WHS Policies For The Australian Nursing and Midwifery Federation

Running Head: WHS POLICIES FOR ANMF 1
WHS Policies For The Australian Nursing and Midwifery Federation
Student’s Name
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WHS Policies For The Australian Nursing and Midwifery Federation 2
Part 1
WHS Policies for ANMF
ANMF is the professional midwifery and nursing organization in Australia. As such, the
organization collaborates with ANMF’s eight regions representing more than 280,000 midwives
and nurses. The members of the organization comprise those who work in the private and public
health sectors across the urban and rural locations in Australia. Thus, ANMF works with these
medical practitioners with an aim to improve their ability to provide quality and safe care
practices depending on their medical setting. Furthermore, there are various WHS policies and
procedure put in place by ANMF to ensure that nurses and midwives are provided with a safely
designed work environment, which is well equipped and proper operation of systems. Therefore,
this article focuses on the current policies, programs, and procedures of WHs within of the
ANMF.
WHS Procedures and Policies within ANMF
ANMF Requirements For Employers
According to the Australian Nursing Federation (n.d), the ANMF requires the employers
to provide nurses with a safely designed premise that fit the appropriate setting the medical
practitioners work in. This will assist the nurses and midwives in having access to safe
substances that will facilitate safe handling, utilization, storage, and transportation of the
substances. Consequently, ANMF requires the employers of the nurses to develop and
implement procedures and policies that work systematically in identifying any hazards, assessing
the risks identified, and ensuring there is proper control of these risks. Alternatively, ANMF
provides that the employers include OHS in all their organization management and planning

WHS Policies For The Australian Nursing and Midwifery Federation 3
aspects, refurbishment and design, which may consist of adequate resource allocation; human
and financially. Furthermore, ANMF requires employers to provide nurses with appropriate
information, education, training, and instruction depending on the staffing departments. This
would ensure sufficient supervision of the nurses and midwives, which enables them to perform
their duties safely.
Consultation and Representation
ANMF states that nurses ought to be appropriately represented on OHS issues by
selecting their own HSRs, and taking part in the OHS committee. It is essential to note that
employers need to provide proper training to HSRs when required by an elected HSR, and the
training should be done annually (Australian Nursing Federation, n.d). Nevertheless, consultation
must happen chosen HSRs in connection to all matters that may have safety and health
implications; when risks to safety and health are assessed and when the evaluation of the
identified risks are reviewed. Also, when decisions are made regarding metrics to be taken to
control or eliminate hazards.
ANMF (2017) assert that ANMF members have rights associated with OHS and the
relevant OHS and associated legislation support these rights. Hence, the prevention of illness and
injury must be the first OHS priority. Alternatively, ANMF members are encouraged in case they
are exposed to unacceptable OHS risks. This includes supporting nurses legislative rights in the
most effective ways to control dangerous practices (ANMF, 2017). Also, ANMF supports the
involvement of HSRs in preventing work-associated stress. This is done through representation
and consultation with employers, and procedures of WHS issue resolution. Additionally, ANMF
expects employers of nurses and midwives to meet their responsibilities and obligations under

WHS Policies For The Australian Nursing and Midwifery Federation 4
WHS law to terminate any work-associated stress risks if possible, and minimize the risks where
termination is not possible (ANMF, 2013).
WHS Regulation, Codes of Practice and Legislation
The SWA leads the national policy development which improves worker’s safety and
health, and medical practitioner’s compensation across Australia. It is critical to note that it does
not regulate the legislation of WHS (Australian Government, 2018). Therefore, any employer
needs to comply with WHS requirements as stated in the regulations and acts depending on the
person’s region. It is crucial to note that rules determine the standards that need to be met for
particular risks such as manual handling and noise. Thus, regulations identify the proper license
that is required for a particular activity, and the reports that need to be made. Alternatively,
numerous WHS laws have been put in place to ensure that work safety is considered. This
includes the WHS Act 2011, and OHS Act 1991 were Commonwealth laws.
Also, the WHS Act 2011 and OHS Act 2000 were NSW laws. Thus, the legislation in
NSW regarding WHS is that it determines the provision of health and safety duties that can be
carried out by a registered medical practitioner. Additionally, in the 2000 Act of OHS, the risks
arising from activities at work are considered. This is in regards to the manner of conduct during
undertaking the task by certified medical personnel, the substances utilized for the intended
purpose, and condition of premises used for initiating the function provided to nurses and
midwives (NSW Legislation, n.d). Moreover, the codes of practice are often approved under the
WHS Act, which provides guidelines in achieving the standards of safety, welfare, and health
under the Regulation. Thus, the code has four necessary steps of assessment; how the risk is