Masks on in Victorian workplaces...again…
As from 11.59pm on 3 February 2021, the Chief Health Officer has again directed that in addition to existing face mask requirements in place in Victoria, face masks must be worn while ‘in an indoor space’. Understandably, your workers may not appreciate that mask wearing is required in the office given the discussion on ‘public indoor spaces’, and given that workplaces were not specifically addressed in the late night press conference. However, the Direction makes it quite clear that, but for the exceptions Victorians have now become accustomed to (e.g. whilst eating or drinking, medical exemptions), the current Direction applies to all indoor spaces, other than a person’s home or when visiting a person they are in an intimate personal relationship with. Therefore, if people are at work and indoors, they must wear a face mask from 3 February 2021 at all times unless an exception applies. One such exception is if you are working by yourself in an enclosed office, including enclosed offices within a larger workplace.
Other changes include:
- a reduction to the number of people gathering in a household from 30 to 15 (that is the household members plus 15 visitors not including children under 12 months)
- the 75% cap on office capacities scheduled to commence on 8 February 2021 has been delayed and the current 50% cap remains in place.
The full Chief Health Officer Direction can be accessed at: Stay Safe Directions (Victoria) (No 13)
Are you aware of important changes to the Occupational Health and Safety Act 2004 concerning labour hire arrangements and limitations on insurance coverage?
Amendments to the Occupational Health and Safety Act 2004 (Vic) expand the definitions of employer and employee
In an era dominated by uncertainty, organisations are using Maddocks to mitigate their supply chain risk.
Employer's duty of psychosocial care in the workplace examined: the Kozarov decision
By Catherine Dunlop, Amber Davis, Lyndel David & Matthew D'Angelo
High Court decision in Kozarov as a significant judgment on an employer’s duty to employees in respect of mental health