learner guide cpcccm1012a

Learner Guide

Work effectively and sustainably in the construction industry

Learner Guide Work effectively and sustainably in the construction industry

April 2015 Page 1 of 59

Document history

Version Approved by Date Notes

Draft Lyndon 7/10/2014

One Lyndon 2/4/2015 Content and activities added by contract developer



Table of Contents Introduction ..................................................................................................................... 4

CPCCCM1012A Work effectively and sustainably in the construction industry ............................ 4 Aim .......................................................................................................................................... 6

Identify industry structure, occupations, job roles and work conditions ............................. 7 Scope and nature of the industry .............................................................................................. 7 Construction job roles and occupations ..................................................................................... 8 Trends in technology, work processes and environmental issues ............................................. 12 Activity 1 ................................................................................................................................ 13 Employment conditions, organisational requirements, responsibilities and duties ................... 13

Employment contracts ................................................................................................................................. 13 Activity 2 ................................................................................................................................ 15

Awards and agreements .............................................................................................................................. 15 Apprentice employment conditions ............................................................................................................ 16 Anti-discrimination, Equal Employment Opportunities (EEO) and Unfair Dismissal ................................... 17 Anti-discrimination and equal opportunity (EO) .......................................................................................... 17 Unfair dismissal ............................................................................................................................................ 19

Safe work methods and practices ........................................................................................... 20 WHS Requirements ...................................................................................................................................... 20 WHS Representatives ................................................................................................................................... 21 Guidance documentation ............................................................................................................................ 21 Safe Work Practices ..................................................................................................................................... 22 Safe work instructions ................................................................................................................................. 22 Licences and certificates of competency ..................................................................................................... 25 National Code of Practice for Induction for Construction Work .................................................................. 28

Accept responsibility for own workload .......................................................................... 30 Introduction ........................................................................................................................... 30 Planning work activities and establishing priorities and deadlines ........................................... 30 Activity 3 ................................................................................................................................ 31 Completing planned work to the standard expected ............................................................... 31 Activity 4 ................................................................................................................................ 32 Variations and difficulties affecting performance or quality requirements ............................... 32

Australian Standards .................................................................................................................................... 33 Quality .......................................................................................................................................................... 34 Manufacturer ............................................................................................................................................... 34 Consumer Guarantees ................................................................................................................................. 35 Workplace Operations and Procedures ....................................................................................................... 35

Communicating the need for additional support ..................................................................... 36

Work in a team .............................................................................................................. 37 Team contributions and site goals ........................................................................................... 37 Activity 5 ................................................................................................................................ 38 Working cooperatively with the team ..................................................................................... 39 Team improvements .............................................................................................................. 41 Team site meetings ................................................................................................................ 41 Causes of disharmony and barriers to achievement ................................................................. 42

Identify own development needs .................................................................................... 43 Identify skills and knowledge .................................................................................................. 43 Identify learning needs ........................................................................................................... 44 Setting learning goals ............................................................................................................. 45 Activity 6 ................................................................................................................................ 47

Identify current resource use and identify opportunities to improve resource efficiency .. 48 Environmental and resource efficiency issues.......................................................................... 48 Activity 7 ................................................................................................................................ 50



Identify and Report Environmental Hazards ............................................................................ 50 Environmental hazards ................................................................................................................................ 50 Risk assessment ........................................................................................................................................... 51

Follow enterprise plans .......................................................................................................... 51 Improving worksite practices .................................................................................................. 52

Comply with environmental regulations ......................................................................... 55 Comply with environmental requirements .............................................................................. 55 Report breaches or potential breaches.................................................................................... 57

References ..................................................................................................................... 58



Introduction

CPCCCM1012A Work effectively and sustainably in the construction industry

This unit of competency specifies the outcomes required to prepare for and sustain effective work within the construction industry. It covers the identification and clarification of the construction industry work context, scope and employment conditions, responsibility required to be accepted by the individual, working in a team, individual career path improvement activities and sustainable work practices and techniques.

Required Skills Look for evidence that confirms skills in:

communication skills to: o enable clear and direct communication, using questioning to identify and confirm

requirements, share information, listen and understand o establish and communicate deadlines o follow supervisor's instructions o read and interpret:

- documentation from a variety of sources - drawings and specifications

o report faults o report variations or difficulties in performance and additional support required o use language and concepts appropriate to cultural differences o use and interpret non-verbal communication, such as hand signals o written skills to record resource use

identifying and accurately reporting to appropriate personnel any faults in tools, equipment or materials

numeracy skills to apply measurements and make calculations

organisational skills, including the ability to plan and set out work

teamwork skills to work with others to action tasks and relate to people from a range of cultural and ethnic backgrounds and with varying physical and mental abilities

technological skills to: o use a range of mobile technology, such as two-way radio and mobile phones o voice and hand signals to access and understand site-specific instructions.

Required Knowledge Look for evidence that confirms knowledge of:

basic understanding of sustainability on a construction work site

common construction industry terminology and interpersonal communication requirements

construction industry quality requirements

construction industry size, scope of work and national economic importance

environmental and resource hazards/risks, including compliance with relevant legislation associated with the environment, job specifications and procedures

federal, state, and territory environmental or sustainability legislation, regulations and codes of practice relevant to this sector and applicable to own work role, e.g. Building Code of Australia (BCA)

job safety analysis (JSA) and safe work method statements



relevant environmental and resource efficiency systems and practices

relevant industrial awards and enterprise agreements

relevant legislation, regulations and workplace requirements relating to provisions covering discrimination and equal employment opportunity

site meeting procedures

typical site/team work structure, methods and communication processes. Critical Aspects of Evidence A person who demonstrates competency in this unit must be able to provide evidence of the ability to:

locate, interpret and apply relevant construction industry information, standards and specifications

comply with site safety plans and OHS legislation, regulations and codes of practice applicable to workplace operations

comply with organisational policies and procedures, including quality requirements

communicate and work effectively and safely with others

explain to others scope, employment and economic importance of the construction industry

locate and identify documentation on site employment conditions and source of these conditions

set personal and team work goals and participate in site meetings

respond to personal conflict situations

identify personal development needs and apply learning to future work tasks

follow workplace procedures according to instructions given and report information only at own level of responsibility, including:

complying with environmental/sustainability legislation, and organisational and procedural requirements relevant to specific daily responsibilities

use of tools, such as an inspection checklist to collect and measure relevant information on resource and energy consumption

participating in and supporting improved environmental use of resources

recognising efficiency processes involving work practices and reporting as required.



Aim

After reading this handbook you should be able to demonstrate the following: Identify industry structure, occupations, job roles and work conditions

Accept responsibility for own workload

Work in a team

Identify own development needs

Identify current resource use and identify opportunities to improve resource efficiency

Comply with environmental regulations



Identify industry structure, occupations, job roles and work conditions

Scope and nature of the industry

The construction industry is one of the largest within Australia. It provides homes, workplaces, facilities and infrastructure to ensure the smooth operation of society and daily life.

