Occupational Health and Safety Act 2000

Occupational Health and Safety Act 2000 On 1 st September, 2001, the current Occupational Health and Safety Act 2000 came into operation in NSW. It was accompanied by the Occupational Health and Safety Regulation 2001. The aim of both the Act and the Regulation was to update and simplify laws relating to health and safety in NSW. Underpinning both the Act and the Regulation is the view that all employees and other people in any workplace have the right to protection from unsafe and unhealthy environments. Also underpinning the Act is the view that occupational health and safety matters are the responsibility of both employers and employees. Accompanying the Act and the Regulation are over thirty of Codes of Practice. They cover topics such as Consultation, Risk Assessment, Workplace Amenities, Noise Management and Protection, and Electrical Work. While the requirements of the Act and Regulation are mandatory, those of a code of practice are not. However, a code of practice must be followed unless the employer can clearly demonstrate that they have followed an alternative course of action which achieves the same or better standard of occupational health and safety. The Occupational Health and Safety Act 2000, the Occupational Health and Safety Regulation 2001, and Codes of Practice are administered by WorkCover, the NSW Government authority established to manage the State's workplace safety and workers compensation systems. Section 1 - Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulation 2001 1. What are the objects of the Occupational Health and Safety Act? The objects stated in the Act include the following: a. to secure and promote the health, safety and welfare of people at work, b. to protect people at a place of work against risks to health or safety arising out of the activities of persons at work, c. to promote a safe and healthy work environment for people at work that protects them from injury and illness and that is adapted to their physiological and psychological needs, d. to provide for consultation and co-operation between employers and employees in achieving the objects of this Act,

e. to ensure that risks to health and safety at a place of work are identified, assessed and eliminated or controlled... The Occupational Health and Safety Act stresses the importance of consultation. It emphasises the duty of all employers to consult with their employees on health and safety issues in the workplace, regardless of the size of the workplace. The Act sets out when and how such consultation is to occur. In another change from earlier OHS legislation, there is now an obligation on all employers to document the application of the principles of risk assessment in the workplace. They must also be able to show how the risks arising from identified hazards have been dealt with. 2. What is the purpose of the Occupational Health and Safety Regulation? The Occupational Health and Safety Regulation replaces 36 earlier regulations dating back to 1912. This new Regulation emphasises a hazard identification and risk management approach for employers and those who control workplaces, sets out provisions for occupational health and safety committees, election of employee representatives and the employer's duty to consult with employees about decisions affecting their health, safety and welfare at work. It also has sections on particular risk control measures (e.g. lighting, noise, atmosphere), the design and use of machinery, hazardous substances, licensing and certificates of competency and notification of accidents. Section 2 - Duties and Responsibilities 3. What are the duties and responsibilities of employers under the Act? The Act states that an employer "must ensure the health, safety and welfare at work of all the employees of the employer". The Act states that the employer's "duty extends (without limitation)" to ensuring that: a. any premises (including the means of access and exit) controlled by the employer, b. any equipment or substance provided for use by employees, c. systems of work and the working environment, are safe and without risks to health.

Employers are required to provide all the "information, instruction, training and supervision" necessary to ensure that employees are healthy and safe at work, and must provide "adequate facilities for the welfare of the employees at work." They also must not require employees to pay for anything done or any equipment, etc., provided to meet any requirements under the Act or Regulation. Additionally, employers have a responsibility to ensure that those at the workplace who are not the employees of that employer are not exposed to risks to their health and safety. In schools, for example, the DET's responsibility extends to cleaners (employees of an independent contractor), students and visiting parents. It should be noted that principals, college managers and those in similar positions are not employers. 4. What are the duties and responsibilities of employees under the Act? All employees and other persons must take reasonable care for the health and safety of people at the workplace, and must not misuse or interfere with anything provided in the interests of health, safety and welfare. An employee must co-operate with the employer as far as is necessary to meet any requirement under the Act or Regulation and must notify the employer of any risks to health and safety they become aware of. Principals, college managers and those in similar positions have a greater responsibility to notify the employer and, where appropriate, take immediate action to address safety issues. 5. Do students and others visiting the workplace have responsibilities under the Act? Yes. The Act states "A person must not interfere with or misuse things provided for health, safety and welfare." This covers such action as removing machine guards, defacing safety signs and misusing safety equipment such as fire extinguishers. The maximum penalty for breaching this section of the Act is $4,950. Section 3 - Consultation 6. What is consultation? According to the Occupational Health and Safety Act, employers must share all relevant information, must give employees an opportunity to express their views, and must value and take into account the views of employees.

