04Appendices, Glossary and Abbreviations

CEFC ANNUAL REPORT / 2015–16

Appendix D: Work health and Safety Reports 2015-16

The CEFC is a “public authority” under the Work Health and Safety Act 2011 (Cth) (the WHS Act) and is required to report annually according to the particulars of Schedule 2 Part 4, section 4 of the WHS Act.

HEALTH, SAFETY AND WELFARE INITIATIVES

The CEFC is committed to the safety and health of its staff and acknowledges its responsibilities under the WHS Act and the National Employment Standards. These standards cover standard hours of work, reasonable additional hours, flexible working arrangements, the provision of personal/carers leave and compassionate leave. The standards underpin the CEFC’s commitment to providing safe working hours and adopting a holistic view of staff health and welfare.

The CEFC has an inclusive, healthy and professional workplace culture. We do not tolerate:

  • Physical and/or sexual harassment
  • Discrimination
  • Victimisation or bullying
  • Drunkenness
  • Unsafe work practices.

New employees are provided with the CEFC Corporate Policies and Procedures manual, which clearly describes the CEFC’s approach to these issues. All new employees also complete extensive induction training, including modules relating to discrimination and equal employment opportunity (EEO), bullying and workplace violence, and workplace health and safety.

All CEFC employees are required to complete mandatory annual refresher training in EEO, bullying and workplace violence, and workplace health and safety.

CEFC contractors and consultants must comply with all workplace laws and ensure that their subcontractors are also in compliance. The CEFC’s standard agreements with our contractor suppliers contain clauses insisting on compliance with workplace laws.

The CEFC also operates under the public interest disclosure scheme established by the Public Interest Disclosure Act 2013 (PID Act). This legislation establishes a whistleblower protection scheme for Commonwealth Government employees, contractors and the employees of contractors who report wrongdoing within the Commonwealth public sector and Commonwealth entities.

Where the nature of a disclosure, or potential disclosure, suggests that an individual grievance or workplace conflict could be reasonably construed as a matter more broadly representative of a larger or systemic issue (e.g. bullying or harassment matters that may be representative of a culture of bullying or harassment), further investigation under the PID Act may be appropriate.

The CEFC Board has final responsibility for ensuring compliance with duties under statute and at law relating to WHS. The Board has adopted the following framework for managing WHS compliance:

  • Continuing to exercise a risk appetite and maintaining a Risk Management Framework
  • Maintaining the CEFC’s Corporate Policies and Procedures.

During 2015-16, the CEFC had up to six emergency wardens appointed across the organisation’s offices in Sydney and Brisbane. These emergency wardens have conducted emergency response and evacuation training in accordance with requirements under New South Wales and Queensland law. In Melbourne, offices were shared with the Climate Change Authority, which provides resourcing for fire wardens.

The CEFC also has four certified First Aid Officers, who complete annual certification in accordance with best practice. In the event that a First Aid Officer is not available, a list of emergency first aid procedures and first aid equipment is available to all employees.

The CEFC encourages staff engagement in healthy exercise. The CEFC’s premises provide locker, shower and change facilities for employees wanting to exercise around their work commitments. The CEFC also encourages employees to participate in wellbeing activities, providing corporate sponsorship for employees to enter corporate fitness challenges and events including National Ride2Work Day and fun runs/walks throughout the year.

The CEFC’s premises provide security for employees, being located in secure buildings with restricted security pass access to the office, and to the building generally at nights and weekends. Workstation design and facilities all exhibit modern safety features, such as adjustable seats and computer monitor arms. Employees are reminded to undertake ergonomic self-assessments and are provided with additional equipment as required, including footstands, wrist supports and variable-height desks.

The CEFC has established a relationship with Drake WorkWise for the provision of a confidential, employer-funded Employee Assistance Program (EAP) for use by employees and their families. The Board, Executive and staff are unified in their commitment to provide a caring environment that reflects Corporation values. The provision of a confidential EAP helps us achieve this goal.

The CEFC is a supporter of R U OK? Day, which falls in September each year. The initiative reminds people to ask family, friends and colleagues “R U OK?”, in a meaningful way, in order to create connections with people who might be facing difficulties.

The CEFC revised its annual leave policy during the year to require employees to take at least half their annual leave entitlement each year, and to take a minimum of 10 consecutive days annual leave every two years. These changes are to promote employee wellbeing and relaxation, and are in the interests of appropriate risk management.

The CEFC is an annual provider of workplace flu vaccinations.

Health and safety outcomes

The CEFC is required to report on health and safety outcomes (including the impact of injury rates of workers) achieved as a result of initiatives mentioned here. The CEFC had one workplace injury for the reporting period amongst employees and contractors.

Notifiable incidents

There were no notifiable incidents (i.e. deaths, serious injury or illness and dangerous incidents) for the reporting period.

Investigations

The CEFC must report any investigations conducted during the year that relate to businesses or undertakings conducted by the entity, including details of all notices given to the entity during the year under Part 10 of the WHS Act. The CEFC has not received any notices, conducted any investigations, nor been investigated under the relevant provisions over the financial year and is a Nil report for all particulars.

Other matters under jcpaa guidelines

Under the WHS Act, the CEFC is required to report on other matters as required by guidelines approved on behalf of the Australian Parliament by the Joint Committee of Public Accounts and Audit (JCPAA). At the end of the reporting period to 30 June 2016, the JCPAA had not specified additional requirements for the CEFC under this provision.

Figure 44: CEFC employee diversity profile 30 June 2016

 

Female

Born
overseas

English as a
second language

Indigenous

Disability

Total

 

No.

%

No.

%

No.

%

No.

No.

No.

Executive*

1

14

4

57

1

14

0

0

7

Executive Director

0

0

3

50

0

0

0

0

6

Director

6

43

8

57

2

14

0

0

14

Associate Director

6

40

5

33

0

0

0

0

15

Analyst

5

45

7

64

4

33

0

0

12

Manager

7

88

4

50

0

0

0

0

8

Administration

6

86

3

43

3

43

0

0

7

GRAND TOTALS

31

46

34

49

10

15

0

0

69

*Includes the CEO, who is not “staff” under the CEFC Act but rather a full-time statutory officer.

Figure 45: CEFC EEO reporting comparison

EEO designated group

17 April 2015

30 June 2016

No.

%

No.

%

Female

26

46

32

46

Born overseas

28

50

34

49

English as a second language

5

9

10

15

Indigenous

0

0

0

-

Disability

0

0

0

-