Whether working within the Q-Comp system under the Workers’ Compensation and Rehabilitation Act 2003 or the Comcare system under the Safety Rehabilitation and Compensation Act 1988, determining what constitutes reasonable management action (RMA) is a challenging area. Both legislative systems indicate that a psychological injury does not include RMA taken in a reasonable way by the employer. Often there is no dispute that an injury has occurred and that the workplace significantly contributed towards it; however whether management’s actions were reasonable and taken in a reasonable manner can be a difficult and subjective exercise to determine.
When an operator is involved in a safety critical incident it is commonplace for investigators to focus on the hardware (e.g., equipment), environmental (e.g., weather) and software factors (e.g., shift and break times) that may have contributed to the incident. However it is important to also assess the operator characteristics (e.g., psychological and neuropsychological factors) that may have contributed to the incident.
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