abs interviewers ohs and remote travel manual final

8/11/2019 ABS Interviewers OHS and Remote Travel Manual FINAL

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ABS INTERVIEWERS OHS ANDREMOTE TRAVEL MANUAL

July 2011


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1 OccupationHealthandSafetyPoliciesandAgreements.............................................7

1.1 AboutthisManual......................................................................................................... 7

1.1.1 Acronymsusedinthismanual........................................................................................................ 7

1.2 WhatisOccupationalHealthandSafety?...................................................................... 7

1.3 ABSInterviewerSafetyandSecurityPolicy.................................................................... 8

1.4 ABSArrangementsinRelationtoOHS........................................................................... 8

1.4.1 ABSInterviewersEnterpriseAgreement........................................................................................ 8

1.4.2 HealthandSafetyManagementArrangements............................................................................. 9

1.5 InterviewerResponsibilities.......................................................................................... 9

1.6 AccesstoInterviewer'sHome....................................................................................... 10

1.7 IdentificationCards...................................................................................................... 10

1.8

MobilePhones

.............................................................................................................

10

1.9 RestBreaks................................................................................................................... 11

2 OHSRepresentationandTraining............................................................................. 11

2.1 InterviewerDesignatedWorkGroups........................................................................... 11

2.2 HealthandSafetyRepresentatives............................................................................... 12

2.3

TrainingforHealthandSafetyRepresentatives............................................................ 12

2.4

InterviewerOHSTrainingInformation.......................................................................... 12

3 SupportandAdministrativeArrangements...............................................................13

3.1 EmployeeAssistanceProgram...................................................................................... 13

3.2

Workers'Compensation............................................................................................... 13

3.3 Stress........................................................................................................................... 14

3.4 FluandOtherInjections............................................................................................... 15

3.5 DamagetoClothing...................................................................................................... 15

3.6 EyesightTestingandSpectacles.................................................................................... 15

4 Incidents,HazardsandReporting.............................................................................. 15

4.1

AboutIncidents

and

Hazards

........................................................................................

15

4.2 WhyReportIncidentsandHazards?............................................................................. 16

4.3

IncidentandHazardReporting..................................................................................... 16

4.4 ReportingIncidents...................................................................................................... 17

4.5

ProceduresFollowinganAccident................................................................................ 18

4.6 ReportingincidentstothePolice.................................................................................. 18

4.7 AccidentsinvolvinganInterviewersCar....................................................................... 19

4.8 CommonwealthCarsorOtherNonPrivateVehicles..................................................... 19


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5 FirstAid.................................................................................................................... 20

5.1 Introduction................................................................................................................. 20

5.2

OfficeFirstAid.............................................................................................................. 20

5.3 ProvisionofFirstAidKits.............................................................................................. 20

5.4 UseoftheFirstAidKit.................................................................................................. 21

5.5 LocationofFirstAidKits............................................................................................... 21

5.6 RestockingFirstAidKits................................................................................................ 21

5.7 FirstAidKitandRelatedExpenses................................................................................ 22

5.8

ReportingtheUseofFirstAidKit.................................................................................. 22

5.9 InspectionofFirstAidKits............................................................................................ 22

5.10 Analgesics..................................................................................................................... 22

6

Interviewing

..............................................................................................................

22

6.1 ComputerAssistedInterviewing................................................................................... 226.1.1 SafetyIssues................................................................................................................................. 23

6.1.2

Injuries.......................................................................................................................................... 23

6.2 TelephoneInterviewing/HomeBasedWorking........................................................... 246.2.1

Equipment.................................................................................................................................... 24

6.2.2 SettingupHomeBasedWorkstations.......................................................................................... 24

6.2.3

HomeBasedWorkChecklist......................................................................................................... 25

6.2.4 WorkingSafely.............................................................................................................................. 25

6.2.5

ElectricalStorms........................................................................................................................... 26

6.3 FacetoFaceInterviewing............................................................................................. 266.3.1

Personal

Safety

.............................................................................................................................

26

6.3.2

BeingAccompanied...................................................................................................................... 27

6.3.3 ObstructionsandThreatstoSafety.............................................................................................. 27

6.3.4

WorkingOutside........................................................................................................................... 28

6.3.5 WorkingintheHeat...................................................................................................................... 29

6.3.5.1

Whatisheatstress?............................................................................................................ 29

6.3.5.2 Preventingheatstress......................................................................................................... 29

6.3.5.3

Whatisaheatrelatedillness?............................................................................................ 30

6.3.5.4 Treatmentofaheatrelatedillness..................................................................................... 31

6.3.6

WorkingintheCold...................................................................................................................... 31

6.3.7 ProtectionAgainstSunDamage................................................................................................... 31

6.3.7.1

RiskFactors.......................................................................................................................... 32

6.3.7.2

Protection

Measures

...........................................................................................................

32

6.3.7.3 Clothing............................................................................................................................... 32

6.3.7.4 UltravioletProtectionFactor(UPF)..................................................................................... 32

6.3.7.5 FabricType,ColourandDesign........................................................................................... 33

6.3.7.6 Hats..................................................................................................................................... 33

6.3.7.7 Sunglasses........................................................................................................................... 34

6.3.7.8 Sunscreen............................................................................................................................ 34

6.3.7.9 TipsforSunscreenUse........................................................................................................ 35

6.3.8 TripandFallHazards..................................................................................................................... 35

6.3.9 TipsforDealingwithDogs............................................................................................................ 36

6.3.10 InterviewingatNight............................................................................................................... 36

6.3.11

RightofEntry,ComfortandSmoking.......................................................................................37

6.3.12

Driving

Safely

...........................................................................................................................

38

6.3.13

BreakDowns............................................................................................................................ 39


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7 RemoteAreaOHSGuidelines.................................................................................... 39

7.1 DefinitionofRemoteArea............................................................................................ 40

7.2

Responsibilities............................................................................................................ 407.2.1 SeniorManagers........................................................................................................................... 40

7.2.2

Line

managers

...............................................................................................................................

40

7.2.3

Interviewers.................................................................................................................................. 41

7.3 PlanningandManagement........................................................................................... 41

7.4 RemoteTravelPlans..................................................................................................... 41

7.5 FieldParties.................................................................................................................. 42

7.6

Vaccinations................................................................................................................. 43

7.7 Training........................................................................................................................ 43

7.8 PersonalSafety............................................................................................................. 43

7.9 CommunicationsandCallinSchedules......................................................................... 44

7.10

Vehicles........................................................................................................................ 45

7.11 DailyPredepartureCheck............................................................................................ 46

7.12 TravellingbyRoad........................................................................................................ 47

7.13 DrivinginRemoteAreas............................................................................................... 47

7.13.1 Fatigue................................................................................................................................... 47

7.13.2 Driving/Rest Breaks............................................................................................................... 47

7.13.3 Speedlimits........................................................................................................................... 48

7.13.4 UnsealedRoads..................................................................................................................... 48

7.13.5 Animals.................................................................................................................................. 48

7.13.6

Road

Trains

............................................................................................................................

487.13.7 Floods.................................................................................................................................... 49

7.13.8 EncounteringOtherTravellers.............................................................................................. 49

7.14 Accidents,Repairs,BreakdownsandEmergencies...................................................... 49

7.14.1 Repairs................................................................................................................................... 49

7.14.2

BreakdownsandEmergencies.............................................................................................. 50

7.14.3 WinchesandSnatchStraps................................................................................................... 51

7.15 InterviewinginIndigenousCommunities................................................................... 517.15.1 RoadConditions.................................................................................................................... 51

7.15.2 Accommodation.................................................................................................................... 51

7.15.3 CommunityVehicles.............................................................................................................. 52

7.15.4

Alcohol

...................................................................................................................................

