Document ID: chunk:federal_register_of_legislation:F2024L01380:reg:9:p19
Version: federal_register_of_legislation:F2024L01380
Segment Type: reg
Provision Reference: reg 9 (pt 19/36)
Character Range: 152771–156336

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:

    -          workplace layout and design
    -          communication systems
    -          buddy systems
    -          movement records, and
    -          training information and instruction.

Intrusive surveillance

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.

Intrusive surveillance may include:

    -          unreasonable levels of supervision.
    -          excessive monitoring of work tasks or breaks.
    -          tracking calls made and movements made by workers (using CCTV and trackable devices) for the purpose of work performance monitoring (as opposed to safety or other purposes).
    -          GPS monitoring of workers' geographical location or movement in company vehicles for the purpose of work performance monitoring (as opposed to safety or other purposes).

Controlling intrusive surveillance

Note: These are examples only. You must identify and implement control measures that eliminate or minimise the risks in your workplace, so far as is reasonably practicable.

Job/work design                       -          Consult with employees when developing performance-monitoring systems and procedures for reviewing and monitoring employees
                                      -          Develop a clear policy on appropriate monitoring that is not excessive or punitive.
                                      -          Consult with employees about the use of satellite tracking systems or devices and the purpose of the tracking and limits for privacy purposes.
                                      -          Develop team-based targets which help build effective teams and allow the measurement of team performance against organisational goals.
Physical environment                  -          Design a workplace environment where private conversations can be held and ensure confidential information is kept secure.
Safe work systems and procedures      -          Ensure supervisors understand their role in supervising workers.
                                      -          Ensure managers are competent supervisors, including providing support and training.
                                      -          Encourage the development of positive working relationships (e.g. invest in team planning and building activities and encourage team discussions).
The worker                            -          Encourage workers to talk to their supervisor or manager early if they have concerns, issues or complaints early about the surveillance methods/tools used to monitor their work performance.
                                      -          Ensure workers understand expectations and performance targets.

Poor physical environment

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.

Poor physical environments