During an employee's minimum employment period, are you required to give them feedback if you are sure they are not the right fit for the role?
Yes. As a Manager, you should be providing feedback to your employees on a regular basis, being open and honest about their performance so as to give them an opportunity to improve
100
What rights does a respondent to a grievance have throughout the grievance process?
Be given information about the grievance, given an opportunity to respond, be treated fairly and impartially, have a support person present at any meetings, access to statements made by the complainant and/or witnesses
100
Abigail is slightly tipsy at a work function and makes several inappropriate comments. What section of the Code of Conduct would you refer to when raising this matter with her at work?
"Workplace Safety and Wellbeing"
100
Under the Work Health and Safety Act, workplace bullying, harassment and discrimination are deemed as what?
A psychological hazard
100
Is it best not to discuss the contents of a Job Action Plan with the employee until it is issued?
No. You should always consult with the employee first to gain their agreement on goals and to encourage their compliance
200
Who is the only person in the company that has the authority to approve the termination of an employee?
The CEO
200
Should a grievant or respondent have input to the resolution process?
Yes. Staff members are more likely to adhere to resolution outcomes and agreed terms if they had input and assisted in the creation of the resolution
200
"Absence without approval and reasonable excuse can create concerns for your safety and lead to unproductive time for others" is a clause under which section of the Code of Conduct?
"Your Presence at Work"
200
Bruce and John work in a close team of four. They regularly make sexual jokes and banter between themselves about actresses which neither are offended by. Could this be considered sexual harassment?
Yes, why?
200
What is the name of the audit that is conducted twice a year on your teams employee files to check they are up to date and contain all the mandatory orientation and training competencies?
The Personnel File Audit
300
Under which policy would you use to address allegations of theft, threatened or actual assault and/or deliberate work health and safety breach?
The Disciplinary Policy
300
In scenario 4 who should Jack refer the matter to in assisting him to achieve a resolution?
The next in line manager
300
Mrs Baker, a client, gives her carer, Joelle, a bracelet worth $45 as appreciation for all the hard work she does. Is Joelle able to accept this gift?
No. Under the Receiving Gifts and Benefits Policy, gifts must not exceed $30 in value
300
Modifying rosters to meet client needs, deciding not to appoint or promote a worker due to poor performance and/or providing regular feedback on underperformance. Do any of these behaviours constitute bullying?
No. These are all reasonable management practices
300
John is gifted a $150 restaurant voucher from a regular supplier. Does he have to report this to the Integrity Officer?
Yes under the Receiving Gifts and Benefits Policy, any gifts of hospitality over $100 must be reported
400
Under the Disciplinary Policy, is the investigation considered part of the disciplinary process?
No. The investigation is a separate stage in the procedure and until an investigation is complete, we cannot assume who is at fault
400
If a supervisor or manager does not feel impartial in relation to a particular grievance, what should they do?
The matter must be referred to the next in line manager or where this is not suitable, the ERD.
400
Julie has received several expensive bottles of wine over the past year from a supplier. Does she need to report this to the Integrity Officer?
Yes. If the cumulative value of any gifts or benefits from the same supplier or contractor exceeds $100 in any financial year, it must be reported
400
Does harassment have to be intentional to be unlawful?
No. Behaviour that is acceptable to one person may not be acceptable to another. It is the way a person perceives the behaviour and whether that perception is reasonable in the circumstances that is important
400
Who can view at any given time material such as photographs and text messages stored on a staff members work phone?
The staff member's supervisor or a member of the IT team
500
Are witnesses who provide statements during the course of an investigation able to remain anonymous?
Not usually. Only in very exceptional circumstances, where a witness has a genuine reason for wishing to remain anonymous, will identifying information be removed from a witness statement
500
Are staff members able to involve the union in a grievance with another staff member?
Yes. Both the grievant and the respondent may request assistance from their union or association. The union or association representative is entitled to be present at any stage of the process
500
Who can a staff member report possible breaches of the Code of Conduct to?
Their supervisor, Employee Relations Department or Integrity Officer
500
In accordance with the Workplace Bullying, Harassment and Discrimination Policy, why do supervisors and managers play a special role?
Supervisors and managers have a leadership role and are responsible for preventing incidents and taking prompt action if breaches occur. Most workplace investigations undertaken by the ERD could have been prevented if management had been involved at the early stages
500
Olivia posts a lovely picture of herself and a resident after a great social day out from the residential village. Which policy could she be in breach of?
The Social Media Policy and The Code of Conduct Policy if Olivia did not seek the resident's authorisation