527.15.5

Facilitators............................................................................................................................. 52

7.15.6 Dogs....................................................................................................................................... 52

7.15.7

PersonalItems,ClothingandFootwear................................................................................ 52

7.15.8 FoodandWater..................................................................................................................... 53

7.16 Medication................................................................................................................ 53

7.17

FirstAid..................................................................................................................... 53

7.18 OHSRecords.............................................................................................................. 53

8Appendixes.................................................................................................................... 54

8.1.

Appendix

1

List

of

Appendixes

.........................................................................................

54

8.2 Appendix2ListOfAcronyms.......................................................................................... 55


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8.3 Appendix3 ABSHealthandSafetyManagementArrangementsPolicyStatement..........56

8.4 Appendix4 FirstAidKitContents.................................................................................... 62

8.5 Appendix5 RestandStretchExercises............................................................................ 63

8.6 Appendix6HomeWorkplaceOHSChecklist................................................................... 65

8.7 Appendix7 QuickGuidetoWorkplaceSetup.................................................................. 71

8.8 Appendix8 RemoteTravelPlan....................................................................................... 73

8.9 Appendix9 ExtractfromOHSAct Section21................................................................. 76

8.10 Appendix10 PersonalItemsChecklist........................................................................... 78

8.11 Appendix11RemoteFirstAidKitContents................................................................... 79


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1 Occupation Health and Safety Policies andAgreements

1.1 About this Manual

The Interviewers OHS Manual has been written for Interviewers and managementproviding comprehensive information and guidelines. It incorporates informationrelevant to remote travel. The manual has been developed in consultation with PSOmanagement and Interviewers, with comments provided by the Community andPublic Sector Union (CPSU).

This Manual sets out the policy and guidelines with regard to ABS InterviewerOccupational Health and Safety (OHS).

The Manual has 8 parts, part 7 is specifically related to remote area OHS:

1. Occupation Health and Safety Policies and Agreements2. OHS Representation and Training3. Support and Administrative Arrangements4. Incidents, Hazards and Reporting5. First Aid6. Interviewing7. Remote Area OHS Guidelines8. Appendices

This Manual complements theABS Interviewers Manualand theABS InterviewersEmployment Conditions Manual (ECM). The Manual will be subject to revision fromtime to time as required to respond to evolving circumstances and changes topolicies, procedures and legislation

Except where specifically advised otherwise (usually in relation to a specific issueand pending a revision to the Manual), this Manual should be regarded as currentand in effect.

1.1.1 Acronyms used in this manual

For ease of reference, a list of acronyms used in this manual is located inAppendix 2.

1.2 What is Occupational Health and Safety?

Occupational Health and Safety (OHS) is providing and maintaining a workingenvironment and systems of work in which all employees are able to work safely andeffectively without risk to their health, safety and welfare.

The legislative basis for health and safety within the ABS is the Occupational Healthand Safety Act 1991(the Act). Section 16 of the Act outlines the duties of employers


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in relation to OHS and imposes a duty of care on the ABS as an employer to take allreasonably practicable steps to protect the health and safety at work of itsemployees. This duty of care extends to all employees in all work situationsincluding ABS Interviewers working outside ABS offices.

1.3 ABS Interviewer Safety and Security Policy

ABS affirms that Interviewers personal safety and security is paramount.Interviewers should not place themselves in a position of danger. The ABS will notknowingly place Interviewers in potentially dangerous situations. ABS encourageand support the need for all physical and verbal assaults to be reported byInterviewers to the ABS and the police.

Reporting of an assault to the police will be done by the Interviewer as soon aspractical. The Interviewer must advise the Regional Office (RO) Manager. A person

nominated by the Interviewer may accompany the Interviewer to the police station.The support person could be either a PSO officer or another Interviewer. ABS willrecommend that the Interviewer ring PPC Worldwide Employee Assistance program,1300 361 008 for counselling and support.

ABS action will involve an immediate and direct letter to the respondent concerningthe assault (names to be extracted from the Electoral Roll where possible),explaining the Interviewers rights as a government employee and ABS position onsuch unwarranted actions, along with a request to comply with the survey. The letteris to be signed by an appropriate senior officer. Further action to be based on theresponse ABS receives. Any further ABS action will be in consultation with the

Interviewer involved.

In the event that further action is taken the ABS will provide an affected Interviewerwith access to legal advice and will ensure that the Interviewer is accompanied by anABS Officer when required to appear in court as a witness.

PSO management and Corporate Services Division will work closely together toactively manage cases.

1.4 ABS Arrangements in Relation to OHS

1.4.1 ABS Interviewers Enterprise Agreement

TheAustralian Bureau of Statistics Interviewers Enterprise Agreement (EA)statesthat the ABS is committed to the health and safety of Interviewers and recognisesthe importance of positive interventions aimed at improving Interviewer health andsafety.

TheABS Interviewers EArecognises that effective consultation and cooperationbetween the ABS and Interviewers will continue to achieve improvements in healthand safety for Interviewers.


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1.4.2 Health and Safety Management Arrangements

Interviewers are covered by the provisions of the ABS Health and SafetyManagement Arrangements (HSMAs). The arrangements are made in accordancewith section 16(2) Occupational and Safety Act 1991which requires employers to

develop written Health and Safety Management Arrangements in consultation withits employees.

The purpose of the Arrangement is to enable effective cooperation between ABSand employees in promoting and developing measures to ensure the health andsafety of employees at work. The Arrangement specifies:

1. ABS OHS statement of commitment;2. OHS Accountabilities, roles and responsibilities;3. Documented OHS Guidelines;

4. Hazard identification and risk assessment;5. Hazard and Incident reporting and investigation;6. Emergency plans and procedures;7. OHS communication and consultation;8. OHS Training;9. OHS structure and consultative arrangements including Designated Work Groups

(DWGs), Health and Safety Representatives (HSRs) and OHS committees; and10. Dispute settlement.

A copy of the Arrangements can be found inAppendix 3.

1.5 Interviewer Responsibilit ies

The legislation also places a duty of care on Interviewers when undertakinginterviewing work to take all reasonably practicable steps to minimise risk andensure your own health and safety and that of others, such as respondents.

Interviewers are required to:

Work in accordance with agreed safe work practices, use safety equipment andfollow procedures and instructions provided to protect health and safety, as

outlined in theABS Interviewers ECM,ABS Interviewers Manualand as detailedin the Personal Safety Training package;

Where a hazard, incident or near miss is identified promptly advise PSOmanagement;

Cooperate with the ABS to enable the ABS to fulfil its obligations in respect ofOHS; and

Make proper use of all appropriate equipment, safeguards or safety devicesprovided by the ABS.


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All incidents, hazards and accidents must be reported regardless of the nature orseverity of the incident. Even minor incidents which appear trivial afterwards shouldbe reported so that appropriate controls to minimise health and safety risks can beproperly considered and implemented.

1.6 Access to Interviewer's Home

From time to time it may be necessary for PSO RO staff to have access to yourhome to conduct workplace assessments or supervisions.

Where access is required, your consent will be sought and three working days noticewill be given of the request to inspect the work environment. Should consent not begiven, the matter will be dealt with under the resolving workplace issues parts of theABS Interviewers EAand theABS Interviewers ECM.

It will be appreciated that an Interviewers workplace is also the Interviewers home.All APS and ABS policies relating to behaviour in the workplace apply.

1.7 Identif ication Cards

Interviewers are not required to display their name (particularly surname) torespondents. Identification cards for Interviewers facilitate this. You are required,however, to display your named identification card whenever in ABS offices.

