Q&A
Here we share some of the most interesting questions that come through the Helpdesk service from subscribers. Please note: All identifying details are removed for reasons of confidentiality.
Through the Helpdesk, you can ask any general health and safety queries that you can’t find an answer to in your handbook, and our experts will give you an answer. Whether your query is about recent legislative changes, or the steps you need to take to protect yourself, our team of experts is ready to answer your questions.
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
- change tasks when he needs to rest his knee; and
- take unpaid time off work for medical appointments or to rest his knee.
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?
Ask
our experts
Our Portner Press team of editors, writers and contributors consists of legal professionals who are experts in their respective fields – whether it’s employment law, workplace health and safety, or human resources.
Our business operates a number of retail stores. In each store, we are storing 20 500ml bottles of hand sanitiser for the use of staff and customers. Do we need to post flammable goods signage on the outside of the building and signage on the storage cabinet where the hand sanitiser is kept to advise we have dangerous goods stored?
Is there a legal requirement to have certain policies or is it just what you believe is relevant to the business operations?
We have an employee who is becoming unable to fulfil the requirements of his role due to a pre-existing (non-work-related) knee injury. He has worked for us for many years and we have so far accommodated him by allowing him to:
It is becoming problematic as the frequency of his time off and changing tasks is increasing, and it is affecting his ability to do his job and the rest of the team.
How far do we have to go in accommodating this injury before the situation can be deemed as untenable?