The WorkCover OHS Consultation Code of Practice provides the following examples of some of the types of information which should be shared: Work processes and procedures. OHS consultative arrangements. OHS policies and procedures, including risk assessments and control measures. Changes to premises, work environment, plant, equipment, systems of work or substances used for work. Incidents, illnesses or injuries (in a way that protects the confidentiality of personal information). "Consultation" does not mean "negotiation", nor does consultation in any way diminish the responsibility of the employer to ensure the health, safety and welfare of their employees at work. Nevertheless, the OHS Consultation Code of Practice states "consultation involves drawing on the knowledge, experience and ideas of employees and encouraging their participation and input...". It goes on to state "employees should help to shape decisions about OHS, not hear about the decisions after they have been made." It is also worth noting that difficulties could arise with WorkCover and elsewhere if it was shown that employee recommendations were ignored and subsequent injury occurred. Any members experiencing difficulties with the consultation processes should seek advice from the Federation. 7. When should workplace consultation occur? An employer must consult with employees to enable the employees to contribute to the making of decisions affecting their health, safety and welfare at work. This means that consultation must occur when risks to health and safety are assessed; decisions are made about how to eliminate or control those risks; decisions are made about monitoring procedures (including health surveillance) decisions are made about the adequacy of facilities for the welfare of employees; changes are proposed to the systems or methods of work, equipment, substances or premises where people work that may affect health, safety or welfare; decisions are made about the procedures for consultation.

As mentioned earlier, there are heavy fines for both individuals and corporations who fail to implement this part of the Act. 8. How do you know what the consultation arrangements are in a particular workplace? All employers must record their OHS consultation arrangements and publicise these amongst existing and new employees. Matters which should be recorded include the OHS consultation arrangements, how the arrangements were arrived at, and how employees will be consulted about OHS matters, including changing working conditions and practice. WorkCover suggests that this requirement can be met by preparing, in consultation with employees, an OHS Consultation Statement. A sample OHS Consultation Statement is attached to this leaflet. The employer should ensure that the OHS Consultation Statement is made available to all employees and displayed in a prominent place where it will be readily seen. 9. How can an employer consult employees on occupational health and safety matters? Consultation can be through: a. a properly established occupational health and safety committee; b. a occupational health and safety representative or representatives elected by the employees; and c. other arrangements agreed to by both the employer and the employees. If (c) is chosen, the particular method must be agreed to by both employees and the employer. Any members considering using (c) are urged to seek clarification and advice from the Federation. 10. Can teachers have the Teachers Federation represent employees for the purposes of consultation under the Occupational Health and Safety Act? Yes. Under the other agreed arrangements provisions, a union can represent any employees who request it to represent them. 11. Who provides the time and other resources needed for consultation? The Occupational Health and Safety Regulation 2001 makes it clear that employers must allocate the resources, including time, necessary for OHS arrangements in a particular workplace to operate effectively. OHS Committee members and OHS representatives must have

reasonable access to employees they represent during working hours; reasonable facilities; access to the working place during working hours for such things as consultation, elections, meetings and inspections; and reasonable costs necessarily incurred by employees in consultation or training paid by the employer. Additionally, there is a requirement that all employees participating in OHS consultation or OHS training are to be regarded by the employer as being engaged in the normal duties of their employment. In relation to facilities, the WorkCover OHS Consultation Code of Practice states that these may include telephone, fax, email and internet access, administrative assistance, photocopying and space to store relevant material and documents. Negotiations should occur in the workplace on the issues of reasonable release from teaching duties and appropriate clerical and other support for OHS Committee members and OHS Representatives. Section 4 - Occupational Health and Safety Representatives 12. What is an OHS representative? (See also Section 5 below) The Act states that an OHS representative is to be elected for the purposes of consultation if at least one employee requests such an election or if WorkCover so directs. They have the same functions as an OHS committee and are elected in the same way. It is possible for an OHS representative to be a member of an OHS committee in the same workplace and, if it has been decided through the consultation process, the representative can be placed on the OHS committee without the need for a further election. Section 5 - Occupational Health and Safety Committees (See also Section 4 above) The OHS Act provides for the creation of Occupational Health and Safety Committees and Occupational Health and Safety Representatives in the workplace. The roles and responsibilities of each are essentially the same. 13. How is an occupational health and safety committee established?