The construction industry is highly diverse and a major component of the economy. In 2011-12 the industry employed 1.01 million people, representing 9% of the Australian workforce.

Supply and demand for construction is influenced by economic cycles and a range of factors including interest rates, tax reforms and population changes.

Construction has a major influence on every Australian, as it provides the homes in which we live, the places in which most of us work and play, our schools and hospitals, and the infrastructure such as roads, water and electricity supply, and telecommunications, essential for our day to day living.

A number of other sectors of Australia's economy are also closely linked to the building and construction industry and its activities, including: (a) parts of the manufacturing, wholesale and retail trade and finance industries, in supplying components, fittings and furnishings, and in financing building and construction, and (b) parts of the professional services industry, such as the architectural and engineering professions for design and erection methods embracing both proven and advanced innovative technological methods and products. The building and construction industry engages in three broad areas of activity: 1. residential building (houses, flats, etc.), 2. non-residential building (offices, shops, hotels, etc.), and 3. engineering construction (roads, bridges, water and sewerage, etc.). Building and construction activity is undertaken by both the private and public sectors in Australia. The private sector is engaged in all three categories of building and construction, and plays a major role in residential, engineering and other construction activity. The public sector also plays a key role in initiating and undertaking engineering construction activity, and building activity relating to health and education.



Construction job roles and occupations

The construction industry has a long history of project management as its principal form of management and delivery.

Any one construction project consists of many teams of individuals that have been brought together from a number of organisations to form the construction project team. The organisations that make up this team can be divided into the principal contractor and subcontractors.

The principal contractor is the organisation to which the overall contract for undertaking and managing the construction work has been awarded.

Subcontractors are those organisations selected by the principal contractor to undertake specific areas of work.

Workers employed on a construction site may find themselves working for either the principal contractor or for a subcontractor organisation.

Direct employment is when an individual is employed directly with the principal contractor.

Indirect employment refers to employment with a subcontractor organisation.

This discussion refers only to salary and conditions since all employees on a construction site will be required to take instruction and complete work tasks according to a particular work team.

Individual members of the overall construction project team will consist of many specialised construction job roles, occupations and trade callings. Construction job roles include:

Carpentry:

construct and erect timber and steel wall framing and roof structures;

construct and erect non-load bearing internal partition walls;

install windows and doors including framing;

erect ceiling and subfloor framing;

install timber and sheet flooring;

install exterior cladding, fascias and soffits;

install metal roofing;

construct timber stairs;

fix internal linings, panelling and mouldings;

install door and window locks and furniture;

restore and renovate doors, windows and frames;

install fitments;

concreting to simple forms, including install formwork, reinforcement and concrete;

erect and strip formwork, including slip form and jump formwork. Crane operation:

operate crane including all functions to their maximum extension in the lifting and moving of loads to the safe working rated capacity in conjunction with other associated personnel;

mobile loads using best mobile practice;

apply risk assessment and hazard control strategies to ensure the safe positioning and operation of the crane;

use and interpret crane manufacturer's specifications and data, including load charts to enable the crane to be configured for the load;

verify problems and equipment faults and demonstrate appropriate response procedures.



Electrical:

read wiring diagrams to plan layout of wiring systems, e.g. switchboards, power outlets, lights and switches;

install insulated cables and connect supplies, outlets and other fittings using hand or power tools;

connect ends of installed cables to circuit breakers, transformers, motors, heaters and other electrical equipment to complete circuits;

test circuits and appliances;

connect system to power supply; and

install electrical equipment such as storage heaters, water heaters, electric signs, switchboards, motors and other electrical equipment.

Formwork and falsework:

erect and dismantle restricted height scaffolding;

carry out concreting to simple forms;

erect and dismantle formwork for footings and slabs on ground;

construct, erect and dismantle formwork for stairs and ramps;

erect and dismantle formwork to suspended slabs, columns, beams and walls. Plastering (dry wall):

construct and install non-loadbearing partition wall frames and ceiling frames including fix plasterboard, plasterglass and fibre cement sheets and cornices and finishing joints;

construct and install non-loadbearing fire-rated walls and ceilings, autoclaved aerated masonry wall and ceiling systems;

install suspended ceiling systems;

install cast plaster blockwork;

apply or install waterproofing and damp-proofing for plastering drywall. Plastering (solid):

concrete work for solid plastering, including install formwork, reinforcement and concrete;

fix steel for solid plastering;

cut with oxy/acetylene for solid plastering;

apply float and set coats for hard plaster-flat surfaces;

apply solid render;

apply trowelled texture-coat finishes;

install pre-cast decorative mouldings;

install cast plaster blockwork;

construct plaster mouldings;

conite construction. Painting and decorating:

erect scaffolding, cradles and ladders, and place drop-sheets to protect areas from paint spattering;

remove old paint or paper by sanding, scraping etc and using steam strippers to remove wall paper;

prepare surfaces by fixing woodwork, filling and sealing holes, cracks and joins;

select or prepare paints to match colours by the addition of tinters;

brush, roll or spray the paints, stains, varnishes and other finishes;

spray paint surfaces using a spray gun or a range of specialised equipment;

apply decorative paint finishes such as stencils, colour glaze, graining, marbling and lettering.



Plumbing:

compressed air, heating, steam, vacuum or ventilation systems;

irrigation;

metal fascias and gutters;

on-site domestic waste water management systems;

roof and wall cladding;

skylights.

use different tools and equipment to get the job done. This may include pipe cutters, angle grinders, jackhammers, drills, and many more.

Roof tiling:

cut and fix roof tiles (including tiles of concrete, clay, metal or similar material, shingles and shakes) to roof and fascia structures;

set out and fix battens;

bedding, pointing and installing of associated flashing;

install safety mesh, sarking and antiponding boards;

install firewall insulation and metal straps to battens;

install skylights;

refurbish and maintain roofs, excluding painting roofs. Concreting:

place, finish and cure concrete;

carry out decorative finishes to concrete;

resurface concrete;

carry out repair and rectification of concrete;

cut and core concrete;

apply and finish sprayed concrete;

carry out tilt panel construction;

carry out high performance concretingl

conduct off-form vertical concrete operations;

conduct concrete boom delivery operations;

slump test concrete;

conduct concrete agitator truck operations.



Bricklaying and blocklaying:

brick or block construction, including surface preparation;

build straight masonry steps and stairs with or without landings;

lay segmental or unit paving;

lay glass blocks;

construct battered masonry surfaces;

install prefabricated window or door frames;

concreting to simple forms, including installation of formwork, reinforcement and concrete.

