ࡱ>  RhbjbjAA 8++K_]RR$ $ $$$$$$8$%<$C&.'(V'V'V'(((ŠĊĊĊĊĊĊ$%׏z$((((($$V'V'h)))(L$V'$V'")(Š))^:cV'QeF )n`40C`Q)(Qh:c:cQ$dx&(()((((()(((C((((Q(((((((((R `#: HEALTH & SAFETY REFORMS WHAT IS CHANGING AND WHAT DO THE CHANGES MEAN FOR SPORT? UPDATE FEBRUARY 2015 Key information It is likely that the new Health and Safety at Work Act will not pass through Parliament until the second half of this year. There will be a further period of some months between when the Bill is passed and when it comes into force to make sure everyone is aware of their responsibilities under the new law. Yes, there will be changes and they are outlined below as far as we currently understand them. However if your organisation has good practice health and safety processes under the current law then you should not have significant issues when the new laws come into force. The area of volunteers and voluntary bodies will be considered by the select committee and we think changes are likely. As soon as there is further information in this area we will communicate to the sector. In general it would be prudent to use 2015 to ensure you have good health and safety practices so that you are unlikely to face major upheaval under the new law. Overview A new Health and Safety at Work Act, aimed at substantially reducing work-related harm in New Zealand, will come into force in 2015 (expected in the third quarter). The Bill is still at the Select Committee stage and this timing and the content of the Bill may therefore change. The Government is looking to change New Zealand's workplace health and safety culture, and for the leaders of organisations to drive that change. As a part of this, board members, chief executives and some other senior managers will have a new 'due diligence' responsibility to help ensure their organisation's facilities and activities are safe. If these duties are breached, the organisation's leaders can be held personally liable and will face significant penalties. Alongside these changes, gaps and inconsistencies in the current legislation will also be addressed to ensure that all modern workplaces, work activities and working relationships are covered. Organisations with strong health and safety practices will not need to make significant changes. However, it is important that organisations, and their leaders, take this opportunity to review their processes to ensure that they have good systems and structures in place, and that they are followed in practice, documented where appropriate and reviewed regularly. There will also be changes in some of the detail (e.g. accident reporting), which organisations will need to understand and comply with, and new regulations will also be drafted to cover specific matters. As well as legislative change, the government has established a new regulator, WorkSafe New Zealand, which has published two new sets of best practice guidelines one for Boards on governance and one on workplace bullying. The following briefly summarises the reforms, and directs you to where you can find more detailed information. As with all health and safety matters, the precise steps you need to take very much depend on your organisation's specific circumstances. There is no 'one template'. It is important that all organisations take note of the changes. While organisations that undertake inherently or especially dangerous activities, such as adventure tourism, will need to take particular care and seek specialist advice, there are risks in all sports and organisations that can cause death or serious illness or injury. What will stay the same? In 2008, a 21 year old English tourist, drowned in the Kawarau River. She was riding a body board in the Kawarau rapids with a river boarding company. She was trapped under water for 20 minutes by a rock until another operator's boat carrying ropes arrived and freed her body. The Court found that the company failed to take all practicable steps by: not moving to another part of the river when the water level dropped failing to ensure the river guides carried and were trained to industry standards in the use of throw bags, ropes, knives and other safety equipment failing to have available and use a guide or equipment to block the hazard, provide safety cover and assist in the rescue of a trapped person Issues were also raised about the safety briefing. Initially, the director was charged personally, but the charges were dropped when the company pleaded guilty.The company was fined $66,000 ($33,000 for each charge) and ordered to pay $80,000 reparation to the family. While the wording in the final legislation will change, fundamentally, the obligation on organisations to do everything they reasonably can to keep people safe will not change. As stated above, organisations with strong health and safety practices should not need to make significant changes. The current obligation is to 'take all reasonably practicable steps' to prevent people from being harmed in the workplace or as a result of the organisation's activity. There are also more specific duties aimed at employees (e.g. to eliminate, isolate and minimise hazards). Under the new Act, there will be a duty to 'ensure health and safety' so far as is reasonably practicable across all workplaces and activities. This means that the organisation must: eliminate risks to health and safety so far as is reasonably practicable if this is not reasonably practicable, minimise those risks so far as is reasonably practicable. The meaning of what is 'reasonably practicable' wont change for practical purposes. It will still be a case of balancing the nature and extent of the particular risk against the costs and practicalities of protecting against that risk. The balance will continue to be weighted heavily in favour of health and safety. Remember that accidents are looked at in hindsight, and that, when death or serious injury or illness has occurred, cost seldom justifies a decision not to do something that could have prevented it. For costs to be relevant when assessing what is reasonably practicable, they will need to be 'grossly disproportionate' to the risk (this is the case law currently, but will be included in the new Act). What will change? The new Act will be worded and structured differently. The aim is to ensure that all modern workplaces, work activities and working relationships are covered, and that some of the gaps and inconsistencies in the current legislation are addressed. For instance: The primary duty holder will be a 'person conducting a business or undertaking' (a 'PCBU'). The reference here to a 'person' means the entity conducting the business or undertaking, ranging from sole traders to large companies, and includes incorporated and unincorporated organisations. 