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Environment Health and Safety Manual 8. Occupational Health |
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[? Search] [Top] [Contents]
[Prev: 7. Specialised Hazards]
[Next: Appendix A: Forms]
- 8.1. Pregnancy
- 8.1.1. Pregnancy and Work with Certain Substances
- 8.1.2. Working with Ionising Radiation while Pregnant
- 8.2. Workplace Health
- 8.2.1. Asbestos Policy
- 8.2.2. Control of Legionnaires Disease
- 8.2.3. Smoking in the Workplace
- 8.2.4. Thermal Comfort Policy
- 8.2.5. Alcohol and Drugs in the Workplace
- 8.2.6. Selection and Use of Personal Protective Equipment
- 8.2.7. Workplace Cleanliness
- 8.3. Manual Handling
- 8.3.1. Manual Handling
- 8.3.2. Ergonomic Principles for Screen Based Work
- 8.3.3. Preventing Occupational Overuse Injuries
- 8.4. Medical Services
- 8.4.1. Medical Surveillance Programs
- 8.4.2. Provision of First Aid Facilities
- 8.4.3. Provision of First Aid Treatment
- 8.5. WorkCover
- 8.6. Control of Noise
- 8.6.1. Purpose
- 8.6.2. Application
- 8.6.3. Legislation
- 8.6.4. References
- 8.6.5. Responsibilities
- 8.6.6. Procedure and Guidelines
To provide guidelines and information to staff and supervisors of staff who may be pregnant, or planning a pregnancy while working with potentially hazardous chemicals at the University.
This policy applies to laboratories or workshops where hazardous or potentially hazardous substances are used. These guidelines are designed to provide information to staff and supervisors on the nature of occupational exposures to hazardous chemicals, and their potential effects to the unborn foetus.
Occupational Health and Safety Act 2004
NHMRC Guidelines for the Use of Carcinogenic or Toxic Substances by Laboratory Personnel
NIOSH: The effects of workplace hazardous substances on female reproductive health
Human Resources Personnel Policy and Procedures Manual Section 9.2.3
Provide the following information to Staff members who inform them of their pregnancy:
Address concerns from employees regarding potential workplace reproductive hazardous by undertaking appropriate risk management through risk assessments and control measures.
Supervisors are required to determine whether substances used in the work area could create a risk to pregnant employees. Material Safety Data Sheets (MSDS) must be obtained for all chemicals used or stored in a workplace.
Employees should inform their supervisor of their pregnancy as soon as is practical.
If you have any concerns at all about exposure to chemicals at work, you should seek advice from your supervisor, safety officer or health and safety representative, if you are pregnant or considering pregnancy at any time in the future.
Of major concern are Mutagenic or Teratogenic Chemicals - A limited number of chemicals are suspected of being mutagenic or teratogenic and exposure to these during pregnancy may result in DNA changes to the developing foetus leading to congenital abnormalities or abortion.
NB: For many chemicals such information is not available.
The risk to health is related to the level of exposure. Infrequent exposure to low levels of chemicals is clearly less of a risk than frequent exposure to concentrated chemicals in poorly ventilated areas. The risk is also greater during early pregnancy. In the typical working environment at the University, exposure through inhalation is the most common route of exposure.
Working in a fume cupboard which meets Australian Standard performance requirements or in some other ventilation enclosure will prevent exposure by inhalation. Skin absorption and ingestion are rarely significant routes of entry, provided that safe working practices are observed.
The following is a list of commonly used chemicals. Some studies carried out on animals have raised concerns about the use of these substances.
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* Note significant exposure through skin or membrane contact is possible.
Other disease causing agents are:
- Cytomegalovirus
- Hepatitis B virus
- Human Immuno-deficiency virus\
- Human parvovirus B19
- Rubella (German Measles)
- Toxoplasmosis
- Varicella Zoster virus (Chicken Pox)
Exposure to any of the above at levels below the recognised exposure limits as determined by the ACGIH Threshold Limit Values and Biological Exposure Indices 2001, should not present a health risk to the unborn foetus. Where chemicals have warning labels indicating carcinogenicity, further advice should be sought either from the MSDS for the substance, the supplier or the Environment Health and Safety Unit on ext. 8344 3050. MSDS should be available for reference before use for all chemicals in the workplace.
1. Review the MSDS to become familiar with any reproductive hazards presented by a chemical.
2. Use appropriate personal protective equipment such as gloves, gown and a mask.
3. Avoid contact by inhalation by only using chemicals in a containment hood.
4. Store chemicals in sealed containers when they are not in use.
5. Wash hands after contact with any laboratory reagents.
6. Participate in training and education programs provided for chemical safety.
Working in a fume cupboard which meets Australian Standards, or in some other ventilated enclosure will reduce the chances of exposure by inhalation. Skin absorption and ingestion are rarely significant routes of entry, provided that safe work practices are observed.
* Menstrual cycle effects due to a disruption of the balance of hormone levels
* Infertility or subfertility due to damage to the ovaries, eggs or hormones * Miscarriages or stillbirths due to abnormal development of the foetus
* Birth defects from damage caused by chemical exposure to growing tissues
* Low birth weight and premature births resulting from toxic chemical exposure
* Developmental disorders caused by damage to the brain or spinal cord from some substances
If you become pregnant and work in a situation where you may become exposed to chemicals, you are advised to notify your department head or supervisor immediately. If you wish to obtain confidential medical advice on any possible risk, you may contact the medical staff in the Occupational Health Unit, extn. 44534.
The assistance available from the Occupational Health Unit or the Environment Health and Safety Unit will be provided in consultation with your doctor and will ensure your rights in employment, with the University acknowledging its obligations under health and safety and equal opportunity legislation. It is essential for the protection of your foetus and because of the legal requirements that the Occupational Health and Safety Act places on employers and employees that you comply with these procedures.
Depending on the nature of your work and the risks involved, modified or alternative duties may have to be provided during your pregnancy. Any changes to your work will be of the minimum reasonably necessary to protect health and safety during your pregnancy. Alteration to work practices will only occur so far as it is reasonably necessary on health and safety grounds. The OH Unit will be able to provide advice to you and your department on whether any changes to your work will be needed during your pregnancy.
For further details on maternity leave, please refer to Personnel Policies and Procedures section 9.2.3 Parental Leave.
To ensure awareness and compliance with legal obligations regarding Departmental responsibilities to pregnant staff and students using ionising radiation.
