The eleventh psychosocial hazard that is listed in Safe Work Australia’s Model Code of Practice on Managing Psychosocial Hazards at Work is “violence and aggression”.

Why is violence and aggression a psychosocial hazard?

This hazard involves violence or threats of violence from other workers including workers of other businesses as well as customers, suppliers, contractors, patients, inmates or clients. It includes assault and other aggressive behaviour like yelling or physically intimidating.

Some questions that you might ask to assess whether there are any low job control related psychosocial hazards in your workplace include:

• Do your people provide care or services to people who are distressed, confused, afraid, ill, affected by drugs or alcohol or receiving unwelcome or involuntary treatment?
• Are your people engaged in enforcement activities as police or prison officers or parking attendants or security guards or government compliance inspectors?
• Do your people work in high crime areas?
• Do people work in workplaces that handle high value or restricted items or ones that are restricted in movement or poorly lit?
• Are people working alone, in isolation or in a remote area with a limited ability to call for help?
• Do workers’ jobs require them to work in the community or in peoples’ homes or in any other unpredictable environment where another person may pose a risk to the worker?
• Does work involve employees interacting with customers or other people face-to-face or online or by phone?
• Are there any service methods or policies that cause or escalate frustration, anger, misunderstanding or conflict?

This list is not exhaustive and while we have based these posts on the model code produced by Safe Work Australia, there can be differences in the specific details for each State or Territory. So you need to check that in the jurisdiction in which your workplace lies.

Need help?

Give us a call on 0438 533 311 to arrange your free first consultation to see how we can help with advice and support on this or any other HR matter.

The next psychosocial hazard that is listed in Safe Work Australia’s Model Code of Practice on Managing Psychosocial Hazards at Work is “poor physical environment”.

Why is poor physical environment a psychosocial hazard?

This hazard involves workers who are exposed to unpleasant, poor quality or hazardous working environments or conditions. Some questions that you might ask to assess whether there are any psychosocial hazards arise from a poor physical environment in your workplace include:

• Do people have to work on hazardous tasks or in hazardous conditions (eg in working with or near unsafe machinery or hazardous chemicals)?
• Do people perform demanding work while wearing uncomfortable personal protective or other equipment (eg equipment that is poorly fitted, heavy or reduces visibility or mobility)?
• Do workplace conditions such as poor lighting, high noice or uncomfortably high or low temperatures affect workers’ concentration or ability to complete tasks?
• Are there any unpleasant work conditions such as poorly maintained or inadequate amenities, unpleasant smells or loud music?
• Is any equipment poorly maintained so that it has become unsafe or noisy or it vibrates?
• Do work-related accommodation, facilities and amenities contribute to worker fatigue because they are noisy, uncomfortable or prevent workers from getting enough sleep?

This list is not exhaustive and while we have based these posts on the model code produced by Safe Work Australia, there can be differences in the specific details for each State or Territory. So you need to check that in the jurisdiction in which your workplace lies.

Need help?

Give us a call on 0438 533 311 to arrange your free first consultation to see how we can help with advice and support on this or any other HR matter. 

The ninth psychosocial hazard that is listed in Safe Work Australia’s Model Code of Practice on Managing Psychosocial Hazards at Work is “remote or isolated work”.

Why is remote or isolated work a psychosocial hazard?

This hazard involves: 

1. Work that is isolated from the assistance of other persons because of the location, time or nature of work.
2.  Working in environments where there are long travel times, poor access to resources, or communications are limited and difficult. 

Some questions that you might ask to assess whether there are any low job control related psychosocial hazards in your workplace include:

• Does the job involve a long commute to the worksite?
• Are there significant delays in being able to enter or exit the worksite (eg prisons, tower cranes, confined spaces)?
• Do employees work away from the usual workplace (e.g. working in clients’ homes, offsite or from home)
• Is there limited access to resources because supplies are delivered infrequently or there are significant delays in delivery of extra necessary equipment?
• Is there limited access to recreational opportunities or opportunities to escape work issues (eg when living in workers’ accommodation in remote areas)?
• Is life balance, access to support networks and the ability to meet family responsibilities compromised by working and living remotely?
• Is there anyone who just works on their own (eg a lone worker on a night shift)?
• Is there limited access to reliable communications and technology because of inadequate infrastructure or signals or because systems are offline?

This list is not exhaustive and while we have based these posts on the model code produced by Safe Work Australia, there can be differences in the specific details for each State or Territory. So you need to check that in the jurisdiction in which your workplace lies.