Page 2499 - Week 07 - Wednesday, 1 August 2018
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(e) ACT Health has a range of measures in place to support staff, including:
(i) training programs to educate staff on respectful workplace behaviours and educate managers on how to manage complaints of inappropriate behaviour;
(ii) avenues for staff to raise incidents of bullying and harassment, which include raising concerns with their Senior Manager, People and Culture (HR), Employee Services and through the electronic internal incident reporting mechanism;
(iii) an established network of over 85 Respect Equity and Diversity (RED) Contact Officers for all professions;
(iv) rigorous processes for investigating bullying appropriately and independently in line with the requirements of ACT Health Enterprise Bargaining Agreements and the Public Sector Management Act 1994, which all ACT Health and ACT Government employees are required to adhere to and ensures the employee against who the allegation has been made is provided the opportunity to respond;
(v) ensuring the employee against who the allegation has been made is provided with natural justice and procedural fairness in the process when given the opportunity to respond;
(vi) suitable support programs for staff that have made allegations of workplace bullying through the Employee Assistance Program; and
(vii) the Quality Strategy launched in March 2018 which has been designed to ensure staff, patients and families have mechanisms for providing feedback about patient care to drive a positive culture of continuous improvement and to improve outcomes for patients;
(f) ACT Health is undergoing organisational change by separating into two organisations, one delivering frontline health services, the other strategic policy and planning, which has been providing opportunities for staff to be consulted and engaged in helping to develop the details on the new structure; and
(g) Calvary Public Hospital Bruce also has a policy of zero tolerance towards bullying and takes any allegations of bullying seriously through:
(i) internal and external reporting mechanisms available for staff, volunteers and patients;
(ii) investigating reported matters in accordance with Calvary’s policy and procedures, Code of Conduct, relevant industrial agreements and natural justice;
(iii) executive leadership and staff orientation programs encouraging a culture of positive interactions by making expectations clear to all staff about appropriate behaviour; and
(iv) supporting the WorkSafe ACT independent investigation of Calvary’s bullying and harassment allegations; and
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