Steelfixing:

place reinforcement steel in footing trenches, for on-ground slabs, and on formwork in preparation for the placement of concrete;

may include pre or post-tensioning. Wall and floor tiling:

cut and fix tiles, including ceramic, glass, marble, slate, stone and terracotta tiles, to fireplaces, floors, hearths, spas, swimming pools and walls;

construct terrazzo floors, steps, risers and stringers;

apply waterproofing for wall and floor tiling. Dogging:

check loads to be moved, estimating size, shape, weight and centre of gravity, and make sure that loads do not exceed lifting capacities of cranes;

attach lifting devices to hoisting equipment and items to be moved, using clamps, hooks, bolts and knots;

choose and use slings and other grappling devices, covering sharp corners with padding to prevent damage to slings;

use hand signals, whistles or two-way radios when the load is not visible to crane or winch operators;

guide loads into position as they are lowered;

inspect chains, slings, ropes, cables, hooks and lifting gear for flaws and damage such as cracks, wear, mildew and corrosion, and report defects.

Rigging:

examine objects to be moved, estimate their size, shape and weight and decide on the type of equipment necessary to move them;

erect a temporary jib or derrick (lifting devices) if required, and install cables, pulleys and other tackle;

choose or make slinging equipment and attach it to the load;

erect cranes and mobile crane booms, and increase the height of tower cranes by bolting component parts in place and rigging cables;

splice ropes and cables to make slings and tackle;

erect structural steel for buildings or plants under construction;

erect precast-concrete panels used on facades of buildings;

inspect, maintain and repair equipment;

make sure that safety requirements are met at all times.



Scaffolding:

check requirements from drawings and written instructions, select materials and set ground levels;

fit together steel pipes, support braces and clamps to form bases for scaffolds;

lift and position sections of scaffolding and bolt pipes together to build up scaffolding;

place planks over horizontal bars to create platforms;

check levels in scaffolding structures;

use prefabricated scaffolding when available;

dismantle scaffolding at the completion of a job. Waterproofing:

apply waterproofing to foundations;

seal tanks and ponds;

seal wet areas;

frame and fit wet area fixtures;

prepare surfaces for waterproofing applications;

apply and install sealant and sealant devices

Trends in technology, work processes and environmental issues

Technology, work process improvements and environmental issues all have an impact on the

construction industry. They can have different effects on different parts of the industry at different

times.

For example, technological progress opens employment opportunities in new areas but may decrease

opportunities in other areas.

Cranes now lift building frames into position and allow for a new skill development but this technology

has replaced the many manual labour positions used to do this job.

Work process improvements tend to increase the safety of work processes and increase work and

learning opportunities. Other examples of technology improving the safety of work processes include:

Nail guns replacing hammers and so reducing risk of injuries and increasing the speed of the process

Hearing protection improvements reducing the risk of hearing damage and hearing loss.

Environmental protection and the technology used to improve environmental outcomes is a common

area for technological advances. These advances lead to employment opportunities because of the

continuing demand for the skills these technologies bring.

Examples include asbestos removal and wastewater and storm water management.

Understanding the trends in your organisation and industry allows you to develop skills that will be in

demand in the future, therefore increasing your value as a skilled employee.

You can research industry trends in specific bulletins, industry newsletters, and websites and by

talking with others at you worksite. You can also be proactive about the development of new

technologies and processes for your industry by looking at the processes you are currently

undertaking and thinking about how they might be improved.



Activity 1

List three pieces of technology you use daily at your worksite or a construction site that you are familiar with and write one sentence to explain what each piece of technology is used for.

Technology What it is used for

1.

2.

3.

Employment conditions, organisational requirements, responsibilities and duties

Employment contracts

Workplaces employ people using employment contracts. These employment contracts outline the

responsibilities and duties of employees, the responsibilities and duties of the organisation including

policies and procedures and legislated conditions such as pay rates.

Every organisation must account for employment

conditions and organisational requirements when

employing staff.

How you can find information about specific

construction employment conditions? You can speak

with your supervisor/trainer or you could look in:

Bulletins and newsletters

Enterprise agreements

Workplace agreements, which might include Australian Workplace Agreements

Industrial awards

Industry and workplace codes of practice



The information in these materials outlines the legislated and required employment information.

Organisational requirements are also included in employment contracts and conditions, and can

include:

Organisational requirement

What is the meaning?

Access and equity principles

Policies and approaches that ensure employment and work conditions are responsive to the diverse needs of all workers. Equity is making thins equal and not having different rules for different people.

Anti-discrimination, equal employment opportunity and other policies

All employment and work conditions must treat people equally and ensure everyone has the same rights and responsibilities regardless of their gender, race, age, cultural background, and ethnic origin, disabilities political or religious beliefs.

Ethical standards of the company

All work must be carried out in an ethical manner with a high degree of professionalism and integrity, by respecting laws and acting honestly and truthfully. To be ethical is to act in accordance with these moral values or principles.

Company goals and objectives

All work must be done in line with the goals, aims and objectives of the company.

Organisation policy, guidelines and requirements

An organisations policies and procedures are written to cover all the information listed above. A workers role and responsibility is to follow the organisations policies and procedures at all times.

Business, performance, quality assurance plans, systems and processes

All policies and procedures are written according to best practice, and all work must be carried out to the best possible standard.

Your personal responsibilities and duties could include:

Code of conduct

Job description and employment arrangements

Organisational policy relevant to work role

Skills training and competencies

Supervision and accountability requirements, including occupational health safety

Team structures

Different tasks and job roles have different employment conditions and contracts with regard to

legislative or employment terms.

Different positions will have different personal responsibilities such as working hours, personal

protective equipment (PPE) requirements.

Different organisations are going to have similar, but not necessarily identical, policies and procedures

which affect the conditions of employment.

It is always a good idea to know the employment conditions you are working under.

Read the contract. If you are unsure of the conditions you are working under, speak with your

supervisor/trainer, or union representative.



Activity 2

List three ways you would use, to find information about employment conditions for work you do or work you applying for. Explain the reason for your answer.

1.

2.

3.

Awards and agreements

Minimum conditions at work can come from registered agreements, awards or legislation.

When a business has a registered agreement in place and it covers the work that the employee does, then the minimum pay and conditions in the agreement will apply.

If theres no registered agreement that applies and an award covers the business and the work the employee does, then the minimum pay and conditions in the award will apply.

There are 122 awards that cover most people working in Australia, which means many employees who arent covered by an agreement will most likely be covered by an award.

Where no award or agreement applies, the minimum pay and conditions in the legislation will apply.



Apprentice employment conditions

The conditions of employment for Australian Apprentices are the same as for other employees working in similar occupations. This includes hours of work, overtime, holidays, personal leave, superannuation and other penalty provisions. Additional working conditions for Australian Apprentices require your employer to ensure that you have:

every opportunity to learn the skills and acquire the knowledge of your trade or traineeship

access to structured on and/or off-the-job training

paid time off work to attend training when necessary

a safe working environment.

It is your employers responsibility to inform you of the employment conditions under which you will be working.

Employment conditions that are required by law include:

Wages and awards - All Australian Apprentices must receive the wages and conditions under an appropriate award, approved enterprise agreement, or the national minimum wage and National Employment Standards. Your employer is required by law to have a copy of this award or agreement accessible to you.

