Effective Communication of WHS Policy Changes: A Case Study
In today's fast-paced work environment, ensuring that all employees are aware of key Work Health and Safety (WHS) policy changes is crucial. A recent case involving a stevedore at Hutchison Ports Sydney highlights the importance of effective communication methods, especially for non-desk-based employees.
The Incident
In early 2024, Hutchison Ports Sydney revised its drug and alcohol policy, lowering the blood alcohol concentration (BAC) limit from 0.02% to 0.00%. This change was communicated to employees via email and text messages sent to their personal accounts. However, the majority of the employees, including the stevedore in question, were shift workers performing non-clerical roles. The change was also briefly mentioned in toolbox meetings.
In March 2024, the stevedore was involved in a minor incident at Port Botany and was subsequently tested for alcohol. His BAC was found to be over the new limit, leading to his suspension and eventual dismissal. The stevedore claimed he was unaware of the policy change, as he had not opened the relevant email and believed the limit was still 0.02%.
The Fair Work Commission's Findings
The Fair Work Commission (FWC) found that the method of communication used by Hutchison Ports Sydney was insufficient. Deputy President Judith Wright noted that email was not an appropriate way to communicate significant WHS policy changes to non-desk-based employees. She emphasized that most employees did not have work email addresses or phone numbers, and the policy was sent to their personal accounts, making it unlikely that they would read it during their duties.
Recommendations for Effective Communication
Dedicated Training Sessions: For significant WHS policy changes, dedicated training sessions should be conducted. These sessions should include testing employees' knowledge of the changes and ensuring they understand the new requirements.
Signed Confirmation: Employees should provide signed confirmation that they have read and understood the changes to the policy. This ensures accountability and awareness.
Multiple Communication Channels: Utilize multiple communication channels, such as in-person meetings, posters, and digital platforms, to ensure all employees receive and understand the information.
Regular Updates and Reminders: Regular updates and reminders about policy changes can help reinforce the information and ensure it is retained by employees.
Conclusion
The case of the stevedore at Hutchison Ports Sydney serves as a reminder of the importance of effective communication in the workplace. By implementing dedicated training sessions, obtaining signed confirmations, and using multiple communication channels, employers can ensure that all employees are aware of and understand key WHS policy changes. This not only helps in maintaining a safe work environment but also protects the organization from potential legal issues.
By prioritising effective communication, office administrators and managers can play a crucial role in fostering a safe and informed workplace.