An occupational health and safety committee has to be established if 20 or more people are employed at the work place and a majority of those employees request the establishment of the committee, or if WorkCover directs. A sample request form is attached to this leaflet. If there are fewer than 20 employees and the majority request the establishment of a committee, the Federation should be contacted regarding representations to WorkCover to achieve this. 14. What is the composition of an OHS committee? Neither the Act nor the Regulation specifies the number of members on an OHS committee. Both the size of the OHS Committee and the numbers employee and employer representatives are to be determined following consultation between the employer and the employees in the workplace. The Regulation does, however, state: the number of employer representatives must not exceed the number of employee representatives; the employer must consult on the arrangements for electing members of OHS Committees and OHS representatives (Arrangements must also be made for absences, removal of members and casual vacancies); employee representatives must be elected by and from the employees in the relevant work group; the election must be in accordance with recognised democratic principles; the election can be conducted by a trade union if a majority of employees request; the maximum term of office from an employee representative is two years (with the right to seek re-election); employer representatives must have the authority to act on behalf of the employer on OHS matters at the place of work; and the chairperson must not be an employer representative, and is to be elected by the employee representatives. 15. What are the functions of OHS committees and OHS representatives? An OHS committee or an OHS representative in the workplace is to keep under review measures taken to ensure health, safety and welfare, investigate any matter which may be a risk to health and safety, and attempt to resolve such matters when they arise. Where this is not possible, the committee or

representative is empowered to request an investigation by a WorkCover inspector. Additional functions of OHS committees and OHS representatives are: a. to accompany a WorkCover inspector undertaking an inspection, b. to accompany (if requested) any employee during an employerconducted interview on any OHS matter, c. to be an observer during any formal in-house investigation of any accident or occurrence which is required to be notified to WorkCover, d. to assist in the development of arrangements for recording workplace hazards and accidents to improve health and safety, e. to make recommendations on the training of OHS committees and OHS representatives, f. to make recommendations on the training of employees on OHS matters In relation to (a) and (c), the observer must be an employee representative. 16. Is it possible to have more than one OHS committee or one OHS representative at a particular workplace? Yes, because under the Act OHS committees and OHS representatives are elected to represent 'workgroups' rather than 'workplaces'. A need for more than one OHS committee or OHS representative within a workplace may arise after considering such factors as the location of employees, the hours of work or the nature of hazards. If you believe it may be appropriate to have more than one committee or representative, you should consult with the Federation. 17. What happens if there is both an OHS committee and an OHS representative representing the same employees? An employer must consult with employees about the relationship between the committee and the representative. The outcome of this should then be recorded in the OHS Consultation Statement. Under the Occupational Health and Safety Act, OHS committees and OHS representatives have the same functions. Nevertheless, the Regulation provides some delineation between them and states that the OHS committee is to be the principal mechanism for OHS consultation. The Occupational Health and Safety Regulation Consultation Code of Practice indicates that where a committee exists, the representative should "focus on the specific health and safety issues that arise in relation to the employees they represent... (and) should refer to the OHS Committee any OHS problems they cannot resolve, issues that reveal weaknesses in the system for

managing safety and any proposals for improving the systems for managing safety." In relation to functions (a), (b) and (c) in 15 above, there can only be one observer and this should be the OHS representative. They should advise the OHS committee of progress arising from any such observations. Similarly, the OHS committee should consult with the OHS representative on any matter which concerns the employees represented by that person. Section 6 - Training 18. Are members of OHS committees and OHS representatives entitled to training? Yes. The Regulation states that "An employer must ensure that each member of an OHS committee and each OHS representative undertakes a course of training...". It also states that the "training must be undertaken as soon as practicable" following the person being elected or appointed to the position. All training must be provided by a trainer recognised under the Regulation. As part of the transitional arrangements, anyone trained under the previous Act is deemed to have been trained under the new Act. 19. Are other employees entitled to training? Yes. The employer must provide all new employees with induction training. This must cover arrangements for at the workplace for the management of occupational health and safety, arrangements for reporting hazards, risk control measures and how the employee can access any health and safety information required by the Regulation. In schools and colleges, this requirement applies to new permanent, temporary and casual employees. There is also a more general requirement under the legislation for the employer to provide all the "information, instruction, training and supervision" necessary to ensure that employees are healthy and safe at work. Section 7 - Risk Assessment 20. What is risk assessment? The Occupational Health and Safety Regulation 2001 imposes on employers an obligation to identify all foreseeable hazards in the workplace, assess the