Pay slip - Australian Apprentices must receive a pay slip that includes details such as the period of employment to which the pay relates, the hours worked (including overtime), gross pay, tax deducted, other deductions and net pay. Pay slips must be issued within one working day of payment.

Other obligations - An Australian Apprentice is eligible to receive the same entitlements as full-time or part-time employees such as:

o Leave (personal leave, annual leave, parental leave, compassionate leave) o Allowances (tool allowance, uniform or laundry allowance, travel allowance) as set out in the

relevant legislation or industrial award o Employer superannuation contributions.

State Legislation - Australian Apprentices are also covered by state or territory legislation such as anti-discrimination laws and Occupational Health and Safety laws in the workplace.

Fair treatment - As an Australian Apprentice, you should be treated the same as any other employee and be able to take action if you feel you have been bullied, harassed, discriminated against or your safety has been jeopardised.



Probationary period - The probationary period stipulated in the Australian Apprenticeship Training Contract allows your employer to assess you before taking you on permanently. You may still be entitled to notice of termination under the relevant award, enterprise agreement, or National Employment Standards during the probationary period.

Age - The minimum age for an Australian Apprenticeship varies across State and Territory. Please contact your local State or Territory Training Authority for specific information on age requirements. There is no upper age limit. Participation in Australian School-based Apprenticeships requires the consent of the parent or legal guardian and the school.

Number of Australian Apprentices - There is no limit to the number of Australian Apprentices an employer can employ, as long as adequate supervision and training is provided for each Australian Apprentice. This may require a fixed ratio of supervisors to Australian Apprentices.

Workers' compensation - Australian Apprentices are entitled to workers' compensation. The New South Wales State Government offers exemptions on workers compensation for Australian Apprentices under certain conditions

Anti-discrimination, Equal Employment Opportunities (EEO) and Unfair Dismissal

In this section you will learn about several provisions within the law that protect you and others from harassment, bullying and unfair dismissal.

It is important that organizations work towards ensuring the absence of discrimination, harassment and bullying in the workplace and creating an environment where merit is recognised and applied fairly and equitably.

Anti-discrimination and equal opportunity (EO)

Equal opportunity is your right to be treated fairly in public life regardless of your personal characteristics.

People at some time in their life may think they haven't had a fair go. Sometimes this kind of treatment is against the law.

Anti-discrimination laws set out your rights and responsibilities to treat people as equals.

Discrimination - direct discrimination occurs when a person is denied a benefit or an opportunity on the grounds of a personal characteristic, such as sex, age and race.

Indirect discrimination occurs when a seemingly harmless policy, rule or practice has a discriminatory effect against a group of people, e.g. height restrictions, or...

Sex

Parental status

Race

Impairment/disability

Political belief or activity

Lawful sexual activity

Marital status

Pregnancy or breastfeeding



Age

Religion

Trade Union activity

Sexual harassment is any form of unwanted, unwelcome or uninvited sexual behaviour or language, which is or might be offensive, humiliating, intimidating or embarrassing.

Sexual harassment can take various forms and be obvious or indirect, physical or verbal like:

Unwelcome physical touching

Sexual or suggestive comments, jokes or innuendo

Unwelcome requests for sex

Intrusive questions about a person's private life

The display of sexually explicit material e.g. screen savers, posters

Unwanted invitations

Staring or leering

Sex based insults or taunts

Offensive communications e.g. phone, letters, email or fax

But I didn't mean any harm. It doesn't matter what your intentions were. What may determine whether it is sexual harassment or not, is whether the person was offended or humiliated by your behaviour.

Harassment /bullying is repeated, less favourable treatment of a person by another or others in the workplace, which may be considered inappropriate workplace practice. It includes behaviour that intimidates, offends, degrades or humiliates a worker, possibly in front of co-workers, clients or customers.

Overt bullying can include:

Physical violence and threats

Shouting and swearing repeatedly at others

Rages, particularly over trivial matters

Humiliating others in public

Insults and name calling

Persistent criticism

Teasing

Covert bullying can include:

Practical jokes

Taking credit for someone else's work

Deliberately sabotaging or impeding work performance

Using authority to block opportunities for others

Constantly changing targets or work guidelines

To ensure a workplace free from harassment/bullying:

Treat everyone with respect

Be supportive of others

Be assertive (as opposed to aggressive)

Build trust and confidence

Give recognition where it's due



Rights and Responsibilities - everyone has the right to a workplace free from discrimination, harassment and bullying. If you are harassed or bullied:

Tell the offending person to stop, that their behaviour is unacceptable and not to do it again.

Report the behaviour

Be frank and open with the person investigating the claim.

Unfair dismissal

All employees in Australia are protected from unlawful termination.

Unlawful: o A sacking is unlawful if it is based on certain grounds, including

discrimination on the basis of a worker's race, colour, sex, age,

or pregnancy, religion or membership of a union.

o The inclusion of age as a ground for discrimination means that

it may be illegal for employers to force the retirement of an

employee.

o A sacking is also unlawful if it is based on temporary absence

from work because of injury or illness, maternity or parental

leave, or the carrying out of voluntary emergency activities.

o Sacking because of a workers refusal to negotiate, make, sign,

extend, vary or terminate an AWA is also unlawful.

Unfair: o Because workers whose employers employ less than 100 workers are exempt from unfair dismissal

laws are only protected against unlawful dismissal. Even those whose who are covered may be fired

for genuine operational reasons. Genuine operational reasons include economic, technological,

structural or similar matters relating to the employers business.

o If a worker is covered by a state agreement though, they are still protected from unfair dismissals. A

dismissal is unfair if it is found to be harsh unjust or unreasonable.

Harsh, Unjust or Unreasonable: o All employers must have a valid reason if they are terminating the employment of a worker, and it is

up to the employer to prove that their reason for dismissal was fair.

o The dismissal of a worker is unfair, and therefore against the law, if it is found to be "harsh, unjust,

or unreasonable".

o To prove that a sacking was not unfair it must be shown that the sacking was based on a worker's

conduct, capacity (performance of their work), or the operational requirements of the employer.

o Workers must also be given an opportunity to respond to allegations about their conduct or

performance

Exclusions: o Other than the workers we have already discussed there are also others who are not able to argue

that their sacking has been unfair. The following workers fit into this category:

- seasonal workers (Federal);

- employees engaged under a contract of employment for a specified period;

- employees on probation;

- apprentice or trainee;



Procedural Fairness: o As well as the need for sackings to be for valid reasons, most awards also set out the procedure which

must be followed. For instance, most awards have provisions requiring an employer to give worker

three warnings in regard to their conduct or performance, prior to dismissal. The employer must also

show that the worker has had an opportunity to improve their conduct or performance.

o Do you know the procedure which must be followed to comply with not only our State award but

also your companys policy?

