penalty rates disability allowances shift allowances special rates fares and

Penalty rates disability allowances shift allowances

This preview shows page 92 - 94 out of 185 pages.

penalty rates, disability allowances, shift allowances, special rates, fares and travelling time allowances, bonuses and any other ancillary payments. 5.7 Equal Opportunity and Sexual Harassment Policy This practice abides by Industrial Relations Act 1999, Anti-Discrimination Act 1991 and Workplace Health and Safety Act 1995 where it is unlawful to discriminate on the basis of Age Disability Lawful sexual activity/sexual orientation Marital, parental or career status Physical features Political beliefs or activity Pregnancy Race Religious belief or activity Sex Personal association with a person who is identified by reference to any of the above attributes Or to sexually harass another in areas of: Education Employment Any behaviour that constitutes sexual harassment will not be tolerated and disciplinary action may be taken against a staff member who breaches the Act and this practice’s policy. If a staff member considers that a breach of this policy has occurred either personally or to anyone at the practice, then the matter is to be reported to the practice manager or principal Policy & Procedure Manual Page 99 of 195
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immediately. The matter will be treated confidentially and will not be disclosed to unauthorised personnel. 5.8 Recruitment and Selection 5.8.1 Position Requirements Policy In this practice the practice manager is responsible for all recruitment of medical staff and administrative staff. It is the policy of this practice to analyse the position requirements before any recruitment activities take place. In order to do this, the following questions will be considered: What are the most important routine tasks the person filling this vacancy will have to carry out? What other important tasks must be carried out on a periodic basis? What skills and experience are needed to perform these tasks? What knowledge and qualifications are needed to perform these tasks? What attitudes, beliefs and values are required to fulfil the requirements of the position? Are there any particular attributes that would be especially helpful in fulfilling the requirements of the position? Are there going to be any additional tasks that may be added to the role in the future? If so, what additional skills will be needed to perform those tasks? Who will the position report to? Who is the position responsible for? Will the position be casual, part time or full time? What will be the remuneration for this position? In this practice the above questions are answered in a structured format and used as the basis to create the following documents for every position: Selection Criteria Position Description Duty Statement Performance Appraisal Guidelines 1.1.1 Recruitment Policy It is the policy of this practice to attract as wide a range of suitable candidates for the vacancy as is possible. It is also the policy of this practice to ensure that existing staff have the opportunity to apply for higher duty positions to advance their career.
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  • Winter '15
  • SACHIN
  • Physical examination, NPP, Brisbane North Division of General Practice

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