Document ID: chunk:federal_register_of_legislation:F2024L01380:reg:9:p18
Version: federal_register_of_legislation:F2024L01380
Segment Type: reg
Provision Reference: reg 9 (pt 18/36)
Character Range: 149498–153050

support programs.
                                                         -          Implement procedures for providing support after traumatic events (e.g. provide counselling and professional support).
                                                         -          Train supervisors on responding to trauma and where they can get assistance.
The worker                                               -          Ensure recruitment and selection practices incorporate a realistic job preview so applicants are aware the role has the potential to expose them to trauma.
                                                         -          Monitor the health of your workers following traumatic events, or when dealing with traumatic materials, using processes developed in consultation with workers.
                                                         -          Provide training to workers so they understand their role, know how to respond effectively, and know where to access advice and assistance during a traumatic event.
                                                         -          Provide training to workers who may be exposed to traumatic events or have a role in supporting workers who are exposed, so they can recognise signs and symptoms of stress and ensure they know where and how to access support.
                                                         -          Monitor and support workers following traumatic events (e.g. are there any changes to their behaviours or increased absenteeism).
                                                         -          Provide employee assistance programs and encourage workers to use them.

Remote or isolated work

Note: Some of these examples of hazards may not create psychosocial risks on their own but may do so if combined with other hazards. Some hazards may only create risks on their own when severe. Consider all hazards present and the circumstances to determine what is reasonably practicable to manage the risks.

Remote or isolated work may include:

    -          working in locations requiring long commutes to work sites
    -          significant delays to entering or exiting the worksite (e.g. prisons, tower cranes or confined spaces)
    -          limited access to resources (e.g. supplies are delivered infrequently or there are significant delays in getting additional equipment if needed)
    -          limited access to recreation or opportunities to escape work issues (e.g. living in workers' accommodation in remote areas)
    -          reduced access to support networks and lower capacity to meet family commitments (e.g. fly-in fly-out or offshore work)
    -          working alone (e.g. lone workers on night shift)
    -          working away from the usual workplace (e.g. working in clients' homes, offsite or from home)
    -          where there is limited access to reliable communication and technology (e.g. no phone reception or IT systems are frequently offline), and
    -          difficulties or long delays accessing help in an emergency (e.g. community nurses in remote areas, working in underground mines).

Controlling remote or isolated work

You must manage the risks associated with remote or isolated work, including providing effective communication with the worker carrying out remote or isolated work.

The Code of Practice: Managing the workplace environment and facilities provides information on how the risks associated with remote or isolated work can be controlled including information on:

    -