Policy and Procedure for MOP(S) Act Employees and Parliamentarians

Aim

Under the WHS Act, Parliamentarians, Members of Parliament (Staff) Act 1984 (MOP(S) Act) employees and Finance share the responsibility for eliminating or minimising the risks connected with workplace bullying and harassment. All workers, including Parliamentarians and MOP(S) Act employees, have a duty to take reasonable care that their behaviour does not affect their own health and safety, or that of other persons.

This policy has been developed to provide Parliamentarians and MOP(S) Act employees with up-to-date information to assist them to fulfil their responsibilities to address workplace bullying and harassment by:

  • clarifying what workplace bullying and harassment is and isn’t (Section A);
  • clarifying who has responsibilities for preventing and addressing workplace bullying and harassment within MOP(S)Act employment (Section B):
  • providing advice to Parliamentarians and MOP(S) Act employees on the processes and principles for the handling of formal complaints, investigations and appeals that involve allegations of workplace bullying and/or harassment (Section C): and
  • noting additional information, including some consequences of the unique characteristics of MOP(S) Act employment (Section D).

This policy has been developed having regard to Safe Work Australia’s Guide for Preventing and Responding to Workplace Bullying; and to relevant guidance from Comcare and the Australian Human Rights Commission. Links to these documents, and further information, are provided at Section E.

Who this policy applies to

This policy is provided for Parliamentarians and all staff employed under the MOP(S) Act.  Parliamentarians and Finance have a duty to ensure, so far as is reasonably practicable, the health and safety of volunteers, contractors and others in the workplace who also have the ability to seek recourse through some of the methods detailed in this policy