Common use of Orientation and Induction training Clause in Contracts

Orientation and Induction training. (a) No new Employee, including a casual Employee, will be employed in any work location until they have completed an induction program. The induction programshould include, but not be limited to, the following: (i) Person-centred active support (ii) Practice in a human rights framework (iii) Abuse prevention, recognition and identifying grooming behaviour (iv) Community inclusion for people with disabilities (v) Occupational, health and safety (vi) Duty of care responsibilities (understanding negligence) (vii) Administration of medication (viii) Food handling (b) Appropriate orientation training will be provided to each new Employee prior to commencing duties. Induction training for new, unqualified Employees, will become a component of ongoing competency - based, accredited training for trainees. (c) An Employee undergoing such induction training shall be paid according to the time spent at training or the number of active hours that the Employee was rostered to, and would have worked had they not participated in the training, whichever is greater. (d) In order to enhance the provision of all information about working in the services, the Employer will inform HACSU in advance of the schedule of induction and orientation programs being conducted. The Employer will invite HACSU nominees to present, in paid time, information to participants as a component of the induction/orientation program. (e) Following commencement of employment, all new Employees, including casuals, will work their first shift with an experienced Employee prior to being expected to work on their own. (f) Orientation and induction will be provided to Employees undertaking House Supervisor or Deputy Unit Manager assignments for the first time. (g) A current Level 2 First Aid certificate shall be a key selection criterion for direct care Employees. Where new direct care Employees do not hold this certificate, the Employer shall provide the training so the Employee attains it. Further, the Employer shall maintain its commitment to provide regular refresher first aid training courses to Employees. (h) Where mandatory training is newly introduced, the Employer will pay the cost for such training and it will be delivered in paid time for existing Employees.

Orientation and Induction training. (a) No new Employee, including a casual Employee, will be employed in any work location until they have completed an induction program. The induction programshould program should include, but not be limited to, the following: (i) Person-centred active support (ii) Practice in a human rights framework (iii) Abuse prevention, recognition and identifying grooming behaviour (iv) Community inclusion for people with disabilities (v) Occupational, health and safety (vi) Duty of care responsibilities (understanding negligence) (vii) Administration of medication (viii) Food handling (b) Appropriate orientation training will be provided to each new Employee prior to commencing duties. Induction training for new, unqualified Employees, will become a component of ongoing competency - based, accredited training for trainees. (c) An Employee undergoing such induction training shall be paid according to the time spent at training or the number of active hours that the Employee was rostered to, and would have worked had they not participated in the training, whichever is greater. (d) In order to enhance the provision of all information about working in the services, the Employer will inform HACSU in advance of the schedule of induction and orientation programs being conducted. The Employer will invite HACSU nominees to present, in paid time, information to participants as a component of the induction/orientation program. (e) Following commencement of employment, all new Employees, including casuals, will work their first shift with an experienced Employee prior to being expected to work on their own. (f) Orientation and induction will be provided to Employees undertaking House Supervisor or Deputy Unit Manager assignments for the first time. (g) A current Level 2 First Aid certificate shall be a key selection criterion for direct care Employees. Where new direct care Employees do not hold this certificate, the Employer shall provide the training so the Employee attains it. Further, the Employer shall maintain its commitment to provide regular refresher first aid training courses to Employees. (h) Where mandatory training is newly introduced, the Employer will pay the cost for such training and it will be delivered in paid time for existing Employees.