We are committed to maintaining safe and healthy workplace practices to ensure that neither our Workers at work nor anyone else in the vicinity of the workplace is harmed due to our work activities.
Our goal is to try to eliminate all workplace injuries, incidents and illnesses because we believe that this will benefit everyone involved. Where injury has occurred, we will work with the injured party to ensure, where possible, an early and safe return to work.
We need active participation from management and Workers to make safety a priority in all of our work places. Managers and supervisors will be the role models and leaders in this process.
DMI Electrical Engineering Limited will:
The following individual policy statements relate to Health and Safety. They are part of the overall strategy to ensure the safe, efficient, and profitable operation of our business. The statements should be followed as the ‘house rules’ that apply to both Workers and any Contractors or Subcontractors carrying out work for DMI Electrical Engineering Limited.
The statements in this section outline Worker and contractor responsibilities and form a code of conduct that Workers and Contractors must follow. Employment or contract with this Company shows your acceptance of the responsibilities and code of conduct as outlined in the following pages.
Breaches of these statements will lead to disciplinary action that may range from counselling to termination of employment or contract in more extreme situations.
One of the key goals of DMI Electrical Engineering Limited is to continually reduce the likelihood of harm through constant vigilance and by applying good practice. We believe every Worker has the right to expect to work in a safe environment and to go home unharmed at the end of the day. To achieve these goals, we expect all Workers and Contractors to take an active part in looking after the safety and wellbeing of themselves and those around them.
In keeping with the legal requirements to take ‘reasonably practicable steps’ to ensure the safety of Workers, DMI Electrical Engineering Limited has put in place numerous risk management tools to help achieve its aim of identifying significant hazards and risks and reducing the likelihood of harm. All Workers and Contractors are expected to use these tools as part of their recording and reporting processes and to ensure that the Manager is informed of any significant issues.
Where there is a risk to a worker’s health DMI Electrical Engineering Limited will but in place appropriate measures to monitor the worker’s health by way of annual monitoring or of a frequency determined by the external occupational health provider.
A Contractor without suitable hazard and risk management tools of their own will be expected to faithfully apply our Company’s systems and processes.
Hazard and risk management documents have been designed to ensure that Workers and Contractors plan their work; identify problems, hazards, and risks well in advance; and apply effective control techniques before the work begins. Workers and Contractors must complete all documentation related to their job or specific tasks promptly and carefully.
The following Company tools are available to provide a range of active hazard and risk management opportunities and where each tool is appropriate, its use is mandatory.
All hazards must be assessed for the level of risk they pose. The process requires an initial assessment to be carried out on the hazard, without controls in place. This will give a better picture of what may be done to reduce the problem. Once controls have been determined, a second assessment must be done to determine if the residual risk is within acceptable levels. If not, then more effort is required.
The Hazard Register is a record of all significant hazards that have not been eliminated and may be present in our work place. Any hazard reported to the Manager will be evaluated for degree of risk posed and if appropriate, be entered into the register. The Register will be regularly re-evaluated to ensure it remains up to date.
The checklist allows a hazard ID to be carried out before work starts. This tool is a mandatory requirement for Contractors to complete before carrying out work for this Company. Once completed, the checklist can serve as the Contractor’s Hazard Register.
Task Analysis/Safe Work Method Statement are job planning tools that improve safety, productivity, quality and site communications. Complete a TA/SWMS prior to beginning your site activities. During Toolbox Safety Meetings are a good opportunity to involve employees in the Task Analysis process - they know the hazards and required controls.
A Task Analysis/Safe Work Method Statement is required when:
Some activities are so fraught with potential for disaster that a permit must be issued to ensure that the work is thoroughly planned and the risks are identified and controlled as much as possible in that specific situation. A permit requires sign-off by the various parties involved, ensuring a broad spread of understanding related to the particular task.
A work plan must include a planned response to potential emergencies that could arise while the work is being carried out.
Regular inspections must be carried out and documented so that issues can be identified and addressed.
Safety lock-out procedures will be applied when working on plant or equipment that could start unexpectedly, move, or in other ways cause harm during maintenance, repair, or installation.
1. As part of the Reasonably Practicable Steps requirement, there is a requirement to apply the Hierarchy of Controls (Eliminate or Minimise) when dealing with hazards. DMI Electrical Engineering Limited expects its Workers and Contractors to meet the Hierarchy of Controls requirement while carrying out its business operations. If a significant hazard is identified at any stage, the following actions must be considered.
