COVID-19 CORONAVIRUS - The Australian Industry Group
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AUSTRALIAN INDUSTRY GROUP
COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Victorian Roadmap to Reopening
Restrictions and Risk Controls
The most recent updates to this Advice appear directly after the Introduction.
This Member Advice consolidates information in relation to restrictions on business
operations and required COVID-19 risk controls in Victoria.
With effect from 11.59pm on 8 November 2020, there has been a further easing of
restrictions in both metropolitan Melbourne and Regional Victoria, with the restrictions
now applying consistently across Victoria. Victorians can now move freely around the
state, with Melbourne’s 25km restriction removed and travel restrictions between the
Melbourne and regional Victoria no longer in place.
There continues to be a requirement to work from home unless it is not reasonably
practicable to do so.
All Victorian workplaces are still required to have a COVIDSafe Plan and continue to
comply with the specific risk controls that are established by the Workplace Directions
and the Workplace (Additional Industry Obligations) Directions to minimise the risk of
COVID-19 being transmitted in workplaces. The Roadmap also includes a series of
Victorian COVIDSafe principles for businesses, some of which are mandated in
Directions and others which are recommended.
Workers who are required to isolate or quarantine due to COVID-19 may be entitled to
receive hardship payments. Information and eligibility can be found here.
Information about interstate border closures can be found here.
INTRODUCTION
This Member Advice has been developed to provide employers with information on the status of
restrictions under the Roadmap and the risk controls required to minimise the risk of the spread of COVID-
19 in workplaces. It focuses on the obligations established by the Workplace Directions and the Workplace
(Additional Industry Obligations).
Businesses whose activities predominantly involve providing services to the public should also refer to
detailed information in the Restricted Activity Directions (Victoria) that cover issues such as limits on patron
numbers.
Effective from 11.59pm on 8 November 2020, there has been a further easing of restrictions in both
metropolitan Melbourne and Regional Victoria. Victorians can now move freely across the state.
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MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
In his media statement on 8 November 2020, the Premier indicated that “from 22 November – and in line
with the public health advice – Victoria is on track to reach the Last Step in our roadmap towards
reopening”. An attachment to the media release provides a summary of what is proposed for
22 November.
The current Roadmap states that Victoria will go to COVID Normal when Victoria has:
• no new cases state-wide for 28 days; AND
• no active cases state-wide; AND
• no outbreaks of concern in other states or territories.
More information about the Roadmap for Reopening, including downloadable PDFs that illustrate the
targets and stages can be found here, including specific roadmaps for individual industries to reopen or
increase the number of workers on site. Note, at the time of finalising this Advice the Roadmaps had not
been updated to reflect the most recent changes.
UPDATES TO THIS MEMBER ADVICE
This Member Advice is updated when substantive changes are made to Directions or guidance.
Information about the changes that are effective from 11.59pm on 8 November, and amendments made
on 15 November are outlined below. This summary of updates needs to be read in conjunction with the
body of this Member Advice which outlines all current obligations and provides a summary table of
obligations for easy reference.
To avoid any confusion, as we are moving out of the significant restrictions imposed since the start of the
second wave, the summary of previous updates has been removed from this document. Any information
that is still relevant is incorporated into the body of this Member Advice.
UPDATES AT 17 NOVEMBER 2020
Abattoirs, meat processing, seafood processing and poultry processing.
The Workplace (Additional Industry Obligations) Directions (No 12) issued on 15 November 2020 have
reinserted two obligations that were removed from the No 11 Directions that commenced at 11.59pm on 8
November 2020. It appears that the requirements were removed in error.
The requirements placed on these workplaces to undertake temperature testing and restrict carpooling
have been reinstated as previously written.
UPDATES AT 9 NOVEMBER 2020
The following key changes have occurred with effect from 11.59pm on 8 November 2020:
• There is no longer a requirement for businesses such as cafes and restaurants in Regional Victoria to
ensure that people from metropolitan Melbourne do not use their services.
• Work travel permits are no longer required for workers travelling between metropolitan Melbourne
and Regional Victoria.
• The Workplace Directions now include more detailed requirements about handling of personal
information obtained in line with record keeping requirements.
