Emplymnt Relationhip Problem, Kia Tu, Acceptable Use Flashcards
Why is there an ‘employment relationship problem’ policy?
- Details process to be followed and obligations of Commissioner and employees for resolving employment relationship problems
- Consistent with Commissioner’s commitment to act as a good employer
Does the ‘employment relationship problem’ policy apply to independent contractors?
No - unless an employment relationship problem arises due to the contractor’s actions
Apart from independent contractors, when else does this policy not apply?
- A matter has another specific resolution pathway available (eg. Appointment Review policy or Discrimination & Harassment policy)
- A matter subject to claim under Human Rights Act
Provide a skeleton outline of the four principles that apply to all employment relationship problems
- Act in good faith
- Use dialogue and exchange relevant information to try to resolve
- Employees have right to representation any time/stage
- Primary parties to a problem (usually employee & supervisor) have initial responsibility for resolution unless:
- issue of organisational significance or
- relates to actions by supervisor and inappropriate for supervisor to deal with it or
- another reason that would justify escalation above supervisor
What does an employment relationship problem include - and not include?
Includes PG, dispute, other problem relating to employment relationship.
Does not include problems with fixing new terms or conditions of employment.
There are five key steps in the process for resolving employment relationship problems, what are they?
- Raise the problem with manager
- Informal dialogue
- If not resolved by informal dialogue, raise the matter, potentially in PG
- Mediation
- Formal process through ERA or Human Rights Commission
Can an employee raise an employment relationship problem verbally?
Yes. Although helpful to refer to “notification of employment relationship problem” form (which is the formal mechanism for informing in writing)
What is the time restraint on raising a PG?
Within 90 days from when PG occurred.
Who must the receiving manager of a PG notify and where must they send a copy of the notification?
HR Advisory who sends a copy to ER at PNHQ
What other resolution method might you consider if an informal discussion has not found a resolution?
Mediation
What is Kia Tu?
Police’s approach for preventing and addressing unacceptable behaviour.
It is ‘being prepared to take a stand’, standing for what is right, taking a stand for others, doing the right thing, being seen and heard, and being proud of who you are.
Outline the purpose of the Kia Tu policy
- Prevent and resolve harmful behaviour by enabling anyone to speak up about concerns confidentially
- Provide guidance on how to identify different types of unacceptable behaviour, address and resolve it & accessing support
- Achieve a shared understanding on what is and isn’t acceptable behaviour in the workplace
- Explain process of raising concerns
- Outline types of support available
- Restorative approach
- Define roles to maintain safe, inclusive workplace and high performance culture
Does the Kia Tu policy apply to independent contractors?
Yes
What are the five principles that underpin Kia Tu?
- People-centric
- Trusted
- Responsive
- Safe
- Accountable
What does the study material say about what unacceptable behaviour is?
[Not well defined in this section of material] - People experiencing harm due to another person’s behaviour at work. Not only physical but also emotional harm, including bullying, harassment and discrimination.
What is NOT unacceptable behaviour?
- Differences of opinion
- Legitimate leadership action to improve performance and insistence on high performance, cooperative team working, punctuality and attendance
- An isolated incident of abruptness
What are the four suggested avenues to address and respond to unacceptable behaviour?
- Address it yourself
- Address it with support
- Address it with a manager
- Report it confidentially
What are some examples of unacceptable behaviour where immediately addressing it yourself is likely to be effective?
- Sexist or racist language
- Talking to someone in a group in a demeaning way
- A joke at someone’s expense
How should you shape your response to unacceptable behaviour if you’re addressing it yourself ‘on the spot’?
Be respectful, polite and focus on the behaviour, not the person. If the context doesn’t lend itself to immediate response, consider raising it with the person directly at another time.
When might a manager be required to report a concern of unacceptable behaviour if it is raised with them by an employee?
If the concern raises a risk of harm to the employee or any others.
What is the responsibility of a manager when a concern is raised?
Ensure the employee concerned has access to impartial and confidential advice, guidance and support
Can you be held responsible for inappropriate access, use or procuring information if you do so inadvertently?
Yes
What Act is specifically referenced in the material that prohibits access, use and disclosure of official information for private purposes?
The Privacy Act 2000
There are four examples of inappropriate access provided in the study material. List these.
- Checking NIA for details of neighbours, acquaintances or celebrities
- Obtaining info about identities about charges prior to Court
- Using TESA to obtain phone numbers or addresses
- Providing assistance or advice based on protected Police-sourced information to family or friends
Regarding setting passwords across different systems, what is advised?
Do not use same passwords on Police enterprise system and social media services.