Can the hazard be removed completely or even temporarily? If not, can parts of the hazard be eliminated? Where possible, to eliminate will always be our preference.
Can something be done that will reduce the level of risk to a more acceptable level? In order of decreasing effectiveness and preference, the choices are as follows.
In combination with any of the techniques above, can procedures, policies, rules, instructions, or training be provided to improve the effect of the physical controls? This method is unlikely to provide enough control if used on its own.
In combination with any of the techniques above, can protective equipment or clothing be used to reduce the personal risk? This method will never provide enough control on its own.
Any significant hazard that has not been eliminated must be recorded in the Hazard Register so that it can be monitored and its status reviewed as necessary.
When working on a client’s site, we will adhere to their hazard management procedures as required, but we will also continue to use appropriate systems of our own.
DMI Electrical Engineering Limited will provide PPE and PPC suitable to Workers’ needs and ensure Workers are instructed in its correct use. We recognise that discomfort will discourage use, so DMI Electrical Engineering Limited will, within reason, provide the best fit possible for individual Workers. Workers must accept that there will be limitations.
Contractors must supply their own PPE and PPC suitable to the task or activity. Failure to use necessary PPE or PPC will result in disciplinary procedures.
Allocating PPE or PPC to Workers will be on the following basis.
1. DMI Electrical Engineering Limited recognises that exposure to hazardous products and substances may pose risks to Workers. Hazardous substances range from general cleaning chemicals used daily through to industrial-level hazardous substances.
2. Workers should only use chemical or potentially hazardous products and substances if they have been trained in its safe use or are being supervised by someone who has been trained in its safe use. Information, including Safety Data Sheets (SDS), will be available to Workers who may be exposed to any hazardous substance during any work activity.
3. Hazardous substances and containers should be disposed of according to the manufacturer’s instructions, technical support documents, or as trained by a competent person.
DMI Electrical Engineering Limited will maintain a Hazardous Products and Substance Register of all hazardous substances used or stored on site. The Register will also provide emergency services with information on hazardous substances during an emergency.
5. DMI Electrical Engineering Limited will conduct an assessment of any hazardous product or substance used, and the results will be communicated to workers before use. These assessments, in conjunction with the Safety Data Sheet, will be reviewed regularly.
5.1 The Worker’s continued employment may depend on the Worker attending professional counselling and submitting to ongoing screening.
5.2 A second non-negative screening test will result in the offer of further professional counselling, and a final warning being issued.
5.3 A third non-negative result will result in termination of employment.
Any Worker taking medication, whether or not prescribed by a medical practitioner, known to possibly impair the ability to work safely and productively (for example, impaired coordination, concentration, fatigue, or drowsiness) must advise their Manager or Supervisor before carrying out work duties.
1. The Manager or Supervisor will decide whether the Worker can remain at work or whether a temporary transfer to other duties or work restrictions is required.
2. If in doubt about the possible side effects of medication, the Worker must discuss those with a medical practitioner.
1. DMI Electrical Engineering Limited and our customers may require a Worker to undergo alcohol and drug testing in the following circumstances.
1.1 Workers in safety-sensitive positions undergo unannounced, random alcohol and drug testing.
1.2 Applicants for safety-sensitive positions undergo a medical examination by a medical practitioner appointed by DMI Electrical Engineering Limited. The examination includes testing for alcohol and drugs, a prerequisite to being considered for the position.
1.3 Workers may be tested for alcohol and drugs after a significant work injury, incident or near-miss, or when reasonable cause exists to suspect alcohol or drug use.
2. If a Worker is absent from work in circumstances that give DMI Electrical Engineering Limited reasonable cause to suspect that the absence is due to misuse of alcohol or drugs, DMI Electrical Engineering Limited may require, as a condition of returning to work, that the Worker undergo testing.
In this policy, a ‘safety-sensitive position’ means a position that:
Further provisions relating to applicants for safety-sensitive positions:
A Worker may be suspended from work on full pay pending the result of the test.
Testing is only for work-related safety purposes
DMI Electrical Engineering Limited will only require a test to be carried out to determine the presence of drugs or alcohol in relation to workplace safety.