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COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
• Abattoirs, meat processing, seafood processing and poultry processing:
o workforce restrictions have been removed;
o carpooling is no longer restricted – see above, reinstated on 15 November;
o specific reference to ensuring “that workers do not work across multiple Work Premises” has
been removed from the Workplace (Additional Industry Obligations). However, there are still
requirements in the Workplace Directions, clause 7(18) to (21) that limit work being
undertaken on multiple premises and require the employer to demonstrate the systems of
work which it has in place to minimise the number of workers working across multiple Work
Premises;
o the requirement to do temperature testing has been removed (surveillance testing is still
required) – see above, reinstated on 15 November.
• Seasonal horticultural workers:
o All requirements that related to workers and the previously Restricted Area of metropolitan
Melbourne have been removed; and
o Clause 1(5)(c) of Workplace (Additional Industry Obligations) Directions (No 11) states that the
directions “remove some testing requirement for … seasonal workers”. However, clause 7(10)
states that an employer must carry out surveillance testing on its seasonal workers in
accordance with the requirements of DHHS. This varies from section 7(34) in the previous
Directions which limited testing to workers who commuted from the Restricted Area of
metropolitan Melbourne. It is Ai Group’s view that this is most likely a drafting error that
occurred when reference to the Restricted Area was removed. We are currently seeking
clarification on this issue.
• Care facilities:
o Surveillance testing is now only required “where directed by the Chief Health Officer” (clause
7(22)).
It is also highlighted that the Workplace (Additional Industry Obligations) Directions no longer apply to:
construction sites; retail facilities; or medical supply, pharmaceutical supply and personal protective supply
facilities.
CURRENT RESTRICTIONS ON BUSINESS ACTIVITY
Restricted Activity Directions (Victoria)
The Restricted Activity Directions (Victoria) establish business restrictions across Victoria They limit the
operation of a range of publicly facing businesses by either requiring that they close or by limiting the
activities that they can engage in and establishing requirements for control measures such as COVID
Marshalls: pubs, bars, clubs, nightclubs and hotels; physical recreation facilities; community facilities;
entertainment facilities; places of worship; restricted retail facilities; food and drink facilities;
accommodation facilities; swimming pools; animal facilities; real estate auctions and inspection; education
and childcare facilities; Alpine resorts; tourism services; creative arts facilities; and music.
Employers operating any of these facilities should refer to the Restricted Activity Directions (Victoria) to
fully understand the restrictions and requirements placed on their business operations.
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COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Workplace Directions
The Workplace Directions (No 9) establish a requirement for workers to work at home if it is reasonably
practicable to do so.
6. Operation of a Work Premises
(1) An employer must not permit a worker to perform work at the Work Premises where it is
reasonably practicable for the worker to work at the worker’s place of residence or another
suitable premises which is not the Work Premises.
(2) An employer must comply with the Metro-Regional Work Travel Permit Directions and the
Workplace (Additional Industry Obligations) Directions (No 12) where it applies to that
employer
(3) Where an employer permits or requires work to be performed at a Work Premises, the
employer must comply with clauses 7 to 9.
• Clause 7 relates to Preventative Measures
• Clause 8 relates to Responding to a suspected case of 2019-nCoV in a Work Premises
• Clause 9 relates to Responding to a confirmed case of 2019-nCoV in a Work Premises.
Further information about control measures established by the Workplace Directions and the Workplace
(Additional Industry Obligations) Directions is provided later in this Member Advice.
Restricted Workforces
All previous limits on workforce numbers established by the Workplace (Additional Industry Obligations)
Directions have now been removed.
Metro-Regional Work Travel Permit Scheme
The Metro-Regional Work Travel Permit Scheme Directions have been revoked.
VICTORIAN COVIDSAFE PRINCIPLES FOR ALL BUSINESSES
The Roadmap includes six COVIDSafe principles:
• physical distancing (1.5m);
• wear a face covering;
• practice good hygiene;
• keep records and act quickly if staff become unwell;
• avoid enclosed spaces; and
• workforce bubbles.
Most of these principles have become a common part of responding to COVID-19 in our work and personal
lives. The concept of “bubbles” needs some further explanation. Bubbles are intended to limit interaction
to discrete groups of people.
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MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
In the work context “bubbles” are about a range of control measures such as: rostering the same people to
work together each day or shift; limiting interaction between shifts (by creating a time gap between one
shift finishing and another starting); people who work together having their meal breaks at times or
locations separate from others in the workplace; and minimising people working on more than one site.
Bubbles are designed to reduce the risk of infection, make contact tracing easier and minimise the impact
on a business if close contacts of a confirmed case at work need to isolate.
