TASK 1: Read articles and watch clips relating to Equal…

TASK 1: Read articles and watch clips relating to Equal… TASK 1: Read articles and watch clips relating to Equal Opportunity, Human Rights, and Diversity from the links below then answer the questions that follow:https://eoc.sa.gov.au/https://www.humanrights.gov.au/                       https://www.business.gov.au/People/Hiring/Equal-opportunity-and-diversity      Following laws operate at a federal level and the Australian Human Rights Commission has statutory responsibilities under them:•      Age Discrimination Act 2004•      Australian Human Rights Commission Act 1986•      Disability Discrimination Act 1992•      Racial Discrimination Act 1975•      Sex Discrimination Act 1984.The following laws operate at a state and territory level, with state and territory equal opportunity and antidiscrimination agencies having statutory responsibilities under them:•       Australian Capital Territory – Discrimination Act 1991•       New South Wales – Anti-Discrimination Act 1977•       Northern Territory – Anti-Discrimination Act 1996•       Queensland – Anti-Discrimination Act 1991•       South Australia – Equal Opportunity Act 1984•       Tasmania – Anti-Discrimination Act 1998•       Victoria – Equal Opportunity Act 2010•       Western Australia – Equal Opportunity Act 1984.Website: www.humanrights.gov.au/employers Question 1: In ur own words what does it mean by Equal Opportunity? Question 2: List 5 Equal Opportunity legislative requirements.Question 3: List 6 legislation related to Diversity  TASK 2: Read the article below then answer the questions that follow:The Penalties for the Breach of a Code of Conductby Neil KokemullerA code of conduct is a formal document companies prepare that outlines standards of acceptable workplace behavior and ethical decisions for employees. It is designed to help companies develop a professional image and establish a strong ethical culture. For employees, a code of conduct offers clear guidance on what to do, and not to do on the job. Discipline and penalty procedures are usually included in a code of conduct.https://www.justice.nsw.gov.au/Documents/About%20us/hr002-dj-code-of-ethics-and-conduct.pdfhttps://www.abs.gov.au/websitedbs/D3310114.nsf/Home/Managing+Breaches+of+the+Code+of+Conduct+(MISCONDUCT)Australian Government ReformPenaltiesLast modified on 28 July, 2010.12.96 Under the Public Service Act, an agency head may impose one of the following penalties for a breach of the Code of Conduct: termination of employment; reduction in classification; re-assignment of duties; reduction in salary; deductions from salary, by way of fine, which is not to exceed 2% of the APS employee’s annual salary; and a reprimand. An agency head may also prescribe other action in order to reduce the risk of further misconduct provided it is clearly cast as management action and not a penalty12.97 Within these parameters, each agency head can decide whether to impose an administrative penalty for a breach of the Code of Conduct, and what type of administrative penalty to impose. The House of Representatives Standing Committee on Legal and Constitutional Affairs noted that:The culture of each organisation is a significant variable in any discussion concerning consistency in the application of administrative sanctions. Increased emphasis may be placed on the security of third party information in some departments than others because of the nature of a department’s operation. For example, as officers of some departments are subject to legislation which imposes criminal sanctions on the disclosure of particular information, it may be expected that stronger disciplinary action would be taken against those officers than officers in other departments where penal sanctions do not exist12.98 In Handling Misconduct, the APSC notes that the purpose of the Code of Conduct is ‘to ensure effective administration and to maintain public confidence in the integrity of an organisation’s processes and practices rather than to punish individuals’. Sanctions for breach, therefore, ‘should focus on reducing or eliminating the likelihood of future similar behaviour’ The APSC goes on to advise that:Sanctions are intended to be proportionate to the nature of the breach, provide a clear message to the relevant employee that their behaviour was not acceptable, and act as a deterrent to the employee and others … The sanction should focus on the seriousness of what the employee has done—the number of elements breached is not, of itself, a relevant consideration. Prior misconduct is also relevant to the imposition of a sanction and might usefully be taken into account by the sanction delegate where:it indicates that the employee was, or should have been, well aware of the standard of conduct expected and the potential consequences of misconductit demonstrates that the employee is apparently unwilling to adhere to the standard of conduct expected.Public Service Act 1999 (Cth) s 15. Australian Public Service Commission, Handling Misconduct: A Human Resources Practitioner’s Guide to the Reporting and Handling of Suspected and Determined Breaches of the APS Code of Conduct (2008), 55. In the context of unauthorised disclosure of information, this could involve, for example, restricting an employee’s access to certain information. Question : List 5 consequences if these legislative requirements are breached. Health Science Science NursingCOMMUNITY CHCDIV003Share QuestionEmailCopy link Comments (0)

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