Subdivision Controlling poor organisational justice - Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 - Controlling poor organisational justice

Controlling poor organisational justiceControlling poor organisational justice

Start here

Get a plain-English read of Controlling poor organisational justice

Turn the raw legal text into a practical explanation grounded in Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024.

Controlling poor organisational justice

Note: These are examples only. You must identify and implement control measures that eliminate or minimise the risks in your workplace, so far as is reasonably practicable.

Job/work design	- Design unbiased and transparent workplace processes, policies and procedures in consultation with workers (e.g. decision making, recruitment, promotion, performance management, task allocation, WHS or workplace entitlement policies).- Consult workers when setting work standards or performance expectations. Ensure they are achievable and workers will not be penalised for things outside their control.
Physical work environment	- Design a workplace environment where private conversations can be held and ensure confidential information is kept secure.- Ensure the workplace accommodates reasonable needs of workers (e.g. provide accessible ramps, doors or IT equipment).
Safe work systems and procedures	- Provide mechanisms for workers to report issues, raise concerns or appeal workplace decisions.- Regularly review policies, processes, procedures, performance expectations and decisions to ensure they are appropriate, fair and reflect the needs of the workplace.- Communicate processes and information to workers in a timely and appropriate way (e.g. notify unsuccessful applicants privately before you publicly announce promotion decisions).- Provide systems to protect workers who raise safety concerns from discrimination (Sections 104-109 of the WHS Act prohibit discriminatory, coercive or misleading conduct).
The worker	- Encourage workers to use available processes to raise concerns, issues or complaints early, and use appeal processes when necessary.- Ensure workers understand expectations and performance targets.- Hire and promote workers based on merit using transparent selection methods.