'Business' and 'undertaking' aren't defined, but most sports organisations will be PCBUs, including clubs, NSOs, RSOs, RSTs and other organisations that operate events or facilities. ('Volunteer associations' will not be PCBUs, so wont have the same duties - see below under 'Volunteer and unincorporated associations'). There are new and important obligations for 'officers' of PCBUs (see below under Officers). The definitions of 'worker' and 'workplace', and the duties that apply for each, will be amended so that the duty to ensure health and safety covers all work that is being or has been undertaken, and all areas where people work or are working. If you manage or control a sports ground that is a workplace, you will be responsible for ensuring (to the extent reasonably practicable) that workers are not harmed while they are working at the ground, and that other people are not harmed from the work carried out, or by anything arising at the ground. Primarily you will be responsible while work is being undertaken at the ground. Even so, organisations need to think more broadly about health and safety. The extent of your responsibility will depend on the work that is being done and the extent of control that you have over the work and the workplace. For example, the grass cutting contractor will not be responsible for structural issues in the stadium, but might be responsible for an accident that arises as a result of leaving equipment out. As under current law the organisation that hired the grass cutting contractor may also be responsible if it did not undertake checks to ensure that the contractor was a responsible operator, and that facilities and systems were in place to ensure that people did not come into contact with the machinery. The current exemptions for sports or recreation clubs who use volunteers to undertake work will cease to apply, although changes are possible (see below under 'Volunteers'). Obligations to ensure health and safety will apply to PCBUs who design, supply, manufacture, install, construct or commission plant (equipment), structures or substances for use in a workplace. The obligations that apply currently to notify WorkSafe of serious harm accidents will change as a result of the new definition 'notifiable event'. It is important to understand what must be notified, as it will be an offence not to immediately notify a notifiable event. The relevant definitions can be found in clauses 18 to 20 of the Bill at  HYPERLINK "http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976660.htmlhere" http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976660.html. Where multiple people have a duty in relation to the same matter, there will be a specific duty to consult, cooperate with and coordinate activities (e.g. multiple clubs organising and participating in an event). The current obligations to involve workers in health and safety matters will be extended. There will be specific obligations on PCBUs to consult workers (including contractors and volunteers). PCBUs may, or may be required to, hold elections for health and safety representatives and/or establish health and safety committees. The aim is to ensure that there is good worker participation and involvement in health and safety matters across the organisation. Workers' rights to cease or refuse to carry out unsafe work remain and there is a new right for trained health and safety representatives to direct unsafe work to cease. Officers The new Act will impose a duty on officers to exercise 'due diligence' to ensure that the PCBU complies with its duties. This is a significant change from the current law. While there is scope currently for personal liability, it is relatively rare. It is unlikely that there will be a raft of personal prosecutions when the new law takes effect, but the Government has sent a clear signal that there will be change, and it is likely that there will be examples of individual officers being prosecuted and held personally liable when the new Act takes effect. This is more likely to affect officers who have taken no or inadequate steps to understand and implement their new responsibilities. 'Officer' is defined, and includes board members (of companies, incorporated societies, trusts etc), and other people who make decisions that 'affect the whole, or a substantial part of the business or undertaking, (for example a chief executive)'. 