Equal Employment Opportunity Policy
Horsham Rural City Council is committed to providing a workplace free of any forms of discrimination, bullying and harassment and aims for equal opportunity for all employees.
This is achieved by mandating a work environment that provides for mutual respect and a professional approach to relationships at all levels.
Council’s policy and practices aim to ensure that there is no discrimination relating to the characteristics listed under the Equal Opportunity Act (1995) (incorporating amendments as at 28 April 2010) such as race, colour, sex, marital status, parenthood, physical or mental impairment, age, criminal record, religious or political affi liation.
Trained staff contact offi cers are available throughout the organisation to provide a fi rst point of confi dential contact and information for employees on equal opportunity issues. Refresher training is undertaken on a regular basis, including in 2011-12, and a number of additional contact offi cers were appointed throughout the year.
Selection of individuals for employment, promotion or advancement, training and staff development is on the basis of personal merit in fair and open competition according to the skills, knowledge and effi ciency relevant to the position involved.
Council’s Equal Employment Opportunity policy refl ects it’s desire to provide and enjoy a workplace free of discrimination where each person has the opportunity to progress to the extent of their ability.
Local Laws Horsham Rural City Council has two adopted Local Laws. They are:
offi cial meetings of Council; and
Laws of the Horsham Rural City Council.
Community Local Law Number 3 was adopted by Council on 19 December 2011. It replaces General Local Law Number 2. The objectives of Community Local Law Number 3 are to provide for the:
quality of life that meets its expectations;
municipality;
Local Laws are available on the Horsham Rural City Council website
www.hrcc.vic.gov.au or by contacting the Civic Centre on ph. 5382 9777.
Horsham Annual Report 2011 - 2012 45
Whistleblowers Protection
Under Section 105 of the Whistleblowers Protection Act 2001, Council is required to report certain information regarding disclosures under the Act relating to offi ces and employees of the Council.
At its meeting on 17 December 2001, Council was advised that the Chief Executive has adopted written procedures for making disclosures and follow-up based on model procedures drafted by the Ombudsman. A copy of the these procedures can be obtained from the Municipal Offi ces, Civic Centre, Roberts Avenue, Horsham, or by calling (03) 5382 9777.
It has been determined by the Chief Executive that the roles of Protected Disclosure Offi cer, Co-ordinator and Welfare Manager will be undertaken by the Chief Executive and the role by the Investigator will be referred to a third party. In the event that this role is required, a request will be made of the Ombudsman to undertake the role of Investigator on behalf of the Horsham Rural City Council.
The Chief Executive has established that the Horsham Rural City Council Protected Disclosure Offi cer will be the Chief Executive and any whistleblower disclosures will be undertaken by the Chief Executive. It is also important to note that any disclosures made under this Act are confi dential in nature.
In the period to 30 June 2012, there have been no disclosures or other actions under the Whistleblowers Protection Act 2001 that relate to Sections 104(b) to 104(j) inclusive or recommendations of the Ombudsman under the Act that relate to Council.
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