Common use of Work Health and Safety Clause in Contracts

Work Health and Safety. ‌ 13.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 Improve workplace health and safety; 13.2.2 Improve return to work performance; and 13.2.3 Reduce human and workplace costs of injury or illness. 13.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. • Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • Achieving continuous improvement, and best practice, in occupational health and safety, and injury management performance. • Implementation and continuous improvement of monitoring and reporting systems. • Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 The employer acknowledges the benefits both to the organization and individual employees gained through employees having a balance between their work and personal life. 13.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements), the individual, group of individuals, or Union concerned may first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads.

Work Health and Safety. ‌ 13.1 17.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 17.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from returning employees to work in order tosupport of: 13.2.1 Improve 17.2.1 Improving workplace health and safety; 13.2.2 Improve 17.2.2 Improving return to work performance; and 13.2.3 Reduce 17.2.3 Reducing human and workplace costs of injury or and illness. 13.3 17.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • : (a) Ensuring understanding of the importance of systematically managing OHS WHS in all work activities and workplaces through consultative processes. • . (b) Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • . (c) Achieving continuous improvement, and best practice, in occupational workplace health and safety, safety and injury management performance. • . (d) Implementation and continuous improvement of monitoring and reporting systems. • . (e) Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • . (f) A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • . (g) Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • . (h) Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 17.4 The employer acknowledges parties acknowledge the benefits both to the organization agencies and individual employees gained through employees having a balance between their gained through work/life balance, managing reasonable workloads and the effective management of overtime. Consideration will be given to WHS and consultation undertaken when change impacts the work and personal lifeundertaken by employees. 13.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require 17.5 If an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 If an individual or group of individuals employees believe that there an instruction, policy or procedure is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)not reasonable, the individualemployee, or group of individuals, employees or applicable Union concerned may can first raise the allocation with issue at the local management level, and if applicable seek to have the allocation issue reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can alleged unreasonable instruction, policy or procedure. 17.6 These provisions; 17.6.1 do not exclude consultation provisions referred to in Clause 34 of this Enterprise Agreement; and 17.6.2 are to be managed without creating unreasonable workloadsread in conjunction with the applicable legislation.

Work Health and Safety. ‌ 13.1 52.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 52.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 (a) Improve workplace health and safety; 13.2.2 (b) Improve return to work performance; and 13.2.3 (c) Reduce human and workplace costs of injury or and illness. 13.3 52.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • : (a) Ensuring understanding of the importance of systematically managing OHS WHS in all work activities and workplaces through consultative processes. • . (b) Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • . (c) Achieving continuous improvement, and best practice, in occupational health and safety, safety and injury management performance. • . (d) Implementation and continuous improvement of monitoring and reporting systems. • . (e) Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • . (f) A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • . (g) Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • . (h) Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 52.4 The employer acknowledges the benefits both to the organization organisation and individual employees gained through employees having a balance between their work and personal life. 13.4.1 52.5 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 52.6 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 52.7 A Chief Executive may require an employee to work overtime: 13.4.3.1 (a) If the work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 (b) If, due to an emergency or immediate service delivery need, it has is not been possible to provide reasonable notice. 13.4.4 52.8 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)work, the individual, group of individuals, or Union concerned may can first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 52.9 These provisions do not exclude consultation provisions referred to in Clause 10 of this Enterprise Agreement.

Work Health and Safety. ‌ 13.1 14.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 14.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 a) Improve workplace health and safety; 13.2.2 b) Improve return to work performance; and 13.2.3 c) Reduce human and workplace costs of injury or illness. 13.3 14.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. • Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • Achieving continuous improvement, and best practice, in occupational health and safety, and injury management performance. • Implementation and continuous improvement of monitoring and reporting systems. • Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 14.4 The employer acknowledges the benefits both to the organization and individual employees gained through employees having a balance between their work and personal life. 13.4.1 14.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 14.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 14.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 a) If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 b) If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 14.4.4 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)work, the individual, group of individuals, or Union concerned may can first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads.