Some high-risk industries are required to implement “bubbles”; for other workplaces they are
recommended controls.
PUBLIC HEALTH REQUIREMENTS FOR THE CONTROL OF COVID-19 IN WORKPLACES
Workplace Directions and Additional Industry Obligations Directions
The following summary has been developed to highlight the key risk control issues that all Victorian
businesses are required to focus on. It is highly recommended that employers refer directly to the
Directions in order to ensure compliance with the details. The current Directions can be accessed at the
links below.
The Workplace Directions (No 9) establish specific risk control obligations for all Victorian employers.
The Workplace Additional Industry Obligations) Directions (No 12) establish specific additional risk control
measures required for businesses operating in the industries outlined below.,
o poultry processing facilities;
o abattoirs and meat processing facilities;
o seafood processing facilities;
o supermarket work premises and perishable good work premises;
o warehousing and distribution centres;
o manufacturing facilities;
o wholesale facilities;
o horticultural operations using seasonal workers for seasonal horticultural work; and
o care facilities.
Summary of Required Controls
Workplaces that are permitted to operate through the provisions of the Restricted Activity (Victoria)
Directions must comply with the requirements of the Workplace Directions and the Workplace (Additional
Industry Obligations) Directions. These requirements are in addition to any specific restrictions imposed by
the Restricted Activity Directions.
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COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Consultation Not specifically addressed, but Clause 6(7)
required in line with OHS obligations. Specific consultation obligations
established.
Reduction in Not required other than to comply Comply with Workplace Directions
numbers of staff with working from home requirements
at Clause 6 and the density quotient at
clause 7(11) and 7(12).
Work from home Clause 6 Comply with Workplace Directions
unless it is not
reasonably
practicable
Employer to take Clause 7(1) to 7(2) Comply with Workplace Directions, plus:
reasonable steps to
ensure the worker The requirements of these clauses are Clause 7(5) Additional requirements for
wears a face reproduced later in this Member meat, poultry and seafood processing;
covering unless Advice. A face covering must be a surgical masks, face shields and suitable
exceptions apply fitted face mask. protective clothing.
Information about how to implement Clause 7(7) in metropolitan Melbourne,
the wearing of Face Coverings can be any supermarket warehousing and
found in an Ai Group Fact Sheet here). distribution centre or chilled perishable
food premises; and clause 7(8) across
Victoria for chilled distribution facilities:
Surgical masks required, unless the
nature of the work means they create a
risk to a worker’s health and safety. The
note indicates that surgical masks may
create risks if the temperature is below
negative five degrees, but there is still a
requirement for fitted face masks, such
as a three-ply cloth mask.
Clause 7(16)
Seasonal horticultural workers
The employer must provide an adequate
supply of face coverings and ensure that
they are worn, unless one of the
exceptions in the Workplace Directions
apply.
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COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Training General obligations in OHS laws to Clause 7(1)(a)
requirements provide information, training, PPE training plan must be in place.
instruction and supervision. Directions specify required content.
Clause 7(4)(d) Additional requirements
for abattoirs and meat processing
facilities, poultry processing facilities,
seafood processing facilities or
supermarket distribution and
warehousing (excluding retail facilities)
and perishable food Work Premises that
is a chilled distribution facility – regular
training to workers, including induction,
on good hygiene, not attending work if
sick and compliance with “bubbles”.
Clause 7(14)
Extra training requirements for seasonal
horticultural workers
COVID Safe Plan Clause 7(3) to 7(6) Clause 6(1) to 6(5A)
High Risk COVIDSafe Plan required for
specified industries in addition to the
requirements of the Workplace
Directions.
Record keeping Clause 7(7) to 7(10) Comply with Workplace Directions, plus:
Log of all people who attend the Work
Premises for longer than 15 minutes. Clause 6(5)
Detailed requirements about the Must also keep records to demonstrate
handling of information are included in compliance with the requirements of the
7(10) Directions.
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COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Density quotient Clause 7(11) to 7(12), 7(14) Comply with Workplace Directions.
In any shared spaces, must not exceed
the density quotient which is 1 person
per 4 square metres in each indoor
space or zone.
Note 1: The density quotient for outdoor areas
of food and drink facilities is 1 person per 2
square metres.