The procedure applies to any Department of the University using:
1. Non-sealed radioactive sources
2. Sealed radioactive sources
3. Equipment that produce ionising radiation.
Radiation Regulations 2007
Occupational Health and Safety Act 2004
Dangerous Goods Act 1988
Occupational Health and Safety Regulations 2007
NH&MRC Codes of practice relating to the use of Ionising Radiation
Standards Australia AS 2243 Part 4 Ionizing Radiation
The responsibility rests with the individual to declare herself pregnant, if/when she does the department must insure that the person is not exposed to levels of ionising radiation above that acceptable to members of the general public - 1 mSv/yr.
The DRSO must assess the duties carried out by pregnant staff / student member.
If the staff / student member is exposed to neutron radiation a clearance must be sought from the University's Radiation Protection Officer before working in this area.
It is the responsibility of the individual to declare the pregnancy, if there are issues associated, the University's Radiation Protection Officer (RPO) can be contacted anonymously and confidentially, refer to EHS Unit Contact Listing
Consult on activities with the DRSO if you are unsure about any aspect of your work.
Be aware of potential hazards by:
Reviewing safe work practices.
Making sure safety requirements associated with isotopes being used are followed.
Check previous TLD badge readings as a guide to determine the hazard level of the procedure being undertaken
Monitor the working area before and after use with a suitable meter. to ensure the work area is clear of radiological hazards.
Monitor yourself after completion of every procedure.
Be familiar with all monitoring equipment in the laboratory and their limitations.
Advice if needed may be obtained confidentially from the University's Radiation Protection Officer at the Environment Health and Safety Unit, refer to EHS Unit Contact Listing
To prevent asbestos related disease, resulting from exposure to airborne asbestos in the workplace.
To identify, assess and control risks arising from asbestos in the workplace.
The University has developed an Asbestos Management Plan. Control of asbestos is through a written plan of action by removing, enclosing or encapsulating asbestos.
Occupational Health and Safety Regulations 2007.
The National Model Regulations for the Control of Workplace Hazardous Substances 2000.
Property & Campus Services Asbestos Management Plan
Instigate (part 5) asbestos audits identify asbestos products within the structure or fabric of all University buildings on all properties.
Responsible for ensuring asbestos products identified in the audits are appropriately labelled where practicable.
Coordinate removal of asbestos from University buildings, where required, consulting with affected staff on the removal process.
Provide advice relating to asbestos
Provide advice on equipment likely to contain asbestos to departments and faculties.
Provide labels for the identification of asbestos.
Arrange disposal of asbestos containing equipment.
Ensure that equipment purchased do not contain asbestos products. (As of 31 December 2003 all asbestos products are prohibited for sale in Australia).
Ensure that all equipment under a departments control that contains asbestos is identified and labelled.
Ensure that a register of all equipment containing asbestos is maintained. This register must contain a description of the equipment, serial number (where applicable), location and type of asbestos (if known).
Ensure that risk assessments are carried out on all equipment that contains asbestos and are available to staff .
Arrange the disposal of equipment containing asbestos through Environment Health and Safety Unit monthly waste service.
Check the Asbestos Register in Property & Campus Services before commencing any work requiring access to any building spaces.
Staff should not bring asbestos products on to University property, nor cause such materials to be delivered to the University.
Staff should not interfere with any asbestos materials on University property.
Staff should not attempt to collect samples for asbestos identification. If the composition of the material is unknown but it is believed that asbestos may be present, the Environment Health and Safety Unit should be contacted on 8344 3050.
Faculties and Departments are responsible for identifying equipment under their control that may contain asbestos.
Where practicable identify equipment that may contain asbestos. Where asbestos is present the equipment should be appropriately labeled. An assessment of risk must be conducted to determine (as far as practicable), the risk to persons in the area.
Equipment that may contain asbestos is usually old equipment (most likely pre-1985) where heat insulation was required. Some examples of this equipment are electric drying ovens, furnaces, heater stirrers, bar heaters, distillation apparatus, heating mantles, heat resistant mats and equipment made from Asbestos Cement sheet.
If the asbestos is fully encased and presents no risk, the equipment must be labelled as containing asbestos and the information documented on an asbestos register.
If asbestos is not encased, the equipment needs to be labeled as containing asbestos and a risk assessment conducted for possible exposure. The assessment should take into account;
The type of asbestos.
The condition of the asbestos (e.g. is it friable or poorly bonded to the equipment).
The age and general condition of the equipment.
Whether using the equipment is likely to cause a disturbance of asbestos in the equipment.
Any other factors that could affect the health of staff or students carrying out their duties.
If the assessment indicates that asbestos in the equipment presents a risk to health, disposal can be arranged through the Environment Health and Safety Unit.
This procedure has been replaced by 11.20. New. Cooling Tower Management.
This procedure has been replaced by 11.12. New. Smoking in the Workplace.
These guidelines are to assist with the management of the work environment and the comfort of staff during varying climate conditions.
Thermal comfort is defined as: 'that condition of mind which expresses satisfaction with the thermal environment'. Each person is the expert on their own thermal comfort. A person's perception of thermal comfort is affected by air temperature, air movement (speed), humidity, clothing, activity level (i.e. the amount of physical work done), mean radiant temperature (the average temperature of the walls, floor, windows, etc) and many other factors.
OHS Act 2004
Code of Practice for Workplaces 1989
Occupational Health & Safety Regulations 2007
NHRMC Effects of heat on health comfort and performance
Worksafe Victoria Guidance Notes 2001
DRAFT AIOH Heat Stress Standard 2001
Monitor the effect of heat on staff members during summer months.
Supervisory staff must be aware of forcast periods of excessive heat or cold, and arrange work programs accordingly.
Notify supervisor if experiencing thermal discomfort.
Property and Campus Services can advise on the design and construction of airflow, ventilation, control of air conditioning plant and other building design factors.
The four most important environmental factors contributing to thermal comfort are air temperature, humidity, mean radiant temperature and air speed.
For most office workers the optimum comfort levels occur between 21 - 26 C, with a 30 - 60 % relative humidity.
Work programs should be arranged to take into account extended periods of excessive heat or cold. If practicable, work could commence and finish at times that avoid the greatest heat.