Work Health and Safety. ‌ 13.1 19.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 19.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 19.2.1 Improve workplace health and safety; 13.2.2 19.2.2 Improve return to work performance; and 13.2.3 19.2.3 Reduce human and workplace costs of injury or illness. 13.3 19.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: •  Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. •  Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. •  Achieving continuous improvement, and best practice, in occupational health and safety, and injury management performance. •  Implementation and continuous improvement of monitoring and reporting systems. •  Development and implementation of more flexible “return to work” options aimed at improving return to work performance. •  A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. •  Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. •  Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 19.4 The employer acknowledges the benefits both to the organization and individual employees gained through employees having a balance between their work and personal life. 13.4.1 19.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 19.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 19.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 19.4.3.1 If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 19.4.3.2 If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 19.4.4 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements), the individual, group of individuals, or Union concerned may first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 19.5 Agencies will provide associations and relevant unions with a report identifying current Health and Safety Representatives in workplaces. The report will be updated annually and as requested throughout the life of the Agreement. The provision of this information must be consistent with the Information Privacy Principles and constrained to relevant information only. MENTAL HEALTH FIRST AID TRAINING 19.6 The parties agree that a program to provide mental health first aid training to employees covered by this Enterprise Agreement will be established within five months of approval of this Enterprise Agreement. 19.6.1 The employer will facilitate the participation of employees (up to the total number of Health and Safety Representatives (HSR) and First Aid Officers at the workplace) in two-day accredited Mental Health First Aid (MHFA) training programs at the employer’s expense. 19.6.2 HSRs and First Aid Officers will be given priority to participate in the MHFA training, where appropriate. 19.6.3 Public sector agencies will facilitate the release of participating employees to attend the MHFA training, subject to operational and business requirements, including employees from regional and remote locations. 19.6.4 The training of participating employees under this provision is to be completed within the life of this Enterprise Agreement. 19.6.5 Participating employees must be released to participate in the training as soon as practicable following their selection to undertake the training, subject to operational and business requirements.

Work Health and Safety. ‌ 13.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 13.2.1.1 Improve workplace health and safety; 13.2.2 13.2.1.2 Improve return to work performance; and 13.2.3 13.2.1.3 Reduce human and workplace costs of injury or illness. 13.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: •  Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. •  Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. •  Achieving continuous improvement, and best practice, in occupational health and safety, and injury management performance. •  Implementation and continuous improvement of monitoring and reporting systems. •  Development and implementation of more flexible “return to work” options aimed at improving return to work performance. •  A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. •  Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. •  Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 The employer acknowledges the benefits both to the organization and individual employees gained through employees having a balance between their work and personal life. 13.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements), the individual, group of individuals, or Union concerned may first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads.

Work Health and Safety. ‌ 13.1 40.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 40.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 40.2.1 Improve workplace health and safety; 13.2.2 40.2.2 Improve return to work performance; and 13.2.3 40.2.3 Reduce human and workplace costs of injury or and illness. 13.3 40.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • : (a) Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. • . (b) Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • . (c) Achieving continuous improvement, and best practice, in occupational health and safety, safety and injury management performance. • . (d) Implementation and continuous improvement of monitoring and reporting systems. • . (e) Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • . (f) A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • . (g) Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • . (h) Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 40.4 The employer acknowledges the benefits both to the organization organisation and individual employees gained through employees having a balance between their work and personal life. 13.4.1 40.5 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 40.6 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 40.7 A Chief Executive may require an employee to work overtime: 13.4.3.1 40.7.1 If the work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 40.7.2 If, due to an emergency or immediate service delivery need, it has is not been possible to provide reasonable notice. 13.4.4 40.8 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)work, the individual, group of individuals, or Union concerned may can first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 40.9 These provisions do not exclude consultation provisions referred to in Clause 10 of this Enterprise Agreement.

Work Health and Safety. ‌ 13.1 43.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 43.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 (a) Improve workplace health and safety; 13.2.2 (b) Improve return to work performance; and 13.2.3 (c) Reduce human and workplace costs of injury or and illness. 13.3 43.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • : (a) Ensuring understanding of the importance of systematically managing OHS WHS in all work activities and workplaces through consultative processes. • . (b) Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • . (c) Achieving continuous improvement, and best practice, in occupational health and safety, safety and injury management performance. • . (d) Implementation and continuous improvement of monitoring and reporting systems. • . (e) Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • . (f) A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • . (g) Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • . (h) Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 43.4 The employer acknowledges the benefits both to the organization organisation and individual employees gained through employees having a balance between their work and personal life. 13.4.1 43.5 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 43.6 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 43.7 A Chief Executive may require an employee to work overtime: 13.4.3.1 (a) If the work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 (b) If, due to an emergency or immediate service delivery need, it has is not been possible to provide reasonable notice. 13.4.4 43.8 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)work, the individual, group of individuals, or Union concerned may can first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 43.9 These provisions do not exclude consultation provisions referred to in Clause 10 of this Enterprise Agreement.