4.1 Any positive result will be communicated by the laboratory to DMI Electrical Engineering Limited’s medical adviser, who will advise DMI Electrical Engineering Limited of the result and provide any clarification or interpretation needed.
4.2 The Manager will inform the Worker of a positive result and the potential disciplinary consequences.
4.3 The Worker may then be suspended from duty on full pay, pending a review of the results in terms of the split sample process.
4.4 If the result is confirmed as positive, the Worker will remain suspended from duty until a specialist assessment (if any) and a disciplinary interview.
A Worker who, without reasonable justification, obstructs the carrying out of an alcohol or drug test is in breach of this policy and subject to disciplinary action including termination of employment. In this clause, ‘obstructs’ includes:
1. Either DMI Electrical Engineering Limited or the Worker may choose to have the Worker examined by a medical specialist to find out if:
1.1 there is a medical explanation for the positive result
1.2 rehabilitation options are open, whether alongside or in place of disciplinary action.
2. Where a choice is made (as above):
2.1 the medical specialist will be an independent doctor who is specified by DMI Electrical Engineering Limited, but the costs will be met by DMI Electrical Engineering Limited.
2.2 any specialist medical advice relating to rehabilitation options will be without prejudice to DMI Electrical Engineering Limited’s right to proceed against the Worker under its disciplinary code.
2.3 the Worker may ask the medical practitioner not to disclose to DMI Electrical Engineering Limited any aspect of their medical history that is unrelated to the positive test.
Workers must limit their consumption before coming to work so that there is no alcohol in excess of the permissible limit in their body while they are at work.
1. All situations that may lead to disciplinary proceedings will be thoroughly and fairly investigated before action is taken.
2. Where misconduct or non-compliance with our policies or the Code of Conduct has occurred and the Manager considers a Worker or Contractor is at fault, DMI Electrical Engineering Limited will apply a fair and supportive approach using a range of responses. If the breach is considered to be serious misconduct, the response may be more stringent.
2.1 Counselling The purpose of counselling is to clarify the cause of the breach or non-compliance; to recognise what changes need to be made by both parties; and then to agree on future actions. The meeting outcome will be recorded.
2.2 Formal warning Where repeat or serious misconduct has occurred, a counselling session will be called for. It may conclude with a warning that continued non-compliance by the Worker or Contractor may lead to termination of employment or contract, as applicable. The warning will be formally documented in the Worker’s or Contractor’s records and will be in place for a stipulated period of time.
2.3 Potential dismissal or termination of contract This will become a consideration if:
2.3.1 repeat misconduct or non-compliance has occurred 2.3.2 a warning is already on record 2.3.3 serious misconduct or non-compliance could have resulted in serious injury or damage
2.4 The Worker or Contractor may offer reasons for their misconduct or non-compliance. The Manager will consider these reasons and inform the Worker or Contractor promptly of their decision.
2.5 If the Manager considers that the misconduct or non-compliance is likely to continue or that the breach or non-compliance is serious, they may terminate their employment or contract at this point. The outcome of this meeting will be documented in the Worker’s or Contractor’s records.
3. The following health and safety-related issues are considered to be serious misconduct and are potentially dismissible offences.
3.1 Verbal, physical, or sexual abuse, or harassment – where the evidence is clear and undeniable.
3.2 Reckless endangerment – of oneself or others and where the evidence is clear and undeniable.
3.3 Illicit drugs – if the Manager has evidence that a Worker or Contractor is holding or storing drugs on, or selling drugs from, Company property or worksites.
3.4 Driving a Company vehicle while under the influence of alcohol or illicit drugs – where this is proved by a drug or alcohol test administered by a competent person.
3.4 Harm to business – where a Worker’s or Contractor’s actions are so extreme that they could bring DMI Electrical Engineering Limited into disrepute, cause loss of work or contract, or have a harmful influence on future work prospects.
4. While largely for internal use, the disciplinary process will also be applied to any Contractor not adhering to the requirements of the contract, irrespective of those requirements being written or verbal.
5. Where the Formal Disciplinary Process is being applied, a Worker may bring a support person of their choice to the meetings, but should be aware that this may not influence the outcome of the meeting.
The support person’s role is to provide moral support or advice to the Worker and ensure that due process is applied. As the meeting is a business matter between an Employer and their Worker, DMI Electrical Engineering Limited believes that the support person has no right to directly interfere with, or interrupt the proceedings.