Other considerations for thermal discomfort are :
the time staff are exposed to hot tasks is reduced through job rotation (frequent brief exposures are less stressful than fewer longer exposures);
arranging extra ventilation to increase air movement is arranged;
doors and windows are closed to the heat for all or part of the day to prevent hot winds entering the room or building;
heat generating equipment such as screen-based equipment photocopiers and incandescent lights are turned off, where practicable;
windows are covered with either blinds or reflective coating;
fans are used in areas of low ventilation.
Staff are encouraged to take frequent cool drinks and discouraged from drinking alcoholic or caffeine based drinks. Departments should ensure that there is cool water close to the affected area.
Staff should be aware of compounding factors which can increase susceptibility to heat stress, such as obesity, pre-existing heart or circulatory problems, dehydration, fever or diarrhoea.
Staff that are most likely to experience thermal discomfort work in buildings without adequate temperature regulation or are required to work outdoors on hot days. Heads of Department and other managers have a responsibility to monitor working conditions and when working in heat becomes difficult, to direct that certain tasks cease, allow staff to go home or move to a cooler environment.
Outdoor workers should take the following precautions:
use protective clothing, particularly covering the head. Head coverings should be wide brimmed hats rather than caps;
wear sun glasses (UV protective safety glasses) for eye protection;
use protective lotions on exposed parts of the body;
arrange work patterns that maximize work in shady areas;
avoid heavy work during the hottest part of the day;
use personal water canteens;
drink 250 ml of water every half-hour.
Although this policy does not specify the actual temperatures to be reached before work should cease, managers should assess working conditions and the extent of staff discomfort on a regular basis. This is particularly important on the third and fourth days of periods where the outside temperature has been around 35°C. On the basis of that assessment managers have the discretion to either place limitations on the work of their staff or to put a stop to work.
Where, after implementing procedures to minimise thermal discomfort, working conditions continue to be adversely affected by prolonged, extreme heat, heads of department and/or managers may, within their own discretion, decide to close the workplace and send staff home under special leave arrangements (see PPP Section 9.4).
Please note that travelling home in hot conditions can also be hazardous. Heat distressed staff should be encouraged to attend the University's Health Service or their own doctor.
Conditions in Melbourne during summer can be extreme. In some circumstances these conditions may cause thermal distress which can lead to heat stress. This is especially true if people do not take appropriate precautions.
Heat stress occurs in situations where a person's core temperature rises above 38°C. Body temperature is regulated by the blood flowing from the core (abdomen, heart, brain) to the skin where the heat is dissipated by radiation, convection and evaporation to the environment. Heat stress may occur in environments where there is a combination of two or more of the following:
high temperature (e.g. summer);
high thermal radiation (e.g. foundries);
high humidity (e.g. mines);
a high level of activity (e.g. manual labour);
excessive or impervious clothing.
Under these conditions heat loss may no longer be in balance with heat production and heat related illness such as heat cramps, heat exhaustion, heat stroke may occur. There are very few work environments at this University that could give rise to heat stress.
If cases of heat stress do occur, the Director of Student Health Services, the Occupational Health Nurse or your Department's qualified First Aider should be contacted for treatment and advice. Certain medical conditions such as diabetes symptoms, vomiting or diarrhea can increase during very hot weather. In addition, medical treatments, and medications may increase the risk of heat stress from heat exposure.
Staff who are distressed by the climatic conditions should report to their supervisor. The supervisor should consider:
moving the staff member to a cooler environment;
encouraging rest breaks in a less heat-stressful environment;
allowing the staff member to go home under special leave provisions.
Please refer to Alcohol and Drugs in the Workplace attached.
To ensure awareness and compliance with legal obligations by ensuring Staff are aware of Personal Protective Equipment (PPE) selection issue and use.
The procedure applies to all members of the University. Departments must comply with their obligations under law by identifying hazards, determining risk and eliminating or reducing risk using the hierarchy of controls and where necessary making sure that personal protective devices are available and used properly in the workplace.
PPE as a control measure should be limited to situtations where other higher control measures are not practicable, or where personal protective equipment is used in conjunction with other control measures to increase protection.
Occupational Health and Safety Act 2004
Occupational Health and Safety Regulations 2007
Dangerous Goods (Storage and Handling) Regulations 2000
Code of Practice for Manual Handling
Code of Practice for Noise
Code of Practice for Asbestos
Code of Practice for Confined Spaces
Australian Standard 4501 Series Occupational Protective Clothing
Australian Standard 2161 Series Occupational Protective Gloves
Australian Standard 1800 Series Occupational Protective Helmets
Australian Standard 1269 Series Occupational Noise Management
Australian Standard 2210 Series Occupational Protective Footwear
Australian Standard 3765 Series Clothing for Protection Against Hazardous Chemicals
Australian Standard 1337: 1992 Eye Protectors for Industrial Applications
Ensure that adequate training and continuing supervision is available at all times to staff using PPE.
Ensure that procedures are adopted for the maintenance of all PPE purchased by the Department.
Ensure that clear and appropriate signs are positioned in locations where PPE must be worn.
Ensure that procedures are followed for the use of PPE where required.
Where PPE is required by students department should identify what equipment and in what location personal protection will be required. Students should be informed of this in the enrolment procedures.
Through the appropriate channels Project Officers will ensure that all contractors employed by the University shall provide their employees with personal protective equipment that conforms to appropriate standards.
Comply with all safety directives issued by the department.
Should be involved in assessment of PPE in their work area.
Advice if needed should be obtained from the Environment Health and Safety Unit on 8344 3050.
A risk assessment should be completed prior to the provision of PPE. Higher levels of control should be identified before the issue of PPE. Departments are responsible for providing and maintaining staff with suitable PPE to protect them from hazards in the workplace. The equipment shall be free of charge to members of staff.
Gloves
Chemical Resistance Guide, 6th Ed 1998: for permeation and degradation. Issues about allergies are on their website: www.ansell.com.au. Available from Ansell Medical ph: 03 9264 0888, email: <anselmd@attglobal.net>.
Gowns
Are provided by the department free of charge to staff, and through the Chemistry Store for purchase for all practical sessions for students. It is a requirement that gowns be worn for all practical sessions where there is a risk from chemical, biological or other form of contamination.
Gowns should be laundered at least every 2 weeks through the Departmental Laundry Service. More often for highly contaminating or dirty procedures.
Goggles
Are provided by the department free of charge to staff, and through the Chemistry store for purchase for all practical sessions for students. It is a requirement that goggles or safety glasses be worn for all practical sessions where there is a risk to the eyes and face from exposure to material, chemical, biological or other forms of contamination.
