BSBWHS307 Task 1-LAlvarado-CRI0100IV4

Assessment Task 1 BSBWHS307 Apply knowledge of WHS laws in the workplace
Record of competency
Unit code and title
BSBWHS307 Apply knowledge of WHS laws in the workplace
Student name Luz Aid Alvarado
Student ID number CRI0100IV4
Trainer/Assessor Oxsana Ius
Student declaration I declare that:

● I understand what is required to achieve competency in the above unit/s
● the work submitted for this assessment is my own work.
Student signature Luz Aida Alvarado
Date 31/07/2021
LLOYDS INTERNATIONAL COLLEGE © Australian Training Products Pty Ltd modified Mar 2021 1st edition
version: 2
Assessment Task 1
Knowledge questions
Student instructions
Answer the following questions and write your answers clearly in the spaces provided. All questions
must be answered correctly, and you must provide enough detail to demonstrate/show your knowledge.
If you require more space to record your response/answer, attach a page clearly marked with your
name and the unit title.
Your responses should be submitted in written format (or in another format as agreed with your
assessor) and must be in your own words. Your assessor will ensure that you have been provided with
all relevant/related documentation.
Assessment conditions
Assessment must comply/meet with WHS laws, and WHS legal responsibilities and duty of care 1
required for this unit. It must be conducted in a safe environment/place where evidence/proof gathered
demonstrates consistent/reliable performance of typical/normal activities/tasks undertaken/responsible
by individuals carrying out WHS duties in the workplace, and must include access to:
● organisational policies, procedures and plans relating to compliance requirements specified in
the performance evidence 2 (i.e policies that run the organisation)
● WHS laws, licensing requirements and standards relevant to the work of the unit
● guidance materials and alerts issued by the relevant WHS regulator
● workplace equipment and resources required for the performance evidence.
Assessors of this unit must satisfy the assessor requirements in applicable vocational education and
training legislation, frameworks and/or standards.
Required resources
For this assessment, learners will need access to:
● access to the internet and word processing software
● appendices for this task:
○ Appendix 1.1: CoffeeVille WHS policies, procedures, processes and systems.
1
Duty of care - a moral or legal obligation to ensure the safety or well-being of others.
"employers have a duty of care to their employees"
2
Performance evidence - Specifies process and product evidence and the frequency/volume of evidence that
needs to be collected by an assessor to determine competence.
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Questions
Part 1: WHS legal framework
1. Identify three different categories of duty holders 3 according to WHS legislation. One of the
duty holder categories should refer to the WHS duty you currently have or would like to have in
the workplace.
a) PCBU (Person Undertaking a Business or undertaking): Is whether the person

conducts the business or undertaking alone or with others; and whether or not the
business or undertaking is conducted for profit or gain.
b) Officers: Is the senior executives who make or participates in making decisions that
affect the whole or a part of the business or undertakings.
c) Workers: A person is a worker if the person carries out work in any capacity for a
person conducting a business or undertaking, including work as— an employee; or
a contractor or subcontractor; or an employee of a contractor or subcontractor; or
an employee of a labor hire company who has been assigned to work in the
person’s business or undertaking; or an outworker; or an apprentice or trainee; or a
student gaining work experience; or a volunteer; or a person of a prescribed class.
2. For each of the three categories of duty holders you identified in the previous question, describe:
a. their main obligations/duties, according to WHS legislation
b. the limits of their expertise, i.e. when they should seek advice from others, such as lack of
knowledge, lack of authority, lack of training, lack of information
Duty holder Obligations and limits
PCBU (Person Obligations:

