Common use of Compliance With Policies & Procedures Clause in Contracts

Compliance With Policies & Procedures. You will be required to comply with the employer’s policies and procedures which may change from time to time. It will be your responsibility to ensure that you are aware of these policies and procedures, but if you are in doubt regarding a policy or procedure you should consult with your line manager. Refer to the employer’s policies and procedures manual or state particular policies relevant to your site / service. For example: Work Health and Safety requirements, use of internet and social networking sites. RAN-EC Training and Department for Education Relevant History Screening To be employed in the Canteen, an employee must have attended a full day, Responding to Abuse and Neglect - Education and Care (RAN-EC) training session. The RAN-EC training is the only course that is accepted. It is offered by a number of approved training organisations. Employees are required to successfully complete regular online RAN-EC update training sessions during their employment. The update course is offered in a 3 year training cycle. The current cycle ends 31 December 2021. A current, valid child-related employment screening check from the Department of Human Services (or its successor) is an employment requirement. From 1 July 2019, all employees are required to obtain a Working with Children’s Check (WWCC). The WWCC replaces the child related employment screening and will remain valid for 5 years. It is the employee’s responsibility to renew the WWCC before it expires. A child related employment screening check obtained prior to 1 July 2019 will be recognised as a WWCC until it expires. Failure to complete RAN-EC training or maintain a current history screening could result in termination of employment. Relevant history screening (either a Working With Children’s Check or a current Child-Related Employment Screening through the Department of Human Services, (or its successor) is required for current employees, including fixed term contract employees before they enter into a new contract of employment, and new employees prior to their engagement. Termination of Employment Notice of termination is in accordance with the NES, although note that these provisions do not apply to casual employees in accordance with clause 123(1)(c) of the Fair Work Act 2009 (Cth). On termination of employment you must return to the employer all property belonging to the service. Refer to the NES for notice the employer and the employee must give before terminating employment. While clause 123(1)(c) of the Fair Work Act 2009 (Cth) means that notice periods do not apply to casual employees, clause 13.4 of the Award provides that a minimum shift for a casual will be three hours. Delegation Identify specific delegations that sit with the position. For example, limit of financial expenditure. Delete or write ‘Not applicable’ if this is not applicable. Dispute Resolution Where possible, disputes should be resolved at the local level by consultation and negotiation between the parties and in line with the service’s grievance procedures. If the dispute is about a matter arising under the Award or in relation to the NES and is unable to be resolved at the workplace, and all appropriate steps outlined in the Award have been taken, a party to the dispute may refer the dispute to Fair Work Australia.

Compliance With Policies & Procedures. You will be required to comply with the employer’s policies and procedures which may change from time to time. It will be your responsibility to ensure that you are aware of these policies and procedures, but if you are in doubt regarding a policy or procedure you should consult with your line manager. Refer to the employer’s policies and procedures manual or state particular policies relevant to your site / service. For example: Work Health and Safety requirements, use of internet and social networking sites. RAN-EC Training and Department for Education Relevant History Screening To be employed in the Canteen, an employee must have attended a full day, Responding to Abuse and Neglect - Education and Care (RAN-EC) training session. The RAN-EC training is the only course that is accepted. It is offered by a number of approved training organisations. Employees are required to successfully complete regular online RAN-EC update training sessions during their employment. The update course is offered in a 3 year training cycle. The current cycle ends 31 December 2021. A current, valid child-related employment screening check from the Department of Human Services (or its successor) is an employment requirement. From 1 July 2019, all employees are required to obtain a Working with Children’s Check (WWCC). The WWCC replaces the child related employment screening and will remain valid for 5 years. It is the employee’s responsibility to renew the WWCC before it expires. A child related employment screening check obtained prior to 1 July 2019 will be recognised as a WWCC until it expires. Failure to complete RAN-EC training or maintain a current history screening could result in termination of employment. Relevant history screening (either a Working With Children’s Check or a current Child-Related Employment Screening through the Department of Human Services, (or its successor) is required for current employees, including fixed term contract employees before they enter into a new contract of employment, and new employees prior to their engagement. Termination of Employment Notice of termination is in accordance with the NES, although note that these provisions do not apply to casual employees in accordance with clause 123(1)(c) of the Fair Work Act 2009 (Cth). On termination of employment you must return to the employer all property belonging to the service. Refer to the NES for notice the employer and the employee must give before terminating employment. While clause 123(1)(c) of the Fair Work Act 2009 (Cth) means that notice periods do not apply to casual employees, clause 13.4 of the Award provides that a minimum shift for a casual will be three hours. Delegation Identify specific delegations that sit with the position. For example, limit of financial expenditure. Delete or write ‘Not applicable’ if this is not applicable. Dispute Resolution Where possible, disputes should be resolved at the local level by consultation and negotiation between the parties and in line with the service’s grievance procedures. If the dispute is about a matter arising under the Award or in relation to the NES and is unable to be resolved at the workplace, and all appropriate steps outlined in the Award have been taken, a party to the dispute may refer the dispute to Fair Work Australia.