Remedies: o When a worker believes their dismissal was unfair or unlawful they can apply for their case to be

heard in the Australian Industrial Relations Court or Industrial Relations Commission. The majority of

unfair dismissal matters are resolved through conciliation between workers, unions and employers

in the Commission.

o If a claim for unfair dismissal is not resolved through conciliation, but is found to be unfair, the

Industrial Relations Commission may arbitrate for reinstatement. In other words, the judge will tell

the boss that they must give the worker their job back. If reinstatement is not practicable, the

Industrial Relations Court may order compensation to be paid to the worker.

Safe work methods and practices

All organisations in the construction industry must meet requirements for safe work. These

requirements are outlined in a variety of federal, state and territory government legislation and

regulations. Some of the requirements could include:

Work health and safety (WHS) Acts and Regulations

Duty of care

Australian standards, national safety standards and codes of practice

Industry specific occupational health and safety standards and guidelines

Health and safety representatives, committees and supervisors

Licences, tickets or certificates of competency

National Code of Practice for Induction Training for Construction Work

Job Safety Analysis (JSA) and Safe Work Method Statements (SWMS)

WHS Requirements

Every workplace must ensure that management and workers adhere to appropriate State/Territory/Commonwealth legislation, Australian Standards, Work Health and Safety legislation. Work health and safety (WHS), also known as Occupational Health and Safety (OHS), is about ensuring safe and healthy working conditions, and preventing illness and injury in the workplace. Appropriate management of WHS will also minimise the risks of the escalation of an incident to a major emergency. How do you know what safety requirements apply to your workplace? There are a range of codes of practice, safety standards, regulations and insurance impacts that affect the workplace. Each workplace will have different WHS requirements that must be met. At the most basic level your employer is required to provide a safe workplace. It is important that you at least become familiar with the legislated requirements applicable to your industry sector and your state. The following key elements of the WHS legislation will impact the way you do your job, and the responsibilities of your workplace:



Each State and Territory has its own WHS Acts. You can easily access your relevant state legislation on the internet.

WHS Representatives

Health and safety committee (HSC) a group established under the WHS Act that facilitates cooperation between a PCBU and workers to provide a safe place of work. The committee must have at least 50 per cent of members who have not been nominated by the PCBU that is workers or HSRs.

Health and safety representative (HSR) a worker who has been elected by a work group under the WHS Act to represent them on health and safety issues. They:

represent their work group members in matters relating to work health and safety at the workplace

monitor risk control measures put into place at the workplace to protect their work group members

investigate complaints from their work group members relating to work health and safety, and

inquire into anything that appears to be a risk to the health or safety of work group members.

Guidance documentation

Standards

Standards are published documents setting out specifications and procedures designed to ensure products, services and systems are safe, reliable and consistently perform the way they were intended to. They establish a common language which defines quality and safety criteria. Standards can be guidance documents including:

Codes of Practice

Codes of Practice provide practical guidance on how to meet the standards set out in the WHS Act and the WHS Regulation. Codes of Practice can be used as evidence in legal proceedings to provide information on how a hazard or risk can be controlled or managed and to determine what was reasonably practicable in the circumstances discussed. They can also be referred to by an inspector when issuing an improvement or prohibition notice.

However, Codes of Practice are not mandatory and a duty holder may choose to use some other way to achieve compliance. Compliance with the WHS Act and the WHS Regulation may be achieved by following a method that is not set out in the Code of Practice. However, this other method must provide an equivalent or higher standard of work health and safety than suggested by the Code of Practice.



Safe Work Practices

As mentioned previously every construction worker has obligations or a duty of care in regards to health and safety at the workplace. It is important that you have a basic knowledge of common safe working practices for the protection of yourself and others.

Safe work practices include:

day to day observation of WHS policies and procedures

emergency procedures

risk assessment

use of basic firefighting equipment

relate to:

access to site amenities, such as drinking water and toilets

general requirements for safe use of plant and equipment

general requirements for use of personal protective equipment and clothing

housekeeping to ensure a clean, tidy and safer work area

no drugs and alcohol at work

preventing bullying and harassment

smoking in designated areas

storage and removal of debris.

Under the WHS Regulations, a person conducting a business and undertaking is responsible for providing access to facilities at their workplace and a safe working environment. For example, a principal contractor for a construction project can be responsible for putting these arrangements in place to ensure compliance at the workplace.

Safe work instructions

Information regarding Work Health and Safety issues can come from a number of sources:

Construction Documentation and Plans

This might include information about the sequence that construction on a project may follow and as such one may be able to identify hazards that will exist. It may include looking at government or council standards and how these will be employed at a given stage of construction.

Engineers or designers may have also included notes and instructions on how construction should occur and these should be followed.

Construction Safety Plans

A documented plan for the workplace can assist the principal contractor to manage relevant workplace health and safety obligations. A principal contractor must prepare a WHS management plan before construction work starts.

Note the following from the Safe Work Australia CONSTRUCTION WORK Code of Practice:



What is a WHS management plan?

A WHS management plan sets out the arrangements to manage work health and safety

on a construction project. The intention of a WHS management plan is to ensure the risks

associated with a complex construction project are managed, as there are usually many

contractors and subcontractors involved and circumstances can change quickly from day to day.

The WHS management plan must be in writing. It should be easily understood by workers

(including contractors and subcontractors). It may not be necessary to communicate the entire

WHS management plan to all workers, however, they must be made aware of the parts that

are applicable to the work they are carrying out.

Preparing a WHS management plan

The level of detail required for a WHS management plan will depend on how complex the

workplace is (in particular, the number of contractors at the workplace at any one time) and the

risks involved in the work.

The WHS management plan prepared by the principal contractor must include:

the names, positions and health and safety responsibilities of all persons at the

workplace whose positions or roles involve specific health and safety responsibilities in

connection with the construction project

the arrangements in place between any persons conducting a business or undertaking

at the workplace for consultation, cooperation and coordination of activities in relation

to compliance with their duties under the WHS Act and Regulations

the arrangements in place for managing any work health and safety incidents that

occur

any site-specific health and safety rules and the arrangements for ensuring that all

persons at the workplace are informed of these rules, and

the arrangements to collect and assess, monitor and review the SWMS.

The WHS management plan may include the following information:

details of the person commissioning the construction work, for example their name,

ABN (if available) and address

details of the principal contractor

details of the construction project, for example address of the workplace, anticipated

start and end date and a brief description of the type of construction work that the

WHS management plan will cover

details on how contractors and subcontractors will be managed and monitored,

including how the principal contractor intends to implement and ensure compliance

with the WHS management plan such as checking on the performance of contractors

and subcontractors and how non-compliance will be handled



details on how the risks associated with falls, falling objects and any high risk

construction work that will take place on a construction project will be managed.

It may also include information on:

the provision and maintenance of a hazardous chemicals register, safety data sheets

and hazardous chemicals storage

the safe use and storage of plant

the development of a construction project traffic management plan

obtaining and providing essential services information

workplace security and public safety

ensuring workers have appropriate licences and training to undertake the construction

work.

