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News Bulletin : ADA News Bulletin September 2011
24 SePtember 2011 The information you need is now at your fingertips! Support the ADA’s new membership service. Visit Dental Trade Online regularly to fully understand its potential and view its growth. Register for eNews Why GOOGLE? Find what you want quickly and easily at: www.dentaltradeonline.com.au While there DTO-Ad-A5.indd 1 14/05/10 12:11 PM In cases or claims of sexual harassment in the workplace, employers should take a proactive approach and ensure workplace policies on harassment and equal opportunity have been implemented. If a complaint has been made, an investigation process must take place and appropriate disciplinary procedure, which should also be outlined in your policies, must be followed. Workplace policies provide employees with a clear indication of what is expected of them and what they can expect from their employer. Additionally, policies can fulfil certain obligations such as providing an onus on employers to make their workplace free from discrimination under Equal Employment Opportunity and Sex Discrimination laws. For sample workplace policies on harassment and bullying, please contact the ADA HR Advisory Service. The federal Sex Discrimination law as amended also includes extending the protection of students from being sexually harassed by anybody from the same educational institution to being protected from harassment from a member of staff, or by an adult student or staff of another educational institution. Amendments broaden protection for both men and women from being discriminated against in all areas of employment on the basis that they have family responsibilities. Previously, cover would only extend to discrimination being prohibited in the area of termination only. Breastfeeding is now protected as a separate ground of discrimination that includes both the act of expressing milk and individual acts of breastfeeding. Under the Sex Discrimination Act it is prohibited to discriminate against a person who is breastfeeding at work or in the public domain. bEST PRACTICE fOR EMPLOYERS Following amendments to the Sex Discrimination Act, employers should: • Review workplace policies and procedures to ensure they: – Reflect on these amendments and communicate them to all employees, including those on extended and parental leave; – Are flexible and accommodate family responsibilities and breastfeeding requirements and they are equal for both men and women; – Do not restrict an employee who is breastfeeding from taking suitable breaks at work. • Review workplace facilities, or those facilities that can be made available for breastfeeding women returning to work, which are suitable for the act of expressing milk. Ensure these facilities meet reasonable privacy and hygiene standards; • Ensure that all staff are aware of the new law requirements, new policies, procedures, facilities and provide support in respect to family responsibilities and breastfeeding requirements. Importantly, implementing policies, training and grievance procedures will not necessarily prevent the sexual harassment of employees, yet employers should take all reasonable steps by monitoring them and ensuring that all staff comply with relevant policies. Before acting on any of the information in this article, please contact the friendly team at the ADA HR Advisory Service on: Phone: 1300 ADA INC (1300 232 462) Fax: 02 8448 3299 Email: firstname.lastname@example.org The ADA HR Advisory Service is available from 8.30 am–5.30 pm (AEST) Monday to Friday. ‘The answer could be just a phone call away’ human resources
ADA News Bulletin August 2011
ADA News Bulletin October 2011