All sta\ufb00 must:<\/strong><\/p>\n

\n
• Follow the standards of behavior outlined in this policy;<\/li>\n
• O\ufb00er support to people who experience discrimination, bullying or sexual harassment, including providing information about how to make a complaint;<\/li>\n
• Avoid gossip and respect the con\ufb01dentiality of complaint resolution procedures; Treat everyone with dignity, courtesy and respect.<\/li>\n<\/ul>\n

  ADDITIONAL RESPONSIBILITIES OF MANAGERS AND SUPERVISORS<\/h2>\n

  Managers and supervisors must also:<\/strong><\/p>\n

  \n
  • Model appropriate standards of behavior;<\/li>\n
  • Take steps to educate and make sta\ufb00 aware of their obligations under this policy and the law; Intervene quickly and appropriately when they become aware of inappropriate behavior;<\/li>\n
  • Act fairly to resolve issues and enforce workplace behavioral standards, making sure relevant parties are heard;<\/li>\n
  • Help sta\ufb00 resolve complaints informally;<\/li>\n
  • Refer formal complaints about breaches of this policy to the appropriate complaint handling o\ufb03cer for investigation;<\/li>\n
  • Ensure sta\ufb00 who raise an issue or make a complaint are not victimized;<\/li>\n
  • Ensure that recruitment decisions are based on merit and that no discriminatory requests for information are made;<\/li>\n
  • Seriously consider requests for \ufb02exible work arrangements.<\/li>\n<\/ul>\n

    UNACCEPTABLE WORKPLACE CONDUCT<\/h2>\n

    Discrimination, bullying and sexual harassment are unacceptable at the Company and are unlawful under legislation including:<\/strong><\/p>\n

    \n
    • Sex Discrimination Act 1984 (Cth);<\/li>\n
    • Racial Discrimination Act 1975 (Cth);<\/li>\n
    • Disability Discrimination Act 1992 (Cth);<\/li>\n
    • Age Discrimination Act 2004 (Cth);<\/li>\n<\/ul>\n

      Sta\ufb00 (including managers) found to have engaged in such conduct might be counselled, warned or disciplined. Severe or repeated breaches can lead to formal discipline up to and including termination of employment.<\/p>\n

      Under the law sta\ufb00 can be held personally liable for certain breaches of discrimination law, and the Company can also be vicariously liable for sta\ufb00 members\u2019 conduct.<\/p>\n

      \u00a0DISCRIMINATION<\/h2>\n

      Discrimination is treating, or proposing to treat, someone unfavorably because of a personal characteristic protected by the law, such as sex, age, race or disability.<\/p>\n

      \u00a0Discrimination can occur:<\/strong><\/p>\n

      \n
      • Directly<\/strong>, when a person or group is treated less favorably than another person or group in a similar situation because of a personal characteristic protected by law. For example, a worker is harassed and humiliated because of their race or a worker is refused promotion because they are \u2018too old\u2019<\/li>\n
      • Indirectly<\/strong>, when an unreasonable requirement, condition or practice is imposed that has, or is likely to have, the e\ufb00ect of disadvantaging people with a personal characteristic protected by law. For example, redundancy is decided based on people who have had a worker\u2019s compensation claim rather than on merit.<\/li>\n<\/ul>\n

        Protected personal characteristics under Federal discrimination law include:<\/strong><\/p>\n

        \n
        • Parental status or status as a career, for example, because they are responsible for caring for children or other family members;<\/li>\n
        • Race, color, descent, national origin, or ethnic background;<\/li>\n
        • Age, whether young or old, or because of age in general;<\/li>\n
        • Sex;<\/li>\n
        • Industrial activity, including being a member of an industrial organization like a trade union or taking part in industrial activity, or deciding not to join a union;<\/li>\n
        • Religion;<\/li>\n
        • Pregnancy and breastfeeding;<\/li>\n
        • Sexual orientation, intersex status or gender identity, including gay, lesbian, bisexual, transsexual, transgender, queer and heterosexual;<\/li>\n
        • Marital status, whether married, divorced, unmarried or in a de facto relationship or same sex relationship; Political opinion;<\/li>\n
        • Social origin; Medical record;<\/li>\n
        • An association with someone who has, or is assumed to have, one of these characteristics, such as being the parent of a child with a<\/li>\n<\/ul>\n