risks posed by these to health and safety, and to eliminate or, if elimination is not reasonably practicable, control those risks to the fullest extent possible. A number of factors are listed in the Regulation from which hazards must be identified. Among those mentioned are: work premises work practices and systems (including hazardous practices and psychological hazards) the layout and condition of a place of work (including lighting conditions and workstation design) plant (including installation, use, repair, storage and disposal) hazardous or biological substances the presence of asbestos manual handling, the physical working environment (including potential for tripping or slipping, and exposure to noise, heat or cold) the potential for violence. Section 8 - The Union 21. What are the rights of Teachers Federation officers? Under the Occupational Health and Safety Act and the Regulation, Federation officers can enter, without notice, any workplace where there are members of the union (or people eligible to join) in order to investigate suspected breaches of the OHS legislation. Their powers to investigate and to seek information are similar to those of WorkCover inspectors. Federation also has the right to prosecute employers who breach the legislation. Any member of an OHS committee can invite a Federation officer to observe a meeting of that committee and, with the agreement of the chairperson, address the meeting. It is also possible, under the consultation "other agreed arrangements" provisions to have the Federation represent employees in consultations with the employer. Any workplace considering this option should seek advice from the Federation.

It should be noted that the Federation retains its rights under other legislation to represent its members and pursue occupational health and safety matters in the Industrial Commission or elsewhere, if appropriate. 22. What is the role of the workplace Federation Representative? The Occupational Health and Safety Act and Regulation do not alter or override the role and responsibilities of the Federation Representative. If difficulties arise for the Federation Representative as a result of OHS activities, the Federation should be contacted. As with Federation officers, any member of an OHS committee can invite a Federation Representative to observe a meeting of that committee and, with the agreement of the chairperson, address the meeting. It should be noted that nothing in the Act or Regulation precludes a Federation Representative from being on an OHS committee or being elected as an OHS representative. Section 9 - Disputes 23. What happens if a dispute occurs between the employer and employees about the implementation of the Act or Regulations in the workplace? In the first instance, members should seek advice from the Federation or WorkCover. 24. Can an employer ignore matters raised by an OHS committee or an OHS representative? No. The Regulation states that the employer must "consider the matter and respond in a timely manner." If the matter is not resolved satisfactorily, the OHS committee or the OHS representative can request an investigation of the matter by a WorkCover inspector. In the case of a committee, the request should be made through the chairperson. This can be done directly by the chairperson without the need to convene a meeting of the committee. 25. What is the role of WorkCover inspectors? (See also Section 7 above.) WorkCover Inspectors have the right to enter any workplace for the purpose of the OHS Act. They have extensive powers to enter, search and remove

evidence, as well as issue improvement notices and prohibition notices. Failure to comply with an improvement notice notices can lead to fines as high as $82,500 for corporations (including government departments) and $41,250 for individuals. For failure to comply with a prohibition notice, the respective penalties are $165,000 and $82,500. Employee representatives on an OHS committee and OHS representatives, if they request, have the right to accompany a WorkCover inspector undertaking an inspection. They also have the right to be an observer during any formal report by a WorkCover inspector to the employer about any OHS matter. (Regulation 30 (1) (a) (b)). 26. Can I be victimised if I make a complaint about an OHS matter? The Act makes it unlawful to dismiss or victimise any employee who makes a complaint about a risk or safety matter, or who exercises any power under the Act, whether as a member of an OHS committee or otherwise. 27. Penalties All sections of the Act and Regulation are supported by penalties. For breaches of the consultation provisions, the maximum fine for an individual for a first offence is $27,500, while the penalty for a corporation is $55,000. For other breaches of the legislation, penalties for individuals can exceed $80,000 and those for corporations $800,000. Individuals can also be sentenced to up to two years imprisonment. All penalties are adjusted automatically in line with CPI movements. 28. OTHER SOURCES OF INFORMATION NSW Teachers Federation 9217 2100 1300 654 369 (local toll) WorkCover Information 13 10 50 WorkCover also has over 20 regional and local offices. These are listed under WorkCover New South Wales in the White Pages. WorkCover Publications: A Guide to Workplace Health and Safety Committees OHS Consultation - Code of Practice 2001 Summary of the OHS Act 2000 Summary of the OHS Regulation 2001