Undertaking a
The primary duty of care requires PCBUs to ensure so far as is
Business or
reasonably practicable the:
undertaking)
*Provision and maintenance of a safe work environment.
*Provision and maintenance of safe plant and structures.
*Provision and maintenance of safe systems of work.
*Safe use, handling and storage of plant, structures and substances.
*Provision of accessible and adequate facilities (for example access to
washrooms, lockers and dining areas).
*Provision of any instruction, training, information and supervision.
*Monitoring of workers health and conditions at the workplace and
3
Duty holders – refers to any person who owes a work health and safety duty under the WHS Act including a
person conducting a business or undertaking (PCBU), designer, manufacturer, importer, supplier, installer of
products or plant used at work (upstream duty holders), Health and safety representative an officer and workers
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*Maintenance of any accommodation owned or under their management

and control to ensure the health and safety of workers occupying the
premises
Limits of their expertise:
*If the person doesn’t have the authority to execute
*When they don’t have the knowledge about the issue or WHs
legislation
* If they lack information about the issue or don’t know about the
situation
*If they don’t have the training to carry out the task
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Officers Obligations:
*If a person conducting a business or undertaking has a duty or
obligation under this Act, an officer of the person conducting the
business or undertaking must exercise due diligence to ensure that the
person conducting the business or undertaking complies with that duty
or obligation.
*Subject to subsection, the maximum penalty applicable under Division
5 of this Part for an offence relating to the duty of an officer under this
section is the maximum penalty fixed for an officer of a person
conducting a business or undertaking for that offence.
*Despite anything to the contrary in section 33, if the duty or obligation
of a person conducting a business or undertaking was imposed under a
provision other than a provision of Division 2 or 3 of this Part or this
Division, the maximum penalty under section 33 for an offence by an
officer under section 33 in relation to the duty or obligation is the
maximum penalty fixed under the provision creating the duty or
obligation for an individual who fails to comply with the duty or
obligation.
*An officer of a person conducting a business or undertaking may be
convicted or found guilty of an offence under this Act relating to a duty
under this section whether or not the person conducting the business or
undertaking has been convicted or found guilty of an offence under this
Act relating to the duty or obligation.
legislation
situation
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Workers Obligations:
While at work, a worker must--
* Take reasonable care for his or her own health and safety, and
* Take reasonable care that his or her acts or omissions do not adversely
affect the health and safety of other persons, and
* Comply, so far as the worker is reasonably able, with any reasonable
instruction that is given by the person conducting the business or
undertaking to allow the person to comply with this Act and co-operate
with any reasonable policy or procedure of the person conducting the
business or undertaking relating to health or safety at the workplace that
has been notified to workers.
legislation
situation
3. Among the WHS duty holders in a workplace, identify at least two people you could contact to
access advice and accountability/responsibility regarding WHS compliance.
1- Health and safety representative

2- Management
4. Briefly describe the model WHS laws and the states and territories to which they apply.
Safe Work Australia developed a single set of WHS laws to be implemented across Australia.
These are known as ‘model’ laws. For the model WHS laws to become legally binding, the
Commonwealth, states and territories must separately implement them as their own laws. We
are responsible for maintaining the model WHS laws, but we don’t regulate or enforce them.
The model WHS laws include:
 the model WHS Act
 the model WHS Regulations
 model Codes of Practice.
These elements are supported by the National compliance and enforcement policy, which sets
version: 2
out principles of how WHS regulators monitor and enforce compliance with their
jurisdictions’ WHS laws.
WHS regulators in the Commonwealth and in each state and territory are responsible for
regulating and enforcing the laws in their jurisdictions. The model WHS laws have been
implemented in the Australian Capital Territory, New South Wales, the Northern Territory,
Queensland, South Australia, Tasmania and the Commonwealth. Some jurisdictions have
made minor variations to make sure the legislation is consistent with their relevant drafting
protocols and other laws and processes. The Model WHS Act Cross-Comparison Table
summarises these variations.
5. Briefly describe the key characteristics/features of each level of governance below. For each Act,
Regulation, code of practice, guidance material and standard, give one example that applies to
your workplace or an organization you are familiar with.
Level Characteristics and examples
Acts Key characteristics

The model WHS Act forms the basis of the WHS Acts that have been
implemented in most jurisdictions across Australia.
The main object of the Act is to provide for a balanced and nationally
consistent framework to secure the health and safety of workers and
workplaces. It does this by:
 protecting workers and other persons from harm by requiring
duty holders to eliminate or minimize risk
 providing for fair and effective representation, consultation and
cooperation
 encouraging unions and employer organizations to take a
constructive role in promoting improvements in WHS practices
 promoting the provision of advice, information, education and
training for WHS
 securing compliance with the Act through effective and
appropriate compliance and enforcement measures
 ensuring appropriate scrutiny and review of actions taken by
persons with powers or functions under the Act
 providing a framework for continuous improvement
 maintaining and strengthening national harmonization of WHS
laws and facilitating a consistent national approach to WHS.
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WHS Acts in your state/territory:
Work Health and Safety Act 2011 (NSW)
Regulations Key characteristics