1.8 Mobile Phones

ABS supplied mobile phones cover a number of uses. The occupational health andsafety of Interviewers is the primary reason for the issue of mobile phones so thatInterviewers have a means of communication available to them while in the field.This includes seeking assistance from the RO in the case of an incident. RO hoursare 8.30am to 4.30pm Monday to Friday. Each RO has an Emergency After Hoursnumber which should be used after business hours and should be programmed intothe mobile phone together with other emergency numbers. The After HoursEmergency phone number can be given to family to be used in the case of anemergency. The mobile phone also enables Interviewers to advise family if there willbe a delay in returning home.

It is illegal in all Australian states and territories to use a hand-held mobile phonewhile driving. This includes talking, texting, playing games, taking photos or usingany other functions on your mobile phone. Using a hand-held mobile phone is alsoillegal when your vehicle is stationary but not parked. For example, it is illegal to talkon your hand-held mobile phone when youre stopped at traffic lights.Even holding amobile phone, whether or not engaged in a phone call, is also prohibited. Holdingalso includes resting the phone on the driver's lap.

Some states ban the use of mobile phones in a vehicle unless secured in acommercially designed holder fixed to the vehicle or can be operated by the driver


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without touching any part of the phone. All other functions (including video calls,texting and emailing) will be prohibited.

Mobile phones are subject to a usage policy which is included in theABSInterviewers ECM.

1.9 Rest Breaks

Short rest or comfort breaks may be taken by Interviewers as necessary. Breaksmay be taken during paid time and should be recorded as clerical time. It isrecommended that you take a break of 10 minutes every hour while conductingtelephone interviewing, and breaks during face to face interviewing as you needthem, for example, in between longer interviews.

2 OHS Representation and Training

2.1 Interviewer Designated Work Groups

Section 24 of the Occupational Health and Safety Act 1991and the ABS Health andSafety Management Arrangements (HSMAs) provide the basis for the establishmentof Interviewer Designated Work Groups (DWGs).

Interviewer DWGs are the mechanism for ensuring that Interviewer interests relating

to OHS are represented and safeguarded through consultation between PSOmanagement, Interviewers and their elected Health and Safety Representatives(HSRs).

In consultation with employees and their representatives, PSO management and theHealth and Safety Section, agreed Interviewer DWGs have been established foreach region. Variations to an Interviewer DWG can only occur following furtherconsultation between all of the parties.

The Interviewer DWGs are as follows:

DWG 1- New South WalesDWG 2- VictoriaDWG 3- QueenslandDWG 4- South AustraliaDWG 5- Western AustraliaDWG 6- TasmaniaDWG 7- Northern TerritoryDWG 8- Australian Capital Territory


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2.2 Health and Safety Representatives

In accordance with Section 25 of the Occupational Health and Safety Act 1991Act,each Interviewer DWG may select or elect one Health and Safety Representative(HSR) and one Deputy Health and Safety Representative (DHSR) to represent the

occupational health and safety interests of the Interviewers in that Interviewer DWG.A contact list of current HSRs and DHSRs is available on the PSO portal of the CAIInterviewers WDB.

A person is not eligible for selection/election as the HSR or DHSR for an InterviewerDWG unless the person is an Interviewer included in that group.

All Interviewers in an Interviewer DWG have the right to participate in the election ofthe HSR and DHSR for the work group if an election is required. If all members ofthe DWG unanimously agree to the selection of the person as the HSR/ DHSR thenan election is not required.

The term of office for a HSR or DHSR is two years. The occupants of these positionsare eligible for re-election for further terms of office.

2.3 Training for Health and Safety Representatives

Health and Safety Representatives and Deputy Health and Safety Representativesare required to attend a Comcare accredited HSR training course and refresher HSRtraining every two years if elected over multiple terms of office.

2.4 Interviewer OHS Training Information

Interviewers will be instructed in workplace OHS at the Interviewer DevelopmentProgram (IDP) training session upon commencement of employment, at othertraining sessions where appropriate and through self-learn material or informationdistributed via newsletters, bulletins, emails and mail-outs.

Interviewers will be trained in safe work practices and procedures, and in theidentification of hazards in the workplace, including how to avoid, eliminate or

minimise hazards. Health and safety issues to be covered by training include:

Personal safety;

OHS guidelines for telephone interviewing (furniture, work area set-up);

Using notebook computers;

Eye tests and spectacle reimbursement;

Access to the Interviewers work area by PSO Management;

Health and Safety Representatives; and

Reporting incidents/hazards.

Interviewers will be advised of changes and updates in OHS matters that affect them

through seminars, training or mail-outs, as appropriate.


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3 Support and Administrative Arrangements

3.1 Employee Assistance Program

Interviewers and their immediate families have access to three free counsellingsessions within any six month period through the Employee Assistance Program(EAP).

The EAP provides free, confidential and professional counselling assistance to youand your immediate families with work-related or personal problems. The service isprovided by an independent company contracted by the ABS to provide counsellingto employees and their families. Counsellors are professionally qualifiedpsychologists or social workers with experience in the provision of employeeassistance.

Note that in some instances this service will need to be accessed by telephoneowing to time or distance constraints. Access to the EAP may be:

By self-referral, that is a person chooses to access the service; or

At the suggestion of your manager/RO staff, a friend or colleague.

In all cases the decision to make use of the EAP program is always voluntary.

The EAP service can provide support for stress, accident/trauma recovery or otherassistance to help you deal with a broad range of personal and work-related

problems.

The provider of this service is PPC Worldwide, 1300 361 008. You do not needapproval to access this service. If you wish to claim for time for contacting PPCWorldwide, you should contact the office to request a WARP to be created.

3.2 Workers' Compensation

Under the Safety, Rehabilitation and Compensation (SRC) Act 1988,you may makea claim for compensation where you suffer an injury or disease that is sustained in

the course of your employment.

Comcare is the administering authority for the SRC Act. Comcare makes decisionsabout whether to pay compensation to employees. Comcare is also responsible forprocessing any payments or reimbursement of benefits on accepted claims.

Compensation may be claimed where you suffer an injury or disease that wascaused, or contributed to, by your work and occurred while you were:

At work (including in the field and in your home office, and normal work breakse.g. lunch);

Travelling or whilst attending an approved work activity.


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You may be required to pay for all medical accounts and related expenses andsubsequently reimbursed these expenses if liability for the claim for compensation isaccepted by Comcare.

RO staff will provide guidance (including relevant forms and information) to you on

making a Workers Compensation claim.

Notwithstanding the ABS obligations in relation to rehabilitation as outlined in theABS Rehabilitation Policy and Guidelines, the ABS will ensure that all reasonablypracticable steps are taken to assist employees who have suffered an illness orinjury. The ABS will:

Make reasonable workplace adjustments in accordance with ABS Guidelines;

Seek the medical opinion of appropriately qualified medical practitioners, to assistin the management of the employee's fitness for duty;

Where appropriate, work with the employee's treating practitioner to facilitate a

safe and timely return to work; Provide every reasonable opportunity for the employee to participate in

rehabilitation in the workplace; and

Provide the services of an in-house rehabilitation case manager where theseservices will:

i. assist the employee to return to work;ii. prevent exacerbation of the medical condition in the workplace; and/oriii. assist the employee to better perform his/her duties.

The ABS expects that every employee will take all reasonably practicable steps to

comply with this policy and the supporting Guidelines.

3.3 Stress

In addition to normal work-related challenges, you need to be mindful of theenvironment in which you are working and the nature of the work you areundertaking. Possible situations include:

Interviewing at night in poorly lit, isolated or unfamiliar neighbourhoods;

Contact with people with personal, social, health or financial problems;

Inadvertently disturbing people experiencing illness, death of a loved one or otherfamily tragedy;

Dealing with objectionable, rude or difficult respondents;

Dealing with abusive or threatening behaviour;

Dealing with aggressive dogs;

Driving in wet or dangerous conditions; and

Too much work being attempted by the Interviewer.

