1. Purpose
RdL is committed to providing a safe and healthy working environment for all employees, contractors, clients, and stakeholders.
This policy outlines our commitment to eliminating or minimising work-related risks to physical and psychological health, in compliance with applicable WHS legislation across all jurisdictions where RdL operates.
2. Scope
This policy applies to all RdL employees, contractors, consultants, clients, and visitors across physical offices, project sites, remote working environments, and travel-related activities. It includes operations conducted in Australia, Papua New Guinea, Southeast Asia, and other project locations.
3. Policy Statement
RdL will proactively:
- Prevent workplace injuries, illness, and unsafe practices
- Comply with all relevant WHS legislation and codes of practice
- Consult with workers and stakeholders on WHS matters
- Embed health, safety, and wellbeing into all planning and decision-making processes
- Continuously improve WHS systems and performance
4. WHS Responsibilities
Executive Leadership
- Endorse and model WHS policies and behaviours
- Ensure sufficient resources are allocated for WHS compliance and culture
- Monitor, review, and improve WHS performance
Managers and Team Leads
- Implement and enforce safe work procedures
- Identify, assess, and mitigate workplace hazards
- Conduct inductions and provide ongoing WHS training
- Actively consult with team members on safety and wellbeing
All Workers (Employees and Contractors)
- Take reasonable care for personal health and safety
- Follow safe work instructions and procedures
- Promptly report hazards, incidents, or unsafe practices
- Participate in WHS consultations and improvement initiatives
5. Key WHS Areas
5.1 Risk Management
RdL applies a proactive risk management approach that includes:
- Regular hazard identification and risk assessments
- Job Safety Analyses (JSAs) for all high-risk work environments
- Mitigation plans aligned with the hierarchy of controls
- Immediate action and documentation of any incidents or near misses
5.2 Remote Work and Travel Safety
Given RdL’s frequent offsite, remote, and cross-border work:
- All team members must conduct pre-departure risk assessments before travelling
- Personal security, transport reliability, and health infrastructure are considered for international work
- Remote working staff must ensure their home workspace meets ergonomic and WHS standards
- Emergency contact protocols must be followed during site visits or field assignments
5.3 Psychological Health and Wellbeing
- Maintain a culture of respect, inclusion, and open communication
- Provide access to confidential support and counselling resources
- Monitor workloads and prevent fatigue and burnout
- Address workplace stressors, bullying, and harassment immediately
5.4 Emergency Response and Incident Reporting
- Emergency plans are maintained for all locations, including evacuation and medical procedures
- All incidents and near misses must be reported via RdL’s incident register within 24 hours
- Corrective actions are identified and tracked until resolution
5.5 Consultation and Participation
- WHS matters are discussed during regular team meetings and one-on-one check-ins
- Staff input is actively sought in the review of safety procedures and workplace changes
- WHS representatives may be nominated where appropriate
6. Compliance and Continuous Improvement
RdL ensures compliance through:
- Alignment with Work Health and Safety Act 2011 (Cth) and corresponding state, territory, and overseas legislation
- Internal WHS audits and performance reviews
- WHS training at induction and at scheduled intervals
- Ongoing refinement of the WHS Management System based on feedback, audits, and emerging risks
7. Breach of Policy
Non-compliance with this policy may result in disciplinary action, including termination of employment or contract, in accordance with applicable laws and RdL procedures.
8. Review and Governance
This policy will be reviewed annually or sooner if there are significant changes to legislation, operations, or risk profile. The policy is approved by the Executive Director and is binding on all members of the RdL team.
Date: 1/05/2025
Next Review Due: 1/05/2026
Approved by: Executive Director, RdL Management Consultants