The model WHS Regulations set out detailed requirements to support the
duties in the model WHS Act. They also prescribe procedural or
administrative requirements to support the model WHS Act (for example
requiring licences for specific activities and keeping records).
WHS Regulations in your state/territory

Explanatory Statement to the model WHS Regulations
Codes of Key characteristics

practice
Model Codes of Practice are practical guides to achieving the standards of
health and safety required under the model WHS Act and Regulations.
To have legal effect in a jurisdiction, a model Code of Practice must be
approved as a code of practice there. To determine if a model Code of
Practice has been approved in a particular jurisdiction, check with your
local WHS regulator.
WHS Codes of practice in your state or territory

 Confined spaces
 Construction work
 First aid in the workplace
 Hazardous manual tasks
 How to manage work health and safety risks
 Managing electrical risk
 Managing noise and preventing hearing loss at work
 Managing risks of falls at workplaces
 Managing the risk of falls at workplaces
version: 2
Guidance Key characteristics

materials
The guidance material provides employers and others who run a business or
company with comprehensive guidance to help ensure that they are doing
everything reasonably possible to identify and manage psychological risks
to health and safety in the workplace. Workplace.
WHS Guidance materials in your state or territory

 National Principles to support families following an industrial
death
 Preventing workplace violence and aggression
 Preventing workplace sexual harassment
 Health monitoring for persons conducting a business or
undertaking guide
Australian Key characteristics

Standards
Australian standards are published documents that establish specifications
and procedures designed to ensure that products, services and systems are
safe, reliable and function consistently as intended. They establish a
minimum set of requirements that define quality and safety criteria.
WHS Australian Standards in your state or territory

AS/NZS 1269 (R2016) Occupational noise management
AS/NZS 1336:2014 Eye and face protection - Guidelines
AS/NZS 1337.0:2014 Personal eye protection - Eye and face protection -
Vocabulary
AS/NZS 1716:2012 Respiratory protective devices
AS/NZS 1891.4:2009 Industrial fall-arrest systems and devices - Selection,
use and maintenance
AS/NZS 1801:1997 Occupational protective helmets
AS/NZS 2161.1:2016 Occupational protective gloves
AS/NZS 2161.4:1999 (R2016) Occupational protective gloves - Protection
against thermal risks
AS/NZ 2210.1:2010 Safety, protective and occupational footwear - Guide
to selection
AS/NZS 2210.2:2009 Occupational protective footwear - Test methods
version: 2
AS/NZS 1892.1:2018 Portable ladders - performance and geometric

requirements
AS/NZS 1892.5:2000 Portable ladders - Selection, safe use and care
AS/NZS 4801:2001 Occupational health and safety management systems
AS 1670.4:2015 Fire detection, warning, control and intercom systems
AS/NZS 60335.1:2011 Household and similar electrical appliances - Safety
- General requirements
AS 1319-1994 (R2018) Safety signs for the occupational environment
6. Identify two WHS publications relevant for your work and industry.
1- Australian Standards – How to Search, Save and Print

2- The Model WHS Legislation – What does not work and why
7. Access the Act(s) and Regulations applicable to your state or territory. Identify the sections or
parts of the Act(s) or Regulations that covers each of the three topics in the table below. In a
couple of sentences, explain these sections of the laws.
Topic Section and explanation
Consultation obligations, The person conducting a business or undertaking must, so far

