MOP(S) Act Employees Responsibilities

MOP(S) Act employees:
  • discharge duties under WHS legislation
  • take reasonable care for health and safety within the workplace
  • undertake induction and training offered by Finance
  • act early to prevent situations escalating
  • report bullying and harassment hazards and incidents.

MOP(S) Act employees must:

Discharge their duties under WHS legislation

To discharge his or her own duties as a worker, each MOP(S) Act employee must, while at work:

  • take reasonable care for his or her own health and safety
  • take reasonable care that his or her acts or omissions do not adversely affect the health and safety of other persons
  • comply, so far as is reasonably practicable, with any reasonable instruction given by their employing Parliamentarian or authorised officer
  • be familiar with, and comply, so far as is reasonably practicable, with this policy.

MOP(S) Act employees should:

a.  Take reasonable care for his or her own health and safety:

  • know how to report bullying and harassment risks, and report them promptly if identified
  • comply, so far as is reasonably practicable, with their employing Parliamentarian’s reasonable expectations regarding workplace behaviour and performance
  • as soon as is practicable, to minimise the risk of the situation escalating:
    • attempt to resolve any conflict between themselves and another person within the workplace using an early intervention approach
    • clarify any ambiguity about duties or workplace performance, with the employee’s immediate supervisor or the Parliamentarian;
    • discuss any expectations within the workplace that appear unreasonable
    • challenge unacceptable behaviour by another person within the workplace
  • engage in consultation on matters that may affect his or her health or safety, including psychological health or safety
  • know who the Health and Safety Representatives are for their work group
  • know who the Staff Assistance Officers are for their work group
  • ensure that he or she:
    • undertakes induction into the workplace, including WHS induction;
    • undertakes bullying and harassment awareness training offered by Finance and/or Comcare
    • knows how to access the WHS resources on the Ministerial and Parliamentary Services website
    • is aware of services available under the Employee Assistance Program (EAP):
      • The EAP can be accessed by MOP(S) Act employees affected by personal or job related problems. These may be work‑related, health, family, financial or emotional concerns.
      • Generally, all EAP counselling services are confidential. No identifying information is provided to Finance, your employing Parliamentarian or your colleagues unless you request it. The exceptions to this are:
        - with consent by the client
        - where there is a risk to the safety of the client or others
        - to comply with statutory duties (for example mandatory reporting), or
        - to comply with a court order or subpoena.
      • The EAP is available 24 hours per day, seven days per week.
Refer to Employee Assistance Program provider.

b.  Take reasonable care that his or her acts or omissions do not adversely affect the health and safety of other persons:

  • ensure that he or she understands the information on bullying, harassment, discrimination and workplace violence set out in this policy
  • ensure that he or she does not bully, harass, discriminate against or act violently towards any person in the workplace
  • make it clear, where it is safe to do so, that he or she does not support behaviour involving workplace bullying, harassment, discrimination or violence;
  • take responsibility for their own behaviour, including assessing any risks that their behaviour may adversely affect the health and safety of other persons
  • report any incident involving workplace bullying, harassment, discrimination or violence, in accordance with this policy, as soon as practicable.