Boots
Masks / Breathing apparatus
Sports Protective Equipment
Helmets
Face Shields
Hearing Protection
Harnesses
Safety Vests
Coveralls
Some PPE is worn to protect tissue culture or other sterile procedures from becoming contaminated with human tissue, such as from the hands and face. It is important to note that equipment worn in this instance is unlikely to protect the wearer from contamination tothemselves. This is specifically in the case of wearing hair nets, paper booties or paper gowns.
Where staff are using PPE for protection of eyes, hearing or breathing, there may be a requirement for that staff member to undergo regular health monitoring through Occupational Health. Please refer to Section 8.4.1 Medical Surveillance Programs.
This may be the case where staff are using the following equipment:
- Masks for working with animals
- Masks for working with products producing dust or fumes
- Hearing protection for plant or other equipment
- Goggles for use with lasers and other bright equipment
To provide guidelines to meet minimum requirements for facilities and amenities in areas under University Control.
These guidelines apply to all staff, students and contractors using University facilities.
Occupational Health and Safety Act 2004
Code of Practice for Workplaces
AS 2243.1 Safety in Laboratories Part 1: General
Property and Campus Services Project Management and Design Standards 1996
Special Conditions of Contract 1999
Property and Campus Services Safe Work Procedures 2.30 Housekeeping
Property and Campus Services Contract Cleaning Specifications
Ensure staff are provided with adequate facilities for personal hygiene.
Implement measures to ensure that general cleanliness of the area is maintained according to requirements of the OHSC or other legislative body.
Ensure staff and students have received instruction in procedures for keeping facilities and amenities in a clean and hygienic condition.
Maintain the working environment in a clean and hygeinic manner.
Report all incidents to the Supervisor where the workplace is not being kept in a clean and hygienic manner.
* Design and maintain facilities for University purposes
* Negotiate cleaning contracts in consultation with building occupants
* Supervise cleaning staff
* Ensure contractors and others maintain the worksite throughout the contract period in a clean condition.
* Maintain premises and surrounds in a clean state and appearance
* Report areas of wear and tear such as carpets, stairs etc
* Ensure adequate supplies of materials are available for use, ie paper towel
* Ensure cleaning equipment and materials are stored in a safe and clean manner
* Ensure that faulty equipment, blown lights etc are reported.
Where work processes may cause risk to health, a separate dining room should be provided that is protected from dust, fumes or noise arising out of the work process.
The area should be suitable for dining and enable easy cleaning. It should be kept free of tool, materials, and vehicles and be protected from the weather.
Where employees are not working at one location all day, portable sealable food storage facilities should be provided.
Where employees are required to change clothes before and after work, a change room should be provided. It should be private and contain lockers for storage of personal belongings. The door should also be capable of being locked.
Handwashing facilities should be located at each toilet and dining area, as well as in areas where work processes require the cleaning of hands before entering or exiting the area.
Paper towels, continuous roll towel or hot air dryers should be supplied with hand washing facilities, as well as appropriate soap and cleaning agents.
Shoower facilities should be provided for each sex requiring them where the nature of the work requires the employee to shower before or after work. Where the substances or materials handled are contaminants, decontamination should be available.
A potable supply of drinking water is required at each workplace, the water should be cool, clean and palatable. The facility is required to be separate from sanitary and handwashing facilities.
Windows and skylights should be kept clean so that natural light is not restricted.
Cleaning products are available through the University Stationery supplier. Where cleaning products are used the appropriate MSDS should be obtained from the manufacturer.
Contract cleaning staff are responsible for the following tasks.
Daily: Maintain walls, floors, walls, doors, entranceways, stairs and lifts to remove dirt
Weekly: Dust desks, tables, shelves, blinds and partitions
Monthly: Clean behind office equipment, disinfect telephones, remove dust from air vents
Vacation: Remove cobwebs and other matter, clean fire equipment and other fittings
Toilets: Twice per day cleaning where necessary during semester
* Duties for individual areas may vary dependent on the contractual agreement, which differs due to the classification of the area, ie office, theatre, laboratory etc.
Where a workplace has become contaminated with human material such as blood, faeces, vomit etc the area should be cordoned off where possible.
Staff should wear appropriate gloves and use absorbent towelling (in the first aid kit) soaked in detergent such as bleach to soak up and decontaminate the spill. The cloth and gloves can then be wrapped in a plastic bag and disposed of via the normal rubbish. The area should then be thoroughly mopped and disinfected.
Where staff feel unable to clean up the area, cleaning services can be contacted to clean the area and remove any waste matter. Cleaners have been trained to handle potentially infectious materials.
Where syringes are found the area should be protected and cordoned off. A suitable sharps container, ie a metal box or other rigid container should be sought. Disposable rubber gloves should be worn (in first aid kit) to pick up the syringe and place it into the container. The gloves should then be removed inside out and placed in a waste bin. Hands should be washed with an appropriate disinfectant such as Chlorhexidine.
Sharps containers can be taken to Student Health or the Environment Health and Safety Unit for disposal.
Where staff feel unable to remove the syringe safely, Security on #46666 should be contacted. Security staff are trained in handling and removal of syringes. Security staff cal also assist in the cleaning of the area to remove any contamination.
Syringe disposal units are now located at several sites on campus:
- Education Resource Centre
- Arts Centre
- Architecture Building
- Student Union Building
- Student Health
Rubbish is removed by cleaning services. Cleaning staff are not responsible for items placed incorrectly in bins. Areas where bins are used as storage containers or otherwise should be exchanged for an appropriate container.
* Rubbish is removed daily from bins containing black and white plastic bags
* Paper from visy recycling bins is removed daily
* Glass and plastics are removed daily
Ensure that bins are not too heavy for cleaning staff to manually handle. boxes over 10 kg will not be removed. It is the responsibility of the Department to repack the waste in smaller containers.
Larger items such as chairs, computers, etc should be packaged and labelled. A check should be made for any chemical substances such as toner, sharp edges and electrical hazards. Cleaning staff can remove these items at the end of the week. A weekly hard rubbish collection is made from the University. The sites are located at:
- Tin Alley behind the Redmond Barry Building
- Rear of Doug McDonnell Building
- Professors Walk at the rear of Old Arts
- Medical Road at the rear of Baillieu Library
To require supervisors to identify, assess and control hazardous manual handling activities within University departments to reduce the number and severity of musculoskeletal disorders associated with tasks involving hazardous manual handling
Hazardous manual handling means having any of the following characteristics-
repetitive or sustained application of force by using force repeatedly over a period of time to move or support an object.