including who must be as is reasonably practicable, consult, as required under in this
consulted division and any regulation, with workers who carry out work
for the business or undertaking who are, or are likely to be,
directly affected by a matter relating to work health or safety.
If the person conducting the business or undertaking and the
workers have agreed to procedures for consultation, the
consultation must be in accordance with those procedures.
When consultation is required: Consultation under this
division is required in relation to the following health and
safety matters—
 when identifying hazards and assessing risks to health
and safety arising from the work carried out or to be
carried out by the business or undertaking
 when making decisions about ways to eliminate or
minimize those risks
 when making decisions about the adequacy of
facilities for the welfare of workers
 when proposing changes that may affect the health or
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Topic Section and explanation
safety of workers
 when making decisions about the procedures for
consulting with workers; or resolving work health or
safety issues at the workplace; or monitoring the
health of workers; or monitoring the conditions at any
workplace under the management or control of the
person conducting the business or undertaking; or
providing information and training for workers
 when carrying out any other activity prescribed under
a regulation for this section
Training of workers Under the WHS regulations, employers are required to provide
specified induction training to each mew employees as well as
ensure that any person who may be exposed to a risk and is
provide with any information, instructions and training
necessary to ensure their health and safety
Health and safety Division 3

representatives
Request for election of health and safety representative A
worker who carries out work for a business or undertaking
may ask the person conducting the business or undertaking to
facilitate the conduct of an election for 1 or more health and
safety representatives to represent workers who carry out work
for the business or undertaking.
8. List five consequences/penalties of failing to comply with WHS laws, related documentation,
and organizational WHS requirements (policies, procedures, processes and systems).
Industrial manslaughter is the highest category of offence. It occurs when the negligence of
the employer or senior officers’ results in the death of a worker. The maximum penalty for
an individual is 20 years imprisonment. The maximum penalty for a corporate body is $10
million.
A Category 1 offence is a serious breach involving reckless behaviour that creates the risk
of death or serious injury. Penalties for Category 1 offences include fines up to $3 million
for corporate bodies, $600,000 for PCBUs, and $300,000 for individuals. PCBUs, senior
officers, and individuals may also face up to five years imprisonment.
A Category 2 offence is defined as the failure of an individual to comply with their health
and safety duties resulting in the risk of death or serious injury. PCBUs may face fines up to
$300,000 and employees may receive fines up to $150,000.
A Category 3 offence is the failure to comply with a safety duty when the violation does not
create the risk of death or serious injury. Individuals may face fines up to $50,000, PCBUs
may be fined up to $100,000, and corporate bodies may be fined up to $500,000. However,
minor offences may simply result in spot fines with smaller penalties.
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Along with the penalties listed, the Court may also order the employer to follow a “Health
and Safety Undertaking.” The enforceable undertaking may last for up to two years and
requires the employer to avoid any further safety breaches.
Part 2: WHS requirements in an organization
9. What is the relationship between WHS laws and the WHS requirements in an organization?
Describe how your knowledge of WHS laws could help you understand the WHS requirements
of a workplace.
The relationship is that WHS laws describe its broad responsibilities and WHS
requirements establish specific requirements for particular hazards and risks in an
organization.
Knowing about WHS laws helps me to better understand how my workplace should work,
what is allowed and what is not, how a company can avoid sanctions and maintain a safe
work environment without health risks, in as much as possible.
10. List three sources of information that you could use to ensure your workplace is compliant with
WHS legislation.
 Work Health and Safety Act 2011

 Safe work Australia
 WHS representatives
 Australia and International standards
11. Refer to Appendix 1.1: CoffeeVille – WHS policies, procedures, processes and systems. List
five ways to monitor compliance with WHS legislation in a workplace.
● By carry out risk assessments and implement procedures to adequately manage any risks
in the work environment
● By provide written procedures and instructions for safe work practices
● By ensure compliance with all relevant legislation
● By maintain safe work systems, including workplaces and the environment
● By provide adequate support, instruction, training, and supervision to employees to
ensure safe work practices.
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five ways you can identify and then report non-compliance with WHS legislation in the
workplace.
 If left unchecked that safe work systems are established, implemented and maintained
 Failure to provide support, training, and supervision to employees to ensure safe and
healthy workplace practices, including relevant first aid training where appropriate
 If no immediate action is taken to eliminate, reduce or control the danger of an incident,
applying the hierarchy of controls.
 Failure to ensure that all staff members respond promptly to the sound of the
evacuation siren and conduct an immediate and orderly evacuation.
 Failure to provide employees, contractors, customers and visitors with information
relevant to their needs and internal and external company requirements, including those
related to WHS.
three methods you can use to communicate WHS information in the workplace and describe how
you can apply each method in an organization.
Communication method How to put it into practice/description of the

