout the year. Minutes of the Committee meetings are communicated to all staff via the intranet.

Health and safety representatives are currently nominated and elected by ANAO employees in accordance with the Australian National Audit Office/Community and Public Sector Union Occupational Health and Safety Policy and Agreement 1999. All health and safety representatives undergo appropriate accredited 28 training. OH&S training is also an integral part of the induction process for new employees.

Free influenza vaccinations were again provided to all staff who wished to participate in this initiative. We also provided free health assessments to interested staff. During the year, considerable work was done in ergonomic and workstation assessment, which ensures that staff have appropriate equipment and knowledge to work safely in an office environment. & issues are promoted through the frequent circulation of information bulletins and hazard alerts via email and hard copy. These documents, along with our OH&S policies, are also available to all staff through the intranet.

Incidents during 2006—07

Five incidents were reported in 2006—07 under the Occupational Health & Safety (CE) Act 1991. These incidents were potentially hazardous situations, two of which occurred in an office environment, two were motor vehicle accidents, and one occurred while a staff member was travelling overseas on official business. There were no serious injuries. There were three minor compensation claims as a result of one motor vehicle accident and two injuries sustained at work.

There were no tests, directions or notices given under sections 30, 45, 46 or 47 of the Occupational Health and Safety Act (CE) Act.

Employee Assistance Program

TheEmployee Assistance Program provides access to confidential professional counselling services for staff and their families to assist with any personal, or work related problems. This service was utilised in 2006—07 by members of staff and their families for both workrelated and personal circumstances.

Commonwealth Disability Strategy

The 2005—07 ANAO Workplace Diversity Program, together with our OH&S policies, broadly address the following performance indicators for an employer as specified in the Commonwealth Disability Strategy:

  • Employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992. These requirements are incorporated into our polices, procedures and practices across a variety of areas in the organisation, including workplace diversity, OH&S, recruitment and professional development.
  • Recruitment information for potential job applicants is available in accessible formats on request. All recruitment information is available in a variety of accessible formats including through an online application system.
  • Agency recruiters and managers apply the principle of ‘reasonable adjustment’. This principle is integrated into our 2005—07 Diversity Program and OH&S policies. Under the Workplace Diversity Program, all supervisors and managers are required to support staff who require reasonable adjustment. Selection panel staff are also sensitive to disability issues.
  • Training and development programs consider the needs of staff with disabilities. When registering for any training or development program, all staff members are asked if they have any special requirements to enable them to fully participate in the program.
  • Training and development programs include information on disability issues as they relate to the content of the program. Training on disability issues is provided on a needs basis. Graduates and other new employees are made aware of disability and diversity issues during their induction processes.
  • Complaints and grievance mechanism, including access to external mechanisms, in place to address issues and concerns raised by staff. We have established a number of complaints and grievance mechanisms. These are specified in our Workplace Agreement and internal fair treatment procedures. Alternatives are available to staff, including internal counselling through diversity contact officers and external counselling through the Employee Assistance Program.

Reporting of disability matters is undertaken as part of our annual staff survey, the Workplace Diversity Program and under our OH&S policies framework. We have four members of staff with reported disabilities and we ensure that the necessary measures are in place to enable them to carry out their duties with reasonable ease and comfort.

  • 28 Accredited by the Safety Rehabilitation and Compensation Commission.