12
The employing authority recognises its legal requirement to assess the working environment for systems and practices which lead to stress and to put in place preventative measures. It is also recognised that policies which benefit employee health can improve productivity. Low levels of stress are associated with low levels of staff turnover, absenteeism and low rates of injury. Workplaces that are perceived as healthy are characterised by clear policies and active methods of dealing with people which encourage (a)
respect for the dignity of each person;
(b)
regular feedback and recognition of performance;
(c)
clear goals for employees in line with organisational goals;
(d)
employee input into decision-making and career progression;
(e)
consistent and fair management actions.
4.13.2 Implementation The employing authority agrees to the implementation of strategies to address workplace stress. 4.13.3 Managing Workplace Stress Stress management interventions shall be based on prevention, management and minimisation strategies and are aimed at identifying and eliminating causes of workplace stress.
4.14 Complaints against employees The parties acknowledge that parents, students and staff may raise concerns and have them addressed by the appropriate member of staff. Such complaints should be handled objectively and with sensitivity, and not in a reactive and subjective manner. The parties agree that the person making a complaint may have the matter raised by them considered and that a person against whom a complaint is made has a right to natural justice and a presumption of innocence. Where policies to deal with these issues do not currently exist, they will be developed within the life of this Agreement. Current policies will be reviewed within the life of this Agreement. The parties agree that policies shall be developed or reviewed in consultation with employees and their union. This is to ensure that they are consistent with the principles of natural justice, fairness, and transparency of process. Current policy and guidelines are attached to this Agreement as Schedule 7 – Complaints Against Employees. It is acknowledged that there are established processes to deal with situations where allegations of abuse or sexual misconduct are made against employees, and it is the view of the parties that these processes should be the vehicle for addressing such allegations.
4.15 Induction 4.15.1 An induction program shall be implemented for all employees and shall include as a minimum: (a)
provision of a duty statement;
(b)
identification of lines of support ;
(c)
provision of materials relevant to the ethos and mission of the system/school;
(d)
provision of documents relevant to the system / school policy and procedures;
(e)
provision of clear guidance in terms of curriculum expectation and implementation;
(f)
provision of documentation and training consistent with workplace health and safety requirements specific to the duties undertaken by the employee;
(g)
provision of information relevant to union coverage and benefits;
(h)
provision of information relevant to superannuation entitlements and options; and
(i)
provision of information on professional development.
4.15.2 Notification of employment details All employees will be provided with written advice prior to the commencement of their engagement setting out the