4.1 Safe Environment

Safe Environment

4.1

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4.1 Safe Environment Contents Preamble ............................................................................................................................. 3 4.1.1 Worker Identification................................................................................................ 3 Worker ID card.............................................................................................................. 3 Blue Card...................................................................................................................... 4 NDIS Worker Screening Check .................................................................................... 4 BigDog Uniforms........................................................................................................... 4 4.1.2 House Risk Assessments........................................................................................ 5 4.1.3 Collaboration with other Providers........................................................................... 6 Procedures ....................................................................................................................... 6 Summary ............................................................................................................................. 7 Supporting Documents ........................................................................................................ 8 Policies ............................................................................................................................. 8 Forms ............................................................................................................................... 8 Information ....................................................................................................................... 8 NGO Training ................................................................................................................... 8 Legislation ........................................................................................................................ 8 NDIS Practice Standards and Quality Indicators ................................................................. 9 4.1 Safe Environment ....................................................................................................... 9 Human Services Quality Standards ................................................................................... 10 4 Safety, Wellbeing and Rights ...................................................................................... 10 Delegation of Authority....................................................................................................... 10 Version Details ................................................................................................................... 11

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Preamble BigDog Support Services Pty Ltd and Scottvale Health Club Group (BigDog) works to ensure that each client accesses supports in a safe environment that is appropriate to their needs.

4.1.1 Worker Identification BigDog provides identification so that a client can easily identify workers engaged to provide the agreed supports.

BigDog has a Dress Code that gives guidance to all workers, volunteers and contractors as to the standard of dress expected. The dress code outlines the requirement for all workers to wear their official corporate uniforms when on shift. The rationale for having a dress code is: 1. To clearly define the dress and hygiene expectations, 2. To protect the reputation of BigDog, 3. To acknowledge that the Directors, workers, volunteers and contractors are role models of community standards for clients and should consider this in how they dress, 4. To protect the health and safety of everyone involved, 5. To ensure that clients can easily identify the workers that are engaged to provide them with supports.

The Directors, coordinators, administration and management will ensure that all workers, volunteers and contractors are aware of this dress code and the rationale behind it as well as ensuring the code is enforced.

BigDog ensures that whenever a new worker commences supporting a client that they have not yet supported, a formal introduction is given by a member of the management team to ensure that the client is comfortable with the worker and any queries can be addressed before the supports are provided.

Worker ID card All workers are provided with photograph identification cards to allow clients and members of the community to easily identify the workers as a BigDog worker.

Worker ID Cards are an important security measure used for a range of functions including; a QR code for website access, identification, and general corporate branding.

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Blue Card This form is to be completed by people proposing to start or continue work with both children and adults at a place where disability services are provided by Department of Communities, Disability Services and Seniors, (the Department) funded non-government service provider or a National Disability Insurance Scheme (NDIS) non-government service provider.

The Department of Justice and Attorney-General will advise the applicant and BigDog, as the employment organisation, of the outcome of this application, whether a blue card is issued to the applicant, suspended or cancelled, and if further employment screening is required in relation to the yellow card exemption application.

NDIS Worker Screening Check The NDIS Worker Screening Check is an assessment of whether a person who works, or seeks to work, with people with disability poses a risk to them. The assessment determines whether a person is cleared or excluded from working in certain roles with people with disability.

The NDIS Worker Screening Check is conducted by the Worker Screening Unit in the state or territory where a person applies for it. The Worker Screening Unit also decides whether a person is cleared or excluded. BigDog is required to ensure that we only engage workers who have been cleared in certain roles, called risk assessed roles.

The NDIS Worker Screening Database holds a register of workers who have applied for an NDIS Worker Screening Check.

BigDog Uniforms BigDog workers wear distinctive uniforms in the colours associated with BigDog go a long way in establishing an impression in the mind of the client and our community. Uniforms identify workers as individuals who are associated with BigDog and our support activities, and they help to brand BigDog by distinguishing us from other support organisations.

Consistency in worker appearance creates a positive impression on the client and contributes to projecting the BigDog image.

Uniforms can enable clients to identify support workers in the community, eliminating the possibility of a client erroneously asking a stranger for help. Workers wearing a uniform inspire confidence in the client by announcing that the worker is a professional with a willingness to help.

Having workers to wear a uniform eliminates the need for creating and enforcing a dress code. Enforcing a dress code is time consuming and can lead to hard feelings on the part of workers who are told that their attire is not appropriate for the workplace.

BigDog provides the following uniform items at no cost: Administration – 2 corporate wear shirts with ‘Dogs’ logo Support Workers – 2 shirts in either Cool Polo 100% Polyester or Fitted Polo 63% Polyester and 32% Cotton in a large range of colours and a blue winter vest with an embroidered logo on the LHS chest.

Sponsorship Shirts – Capras, Clydesdales, Highfields Lions etc.

Lawn Maintenance – 2 Hi Vis work shirts, sun hat with embroidered logos and a pair of safety boots.

