Mr Khanh Hoang (Jay) Nguyen

The first aspect: People are frequently afraid of the consequences or have had unsatisfactory experiences in the past when voicing their concerns. The following are reasons why people do not file complaints about their perceptions of inappropriate behaviour: Fear that nothing will be done or that they or the complaint will be dismissed. According to statistics, 56% of bullies are bosses and can manipulate relevant parts of the organization. And that makes it possible for claimants to become victims beyond the original incident. Many options can help claimants feel comfortable and safe when making a claim. First, the organization must have a transparent and fair policy for complaints regardless of the sector. Complainant information must be kept strictly confidential. Next, the rights and obligations of all employees must be communicated and disseminated to denounce acts of bullying. Finally, it is necessary to seriously investigate and sanction complaints. Publicly and transparently be

Part 1: In NT, Work health and safety include mental health. Recognising and managing psychosocial hazards and associated risks in the workplace that may lead to psychological (mental) and physical injuries is an essential part of creating a safe, healthy and productive workplace in controlling the impacts on workers' health, safety and well-being. A hazard is a situation or thing that can harm a person. Most people understand hazards that may include hazardous manual tasks, noisy machinery, a moving forklift, chemicals, electricity and working at heights. However, they have little understanding of psychosocial hazards. Psychosocial hazards are factors in the design or management of work that increase the risk of work-related stress, potentially leading to psychological or physical harm. Work-related psychosocial and physical hazards can be connected, and one can affect the other. Workers who do not feel safe at work due to psychosocial hazards can risk developing work-related stre

Every business has a formal responsibility to ensure the health and safety of those employed and others involved; Protecting the working environment should be a priority. It is not appropriate to make only minimal changes that hardly meet the legal requirements. Constructive changes will benefit and boost your business. Navitas is no exception to the above factors. With the knowledge I have learned about workplace health and safety, I require the following to be done: 1. Provide basic training: some jobs require first aid and emergency training. Showing staff the location of first aid kits eliminates confusion about where to find bandages and other essentials in an emergency. 2. Make safety procedures a collaborative effort. Provide workers with the opportunity to educate their peers on specific topics such as glove safety, proper eyewear and hearing protection and first aid, depending on the hazards of your field. 3. Create a culture of wellness Developing and supporting a culture of

 1. WHS legislation - NT and federal, are they different? why? In Australia WHS is a State, not a Federal, government responsibility – so WHS compliance is made more complicated because each State and Territory has its own WHS laws. To deal with this, the Federal government passed the Work Health and Safety Act (Cth) in 2011, with the intention that each State would use it as a model for their own laws, thus harmonising the system across Australia.  In 2012, laws reflecting the Federal legislation were passed by New South Wales, Queensland, South Australia, Tasmania, Australian Capital Territory and Northern Territory. Victoria and Western Australia retain their own systems; however, they share the same basic general principles.   Discussion of WHS law in this Manual will be based on the model Federal legislation as enacted by the majority of States. The assumption is made that compliance with the model legislation will generally ensure compliance with Victorian or WA legislation, exce