Does the Safe Work Method Statement (SWMS) now take over from the Job Safety Analysis (JSA)? Is each one specific to their site, or are they both required?

I have received advice that employees must sign off (handwritten signatures or signatures scanned in) on safe work method statements (SWMSs) for working at heights and high-pressure work. Do you have to have actual employees’ signatures on the SWMSs?

Are we able to delay the return of an employee until her doctor can confirm that she is fully fit to return to work?

Are there any standards or regulations we should be aware of before we purchase a portable wheelchair ramp?

One of our health and safety committee members has refused to undergo training. Should they be allowed to remain on the committee?

Our business has offices in Melbourne, Hobart, Sydney and Brisbane. What are the test and tag requirements in these states?

Are we legally required to have a first aid officer within an office environment?

The Work Health and Safety Act refers to a ‘prescribed person’ and ‘person of a prescribed class’. There are no definitions for these terms in the legislation. Who do these terms refer to?

Can a worker representing a work group be a WHS Committee member? Or does it have to be a worker not involved in the WHS Committee already?

Our organisation operates at multiple sites across the country. Are we required to have a work group and HSR at every site? Or can we have one work group per state or sector, and invite one worker from each site to form part of their state/sector work group, with that work group electing an HSR?

Do we need to capture a postie's injury as a Lost Time Injury (LTI) on our statistics?

We complete hearing tests for at-risk workers every 2 years. We have a staff member, who once was exposed to noise but now works solely in an office environment and has done so for the past 8 years, with no exposure to noise. When should we stop conducting hearing tests for him?

We have a wash waste water pit with a rail on two sides. Should we have any kind of grate or cover, or are the rails an adequate risk control measure?

If we have robust anti-bullying and harassment procedures in place, do we still need to have a policy?

Can we request an employee take a drug test and that they must pass? We have heard that one of our employees has been using illicit drugs (rumour only). His attendance and performance have clearly declined. We do have a drug and alcohol policy, but it doesn’t cover testing.