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4.1.2 House Risk Assessments Where supports are provided in the client’s home, work is undertaken with the client to ensure a safe support delivery environment.

BigDog will always respect the fundamental rights of individuals to live within their communities of choice and the accommodation that is the most appropriate for their needs, lifestyles and resources. BigDog recognises the right of individuals to choose to live in accommodation that may not be deemed as average by the community at large, but is reflective of their individual cultural, ethnic or religious affiliations. BigDog will respect the rights of all stakeholders when developing accommodation options to meet the needs of those individuals supported.

BigDog will meet the legislative requirements of the state or territory where accommodation is provided by BigDog. Accommodation is not and should not be considered as core business of BigDog but will be an adjunct to the support services offered. It is the philosophy of BigDog to assist individuals to work toward the most independent accommodation type possible to meet their individual needs.

It will be the responsibility of the Directors to develop a range of support options and accommodation appropriate to Client needs. This will be by way of consultation, assessment and presentation of a variety of options.

These options may include: Short term respite and emergency accommodation Assistance with single occupier rental or purchase options Public housing options.

Share housing or co-tenant options.

Group homes. (Maximum 5 tenants) Transitional supported accommodation option Areas for consideration include: Service recipient needs Families’ needs Resources (including fiscal, physical availability etc.)

Community perspective Neighbours Emergencies (including Response times from emergency services) Staffing Supervision Viability and sustainability including rental contracts Accessibility Ongoing maintenance requirements Prior to commencing supports in a new client’s home, a member of the BigDog management team conducts a house audit and risk assessment with the client. This assessment outlines any areas of the house and/or yard that may be deemed unsafe and requiring attention prior to supports being provided.

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BigDog conducts regular home audits to ensure the continual safety for workers and clients within the client’s home and encourages workers to report any safety concerns they have when working in a client’s home.

4.1.3 Collaboration with other Providers Where relevant, BigDog will work with other providers and services to identify and treat risks, ensure safe environments, and prevent and manage injuries.

BigDog recognises that there is a Duty of Care to all workers, volunteers, work experience students, contractors, clients and visitors to the service and that all workers, volunteers, work experience students, contractors, clients and visitors have a legal duty of care to each other. BigDog will ensure that all workers and volunteers employ safe practices and that the workplace is physically safe. Staff working in the private homes of clients will be made aware of their legal duty of care and will be provided with adequate training for their role as a Support Worker.

BigDog recognises that people with a disability have the same human and civil rights as other members of the community. In common with the rest of the community, exercising these rights may entail some risks.

However, our clients are often vulnerable to risks to their personal safety, security and wellbeing and may require some level of protection and personal assistance or support from workers.

For these reasons, BigDog recognises the importance of working with other service providers in instances where a client does not solely rely on BigDog for their support services. BigDog encourages open lines of communication between services providers engaged to support a client in order to make sure the client is supported in the safest way possible.

Procedures Induction The induction of new workers includes an NDIS worker screening check and/or making application for a number of requirements for the position as a support worker.

These include: NDIS Commission Worker Orientation Module ‘Quality, Safety and You’ Code of Practice including the NDIS Code of Conduct (Workers) Support Worker Induction Manual WHS Induction Manual Blue Card NDIS Worker Screening 100 points of identification Confirmation agreement including confidentiality, code of practice, WHS induction and Alcohol and Drug testing.

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Summary

Workers, including subcontractors and volunteers have a duty of care to: take reasonable care for their own health and safety take reasonable care that they do not adversely affect the health and safety of others comply, so far as they are reasonably able, with work health and safety instructions work in line with BigDog policies or procedures about work health and safety. This may include following reasonable instructions relating to the delivery of a support plan, only undertaking activities that have been agreed to in the client service agreement and wearing personal protective equipment (PPE) they have been provided and trained in using properly.

Others at the workplace (e.g. clients, visitors or family members) have a duty to: take reasonable care for their own health and safety take reasonable care that they do not adversely affect the health and safety of others comply, so far as they are reasonably able, with any reasonable instruction given by BigDog or undertaking carrying out the work.

BigDog has the primary duty of care for the health and safety of workers. BigDog, clients and/or primary carers and their families should work together to provide a safe environment for support workers in the home. BigDog should: gather relevant information at the referral and assessment stage to identify WHS issues and assess and manage those risks clearly communicate and understand what services are to be provided regularly review current WHS risks to ensure that the controls are still working and whether they need to be altered provide adequate training and supervision to ensure safe work methods are understood and followed assess additional services before they are performed Clients and/or primary carers should: maintain a safe work environment (for example repair broken steps, mow long grass, restrain animals, provide adequate lighting) look after their own in-home safety (for example maintain electrical equipment and install smoke alarms and safety switches to switchboards) cooperate with BigDog and our workers to ensure safe work procedures and a safe work environment (for example move furniture to allow adequate workspace, use lifting equipment based on assessed needs, provide recommended cleaning products) keep their equipment safe, well maintained and in good order inform service providers and others of any known hazards (i.e. the presence of pets).