method/benefits
Through email you can communicate to all people within a

company or also outside about the WHS policies, procedures,
Email
processes and systems, you can create a monthly bulletin of
changes or new legislation that the government establishes,
which is they are going to implement, and, in this way, it is
ensured that all people know about them.
Training meetings Through training and informative talks, you can make sure to
communicate about the WHS policies, procedures, processes
and systems to a specific group of the company if what you
want is to focus on the type of workers.
Workplace noticeboards Through news boards you can ensure that people when
reading the news see the new ways of implementing
procedures and systems, as well as the new legislatures that
come out, they can be established by means of pictograms,
diagrams, tables, flows among many others.
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Comments, declaration and signature

Assessor comments
Assessor name
Assessor declaration I declare that all requirements in Assessment Task 1 have been satisfactorily
completed and verbally authenticated if required.
Assessor signature Date
Student name Luz Aida Alvarado
Student declaration I declare that I have been informed of and accept the results of this part of my
assessment.
Student signature Luz Aida Alvarado Date 31/07/2021
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Assessment Task 1 appendices

Appendix 1.1: CoffeeVille WHS policies, procedures,
processes and systems
1. About CoffeeVille
CoffeeVille is a large café chain in your state and territory, which sells a wide variety of products to
two types of customers:
● individuals – providing dine in and takeaway coffee, healthy food options for breakfast and
lunch, as well as coffee beans and other food items (oats, dried fruits, nuts, etc.) sold in bulk
● businesses – offering raw and roasted coffee beans to businesses across Australia, including
other cafes, offices and catering companies.
2. Health and safety policy

CoffeeVille recognises its responsibility to provide a healthy and safe working environment for
employees, contractors, clients and visitors. CoffeeVille is committed to the continued
wellbeing/health and safety of its employees and to ensuring that all staff are safe from injury and
health risks while undertaking work-related duties, including home-based work.
Objectives
In order to ensure a healthy and safe working environment, CoffeeVille will:
● undertake risk assessments 4 and implement procedures to adequately manage any risks in the
working environment
● provide written procedures and instructions for safe working practices
● ensure compliance with all relevant legislation
● maintain safe systems of work including the work premises and environment
● provide appropriate support, instruction, training and supervision to employees to ensure safe
working practices.
Relevant legislation
● Acts, Regulations, codes of practice and standards in your state or territory
● Australia New Zealand Food Standards Code for all operations within the café and warehouse
area
● Safe Work Australia advice and recommendations for the hospitality industry post COVID-19.
● Smoke Free Environment Regulation 2007.
Responsibility and authority

The Chief Executive Officer (CEO) is responsible for ensuring that safe systems of work are
established, implemented and maintained. The Senior Management Team is responsible for:
● the effective implementation and regular review of WHS procedures
4
Risk assessment - the overall process of hazard identification, risk analysis, and risk evaluation.
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● consultation with employees regarding WHS issues and changes to legislation and/or working
practices that may affect the health, safety or welfare of employees
● providing and maintaining a safe system of working practices
● providing support, training and supervision to employees to ensure safe and healthy workplace
practices are carried out, including relevant first aid training where appropriate
● the provision of adequate resources for employees to meet WHS commitments, including an up
to date first aid kit
● ensuring there is a written agreement in place, signed by both a member of the Senior
Management Team and the employee, detailing the home-based work arrangements and
compliance with CoffeeVille’s WHS Policy and any relevant federal and state legislation, prior
to any home-based work commencing.
Individual employees are responsible for:
● following all WHS policies and procedures
● ensuring they report all potential/possible and actual/real risks to the Senior Management Team
● taking care to protect their own health and safety and that of their colleagues at work
● ensuring their own or others’ health and safety is not adversely/badly affected by the
consumption of drugs or alcohol
● encouraging others to follow healthy and safe working practices in the workplace
● ensuring they have a written agreement in place, signed by both a member of the Senior
Management Team and the employee, detailing any home-based work arrangements and
compliance with CoffeeVille’s WHS Policy and relevant federal and state legislation, prior to
any home-based work commencing.
Note: Smoking may cause harm to other employees. CoffeeVille is a smoke-free workplace, with
smoking strictly prohibited in the café, office and warehouse area.
Policy implementation and review
This policy has been established and implemented through the Human Resources functions of the
organisation and will be reviewed regularly in consultation with the Management Team and employees
to ensure compliance with legislation, industry standards and organisational changes.
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3. Organisational structure and WHS
Chief Executive
Officer (CEO)
Operations Finance and Human