          It is also against the law to treat someone unfavorably because you assume they have a personal characteristic or may have it at some time in the future.<\/p>\n

          DISABILITY DISCRIMINATION<\/h2>\n

          Employers are also required in some circumstances to make \u201creasonable adjustments\u201d to facilitate employees with disabilities to perform the \u201cinherent requirements\u201d of the particular role they perform. An employer will be deemed to have discriminated against an employee if they fail to make these adjustments.<\/p>\n

          The \u201cinherent requirements\u201d of a position are the essential activities that must be carried out to ful\ufb01l the purpose of the position.<\/p>\n

          An adjustment is not reasonable if it will impose \u201cunjusti\ufb01able hardship\u201d on the employer. In assessing unjusti\ufb01able hardship factors to be considered include<\/strong><\/p>\n

          \n
          • The nature of the bene\ufb01t or detriment to be imposed on any person concerned, including the community;<\/li>\n
          • The e\ufb00ect of the employee’s disability;<\/li>\n
          • The \ufb01nancial circumstances and the estimated amount of expenditure required to be made by the employer; The availability of \ufb01nancial and other assistance to the employer.<\/li>\n<\/ul>\n

            Examples of adjustments that may in some circumstances be reasonable for an employer to make include:<\/strong><\/p>\n

            \u00a0<\/strong><\/p>\n

            \n
            • Changing recruitment and selection procedures<\/strong>. For example, providing a sign language interpreter for a Deaf person or ensuring the medical assessor is familiar with a person\u2019s particular disability and how it relates to the job<\/li>\n
            • Modifying work premises. <\/strong>For example, making ramps, modifying toilets or providing \ufb02ashing lights to alert people with a hearing loss.<\/li>\n
            • Changes to job design, work schedules or other work practices. <\/strong>For example, swapping some duties among sta\ufb00 or providing regular meal breaks for a person with diabetes.<\/li>\n
            • Modifying equipment<\/strong>. For example, lowering a workbench or providing an enlarged computer screen.<\/li>\n
            • Providing training or other assistance. <\/strong>For example, running induction programs for sta\ufb00 with a disability and their co-workers, providing a mentor or support person for a person with an intellectual disability, and including sta\ufb00 with a disability in all mainstream training.<\/li>\n<\/ul>\n

              It is not unlawful to discriminate against a person because of their disability where:<\/strong><\/p>\n

              They cannot meet the inherent requirements of the job, even when the employer has made any reasonable adjustments; or<\/p>\n

              Providing the person with reasonable adjustments to facilitate their disability imposes an unjusti\ufb01able hardship on the employer.<\/p>\n

              BULLYING<\/h2>\n

              If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination.<\/p>\n

              Bullying can take many forms, including jokes, teasing, nicknames, emails, pictures, text messages, social isolation or ignoring people, or unfair work practices.<\/p>\n

              Under Federal law, this behavior does not have to be repeated to be discrimination \u2013 it may be a one-o\ufb00 event.<\/p>\n

              Behaviors that may constitute bullying include:<\/strong><\/p>\n

              \n
              • Sarcasm and other forms of demeaning language; Threats, abuse or shouting;<\/li>\n
              • Coercion; Isolation;<\/li>\n
              • Inappropriate blaming; Ganging up;<\/li>\n
              • Constant unconstructive criticism;<\/li>\n
              • Deliberately withholding information or equipment that a person needs to do their job or access their entitlements;<\/li>\n
              • Unreasonable refusal of requests for leave, training or other workplace bene\ufb01ts.<\/li>\n<\/ul>\n

                Any form of bullying is unacceptable in the Company and may also be against workplace health and safety law.\u00a0\u00a0 The Company has a separate Workplace Anti-Bullying and Anti-Harassment Policy which employees must read and abide by, this deals with bullying and harassment that is not a form of discrimination (i.e. where not based on a protected personal characteristic).<\/p>\n

