1. May/June 2014

2. AGENDA 1.Welcome and introductions 2.Participant achievements and challenges 3.Disability Safe Project Update 4.Incident report form and Benchmarking 5.Drug and Alcohol policies 6.Pre-employment health assessments 7.Ageing workforce and implications for workers compensation and ongoing fitness for work 8.Premium renewal assistance/advice 9.Future planning

3. Disability Safe Project Update E-learning modules under development Workplace bullying – workers and managers Slip/trip/fall awareness Infection control Food safety Drug and alcohol awareness Medication safety Benchmarking exercise Ongoing training courses

4. Incident reporting and investigation Discussion on definition of incident Discussion on current report practices Discussion on investigation practices Benchmarking

5. Drug and alcohol Legislation WHS Act general duty of PCBU WHS Act duty of worker and others Road and traffic rules Disability Standards Fair Work Act

6. Hazard Identification and Risk Assessment Driving duties Placing clients at risk e.g. use of hoists, provision of correct medications Availability of drugs in particular Job stress causes Workplace culture Isolation from family and friends Shift work, hours of work

7. Control Strategies Policy with supporting procedures – outlining reasoning and aim of policy Education & awareness Supporting procedures: Identification of impaired person and dealing with them Self-assessment Information and training Induction Confidentiality EAP/counselling Work sponsored functions Testing Prescribed medicines Disciplinary actions

8. What to test for?? For effective deterrence people need to believe they will be tested at any time and the consequences are certain and swift Consider the costs of testing programs and the likely benefits – cost of identifying a single drug user estimated at $77,000. More likely to pick up recreational users rather than chronic users Likelihood of shifting from cannabis to methamphetamine due to it having a shorter biological life so less easily detected but greater risks. Drug testing does not identify impairment How do you identify impairment and how do you respond?

9. Quality practice in addressing drug and alcohol issues Consultation Universal application – aids acceptance Organisation specific – take into account nature of workplace, character of workforce, particular conditions and environments within organisation Comprehensiveness – address all drug related safety issues – manufacture, possession, use, sale and distribution and articulate circumstances when consumption can occur Instructions and procedures – guidelines for managing intoxicated persons, info on treatment and counselling and disciplinary action for problematic AOD use

10. Quality practice cont. Drug testing – should be one element in a comprehensive, evidence-based AOD program Gradual and informed – use effective change management including clear and timely communication Publicity – understand rationale, nature and practical implications of policy using variety of communication strategies Information dissemination, education and training – raise awareness, define roles and responsibilities and enhance capacity of all to implement Evaluation – gauge if objectives met and aids compliance and accountability and feedback to improve

11. Possible Behaviour Observations Unexplained absences Medication errors Isolation from peers Slurred speech Mood changes Lack of concentration Unsteady gait Frequent runny nose Change in grooming Weight gain or loss Decreased judgement Frequently arriving late or leaving early Inappropriate laughter Hyperactivity or hypoactivity

12. PRE-EMPLOYMENT ASSESSMENTS Purpose Place and maintain employees in a work environment adapted to physiological and psychological capacities Only 1.7% of examinations result in diagnosis considered to be significant Fitness for work determined by physical demands Economic considerations Evidence shows not cost-effective in relation to potential financial liability No significant effect on employee longevity, workers compensation claims experience of utilisation of health-care resources Psychological testing Mental health dysfunction reported to be related to absenteeism, long-term sickness and early retirement and second largest cause of work-related problems

13. Recommendations Eliminate pre-employment physical examination – complete a medical history form and do a job demands analysis Eliminate pre-employment drug screening – insufficient evidence to suggest cost effective – look at previous work history instead Assess to ensure that you fit jobs to abilities and provide extra training as required

14. Ageing workforce and compensation entitlements Weekly payments and retirement: if an injury occurs before retiring age, a worker may be entitled to weekly payments until reaching retiring age if an injury occurs after reaching retiring age, a worker may be entitled to weekly payments in the period up to 12 months after the first date of incapacity. Medical expenses for 12 months after retirement or cessation of payments.

15. Premium Renewal Advice You need to obtain: claim estimate reports, cost of claim reports, premium projection reports Determine if there are any claims needing action prior to June 30. NDS can provide: Complex Claim Management Support Assistance with RTW Coordination and Injury Management Review of cost of claims and claims estimate reports and advice regarding strategies to reduce the costs Insurer/Agent Management Obtaining premium forecasting from workers compensation Insurer/Agent Assistance to access WorkCover NSW scheme incentives such as small employer safety discount and return to work discount