Safe Work Method Statements

A safe work method statement (SWMS) is a document that:

lists the types of high risk construction work being done

states the health and safety hazards and risks arising from that work

describes how the risks will be controlled, and

describes how the risk control measures will be put in place and maintained.

A SWMS must be prepared prior to high risk construction work being undertaken at the workplace.

When developing a SWMS the following must be taken into consideration:

the circumstance at the workplace that may affect the way in which the high risk construction work is carried out, and

on a construction project, the WHS management plan prepared by the principal contractor.

The SWMS must:

identify work that is high risk construction work

specify hazards relating to the high risk construction work and risks to health and safety associated with those hazards

describe the measures to be implemented to control the risks, and

describe how the risk control measures are to be implemented, monitored and reviewed.

Job Safety Analysis (JSA)

A Job Safety Analysis is essentially the same documentation and process as a Safe Work Method Statement however; a Safe Work Method Statement is often a general overview of how a construction activity must be carried out. A JSA is often used by many employers to identify specific hazards or emerging hazards at the start or finish of a given day of work.



Accident, incident and injury reports

As all accidents, injuries and incidents must be recorded by the Principal Contractor of a construction site, information and statistics may be generated from these types or report or form. It will allow you to consider appropriate control measures as well as monitor and review the effectiveness.

Safety Data Sheets

A Safety Data Sheet (SDS), previously called a Material Safety Data Sheet (MSDS), is a document that provides information on the properties of hazardous chemicals and how they affect health and safety in the workplace. For example an SDS includes information on:

the identity of the chemical,

health and physicochemical hazards,

safe handling and storage procedures,

emergency procedures, and

disposal considerations.

The SDS should always be referred to when assessing risks in the workplace.

The WHS Regulations require the manufacturer or importer of a hazardous chemical to prepare an SDS for the chemical. Additionally, a supplier must provide the manufacturer or suppliers current SDS for the hazardous chemical on first supply to a workplace and upon request.

Licences and certificates of competency

Licences

Under the WHS Regulations certain types of work and facilities require licensing. These include:

asbestos removal and clearance

high risk work

demolition work, and

major hazard facilities (MHF).

High-risk construction work means any of the following:

construction work where there is a risk of a person falling two metres or more

construction work on telecommunications towers

construction work involving demolition

construction work involving the disturbance or removal of asbestos

construction work involving structural alterations that require temporary support to prevent collapse

construction work involving a confined space

construction work involving excavation to a depth greater than 1.5 metres

the construction of tunnels

construction work involving the use of explosives

construction work on or near pressurised gas distribution mains and consumer piping

construction work on or near chemical, fuel or refrigerant lines

construction work on or near energised electrical installations and services

construction work in an area that may have a contaminated or flammable atmosphere

tilt-up and precast concrete construction work



construction work on or adjacent to roadways or railways used by road or rail traffic

work on construction sites where there is any movement of powered mobile plant

construction work in an area where there are artificial extremes of temperature

construction work in, over or adjacent to water or other liquids where there is a risk of drowning, and

construction work involving diving.

The Commonwealth, state and territory work health and safety regulators issue licences in their jurisdiction.

Competency based training and assessment

Competency based training is an approach to vocational education and training that places emphasis 77uon what a person can do in the workplace as a result of completing a program of training or based on workplace experience and learning.

Ideally, progress within a competency based training program is not based on time. As soon as students have achieved or demonstrated the required competency, they can move to the next competency. In this way, students may be able to complete a program of study much faster.

What is a unit of competency?

The competency standards in a Training Package describe work outcomes. Each unit of competency describes a specific work activity, conditions under which it is conducted and the evidence that may be gathered in order to determine whether the activity is being performed in a competent manner.

National standards define the competencies required for effective performance in the workplace. A competency comprises the specification of knowledge and skill and the application of that knowledge and skill at an industry level, to the standard of performance required in employment. Units of competency can be either industry or enterprise based.

What is competency based assessment?

Assessment is the process of collecting evidence and making judgments on whether competency has been achieved. The purpose of assessment is to confirm that an individual can perform the standard expected in the workplace, as expressed in the relevant endorsed competency standards.

Where does Recognition of Current Competencies (RCC) fit in?

Existing and new employees may already have skills and knowledge that will enable them to gain a competency without taking part in a whole training program. The skills and knowledge may have been gained through study, self tuition, work or life experience. It is unlikely that a person would be awarded a qualification i.e. a set of competency units, based on Recognition of Current Competency.

Skills recognition is the acknowledgment by a Registered Training Organisation that an employee has gained an appropriate level of skill and knowledge that would have otherwise been developed through undertaking training.



Skills and knowledge obtained could have been attained through:

Prior formal training or study including courses at school, college, adult education and training programs at work.

Work experience including paid and volunteer work.

Life experience including skills attained through leisure pursuits such as musical, mechanical or linguistic abilities.

Registered Training Organisations generally apply skills recognition in two ways:

Recognition of current competencies, previously referred to as recognition of prior learning.

Credit transfer.

Recognition of Current Competencies recognises prior knowledge and experience and measures it against the competency units in which students are enrolled. The student may not need to complete all of a training program if he or she already possesses some of the skills and/or knowledge taught.

Workers (new and existing) who want their knowledge and skills recognised under Recognition of Current Competencies need to provide the Registered Training Organisation with evidence of their competency and undertake the assessment process. Registered Training Organisations take previous experience and study into account whether it was achieved in Australia or overseas.

Some Registered Training Organisations may be reluctant to offer Recognition of Current Competencies services to staff seeking a qualification. It is a good idea to link Recognition of Current Competencies and training together.

Credit transfer

Credit transfer allows students to count relevant, successfully completed study, through study at TAFE Institutes, registered training providers, professional organisations or enterprises and universities, towards a qualification.

It works in two ways:

Students receive credit for competency units they have previously completed and are exempt from retaking them, therefore reducing the study load.

Students are exempt from certain introductory units but are still required to complete the total credit points or hours for the course.

What is a Statement of Attainment (SOA)?

An Australian Qualifications Framework Statement of Attainment is a record of recognised learning which, although falling short of an Australian Qualifications Framework qualification, may contribute towards a qualification outcome, either as partial completion of a course leading to a qualification, attainment of competencies within a Training Package, or completion of a nationally accredited short course which may accumulate towards a qualification through Recognition of Prior Learning processes.



National Code of Practice for Induction for Construction Work

This Code of Practice provides guidance to persons working in the general and residential construction sectors on the types of induction training that may be needed to provide construction workers with an awareness and understanding of common hazards on construction sites and how they should be managed.

What OHS training is needed in the construction industry?

The construction industry involves people working in a dynamic and ever-changing environment. Hazards and risks change frequently on a site as construction work progresses and as workers move from project to project. A large majority of the industrys workforce is employed by sub-contractors who undertake work on many different sites managed by different contractors, and often within different sectors of the industry.

