Work for the Dole Job Seeker Workbook
Work for the Dole (WfD) Job Seeker Workbook
1How to use this workbook
2Overview of the induction meeting
2.1 About you
2.2 About your host
2.3 About your activity
3Your rights, responsibilities and some legal issues
3.1 Respect
3.2 Discrimination
3.3 Sexual harassment
3.4 Bullying
3.5 Victimisation
3.6 Violence
3.7 Health and safety
4Host’s policies & procedures
4.2 Use of social media, mobile phones and other personal devices
4.3 Use of computers and related equipment
4.4 Internet use
5Behaviours and dress
6Drugs, alcohol and smoking
7Ongoing communication
8Host organisation contact details
1.How to use this workbook
The aim of this workbook is as a reference for your induction with your host and is for you to keep. We encourage you to write notes throughout the workbook and have left space for you to do so at the side and at the end.2. Overview of the induction meeting
The induction meeting is to introduce you to your role and the WfD placement at your host organisation, explaining your rights, responsibilities and what to expect during your placement.To help ensure a successful WfD placement, your Host should talk you through the Induction Kit, complete the Induction Checklist with you and answer any questions you have.
The induction should be a conversation, not simply a one-way presentation or lecture. You have the opportunity to ask questions and to ask about any concerns you may have. It is also an opportunity to talk about any aspirations you may have for your future.
2.1 About you
Talk to your Host about:- What you are hoping to get out of your placement.
- Any uncertainties you might have about the activity or your placement.
- Potential challenges or barriers for you in meeting the requirements of the placement, for example, travel to/from work or family commitments.
2.2 About your host
Your host should talk to you about:- Whether it is a not-for-profit, local government authority or other type of organisation.
- Why it exists, its main activities, programs, services or products.
- Who are its clients or customers and other stakeholders.
- Its values and expectations of the people working for it in any capacity.
- The number of people who work in the organisation and who are they (staff, volunteers and other WfD job seekers).
2.3 About your activity
You and your host should talk about:- How your work supports the Host’s purpose.
- The specific or typical tasks you may be required to undertake to complete the activity
- Any training, resources and tools required to undertake the activity.
- Who you might be working with and their respective roles and responsibilities in relation to the activity.
- The limits of your responsibility – what decisions you can (and cannot) make and when you should seek the guidance of your supervisor.
- What constitutes a reasonable workload and your course of action if you are not coping with the workload.
- Your days, hours and place of work.
3. Your rights, responsibilities and some legal issues
All workers, including WfD job seekers, have rights and responsibilities in the workplace. Some of these rights and responsibilities are enshrined in Commonwealth, State or Territory legislation, others are simply good practice. While too much information about legal matters is likely to be overwhelming and more than you need to know to undertake your placement, its useful for you to understand when there is a legal underpinning to your rights and responsibilities.In all instances:
- You, as a job seeker, will be given the same level of protection as paid staff and volunteers. Any job seeker who feels they have been treated inappropriately you are encouraged to raise the issue. For example:
- (where it is possible and safe to do so) you could tell the person responsible for the behaviour that it is unacceptable
- you could raise your concerns with your supervisor, or if the issue is with the supervisor you could raise your concerns with the supervisor’s manager.
- All notifications or complaints by job seekers will be taken very seriously and dealt with in accordance with the relevant policies and procedures of the Host (e.g. Grievance Procedure or Occupational Health and Safety Procedure).
- As the job seeker you also have the same obligation to comply with these legal requirements and good practice standards as paid staff and volunteers. Any form of non-compliant behaviour by you as a job seeker will be viewed seriously and will not be tolerated. If proven, appropriate action will be taken. Depending on the seriousness of the matter, this may include termination of the WfD placement. The Host also reserves the right to notify the police of any conduct that may also be a criminal offence.
3.1 Respect
Everyone is entitled to be spoken to and treated with respect.3.2 Discrimination
Discrimination can include the unfair or unequal treatment of an individual on the basis of one or more of a number of attributes, including:- Age
- Disability
- Industrial activity or inactivity
- Lawful sexual activity
- Physical features
- Parental status or status as a carer
- Gender
- Sexual orientation
- Gender identity
- Marital status
- Religious belief or activity
- Race
- Pregnancy or potential pregnancy
- Breastfeeding
- Political belief or activity
- Personal association with a person who is identified by reference to any of the above attributes
- Making a reasonable request for information about employment entitlements (employment activity).
3.3 Sexual harassment
Sexual harassment is:- An unwelcome sexual advance.
- An unwelcome request for sexual favours.
- Any other uninvited, unwelcome behaviour of a sexual nature in circumstances in which a reasonable person would have anticipated that the other person would be intimidated, humiliated or offended.
3.4 Bullying
Bullying is repeated, unreasonable behaviour directed toward an individual or group of people that creates a risk to health and safety. Bullying may be intentional or unintentional. Such behaviour can be carried out in person, by email, text, social media or other means, and may extend beyond normal work hours. Some example of bullying include:- Abusive or aggressive behaviour.
- Belittling or humiliating comments.
- Teasing or practical jokes.
- Spreading malicious rumours.
- Pressuring someone to behave inappropriately.
- Excluding someone from work-related events.
- Allocate work and set performance goals, standards and deadlines.
- Inform and warn job seekers about unsatisfactory work performance or inappropriate behaviour.