Note 2: Different density quotients have been
established for some workplaces that are
reopening, such as gyms and indoor food
courts. Businesses whose operations involve
interaction with the public should check the
detail of the Restricted Activity Directions for
detail.
Signage Clause 7(13) Comply with Workplace Directions.
Specific signage required for any
publicly accessible space.
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MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Cleaning Clause 7(15) to 7(17) Comply with Workplace Directions, plus:
requirements An employer must take all reasonable
steps to ensure that shared spaces at Clause 7(3)
which work is performed and areas Must increase the regularity of
accessible to the public are cleaned on comprehensive cleaning by ensuring all
a regular basis. areas are cleaned at least daily. Except
care facilities which have other regulatory
DHHS guidance on cleaning and requirements.
related one page Fact Sheets can be
found at this link. Clause 7(1)(b)
Have a cleaning log on display in shared
workplaces and publicly accessible areas
covering prescribed requirements.
Clause 7(4)(e) Additional requirements
for abattoirs and meat processing
facilities, poultry processing facilities,
seafood processing facilities or
supermarket distribution and
warehousing (excluding retail facilities)
and perishable food Work Premises that
is a chilled distribution facility – carry out
comprehensive cleaning of the work
premises each evening.
Clause 7(15)
Seasonal horticultural workers – specific
requirements for cleaning the premises
each evening and provision of hygiene
products and well-maintained toilet
facilities.
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Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Creating workplace Not specified in the Directions but Clause 7(4)(c) Additional requirements
“bubbles” recommended where possible to for abattoirs and meat processing
reduce the risk of infection, aid facilities, poultry processing facilities,
contact tracing and limit the number seafood processing facilities or
of people required to isolate if there is supermarket distribution and
a COVID-19 case in the workplace.
warehousing (excluding retail facilities)
and perishable food Work Premises that
is a chilled distribution facility –
Arrange operations so that workers are
working consistently with others, where
reasonably practicable; specific
considerations covered in (a) to (vii)
Clause 7(12) and 7(13) – Requirements
for seasonal horticultural workers,
including record keeping requirements.
Reducing work Clause 7(18) to (21) Comply with Workplace Directions
across multiple sites An employer must not require or
permit a worker to perform work at
more than one Work Premises, unless
it is not practicable.
If working at multiple sites, must
demonstrate the systems of work that
minimise the number of workers
working across multiple Work
Premises.
Working at more Clause 7(21) Comply with Workplace Directions.
than one premises If a worker is working at more than
for different one Work Premises for two or more
employers different employers: the worker must
provide a declaration and the
employer must retain the declaration.
Restriction on car No specific requirement Clause 7(6)
pooling In meat, poultry and seafood processing,
workers must not travel with another
person with whom they do not ordinarily
reside, unless it is not reasonably
practicable to otherwise get to work.
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Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Avoid working in Not specifically required in Directions but included as a COVIDSafe principle in the
enclosed spaces Roadmap – to consider when work, including meetings can be undertaken
outdoors.
COVID Marshalls Not required Clause 7(4)(b) and 7(4)(g) Additional
requirements for abattoirs and meat
processing facilities, poultry processing
facilities, seafood processing facilities or
supermarket distribution and
warehousing (excluding retail facilities)
and perishable food Work Premises that
is a chilled distribution facility
Designate an employee or employees as
a COVID Marshall whose role is to
monitor compliance with these
directions, including physical distancing
and provide training to the Marshall(s) in
accordance with guidance from DHHS.
COVID Marshals are also recommended
for other high-risk workplaces.
The Fact Sheets – COVID Marshals - what
you need to know and COVID MASHALS -
Roles and Responsibilities can be
accessed on the COVID Marshals
webpage.
The employer must also keep records of
duty rosters for COVID Marshals.
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Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Additional health Clause 7(5)(b)
screening / Meat, poultry and seafood processing
surveillance facilities must implement daily
temperature testing and direct the
worker to leave the premises and get
tested for COVID-19 if they have a
temperature of 37.5C or more.
Clause 7(4)(a) Additional requirements
for abattoirs and meat processing
facilities, poultry processing facilities,
seafood processing facilities or
supermarket distribution and
warehousing (excluding retail facilities)
and perishable food Work Premises that
is a chilled distribution facility
Carry out surveillance testing on workers
for 2019-nCoV at work premises in
accordance with the DHHS requirements.
Records must be kept in line with clause
7(4)(f). DHHS requirements are specified
in the High Risk COVIDSafe Plan available
here.
