Staff Handbook

Policies and Procedures - PG2

Dress Code and Related Expectations

Management provides:

o two shirts
o 2 bottoms (skirt or pants)
o Name badge (replacement of lost badges will be at your own cost)

The number of items is dependant on the number of days worked in a week. Uniforms are purchased from Bellarine Uniforms.

Shoes are to be closed in at the toes, have a back or back strap and a heel no higher than 3 cms. No responsibility is taken for open shoes or bare feet if an injury should occur.

Trainers are responsible for purchasing their own sun hats. Spare hats are kept in each car.

Have an awareness of safety aspect when wearing jewellery eg. Long dangly earrings are a safety hazard when in children’s playrooms.

Language - no staff member is permitted to use foul and unacceptable language whilst on duty. Please remember that children learn by example.

Equal Opportunity (procedure 1.4)

One World for Children believes that all employees are entitled to be treated on the basis of their true abilities and merit, and to work in an environment which is free of discrimination.

Accordingly, all employees are entitled to access employment, promotion, training and other benefits of employment on the basis of their skills, qualifications, abilities, prior work performance and aptitudes and their ability to fulfil the inherent requirements of the job.

Grounds of Discrimination

In accordance with the Equal Opportunity Act 1995, One World for Children recognizes that it is unlawful to discriminate in employment on any of the following grounds:

• Age
• Disability
• Industrial Activity
• Lawful sexual activity/sexual orientation
• Marital, parental or carer status
• Physical features
• Political beliefs or activity
• Pregnancy
• Race
• Religious belief or activity
• Sex
• Personal association with a person who could be discriminated against because of a characteristic listed above.

One World for Children also recognizes it is unlawful to request information (either orally or in written form) that may be used for discriminatory purposes.

Sexual Harassment

A person sexually harasses another person if he or she makes an unwelcome sexual advance, request for sexual favours, or engages in any other unwelcome conduct of a sexual nature.

Sexual harassment is behaviour that is unwelcome, unsolicited and unreciprocated.

It is against the law for:

• Teachers or other staff to sexually harass students
• Students to sexually harass teachers or other staff
• Students to sexually harass other students

Sexual harassment can consist of:

• Unwelcome comments about a person’s sex life or physical appearance
• Suggestive behaviour such as leering or ogling
• Unnecessary physical intimacy such as brushing up against a person
• Sexual jokes, offensive telephone calls, photographs, reading matter or objects
• Sexual propositions or continued requests for dates
• Physical contact such as touching or fondling
• Indecent assault or rape (which are also criminal offences)

Workplace Harassments, Victimisation and Bullying

Workplace harassment almost always has a strong clear focus (eg sex, race, disability). It tends to focus on the individual because of who they are. It has a strong physical component eg: contact and touch in all its forms, intrusion into personal space and possessions, damage to possessions including a person’s work, etc

Victimisation and bullying is persistent, offensive, abusive, intimidating or insulting behaviour, abuse of power which make the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which may cause them to suffer stress.

Victimisation and bullying differs from harassments in that the focus is rarely based on gender, race or disability. The focus is often on competence, or rather the alleged lack of competence.

These types of behaviour are not acceptable in any way by One World for Children and are considered disciplinary offences. If you feel you are being sexually harassed, victimized, bullied or discriminated against, please contact the One World for Children Equal Opportunity Officer who will follow up this matter. (or in the case of victimization and bullying, you may also discuss the matter with a senior member of staff whom you feel comfortable with) All reported matters will be investigated thoroughly and confidentially.

Evening Meals

Evening meals can be purchased for you to take home at the end of your day. Weekly menus are displayed in the foyer. Please enquire at reception for more information.

Grievance Procedure

If you have a concern – whether it be personal or professional that is effecting your work responsibilities and you are not able to resolve it – please talk to the manager. We will endeavour to assist you in a professional, yet caring manner.

The following procedure should be followed if you have a grievance with another staff member:

1. make a meeting time do discuss the issue with the specific person
2. should you not be able to resolve the issue, discuss this with management

Lunch and Tea Breaks

In accordance with the Children’s Services award – when working a full day 7.6 hrs you are entitled to a one hour lunch break that is unpaid and two ten minute tea breaks that are paid. If you are employed on a casual basis and are on the road, breaks should be taken to ensure a safe working environment. Lunch breaks are unpaid and need to be detailed on your time sheet.
Trainer’s working on the road away from One World’s training office for a full day, will be paid a meal allowance. This must be documented on the trainer’s weekly time sheet.

Continue

Top of page