DMI Electrical Engineering Limited recognises that workplace stress is largely the result of the interaction between a person and their work environment. For the person, it is the awareness of not being able to cope with the demands of their work environment, with an associated negative emotional response.
1. The harmful effects of workplace stress may be manifested in one or more of the following ways. 1.1 Psychological – indicators are anger, frustration, apprehension, anxiety, or depression; feelings of incompetence, loss of confidence, and not being able to cope in general.
1.2 Behavioural – including mood swings and irritability; changes to sleeping patterns, increased absenteeism, increased time urgency, and a decline in performance.
1.3 Cognitive – memory or concentration problems, slow reaction times, and an increase in errors.
2. Workers are encouraged to not work excessive hours; to take regular holidays; and to notify company management of any stress-related problems they are encountering on a personal or professional level that may affect their ability to perform their role.
3. DMI Electrical Engineering Limited will work with Workers to help address workplace stress and fatigue and respond promptly to eliminate the effects of workplace stress. We will work with any Worker who reports that they have a problem relating to stress, recognising that many factors can contribute to developing workplace stress.
4. DMI Electrical Engineering Limited will involve staff in asking for their ideas, opinions, and continuous improvement suggestions. We will focus on preventing and managing stress, as well as the amount, content, and organisation of work to ensure the workplace remains healthy, safe, and productive.
The health, safety and wellbeing of our workers is very important.
Where incidents, injury or illness arises DMI Electrical Engineering Limited will investigate to ascertain causation to ensure that a similar situation doesn’t occur in the future.
DMI Electrical Engineering Limited, as a responsible Employer, is committed to the prevention of harm. Where harm has occurred, a managed return to work is our preferred choice depending on the degree of injury and the availability of suitable tasks that will not exacerbate the injury. We believe this outcome to be both desirable and beneficial to all parties involved.
1. If a Worker sustains an injury that a medical professional believes will not preclude the Worker from some form of work, our policy is (where possible) to provide useful alternative duties to ensure a continued connection with the workplace and a managed recovery.
2. A Worker who requires medical services due to a work-related injury must take a copy of DMI Electrical Engineering Limited’s Alternative Duties form with them, and ask the medical professional to indicate the activities the injured Worker may still be able to perform.
3. Where an injured Worker can return to some form of alternative duties (or modified duration of duties) and depending on the work we can realistically offer at the time, DMI Electrical Engineering Limited will undertake the following. 3.1 Start a Return to Work Programme as soon as practicable, providing we have written guidance from a medical professional regarding what the injured Worker can or cannot do.
3.2 Consult with the Worker, ACC, and appropriate medical professionals to action the programme.
3.3 Where possible, ensure that an appropriate level of monitoring or supervision is provided so that the injury is not exacerbated.
1. If an injured Worker cannot return to alternative duties, DMI Electrical Engineering Limited will remain in contact with the Worker to monitor their progress and ability to return to work.
2. If a Worker has sustained a long-term injury and is not able to return to the duties they were originally employed to do, DMI Electrical Engineering Limited will, if possible, provide alternative work that the injured Worker can do. All parties involved should be aware that this may not be feasible and that termination of employment, while never desirable, may be necessary. In this situation, DMI Electrical Engineering Limited will do whatever it reasonably can to ease the transition.
3. DMI Electrical Engineering Limited recognises that these commitments are for Workers and exclude contracted Contractors. However, Contractors responsible will be encouraged to undertake positive and effective injury management towards their own employment.
We are an environmentally conscious and responsible company. We are committed to ensuring that our activities, wherever possible, have the least harmful impact on our environment. We achieve this by adopting and implementing environmentally sensitive practices in all of our operations.
The responsibility for managing and maintaining this policy lies with the CEO and management team with general implementation delegated to managers and employees as required.
DMI Electrical Engineering Limited is committed to operating in an ecologically sustainable manner and will:
Key focus areas within the organisation will be to select non-polluting technologies, minimise waste, reuse/recycle and reduce energy consumption.
DMI Electrical Engineering Limited makes a positive environmental contribution in the local community by encouraging open communication and a broader general awareness of environmental issue.
9/160 Te Huaki Crescent
Eastgate Business Park
14 Jean Street