Seasonal horticultural workers
Clause 7(10) – must carry out surveillance
testing for SARS-CoV2 in accordance with
the requirement of DHHS. It is Ai Group’s
view that this is a drafting error – see
commentary notes in the update
summary.
Care facility workers
Clause 7(22) – carry out surveillance
testing where directed by the Chief
Health Officer.
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Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Declaration by Clause (7)(1)(c) generally and 7(21) for
workers care facilities.
Must require workers to make a specific
written declaration at the start of each
shift, before they enter the Work
Premises.
Workers must not Not addressed, but covered by Clause Clause 7(2)
attend 8 below Worker must not attend if they have
been tested because they are
symptomatic.
Care facilities
Clause 7(21) and 7(23)) – an employer
must not permit employees or
contractors to enter the site if specific
criteria are met associated with potential
exposure to COVID-19.
Provision of Not applicable Seasonal Work
accommodation and Clause 7(18), (19) and (20))
transport Specific requirements established in
relation to accommodation and
transport provided.
Responding to a Clause 8 Comply with Workplace Directions.
suspected case of Specific obligations outlined in relation
2019-nCoV in a to responding to a person who has
Work Premises symptoms, cleaning, and informing
workers.
Specific responses if an employer
becomes aware of three or more
suspected cases at one Work Premises
within a five-day period.
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Issue addressed Workplace Directions (No 9) Workplace (Additional Industry
Applicable to all Victorian workplaces Obligations) Directions (No 12)
See note at the start of this section that identifies
industries impacted in metropolitan Melbourne
and Regional Victoria.
Responding to a Clause 9 Comply with Workplace Directions.
confirmed case of Specific obligations to notify DHHS and
2019-nCoV in a WorkSafe* if there is a diagnosed
Work Premises positive case; determine the need to
close the premises; comprehensive
cleaning of the premises; identify close
contacts and direct them to leave the
premises and self-quarantine; notify
workers.
If the Work Premises is required to
close there are also notification
requirements prior to restarting.
* WorkSafe Victoria must be notified if an
employee or contractor with a confirmed
COVID-19 case was in the workplace within the
14 days prior to the onset of symptoms or a
confirmed coronavirus (COVID-19) diagnosis
(whichever comes first). Information about
WorkSafe notification requirements can be
found here.
Wearing of Face Coverings
The requirement that an employer takes reasonable steps to ensure a worker wears a face covering in the
workplace is now established by Clause 7 of the Workplace Directions (No 9).
Face covering means “…a fitted face mask that covers the nose and mouth to provide the wearer protection
against infection”. DHHS provides information about the definition of a fitted face mask here.
7. Preventive measures at Work Premises to reduce the risk of 2019-nCOV
An employer must take reasonable steps to ensure the worker wears a face covering at all times when
working at a Work Premises.
Note 1: face shields on their own do not meet the face covering requirements. Please refer to
the Department of Health and Human Services’ guidelines for further information.
[see below for further information about fitted face masks]
Subclause 7(1) does not apply if:
(a) the worker has a physical or mental health illness or condition or disability which makes
wearing a face covering unsuitable; or
Examples: employees who have obstructed breathing or a serious skin condition on their face,
an intellectual disability, a mental health illness, or who have experienced trauma;
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(b) the worker is communicating with a person who is deaf or hard of hearing, where visibility of
the mouth is essential for communication; or
(c) the nature of a worker’s work means that wearing a face covering creates a risk to their health
and safety; or
(d) the nature of a worker’s work means that clear enunciation or visibility of the mouth is
essential; or
Examples: teaching, lecturing, broadcasting.
(e) the worker is working by themselves in an enclosed indoor space (unless and until another
person enters that indoor space); or
Example: a person working by themselves in an office.
(f) the worker is working by themselves in an outdoor space, provided no other person is also in
the outdoor space (except a person who ordinarily resides at the same premises with as the
worker); or
Example: a farmer working by themselves in a field.
(g) the worker is a professional sportsperson when training or competing; or
(h) the worker is travelling in a vehicle for work purposes by themselves or where each other
person in the vehicle ordinarily resides at the same premises; or
(i) the worker is consuming food, drink or medicine; or
(j) the worker is asked to remove the face covering to ascertain identity; or
Examples: an employee may be asked by police, security or post office staff to remove a face
covering to ascertain identity.
