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Case Study on Nelson Pine Industries Limited to comply with Companies Act, 1993 stated by Parliamentary of New Zealand

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Nelson Pine Industries Limited

a. LEGISLATIVE REQUIREMENTS

 

Nelson Pine Industries Limited is into manufacturing of Medium Density Fiberboards, registered in New Zealand and owned by Sumitomo Forestry Company, Japan. On the legislative side, it has to comply with the Companies Act, 1993 stated by the Parliamentary of New Zealand. It also has to comply with the Employee Relations Act 2000, Income Tax Act 2007, Health and Safety at Work 2015, Holidays Act 2003, Crimes Act 1961 and Privacy Act 1993. The Ministry for Primary Industries, New Zealand, is an organization which administers legalization for various sectors including forestry and helps boost exports.  

b. Legal Requirements

The legal obligations imposed by the Companies Act states Duties of the Director should be in good faith, meetings of shareholders to be held timely, documents to be filed with the Companies Office and to maintain company records in the registered office itself. Being an export oriented business; Nelson Pine has to comply with the Ministry for Primary Industries (MPI) and the New Zealand Customs Service. 

c. Contractual Requirements

Nelson Pine has contractual requirements relating to the parties it involves with, contracts for employee health and safety and work hours, annual leaves, the clauses, duration and dispute provisions of which should be clearly stated. 

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Ethical standards in an organization state professional are ways of conduct for its employees. When there is discipline in the work culture, the chances of the occurrence of a mishap gets reduced significantly. The safety norms such as wearing a mask, helmet and other safety gears contribute greatly towards maintaining the health and wellness of employees. Ethical norms are highly pertinent to workforce wellness as they guide them on how to behave and the restrictions to be taken care of while working in risky situations.

 

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A) The systems manager, the mangers of each functional unit and the health and safety representatives are the three interested parties in the organization having responsibilities towards health safety and wellness program. 

B) The control of all the policies, documentation, plans and technique linked to health safety is one of the major responsibilities of the systems manager. Additionally, he has to make sure that the functional managers examine the efficacy of hazard management control system at least once every year. The mangers of every functional region need to ensure that hazard identification is performed regularly. They do so by frequently communicating with the health and safety representatives and employees. Another responsibility for them is to report the incidents/accidents in the Incident Report and fill in the database of the Risk manager. Health and safety managers have to discuss various issues like training, revising and monitoring health policies, giving recommendations to managers and resolving unsolved health and safety issues. They also have to investigate near misses and answer questions on it. 

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The health and safety wellness program will benefit the managers in a way that will keep them healthy by having access to gym facility, help quit smoking and maintain body weight by encouraging healthy foods. They can avail subsidized health care system after three months. The representatives of health and safety systems can have better working hours with other employees too. The identification and elimination of hazards will further benefit them by keeping them away from injuries. The managers will also benefit from the gym available at the organization and have a healthy body weight. They can also use the smoking cessation program.  

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Nelson Pine Industries ltd. has high risks associated for its employees, being a fiberboard and veneer manufacturing company. Thus it becomes highly important that all the staff members are aware of the possible mishaps that could occur in any situation. Communication is proper disclosure and imparting of potential uncertainties associated to the workforce. Clear consultation i.e. making the staff understand the importance of complying with health safety and wellness program is required. Use of training, signs, notices and posters and face-to-face communication are few ways to communicate health and safety measures. Managers at Nelson constantly motivate the staff to participate in the process of identifying and curbing hazards via meetings. With increasing use of social media, blogs and online reviews can also be used for training and review purposes. 

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The program objectives or desired outcomes should be briefly stated. Health and safety programs can be evaluated by various quality measures such as fitness for purpose, staff participation, stakeholder satisfaction, efficiency, surveying accident frequency rates and auditing. Checking the staff participation in the program, i.e. measuring the number of people using gym, smoking cessations and eating healthy food is a criterion for evaluation of the program. By auditing via asking the employees and managers, we can find out satisfaction levels and get ideas for improvement. Another approach is to assess the percentage of increase or decrease in the number of injuries on implementation of the health and safety program. The feedback from employees and an increase in knowledge of safety gives a clear view of the efficacy of the program. The performance of materials, other components and activities should be inspected for quality assurance. 

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A better personal health leads to a better professional life. The initial step will involve creating a health-oriented working group involving all the employees of the organization.

1. The plan will include compliance with the legislation such as compliance with Health and Safety at Work Act 2015 and Smoke-free Environments Act 1990. 

2. Promoting physical activity such as outdoor games to maintain a healthy body weight and an increased mental concentration and organize annual sports day. 

3. Give incentives to workers who quit smoking and have a nicotine replacement therapy. 

4. Diet food available in canteen and promotion of healthy snacks by conducting healthy cooking competitions. 

5. Compulsory safety gears for workers at the plant and regular checks on machine quality. 

6. Training and executing plans for risk or hazard identification and mitigation at various levels of the organization. 

7. Flexible work shifts available for employees and ensure regular meeting of all the stakeholders for imparting health and safety information.

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