Lifting and stacking
Typing and other keyboard tasks
Pushing or pulling a trolley
Holding a trigger
Supporting materials
repetitive or sustained awkward posture where any part of the body is in an uncomfortable or unnatural position.
Reaching sideways continuously
Crouching or kneeling
Reaching upwards
Leaning over items
Continually standing while operating foot controls
repetitive or sustained movement by using the same parts of the body to repeat similar movements.
Painting
Lifting and stacking
Typing and other keyboard tasks
application of high force where the task is difficult to perform due to the effort that it requires.
Lifting or carrying a heavy object
Pushing or pulling an object that is hard to move
Lifting a heavy item from a high shelf
exposure to sustained vibrations transferred from tools or machinery to the operator's body.
Using vibrating tools
Operating plant that vibrates during operation
Driving certain vehicles
handling of live people or animals where their movements can't always be predicted.
Assisting patients to walk or move
Treating panicked animals
handling of loads that are unstable, unbalanced or difficult to hold if the load can move or change suddenly, or is uneven.
Carrying liquids in open containers
Carrying large items
Occupational Health and Safety Regulations 2007
Code Of Practice for Manual Handling 2000
Accident Compensation Act 1985 No.10191/1985 S.82
Occupational Health and Safety Policy
Guidelines for the management of employees with compensable low back pain, June 1996.
VWA Code of Practice for Manual Handling http://www.workcover.vic.gov.au/vwa/vwacop.nsf/COP?Openview
SAA HB59 - 1994 Ergonomics, The Human Factor
Ensure compliance with the Regulations by identifying, assessing and controlling all manual tasks which may cause musculoskeletal disorders, before the task is undertaken.
Develop procedures to ensure that the level of risk associated with the task is reduced to a point where it becomes acceptable to all concerned.
Undertake appropriate risk assessments for all manual handling duties.
The documented Manual Handling Identification checklist must be maintained until the task is no longer undertaken.
All new employees must be asked about pre-existing injuries with the necessary information provided to the Director of Occupational Health who will determine what medical surveillance may be required. This will then enable modification of work practices or work places to avoid aggravating a pre existing injury. (HEALTH & HAZARD ASSESSMENT QUESTIONNAIRE (HHAQ))
Staff and students are required to cooperate with their employer to reduce the risk of injury. Employees should participate in the Hazard Identification, Risk Asessment and Control process. Employees are required to cooperate with the employers actions to control the risk of musculoskeletal disorders in the workplace.
Follow any information, training and instructions you have received, such as using correct handling techniques and where required using mechanical aids.
Provide advice, information and training for staff undertaking manual handling tasks.
Studies of Workers Compensation and injury statistics indicate that manual handling injuries account for approximately one third of total compensation costs. In 1988 the Victorian Government issued the Manual Handling Regulations and Manual Handling Code of Practice. The Manual Handling Regulations were subsequently subsumed into the Occupational Health & Safety Regulations 2007.
A Manual Handling Identification checklist has been prepared to assist in the identification, assessment and control of Hazardous Manual Handling Tasks.
All hazardous manual handling tasks must be identified and assessed before the task is undertaken. The person(s) undertaking the task must be consulted, and if practicable, the designated health and safety representative should also be involved.
The level of risk to the person(s) involved with the task should be assessed where the level of risk is moderate or higher, then risk reduction measures are required. The Manual Handling Identification Form will assist you in completing and documenting the assessment. The risk or a musculoskeletal disorder affecting an employee must be eliminated, or if not practicable, reduced as far as practicable using the hierarchy of control.
Particular attention should be given to posture, layout, conditions, and the task, and object involved.
The task must be reassessed before any alteration is made to the objects being handled, or a change to the workplace location. If additional information about a manual handling task becomes available, it should also be incorporated into the assessment.
Provision of information, training or instruction in manual handling techniques must NOT be used as the sole or primary means of controlling risk unless the following ways of controlling risk are not practicable-
(a) altering the workplace,
(b) altering the environmental conditions, including heat, cold and vibration, where the task involving manual handling is carried out,
(c) altering the systems of work used to carry out the task involving manual handling;
(d) changing the objects used in the task involving manual handling;
(e) using mechanical aids.
These controls must also be assessed for their short, medium or long term viability.
For further guidance refer to the Code of Practice for Manual Handling 2000. This Code of Practice deals in detail on how best to achieve the objectives of the Regulations. The Code explains how to identify risks, e.g. posture and layout; task and object; workplace conditions, and how to assess and control the identified risks.
The Environment Health and Safety Unit can provide training in manual handling and ergonomic workstation design as an hour session with small groups of staff. Further information or advice can be obtained from the EHS Unit.
To assist the University in creating and maintaining a safe work place to ensure that ergonomic principals are adopted for all tasks involving workstations.
This procedure applies to any work practice involving keyboard work that includes computer aided design and programming, word and data process, or involving telephonist duties.
Occupational Health and Safety Regulations 2007
Occupational Health and Safety Act 2004
Keyboard Workstation Assessment Checklist
Ergonomic Design Standards, David Caple and Associates Ltd, August 1999
Building Manual, Ergonomic Design Standards,, David Caple and Associates Pty Ltd, August 1999
Property & Campus Services Project Management and Design Standards
Code of Practice for Workplaces 1988
Ergonomics Unit, Worksafe Australia: Ergonomic Principles and Checklists for the Selection of Office Furniture and Equipment.
Australian Standard AS 3590 - 1990, Part 2. Work station Furniture
Australian Standard AS/NZS 4442 - 1997 Office Desks
Australian Standard AS/NZS 4443 - 1997 Office Panel Systems - Workstations
Australian Standard AS 1680.1 - 1990 Interior Lighting General Principles and Recommendations
Australian Standard AS 1680.2 Interior Lighting Series
Australian Standard AS/NZS 3827 - Lighting System Performance
Ensure that staff are provided with appropriate tools and materials for office work duties.
Ensure staff receive appropriate training on the correct usage of ergonomic equipment at the commencement of work through the use of the Induction Checklist, and regularly review the work site when changes in duty or equipment occur.
Cooperate with supervisors and other staff to assist in creating and maintaining a safe work place where ergonomic guidelines are followed.