The instruction and training required to ensure people can work safely on construction sites needs to recognise the pattern of employment and the way the construction industry operates. Therefore, three types of OHS induction training may be required:

General induction provides persons entering the construction industry with a basic knowledge of requirements under OHS laws, the common hazards and risks likely to be encountered on construction sites and how these risks should be controlled.

Site induction provides information and instruction to anyone engaged on a particular construction site with a knowledge of the contractors rules and procedures for site safety, emergency management, the supervisory and reporting arrangements and other site-specific issues.

Task-specific induction provides information and instruction to anyone undertaking a particular construction activity of the risk factors and control measures relating to that task.

This Code of Practice provides guidance on these three types of OHS induction training

Who does the Code of Practice apply to? This Code is relevant for all persons involved in construction work, including:

Persons with control of construction projects (e.g. principal contractors, project managers, main contractors, builders, employers, self-employed persons)

Persons with control of construction work (e.g. employers, self-employed persons, principal contractors, main contractors, sub-contractors)

Persons carrying out construction work (e.g. employees, contractors, labour-hire workers) The National Standard for Construction Work provides for the following exceptions where OHS induction training is not required:

Visitors to a construction site who are accompanied by a person who has received occupational health and safety induction training, and

Persons temporarily at a construction site to deliver plant, supplies, materials or services where a risk assessment indicates that any risks to persons can be controlled through other measures (such as implementing visitor management plans, restricted access to low-risk areas, visitor sign-in/out procedures etc).



What does the law require? OHS legislation places a duty of care on all employers to take all reasonably practicable steps to provide and maintain a working environment that is safe and without risk to health. This duty includes a specific obligation to provide employees with the necessary training, instruction, information and supervision to enable them to work safely.



Accept responsibility for own workload

Introduction

Accepting responsibility for you own workload is an essential part of employment in any industry.

Accepting responsibility includes planning and establishing priorities, completing activities on time

and reporting problems in accordance with workplace policies and procedures. Accepting

responsibility also includes identifying problems when they occur and making contingency plans.

Knowing and understanding your personal responsibilities is the first step to meeting those

responsibilities. The major responsibility workers also have is keeping themselves and other people

safe at all times.

Daily planning and scheduling is the key to meeting workplace and workload responsibilities.

Knowing the standard of work that is expected, the activity procedures and the time lines for the

activity allows you to tailor your workload to achieve the best possible result.

Planning work activities and establishing priorities and deadlines

By planning your activities or creating a schedule, you can contribute to team priorities and deadlines.

For example, imagine the plumbing at a house needs to be finished. You are asked to complete the trenching.

By planning your activities with others, everyone knows it will take you one hour to trench the ditch. Your team members know they have one hour to complete any pre-pipe laying activities. Once you have finished trenching you can assist with pipe laying activities.

The skills needed to plan and prioritise your workloads and set reasonable deadlines include:

Literacy skills such as reading and writing (the plan of task)

Numeracy skills such as measuring and calculating

Communication skills including active listening and speaking

Organisational skills such as planning and prioritising

Learning and practicing these skills is critical to your success in any industry, with construction being

no exception.

One of the ways of developing these skills is by taking notes about your work activities and the amount

of time taken to complete each activity. You can refer to these notes when you need to make accurate

estimates of the amount of time it will take to do the task next time.



Activity 3

1. Create a plan or schedule for your daily work or study. Verify that your schedule provides details of the following information:

Tasks in order of priority

Deadlines or time lines of sequences of the task

A list of team member activities if they impact your task

2. Write one sentence explaining why it is important to plan and prioritise your work.

Completing planned work to the standard expected

Work plans are essential to ensure the activities are completed:

To the required standard

To the required timeframe

Using the organisations guidelines, policies or procedures

Your supervisor/trainer or site manager will be able to tell you the required standard for your workplace. You can also check in your organisational policies and procedures manuals.

Workplaces have guidelines, directions and specifications for activities which are used to make sure the activity is completed to the most appropriate standards for the task.

All tasks will have different specifications or standards depending on the individual component tasks and activities that are undertaken. These may take the form of a published document from a government agency, documentation internal to your organisation or simply a set of plans.

A major expectation of all workplaces is the use of personal protective equipment. PPE is designed and used to protect workers against injury.

Some forms of PPE can be:

Hard hats, caps

Ear muffs, ear plugs

Dust masks, respirator

Safety goggles, glasses

Overalls, jackets, high-vis shirts

Gloves

Steel capped boots (leather or rubber)

PPE must be worn if an employer has provided it for use when undertaking work and has provided training and maintenance

Standards of work are used for workplace pay rates in some workplaces. You can speak with your supervisor/trainer if you are unsure of the standard of work you are expected to comply with.



Activity 4

1. Write one sentence explaining why it is important to complete you work activities according to the

standards expected by principal employer supervisor/trainer.

2. List 3 types of PPE that you have to use when involved in building a simple timber structure.

Personal protective equipment What or why is this equipment used

Variations and difficulties affecting performance or quality requirements

Occasionally variations and difficulties occur in the workplace. These can be variations to specifications, standards, work requirements or quality requirements. Variations can also occur because of amendments to:

Australian standards

Company quality policy and standards

Manufacturer specifications

Workplace operations and procedures Usually, variations occur with quality procedures and plans. These quality procedures and plans vary

depending upon the workplace, the tasks or activities or other workplace specific factors.

Example: You are working on a building site. The manufacturers specifications require roofing

insulation batts with a rating of R5, but they are unavailable. Therefore, batts with a rating of R4 with

added foil insulation are used instead. A variation report would need to be created for this.



To identify if a variation has occurred, you need to access the information that details the required

standards that need to be met. Some of this information includes:

Sketches, diagrams, signs, memos material safety data sheets, safe work procedures

Instructions issued by authorised organisational or external personnel

Manufacturer specifications and instructions

Work specifications, requirements and plans

Regulatory and legislative requirements, Australian standards and building codes

Work bulletins (union) and schedules

Written, verbal or graphical instructions

Variations should always be communicated and agreed upon by the affected parties especially the clients. Unsupported variations can result in customers not paying or more serious contracts being lost.

Australian Standards

Standards

Standards are published documents setting out specifications and procedures designed to ensure that products, services and systems are safe, reliable and consistently perform the way they were intended to. They establish a common language that defines quality and safety criteria. Standards are practical and set achievable goals. They are based on sound industrial, scientific and consumer experience and are regularly reviewed to ensure that they keep pace with advances in technology. Purpose of Standards Standards are developed for a number of purposes, including:

1. Voluntary or mandatory applicationsStandards that specify requirements to achieve at least the minimum objectives of safety, quality or performance of a product or service.

2. Regulatory complianceStandards that are used to specify minimum least-cost solutions to technical requirements expressing characteristics, performance and design criteria compatible with the function of legislation.

3. Contractual purposeStandards that serve as purchasing specifications or technical conditions of contract between two parties.

4. GuidanceStandards that may be intended for educational purposes and which include recommendations, or administrative or project management procedures. In general, these Standards will not be adopted in either legislation or contract specifications.

