Woodside Energy Ltd.

ACN 005 482 986

Document No. : W0209 Revision No. : 2

Series Title : Health, Safety & Environment Manual

Document Title : HSE-13 REHABILITATION GUIDELINES

Author : R GILLETT Employee Health & Rehab. Coordinator

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Custodian : A BENNETT CNH HSER Manager

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Prepared by : R GILLETT Date : ______________________

Supervised by : R HOWARD-SMITH Date : ______________________

Approved by : C HAYNES Date : ______________________

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A Bennett HSER
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S Pinel Business
Sevices Manager
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HSE 13 Rehabilitation Guidelines

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Document No. : W0209

Title : HSE MANUAL: HSE 13 REHABILITATION GUIDELINES

Date : MAY 2001

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Health, Safety & Environment Manual Page 2

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HSE 13 Rehabilitation Guidelines

DOCUMENT REVISION PAGE

Document No. : W0209

Title : REHABILITATION GUIDELINES

Revision Description Date Prepared By Approved By

1 Review & update of original document Sept 1999 R Gillett C Haynes
2 Amendment to align with Workcover May 2001 R Gillett C Haynes
WA requirements

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 TABLE OF CONTENTS

1. PURPOSE.................................................................................................................. 2

2. DEFINITIONS........................................................................................................... 2

3. SCOPE....................................................................................................................... 2

4. LEGISLATION ......................................................................................................... 2

5. GUIDELINES ............................................................................................................ 3
5.1 Rehabilitation Process .................................................................................................................................3

5.2 Appointment of a Program Coordinator ...................................................................................................3

5.3 Implementing the Rehabilitation Process ..................................................................................................3

5.4 Alternate Duties............................................................................................................................................4

5.5 Role of the Onsite Health Adviser / Medic in Rehabilitation ...................................................................4

5.6 Contact and Correspondence with the Injured/Ill Person........................................................................5

5.7 Rehabilitation Team.....................................................................................................................................5

5.8 Return to Work ............................................................................................................................................5

5.9 Medical Files.................................................................................................................................................6

5.10 Administration of Workers Compensation Claims..................................................................................6

6. REFERENCES .......................................................................................................... 6
HSE 13 Rehabilitation Guidelines

1. PURPOSE

It is the policy of the Woodside Group of Companies to provide occupational rehabilitation in line with
Injury Management principles for all of its employees following injury or illness at the workplace1. The
objectives of the Woodside Group of Companies policy are:

a) To facilitate a persons early, safe return to meaningful and productive work following
injury or illness.

b) To establish that rehabilitation is the usual course of action and should begin at the time
when treatment is first started.

c) To develop the expectation that it is normal practice, following injury or illness, for a
person to return to appropriate work.

d) To encourage people to participate in a rehabilitation program and seek union support for
the program where appropriate.

e) To ensure that there is early, accurate medical assessment, with involvement of

rehabilitation specialist, as appropriate, to augment the role of the treating medical
practitioner.

This document is a guide and reference source for use in setting acceptable rehabilitation practices.

2. DEFINITIONS

rehabilitation is defined as the restoration of those injured or ill to the fullest physical, mental,
social, vocational and economic usefulness of which they are capable.

shall and "must" denote a mandatory requirement.

should denotes an advised course of action

3. SCOPE

This guide applies throughout the Woodside Group of Companies.

4. LEGISLATION

All relevant statutory requirements must be met in all Woodside projects and facilities.

Within Western Australia, the requirements of the Workers Compensation and Rehabilitation Act
(1981) and the Workers Compensation and Rehabilitation Regulations 1982 apply2. In the
Northern Territory the requirements of the Work Health Act 1994 and Work Health Regulations,
19943 apply. In addition, the requirements of Seafarers Rehabilitation and Compensation Act, 1992
and Seafarers Rehabilitation and Compensation Regulations 19934 apply to marine personnel.

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HSE 13 Rehabilitation Guidelines

5. GUIDELINES

5.1 Rehabilitation Process

The rehabilitation process may involve any of the following components depending on severity of
case:

a) Medical - Accurate diagnosis and prompt appropriate treatment by health professionals

aimed at maximising the rate and extent of recovery.

b) Vocational - Where no useful job performance is possible, employment termination

should occur only after all avenues to rehabilitate the individual and redeployment options
have been considered and exhausted. In such cases, referral to an appropriate community
based service is desirable.

c) The Company will endeavour to provide vocational retraining where a return to normal
duties is not appropriate to assist the inured worker to become fully competent in an
alternative duties position.

d) Social - To assist in restoring self image, reducing stress associated with injury/illness and
readjusting to society.