Under no circumstances should you become involved in other peoples affairs oroffer advice of any kind.


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If a respondent is unable to be interviewed due to illness/death in the family etc., youshould follow procedures outlined in theABS Interviewers Manualor instructions forthe particular survey. If a respondent becomes distressed during an interview, youshould offer to continue the interview at another time or terminate the interview andnotify the office of the situation.

You are encouraged to discuss distressing or stressful situations you haveexperienced with the office, your HSR, a colleague or an EAP counsellor.

3.4 Flu and Other Injections

Vaccination is covered in the Reimbursement Section of theABS Interviewers ECM.

3.5 Damage to Clothing

Damage to clothing is covered in the Reimbursement Section of theABSInterviewers ECM.

3.6 Eyesight Testing and Spectacles

Eyesight testing and reimbursement for spectacles is covered in the ReimbursementSection of theABS Interviewers ECM.

4 Incidents, Hazards and Reporting

4.1 About Incidents and Hazards

An INCIDENTis any of the following:

Accident - workplace accidents are any event arising out of employment thatresults in human injury or damage to property;

Near miss (dangerous occurrence) - any event arising out of employment thatmay have resulted in human injury or damage to property;

Exposure - occurs when a person comes into contact with a potentially harmfulsubstance or source;

Injury or disease arising from employment - an injury is physical damage or harmcaused in the course of work, while a disease is any illness arising outemployment that is not an injury, which usually develops over a period of time;

Damage to property; or

Pain and/or discomfort - by reporting pain and/or discomfort related to workactivities, the ABS can arrange for appropriate assessment and advice whichcould prevent development of an injury.

For example, slipping on wet and muddy paths, dog bites etc.


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A HAZARDis anything with the potential to harm life, health or property.

4.2 Why Report Incidents and Hazards?

An incident report notifies the line manager and corporate services that an incidenthas occurred and this enables the ABS to commence the following action:

Rehabilitation support for the injured employee;

Preventing further accidents, exposures or dangerous occurrences; and

Reporting to the OHS regulator (Comcare).

A hazard report notifies the line manager and corporate services that a hazardexists, and enables steps to be taken to minimise the risk associated with the hazardin order to prevent incidents, accidents and injury from occurring.

All incidents and hazards are then lodged and monitored on the ABS IncidentReporting and Early Intervention System (IREIS) which enables monitoring andanalysis of incidents and hazards to assist with planning to address improvements toInterviewer safety.

4.3 Incident and Hazard Reporting

All incidents must be reported as soon as possible, regardless of the nature orseverity of the accident. Even minor incidents which appear trivial afterwards shouldbe reported.

Where the affected employee is unable to do so, the line manager or their delegateshould report as soon as possible after becoming aware of the incident. Any delaysin reporting can stop the ABS from:

Taking immediate action to assist the employee;

Preventing further incidents; and/or

Meeting legislative reporting obligations.

Any Interviewer who has an incident or is exposed to a hazard in the workplace,must complete and submit an electronic OHS Incident, Hazard & Near Miss Report,

as soon as possible after the event (note: the one form is used for both incidentsand hazards).

Interviewers must inform the PSO RO Manager if the incident causes seriouspersonal injury, incapacityor is a dangerous occurrenceso that Comcare can benotified within the required timeframes as per Section 68 of the Occupational Healthand Safety Act 1991and Occupational Health and Safety (Safety Arrangements)Regulations 1991(see below).


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A serious personal injuryis defined as an injury, to or disease in a person causedin the course of work resulting in:

Emergency treatment given by a registered medical practitioner; or

Treatment in a hospital as a casualty, without being admitted to the hospital; or

Admission to hospital.

An incapacityin the case of an accident that causes an employee who performswork in connection with the undertaking of their employment to be incapacitated fromperforming work for the duration of 30 or more successive working days or shifts.

A dangerous occurrenceis defined as any event arising out of employment thathad the potential to cause death of, or serious personal injury to any person; orincapacity of an employee for the duration of 30 or more successive working days orshifts; but that which death, serious personal injury or incapacity did not occur.

You may also choose to inform your HSR of the incident.

Under current legislation, the ABS is required to notify Comcare in the event of thefollowing notifiable incidents in the workplace:

Where an accident causes the death of a person. - Time frame - within 2 hours.

Where an accident causes serious personal injury to a person. - Time frame -within 24 hours.

Where an accident causes an employee to be incapacitated from performingwork for 30 or more continuous days or shifts. - Time frame - within 24 hours.

Where there is a dangerous occurrence. - Time frame - within 24 hours.

4.4 Reporting Incidents

An electronic OHS Incident, Hazard & Near Miss reporting system is available forInterviewers to streamline the reporting process.

To complete the report, depress the Lodge an ABS Incident, Hazard & Near MissReport button in the OHS tab of the PSO Print Shop. Then you will select your state

or territory in which you reside and usually work in, not the state where the incidentoccurred if you are working interstate. Once you select your state or territory, anemail containing the relevant form will be automatically generated. This email alsoautomatically inserts addresses to a number of people and WDBs, such as relevantWDBs with restricted staff access, PSO RO managers, PSO OHS manager, yourHSR and DHSR and will also return a mail receipt back to you. If you do not wish theHSR and DHSR to be notified you can remove their email addresses from the email.


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4.5 Procedures Following an Accident

If necessary, medical treatment should be sought immediately. You should makesure the doctor is aware that it may become a Workers Compensation case, assome doctors do not take on compensation cases.

As soon as possible, report full details of the accident or incident to the PSO ROManager. All details including the date, time, place, cause and nature of the accidentor incident should be reported. Where a claim for compensation is made, you willneed to complete a statement detailing the facts.

The names and addresses of any witnesses should be provided and, if possible,written statements should be obtained.

Where medical treatment is sought for a work-related accident or incident, aComcare approved medical certificate for Compensation should be obtained. Thedoctor should be asked to indicate whether you are fit to continue duty and, if not,the period of incapacity. The doctor should also state the specific diagnosis and therelationship of the injury to your work.

Interviewers should send either the original medical certificate or a scanned copy tothe RO. If a Statutory Declaration has been completed, the original must be sent tothe RO, a copy is not acceptable.

Payment of accounts for medical and related treatment is your responsibility. Ifliability for the claim for compensation is accepted, Comcare will reimburse you for

medical and other necessary expenses incurred.

4.6 Report ing incidents to the Police

Interviewers who are threatened, intimidated or involved in an incident as aconsequence of their duties as an ABS official have a responsibility to report theseincidents to the ABS. You also have the right to independently report any incidentdirectly to the police if you feel that police notification is warranted.

Care must be taken that information reported to the police does not breach thesecrecy provisions of the Census and Statistics Act 1905and the Interviewers

Undertaking of Fidelity and Secrecy which you sign on engagement with the ABS.

In particular, you must be careful not to disclose any information you have collectedin the course of interviewing respondents. In practice, this generally means anyresponse provided in answer to a survey question. It does not include informationvolunteered by a person not related to the interview itself.

You may report the address of the incident, a description of the person/peopleinvolved and the reason for your presence (that you were interviewing for the ABS).

In most instances, the name of the respondent will be obtained in answer to a

question from you which makes the information (name) protected by the Act. If askedby the police, you should advise that you are not able to provide the name of the


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respondent but may provide a description. If pressed, or if told that a report cannotbe accepted without the name, the police should be referred to your RO or youshould seek assistance from your RO.

Incidents may be reported along the lines of:

"In the course of my employment, I was attacked by a dog at15 Street Address, Suburb."

Where an incident involves a serious threat or physical assault on you, the ABS may,in consultation with you bring the matter to the attention of the police.

