Page 2121 - Week 07 - Wednesday, 6 August 2014
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The RED framework has provided a foundation to support an ongoing dialogue about workplace behaviour. It contains many valuable elements, including the respect at work policy, the preventing work bullying guidelines, the open door protocol guidelines and employment strategies for Aboriginal and Torres Strait Islander people and people with disability. It remains in operation across the public service, and is currently being reviewed to assess its currency in the contemporary environment and options for future development.
The ACT public service code of conduct also provides for appropriate workplace behaviour. The code of conduct was launched in 2012, and it is founded on the ACT public service values of respect, integrity, collaboration and innovation and the 10 signature behaviours that all people employed under the act are expected to demonstrate day to day. The way in which an individual demonstrates behaviours consistent with the code will vary depending on the work they do, so it is not deliberately prescriptive or compliance focused. Instead, it provides guidance and examples of good behaviour.
Further, in relation to our enterprise agreement framework, flexible work arrangements are formalised in our enterprise bargaining agreements to protect the rights of workers, both men and women, to access flexible working arrangements to care for children and other members of their families. For example, section E of the ACT public service administrative and related classifications enterprise agreement 2013-17 outlines flexible working arrangements and employee support. Provisions under section E13 of that agreement relating to nursing mothers provide:
E13.1 Employees who are breastfeeding will be provided with the facilities and support necessary to enable such employees to combine a continuation of such breastfeeding with the employee’s employment.
E13.2 Where practicable the Directorate will establish and maintain a room for nursing mothers. Where there is no room available another appropriate space may be used.
E13.3 Up to one hour, per day/shift, paid lactation breaks that are non-cumulative will be available for nursing mothers.
Further, section E15.1 provides arrangements to:
…enable a pregnant employee to be transferred to an appropriate safe job during their pregnancy or enable them to be absent from their workplace if an appropriate safe job is not available.
Under these agreements, there has been a change in the calculation of payment for the period of paid maternity leave. The calculation is now based on the average weekly hours worked by the employee in the 12 months before the period of paid maternity leave commenced. Previously, the rate of pay was calculated based on the hours the employee was working immediately before the maternity leave.
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