On their own, Standards have no legal status and no requirement for compliance by manufacturers, consumers or the public, hence the term voluntary Standard. However, a Standard may be cited (called up) in legislation, or written into a commercial contract, when it becomes part of that legislation or contract.



Quality

Quality Management System (QMS) Quality management can be defined as the total of activities and decisions performed in an organisation to produce and maintain a product with desired quality levels against minimal costs. A QMS can therefore be defined as management of a system to ensure quality product. Quality Assurance Quality Assurance, or QA for short, refers to a procedure for the systematic monitoring and evaluation of individual aspects of a production line, process, service, or facility to ensure that standards of quality are being met. Two key principles characterise QA: fit for purpose (the product should be suitable for the intended purpose) right first time (mistakes should be eliminated). QA includes regulation of the quality of raw materials, assemblies, products and components, services related to production, and management, production and inspection processes. It is important to realise also that quality is determined by the intended users, clients or customers, not by society in general; it is not the same as expensive or high quality. Even goods with low prices can be considered quality items if they meet a market need. QA is more than just testing the quality of aspects of a product, service or facility, it analyses the quality to make sure it conforms to specific predetermined standard. Quality Control Quality control is the testing of completed products to uncover defects, and reporting to management who make the decision to allow or deny the release of the product within the broader Quality Management System.

Manufacturer

The term manufacturer is defined broadly under the Australian Consumer Law (ACL) to include both the actual manufacturer, as well as certain entities who are deemed manufacturers for the purposes of the Act. As a result, it is possible to have multiple manufacturers of the same good. For example, the actual manufacturer (based outside Australia) can be made a party to proceedings brought by a consumer against the Australian importer (who is deemed to be a manufacturer for the purposes of the ACL). Under the ACL, a manufacturer includes a person who:

produces goods;

holds themselves out to the public as a manufacturer of goods;

allows their name, brand or mark to be applied to goods;

allows another person to hold them out as a manufacturer of goods; or

imports goods into Australia, where the manufacturer of the goods does not have a place of business in Australia.



Consumer Guarantees

Guarantees relating to the supply of goods

Acceptable quality

Under the ACL, where a person supplies goods to a consumer (except by way of auction), there is a guarantee that the goods are of acceptable quality. Goods will be considered to be of acceptable quality if they are as:

fit for all the purposes for which

goods of that kind are commonly

supplied; and

acceptable in appearance and

finish; and

free from defects; and

safe; and

durable; as a reasonable consumer fully acquainted with the state and condition of the goods (including any hidden defects of the goods), would regard as acceptable having regard to:

the nature of the goods; and

the price of the goods (if relevant); and

any statements made about the goods on any packaging or label

any representation made about the goods by the supplier or manufacturer of the goods; and

any other relevant circumstances relating to the supply of the goods.

Workplace Operations and Procedures

Workplace procedures are used to provide employees with approved methods of carrying out

particular tasks.

One way of writing up a workplace procedure is to use the format of a Safe Operating Procedure, or

SOP. This can be posted up on a laminated page near the machine. Some companies also use SOPs to

verify that the operator has been trained in that procedure by asking them to sign a copy, which is

then kept in their personnel file.

More complex safety procedures can be documented in the form of a Job Safety Analysis (JSA), also

referred to as a Safe Work Method Statement (SWMS). The layout of these documents makes it easier

to show multiple tasks and include the responsibilities of different personnel.

Particular types of procedures are included in the company's Policies and Procedures Manual. These

include tasks such as housekeeping, machine isolation and reporting faults. Some of these are also

reproduced in the Employee Induction Manual, so that new employees can be made aware of them

before they start work.



Communicating the need for additional support

Occasionally you need to ask for help or support to complete a work task.

You need to be honest with yourself to recognise if you need assistance and be specific about the type of help you need. By knowing your abilities and the task expectations you can judge if assistance is required.

Some tasks you could need assistance with include:

Manual-handling tasks

New tasks

Unusual tasks

Tasks requiring skills you dont have yet

Tasks that require equipment you dont have

Any tasks where training is required

Sometimes it is hard to know when to request assistance. Monitoring your activities makes it easier

to know if you need assistance. Things to monitor include:

Deadlines - will you be finished on time?

Safety and hazards - is it safer to do the task with help?

Efficiency - will be more efficient with help?

Expertise - do you have enough knowledge and experience to do the job properly?

Licenses and permits - do you have the correct licenses and permits?

When seeking assistance, use your communication skills. Make sure you provide information clearly and be specific about the type of assistance you require.

Each organisation may have specific requirements for seeking assistance or support. These processes could include asking for help verbally or using request forms.

When you need assistance speak with your team members, supervisor, training coordinator, quality assurance officer, safety officer, site manager or other designated person.

Communication is a very important employability skill and you can develop/improve by asking questions, clarify information and listen to team members as to what they have to say about the matter.



Work in a team

Team contributions and site goals

Planning is essential regardless of your job role or responsibilities because as a worker you are part of a group or team. This might be a small team of two, or a large team such as a company or an organisation.

It is very rare for someone to work completely alone. Even in the most isolated of situations where you may be physically alone there is still a work plan, a communication process and an emergency response process.

As a member of a team it is very important to realise that the actions of every individual will impact on the team as a whole. Quite simply, the way you work affects everyone else. Think about how you would feel if you worked with someone who showed the following habits:

disorganised

late

does not bring the correct tools and equipment

does not use safety gear

leaves the workplace in a mess

cannot be communicated with, because they have not turned on the radio or mobile

does not finish a job (manage their workload) in the designated time, thus holding everyone else up

In every workplace situation and on every workday, a person who is truly an effective worker will endeavour to:

Take time and resource constraints into account in fulfilling work requirements.

Contribute actively to the team and the appropriate work outcomes.

Encourage, acknowledge and act upon constructive feedback.

Identify their responsibilities and duties in relation to workgroup members and undertake activities in a manner that promotes cooperation and good relationships.

Communicate appropriately with others about work issues.

Provide support to team members to ensure workgroup goals are met.

Share information relevant to the work with co-workers.

Site goals are the tasks that need to be completed onsite for the activity or project to be considered successful. These goals may be as simple as completing the unloading of the truck, to finishing the building on time and on budget. Knowing and understanding your site goals is an important first step to achieving them. You can identify these goals through:

Talking to your supervisor

Reading plan sheets

Referring to organisation policies and procedures



Teams contribute to site goals by achieving the tasks and activities assigned to the team.

To achieve these tasks and activities it is important that the team works well together and has a good understanding of the tasks assigned to them, as a whole and as individuals. If any member of the team is unsure of the goals and tasks of the team, the team leader must explain how the task or activity meets the goal of the team.

Activity 5

Select a typical day in your workplace. Consider all of the aspects that may impact on your workplace effectiveness and how you can contribute to productive outcomes.

List you

learner guide cpcccm1012a

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