Each incident of this nature is different and stressful. In any event, you shouldcontact your RO as soon as possible so that you have access to appropriatesupport.

4.7 Accidents involving an Interviewers Car

The Commonwealth does not provide or carry any insurance on private vehiclesused for official purposes, and does not accept responsibility for any financial liabilityor loss which may be incurred by a person involved in an accident while using aprivate vehicle for official purposes.

It is a requirement of employment that Interviewers vehicles are comprehensivelyinsured.

In the event of an accident, you should contact your motor vehicle insurancecompany for assistance with insurance queries.

All work-related motor vehicle accidents must be reported to the office as soon aspossible. Interviewers should note that the ABS will not pay for any fines incurred.

4.8 Commonwealth Cars or Other Non-Private Vehic les

If you are driving a Commonwealth car or other non-private vehicle which, in thecourse of ABS duties, is involved in an accident, the following action should betaken.

Move the vehicle off the road (if minor accident and it is safe to do so);

Report the accident immediately. The Accident Emergency Advice telephonenumber is on the Road User Card in the glove box of the car;

The accident should be reported to the police (the police may or may not keep arecord of your accident report);

Advise the office of the accident;

Obtain the name of the driver(s) and the registration number(s) of any othervehicle(s) involved, the time, date, address or location where the accident

occurred and the name(s) and address(es) of any witness(es); and


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5.4 Use of the First Aid Kit

The first aid kit is supplied for your own use only and will allow you to deal with mostinjuries of a minor nature. Where necessary, you should seek emergency medicalattention immediately following an accident or injury. In the event of an emergency,

an ambulance service should be called at the earliest indication that such a servicemay be required.

You are not required or expected to provide first aid assistance to any other injuredperson.

5.5 Location of First Aid Kits

First aid kits are to be located so as to be readily accessible to you at all times. Inmost cases, this will be in either the glovebox or boot of the motor vehicle.

The kit should be adequately secured so as not to become a projectile in the event ofan accident.

Where you use two or more vehicles for ABS business, you are responsible forensuring that the first aid kit is stored in the vehicle that you are using.

Where you are supplied with a self-drive vehicle or other hire car for ABS business,you are responsible for ensuring your kit is stored in this vehicle while it is beingused. When the vehicle is returned, the first aid kit should be returned to your usualwork vehicle.

5.6 Restocking First Aid Kits

You are responsible for ensuring that first aid kits are maintained in a good conditionand that the contents are replenished as necessary. First Aid kit contents must berestocked as soon as possible after being used to ensure that the kit remains fullystocked. In addition, you need to ensure, where applicable, that the use-by-dates onfirst aid items are valid.

First aid kit contents are readily available at chemists, and in some instances, insupermarkets and purchasing of first aid supplies should be done as part of regularshopping.

The maintenance of PSO vehicle first aid kits is the responsibility of RO staff. Driversof the vehicle are responsible for advising the office when any of the vehicles firstaid kit supplies have been used.


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6.1.1 Safety Issues

Since the development of CAI, there have been a number of concerns about healthand safety issues associated with the use of notebooks, particularly while standing.These procedures have been developed with the aim of maintaining the health and

safety of Interviewers conducting interviews using a notebook.

While conducting interviews using a notebook, you should always request that asuitable desk or table be made available. If there is no suitable table inside thedwelling or within the vicinity of the doorstep to conduct the interview, you will needto assess the environment and use your judgement to determine if there are anyother suitable options available to conduct a face to face interview.

Interviewers should not:

Stand up holding the notebook on their arm;

Balance the notebook on a balcony railing; Sit on a step with the notebook on their knees;

Lean the notebook up against the side of a building;

Use any other unstable surface (e.g. rubbish bins); or

Use the notebook if the screen is subject to glare.

If there are no other options available to conduct a face to face interview with thenotebook you will have to arrange either a telephone interview or another time orplace when a suitable option will be available.

If you prefer to conduct the interview by telephone, you will need to request therespondent's permission to conduct the interview by telephone, obtain therespondent's telephone details and name and arrange a convenient time to call, asexplained in training.

If the respondent has requested the interview take place at another address, youmust ensure the area meets OHS requirements and confidentiality can bemaintained.

If the respondent refuses to conduct an interview by telephone (e.g. confidentialityconcerns whilst using a mobile or cordless phone), you will have to thank therespondent for their cooperation and set the final response status for that householdto the OHS response code and record the details in the response details screen.

6.1.2 Injuries

Overuse injuries may be sustained from working with notebooks. Injuries may becaused by incorrect posture and handling of personal notebooks. It is thereforeimportant that you use equipment in accordance with instructions given on its safeand proper use, including following instructions provided in training and guidelinematerial, on the safe use of notebooks and seeking support from the RO as required.


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Interviewers with any pre-existing injuries should advise the RO so that strategies toavoid aggravating the injury further can be explored and implemented.

Rest and stretch breaks relieve pressure on the hands, arms, shoulders, neck andback. You should take a few moments at the end of an interview to perform a few

simple exercises to relieve tension in these areas. Suggested exercises are includedinAppendix 5in this manual.

Pain is a warning sign that must not be ignored. An Interviewer feeling any warningsign, such as pain in the arms while working or a sore neck, should ceaseinterviewing and contact the RO after completing and submitting an electronic OHSIncident, Hazard & Near Miss Report.

6.2 Telephone Interviewing / Home Based Working

6.2.1 Equipment

Along with the notebook computer, the following equipment is provided to you inorder to establish a safe environment for work:

Desk;

Fully-adjustable ergonomic chair;

Desk lamp or other appropriate lighting (if required);

Lockable storage cabinet;

Telephone and headset; and

Any other equipment which is necessary to provide a safe working environment(e.g. footrest, carpet protector, etc.).

All equipment provided by the ABS will conform to the relevant Australian Standards,and relevant ABS policies.

All equipment provided by the ABS remains the property of the ABS and the ABS willbe responsible for the cost, insurance and maintenance of all such equipment.However, due care is to be taken by you of the items you have been issued while inyour care.

Other items necessary to ensure your comfort, such as a heater or fan, may bepurchased by you at your own expense.

6.2.2 Setting up Home Based Workstations

The ABS desks and chairs supplied are height adjustable. The desk and chair heightshould be adjusted so that your workstation is comfortable and correctly set up foryou.

For further assistance refer toAppendix 6of this manual.

Where you choose to use your own desk and chair, this equipment must conform to

OHS guidelinesand is subject to inspection, as are all home-based workstations.


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6.2.5 Electrical Storms

You should never use the telephone during electrical storms as it is possible to get ashock from the telephone (or from any other electrical equipment).

If an electrical storm occurs when you have an appointment to conduct a telephoneinterview, you should not ring the respondent during the storm. You should ring therespondent as soon as possible after the storm, apologise for not keeping theappointment and explain why the appointment was missed.

Similarly, where an electrical storm occurs during an interview, you shouldimmediately terminate the interview and advise the respondent that you will call backafter the storm to complete the interview. Notebook computers should be shut downduring an electrical storm.

You need to be aware that there may be an electrical storm in the respondents area

even though there is not a storm in the area where you are calling from. Where arespondent advises that there is an electrical storm in their area, you shouldterminate the interview and call back later to complete the interview.

6.3 Face to Face Interviewing

6.3.1 Personal Safety

If you determine that it would be unsafe to enter a property or dwelling, you shouldnot do so. If feasible, you may try and obtain a telephone number to conduct theinterview as a telephone interview.

It is very important that you include a response remark about why you havedetermined it would be unsafe to conduct a face to face interview. This will ensurethat the RO is aware of the issue and can support you as necessary and also thatthe dwelling is not reallocated to another Interviewer.