                SEXUAL HARASSMENT<\/h2>\n

                Sexual harassment is a speci\ufb01c and serious form of harassment. It is unwelcome sexual behavior, which could be expected to make a person feel o\ufb00ended, humiliated or intimidated. Sexual harassment can be physical, spoken or written. It can include:<\/p>\n

                \n
                • Comments about a person\u2019s private life or the way they look; Sexually suggestive behavior, such as leering or staring; Brushing up against someone, touching, fondling or hugging; Sexually suggestive comments or jokes;<\/li>\n
                • Displaying o\ufb00ensive screen savers, photos, calendars or objects; Repeated unwanted requests to go out;<\/li>\n
                • Requests for sex;<\/li>\n
                • Sexually explicit posts on social networking sites; Insults or taunts of a sexual nature;<\/li>\n
                • Intrusive questions or statements about a person\u2019s private life; Sending sexually explicit emails or text messages; Inappropriate advances on social networking sites;<\/li>\n
                • Accessing sexually explicit internet sites;<\/li>\n
                • Behavior that may also be considered to be an o\ufb00ence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene<\/li>\n<\/ul>\n

                  Just because someone does not object to inappropriate behavior in the workplace at the time, it does not mean that they are consenting to the behavior.<\/p>\n

                  Sexual harassment occurs in the workplace when it happens at work, at work-related events, between people sharing the same workplace, or between colleagues outside of work.<\/p>\n

                  All sta\ufb00 and volunteers have the same rights and responsibilities in relation to sexual harassment. A single incident is enough to constitute sexual harassment \u2013 it doesn\u2019t have to be repeated.<\/p>\n

                  All incidents of sexual harassment \u2013 no matter how large or small or who is involved \u2013 require employers and managers to respond quickly and appropriately.<\/p>\n

                  The Company recognizes that comments and behavior that do not o\ufb00end one person can o\ufb00end another. This policy requires all sta\ufb00 and volunteers to respect other people\u2019s limits.<\/p>\n

                  The Company will not tolerate or accept any form of sexual harassment, in the workplace or in any work-related context such as conferences, work functions and business trips. All sta\ufb00 members are responsible for their own behavior, and under the law may be held personally liable if they engage in sexual harassment. The Company may also be vicariously liable for sta\ufb00 members found to have engaged in any form of sexual harassment.<\/p>\n

                  VICTIMISATION<\/h2>\n

                  Victimization is subjecting or threatening to subject someone to a detriment because they have asserted their\u00a0\u00a0 rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment or victimization. Victimization is against the law.<\/p>\n

                  It is also victimization to threaten someone (such as a witness) who may be involved in investigating an equal opportunity concern or complaint.<\/p>\n

                  Victimization is a very serious breach of this policy and is likely (depending on the severity and circumstances) to result in formal discipline against the perpetrator.<\/p>\n

                  The Company has a zero-tolerance approach to victimization.<\/p>\n

                  VILIFICATION<\/h2>\n

                  Vili\ufb01cation is where a person commits a public act which is reasonably likely to o\ufb00end, insult, humiliate or intimidate another person because of their race, sex, religion, sexuality or sexual identity. Hatred or vili\ufb01cation due to an attribute protected under equal opportunity laws is unlawful.<\/p>\n

                  The Company will not tolerate or accept any form of hatred or vili\ufb01cation due to a protected attribute of another person.<\/p>\n

                  Any conduct that can possibly be observed by the public or any sort of communication either verbal or in writing to the public can be considered a public act. Workplaces can be public places.<\/p>\n

                  The Company may be vicariously liable for sta\ufb00 members found to have engaged in any form of unlawful hatred or vili\ufb01cation. Sta\ufb00 may also be sued personally or prosecuted criminally under Commonwealth or State criminal laws.<\/p>\n

                  Conduct that may constitute vili\ufb01cation can include verbal or written statements, or even be the reproduction or distribution of already published information. Examples include:<\/strong><\/p>\n

