Job Centre Australia Disability Employment Services

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To participate in Job Centre Australia’s E-Mentoring program you must adhere to the following rules:

You must not:

Request to borrow something from another user or E-mentor
Invite anyone to an outing, a movie or social event
Exchange details (email, Facebook, Myspace, phone, or address etc). If you feel you have befriended somebody through the program, exchange of details can be organised through your mentor
Speak rudely, use swear words or make disrespectful statements about anyone
Post links to other websites
Write distasteful jokes
Discriminate or harass other users (see Discrimination and Harassment policy below)

You Can:

Share your thoughts, feelings and experiences
Ask questions
Participate in the various methods of contact (Email, discussion groups, and forums)
Provide feedback to other participants
Be prompt, reliable, honest and dependable
Use your skills and creativity in your writing
Work to overcome your own problems, but being open to the support
Contact your mentor if there are any problems
Be open to different outlooks on life, including those from different cultures

AnAntiJob Centre Australia Limited Anti-discrimination and Harassment Policy

Job Centre Australia Limited is committed to the prevention of any form of discrimination, sexual harassment or victimisation. Job Centre Australia Limited considers these to be unacceptable forms of behaviour and will not tolerate such behaviour under any circumstances. Action will be taken against users who breaches the policy.

If a user believes they are being discriminated against, they should report the facts of the incident to their pathway coach or mentor.

Job Centre Australia Limited aims to:

Create an environment which is free from discrimination and harassment and where all users are treated with dignity, courtesy and respect.
Provide and effective procedure for complaints, based on the principles of natural justice.
Treat all complaints in a sensitive, fair, timely and confidential manner.
Guarantee protection from any victimization or reprisals.
Encourage the reporting of behavior which breaches the discrimination and harassment policy.
Promote appropriate standards of conduct at all times.

Discrimination Policy

This policy reflects the spirit and intent of federal and state anti-discrimination legislation in Australia. Job Centre Australia Limited is therefore committed to ensuring that the services it provides are free from any unlawful discrimination based on:-

race/ethnicity
gender
national origin
marital status
sexual preference/lawful sexual activity
age
disability/impairment, including infectious disease
industrial activity
physical features
pregnancy
family responsibilities
religious beliefs
political conviction
breastfeeding
gender identity

Discrimination can take many forms, some of which are direct or open. Others may be indirect or hidden.

Direct discrimination occurs when a person is treated less favourably than another, simply because of a personal characteristic or status such as gender, race, sexuality, marital status (as listed above).

Indirect discrimination occurs when a policy or requirement which at first glance seems fair, in fact operates to the detriment of a particular group of people because of a characteristic of that group, such as age, race, family circumstances or gender (as listed above).

Harassment Policy

Job Centre Australia Limited is committed to providing an environment that is free from sexual harassment and from harassment on the discriminatory grounds as listed above.

Definitions

Sexual harassment, discriminatory harassment and victimisation due to making a complaint are unlawful and amount to discrimination under federal and state
anti-discrimination law. Sexual harassment is unwelcome or unreciprocated behaviour. It is not mutually accepted behaviour. Sexual harassment is unwelcome conduct of a sexual nature, including unwelcome sexual advances, which are likely to make a person feel offended, humiliated or intimidated. It does not require an intention to harass and does not require the recipient to ask for the behaviour to stop.

Discriminatory harassment is a recognised form of discrimination which occurs when a person is harassed because of characteristics such as disability, gender, race and age (or any of the other grounds outlined in the above policy).

Unlawful harassment includes some things that might not be perceived to be harassment, such as the creation of an environment which is generally hostile to a person or group of people with particular characteristics.

Victimisation occurs when a person is treated unfairly or less favourably because of making or intending to make a complaint of sexual harassment or discrimination.

Some examples of behaviour which can be sexual harassment or discriminatory harassment include:-

acting towards, or speaking to a person in a manner which threatens or vilifies that person
making jokes, suggestive comments or offensive gestures related to a persons race, colour, ethnic origin, disability, gender or sexual characteristics
distribution or display of material (including through e-mail) which may be offensive, such as sexually explicit posters or pictures, racist or sexist jokes or cartoons
persistent questions about a person’s private life
personal comments about appearance, size, clothing
demands for sexual favours, either directly or by implication
unwanted and deliberate physical contact
indecent assault, rape and other criminal offences.

Management has a responsibility to respond and attempt to resolve any grievance. All grievances will be handled confidentially. No action will be taken without the prior knowledge and consent of the person lodging the grievance, unless disciplinary procedures, criminal action or notification of abuse is involved.