Almost a bob each way given overall comments. I would believe in most instances that as long as the notification has been completed all should be well. Who specifically should complete it would of course be the PCBU undertaking the work directly. Where arrsurances are required by the princple then the likes of ITP's can be used to ensure all critical steps such as notifications are undertaken when and where required, without having to duplicate processes. The princple doesn't have to do everything for everyone, just ensure their part of the conversation and everyone is well supported in all aspects of the undertaking... All are engaged and participating in achieving a productive and safe work environment.

Hey guy's... Pretty good speaker alright and is for the most part at the forefront of health and safety across the modern world. Safety 2 is the progression of safety 1... don't forget if we want anything to last a solid foundation is required, which is what safety 1 provides, which then should lead us to safety 2 for further grow and development. Check out https://preaccidentpodcast.podbean.com/ for more interesting conversations from Todd Conklin's podcast.

Absoluety... HSE is the name of the game. Looking at the name I should be 30% thereabouts, however is more around the 10-15% as our main client provides most of the services and work in this area.

ha ha... got to be number 2 surely??? On a more serious note I believe the fire service require staff to shave in order to use BA equipment effectively. Would encourage a staff workshop to set the new standard and if you haven't already establish a guide or procedure to further suppor the activity.

A yes for both... With respect to marijuana we would have to better align with the likes of alcohol and the manslaughter idea I like in principal. However how it's applied would be my only concern!

We will need to change safety language from one base on compliance to one of innovation, imagination and lifelong learning. — Mark Taylor

100% agree... To turn the page so to speak, we certainly need to move our focus from a compliance arrangment to lifting our level of professionalism.

Can't get me wrong, saddly compliance is still required as with anything a solid foundation is central to long term growth. We just need to improve the conversation in order to improve the people.

Hey, we have a slight different approach as well. All of our staff make up our committee. We firmly believe each and every one of us needs to be a safety advocate in order to truely be engaged and have any hope building a bright productive and safe future.

Our main objective/focus is proactive reporting... Whether it's an opportunity for improvement, hazard observation observation or even a near miss. We need to get ahead of the bus and away from the cliff.

Interesting take on a what is considered the core of safety excellence.

Culture is and always will represent what and who we are? Which like anything us humans lend our hand to translates to safety.

I would of thought the opposite to some of the suggestions made:

1. It's intangible and you can't "manufacture" it, or "make it happen"... Rather we make it each and every day as we go about our business. The thoughts in our head, the words we speak and the actions of our feet, all present our culture.

2. The whole concept is fuzzy and lacking consensus. It's something of a blank space... Isn’t culture the opposite? The very presence of a consensus forms a collective approach which in turn will form into a culture – It’s what we value?

3. There is little or no evidence it's even necessary for good safety - if it exists... I would think a tendency towards doing what is right and good is a particularly desired attribute to have among staff? Something which would be certainly encouraged to further support ones safety culture.

4. The manner in which it's pursued often reflects an almost religious zeal. (A forum member put a link to a similar article on this forum recently)... Repeat anything often enough and it takes on a religious feel, no doubt! Unfortunately in order to good at anything we do, it will take repetition, or rather practice.

What we value forms our culture ; )

Well... I started at the top thinking human error, dependent on context was a possible cause and operator attitude can certainly be an influence.

Having now arrived at the bottom I now have changed my opinion?

My reflection now is human error is nothing more than a catogory of causes which need to be worked through to unveil all of our contributing factors. In this instance when we arrive at human error, we simply continue the questioning - Why?

Now attitude on the other hand is a big player in whether we achieve the desired result of not. Poor attitudes contribute to many a failure and when experienced at a senior level within a business, it can undertermine everything a H&S rep or committee are working towards.

In order to be successful we need many things, a couple of important ones are believing and being invested. In many respects attitude is key.

Hey,

Anything involving people we need to set a standard in order to achieve any level of success. Our new act certainly sets a slightly higher standard than previous one, especially regarding senior staff involvement, cooperation regarding all affected parties (PCBU's), that all important worker engagement and participation and our shift from hazard to risk management.

Having had a birds eye view when we seen the change over it was interesting to watch people and businesses rush around as if the sky was falling? Which given there wasn't a huge shift in focus it appeared a lot of busniesses weren't even close to meeting any standard pre 2015 let alone post 2015!

Much like anything in life, you can have the best system in the world, however if we don't use it, support it and drive it to the next level and beyond, we will stay exactly where we are.

Hey,

Same as everyone else... In at start and one thing leads to another and it slips to back of pile. Any type of alert or push system, same as we see on Facebook or twitter would go a long way to keeping people informed and engaged.

Something I've seen a lot more on stuff to voting from participants regarding particular issues, which seems to be well received. Great insight to see how people are positioned.

Hey,

Very dependent on circumstance? If for instance the conveyor is isolated from staff and people in general, as in contained in its own room with access controlled to limited number of people and a lock out tag system in place to ensure when people do access conveyor is non-operational and remains so until room is re-secured, then you wouldn't need to guard rollers as plant as a whole is guarded.

However if anyone can wonder up to or around during operation then dependent on level of risk etc. some formal level of guarding will need to be entertained.

First step in this instance would be a gap analysis determining level of compliance with the relative codes from which you would then further review dependent on outcome, including a risk analysis to support any action taken.

The point made by @Craig Scarlett regarding emergency stop would be equally important.

Type of guarding would need to be separately reviewed and based on how staff work around the conveyor. Something which would be a good project for a H&S committee to sink their teeth into may be?

Hey,

I think I’m about to entice our first debate!!!

Love Rob Long blog's... However he's not God? Human just like the rest of us and from time to time has some pretty odd ideas to be polite.

Trade we are not! If anything we are a support role. We have no tools, rather a deep knowledge and ability to manage people and process to ensure beneficial outcomes for individuals, teams and businesses as a whole.

Woohoo, where in to it! Cheers; Campbell Hardy

Hey,

I'm Campbell Hardy, I have worked in H&S environment for over 12 years starting in Forestry and continuing now in Electrical Industry.

I turn my mind, body and soul to various activities within in our business - Site audits and inspections, investigations, equipment management, staff training, staff engagement, PPE management, subcontractor management, continuous improvement programs, procedure development and risk management to name but a few.

To be involved in H&S, making a real difference to our working environment, whether recognized or not is a huge reward. We're saving life’s people?

With forums such as this, it's great to be able to share across multiple work types and benefit from a bit of cross pollination. Just brilliant.

Cheers; Campbell

Very dependent on context. Would to a large degree be over looked in a general working arrangement, however would be looked at in great detail regarding a project. Further more I would go far as saying these particular areas aren't just a risk to H&S but rather a risk to the very success of a business.