Should you consider that your personal safety is at risk from residents of theselected dwellings, other members of the public, dogs or any other situation, youshould cease interviewing, leave the area immediately and report the situation to theoffice.

In any situation where you feel uneasy or concerned about your personal safetywhile interviewing, the interview should be terminated immediately.

You should be guided by your own judgement and common sense in determiningwhether to withdraw from an interview. However, it is strongly recommended thatyou should err on the side of caution in any situation where you feel at risk.

How you terminate such an interview will vary depending on the situation. A simplestatement may suffice such as:

"Thats all we need for today thank you.; If possible you could also ask

Can I get your phone number in case I need to contact you with any follow upquestions?.


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Exposure to hot and cold conditions can affect us in many ways from mild discomfortto life-threatening medical conditions. Most of us in any exposure to heat or cold willvery early experience some form of thermal discomfort. This is the sign that youneed to adopt some preventative measures that suit your unique needs.

6.3.5 Working in the Heat

Incidental expenses for the purchase of items such as hats, sunscreens, non-prescription UV sunglasses and protective arm sleeves are covered by anInterviewing Loading as part of Interviewers Salary Loading (Australian Bureau ofStatistics Interviewers Certified Agreement 2005 - 2011, Salary Loading section 66 biv).

6.3.5.1 What is heat stress?

Heat stress (an excess of heat) is more likely to affect Interviewers during thesummer months. Normally, the body has ways of keeping itself cool, by letting heatescape through the skin, and by evaporating sweat (perspiration). However, if thebody does not cool properly or does not cool enough, we may suffer a heat-relatedillness.

6.3.5.2 Preventing heat stress

There are a number of simple measures that you can take to help reduce the risk ofheat stress. When outdoors you should:

Wearing loose clothing, made of closely woven fabric which covers arms legsand neck. Natural fibres such as linen and cotton which 'breathe' are morecomfortable in the heat and promote good air circulation around the body andenhance the cooling evaporation of sweat;

Wearing a Sun Protection Factor (SPF) 30+ sunscreen or sun block, such as zinc(blocks should only be used on small areas of skin as they can limit heat loss andperspiration) to protect the skin from sun damage. Sunscreen should be

reapplied regularly according to the instructions on the product; Wearing a wide brimmed hat (with a 8-10cm brim) to protect the face and neck

from the sun;

Wearing sunglasses to protect eyes from UV rays. Wrap around styles are bestwith lens that block out at least 95% of UV rays;

Continual water intake (small quantities) in the heat minimises the risk ofdehydration and heat related illness. Avoid caffeine and sugary drinks whichdehydrate the body;

Eat small meals more often and avoid foods that are high in protein whichincrease metabolic heat;

Avoid using salt tablets unless directed to do so by your doctor;


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Avoid prolonged periods in the sun particularly those few hours either side ofmidday; and

Take regular rest periods during peak temperatures

While there is no single measure such as a maximum allowable temperature atwhich you should cease work, using common sense and taking regular rest breakswhen working outside in hot weather is important. As a rule of thumb a ten minutebreak every hour, in a cooler area, helps the body to cool off, especially where thework is hard or physical.

The length of the break should be increased as the temperature rises. As a practicalguideline, the following measures can be followed in most circumstances:

Temperature Rest Period

30-32 degrees 10 minutes

32-35 degrees 15 minutesAbove 35 degrees 30 minutes

6.3.5.3 What is a heat related il lness?

Heat-related illness usually comes in stages. The sign of the first stage is musclecramping. These heat cramps can be very painful.

The signs of the next, more serious stage of a heat-related illness, often called heat

exhaustion, include:

Cool, moist, pale skin (the skin may be red following physical activity);

Headache;

Dizziness and weakness or exhaustion;

Nausea; and

The skin may feel hot.

The signs of the late stage of a heat-related illness, often called heat stroke, include;

Vomiting;

Decreased alertness level or complete loss of consciousness; High body temperature;

Skin may still be moist, or, sweating may have stopped and the skin may be red,hot and dry;

Rapid, weak pulse; and

Rapid, shallow breathing.

Heat stroke is life threatening and immediate medical attention is required.


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6.3.7.1 Risk Factors

Anyone who spent their childhood in Australia, or spends time in the sun withoutcovering up is at risk of developing skin cancers. Other risk factors include:

Having a large number of moles;

Suffering sunburn in the past;

Fair skin that burns easily, freckles and does not tan;

Blue or green eyes and/or fair or red hair;

Aging, the risk of skin cancer increases with age, people in the over 55 years agegroup are most at risk;

Family history of skin cancer; and

Being diagnosed with skin cancer in the past.

6.3.7.2 Protection Measures

A combination of sun protection measures are recommended to protect againstdamage from the sun. These include:

Minimising UV exposure during the peak time, that is 10.00am - 2.00pm(11.00am - 3.00pm daylight saving time);

Using available shade for example when walking between dwellings and whentaking breaks;

Using protective clothing and equipment including hat, sunglasses andsunscreen, including when driving specially with the side windows down;

Drinking lots of water in the heat to minimise the risk of dehydration and heat

related illness; and Avoiding fatigue when driving distances by taking adequate rest breaks of 15

minutes for every 2 hours of driving.

6.3.7.3 Clothing

Clothing should be loose fitting, made of a closely woven fabric which covers asmuch skin as possible.

6.3.7.4 Ultraviolet Protection Factor (UPF)

Below is a scale that rates the protection provided by clothing materials. TheAustralian/New Zealand Standard for sun protective clothing (AS/NZS 4399:1996)provides information on the relative capability of textiles and articles of personalapparel to provide protection against solar UVR.


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Amounts of UVR absorbed and level of protection for different rated items are listedin the table below:

UPF Rating % of UVR absorbed Protection Category

10

1520304050

90.0

93.393.395.097.598.0

moderate

goodgood

very goodexcellentexcellent

6.3.7.5 Fabric Type, Colour and Design

Closely woven fabrics offer the best protection because less UVR passes through.Darker colours generally offer more protection than lighter colours.

Loose fitting clothes made of lightweight fabrics such as linen, cotton or hemp arecooler when the weather is hot.

Tops with collars and at least elbow length sleeves, long trousers or skirts and shortsat least knee length provide better protection.

The more skin covered the better the protection.

Protection offered by clothing may be lessened where:

The fabric is in close contact with the skin such as across the shoulders; The fabric is stretched;

The fabric is wet; and

With time, due to the effects of normal wear.

As clothing does not cover all skin, wearing a wide brimmed hat and applyingsunscreen to exposed areas is necessary.

6.3.7.6 Hats

Wearing a hat is one of the best ways to reduce direct exposure to the face neck andears, and helps reduce the risk of skin cancer and premature aging. Hats made fromtight, closely woven (straw or fabric) offer the best protection from UVR.Recommended styles are:

Wide brimmed, with a brim of at least 8 to 10cms;

Legionnaire-style with a flap at the back to protect the back, sides, neck and ears;or

Bucket style hats, which should have a deep crown and sit low on the head with abrim of at least 6cms.


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Baseball hats and sun visors are not recommended, as they do not protect ears,neck and cheeks. Hats should not obscure vision.

Hats do not provide protection from reflected or indirect UVR. To maximiseprotection sunscreen and sunglasses should be used.

6.3.7.7 Sunglasses

Eyes, like skin, can be damaged by exposure to UVR. Repeated exposure ofunprotected eyes to UVR can cause short-term and long-term damage.

Sunglasses which screen out at least 95% of ultraviolet light and comply withAS/NZS 1067:2003offer the best protection for outdoor workers.

All sunglasses sold in Australia must be labelled to indicate whichAS/NZS

1067:2003category they comply with, "sunglasses" or "fashion spectacles".

