The TWU found that a Senior Manager at a PCBU engaged in workplace violence after they aggressively tugged at a worker’s clothing. The worker was assaulted at work when the senior manager used workplace violence to assert his position to intimidate and threaten the worker. Due to their stress levels from the incident with the Senior Manager, the worker took two days off from the workplace after this incident.
A TWU Official exercised a WHS Right of Entry to inspect the surveillance footage that captured the incident between the Senior Manager and worker. The TWU Official and TWU WHS Department reviewed the surveillance footage and confirmed the altercation between the Senior Manager and worker, validating that the assault and workplace violence did in fact occur. Through observation of the surveillance footage, we were able to confirm the Senior Manager tugged on the worker’s shirt on two separate occasions, and note the worker’s body language shifted and changed to that of being visually uncomfortable.
The TWU is pleased to announce the Senior Manager in question no longer works for the PCBU, and workers are no longer exposed to workplace violence and bullying at the hands of that particular Senior Manager.
“Unlike workplace bullying which is repeated, unwanted behavior, workplace violence does not need to be repeated to be considered violent. Workplace violence and aggression can have significant short and long-term impacts on a workers’ health. It can contribute to physical injury and illness, as well as cause psychological harm to the person it is directed at, and anyone witnessing the behavior.
These behaviours can come from a range of sources, including:
- Internal violence and aggression from other workers, supervisors or managers.
Violence can be:
- Physical or psychological
- Verbal, written or online
- One off or repeated incidents
- Lower level behaviours such as name-calling through to more serious acts like physical assault, including criminal offences
- In person
You don’t have to put up with ANY of these behaviours in your workplace. If you are experiencing workplace violence or bullying, contact your TWU, or let your Organiser or delegate know.”
– Marija Marsic, TWU NSW/QLD Assistant State Secretary & Director of WHS & Education
BevChain PINs / Improvement Notices
Health & Safety Representatives (HSRs) Peter Citroni and Adrian Pickering issued two Provisional Improvement Notices (PINs) to BevChain after the PCBU failed to consult with workers, who were exposed to unsafe practices around keg deliveries. Drivers were expected to unload 200 kegs, each weighing approximately 65 KG individually, using a flatbed truck.
The PCBU had no Safe Operating Procedures (SOPs) in place that would assess risks to workers while unloading the kegs. Workers, justifiably, wanted an offside to assist with the unloading of the kegs during deliveries. Both Peter and Adrian issued PINs to the PCBU for failing to consult with workers and failing to ensure their health and safety. The PCBU then contacted SafeWork NSW to review the issued PINs.
SafeWork agreed with the HSRs upgrading the PINs to Improvement Notices requiring the PCBU to assess the risks to workers. SafeWork NSW determined workers were at risk for falling from the truck steps, being struck by an uncontrolled falling keg, being struck by a keg whilst it is rolling and/or musculoskeletal injuries.
SafeWork NSW required the PCBU to eliminate or minimise the risk as far as is reasonably practicable by conducting risk assessments, Safe Work Procedures and include HSRs during the process. The PCBU was given six weeks to be compliant with the Improvement Notice.