Advice and assistance relating to specific problems may be obtained by contacting the Environment Health and Safety Unit or the Occupational Health Service.
Ergonomics is a specialised field, therefore these guidelines can only outline the basic principles. Departments should follow these guidelines when purchasing new furniture and in the planning stage for new accommodation. These guidelines will also be of use in an initial assessment of work stations when staff report problems. Further details can be obtained by pursuing Standards listed in the References. Prior to purchasing office or furniture the Ergonomic Design Standards should be used.
It is recommended that staff trial ergonomic furniture before purchasing to ensure individual comfort.
Chair
* Seat height adjustable from 370 mm to 520 mm
* Effective se4at depth adjustable from 380 mm to 480 mm
* Vertical convexity of lumbar support area approximately 250 mm radius
* Lumbar support area between 200 mm and 250 mm top to bottom
* Backrest width between 360 mm and 400 mm
* Height of lumbar support adjustable from 170 mm to 250 mm above the seat
Ergo Balls
* Not recommended for use in open plan areas - as balls can become trip hazards
* A physiotherapist or other medical practitioner should be consulted prior to use for safety information
* Ensure that ergonomic set up of workstation is correct for height when seated on a ball
* Use only for prescribed time intervals - as an exercise tool
* Ensure written permission has been obtained by the Head of Department to bring in equipment from home
Work station designed for computer use
* Height of the desk top surface between 690 mm -720 mm
* Desk top fully adjustable through 650 mm to 750 mm or greater
* Bench thickness; 25 - 33 mm
* Bench/Desk top surface depth minimum 900 mm for VDU use,
* Bench without VDU 600 - 800 mm for administrative/clerical work
* Free under desk leg space minimum of 800 mm width, 500 mm deep
* Keyboard section minimum width of 700 mm (with or without dropdown section)
* Hinges are greater than 500 mm apart (where installed)
Workstation designed for written or other tasks
* Ensure working height is comfortable, for the type of task, ie written, close work, design etc
* Free leg space provisions of 800 mm x 500 mm
* Ergotilt provided where required for written tasks to reduce working angle
Screens
* Placement of screen avoids glare and reflections
* Screen is placed directly in front of operator
* The top menu bar of the screen is not above eye height
* Centre of screen about 15 degrees below the horizontal
* Distance from user to screen is at least 1 arms length
NOTE: These guidelines may vary where prescription glasses are worn for screen based work.
Central Processing Unit
* Usually the best monitor support solution
* Not too large or high (100 to 120 mm high)
* Alternative is a properly constructed monitor stand
* Minimum access space behind each operators chair at least 900 mm.
* Main aisles through a room (where aisle is required) should be a minimum of 1000 mm.
* Where computer stations are placed back to back minimum access space between should be 1500 mm.
* Ambient levels of illumination of 200 to 400 Lux,
* Range of 300 to 400 Lux being appropriate for reading or writing tasks.
* 320 Lux or greater for screen based tasks
The control of natural lighting to obtain the ambient levels may be a major problem in some locations. Consideration may be given to venetian blinds or block out window film on all external windows, or a combination depending on circumstances.
Footrests
The use of footstools should be considered, as staff have individual requirements, necessary instruction on the correct use/adjustment must be provided to staff.
Telephone Operations
Where staff are mainly on the telephone, they should be provided with a fitted headset.
To address concerns over health and safety matters associated with the use of equipment, in particular ergonomic layout of screen based equipment which may contribute to OOS.
This procedure relates to types of equipment including personal computers, terminals used for work and data processing and computer controlled analytical instruments.
Occupational Health and Safety Regulations 2007
Ergonomic Unit, WorkSafe Australia: Ergonomic principles and checklist for the selection of office furniture and equipment
Guidance note for the Prevention of Occupational Overuse Syndrome in keyboard Employment NOHSC:3005 (1996)
Required to specify when completing the pre employment health questionnaire, the number of hours a day the new employee will spend on screen based equipment
Establish ongoing systems to monitor for signs of muscle fatigue and the well being of staff using screen based equipment.
Ensure new staff are given adequate training in the use of the computer system, adjustment and layout of the work station
Understand the procedures to be followed if an eye injury does occur to a member of staff, particularly the steps involved in rehabilitation of staff.
May recommend eye examinations for staff spending several hours a day using screen based equipment.
Provide training on stress management and assertiveness.
Provide workplace exercise programs.
Assist Departments with advice on aspects of working with screen based equipment, with emphasis on preventing Occupational Overuse Syndrome and other musculoskeletal injuries.
Report to their supervisor any physical discomfort they believe is associated with their screen based equipment and seek advice from the Occupational Health Service, or Environment Health and Safety Unit.
Obtain advice of the preferred layout of their work station and work flow from the Environment Health and Safety Unit.
Occupational Overuse Syndrome (previously known as RSI, Repetitive Strain Injury). Occupational Overuse Syndrome is a collective term for a range of conditions characterised by discomfort or persistent pain the muscles, tendons and other soft tissues, with or without physical manifestations. These injuries may be caused or aggravated by work and are associated with repetitive movement, sustained or constrained posture and / or forced movements. Psycho-social factors, including stress in the working environment may also be important in the development of these injuries.
The muscles and tendons involved in these conditions may be in the wrists, forearm or upper arm, shoulder, upper spine or neck of the person affected. Pain or discomfort may exist in any one or group of these muscles or tendons at one time. The work done by muscles may be active as in typing, handwriting, playing of musical instruments, use of hand tools, playing of racquet sports or static work when the muscles are required to maintain a posture. It is important to realise that the muscle fatigue rate varies between individuals and in any one particular individual from time to time.
If an occupational overuse syndrome condition is allowed to develop unchecked, it may cause the individual pain and loss of function and the department to lose human or financial resources. Early recognition of the symptoms is essential to control or minimise the effects of such injuries.
Individuals who have experienced any type of overuse injury will require careful supervision and may be asked to attend the Occupational Health Service. Individuals who experience symptoms such as pain, weakness or serious disturbance should seek advice from the Director of the Student Health and Occupational Health Services.
Prevention strategies will need to include elements of:
job design
work organisation
supervision and training
the role of the individual and
the ergonomic design of the work station.
Ensure that all positions incorporate a variety of tasks which allow variation in movement and posture. A mix of repetitive or static work, and non repetitive work should be included so that recovery from any muscle fatigue is made possible.
