December 2014 will forever be remembered by the tragic events
that unfolded in Martin Place. Two innocent lives were lost, and a
city came together in mourning and solidarity.
The Sydney Siege underlined the importance of taking appropriate
steps to protect the community at large. It also highlighted the
need for organisations to have a clear emergency plan and to think
about implementing appropriate security measures.
Health and safety legislation imposes a duty on entities
undertaking work to take all reasonably practicable steps to ensure
the health, safety and welfare of their workers and other persons.
It also requires workplaces to prepare and implement an emergency
plan, and ensure that all workers receive appropriate information,
training and instruction.
There is a lesson to be learnt from the Sydney Siege about the
importance of implementing an emergency plan that is flexible and
responds appropriately to sudden and unexpected situations. During
emergency situations, there is a need for leadership, rapid
decision making and the availability of appropriate resources.
This is where leaders of organisations and industry need to
ensure that their emergency plans incorporate effective procedures
for security arrangements, alongside existing health and safety
arrangements. Leaders not only make decisions about the allocation
of resources within an organisation but play a key role in defining
an organisation's values.
Leaders also need to create a culture that ensures safety is a
main priority and encourages people to report errors and unusual
activities, promote co-operation, seek feedback and reinforce
behaviour that is consistent with company values.
Organisations should ensure that they have an effective
emergency plan in place and consider incorporating appropriate
security measures in their health and safety arrangements. This
would require a shift in the way individuals think and behave when
it comes to work, health and safety protocol.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
An employee that refused a reasonable offer of settlement was ordered by the FWC to pay his ex-employer's legal costs.
Some comments from our readers… “The articles are extremely timely and highly applicable” “I often find critical information not available elsewhere” “As in-house counsel, Mondaq’s service is of great value”
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).