Workplace Contact Officers (WCOs) are a good point of contact to find out who is best to talk to for your situation. To report discrimination or harassment in our workplace or seek support, employees can speak with their principal or manager or the Employee Conduct Branch External Link. ![]() Managers and principals are required to ensure that the Equal Opportunity and Anti-Discrimination Policy, legislation and supporting principles and practices are integrated into appropriate workplace plans and activities. All Department employees are required to comply with the legislation and the Department's policy. The Department's Equal Opportunity and Anti-Discrimination Policy sets out the rights and responsibilities of employees and the Department in relation to equal opportunity. Other relevant Victorian laws are the Charter of Human Rights and Responsibilities Act 2006 and the Racial and Religious Tolerance Act 2001.Īt the Commonwealth level, there is a range of legislation that provides for equal opportunity including the Fair Work Act 2009, the Racial Discrimination Act 1975, the Sex Discrimination Act 1984, the Disability Discrimination Act 1992 and the Age Discrimination Act 2004. In Victoria, the main legislation which makes it unlawful to discriminate is the Equal Opportunity Act 2010. ![]() Discrimination is treating, or proposing to treat, someone unfavourably or bullying them because of a personal characteristic protected by law.Įqual opportunity law aims to promote everyone's right to equal opportunities, eliminate, as far as possible, discrimination, sexual harassment and victimisation and provide redress for people whose rights have been breached. Equal opportunity means that every person can participate freely and equally in areas of public life such as in the workplace, in education or in accessing goods and services. As an equal opportunity employer, the Department is committed to providing safe, inclusive and respectful workplaces which are free from discrimination and harassment.
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