Most WorkCover publications are available on-line at: http://www.workcover.nsw.gov.au/publications/default.htm Occupational Health and Safety Act http://www.workcover.nsw.gov.au/lawandpolicy/acts/ohsact.htm Occupational Health and Safety Regulation http://www.workcover.nsw.gov.au/publications/lawandpolicy/regulations/ohs reg2001.htm

REQUEST BY EMPLOYEES FOR THE ESTABLISHMENT OF AN OCCUPATIONAL HEALTH AND SAFETY COMMITTEE (where 20 or more people are employed) TO ALL STAFF... School/College (Name) The Occupational Health and Safety Act 2000 and Occupational Health and Safety Regulation 2001 apply to all schools and colleges in NSW. They requires employers to provide a working environment that is healthy, safe and free from dangers. To this end it also provides for the establishment of Occupational Health and Safety Committees for the purposes of consultation and to monitor workplace health and safety. Employees are given at least equal representation on such a committee with time off from their usual work for meetings, training and inspection duties etc. If you wish to request the establishment of such a committee under Part 2, Division 2 (17) of the Act (this being a workplace with 20 or more employees), please sign next to your name below. Signed:... New South Wales Teachers Federation Representative NAME SIGNATURE NAME SIGNATURE

REQUEST BY EMPLOYEES FOR THE ESTABLISHMENT OF THE POSITION OF OCCUPATIONAL HEALTH AND SAFETY REPRESENTATIVE TO ALL STAFF... School/College (Name) The Occupational Health and Safety Act 2000 and Occupational Health and Safety Regulation 2001 apply to all schools and colleges in NSW. They require employers to provide a working environment that is healthy, safe and free from dangers. To this end it also provides for the establishment of the position of Occupational Health and Safety Representative for the purposes of consultation and to monitor workplace health and safety. An OHS Representative is elected by and from the employees and is to be provided with time off from their usual work for meetings, training, inspection duties, etc. If you wish to request the establishment of such a committee under Part 2, Division 2 (17) - (2) OHS representatives of the Act, please sign next to your name below. Signed:... New South Wales Teachers Federation Representative NAME SIGNATURE NAME SIGNATURE

Sample OHS Consultation Statement for Schools (Adapted from example provided by WorkCover) GREENTOWN HIGH SCHOOL OHS Consultation Statement THE COMMITMENT Greentown High School is committed to protecting the health, safety and welfare of all our employees. Our school will consult with its employees in implementing safety practices and systems that will ensure the health, safety and welfare of our employees. Employee involvement at all levels is critical for ensuring a safe workplace. An OHS Committee and OHS Representatives will be established to promote health and safety in the school. OHS REPRESENTATIVES The OHS Representatives who have been elected by the employees are Angela Valastro (Teachers - History staffroom), and Tracey Smith (Ancillary staff - A Block office). The OHS Representatives have been elected in accordance with procedures agreed between the Principal/Institute Director and the employees for 2-year terms. The OHS Representatives are responsible for raising specific health and safety issues, which arise in relation to employees in their workgroup. Employees should raise OHS issues directly with their OHS Representative or their supervisor. Where the OHS Representatives cannot resolve an OHS issue, it has been agreed that they will refer it to the OHS Committee.

OHS COMMITTEE The OHS Committee shall consist of four employee representatives and one employer representative. The workgroup for the OHS Committee is all employees who work for the Department of Education and Training at Greentown High School. The employee members of the Committee are the two OHS Representatives and two other members elected by the employees. These two additional representatives are Michael Smith (Science staffroom) and George Aziz (Industrial Arts staffroom). All are elected for a 2-year term. The employer representative is the Principal, Mary Jones. The OHS Committee will assist with the development and monitoring of safe work practices and systems, and discuss issues that affect the health, safety and welfare of all employees at Greentown High School. The employer shall respond to OHS Committee recommendations within a timeframe agreed to by the Committee and set according to the particular issue and its complexity. SUPPORT FOR OHS REPRESENTATIVES AND OHS COMMITTEE MEMBERS Reasonable relief from teaching duties, together with appropriate clerical and other support, will be provided to enable OHS Representatives and OHS Committee members to consult with employees and carry out their responsibilities in the workplace. HOW EMPLOYEES WILL BE CONSULTED ABOUT OHS When an OHS issue is raised either by the employer, an employee or the OHS Committee, the OHS Representative will consult members of their workgroup. The OHS representative will also feed back to their workgroup the outcomes of OHS Committee meetings. Employees should draw to the attention of their supervisor or OHS Representative any health and safety concerns that they have about the workplace so the issue can be properly addressed. ESTABLISHMENT OF CONSULTATION ARRANGEMENTS The employer discussed establishing consultation arrangements with its employees in May, 2007. After a number of information sessions and small group workshops with all employees, it was agreed to establish OHS Representatives and an OHS Committee. REVIEW OF CONSULTATION ARRANGEMENTS