Endeavour to ensure that no employee is required to continually type or enter data for more than 5 hours per day. Where the job involves a major component of keyboard work, or other tasks using the same muscle group, frequent rest breaks should be taken. This structuring of the task should be a matter of discussion and agreement between individuals and their supervisors.
Allow an adjustment periof to the work rates after work absences or during a learning period.
Try to avoid taking on new staff during holiday periods when key training personnel are not available.
Studies carried out in Australia and overseas have confirmed that the monitor units do not pose a health risk to the operator. Any inquiries should be directed to the Radiation Protection Officer, Environment Health and Safety Unit.
To secure the health, safety and welfare of persons at work by early detection of any adverse changes due to occupational exposure to any substance.
The procedure refers to Pre employment assessments, and Health monitoring.
Occupational Health and Safety Regulations 2007
Occupational Health and Safety Act 2004
The University of Melbourne Health and Safety Policy Statement
Human Resources Policies and Procedures Manual
Health Hazard Assessment Questionnaire
Australian Standards 1470: 1986 Health and Safety at Work - Principles and Practices
Accident Compensation (Miscellaneous) Amendment Act 1997 Act Number 701/1997
The Occupational Health Service is responsible for conducting employment medical assessments, occupational health monitoring, e.g. hearing and lung functions tests, assessment of work related medical conditions and investigation of all matters relating to occupational health in the University. The director of Occupational Health wil determine the required health surveillance for employees, and will advise the supervisor on any necessary workplace restrictions or modifications
Provide advice and guidance to departments on potential risks, which may be associated with work processes, and undertake on request site surveys to determine control measures to reduce hazards and risks in the workplace.
Ensure compliance with the University of Melbourne policy on Occupational Health and Safety and the Occupational Health and Safety Act requirements.
Provide in writing to prospective employees the nature of the position they will be undertaking and any possible exposure to workplace hazards that may occur. The supervisor should also request the employee to disclose any pre-existing condition or illness that may be affected by their work. If this is done the prospective employee should be informed in writing that failure to disclose such information will remove from the employee any entitlement to compensation for recurrence or aggravation of the undisclosed pre-existing condition.
The University will also advise employees of vaccination requirements when they commence employment, or where duties change. Employees will recieve notification of vaccination requirements through the position description.
Should notify their supervisor and the Environment Health and Safety Unit immediately if they suspect a work related illness or disease, or if they are aware of a pre existing problem which may be exacerbated by their work.
Employees should also declare any pre-existing conditions, diseases or illnesses that may be affected by their duties, prior to the commencement of work.
Section 82 (7) of the Accident Compensation Act 1985 became operational on 29 June 1998. It enables employers to request information from employees, before they commence employment, regarding any pre existing injuries or diseases. Knowledge of pre existing injury should be provided to the employer in writing.
The Occupational Health Service monitors the ongoing health of staff in three main areas. These are hearing, lung function and biological monitoring as determined by the Director of Occupational Health, and relevant legislation.
Hearing
All staff exposed to high noise levels as part of their work require a hearing test at least every two years. Refer to the Occupational Health and Safety Regulations 2007.
Allergy
Staff exposed to any hazardous substance, object or animal who may be developing a possible work related allergy or have a history of any sort of allergy should consult with the Director of Occupational Health or their own treating doctor, as soon as possible for appropriate health surveillance.
Lung Function
All staff exposed to the following hazards as part of their work require a lung function test on commencement of employment:
welding
operations providing dust and lung irritants
carcinogenic chemicals
toxic substances
herbicides and pesticides
epoxy resins
substances of unknown toxicity
use or care of experimental animals.
Diving
Staff who are required to undertake diving with scuba equipment as part of their work require a diving medical. Please contact the Student Health Service on 9344 6905/4 for an appointment. No staff may dive with scuba equipment for the University until medical authority has been obtained and documented.
Lasers
Staff working with 3 class or 4 lasers are required to attend the College of Optometry for a specific examination. This is arranged and paid for by the employing department.
Radioactive Iodine
All employees who are exposed to radioactive iodine as part of their work will receive regular monitoring by the Radiation Protection Officer.
Vaccination
Employees will receive notification of vaccination recommendations through the position description.
Staff who have biomedical, laboratory, first aid, catering, childcare, plumbing or other duties where there is a risk of contact with human or animal matter, or disease, should be offered immunisation.
Staff requiring immunisation should arrange an appointment with Student Health, or their medical practitioner prior to commencement of duties.
Some vaccine preventable diseases are:
* Hepatitis A & B
* Tuberculosis
* Q Fever
* Leptospirosis
* Tetanus
* Measles / Mumps / Rubella
Health Problems
The Director of the Student Health Service /Occupational Health Service is available for consultation about any health problem which may be work related (9344 6905/4 for appointments). A relationship between employment and illness may only become apparent when information from many individuals and work places is collated. The Director would like to receive information about the occurrence of illnesses such as infectious diseases, malignancies and immune deficiency states and such information will be treated with the strictest confidence.
Infectious Diseases
Certain infectious diseases are notifiable to the Health Department by the treating doctor and the laboratory which confirms the diagnosis. It is important that the Occupational Health Staff are also aware of the occurrence of infections such as tuberculosis, which might spread to other staff members.
Where a staff member suspects that they have contracted an infectious disease such as HIV or Hepatitis, they should immediately contact the University Health Service, or their treating practitioner. Confidential counselling should be arranged through the treating practioner, as well as the conduct of the assocated medial tests. A the time of testing the practioner should arrange for a follow up visit to explain the results of the test.
Under the Student Personal Accident Insurance requirements if a student suspects or has been exposed to HIV infected material, the student must undergo a HIV test at the Royal Melbourne Hospital Infectious Diseases Unit, or their won treating practitioner within 48 hours of infection. The Incident should also be reported to the University Insurer via the Environment Health and Safety Unit. A further test will be conducted in 3 months from the date of infection to determine the presence of HIV anitbodies.
Other Conditions
Other conditions such as overuse injuries may result from inappropriate work practices or the use of equipment which is not a good fit with the individual concerned. Advice on work stations can be obtained from the Environment Health and Safety Unit.
This section has been replaced by 12.3. New. First Aid.
This section has been replaced by 12.3. New. First Aid.
Refer to University WorkCover Policy.
To identify and control of noise in the University, and to minimise noise pollution.
This procedure applies to all members of the University exposed to noise levels, which exceed statutory limits.
Occupational Health and Safety Regulations 2007.
