Vulnerable Children Act 2014. Where employers are required under the Vulnerable Children’s Act 2014 to safety check employees who will have contact with children, the parties agree that all employees covered by this agreement may be required to undergo such checks as prescribed by Regulation. This may include both vetting and screening processes. An employee who refuses to participate in the required safety checks or who does not pass such required screening may have their employment terminated.
Vulnerable Children Act 2014. This clause allows employers to conduct a safety check, under the Vulnerable Children Xxx 0000, for employees who will have contact with children. Refer the NZMA advisory on the Vulnerable Children Xxx 0000. Updated September 2015 Casual Individual Employment Agreement — Explanatory notes 2 APPENDIX A Sample letter to a prospective employee when there is no relevant collective agreement. Date [name] [address] Dear [name] Offer of Employment I confirm that I am offering you the casual position of … starting on … (date) at … (time). This offer is conditional upon us reaching agreement on the proposed terms of employment as outlined in the attached draft agreement. Please confirm acceptance of the offer as soon as possible. You are entitled to seek independent advice on the proposed agreement and may wish to discuss it with your family, a union, a lawyer, or someone else you can trust. If you want information on your employment rights you can contact the Employment Relations Service’s free Infoline on phone 0000 000 000 or visit their website at xxx.xxx.xxx.xxxx.xx). If you wish to clarify anything in the proposal or discuss the terms offered please ring me as soon as possible. If you accept the proposed terms, please ring me to confirm this before … (time) on … (date). Also, please bring the agreement with you on your first day. We will sign two copies of the agreement so that each of us has a copy. I look forward to working with you. Yours sincerely [Employer] APPENDIX B Sample second letter to a prospective employee following further negotiations. Date [name] [address] Dear [name] POSITION Enclosed are the final terms and conditions of the employment offer. Changes reflect our discussions and subsequent agreements. As advised in my first letter, you are entitled to take independent advice before accepting this employment offer. This offer will remain open until … [date]. If we have not heard back from you by this date the offer will be withdrawn. If there is anything further you wish to clarify in the proposal, please ring me to discuss. If you accept the proposed terms, please ring me to confirm this before … (time) on … (date). Please bring the agreement with you on your first day. We will sign two copies of the agreement so that each of us has a copy. I look forward to working with you. Yours sincerely
Vulnerable Children Act 2014. (1) If the Provider provides children’s services, as that term is defined in section 15 of the Vulnerable Children Act 2014, the Provider must comply with its obligations under the Act, including that the Provider must:
Vulnerable Children Act 2014. This clause allows employers to conduct a safety check, under the Vulnerable Children Act 2014, for employees who will have contact with children. Refer the NZMA advisory on the Vulnerable Children Act 2014. September 2015 Fixed Term Individual Employment Agreement — Explanatory notes 3
Vulnerable Children Act 2014. Due to the this role having contact with children and MidCentral District Health Board’s commitment to child protection, shortlisted applicants will be subject to ‘safety checks’ in accordance with the Vulnerable Children Act 2014 before any offer of employment is made. These checks are required periodically for existing employees in accordance with the relevant legislation. CONFIDENTIALITY All employees are responsible for the security of confidential and sensitive information which is held by MidCentral District Health Board. All employees have a responsibility to comply with the requirements of the Privacy Xxx 0000 and the Health Information Privacy Code 1994 and any subsequent amendments. It is a condition of employment for all employees that confidential or sensitive information is only accessed, used or disclosed as necessary to meet their employment or contractual obligations and in accordance with the relevant legislation, their professional obligations, and any other obligations imposed by law. Note: This does not preclude the sharing of clinical information among health professionals involved in the care or treatment of the individual on a “need to know” or consultancy basis. Confidential information concerning a patient or client who is receiving or has received services provided by MidCentral District Health Board may not be accessed by employees not involved in the care or treatment of the patient or client, and also may not be disclosed to unauthorised persons, except for those specific cases defined in relevant legislation and as per MidCentral District Health Board’s Confidentiality Policy.