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Supporting Documents Policies 2.9 Emergency and Disaster Management 4.0 Support Provision Environment

Forms House Risk Assessment House Audit Checklist Support Worker General Audit Support Worker House Audit WHS Incident Report WHS Maintenance Request WHS Safety Audit

Information A guide to working safely in people’s homes Bathroom Safety Guide to the Work Health and Safety Act 2011 Human Services Quality Framework October 2021 Version 8 Manual tasks involving the handling of people NDIS Practice Alert – Dysphagia NDIS Practice Standards November 2021 Version 4 Smoke Alarms WHS Risk Assessment Rating

NGO Training Dysphagia (PA04) Food Safety Safe Food Handling Part 1 Safe Food Handling Part 2 Work Health and Safety Induction

Legislation Child Protection Reform and other Legislation Act 2022 (QLD) Disability Services Act 2006 (QLD) Disability Services and Inclusion Act 2023 (Cwth) National Disability Insurance Scheme Act 2013 (Cwth) NDIS (Provider Registration and Practice Standards) Amendment Rules 2021 Working with Children (Risk Management and Screening) Act 2000 (QLD)

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NDIS Practice Standards and Quality Indicators BigDog Support Services Pty Ltd (BigDog) is a registered NDIS provider and is required to apply the scheme’s practice standard and quality indicators.

The standards have been developed to create an important benchmark to assess provider performance and ensure that high quality and safe supports and services are provided to NDIS participants.

The four core modules are: 1.0 Rights and Responsibilities; 2.0 Governance and Operational Management; 3.0 The Provision of Supports; and 4.0 The Support Provision Environment.

The supplementary modules cover: 5.0 Specialist Support 5.1 High intensity daily personal activities.

5.3 Implementing behaviour support plans.

4.1 Safe Environment Each participant accesses supports in a safe environment that is appropriate to their needs.

4.1.1 Each participant can easily identify workers engaged to provide the agreed supports.

4.1.2 Where supports are provided in the participant’s home, work is undertaken with the participant to ensure a safe support delivery environment.

4.1.3 Where relevant, work is undertaken with other providers and services to identify and treat risks, ensure safe environments, and prevent and manage injuries.

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Human Services Quality Standards The Human Services Quality Standards set a benchmark for the quality of service provision.

Each Standard is supported by a set of performance indicators which outline what an organisation is required to demonstrate to meet that standard.

4 Safety, Wellbeing and Rights The safety, wellbeing and human and legal rights of people using services are protected and promoted 4.2 BigDog proactively prevents, identifies and responds to risks to the safety and wellbeing of people using services.

4.3 BigDog has processes for reporting and responding to potential or actual harm, abuse and/or neglect that may occur for people using services.

Delegation of Authority Name

Position

Details

Courtney Carroll

Director

Authorise review and implementation

Ann Paull

Company Secretary

Manage Finances

Peter McGrath

Operations Manager

Ensure information dissemination

Monique Paull

HR Lawyer

Ensure compliance by workers

William Carroll

Safety Officer

Safety Audits and Reports

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Version Details This policy will be reviewed every twelve (12) months unless circumstances deem it necessary to review earlier. The review process will involve an analysis of the usefulness of the policy and to note any changes which are required to improve the policy.

If minor changes are made in wording or to clarify the intent, the version number will indicate this by adding a ‘point’ i.e. Version 1.0 indicates the original version and 1.1 with the first round of minor changes made. A significant change or intent of the policy will be indicated by a whole new number i.e. Version 2.0.

The following rules also apply in interpreting this policy: • Headings are for convenience only and do not affect interpretation.

• A singular word includes the plural and vice versa.

• A word that suggests one gender includes the other genders.

Date

V

July 2016

3.0 New policy – Support Provision

January 2017

3.1 Included policy statements from existing policies Added more information in the preamble relating to the HSQF Changed the policies to procedures 4.0 Updated to new logo and style guide

January 2019 January 2020

January 2021

Details

5.0 Removed HSQF Standards Indicators and Policy matched with NDIS Practice Standards and Quality Indicators Front cover updated to Standards colour identification Supporting Policies updated 5.1 Updated Responsible Officers details Changed ‘the director’ to ‘the directors’ Introduction of BigDog Training Portal and modules

January 2022

5.2 Included Emergency and Disaster Management Updated responsible officers, training and practice alerts NDIS Practice Standards November 2021 Version 4

January 2023

6.0 Included Human Services Quality Standards and Child Protection Act and the term “Participant” is returned to “Client” to allow for policies to cover NDIS and Child Safety.

January 2024

6.1 Disability Services Act 1986 replaced with Disability Services and Inclusion Act 2023 and policy review process included.

June 2025

6.2 Scottvale Health Club included in policy Steven Paull has retired, responsible officers updated

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