Policies

Minor Welfare & Protection

Document ID No.:
ATP0012
Authorised by:
Wayne Tonner - Chief Executive Officer
Last Reviewed:
April 10, 2018

Policy Statement

Asset Training recognises it is the right of every student to feel safe and free from the threat of harm and or harassment. Where ever Asset Training trainers are required to teach minors, they must undergo a Working with Children Check (WWCC) before they train minors. Responsibility lies with management to use any means at their disposal to ensure that minors are not subject to any form of harassment or harm.

Asset Training considers the legislative obligations under the Acts establish minimum standards of behaviour for all its employees.

Procedure

The principles set out in this policy are intended to apply to any training-related context, including training classes, both off and onsite, conferences, social events and business trips where minor may be present.

  • Trainers training underage students (minors) are required to undergo a Working with Children Check (WWCC).
  • No student minor should be subject to any form of abusive harassment.
  • A breach of this policy will result in disciplinary action, suspension and can result in the termination of an employee’s employment.
  • Any reports of minor harassment will be treated seriously and promptly with sensitivity and complete confidentiality.
  • Complainants have the right to determine how to have a complaint treated, have support or representation throughout the process, and the option to discontinue a complaint at any stage of the process.
  • The alleged harasser also has the right to have support or representation during any investigation, as well as the right to respond fully to any formal allegations made. There will be no presumptions of guilt and no determination made until a full investigation has been completed.
  • No employee or student will be treated unfairly as a result of rejecting unwanted advances.  Disciplinary action may be taken against anyone who victimises or retaliates against a person who has complained of sexual harassment, or against any employee or student who has been alleged to be a harasser.
  • All employees and students reserve the right to seek the assistance of the relevant tribunal or legislative body to assist them in the resolution of any concerns.
  • Managers who fail to take appropriate corrective action when aware of harassment of a person will be subject to disciplinary action.

Definitions

Minor Welfare and Protection – is the means by which Asset Training attempts to preserve the welfare and protect its underage students (minors) through the elimination of any form of harmful harassment.

Examples of Minor Harassment:

  • Intrusive enquires into their private life.
  • Sexual assault.
  • Reference to their sexuality or physical appearance.
  • Obscene, suggestive or offensive communications.
  • Unwanted body touching.
  • Pornographic or offensive posters, handouts or screensavers.
  • Standing too close.
  • Sexual jokes or anecdotes.
  • Excessively lengthy handshakes.
  • Leering or staring.
  • Unwanted brushing against another’s body.
  • Unwanted sexual compliments or excessive flirting.
  • Indecent exposure.

Harassment of a minor is not behaviour, which is based on mutual attraction, friendship and respect.

Responsibility

It shall be the responsibility of the Chief Executive Officer to ensure that the requirements of this policy are complied with. The CEO is to ensure this policy continues to comply with relevant state or federal legislation and shall review this policy on a regular basis.