(k) for emergency purposes; or
(l) required or authorised by law; or
(m) doing so is not safe in all the circumstances.
Note: a worker is required to wear a face covering at all other times when the circumstances
above do not apply.
Example: a worker must wear a face covering when using ingress and egress points to the
employer’s premises, or other facilities such as toilets
DHHS guidance on face coverings can be found at this link, including the following information
Can I wear a snood, buff or gaiter instead of a mask?
• A face mask is always recommended. The Chief Health Officer recommends a mask with three
layers that fits securely around the face, specifically covering the nose and the mouth.
• However, a fitted snood, fitted buff or fitted gaiter is allowed.
• The emphasis is on fitted.
• In this instance fitted means the snood, buff or gaiter can extend in a fitted form to snugly fit
over and cover your nose and mouth. It must be secure around your neck and lower face with
no gaps along the nose ridge or the top of the garment. This is designed to protect you from
coronavirus. It must be a sufficient face covering for this purpose.
• A loose-fitting snood, buff or gaiter or scarf or bandana is not allowed.
Ai Group ©2020 all rights reserved | Advice No: NAT 098/20 | aigroup.com.au/memberadvices | Page 15 of 17AUSTRALIAN INDUSTRY GROUP
COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
What is a snood, buff or gaiter?
In this instance a snood, buff or gaiter is taken to mean a face and neck covering, in the form of a
closed loop, worn around the face and neck. They are taken to be interchangeable terms.
Information about how to implement and maintain the wearing of face covering can be found in an
Ai Group Fact Sheet here.
OCCUPATIONAL HEALTH AND SAFETY OBLIGATIONS
The requirements of the public health directions outlined above establish the minimum requirements that
workplaces must meet to operate under the Roadmap.
Whilst COVID-19 is a public health issue, it is also an Occupational Health and Safety (OHS) issue. This
means that all the normal OHS requirements need to be considered when implementing controls.
Control measures mandated by the Chief Health Officer (CHO) must be implemented, but consultation is
required with employees and elected Health and Safety Representatives (HSRs) about how they will be
implemented.
In some situations, implementing the requirements of the CHO may not be enough to meet the OHS
obligations of an employer in relation to minimising the risk of COVID-19 transmission in the workplace. In
these situations, additional control measures should be implemented.
Businesses also need to consider whether the control measures required by the CHO may introduce other
risks that need to be managed (e.g. from a reduced workforce, or limits on handover opportunities
between shifts). Additional OHS processes may be required to ensure compliance such as information,
instruction, training and supervision.
Employers need to consider all facets of their business and consult with employees and HSRs to ensure that
are doing all that is reasonably practicable to minimise risk.
GOVERNMENT GUIDANCE ON THE DIRECTIONS AND OHS OBLIGATIONS
Information about the Directions and their implementation can be found on the websites below:
Department of Health and Human Services (DHHS) - Directions
The Directions, which provide the exact detail of requirements can be found at the bottom of the above
webpage. Links to other information is also provided on this page.
Department of Human Services (DHHS) - Roadmap to Reopening
Information about the Roadmap, including indications of when and how restrictions will change can be
found at this link.
Ai Group ©2020 all rights reserved | Advice No: NAT 098/20 | aigroup.com.au/memberadvices | Page 16 of 17AUSTRALIAN INDUSTRY GROUP
COVID-19 CORONAVIRUS
MEMBER ADVICE | NAT 098/20 | UPDATED 17 NOVEMBER 2020
Victorian Coronavirus Website
This webpage includes general guidance and the templates for COVID Safe Plans.
WorkSafe Victoria
The WorkSafe website provides guidance on how to meet your OHS obligations in relation to COVID-19.
DO YOU REQUIRE FURTHER ASSISTANCE?
Ai Group has set up a special section on our website to provide access to Ai Group advice and assistance
relating to the COVID-19 pandemic.
For further information or assistance, please contact Ai Group’s Workplace Advice Line on 1300 55 66 77
or access Ai Group’s or access the Health and Safety Resource Centre.
For information about our safety and workers’ compensation consulting and training services, contact:
Consulting Services Training Services
Trinette Jaeschke David Tiller
0400 282 477 0499 195 307
Tracey Browne
Manager – National Safety & Workers’ Compensation Policy and Membership Services
FURTHER INFORMATION
For further information or assistance, please contact the Ai Group Workplace Advice Line on
1300 55 66 77.
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