Posted By clare coles
Hi

We have a manual which we issue to staff with all our Company policies in. Upon receipt of the manual they have to sign a form saying that they have received this. I was informed by someone in H&S that they should sign saying that they had READ the manual/policies as by not doing so contravenes the HASAW act etc etc.

I have looked through my various books but cannot find the correct wording saying something like "failure to do so would mean you contravene the HASAW act , and then explain the actual part of the act.

Can anyone help me, and let me know which part of the act this applies to?

Many thanks for any help offered
Clare

Posted By holmezy
Clare,

in an ideal world it would be great to get everyone to read the Companies policies and proceedures,,,,,

The HASAWA requires that you inform and bring to the attention of your employees, the Company H+S statement, which is usually a one page document saying how you are "going to look after people". This is usually found in the foyer or reception, with copies on notice boards etc. The policies and proceedures usually go into more detail and could be a folder or more thick, so to expect each employee to read ALL of this is possibly unreasonable. However, you should give them an individual copy, (or as a minimum measure give them access to a copy within the company). Its like alot of things in the world, its not being able to recite the proceedures, but knowing where to look for that information.
To be expected to ensure that all employees actually read the policies would be unreasonable.

One way of trying to encourage them to read the bumf is to do weekly quizzes, with perhaps a small prize.

Holmezy

Posted By Ian G Hutchings
Clare

I agree with Andy.

The most effective way I have found is to just pull out the most critical points. You (not the H&S person, but you as in the director/manager/supervisor) sits down with a small group of people and talks through these points. It has to be verbally communicated. Example: take the policy or whatever the document is and ask 'what does this mean to you?' and 'what can we do in our business/area/production line/office to ensure this is implemented?'

Producing reams and reams of paper may be necessary to get the ISO and other ticks in the box. You then should take out only what is pertinent and communicate this verbally. This is then reiterated by managers and discussed during observations/inspections to test whether it has sunk in. If nothing changes and there is no visible improvement, then the system/procedures are not effective.

I would get the 'legal stuff' squared away by ensuring that these discussion/briefings are recorded and people sign their agreement to comply.

Ian

Posted By Brian John Abbs
Clare
H+S policy can/should be included in the staff induction.

Pros
-It demonstrates to the new employee that your organisation has a positive safety culture.
-It doesn't necessarily have to be signed for if your company has a policy of 100% staff induction.
-It means the policy will be verbally communicated

Cons
-Unfortunately this approach will not help catch up with existing employees.

BJ

Posted By Dave West
I have just wrote my new company's policy and there is no way i would expect everybody to read it. Our statement will be displayed on notice boards and at reception and What i have just done is produced a leaflet which has some of the main points of the policy including their responsibilities and this will be put inside their wage slips. It also directs them to the main policy if required. I Just haven't decided if it is possible to get them to sign for it.

Dave

Posted By Adrian Watson
As people have stated you need to bring the policy, organisation and arrangements for the implementation of the policy to the attention of employees.

Best practice is to do this at induction and at relevant points in training. Signing the safety policy merely proves that a person has signed to say they have read it; it does not prove that they have read it and it definitely does not mean that they understand it!

To prove that they have read it you have to test the persons knowledge; to test understanding you have to show that they know what it means in practice and that they can apply it. This means that you have to observe what is going on in the workplace and record good and bad practices. Most people record the bad and forget about the good - that is bad technique as it extinguishes good practices and reinforces an adversarial attitude.

Regards Adrian