5.2 Appointment of a Program Coordinator

One person (Rehabilitation Coordinator) shall be nominated to coordinate rehabilitation activities

and the program shall be discussed regularly at Health & Safety Committee meetings.

At sites where an Health Adviser or Medic (Occupational Health Nurse) is employed, that
person shall be the appointed as the Rehabilitation Coordinator. At other sites the
Rehabilitation Coordinator shall be a medically qualified person appointed by the HR
Manager in consultation with the HSER Manager.

Advice, assistance and support is available from the Corporate Employee Health and
Rehabilitation Coordinator.

5.3 Implementing the Rehabilitation Process

Early identification, referral and intervention are vital to the success of rehabilitation.

The employer, injured employee and the treating doctor are key parties in the rehabilitation process.
All key parties involved are required to adhere to this rehabilitation process to ensure the best
possible outcomes are achieved.

It is the responsibility of the line to action the request for rehabilitation. The point of contact into
rehabilitation is via the Rehabilitation Coordinator.

It may be necessary for management, in conjunction with the treating medical practitioner, to assist
in arranging referral to specialist rehabilitation services where appropriate. On occasions it may
also be necessary for an assessment to be carried out by a Company nominated medical
practitioner.

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HSE 13 Rehabilitation Guidelines

5.4 Alternate Duties

Alternate duties are an essential part of any rehabilitation program. Injured persons may be able to
stay at work or return to work earlier if suitable alternative duties are available. Such duties may
require modification of the work tasks or the work environment and reduced work hours.

The following factors should be considered when offering alternative duties:

a) The duties must be carefully matched with the persons capabilities. Management must
provide the treating practitioner with as much job related information as possible. Site
visits by treating practitioners should be encouraged.

b) Duties must be medically approved and certificates should include, in detail, what physical
activities the person can and cannot do.

c) Duties should be arranged between the treating practitioner, the person and management. A
program should be organised in stages with regular review points leading up to a return to
normal duties or, where appropriate, permanently altered duties.

d) The provision of alternative duties will not be possible on an unlimited and permanent basis
unless:

- such duties constitute a substantive position within the activitys normal operations,
- such a position is readily available, and
- the person is fully competent to fill the position.

e) Such assistance as is required will be required from the Workers Compensation &
Rehabilitation Commission via the Rehabilitation Coordinator.

f) In the event that return to work with Woodside Energy Ltd. is not possible then the services
of an external approved Vocational Rehabilitation Provider (AVRP) will be used. The
injured employee has the right of choice in the selection of an AVRP.

5.5 Role of the Onsite Health Adviser / Medic in Rehabilitation

The role of the onsite Health Advisor / Medic is to:

Ensure that a high standard of on-site first aid is maintained with adequate facilities and
appropriately trained personnel to meet local needs.

Establish and maintain a formal relationship with local health service providers. Determine
proximity, availability and extent of service provided by:

general medical practitioners,

hospital accidental and emergency services,
nearest occupational health or rehabilitation service,
physiotherapist etc.

Arrange regular site visits for medical practitioners so they may become familiar with the
Companys operations, work processes and any potential hazards. This will assist the medical
practitioners in providing appropriate emergency treatment and knowledge of work tasks which
may be useful in determining suitable alternative work tasks.

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HSE 13 Rehabilitation Guidelines

Maintain regular contact between management and the treating medical practitioner.

This will frequently involve a treating medical practitioner of the persons own choice so initial
correspondence will contain a statement of the Companys strong commitment to rehabilitation.

5.6 Contact and Correspondence with the Injured/Ill Person

It is essential for management to establish a continuing personal contact with people who are absent
from work. Contact via the immediate line supervisor, should be made as soon as practicable
following injury or the onset of serious illness to offer practical and moral support.

Also all injured/ill employees are encouraged to maintain contact with their line supervisor and the
Rehabilitation Coordinator.

It is however important that the immediate question of fitness for work after an incident/ illness is
not handled by the line supervisor, but by the Rehabilitation Coordinator (or another health
professional). The Rehabilitation Coordinator must consult with the line supervisor in regard to
that question as well as to determine potential suitable alternate duties.

Written confirmation of management commitment to rehabilitation including early return to work

under medical guidance on selected alternative duties should be forwarded to the person as soon as
possible. Details of the rehabilitation plan and meetings should also be confirmed in writing.

5.7 Rehabilitation Team

Notwithstanding the line management responsibility, it may be necessary to constitute a team

approach to Rehabilitation.

This may involve personnel from in the following roles:

Rehabilitation Coordinator
Injured Employee
Line Supervisor
Occupational Health Professionals
Insurance Officer (Workers Compensation)
Other persons as required.