Work Health and Safety. ‌ 13.1 16.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer Employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislationthe principles of the Work Health and Safety Act 2012 as expressed in the Occupational Health, Safety and Welfare Policy adopted by the Presiding Officers and Joint Parliamentary Service Committee on 28 May 2009. 13.2 Agencies 16.2 The parties will have regard to the Commissioner for Public Sector Employment’s guidelines in relation to the elimination of workplace harassment and bullying. 16.3 The Employer will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties, notwithstanding the sitting hours of both Houses of Parliament. 16.4 The parties will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 : • Improve workplace health and safety; 13.2.2 ; • Improve return to work performance; and 13.2.3 and • Reduce human and workplace costs of injury or illness. 13.3 16.5 The parties will work towards achieving to achieve and maintaining maintain applicable work work, health and safety and injury management standards and practices, including: • Ensuring understanding of the importance of systematically managing OHS WHS in all work activities and workplaces through consultative processes. • Supporting and engendering a safety culture within agencies the organisation that promotes the adoption of safe work practices. • Achieving continuous improvement, and best practice, in occupational work health and safety, and injury management performance. • Implementation and continuous improvement of monitoring and reporting systems. • Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • Participation in pro-active prevention strategies aimed at improving the health, safety and well-well- being of all employees. • Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 16.6 The employer Employer acknowledges the benefits both to the organization organisation and individual employees gained through employees having a balance between their work and personal life. 13.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 16.7 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 A Chief Executive Employer may require an employee to work overtime: 13.4.3.1 : • If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executivegiven; or 13.4.3.2 or • If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 . • If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements), the individual, group of individuals, or Union concerned may first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief ExecutiveEmployer. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 16.8 The Employer will provide associations and relevant unions with a report identifying current Health and Safety Representatives in workplaces. The report will be updated annually and as requested throughout the life of the Agreement. The provision of this information must be consistent with the Information Privacy Principles and constrained to relevant information only. MENTAL HEALTH FIRST AID TRAINING 16.9 The parties agree that the mental health first aid training program established under the South Australian Modern Public Sector Enterprise Agreement: Salaried 2017 will be accessible by request from the Office for the Commissioner for Public Sector Employment. 16.10 The Employer will facilitate the participation of employees (up to the total number of Health and Safety Representatives (HSR) and First Aid Officers at the workplace) in two-day accredited Mental Health First Aid (MHFA) training programs at the Employer’s expense.

Work Health and Safety. ‌ 13.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 Improve workplace health and safety; 13.2.2 Improve return to work performance; and 13.2.3 Reduce human and workplace costs of injury or illness. 13.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: •  Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. •  Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. •  Achieving continuous improvement, and best practice, in occupational health and safety, and injury management performance. •  Implementation and continuous improvement of monitoring and reporting systems. •  Development and implementation of more flexible “return to work” options aimed at improving return to work performance. •  A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. •  Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. •  Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 The employer acknowledges the benefits both to the organization and individual employees gained through employees having a balance between their work and personal life. 13.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements), the individual, group of individuals, or Union concerned may first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads.

Work Health and Safety. ‌ 13.1 14.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 14.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 a) Improve workplace health and safety; 13.2.2 b) Improve return to work performance; and 13.2.3 c) Reduce human and workplace costs of injury or illness. 13.3 14.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: •  Ensuring understanding of the importance of systematically managing OHS in all work activities and workplaces through consultative processes. •  Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. •  Achieving continuous improvement, and best practice, in occupational health and safety, and injury management performance. •  Implementation and continuous improvement of monitoring and reporting systems. •  Development and implementation of more flexible “return to work” options aimed at improving return to work performance. •  A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. •  Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. •  Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 14.4 The employer acknowledges the benefits both to the organization and individual employees gained through employees having a balance between their work and personal life. 13.4.1 14.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 14.4.2 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 14.4.3 A Chief Executive may require an employee to work overtime: 13.4.3.1 a) If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 b) If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 14.4.4 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)work, the individual, group of individuals, or Union concerned may can first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads.

