1. INTRODUCTION
At Castle Hill RSL Club Ltd (CHRG) we are committed to supporting the local community by providing employment pathways and an opportunity to for students to apply the knowledge and skills they have acquired whilst at studying to an employment setting.
The purpose of this policy is to provide guidelines for providing meaningful work experience opportunities.
This policy applies to all team members of CHRG.
1.1.What is a vocational work experience placement?
Vocational work experience placements are placements that form part of a formal educational program through a relevant secondary or tertiary educational provider such as school, TAFE or University.
Participants of placements will primarily observe and learn – not undertake activities which require extensive training or experience.
2. WORK PLACEMENT GUIDELINES
CHRG will only provide work experience opportunities where the genuine needs of the person can be met. The work experience opportunity should provide meaningful duties and opportunities to observe duties that are relevant to the study or career aspirations of the applicant.
CHRG will not utilise work experience students to replace paid staff positions. Work experience participants should not be purposely engaged to complete tasks that would otherwise have been completed by a paid employee.
Where the placement is part of an internship or other TAFE/University placement, the CHRG shall provide duties in line with the brief/objectives as supplied by the educational institution.
All work experience participants will receive adequate induction, supervision, and support throughout their placement.
Work experience placements will only be available to participants are undertaking placement as part of a formal educational program through a relevant secondary or tertiary educational and will be covered by their institution’s insurance policy.
Work experience opportunities shall be limited to positions that pose low-risk to health and safety.
Work experience placements are not to commence until formal paperwork has been completed and relevant insurance details have been determined.
Privacy requirements must be adhered to when dealing with records and other personal documentation.
Working With Children Checks will be required for CHRG staff supervising work experience participants under 15 years of age.
As a general guide, unstructured work experience placements should not be longer than one week.
Some work experience arrangements, such as internships and tertiary placements may exceed one week.
Work experience participants are not employees of CHRG, therefore there is no requirement for payment.
Should a grievance or claim arise between participants or between a CHRG employee and participant or between a participant and a member of the public, the parties shall confer in good faith with a view to resolving the matter by conciliation.
3. ROLES AND RESPONSIBILITIES
3.1.Work Experience Participant
Adhere to CHRG Policy and Procedures
Act in accordance with CHRG standards of professional behaviour, including wearing suitable work attire.
3.2.Work Experience Supervisor
Develop a structured work placement schedule.
Ensure appropriate implementation and adherence of the plan and policy.
Communicate the work experience plan to relevant parties.
Induction, supervision of student.
Provide feedback to student and educational institution, where requested.
Ensure a safe work environment for students.
Ensure adherence with all CHRG policies throughout the placement.
3.3.People Team
Manage all work experience requests.
Determine whether a work experience participant can be accommodated and ensure a work experience plan is developed.
Obtain the appropriate documentation and indemnities prior to any commitment (for example, injury insurance coverage, professional indemnity).
Ensure the supervisor has a valid WWCC for participants that are under the age of 15 years.
Ensure appropriate implementation and adherence of the plan and policy.
4. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
5. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
6. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
7. DOCUMENT HISTORY
Preparedby: Approvedby: Date: Version: Comments
Alison Brinkman Head of People & Purpose
David O’Neil
Group CEO
1/10/2023 1.0 First Issue of standalone policy