It has been agreed by both employer and employees that these consultation arrangements will be monitored on an on-going basis to ensure that consultation with all employees is effective and that all health and safety issues are addressed. Signed: Mary Jones, Principal Date: 23 rd May, 2007

Sample OHS Consultation Statement for TAFE Colleges (Adapted from example provided by WorkCover) GREENTOWN TAFE COLLEGE OHS Consultation Statement THE COMMITMENT Greentown TAFE College is committed to protecting the health, safety and welfare of all our employees. Our College will consult with its employees in implementing safety practices and systems that will ensure the health, safety and welfare of our employees. Employee involvement at all levels is critical for ensuring a safe workplace. An OHS Committee and OHS Representatives will be established to promote health and safety in the College. OHS REPRESENTATIVES The OHS Representatives who have been elected by the employees are Angela Valastro (Day Teachers), Fred Petersen (Part Time Casual Teachers), Peter Brown and Tracey Smith (Ancillary staff). The OHS Representatives have been elected in accordance with procedures agreed between the Principal/Institute Director and the employees for 2-year terms. The OHS Representatives are responsible for raising specific health and safety issues, which arise in relation to employees in their workgroup. Employees should raise OHS issues directly with their OHS Representative or their supervisor. Where the OHS Representatives cannot resolve an OHS issue, it has been agreed that they will refer it to the OHS Committee.

OHS COMMITTEE The OHS Committee shall consist of seven employee representatives and four employer representatives. The workgroup for the OHS Committee is all employees who work for the Department of Education and Training at Greentown TAFE College. The employee members of the Committee are the three OHS Representatives and four other members elected by the employees. These four additional representatives are Michael Smith (Ancillary staff), Mary Safi (Teacher), Jenny Lawson (Teacher) and George Aziz (Teacher). All are elected for a 2- year term. The employer representatives are Mary Jones (College Manager), Peter Williams (Faculty Director), Joan King (Faculty Director) and Phillip Vella (HR Manager). The OHS Committee will assist with the development and monitoring of safe work practices and systems, and discuss issues that affect the health, safety and welfare of all employees at Greentown TAFE College. The employer shall respond to OHS Committee recommendations within a timeframe agreed to by the Committee and set according to the particular issue and its complexity. SUPPORT FOR OHS REPRESENTATIVES AND OHS COMMITTEE MEMBERS Reasonable relief from teaching duties, together with appropriate clerical and other support, will be provided to enable OHS Representatives and OHS Committee members to consult with employees and carry out their responsibilities in the workplace. HOW EMPLOYEES WILL BE CONSULTED ABOUT OHS When an OHS issue is raised either by the employer, an employee or the OHS Committee, the OHS Representative will consult members of their workgroup. The OHS representative will also feed back to their workgroup the outcomes of OHS Committee meetings. Employees should draw to the attention of their supervisor or OHS Representative any health and safety concerns that they have about the workplace so the issue can be properly addressed. ESTABLISHMENT OF CONSULTATION ARRANGEMENTS The employer discussed establishing consultation arrangements with its employees in May, 2007. After a number of information sessions and small group workshops with all employees, it was agreed to establish OHS Representatives and an OHS Committee.

REVIEW OF CONSULTATION ARRANGEMENTS It has been agreed by both employer and employees that these consultation arrangements will be monitored on an on-going basis to ensure that consultation with all employees is effective and that all health and safety issues are addressed. Signed: Mary Jones, College Manager Date: 23 rd May, 2007 Authorised by John Irving, General Secretary, NSW Teachers Federation, 23-33 Mary Street, Surry Hills 2010.