Work Health and Safety. ‌ 13.1 43.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislation. 13.2 43.2 Agencies will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 (a) Improve workplace health and safety; 13.2.2 (b) Improve return to work performance; and 13.2.3 (c) Reduce human and workplace costs of injury or and illness. 13.3 43.3 The parties will work towards achieving and maintaining applicable work health and safety and injury management standards and practices, including: • : (a) Ensuring understanding of the importance of systematically managing OHS WHS in all work activities and workplaces through consultative processes. • . (b) Supporting and engendering a safety culture within agencies that promotes the adoption of safe work practices. • . (c) Achieving continuous improvement, and best practice, in occupational health and safety, safety and injury management performance. • . (d) Implementation and continuous improvement of monitoring and reporting systems. • . (e) Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • . (f) A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • . (g) Participation in pro-active prevention strategies aimed at improving the health, safety and well-being of all employees. • . (h) Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 43.4 The employer acknowledges the benefits both to the organization organisation and individual employees gained through employees having a balance between their work and personal life. 13.4.1 43.5 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 43.6 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 43.7 A Chief Executive may require an employee to work overtime: 13.4.3.1 (a) If the work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executive; or 13.4.3.2 (b) If, due to an emergency or immediate service delivery need, it has is not been possible to provide reasonable notice. 13.4.4 43.8 If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements)work, the individual, group of individuals, or Union concerned may can first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief Executive. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 43.9 These provisions do not exclude consultation provisions referred to in Clause 10 of this Enterprise Agreement.

Work Health and Safety. ‌ 13.1 16.1 The parties are committed to, and acknowledge the mutual benefit to, and responsibility of, the employer Employer and employees for maintaining a safe and healthy work environment in accordance with applicable legislationthe principles of the Work Health and Safety Act 2012 as expressed in the Occupational Health, Safety and Welfare Policy adopted by the Presiding Officers and Joint Parliamentary Service Committee on 28 May 2009. 13.2 Agencies 16.2 The parties will have regard to the Commissioner for Public Sector Employment’s guidelines in relation to the elimination of workplace harassment and bullying. 16.3 The Employer will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties, notwithstanding the sitting hours of both Houses of Parliament. 16.4 The parties will strive to achieve best practice in preventing and minimising workplace injuries, illness and periods of absence from work in order to: 13.2.1 : • Improve workplace health and safety; 13.2.2 ; • Improve return to work performance; and 13.2.3 and • Reduce human and workplace costs of injury or illness. 13.3 16.5 The parties will work towards achieving to achieve and maintaining maintain applicable work work, health and safety and injury management standards and practices, including: • Ensuring understanding of the importance of systematically managing OHS WHS in all work activities and workplaces through consultative processes. • Supporting and engendering a safety culture within agencies the organisation that promotes the adoption of safe work practices. • Achieving continuous improvement, and best practice, in occupational work health and safety, and injury management performance. • Implementation and continuous improvement of monitoring and reporting systems. • Development and implementation of more flexible “return to work” options aimed at improving return to work performance. • A collaborative approach to identifying hazards, assessing risks and implementing reasonable measures to eliminate or minimise those risks. • Participation in pro-active prevention strategies aimed at improving the health, safety and well-well- being of all employees. • Achieving improved outcomes from preventative, rehabilitation and return to work strategies. 13.4 16.6 The employer Employer acknowledges the benefits both to the organization organisation and individual employees gained through employees having a balance between their work and personal life. 13.4.1 In establishing and maintaining a safe and healthy work environment, an agency will not require an employee to have an unreasonable workload in the ordinary discharge of the employee’s duties. 13.4.2 16.7 The employer and agencies recognise that the allocation of work (including new or revised duties) must include consideration of the employee’s hours of work, health and safety. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken beyond an employee’s ordinary hours of work. 13.4.3 A Chief Executive Employer may require an employee to work overtime: 13.4.3.1 : • If work is unavoidable because of work demands and reasonable notice of the requirement to work overtime is given by the Chief Executivegiven; or 13.4.3.2 or • If, due to an emergency or immediate service delivery need, it has not been possible to provide reasonable notice. 13.4.4 . • If an individual or group of individuals believe that there is an unreasonable allocation of work leading to employees being overloaded with work or an employee is unable to access accrued recreation leave as a result of work load (as distinct from operational requirements), the individual, group of individuals, or Union concerned may first raise the allocation with local management and if applicable seek to have the allocation reviewed by the Chief ExecutiveEmployer. The review will address the employees’ concerns and identify how workloads can be managed without creating unreasonable workloads. 16.8 The Employer will provide associations and relevant unions with a report identifying current Health and Safety Representatives in workplaces. The report will be updated annually and as requested throughout the life of the Agreement. The provision of this information must be consistent with the Information Privacy Principles and constrained to relevant information only.