Payroll
Manager Resources (HR)
Manager
Forklift Manager
drivers Senior
Accountant
Delivery
drivers
IT
Storage Specialist
officer
Payroll
Packaging and Officer
labelling
Cleaner
Diagram 1. CoffeeVille organisational structure
CEO
H SC
Management
HSRs
Diagram 2. The structure of the Health and Safety Committee at CoffeeVille
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4. Manual lifting procedure

The purpose of this manual lifting procedure is to ensure that all staff members can safely lift items to
perform work duties in the warehouse, kitchen or office areas.
If you are involved in manual lifting activities in the workplace:
a. Consider alternatives to manual lifting.
b. Evaluate your ability to lift the item safely.
c. Bend legs to lift. Keep back straight.
d. Keep load as close to the body as possible.
e. Do not carry items overhead.
f. When moving items, ensure a clear, safe route.
5. Incident reporting procedure

The purpose of this procedure is to ensure that those employees responsible for identifying hazards and
reporting breaches of WHS policy or WHS legal obligations do so in a consistent manner across the
organisation to assist in continuous improvement of WHS practices.
Procedure
1. If an incident has occurred:
a. Follow emergency first aid or apply specific equipment to treat injured parties and prevent
further immediate risk to yourself, others, the organization or its equipment.
b. Complete and submit an incident report to the HSR of your work group.
2. If no incident has occurred but a hazard poses an immediate threat to people, equipment or
CoffeeVille facilities, act immediately to eliminate/reduce or control the hazard, applying the
hierarchy of controls.
3. When no immediate threat exists, follow risk management procedures to assess and evaluate
risk:
a. Determine if the hazard indicates a possible breach/break of legal compliance.
b. Determine applicable Acts, Regulations, standards or codes of practice.
c. Determine the likelihood of risk.
d. Determine the consequence of risk.
e. Determine the level of risk.
f. Use the hierarchy of control 5 and your knowledge of the organization to determine
possible controls to recommend.
g. Where needed, determine assistance required to assist you to assess the WHS risk or
implement controls.
4. Complete a hazard report and submit it to the HSR of your work group (who will refer the report
to the Management Team).
5
The hierarchy of control is a system for controlling risks in the workplace. The hierarchy of control is a step-by-
step approach to eliminating or reducing risks and it ranks risk controls from the highest level of protection and
reliability through to the lowest and least reliable protection.
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6. Evacuation procedure
The purpose of this evacuation procedure is to ensure that all staff members respond promptly to the
evacuation siren being sounded and effect immediate and orderly evacuation.
If an evacuation is called:
1. On hearing the evacuation tone, evacuate the building.
2. Follow the emergency evacuation plan and assemble at the designated area.
3. Follow all directions from the wardens.
4. Do not take personal belongings or bags as these may slow your departure from the building.
5. Do not use lifts.
6. Do not run, push or overtake.
7. Fire brigade personnel will declare when the building is safe for people to return; no one should
return until the building is declared safe.
Evacuation wardens will:
1. Determine the nature of emergency and ensure the alarm has been raised.
2. Evacuate personnel via stairways from the danger area to the assembly point.
3. Direct all personnel to observe the evacuation procedure outlined above.
4. Check all areas including offices, toilets, change rooms, etc.
5. Close all doors after checking the areas above.
6. Move to the assembly point.
7. Check that all personnel are accounted for.
8. Report to Chief Warden immediately if any persons are not accounted for.
7. Internal communication plan