'Due diligence' is also defined and will require officers to take reasonable steps to: understand the PCBU's operations and associated hazards ensure that the PCBU has, and implements, appropriate health and safety processes ensure that these processes are sufficiently resourced and that their use is monitored and verified. We recommend that all officers read the Good Governance Practices Guideline for Managing Health and Safety Risks published by the Ministry of Business Innovation and Employment and the Institute of Directors  HYPERLINK "https://www.iod.org.nz/Publications/Healthandsafety.aspx%20" https://www.iod.org.nz/Publications/Healthandsafety.aspx . These guidelines apply now and should be implemented. All boards should have, as part of the board charter, a policy setting out the board's role in leading health and safety, and appoint at least one person on the board or a sub-committee who takes the lead on health and safety. Boards are responsible for determining high level health and safety strategy and policy which managers are required to implement. This strategy and policy must take into consideration all those affected by the organisations activities, not just workers. Board responsibility however, does not stop with the issuing of strategy and policy as they should also ensure that it is implemented effectively. They do this by holding management to account through processes of policy and planning, delivery, monitoring and review. Volunteers A number of submissions around volunteers have been made to the select committee considering the new legislation. Given the strength of these submissions, we think changes are quite likely. The following advice is based on current drafting. Individuals Volunteers who are 'working' for a PCBU can be liable in the same way that employees and other workers can be liable for failing to follow reasonable instructions and policies, or to take reasonable care that people aren't harmed as a result of their work. Officers voluntary and remunerated Officers who are volunteers (ie who are acting on a voluntary basis, whether or not they receive out-of-pocket expenses) will have a duty under the Act to exercise due diligence, but will not be held personally liable under the Act for breaching that duty because of an express exemption. If the Chair receives a payment that is not simply an allowance to cover expenses, and is the only person remunerated on the board, then the Chair will be personally liable, but the other board members will not. Sports and recreation clubs As noted above, the current exemptions for sports or recreation clubs who use volunteers to undertake work will cease to apply. So, if you are a club running a cycling event and have volunteers working as marshals, you will be responsible for their safety as if they were your employees (as well as for the safety of the athletes and public out on the road). In this case, the need for an authorised traffic management plan becomes essential, together with appropriate briefings and the use of appropriate equipment. In practice this probably does not represent a significant change, though legally the responsibility will be more direct. Volunteer and unincorporated associations This advice is intended primarily for partners who are legally constituted entities and have employees. Volunteer and unincorporated associations will have their own special categories under the new Act. Relatively few sports organisations will fall into these categories and the precise scope of their legal obligations will depend on the particular circumstances. It is noteworthy that 'volunteer associations' will not be PCBUs, so will not have duties under the new Act, and neither will their officers. A 'volunteer association' (at this stage) is a group of volunteers working together for a community purpose, so long as none of the volunteers employs any person to carry out work for the association. The use of employ is intended to mean to employ in the literal sense, and will not apply to contract work. This may assist some event organisers if they dont employ people. We will continue to monitor this area as further information becomes available. In the short term, volunteer or unincorporated associations may wish to do their own research or seek advice. As a starting point, relevant provisions in the Bill can be found at  HYPERLINK "http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976849.html" http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976849.html (volunteer associations) and  HYPERLINK "http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976933.html" http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976933.html (unincorporated associations). Liability A breach of the new Act is an offence (as is the case currently). A person or organisation does not need to act intentionally or recklessly to be liable. It is sufficient that the person or organisation failed to meet their obligations. Most penalties will increase under the new Act. The most serious offending will have a maximum penalty of $3 million for a body corporate (a six-fold increase), and $600,000 and five years' imprisonment for individuals (a three year increase to the prison term and $100,000 increase to the maximum fine). Most often, fines are imposed for serious harm accidents where the person or organisation fails to comply with the Act, but did not do so deliberately or recklessly. The maximum fine currently for this sort of offence is $250,000, though they tend to be much lower in practice. Under the new Act, the maximum fine for this sort of offence will be $1.5 million for organisations. For individuals it will be $150,000 and for officers $300,000. Again, actual fines will be much lower in practice. Note that you cannot insure against fines, and it is illegal for an organisation to compensate individuals for any fine they have to pay. Insurance is available however to cover legal costs and reparation (effectively Court-ordered compensation). Regulations and guidelines New regulations and guidelines to cover specific activities and forms of business will be introduced over time the reforms are intended as a 'package'. A discussion document has been released so that regulations can be brought in at the same time as the Act. Sports organisations will probably only be affected by the proposed workplace management and worker participation regulations, which largely clarify current obligations. For example, the document signals that there will be obligations to make adequate provision for trained first-aiders, first aid facilities and equipment. What 'adequate' provision means for your organisation will depend on the particular circumstances. The document also covers areas such as: Information, training, instruction and supervision General workplace facilities Emergency plans Personal protective equipment