Annual Report 2013-2014 q


62


Equal Employment Opportunity Policy


Horsham Rural City Council is committed to providing a workplace free of discrimination, bullying and harassment. Our aim is to provide 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.


Our policies and practices aim to ensure that there is no discrimination relating to the attributes listed under the Equal Opportunity Act 2010 such as race, sex, marital status, parental status, physical or mental impairment, age, religious, disability or political affiliation.


Eight staff contact officers throughout the organisation receive ongoing training on Equal Employment Opportunity matters with assistance from the Victorian Human Rights and Equal Opportunity Commission, and other providers.


These contact officers are available to provide a first point of confidential contact and information for employees on equal opportunity issues.


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 efficiency relevant to the position involved. In the past year, steps have been taken to modify Council’s recruitment and human resource processes to ensure that they are inclusive of all people. These steps formed part of Council’s Disability Access and Action Plan adopted in July 2013. (see page 33).


Council’s Equal Employment Opportunity policy reflects our desire to provide and enjoy a workplace free of discrimination, where each person has the opportunity to progress to the extent of their ability.


Horsham Rural City Council is committed to the aims and objectives of the Protected Disclosures Act. It does not tolerate improper conduct by its employees, officers or members, nor the taking of reprisals against those who come forward to disclose such conduct.


It has been determined that the role of Protected Disclosures Officer will be held by the Chief Executive, the Protected Disclosures Coordinator by the Director Corporate Services, and Welfare Manager by the Organisational Development Manager.


Horsham Rural City Council recognises the value of transparency and accountability in its administrative and management practices, and supports the making of disclosures that reveal corrupt conduct, conduct involving a substantial mismanagement of public resources, or conduct involving a substantial risk to public health and safety or the environment


For the purposes of Section 69 (6) of the Protected Disclosures Act 2012, in the period to 30 June 2014, there were two disclosures. Both disclosures were referred to the Independent Broad-based Anti-corruption Commission (IBAC), which determined that the matters did not warrant investigation by IBAC.


A copy of the Management of Protected Disclosures Procedures can be found on Council’s website, obtained from the Municipal Offices, Civic Centre, 18 Roberts Avenue, Horsham, or by contacting us on telephone (03) 5382 9777.


Governor of Victoria The Hon Alex Chernov AC QC, officially opened the Natimuk Men’s Shed in March.


Protected Disclosures


The Protected Disclosures Act 2012 (PD Act) replaced the Whistleblowers Protection Act 2001 on 10 February, 2013. The purpose of the PD Act is to encourage and facilitate the making of disclosures of improper conduct by public officers and public bodies. The PD Act provides protection from detrimental action to any person affected by a protected disclosure and establishes a system for the matters disclosed to be investigated and rectifying action to be taken. Under the PD Act, any person can be one who makes a disclosure, is a witness, or a person who is the subject of an investigation.


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