                  \n
                  • O\ufb00ensive material on the internet, including e-forums, blogs, social networking sites and video sharing sites;<\/li>\n
                  • O\ufb00ensive comments or images published in a publication such as a lea\ufb02et, \ufb02yer, internal message board or workplace intranet;<\/li>\n
                  • O\ufb00ensive speeches at public events, work functions or in the workplace;<\/li>\n
                  • Abusive comments in any public place, such the workplace, or any other place attended in connection with employment; or<\/li>\n
                  • In some instances, the reproduction or distribution of already published information around the workplace.<\/li>\n<\/ul>\n

                    CONFIDENTIALITY<\/h2>\n

                    It is unacceptable for sta\ufb00 at the Company to talk with other sta\ufb00 members, clients or suppliers about any complaint of discrimination or harassment without the Company\u2019s express permission.<\/p>\n

                    Breaching the con\ufb01dentiality of a formal complaint investigation or inappropriately disclosing personal information obtained in a professional role (for example, as a manager) is a serious breach of this policy and may lead to formal discipline.<\/p>\n

                    DECISIONS TO BE BASED ON MERIT<\/h2>\n

                    All recruitment and job selection decisions at the Company will be based on merit \u2013 the skills and abilities of the candidate as measured against the inherent requirements of the position \u2013 regardless of personal characteristics.<\/p>\n

                    It is unacceptable and may be against the law to ask job candidates questions, or to in any other way seek information, about their personal characteristics, unless this can be shown to be directly relevant to a genuine requirement of the position.<\/p>\n

                    RESOLVING ISSUES<\/h2>\n

                    The Company strongly encourages any sta\ufb00 member who believes they have been discriminated against, bullied, sexually harassed, veiled or victimized to take appropriate action by making a complaint in accordance with the Grievance Handling Policy.<\/p>\n

                    Any sta\ufb00 member who has witnessed any discrimination, bullying, sexual harassment, or victimization should report this to their manager or other responsible person in the Company, or can raise a complaint in accordance with the Grievance Handling Policy.<\/p>\n

                    OTHER POLICIES<\/h2>\n

                    Employees are encouraged to read this policy in conjunction with other relevant Company policies, including:\u00a0<\/strong><\/p>\n

                    \n
                    • Workplace Anti-Harassment and Anti-Bullying Policy;<\/li>\n
                    • Code of Conduct;<\/li>\n
                    • Grievance Handling Policy.<\/li>\n<\/ul>\n

                      [\/et_pb_toggle][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

                      Welcome to the home of YES Children’s Ministry. Dedicated to helping disadvantaged children in Liberia. Your help could change the life of a child in need.YES Children’s Ministry desires to care for the whole child – spiritually, physically, emotionally, and vocationally by providing… More information below:  Location: Boys Town CommunityMarshall HighwayMargibi County, Liberia Telephone: (774) […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"open","template":"","meta":{"nf_dc_page":"","_et_pb_use_builder":"on","_et_pb_old_content":"\n

                      This is an example page. It's different from a blog post because it will stay in one place and will show up in your site navigation (in most themes). Most people start with an About page that introduces them to potential site visitors. It might say something like this:<\/p>\n\n\n\n

                      Hi there! I'm a bike messenger by day, aspiring actor by night, and this is my website. I live in Los Angeles, have a great dog named Jack, and I like piña coladas. (And gettin' caught in the rain.)<\/p><\/blockquote>\n\n\n\n

                      ...or something like this:<\/p>\n\n\n\n

                      The XYZ Doohickey Company was founded in 1971, and has been providing quality doohickeys to the public ever since. Located in Gotham City, XYZ employs over 2,000 people and does all kinds of awesome things for the Gotham community.<\/p><\/blockquote>\n\n\n\n

                      As a new WordPress user, you should go to your dashboard<\/a> to delete this page and create new pages for your content. Have fun!<\/p>\n","_et_gb_content_width":"","footnotes":""},"class_list":["post-2","page","type-page","status-publish","hentry"],"yoast_head":"\n