Communication and Consultative Processes

Communication and Consultative Processes

Introduction

Consultation is a two-way exchange of information. It should be seen as an opportunity to add value to the employer's decision-making processes.

Consultation should involve:

sharing information with employees on the matter on which the employer is required to consult;

giving employees a reasonable opportunity to express their views and concerns about the matter;

taking those views into account and reporting back to employees, including on how their views have been taken into account in making the final decision.

Consultation does not mean handing out papers, telling employees about a decision or action on a health and safety matter after it has been taken, or simply ascertaining the views of employees.

It is important to ensure that all employees are able to be part of the process. The type of work employees do, their working environment and geographical spread of the workforce, will affect the consultation mechanism/s chosen, such as meetings, email etc. [1]

Information provided should be in a form that can be easily understood by employees and HSRs5. Employees and their HSRs may need to have access to information such as technical guidance about workplace hazards and risks (plant, equipment and substances), and work organisation (such as systems, data reports, procedures and guidance material). Information should not be withheld just because it is technical, or possibly difficult to understand. However, information may need to be simplified and presented in different ways to make it comprehensible to all employees.

If it is reasonably practicable, the information should be provided to the HSRs prior to it being provided to the employees. This will give HSRs time to consider the material and discuss it with employees in their DWG, before providing feedback to the employer.

It is also important to follow any agreed procedures for consultation. These may be contained in an organisation's HSMAs.

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