Sunglasses do not have to be expensive to provide good protection. Some things tobe aware of and to look for, include:

Swing tags should be checked to ensure that the sunglasses meet the AustralianStandard. Look for sunglasses markedAS/NZS 1067:2003and Eye ProtectionFactor (EPF) 10. Sunglasses with EPF 9-10 transmit almost no UV rays;

Close fitting wrap around styles prevent UV rays from entering through the sidesand top of sunglasses; and

Coloured glasses are generally less effective at blocking UVR, and mirror finishes

by themselves do not significantly reduce UVR absorption.

You can also discuss with your optometrist how best to protect your eyes from UVR.Some options available for people who wear eyeglasses are:

Prescription sunglasses;

Clip-on shades to wear over corrective lens; or

A UV protective coating for corrective lenses.

6.3.7.8 Sunscreen

Sunscreen does not offer 100% protection and should always be used in conjunction

with other protective measures as outlined above.

There are two types of sunscreen are available:

Absorbers that soak up UVR and prevent it reaching the skin; and

Reflectors, such as zinc creams, that reflect UVR away from the skin.

These sunscreens can only be used on small areas of skin as they limit heat lossand perspiration. Sunscreen should have a SPF 30+. Sunscreen with an SPF 30+filters out 96.7% of UVR.

A sunscreen labelled Broad Spectrum offers protection from both UV and UltravioletB rays. All Cancer Council Australia sunscreens are broad spectrum.


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6.3.7.9 Tips for Sunscreen Use

Sunscreen should be applied liberally enough to all sun-exposed areas so that itforms a film when initially applied.

Sunscreen must be applied to clean, dry skin at least half an hour before goingout in the sun. It takes 20 30 minutes for sunscreen to be absorbed by the skin,

Sunscreen also should be the last product applied especially on the face sincesome sunscreens can break down in the presence of water contained in water-based foundations and moisturisers.

Make sure all sun-exposed areas are covered including the face, front and backof the neck, ears, hands and feet if open shoes or sandals are being worn;

Lips should be protected with a lip balm containing SPF30+;

Use a water resistant sunscreen. Reapply sunscreen every 2 hours or moreregularly if the sunscreen is wiped off;

Do not use sunscreen past the use by date and store in a cool place out of thesun;

Read the label to check how often it should be reapplied and make sure youshake the contents before applying;

Use sunscreen in all types of weather. This skin is still susceptible to damagingUV rays of the sun during cloudy days.

Allergies to sunscreen are rare. If a skin irritation develops after using sunscreentry another brand and consult your GP.

Incidental expenses for the purchase of items such as hats, sunscreens, non-

prescription UV sunglasses and protective arm sleeves are covered by anInterviewing Loading as part of Interviewers Salary Loading (Australian Bureau ofStatistics Interviewers Certified Agreement 2005 - 2011, Salary Loading section 66 biv).

6.3.8 Trip and Fall Hazards

Trips and falls can happen at any time, especially in wet or icy conditions, at night, orwhen visibility is poor for example due to glare or shadows. Walking on unevenground, in an unfamiliar area, up and down steps, around garden paving or other

obstructions, in poorly lit areas and with distractions such as loud noises canincrease the risk of trips and falls. Wearing stable shoes with non-slip soles will helpto protect you from trips or falls.

You should be alert to changes in the surfaces you are walking on and take care thatsurfaces are free of potential hazards.


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In the event of a fall, you should:

Let your body crumple and roll. This action is more likely to absorb the impact ofa fall. Reaching out with an arm or leg to break a fall may result in a broken bone;

Do not be concerned about any equipment you may be holding at the time, such

as the notebook computer. It is better to drop whatever you are holding ratherthan risk being injured in a fall; and

All incidents must be reported as soon as possible, regardless of how trivial theymay seem, by completing and submitting an electronic OHS Incident, Hazard &Near Miss Report, refer to Section 4.4 Reporting Incidents.

6.3.9 Tips for Dealing with Dogs

Most dogs are friendly. However, you should be aware that dogs may be aggressiveand that any dog could bite in some circumstances.

Dogs are territorial animals, and a dogs territory may extend well beyond theboundary of a fence or gate. As you are nearing a property, scan the property forindications of a dog (e.g. signs, worn track around the fence, faeces, old bones ortoys), make a noise (e.g. call out and rattle the gate), wait and listen for severalseconds to establish if there is a resident dog. If the dog approaches the gate, talk toit and observe its body language. Only enter the premises after you have completeda safety scan, and feel confident that the dog is displaying friendly, or undecided butfriendly signals. When knocking on doors, ensure the fly screen/security door issecure.

More detailed information for dealing with dogs is contained in the RSPCAInterpreting Dog Body Languagepublication and DVD; this publication is distributedat initial Interviewer training. If you do not possess a copy contact the office.

You should not put yourself at risk of being attacked or cornered by a dog. If a dog isaggressive and you are unable to get to the front door of a selected dwelling, thematter should be reported to the office for action. If possible, politely insist thatowners lock their dogs away before entering the property. You may also offer toconduct a telephone interview at a later time rather than enter a respondents homeor yard if you feel threatened by the presence of a dog.

Any encounter with an aggressive dog, either on the street or in a respondentshome, should be reported and an electronic OHS Incident, Hazard & Near MissReport should be by completed and submitted, refer to Section 4.4 ReportingIncidents.

6.3.10 Interviewing at Night

Due to safety concerns about interviewing at night, your partner/familymember/friend often want to know where you will be and what action they shouldtake in the event that you fail to return as planned.


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You may tell a partner/family member/friend the street names and house numberswhere you will be working and a mobile contact number. You cannot beaccompanied by a partner/family member/friend into a dwelling when interviewingand cannot identify the addresses of selected dwellings to other members of thepublic. You may be driven to an interview, or accompanied in a vehicle, by a

partner/family member/friend but they must stay in the car. Your RO must be advisedof this prior to the interview. If travelling alone, you should give your partner/familymember/friend the phone numbers for emergency contact with RO PSO staff.

In the event that you do not return as planned, the partner/family member/friendshould ring the emergency contact numbers provided to advise the RO of thesituation. RO PSO staff have access to precise workload details which may beneeded in case of an emergency.

Situations may occur which prevent you from returning home at the expected time.For example, traffic jams, road work or a breakdown could delay you for quite some

time. Wherever possible, you should endeavour to contact household members orthe RO to advise them of the situation.

To prevent false alarms, you should discuss with partner/family member/friend theprocedures to be followed if you do not return from interviewing by the expectedtime. You should ensure that the appropriate person knows when you expect toreturn and how long they should wait (one to two hours depending on the area anddistance) before calling the office.

6.3.11 Right of Entry, Comfort and Smoking

Wherever possible, you should attempt to be comfortable while interviewing. Youmay politely ask the respondent to assist this, however the respondent is under noobligation to do so, and you should either make another appointment to interview therespondent or offer the option of a telephone interview if it is possible to collect theinformation that way.

The negative health effects of environmental second hand smoke (otherwise knownas passive smoking) are generally well known and documented including lungcancer, heart disease, and present an increased risk for certain groups such asasthmatics. Smoking is now banned in most workplaces, buildings and publicfacilities. If a respondent is smoking during the course of an interview and you arebeing subjected to second hand smoke then you should not put yourself at risk andtake either the following course of actions;

Politely request that the respondent refrain from smoking due to health reasonsi.e. that you are asthmatic;

Suggest conducting the interview outdoors if it is appropriate and safe to do so;or

Suggest continuing the interview via telephone at a later time.


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When working away from home avoid night driving where possible. If night driving isunavoidable, take a break for a light meal before nightfall. You should not drive, inany circumstances, between midnight and 7 a.m. when you would normally beasleep.

