Bankstown Safety Group CoR Presentation with Paul EndyCott
Janette O’Brie
Head of HSEQ
Paul Endycott from Zenergy’s Chain of Responsibility practice had the opportunity to present at the The Bankstown & Liverpool District Safety forum in March 2018 on the new changes coming into effect this year.
Paul has been advising boards, operations and the safety function on how best to meet their obligations, prior to the legislation coming into play.
The session highlighted some of the the key takeaway below;
Are your compliance and safety systems in place for the changes to the Heavy Vehicle National Law (HVNL) due mid this year?
The key changes to the HVNL include:
- primary duty obligations for all parties in the supply chain including Executive Officers;
- reverse onus of proof will be removed;
- assuring vehicle safety;
- introduction of enforceable undertakings;
- increased penalties;
- new powers for authorised officers; and
- HVNL aligned with WHS legislative obligations.
(link to Zenergy’s Information Sheet on HVNL Changes)
What you need to consider to assure your business complies with the changes
- Do you have a Chain of Responsibility (CoR) Management Plan in place which:
- articulates your commitment to meet your compliance and safety obligations under the HVNL; and
- outlines a framework of how you intend to meet these obligations; assuring safe and compliant operations throughout your business?
- Have you mapped the end to end process of your business; ensuring you have identified all your obligations?
- How do you identify, manage and control compliance and safety risks?
- What positions within your business have CoR obligations and are the responsibilities for each of these positions clearly documented?
- What systems and tools do you have in place to:
- assure your obligations are met?
- capture compliance data and maintain records?
- How are CoR compliance issues reported to and monitored by senior managers and the executive?
- What CoR training has been conducted and training records kept?
- What systems do you have in place to monitor and manage compliance with the specific legal obligations for:
- Dimension;
- Mass;
- Loading;
- Fatigue;
- Speed; and
- Vehicle safety.
- If asked, what evidence could you provide to show that you have done everything reasonably practicable to ensure your transport related activities are compliant and safe?
While the HVNL is modelled on WHS legislation and you can leverage from your WHS capabilities and systems to incorporate CoR obligations into your business, there is a specific expertise that is needed or needs to be developed to give assurance that your business is meeting its obligations.
Zenergy: A partner on your CoR compliance and safety journey
Zenergy began taking steps in 2016 to develop and deliver information to the transport sector on CoR obligations by engaging keynote speakers for industry forums. Since then, Zenergy has actively:
- recruited CoR experts and auditors;
- developed knowledge networks within the transport sector;
- developed and conducted workshops for our transport sector clients and we continue to address CoR at leadership forums;
- developed tools and services to assist industry understand and meet its obligations under the HVNL; and
- undertaken gap analyses for specific clients, identifying improvement opportunities for them.
As a partner, Zenergy can:
- undertake an initial audit to identify gaps in your current CoR compliance and safety system;
- facilitate CoR Management Plan development workshops;
- provide independent on-going audits of your system; and
- facilitate Risk Assessment Workshops.
While Zenergy can provide the expertise you need to meet the change, our aim is to provide our clients with the tools and develop the expertise within your business, enabling you to manage your on-going compliance and safety obligations.
Contact Zenergy for further information on how we can support your organisation.
Level 11, 50 Pitt Street
Sydney NSW 2000
1300 333 400
info@172.16.0.160
Contact Us
Zenergy News
A workplace health and safety regulator has explained what the "safest workplaces" look like, in revealing it finalised more than 100 successful safety prosecutions in 2024.
Two years after the release of the groundbreaking 2022 Everyday Respect Report, Rio Tinto has undertaken a thorough Progress Review to assess its ongoing cultural transformation. As one of the world’s largest mining companies, Rio Tinto has been working to create a safer, more inclusive workplace culture that fosters respect, productivity, and innovation. The 2024 Progress Review highlights significant strides made, ongoing challenges, and areas requiring further attention. The Journey Towards Cultural Transformation Cultural change is a multi-year effort that requires consistent leadership, structural support, and engagement across all levels of an organization. Since launching its Everyday Respect initiative, Rio Tinto has embedded this agenda into its core business strategy, focusing on reducing bullying, sexual harassment, and racism in the workplace. Key Progress Areas: Increased Awareness and Open Conversations: The public release of the original report acted as a catalyst for change, encouraging more employees to speak up and engage in discussions about respect. Stronger Leadership Commitment: Leaders are playing a more proactive role in championing Everyday Respect, with a focus on psychological safety and inclusive leadership. Enhanced Training and Education: Programs such as Everyday Respect Training and Purple Banners have been widely implemented to build awareness and response capabilities. Facility Upgrades and Safety Improvements: Investments in workplace infrastructure have improved the physical environment, making it more inclusive and conducive to employee well-being. Greater Workforce Diversity: There has been a notable increase in gender and cultural diversity across teams, fostering innovation and improved workplace dynamics. Ongoing Challenges and Areas for Improvement Despite progress, resistance to change remains an obstacle, particularly among certain groups. Survey data indicates that while improvements have been perceived in many areas, instances of bullying, sexual harassment, and racism persist. Key focus areas include: Building Stronger Buy-in: Engaging those who are resistant to cultural change, particularly male employees, to foster a collective commitment to Everyday Respect. Enhancing Reporting Mechanisms: Increasing trust in reporting systems to ensure that employees feel safe and supported when raising concerns. Strengthening Frontline Leadership: Providing additional training and tools to equip supervisors and managers with the skills needed to drive culture change at all levels. Maintaining Momentum: Ensuring that Everyday Respect remains a priority in the face of organizational changes and external pressures. Looking Ahead: Staying the Course The findings from the 2024 Progress Review reaffirm Rio Tinto’s commitment to long-term cultural transformation. While meaningful progress has been made, continued efforts are needed to sustain positive momentum and address persistent challenges. As one employee noted: “ Change is definitely happening, and it will get hard at times. We can’t back away ... I’m here at Rio Tinto because I want to see through this change. We need to stay the course. ” With ongoing leadership, engagement, and strategic initiatives, Rio Tinto is on the path to embedding Everyday Respect across all facets of its global operations, ensuring a safer, more inclusive, and more productive workplace for all employees. See full report “ here ”.
