Job Application Form

Pre-Employment Collection Statement
This organisation respects your privacy. This
statement explains how we collect, use and disclose information during the pre-employment recruitment and selection process.

What is personal information?
Personal information is any information or an opinion (whether true or not) about you. If may range from the sensitive (e.g. medical history or condition) to the everyday (e.g. address and telephone number). It includes the opinions of others about your work performance (whether true or not), your work experience and qualifications, test results and other information obtained by us in connection with your possible employment. Personal information includes sensitive information which can, in most cases, only be disclosed with your consent.

Who will be collecting your personal information?
This organisation or a nominated contractor involved in the recruitment process will collect your personal information for the organisation’s own use in connection with your potential employment.

How your information will be collected
Personal information will be collected about you when we receive:
• Your resume, completed application cover
sheet or application form and any other
information in connection with your application
• Information in the course of an interview
• References or results of enquiries that we might make of your former employers, work
colleagues, professional associations or registration bodies.

• Results of competency tests or medical
examination
• Information you disclose about any workplace
injury or accident, insurance investigation,
litigation, disciplinary matter, criminal matter,
inquest or inquiry in which you are involved
• Any additional documentation you provide
about yourself.

How will your information be used?
Your personal and sensitive information may be used in connection with:
• Your possible or actual employment
• Any test or assessment that you might be
required to undergo
• Any matter considered necessary during the
pre-employment stage or any ongoing
purposes of the employment relationship.

Who may your personal and sensitive information be disclosed to?
• This organisation and its related entities as a
potential and actual employer
• Referees
• Our insurers or a workers compensation body
• A professional association or registration body
that has a proper interest in the disclosure of
your personal and sensitive information
• Our contractors and suppliers who may be involved in the recruitment and selection process
• Any person or organisation with a lawful entitlement to obtain the information.

What happens if you do not give us the
information we seek?
If you do not give us the information we may be limited in our ability to consider you for suitable employment.

How can you gain access to your information to
correct it if it is wrong?
With limited exceptions, you have a right to see and have a copy of personal and sensitive information about you that we hold. If you are able to establish that it is not accurate, complete and up to date you may ask us to place with the information a statement by you to that effect.

• Staff must carry out their duties in accordance with their position description and this code of conduct and as directed by management.
• Staff should attend work in a clean and tidy manner, as they are a role model for participants.
• Staff has a duty to report any unethical behaviour or wrongdoing by any other staff.
• Staff should ensure that resources, funds, facilities or equipment entrusted to them, are used effectively and economically in the course of their duties.
• Staff may not use the resources, funds, facilities or equipment for private purposes. Excepting those staff members who have the use organisation equipment as part of their contract of employment. In such cases all conditions relating to their use must be strictly complied with.
• Staff should avoid any financial or other interest that could compromise the performance of their duties.
• It is the responsibility of the staff member to notify their relevant line manager if a perceived conflict of interest arises.
• Staff will respect the rights and privacy of participants in accordance with current standards while recognising their duty of care obligations.
• Staff will ensure that co-worker relationships are dignified and respectful.
• Staff will not discuss confidential issues of the organisation with people outside the organisation except with agreement of the head of the organisation.
• Staff is expected to report participant and staff injuries in the workplace and report any hazards in the workplace that may result in an injury.
• Staff will not do anything, which is detrimental to the wellbeing of participants or potential participants of the organisation.
• Sexual relationships between staff and participants are not permitted and will be considered potential grounds for instant dismissal and police prosecution.
• Staff will represent the organisation in a positive way.
• Staff will follow the grievance procedure to try to resolve any conflicts with other staff or members of the organisation.
• The organisation will not tolerate harassment in the workplace in any form. Harassment is a discriminatory practice which is unlawful under the Australian Equal Employment Opportunity Act.
• The organisation will not tolerate physical or verbal assault, the consumption of alcohol or drugs (apart from prescribed medication) by its staff whilst on duty.
• Staff is expected to abide by this code of conduct. Breaches of the code will be dealt with through the staff disciplinary procedure.

• Act with respect for individual rights to freedom of expression, self-determination and
decision-making in accordance with applicable laws and conventions
• Respect the privacy of people with disability
• Provide supports and services in a safe and a competent manner, with care and skill.
• Act with integrity, honesty and transparency
• Promptly take steps to raise and act on concerns about matters that may impact the quality
and safety of supports and services provided to people with disability
• Take all reasonable steps to prevent and respond to all forms of violence against, and
exploitation, neglect and abuse of, people with disability
• Take all reasonable steps to prevent and respond to sexual misconduct