• Pregnancy and Working Guidelines
    That would all depend on the role they are doing and the risks they are exposed to.
  • Position Paper on Cannabis
    This is a really interesting article, and this has always been the issue I have had with drug testing. A failed urine test doesn't necessarily show impairment it just shows the presence of the drug metabolites, so the person has used in the past. Saliva testing is a better proxy, though not the best, but probably the best option we have.

    I think a lot of organisations will closely follow the police road side testing and see what approach they take and go from there.

    It's important that organisations realise they're not their to moralise what their staff do outside of work as long as it isn't affecting their work. An impairment approach is an important way of doing this, it also captures other sources of impairment (fatigue, mental health etc)
  • Safety Glasses for Sikh drivers
    Did you end up finding hard hats?
  • What vaccinations do you give your staff and why?
    At my previous employer we were given Hep A +B, Tetanus, and Diphtheria as we worked with biological materials.
  • Amanda Douglas on cannabis legalisation and drug testing
    Given the current shortcomings or oral fluid testing to meet the cut off levels in the new standard, could an organisation use an oral-fluid test as an initial test for impairment, then follow this up with an evidential urine test in the oral test is non-negative/ shows recent use?
  • Amanda Douglas on cannabis legalisation and drug testing
    Hi Amanda,

    Do you think with the introduction of the AS/NZS 4760:2019 oral fluid testing standard this would have to become the default testing method for post incident/ random testing?
  • Frequency Rates and COVID
    I'm using hours actually worked. It wa easy to work out for our waged staff, but for salary staff I just had to estimate.
  • H&S Health Check
    I would use a pre-qualification company, like Site Wise or Impac Prequal. They're relatively inexpensive and will take a look at your systems in place and identify any gaps you might have.
  • Covid: S5 Hazard Identification
    The higher authority for a New Zealand workplace would be the Ministry of Health (The Director-General of Health, Ashley Bloomfield, has legal authority in New Zealand, while Tedros Adhanom does not) . They're experts on the particular New Zealand situation so they are the organisation that health and safety professionals should be referring to.

    As health and safety professionals it important not to overreach in our scope and ability.
  • Covid: S5 Hazard Identification
    I think this thread is a clear example of where we need to be aware of our knowledge and training limitations. There are instances when all health and safety professionals need to defer to those with a greater understanding and knowledge, in this case the Ministry of Health and following the advice they have given.
  • Hand held infra red thermometer use
    This seems like a very risky approach as you're essentially playing doctor. Additionally if you are the ones sending the worker off work, and to their doctor your workplace must be covering the costs of this (i.e. it can't be coming out of an employee's sick leave entitlements).
  • Coronavirus

    This is an extremely poor response. First aiders are not health professionals, to put them in this position is not a good idea.

    If workers are unwell they should not be at work. It is not up to any employer to second guess this information.
  • Coronavirus
    My question is what is achieved by sharing that graph with your business?

    A pandemic plan should be looking at all possibilities from a few minor cases to a widespread pandemic. Sharing a graph of the current UK situation isn't helpful as the situation could change and the situation in New Zealand may be vastly different (we could have a lot more cases, or a lot less).

    I am guessing the H&S Board aren't infectious disease experts, so they shouldn't be trying to interpret complicated data to inform their plan. Data interpretation should be left to the experts and our responses should be shaped on their advice for the specific New Zealand situation.
  • Coronavirus
    Showing graphs like that is absolutely scaremongering. There are only five confirmed cases in New Zealand, and two suspected cases. We're nothing like the UK at this stage, and while we might get there there's no point in harmful speculation like that.

    I agree businesses should be planning for an outbreak (a good business will have a pandemic plan prepared already) but a lot of that will be going on behind the scenes by the senior management. The only thing that should be shared with employees is official advice (Ministry of Health updates) and the aspects of the pandemic plan that affect the workers directly.

    Knowledge is power, but incorrectly applied knowledge is scaremongering.
  • Docu-Dramas
    Air Crash Investigations (sometimes called Mayday) is really good. Most full episodes are available on YouTube. Sometimes I'll watch it before a long flight. :lol:

    Another good resource is the United States Chemical Safety and Hazard Investigation Board YouTube Channel. It's primarily focused on hazardous substance incidents, but it's a really good resources and they take an indepth look at how incidents occur.
  • KPI's
    There's no way to answer this question without a greater understanding of the role. Is it desk based? Field based? What industry? etc
  • Engineering control to eliminate mobile phone use in vehicles?
    How would this work with features like hands free/ Bluetooth/ Android Auto? How would it detect a driver's phone vs. a passenger's phone?

    One of the biggest issues is the lack of deterrent, there isn't enough enforcement and the fine for use is minuscule.
  • Scissor Lift question

    If you take a look at WorkSafe's Mobile Elevated Platform Best Practice Guideline it says:

    "Use an appropriate harness system if someone could fall from the MEWP. Secure the harness to a certified anchor point within the MEWP." In practice for this we require a harness to be used at all times when operating a MEWP, and you must be attached to the anchor point whenever the MEWP is moving, or going and down.

    Section 3.3 of the document goes into more detail also
  • Drug testing: time to abandon it being limited to safety-sensitive areas only?
    With random drug testing it is important to balance people's rights to privacy, and safety concerns in the workplace. With the introduction of the oral-fluid testing standard in 2019 some of the privacy concerns are remedied as the period of time the testing covers is reduced.

    I think if management are expecting their workers in safety sensitive roles to undergo random drug and alcohol testing, they themselves should also sign up for the testing as a means of leading my example. From a health and safety perspective I can't see how subjecting staff in non-safety sensitive roles to random drug and alcohol testing can be justified, this seems like it would come under a performance issue and should be dealt with that way on a case by case basis.