U2 AOS3 KK10 CSR and Legal

Question 1

What legal obligations do businesses have with regard to staffing?

Answer 1

1. Occupational Health & Safety
2. Equal Employment Opportunities
3. Workplace Gender Equality

Question 2

What CSR obligations do businesses have with regard to staffing?

Answer 2

1. Demonstrate ethics in recruitment
2. Reasonable in terms of employment expectations

Question 3

Who is the main body responsible for monitoring and enforcing compliance with the OHS Act 2004 (Vic)?

Answer 3

Worksafe Victoria

Question 4

True or False

Worksafe Victoria has the authority to inspect workplaces to ensure they are complying with OHS laws.

Answer 4

True

Question 5

What are three things employers must do to ensure a safe workplace according to the OHS Act 2004?

Answer 5

1. Provide employees with necessary training and supervision.
2. Ensure employees are not exposed to risks such as excessive noise.
3. Provide adequate facilities.
4. Provide safe systems of work.
5. Ensure safe handling of substances.
6. Ensure employees hold licenses for specific activities such as operating a forklift.

Question 6

The Equal Opportunity Act 2010 (Vic) states that it is illegal for employers to discriminate on what basis?

Answer 6

Personal characteristics such as age, physical features, race and gender.

Question 7

True or False

Employers are only required to comply with the Equal Opportunity Act once staff have been recruited by the organisation.

Answer 7

False - Businesses must comply with the legislation at every stage of the staffing process, including recruitment and selection.

Question 8

Which independent body administers the Equal Opportunity Act 2010 (Vic)?

Answer 8

The Victorian Equal Opportunity and Human Rights Commission.

Question 9

In what way does the Victorian Equal Opportunity and Human Rights Commission provide assistance to employers?

Answer 9

It provides employers with education, training and support with understanding their legal obligations under the Act.

Question 10

True or False

The Victorian Equal Opportunity and Human Rights Commission provides a free dispute resolution service for people who have encountered discrimination in the workplace.

Answer 10

True

Question 11

Under the Workplace Gender Equality Act 2012 (Cth), what must employers ensure?

Answer 11

Employers must ensure that men and women are equally represented, rewarded and valued in the workplace.

Question 12

What assistance does the Workplace Gender Equality Agency provide to employers?

Answer 12

The agency provides advice, tools and education to assist employers to improve and promote gender equality in the workplace.

Question 13

What is the name of the government body that is responsible for administering the Workplace Gender Equality Act 2012 (Cth)

Answer 13

The Workplace Gender Equality Agency.

Question 14

To be socially responsible, businesses should go above and beyond their legal obligations outlined in which Act when recruiting new staff?

Answer 14

Equal Opportunity Act 2010 (Vic)

Question 15

Provide two examples of how businesses can go above and beyond their legal obligations outlined in the Equal Opportunity Act when recruiting new staff.

Answer 15

1. Actively avoiding discriminating between candidates based on characteristics such as gender, ethnicity or age.
2. Putting in a significant effort to ensure that all job applicants receive a fair and consistent selection process free of bias.

Question 16

Identify the diversity issue relevant to recruitment of staff that links to each of the following descriptions.

Issues: Disadvantaged groups, Ethnicity, Gender, Disabilities, Nepotism, Age

1. Avoiding employing individuals of particular ages due to bias.
2. Ethnicity → Avoiding employing individuals of certain ethnicities due to bias.
3. Disabilities → Avoiding employing disabled individuals due to bias.
4. Disadvantaged groups → Avoiding employing disadvantaged groups due to bias.
5. Gender → Businesses may preference one gender over others when selecting and employing candidates due to bias.
6. Nepotism → Preferential treatment towards employing friends or family of existing employees.

Answer 16

1. Age
2. Ethnicity
3. Disabilities
4. Disadvantaged groups
5. Gender
6. Nepotism

Question 17

Provide three examples of how employers can demonstrate CSR with regard to employee expectations.

Answer 17

Employers can support their staff by providing benefits that exceed the minimum legal requirements.

Eg. flexible working arrangements (hours to suit family commitments, work from home), additional remuneration, extra leave entitlements, discounts on healthcare, day off on birthday.