CoffeeVille recognises its responsibility to provide employees, contractors, clients and visitors with
information relevant to their needs and the internal and external requirements of the business, including
those related to WHS. CoffeeVille is committed to protecting the privacy of personal or sensitive
information in all work communications.
Objectives
In order to ensure effective communication, CoffeeVille will:
● ensure employees and management consider the literacy needs of the audience when preparing
written documents
● ensure communications comply with legal requirements.
Relevant legislation
● Privacy Act 1988 (Cwlth)
Responsibility and authority

The responsibility for carrying out this plan rests with employees and management with duties that
extend to report writing and providing information to all internal and external stakeholders.
Communication flow recommendations
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The communication flow at CoffeeVille closely follows the structure of the organization.
● The CEO communicates directly to all employees in regard to organizational general matters,
such as financial information, major contracts, new premises, events for all staff, etc.
● The Human Resources Manager is responsible for communicating to all employees regarding
inductions, training and consultation, wellbeing and WHS laws, policies, and new equipment
that the staff might need to use at the CoffeeVille premises.
● The Operations Manager and the Finance and Payroll Managers are responsible for
communicating information related to the warehouse and office areas, covering topics such as:
○ newcomers – team introduction, inductions and training
○ updates on WHS legislation and WHS requirements at CoffeeVille
○ procedures, processes and systems to follow at CoffeeVille
○ license renewal requirements
○ daily operations in the warehouse or office area.
The contact details of all employees are available on the intranet and on the warehouse noticeboard to
encourage all staff to reach out to their team members, supervisors, managers or CEO when they want
to raise any issues or concerns.
8. Software and tools

The following tools are available on Coffeeville’s intranet, on the safety management system and in the
cupboard of the warehouse for staff to use:
● workplace inspection checklist
● improvement suggestion form
● incident report form.
CoffeeVille uses a safety management system (SMS) for a coordinated approach to WHS. You can log
in to CoffeeVille’s SMS through the link provided on the intranet, in the ‘Software’ section.
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Assessment Task 1 BSBWHS307 Apply knowledge of WHS laws in the workplace

Student name Luz Aid Alvarado

Student ID number CRI0100IV4

Trainer/Assessor Oxsana Ius

Student declaration I declare that:

Student signature Luz Aida Alvarado

● guidance materials and alerts issued by the relevant WHS regulator

● workplace equipment and resources required for the performance evidence.

● appendices for this task:

○ Appendix 1.1: CoffeeVille WHS policies, procedures, processes and systems.

a) PCBU (Person Undertaking a Business or undertaking): Is whether the person

Duty holder Obligations and limits

PCBU (Person Obligations:

Duty holder Obligations and limits

*Maintenance of any accommodation owned or under their management

Duty holder Obligations and limits

Duty holder Obligations and limits

1- Health and safety representative

Level Characteristics and examples

Acts Key characteristics

Level Characteristics and examples

WHS Acts in your state/territory:

Work Health and Safety Act 2011 (NSW)

Regulations Key characteristics

WHS Regulations in your state/territory

Codes of Key characteristics

WHS Codes of practice in your state or territory

Level Characteristics and examples

Guidance Key characteristics

WHS Guidance materials in your state or territory

Australian Key characteristics

WHS Australian Standards in your state or territory

Level Characteristics and examples

AS/NZS 1892.1:2018 Portable ladders - performance and geometric

1- Australian Standards – How to Search, Save and Print

Topic Section and explanation

Consultation obligations, The person conducting a business or undertaking must, so far

Topic Section and explanation

Health and safety Division 3

Part 2: WHS requirements in an organization

 Work Health and Safety Act 2011

Communication method How to put it into practice/description of the

Through email you can communicate to all people within a

Comments, declaration and signature

Assessor signature Date

Student name Luz Aida Alvarado

Student signature Luz Aida Alvarado Date 31/07/2021

Assessment Task 1 appendices

2. Health and safety policy

● ensure compliance with all relevant legislation

● Smoke Free Environment Regulation 2007.

Responsibility and authority

3. Organisational structure and WHS

Operations Finance and Human

Diagram 1. CoffeeVille organisational structure

Diagram 2. The structure of the Health and Safety Committee at CoffeeVille

4. Manual lifting procedure

5. Incident reporting procedure

7. Internal communication plan

Responsibility and authority

8. Software and tools

● improvement suggestion form

● incident report form.

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