Workplace Behaviour and Issue Resolution Policy

Question 1

Who does the Workplace Behaviour Policy apply to?

Answer 1

This policy applies to all employees, including current and prospective
employees, work experience and work placement students, contract workers
and commissioned agents of FRV, regardless of whether or not they work full
time, part time or as casuals. It also applies to everyone FRV employees deal
with in the course of their work.

Question 2

When does the Workplace Behaviour Policy apply?

Answer 2

This policy uses a broad definition of ‘workplace’ that extends beyond the
physical premises of the work and outside normal working hours, including:
 dealing with members of the public
 work-related functions
 conferences; and
 other social activities involving employees.

Question 3

What is the definition of vilification?

Answer 3

Vilification is a public act which incites hatred towards, serious contempt for, or
severe ridicule of, a person or group on the grounds of race or religion.
Vilification breaches this policy and is also unlawful. It may also amount to a
criminal offence if physical harm is threatened towards a person or their
property.

Question 4

What is the definition of discrimination?

Answer 4

Unlawful discrimination occurs when an employee is treated less favourably than
others because of an irrelevant personal characteristics, such as their age, race,
sex and so on

Question 5

Define Sexual Harassment?

Answer 5

Sexual harassment is unwelcome, uninvited behaviour which is offensive from the viewpoint of the person being harassed. It does not matter that the offender did not mean or intend to sexually harass the other person. In other words, an
offender’s “innocent intent” is irrelevant.

Sexual harassment can involve any physical, visual, verbal or non-verbal
conduct of a sexual nature including both one-off incidents or a series of
incidents. It also includes workplace behaviour or behaviour in connection with work, for example, at a Christmas party or a work function outside of normal
work hours.

Question 6

What is the definition of Bullying?

Answer 6

Workplace bullying is repeated unreasonable behaviour directed towards an employee, client, customer, contractor or other external party that creates a risk
to their health and safety.

Bullying is behaviour that victimises, humiliates, undermines or threatens a person, or would reasonably be expected to do so. Bullying breaches this policy and also FRV’s Occupational Health and Safety Policy, which provides that all
employees must take reasonable care for the health and safety of their
colleagues at FRV.

Question 7

What are the steps for informal issue resolution?

Answer 7

1. Recommended approach- In the first instance, FRV encourages you to raise it directly with the person involved, if you feel you
   can and believe it is safe to do so.
2. Seek assistance from Issue Resolution Registrar- A person with an issue or a person whose behaviour is being complained about
   may seek assistance and/or guidance from the Issue Resolution Registrar and
   information about support systems such as the Employee Support Program or
   peer support systems available to them.
3. If issue remains unresolved or cannot be resolved informally- If an issue remains unresolved after attempting to resolve it informally, or the
   employee has a valid reason for not first attempting to do so, an employee may
   apply to the Issue Resolution Registrar for a formal resolution

Question 8

What are the 6 steps in the issue resolution procedure?

Answer 8

STEP 1: CAN THE EMPLOYEE ATTEMPT INFORMAL RESOLUTION?

STEP 2: LODGING A COMPLAINT WITH ISSUE RESOLUTION
REGISTRAR

STEP 3: ISSUE RESOLUTION REGISTRAR APPOINTS A REVIEW
OFFICER

STEP 4: REVIEW OFFICER DETERMINES APPROPRIATE PROCESS

STEP 5: ISSUE RESOLUTION REGISTRAR RECEIVES REPORT

STEP 6: FRV AUTHORISED PERSON RECEIVES REPORT

Question 9

What are the roles and responsibilities of managers?

Answer 9

Role and responsibilities - Managers
All Directors and Managers have a responsibility to:
 Model appropriate behaviours
 Communicate and implement these policies and processes;
 Identify, address and prevent problems in the workplace;
 Reassure employees that they may access this process without fear
of negative repercussions or victimisation;
 Refer any complaint to the Issue Resolution Registrar;
 Behave in an appropriate and respectful manner and respect the
rights and responsibilities of all parties to all processes under this
policy; and
 Ensure appropriate interventions are put in place to avoid recurrence
of the issue.