Browsing: Workplace safety legislation, regulations, standards and codes | Page 109

As NSW transitions OHS prosecutions away from the Industrial Relations Commission, the ACT has started the process of establishing an Industrial Court to deter unsafe work practices.

The Federal Government has hit back at claims from BHP and others that current OHS and anti-discrimination laws provide the most effective mechanisms for eradicating workplace bullying, saying thousands of bullying victims would disagree.

A worker who defied his employer's safety principles in moving a locomotive without authorisation has had his unfair dismissal claim rejected, after the Fair Work Commission found he knowingly put the safety of his co-workers at risk.

Some test and tag requirements and safety restrictions placed on apprentices will be removed under a proposal to reduce the administrative burden of Queensland's electrical safety regulations.

Regulator explains how to reduce EWP and slip risks; Lack of support for ACT injury-reduction plan a "setback" for workers; New national maritime safety regulator to operate from July; and FWC appoints new vice presidents.

Waterfront employers that obey the model WHS Act will not face additional compliance costs with the introduction of the Code of Practice on managing stevedoring risks, the Maritime Union of Australia has stressed at rallies today.

Anti-discrimination package shelved as new Bill introduced; South Australia's average premium rate for 2013-14 announced; and New OHS ministers appointed in Western Australia and Northern Territory.

A workplace bully has been defined - in the Fair Work Amendment Bill introduced to Parliament this morning - as an individual (or group of individuals) who "repeatedly behaves unreasonably towards" a worker or a group of workers, creating a risk to health and safety.

PM promises bullying-related Fair Work change by July; New regulations for dependants of dust-disease victims begin soon; Rail Safety National Law Bill introduced in Victoria; and Road Safety Remuneration rules take effect.

Employers should have a formal process for receiving prohibition and improvement notices and determining whether to have them reviewed, according to Norton Rose Lawyers partner Barry Sherriff.