5.8 Return to Work

A program for graduated return to work must be established to meet each persons needs. The
following steps should be considered when drawing up such a program:

a) Set short and long term goals involving the person and treating practitioners.

b) Establish that a timetable for monitoring progress, including medical review and upgrading
of duties when appropriate to meet long term goals.

c) Ensure that the person and their supervisor clearly understand any work restrictions or
physical limitations. Also to whom problems should be reported.

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HSE 13 Rehabilitation Guidelines

d) Provide appropriate training for any alternative duties that are unfamiliar to the person.

e) Follow-up counselling sessions or reviews should be conducted on a need basis. It is

recognised that employees requirements will differ between individuals.

f) All results of counselling sessions and reviews will be documented.

5.9 Medical Files

All medical files will be housed in a secure environment at the relevant site health facility. The
maintenance of the files, including all aspects of confidentiality, remains the responsibility of the
site health focal point (Medic/Health Adviser).

5.10 Administration of Workers Compensation Claims

Roles and responsibilities for the administration of Workers Compensation claims are detailed in
Insurance Procedure 35

6. REFERENCES

1. The Woodside Group of Companies Health and Safety Policy January 2000

2. Western Australian Government, Workers Compensation and Rehabilitation Act (1981) as

amended

3. Northern Territory of Australia, Work Health Act 1994 and Work Health Regulations, 1994

4. Seafarers Safety, Rehabilitation and Compensation Authority (Seacare), Seafarers Rehabilitation

and Compensation Act, 1992 and Seafarers Rehabilitation and Compensation Regulations 1993

5. The Woodside Group of Companies, Shared Services: Insurance Procedure - 3

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ATTACHMENT- SHARED SERVICES: INSURANCE PROCEDURE - 3

LOSS/DAMAGE TO PROPERTY AND LIABILITY RISK MANAGEMENT

WORKERS' COMPENSATION PROCEDURES

Prepared by: Claire Perkins

Asst. Insurance Officer

Approved by: Steve Pinel

Business Services Manager Insurance

Date: 5 February 2001

1.0 PURPOSE AND SCOPE

This procedure covers the administration of workers' compensation claims for all
permanent, fixed term, part-time, temporary and casual employees and expatriate
secondees to Woodside Group Companies who sustain an injury/disability in the course of
their employment.

2.0 RESPONSIBILITIES

2.1 Line Management Responsibility

In the event of an employee sustaining an injury during the course of his/her

employment and which is likely to lead to a workers compensation claim:

(a) Ensure employee receives appropriate medical treatment.

(b) Immediately advise Assistant Insurance Officer (SBI2) via x4306 or E-mail.

(c) Ensure all relevant claim notification forms are completed without delay by
employee, employer representative, witness (where appropriate) and medical
practitioner.

(d) Complete an Accident and Hazard Report.

(e) Forward all completed forms to Insurance Department (Mail Drop CPL27 G2C)

(f) If injury results in absence from work, monitor the situation and assist
Occupational Health representatives with any rehabilitation programme.

2.2 Insurance Department Responsibility

(a) Upon receipt of the claim and medical forms, initiate the insurance claim and
allocate a specific claim file number.

(b) Within 14 days of receiving all relevant documentation, determine whether or

not the injury is compensable under the Workers' Compensation and
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HSE 13 Rehabilitation Guidelines

Rehabilitation Act of WA (1981) as amended. In accordance with legislative

requirements, advise claimant in writing if claim is accepted, disputed, or if more
time is required to make a decision. Note: Where more time is required to
make a decision Workcover must also be notified.

(c) Upon acceptance of claim, verify and approve all accounts for medical and
associated expenses. Advise Payroll of all details for compensation payments.

(d) If injury results in absence from work, assist Occupational Health Coordinator
and Line Management with the rehabilitation programme.

(e) With Legal and Medical representatives assess any entitlement to lump sum
payments.

(f) With Legal representatives and approval of Management negotiate and settle
common law claims. In the event a claim cannot be settled at pre-trial, provide
assistance to Legal representatives prior to and during court proceedings.

(g) Reconcile on a monthly basis the general ledger insurance claim account.

(h) Maintain the claims management system (CMS). CMS is only accessible by
Insurance Department staff.

Note

1. If liability under the Workers' Compensation and Rehabilitation Act of WA

cannot be accepted the employee will have to rely on sick leave entitlements
for any period away from work. Medical and associated costs relating to the
injury will then have to be recovered from Medicare/Medical Benefit Fund.

2. All claim files are kept in a locked fireproof cabinet. Electronic documents are
only accessible by Insurance Department staff. Appropriate authority is
obtained from claimants prior to release of any medical information from their
claim file.

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