Prior to planning any car trip you should ensure your car is in good working orderand serviced regularly. Regular maintenance should be carried out to ensure brakes,tyres, suspension, lights and electrics are all in good working order.

6.3.13 Break Downs

Even cars that are serviced regularly and new cars can break down unexpectedly. Itis therefore recommended that you join an automobile association such as theNRMA or RACV to provide assistance in the event of a breakdown. The motorvehicle allowance paid to you for the use of your car includes a component for

affiliations with an automobile association.

All Government vehicles are covered for roadside assistance. Government vehiclesand hire cars contain an instruction book or card in the glove box compartment.These instructions provide information about roadside assistance or other services.

7 Remote Area OHS Guidelines

TheABS Interviewers OHS Remote Travel Manual(OHS RTM) supports thecommitment of the ABS to managing the health and safety of Interviewers working inremote areas.

These guidelines have been designed to support managers and Interviewers inminimising the risks associated with working in areas where access tocommunication and assistance may be limited by distance, terrain, access and time.

The ABS is committed to taking all reasonably practicable steps to ensure the healthand safety of Interviewers working in remote areas in accordance with theOccupational Health and Safety Act 1991(the OHS Act).

Line managers have a statutory obligation under Section 16 of the OHS Actfor thehealth and safety of their Interviewers, including the management of health andsafety risks. Line managers will ensure that Interviewers are aware of and adhere tothe guidelines set out in the OHS RTM.

There will be situations where Interviewers conducting field work will need to makedecisions about hazards that they encounter. Interviewers will use good judgementand local knowledge to deal with situations not covered by these guidelines. Suchsituations are to be reported to the line manager and will be taken into account inpolicy evaluation and risk assessments.


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7.1 Definition of Remote Area

These guidelines are intended to cover remote area work that is usually conducted:

Off road in areas where very little traffic is likely, or where hills, dense timber or

other environmental features would make it difficult to summon assistance eitherfrom nearby settlements or from other travellers, or with telephone or radiocommunications;

In Indigenous communities; and/or

After more than 8 hours travel by car, aircraft or boat to the work area.

Other areas can be declared remote for OHS reasons as agreed by line managersand Interviewers. In the ABS, an area considered remote or very remote is definedby the current Australian Standard Geographical Classification Remoteness Areas.

7.2 Responsibilities7.2.1 Senior Managers

Senior managers will:

Before work commences in remote areas, ensure all Interviewers are aware ofthe contents of these guidelines and the need to follow the procedures set out inthe guidelines;

Ensure that line managers are trained in remote area procedures and OHSresponsibilities; and

Ensure that after hours/emergency contact arrangements are in place and knownby all Interviewers/field staff.

7.2.2 Line managers

Line managers will:

Undertake planning and management, including a risk assessment, for all workconducted in remote areas;

Ensure wherever possible that Interviewers arrangements have been determined

in advance to allow sufficient time for Interviewers to undertake appropriatepersonal and work preparations prior to departure;

Ensure Interviewers have been trained in Remote Area OHS guidelines prior tothe commencement of fieldwork;

Prepare remote travel plans, using the relevant pro-forma (Appendix 8) andprovide to the Interviewers for comment prior to the commencement of eachjourney;

Approve remote travel plans prior to the commencement of each journey; and

Ensure adequate supervision of Interviewers working in remote areas; includingadherence to guidelines, strict observation of communications schedules andreporting of all incidents and hazards.


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7.2.3 Interviewers

Interviewers will:

Work in accordance with agreed safe work practices and use safety equipment

and procedures provided to protect the health and safety of themselves andothers in accordance with the guidelines set out in the OHS RTM;

Fulfil their duty as Interviewers as required under s21(1) of the OHS Act(Appendix 9) by cooperating with ABS policies and procedures to the extentnecessary to allow the ABS to fulfil its duties and obligations under the OHS Act;

Adhere to the communication arrangements and daily call-in schedules;

Advise line managers of accidents and emergencies as soon as possible (notethat where necessary, Emergency Services should be contacted first);

Advise line managers of changes in conditions or incidents that have, or mayhave, an impact on the health and safety of Interviewers or increase the level ofrisk associated with the work; and

Complete and submit an electronic OHS Incident, Hazard & Near Miss Report atthe earliest opportunity on return from field work if necessary.

7.3 Planning and Management

Line managers will undertake planning, including a risk assessment, for each journeyundertaken in remote areas.The ABS OHS Risk Management Policymust beimplemented and the approvedABS model for OHS Risk Management Guidelinesisto be applied. Planning will include communication with communities (or local

authorities for remote non-community areas) to be visited, organisingaccommodation, consideration of local characteristics, potential hazards associatedwith the community or remote area and the work to be undertaken. The riskassessment is an official record and must be retained for future reference on thedatabase of the relevant work area. The risk assessment is subject to continuousreview and improvement and must be updated to take account of changes incircumstances.

7.4 Remote Travel Plans

Line managers organising remote work are responsible for the preparation of remotetravel plans using the pro-forma supplied (Appendix 8).

Line managers will ensure that remote travel plans have been agreed to byInterviewers, and approved prior to commencement of remote fieldwork.

Remote travel plans will take into account time spent travelling, rest breaks and thework to be undertaken. Remote travel plans will also include:

Departure date/time;

Proposed route;

Drivers licence details; Persons travelling;


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Contact numbers for satellite/mobile phones;

Alternative local contacts;

Return date/time;

Agreed call-in schedule;

Nominated emergency contact details; and

Detailed travel and accommodation plans as specified in the proforma.

The following travel arrangements should also be included where applicable:

Movement requisition number;

Airline/charter name, flight numbers (other);

Hire car company name, contact, phone number;

Hire vehicle details;

Boat/ferry company name, contact, phone number (other);

Booking reference numbers;

Costs for flights, hire cars, boats; and

Before approving remote travel plans, line managers will ensure that Interviewershave a current drivers licence and have received training in Remote Area OHSguidelines. This training will include training in the operation of any equipmentprovided including the use of Personal Locator Beacons (PLB) and Satellite phones.

Interviewers must notify line managers of any changes to journey plans as soon aspracticable.

A copy of the remote travel plan must be carried, along with maps of the area,additional community and historical information, and emergency contact numbers.These should be stored in an accessible place such as the glove box. ABSdocuments must be removed when returning hire vehicles, as well as when leavingcharter flights and community accommodation.

7.5 Field Part ies

The decision on the size of field parties is the responsibility of line managers. Linemanagers will consider factors affecting the work including each Interviewersexperience, the area of travel, road and weather conditions, other known hazards,the relative safety of particular Indigenous communities being visited, surveyrequirements and cultural sensitivities.

Wherever possible, Interviewers should not travel to remote locations alone. Wherethe level of risk attributed to the work is considered by line managers to be low, theworkload may be enumerated by one Interviewer. In all situations where a singleInterviewer will be working in a remote area, the reasons for this decision must beformally documented and retained with the relevant remote travel plan.


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7.6 Vaccinations

Where possible, line managers will make decisions about staffing in advance, so thatthere will be sufficient time for Interviewers to be vaccinated/immunised and/orobtain medications appropriate for the remote location where the work is to be

undertaken. Where appropriate the following immunisation and medication arestrongly recommended to minimise the risk of contracting disease:

Hepatitis A; and/or

Hepatitis B;

Tetanus (booster);

Malaria prophylaxis;

Polio.

According to the ACT Immunisation Inquiry Service, even though polio has beeneliminated from Australia, the vaccine is still recommended for anyone who has not

been immunised. In addition to the above, Pneumococcal and influenza vaccines arerecommended for older Australians (and provided free by the Governme

abs interviewers ohs and remote travel manual final

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