and clothing Remote or isolated work The employment of young people You can access the document at  HYPERLINK "http://www.mbie.govt.nz/about-us/consultation/development-of-regulations-to-support-the-new-health-and-safety-at-work-act" http://www.mbie.govt.nz/about-us/consultation/development-of-regulations-to-support-the-new-health-and-safety-at-work-act. New guidelines have been introduced already. We have referred above to the Good Governance Practices Guideline for Managing Health and Safety Risks published by the Ministry of Business Innovation and Employment and the Institute of Directors  HYPERLINK "https://www.iod.org.nz/Publications/Healthandsafety.aspx%20" https://www.iod.org.nz/Publications/Healthandsafety.aspx . WorkSafe has also published Best Practice Guidelines on Preventing and Responding to Workplace Bullying  HYPERLINK "http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/bullying-guidelines" http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/bullying-guidelines. Someone in your organisation should review these and consider whether workers and members should be advised about them, what measures you have in place to address bullying and stress related harm, and whether you should develop a policy consistent with the guidelines. What should sports organisations do? Regardless of how good you think your practices are, take the opportunity to review and identify hazards, and to review your health and safety practices across all of your premises, facilities and operations. Document the reviews and the improvements made, and communicate what you've done throughout your organisation. This is an opportunity to raise awareness and show leadership. The legislative obligation is to have and implement good practices. Good documentation is a component of good practice but the extent of documentation required will be contextual in relation to the size and nature of the business. Health and safety should not be reduced to a box-ticking exercise, but clear policies, hazard and accident registers, and task lists are important tools (and may assist in an investigation or prosecution). Make these documents part of normal practice, which people have to use and complete. You may have good health and safety systems and policies, but they're not called that or captured in one place. Bring these together and make them visible. You cannot contract out of your duties, but it is important still to assign responsibilities clearly. For instance, if you are running a swimming event and engaging the local surf lifesaving club to be responsible for the safety of swimmers in the water, agree the areas of the responsibility with the club and document those. Ensure responsibilities are assigned and recorded in documents such as policies, job descriptions, employee performance agreements, event plans, race briefings etc. Ensure that health and safety is a regular and important agenda item at meetings, and that the discussion and outcomes are minuted and then followed up at the next meeting. Seek and take advice. Look to other organisations in the sector, in New Zealand and elsewhere. Australian law is very similar, as the reforms are based on Australian law. Ensure that someone in the organisation is responsible for getting the detail right. They can go through the new Act, regulations and guidelines to ensure that you comply, but WorkSafe's website and other guidance is a better starting point. Undertake proper inductions for employees, contractors, members, volunteers, athletes and participants, and document those. Ensure that within the board charter is a policy setting out the board's role in leading health and safety, and that at least one person on the board or a sub-committee takes the lead on health and safety. Every officer should ask about and know the induction, information and assurance processes that the organisation has in place to ensure that the officer is discharging his or her responsibilities. Investigate your insurance options. Find out more resources Risk management at events  HYPERLINK "http://www.sportnz.org.nz/Documents/Sector%20Capability/5175-5_SPC_event_risk_management-ff-WEB.pdf" http://www.sportnz.org.nz/Documents/Sector%20Capability/5175-5_SPC_event_risk_management-ff-WEB.pdf Adventure activities  HYPERLINK "http://www.business.govt.nz/worksafe/about/what-we-do/adventure-activities/updates/worksafe-nz-adventure-activities-update-5-may-2014" http://www.business.govt.nz/worksafe/about/what-we-do/adventure-activities/updates/worksafe-nz-adventure-activities-update-5-may-2014 Community and voluntary groups  HYPERLINK "http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/working-safely-for-your-community-pdf/working-safely.pdf/view?searchterm=good+governance" http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/working-safely-for-your-community-pdf/working-safely.pdf/view?searchterm=good+governance Other resources WorkSafe website  HYPERLINK "http://www.business.govt.nz/worksafe/%20" http://www.business.govt.nz/worksafe/ Health and Safety Reform Bill  HYPERLINK "http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976660.html%20%20" http://www.legislation.govt.nz/bill/government/2014/0192/latest/DLM5976660.html  Good Governance Practices Guideline for Managing Health and Safety Risks  HYPERLINK "https://www.iod.org.nz/Publications/Healthandsafety.aspx%20" https://www.iod.org.nz/Publications/Healthandsafety.aspx Preventing and Responding to Workplace Bullying  HYPERLINK "http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/bullying-guidelines" http://www.business.govt.nz/worksafe/information-guidance/all-guidance-items/bullying-guidelines Proposed new regulations discussion document  HYPERLINK "http://www.mbie.govt.nz/about-us/consultation/development-of-regulations-to-support-the-new-health-and-safety-at-work-act" http://www.mbie.govt.nz/about-us/consultation/development-of-regulations-to-support-the-new-health-and-safety-at-work-act].  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