3.5 Victimisation
Victimisation is subjecting (or threatening to subject) a person to any detriment because that person (or a person associated with that person) has exercised (or intends to exercise) their rights under equal opportunity laws or the Host’s grievance procedure.3.6 Violence
Violence is behaviour (often with criminal implications) that recklessly or intentionally causes injury or potential injury to another person, or conduct endangering life. It can be a single, opportunistic or random event or it can be ongoing, persistent and/or premeditated. It can be perpetrated by individuals within or outside the Host.3.7 Health and safety
The Host’s responsibilitiesWorkplace health and safety must be taken very seriously. It is the responsibility of all Hosts to provide and maintain (so far as is practicable) a working environment that is safe and without risks.
Job seeker responsibilities
The Host seeks cooperation from you to create a safe working environment
Your Host will explain the organisation’s specific policy in this area.
4.Host’s policies & procedures
In addition to your rights and responsibilities, most Host organisations will have policies and procedures you will be required to follow that relate to the specific requirements of the Host. Your Host will discuss these with you.4.1 Use of social media, mobile phones and other personal devices
You should not access your own personal device during prescribed work hours, except during breaks.4.2 Use of computers and related equipment
Any computers and related equipment will be provided to enable the job seeker to fulfil their role efficiently and effectively. All equipment should be used responsibly, legally and for its intended purpose and, as a general rule, should not be used for personal use, unless express permission is given by the job seeker’s supervisor.4.3 Internet use
The host has a right to monitor internet or email activity occurring on their system and that inappropriate use of the internet or email may result in disciplinary action or (in the case of gross misconduct, such as accessing pornography) immediate termination of the job placement and notification of the jobactive provider. In the case of criminal conduct, the police will be notified.5. Behaviours and dress
A certain standard of behavior is expected of all paid staff, volunteers and WfD job seekers in the workplace. Appropriate behaviours include:- Creating positive relationships/interactions with others in the workplace.
- Behaving ethically and lawfully.
- Respecting the confidentiality of information gained in the course of the activity.
- Respecting the privacy of others.
- Using appropriate language (no swearing, or making sexist, racist or discriminatory comments)
- If you are unable to attend your activity you should call your jobactive provider and Host Organisation ahead of time to let them know why.
- If you have a valid reason for non-attendance your jobactive provider will record this and no further compliance action may be taken.
- Your jobactive provider will discuss with you the options available to make up any (if required) hours you may have missed in your activity.
- If you do not have a valid reason for non-attendance, your jobactive provider will record this and may apply the job seeker compliance framework, including reporting the non-attendance to the Department of Human Services.
- Using prescribed drugs according to the guidelines in section Six (6) - Drugs, alcohol and smoking.
- Arriving at the activity sober and not using alcohol or illicit drugs at work. (See the next part of this section entitled Drugs, alcohol and smoking.)
- Adhering to smoking/no smoking requirements (including breaks, where/when smoking is allowed or prohibited)
- Handling money according to organisational policy.
- Eating and drinking in designated areas. Review Host requirements regarding, for example, eating at the desk or in public areas, drinks near computer keyboards, etc.
- Observe principles of courtesy, fairness, equity and sensitivity in all dealings
- Behave with due regard to duty of care in all relationships and dealings with others
- Observe the rights of all colleagues and members to respect, dignity, privacy, and protection from harm or abuse
- Behave in accordance with Host policies, processes and guidelines and keep up to date with changes that may occur from time to time. The Host will ensure that all staff and job seekers are notified of changes to policy, process or guidelines as changes occur
- Not harass or make sexual advances towards others. (Please see section 5 Rights and legal issues.)
- Not engage in unlawful discrimination or harassment, bullying or violence against anyone in dealings on behalf of the Host. (Please see section 5 Rights and legal issues.)
- Wearing a uniform or protective/safety clothing and footwear if required for the activity or a particular task
- Dressing appropriately for the weather if working outdoors
- Ensuring clothes are clean, neat and in keeping with the standards set by your Host
- Ensuring footwear is clean and appropriate for the activity. Identify the type of footwear that should not be worn in the workplace, for example, thongs
- Makeup being minimal or as required for the activity
- Ensuring hair is clean and neat. For some tasks (food handling, use of equipment, etc.) hair may need to be tied back or in a hairnet
- Trimming and washing facial hair
- Maintaining personal hygiene with regular washing and use of deodorant. Teeth being cleaned.
- Wearing a name badge if is provided and required by the Host
6. Drugs, alcohol and smoking
It is the responsibility of all staff, including job seekers, who are taking a prescribed medication to:- Take that medication in accordance with its intended use
- Be aware of any possible side-effects related to the taking of that drug
- Advise their supervisor if the drug or its side-effects are likely to impact their ability to do their job.
Smoking is prohibited on the Host’s premises* and all job seekers must observe the no smoking policy at all times. A breach of this policy may result in the Host taking disciplinary action.
* Your Host will explain the organisation’s specific policy in this area.
7. Ongoing communication
Frequent catch-ups are important, particularly at the beginning of your placement, when you may need more guidance and support. This is an opportunity to share with your host what has gone well and to be honest with what could have gone better.8. Host organisation contact details
Your Host will provide you with the organisation’s contact details, in the event you should you need them. / NotesNotes
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