Compliance With Policies & Procedures. You will be required to comply with the employer’s policies and procedures which may change from time to time. It will be your responsibility to ensure that you are aware of these policies and procedures, but if you are in doubt regarding a policy or procedure you should consult with your line manager. Refer to the employer’s policies and procedures manual or state particular policies relevant to your site / service. For example: Work Health and Safety requirements, use of internet and social networking sites. RAN-EC Training and Department for Education Relevant History Screening To be employed in the CanteenBoarding House service, an employee must have attended a full day, Responding to Abuse and Neglect - Education and Care (RAN-EC) training session. The RAN-EC training is the only course that is accepted. It is offered by a number of approved training organisations. Employees are required to successfully complete regular online RAN-EC update training sessions during their employment. The update course is offered in a 3 year training cycle. The current cycle ends 31 December 2021. A current, valid child-related employment screening check from the Department of Human Services (or its successor) is an employment requirement. From 1 July 2019, all employees are required to obtain a Working with Children’s Check (WWCC). The WWCC replaces the child related employment screening and will remain valid for 5 years. It is the employee’s responsibility to renew the WWCC before it expires. A child related employment screening check obtained prior to 1 July 2019 will be recognised as a WWCC until it expires. Failure to complete RAN-EC training or maintain a current history child-related screening check could result in termination of employment. Relevant history screening (either a Working With Children’s Check or a current Child-Related Employment Screening through the Department of Human Services, (or its successor) is required for current employees, including fixed term contract and casual employees before they enter into a new contract of employment, and new employees prior to their engagement. Termination of Employment Notice of termination is in accordance with the NES, although note that these provisions do not apply to casual employees in accordance with clause 123(1)(c) of the Fair Work Act 2009 (Cth). On termination of employment you must return to the employer all property belonging to the service. Refer to the NES for notice the employer and the employee must give before terminating employment. While clause 123(1)(c) of the Fair Work Act 2009 (Cth) means that notice periods do not apply to casual employees, clause 13.4 10.5(c) of the Award provides that a minimum shift for a casual will be three two hours. Delegation Identify specific delegations that sit with the position. For example, limit of financial expenditure. Delete or write ‘Not applicable’ if this is not applicable. Dispute Resolution Where possible, disputes should be resolved at the local level by consultation and negotiation between the parties and in line with the service’s grievance procedures. If the dispute is about a matter arising under the Award or in relation to the NES and is unable to be resolved at the workplace, and all appropriate steps outlined in the Award have been taken, a party to the dispute may refer the dispute to Fair Work Australia.

Compliance With Policies & Procedures. You will be required to comply with the employer’s policies and procedures which may change from time to time. It will be your responsibility to ensure that you are aware of these policies and procedures, but if you are in doubt regarding a policy or procedure you should consult with your line manager. Refer to the employer’s policies and procedures manual or state particular policies relevant to your site / service. For example: Work Health and Safety requirements, use of internet and social networking sites. RAN-EC Training and Department for Education Relevant History Screening To be employed in the CanteenOSHC service, an employee must have attended a full day, Responding to Abuse and Neglect - Education and Care (RAN-EC) training session. The RAN-EC training is the only course that is accepted. It is offered by a number of approved training organisations. Employees are required to successfully complete regular online RAN-EC update training sessions during their employment. The update course is offered in a 3 year training cycle. The current cycle ends 31 December 2021. A current, valid child-related employment screening check from the Department of Human Services (or its successor) is an employment requirement. From 1 July 2019, all employees are required to obtain a Working with Children’s Check (WWCC). The WWCC replaces the child related employment screening and will remain valid for 5 years. It is the employee’s responsibility to renew the WWCC before it expires. A child related employment screening check obtained prior to 1 July 2019 will be recognised as a WWCC until it expires. Failure to complete RAN-EC training or maintain a current history screening could result in termination of employment. Relevant history screening (either a Working With Children’s Check or a current Child-Related Employment Screening through the Department of Human Services, (or its successor) is required for current employees, including fixed term contract employees before they enter into a new contract of employment, and new employees prior to their engagement. Termination of Employment Notice of termination is in accordance with the NES, although note that these provisions do not apply to casual employees in accordance with clause 123(1)(c) of the Fair Work Act 2009 (Cth). On termination of employment you must return to the employer all property belonging to the service. Refer to the NES for notice the employer and the employee must give before terminating employment. While clause 123(1)(c) of the Fair Work Act 2009 (Cth) means that notice periods do not apply to casual employees, clause 13.4 10.5(c) of the Award provides that a minimum shift for a casual will be three two hours. Delegation Identify specific delegations that sit with the position. For example, limit of financial expenditure. Delete or write ‘Not applicable’ if this is not applicable. Dispute Resolution Where possible, disputes should be resolved at the local level by consultation and negotiation between the parties and in line with the service’s grievance procedures. If the dispute is about a matter arising under the Award or in relation to the NES and is unable to be resolved at the workplace, and all appropriate steps outlined in the Award have been taken, a party to the dispute may refer the dispute to Fair Work Australia.