Australia's dating apps are getting a safety makeover.
National Safe Work Month
Meet the Outstanding 2024 Winners
NSW's industrial manslaughter laws
Contact Us
For more information on our services feel free to email us on -
info@zenergygroup.com.au or call 1300 333 400
Sydney
25 Brisbane Street
Surry Hills
Sydney NSW 2010
Melbourne
Level 23, Tower 5, Collins Square
727 Collins Street
Melbourne VIC 3008
Brisbane
Level 54, 111 Eagle Street
Brisbane QLD 4000
Perth
108 St Georges Terrace
Perth WA 6000
Recent News
A workplace health and safety regulator has explained what the "safest workplaces" look like, in revealing it finalised more than 100 successful safety prosecutions in 2024.
Two years after the release of the groundbreaking 2022 Everyday Respect Report, Rio Tinto has undertaken a thorough Progress Review to assess its ongoing cultural transformation. As one of the world’s largest mining companies, Rio Tinto has been working to create a safer, more inclusive workplace culture that fosters respect, productivity, and innovation. The 2024 Progress Review highlights significant strides made, ongoing challenges, and areas requiring further attention. The Journey Towards Cultural Transformation Cultural change is a multi-year effort that requires consistent leadership, structural support, and engagement across all levels of an organization. Since launching its Everyday Respect initiative, Rio Tinto has embedded this agenda into its core business strategy, focusing on reducing bullying, sexual harassment, and racism in the workplace. Key Progress Areas: Increased Awareness and Open Conversations: The public release of the original report acted as a catalyst for change, encouraging more employees to speak up and engage in discussions about respect. Stronger Leadership Commitment: Leaders are playing a more proactive role in championing Everyday Respect, with a focus on psychological safety and inclusive leadership. Enhanced Training and Education: Programs such as Everyday Respect Training and Purple Banners have been widely implemented to build awareness and response capabilities. Facility Upgrades and Safety Improvements: Investments in workplace infrastructure have improved the physical environment, making it more inclusive and conducive to employee well-being. Greater Workforce Diversity: There has been a notable increase in gender and cultural diversity across teams, fostering innovation and improved workplace dynamics. Ongoing Challenges and Areas for Improvement Despite progress, resistance to change remains an obstacle, particularly among certain groups. Survey data indicates that while improvements have been perceived in many areas, instances of bullying, sexual harassment, and racism persist. Key focus areas include: Building Stronger Buy-in: Engaging those who are resistant to cultural change, particularly male employees, to foster a collective commitment to Everyday Respect. Enhancing Reporting Mechanisms: Increasing trust in reporting systems to ensure that employees feel safe and supported when raising concerns. Strengthening Frontline Leadership: Providing additional training and tools to equip supervisors and managers with the skills needed to drive culture change at all levels. Maintaining Momentum: Ensuring that Everyday Respect remains a priority in the face of organizational changes and external pressures. Looking Ahead: Staying the Course The findings from the 2024 Progress Review reaffirm Rio Tinto’s commitment to long-term cultural transformation. While meaningful progress has been made, continued efforts are needed to sustain positive momentum and address persistent challenges. As one employee noted: “ Change is definitely happening, and it will get hard at times. We can’t back away ... I’m here at Rio Tinto because I want to see through this change. We need to stay the course. ” With ongoing leadership, engagement, and strategic initiatives, Rio Tinto is on the path to embedding Everyday Respect across all facets of its global operations, ensuring a safer, more inclusive, and more productive workplace for all employees. See full report “ here ”.
Australia's dating apps are getting a safety makeover.
Corporate Partner of
© ZENERGY 2022 | Privacy Policy |