Environment Protection (Residential Noise) Regulations 1997.
Australian Standard 1217, Determination of sound power levels of noise sources.
Australian Standard 2659, Guide to the use of sound measuring equipment.
Code of Practice, Noise. http://www.workcover.vic.gov.au/vwa/vwacop.nsf/COP?Openview
Property and Campus Services Safe Work Procedure 2.02 Noise Control.
Decibel: Level of sound pressure. The decibel is the unit on this scale and is abbreviated to dB.
Frequency: The number of vibrations per second and is expressed in units of Hertz (Hz). Audible sounds lie between 20 Hz and 20 000 Hz.
Daily Noise Dose: 8 hour equivalent continuous sound pressure level of 85 dB(A).
Maximum Noise Exposure: peak sound pressure level reading of 140 dB(lin).
Must ensure that all requirements for noise assessments are completed and where appropriate a noise management plan is implemented. A hearing conservation program for all staff who are exposed to noise should be supported.
Ensure that goods purchased comply with statutory requirements and do not exceed the specified levels. Where equipment has noise emissions above the thresholds then appropriate shielding and noise control measures will be implemented.
Where employees are exposed to noise the Head of Department shall ensure that all training, audiometric testing and information is supplied to the staff concerned.
Supervisors responsible for staff working in areas where there are noise levels that are above the statutory thresholds shall ensure that staff wear the prescribed hearing protection and shall ensure that each employee has received adequate training in the wearing and maintenance of that protection.
Ensure that the results of noise assessments are available for consultation to determine appropriate control measures.
Can request sound level surveys to be conducted if they have concern about noise levels.
Must report any hearing problems to their supervisor.
Must wear the appropriate PPE where directed by their Supervisor, or by signage.
Are able to provide services for the assessment of noise levels in the workplace. The Environment Health and Safety Unit is responsible for the inspection, calibration and maintenance of the noise monitoring equipment held at the Environment Health and Safety Unit.
Shall provide to the supervisor requesting the assessment a comprehensive report comprising the evaluation of the readings taken and recommendations for control of noise.
Firstly: identify if there is a risk to employees from exposure to noise from plant or equipment, or from the normal work environment using the Noise Hazard Identification Form. This process must be documented.
Where a risk has been identified the Environment Health and Safety Unit should be contacted to conduct a documented noise assessment.
Where an assessment has been completed and shows that there is an unacceptable noise level in the workplace, the employer must ensure that the employee's exposure to the noise is controlled so as to minimise risk to health and safety. The Hierarchy of Control must be used. This must be done in consultation with the employee and the Health and Safety Representative.
The surveys shall be regularly reviewed, either every 5 years, or when the job process changes.
Where an employee has been, or is to be exposed to noise, or must wear hearing protection devices the employer must provide for audiometric testing. Testing is available through the Occupational Health Service.
Where an employee has been provided with the appropriate hearing protection device or other noise control measure, and has been trained in the general fitting and maintenance, the employee must use those control measures in accordance with that training. Training shall be conducted every 4 years.
Step 1 Identify Risks
Fill in the Risk Identification Checklist
If any answers are yes then a key risk factor has been identified
Further assessment is required
Step 2 Assessment of Risk Factors
A noise assessment is required to be undertaken
Contact Environment Health and Safety Unit
Measurements using a noise meter will be conducted in the workplace
A report outlining the exposure will be provided
Step 3 Noise Control Plan
A written plan needs to be drawn up outlining the steps that will be taken to reduce the noise exposure of the employees. The plan could include: addressing the Hierarchy of Control to reduce noise:
Elimination
Can the process, task or substance be removed from the workplace?
Substitution
Can the process, task or substance be changed for something safer?
Engineering Controls
Can guarding, controls, isolation or ventilation reduce the hazard?
Can mechanical aids be implemented to reduce the hazard?
Can maintenance programs improve equipment?
Can the operator or the equipment be isolated?
Administrative Procedures
Can procedures to reduce the exposure to the hazard through job rotation or time limits be implemented?
Can signage for restricted access be used?
Can documentation of work procedures and risk assessments be done?
Can training and supervision be used to control the risk?
Personal Protective Equipment
Can PPE be properly selected for the task?
Can PPE be maintained properly to provide proper protection?
Can PPE create other hazards?
The following are some ideas for controlling the risk using the hierarchy of control:
Selection of equipment with lower noise emissions
Design of new work areas to include engineering noise controls
Procedures for preventative maintenance on existing equipment
Procedures for monitoring usage of hearing protectors
Identification of hearing protection zones
Refer Section 8.2.5 Selection and Use of PPE
Audiological examinations are recommended for employees where testing indicates that an employee has a hearing threshold which equals of exceeds in:
(i) 25 dB at 30 years of age or less
(ii) 35 dB at 45 years of age or less
(iii) 50 dB at any age
Or where a difference in hearing levels of an employee between an audiogram and a subsequent audiogram equal to or exceeding 15 dB.
Where hearing protection is selected to control the risk, appropriate signage must be introduced into the workplace to identify areas and equipment where hearing protection must be worn.
The sign should include the following phrase:
HEARING PROTECTION MUST BE WORN
Or have a pictograph depicting a person wearing hearing protection.
Where noise is produced, there are limitations on the times that production of that noise can occur. Generally activation of noise producing equipment is prohibited during weekdays before 7 am and after 8 pm. Weekends before 9 am and after 8 pm.
Where there is contract work to be carried out that requires generation of unacceptable noise levels for the general working day, these operations shall be carried out outside of working hours as per the Special Conditions of Contract Clause for Contractors through Property and Campus Services.
Where noise levels are not controlled by legislation, i.e. noise levels produced are below exposure standards the noise can be inferred as nuisance noise. This can be continuous or intermittent, but the effect is such that there is a material interference with property, or the personal comfort or quality of life of an employee.
Where a noise problem has been identified then an assessment must be made to determine the type of noise, its effect on the affected person, its times of operation, and methods available for reducing the noise to an acceptable level.
Contact must be made to the responsible department to advise of the production of nuisance noise by the plant or equipment. Where the noise has been deemed to be excessive to the level of nuisance noise then controls must be put into place to reduce the noise levels.
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Created: January 2000
Last Modified: 18 June 2008
Authorised by: General Manager, Environment Health and Safety Unit.
Maintained by: EHSM Maintainer ehsm-webmaster@unimelb.edu.au
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