Waves Resilience Policies
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Child Safety Policy
PURPOSE
At Waves Resilience we believe that every child regardless of gender, race, country of origin, socio-economic status, or religious belief, has the right to be safe, be respected, be protected, be valued, be seen, and be heard. Our policy guides staff, volunteers and students on how to honour and fulfil these beliefs and rights with children and youth connected to our business.
Waves Resilience is committed to encouraging Workers, Volunteers, Children, Carers or Community Members to raise any concerns or provide their views on the well-being of children engaged with Waves Resilience including any perceived risks to a child's safety or signs of abuse or harm.
1.1 AIMS
The Policy aims to ensure Waves Resilience is a child safe business by:
providing a safe, inclusive and respectful environment for all children involved in our programs
proactively preventing child abuse
ensuring all parties are aware of their responsibilities in protecting children from harm
providing guidance to staff/volunteers/contractors as to interventions required when abuse is suspected within or outside the business
1.2 DEFINITIONS
Child means a person below the age of 18.
Child protection means any responsibility, measure or activity undertaken to safeguard children from harm.
Child Abuse and Neglect is maltreatment of a person under the age of 18 years. It is the result of action or inaction on the part of a person who has responsibility to care for a child resulting in harm or injury to the child. The harm may include delayed physical and/or intellectual development. The maltreatment experienced is normally described in five categories. Each category of maltreatment is described by a range of indicators.
Physical abuse ‐ occurs when a child has experienced severe and/or persistent ill‐treatment. It can include, but is not limited by injuries such as cuts, bruises, burns and fractures caused by a range or acts including beating, shaking, illicit administration of alcohol and other drugs, attempted suffocation, excessive discipline or physical punishment.
Emotional abuse is a sustained, repetitive, inappropriate, ill treatment of a child or young person through behaviours including threatening, belittling, teasing, humiliating, bullying, confusing, ignoring and inappropriate encouragement. Children who have been emotionally abused are likely to have a reduced capacity to experience a range of emotions, to express emotion appropriately and to modulate their emotional experience. Children who have been emotionally abused are likely to be fearful, withdrawn and/or resentful, distressed and despairing.
Sexual abuse covers a wide range of behaviour or activities that expose or subject a child to sexual activity that is exploitative and/or inappropriate to his/her age and developmental level. These behaviours include observation or involvement with inappropriate fondling of a child’s body, making a child touch an adult’s genitalia, showing pornographic material or sexual acts to a child, and sexual penetration of the child. Harm from sexual abuse may include significant emotional trauma, physical injury, infections and impaired emotional and psychological development.
Psychological abuse is the sustained, repetitive, inappropriate, ill treatment of a child or young person through behaviours including threatening, isolating, neglecting, discrediting, misleading, disregarding, ignoring and inappropriate encouragement. This abuse damages a child’s intellectual faculties and processes, including intelligence, memory, recognition, perception, attention, imagination and moral development. Children are likely to feel worthless, flawed, unloved, unwanted, endangered or only of value in meeting another’s needs.
Neglect is the failure of a parent/caregiver to provide a child with the basic necessities of life. These include adequate supervision, adequate food or shelter, suitable clothing, effective medical, therapeutic or remedial care and emotional security. Neglect can be acute, chronic or episodic, and can result in detrimental effects on the child or young person’s social psychological, educational or physical development and/or physical injury. Neglect should be considered in the context of physical, emotional or psychological abuse.
Cultural Safety is an environment that is safe for people: where there is no assault, challenge or denial of their identity, of who they are and what they need. It is about shared respect, shared meaning, shared knowledge and experience, of learning, living and working together with dignity and truly listening.
Staff means anyone who works or volunteers for the Business: be they contractor, regular or otherwise.
1.3 SCOPE OF THE POLICY
This policy applies to all members of the Waves Resilience Community. This includes all staff of Waves Resilience, volunteers, work experience students, individual contractors and consultants, supporters, partners and sponsors. It covers information about the process of recognising and reporting child abuse, sexual abuse or neglect.
Part 2: POLICY
2.1 CHILD SAFE COMMITMENT, RECRUITMENT, SELECTION AND STAFF SUPERVISION
Waves Resilience is committed to encouraging Workers, Volunteers, Children and Carers to raise any concerns or provide their views on the well-being of children engaged with Waves Resilience including any perceived risks to a child's safety or signs of abuse or harm.
Waves Resilience will:
regularly survey and talk to children and carers about child-safety matters including informing children about relevant government and non-government services available to them
provide a copy of our Child Safe Policy and Framework upon request by external community members
provide Carers with a contact from Waves Resilience who is available to speak with them or to facilitate speaking with their children at any time during the operating hours of the business
2.1 In the event that Waves Resilience is recruiting via job advertisements:
2.1.1 All job advertisements will refer to Waves Resilience’s commitment to safeguarding children and young people and reference this policy.
2.1.2 All recruited staff will be required to read, agree to and sign the Child Safe Code of Conduct and other related Policies.
2.1.3 All potentially successful applicants (staff and volunteers) will be asked whether they have ever been a subject of an employer investigation or been charged with a criminal offence involving children, violence, drug dealing or dishonesty.
2.1.4 A minimum of two reference checks are to be conducted for all applications who are being considered for employment before they are contracted. These should not be written references. Referees should be contacted via telephone. The results of these are to be documented and evaluated prior to any employment voluntary or paid.
2.2 WORKING WITH CHILDREN CHECK & POLICE CLEARANCE
It is a legal requirement under the Child Protection (Working With Children) Act 2012 that any person working with children must have a WWCC Clearance.
All employees and volunteers whose roles involve direct contact with children and/or young people as part of their role with Waves Resilience are required to obtain a Working With Children Check (WWCC). If for any reason a WWCC Clearance number has been refused, the individual cannot work with children and/or young people and will be removed from all roles at Waves Resilience that require direct contact with children and young people.
It is the responsibility of the individual to ensure that their WWCC is valid and renewed when necessary.
The status of current staff’s Working With Children Checks will be monitored annually by the Team Leader.
Waves Resilience will maintain a database of all employees and volunteers who work directly with children and young people. The information held on the database will include the individual’s full name, aliases, date of birth, WWCC Clearance number, WWCC date of expiry, information provided in statutory declarations, and any other relevant information. This information will be stored confidentially in line with privacy requirements.
Prior to commencing employment, all Waves Resilience employees are required to provide a current Working with Children Check in accordance with the Working With Children legislation, as well as a National Police Clearance issued within three months.
Exclusions from employment findings on a police check may include criminal histories of:
child abuse
child/adult sexual abuse or assault
violence
child pornography or internet offences involving children
an undeclared criminal record of any sort
misleading or dishonest information
Other areas of concern may be:
substance abuse
major dishonesty
An applicant should not be automatically excluded from a position on the basis of having a criminal record. They may include charges for criminal activities that do not necessarily pose a risk to children eg shoplifting. Important factors to take into account are:
the nature of the offence in relation to the nature of the position being offered
the length of time since the offence took place, as well as the age at which it was committed
whether there is evidence of an extended criminal history
severity of punishment imposed ie whether they were convicted, found guilty etc
An applicant should have the opportunity to present a case as to their suitability regarding the above.
2.3 INDUCTION
All new staff and contractors are to participate in formal induction within 30 days of their appointment and are provided with access to documentation outlining Waves Resilience’s policies and operating procedures including this Policy as well as the Waves Resilience Child Safe Code of Conduct.
All new staff members and volunteers, during their induction, are also made aware of the risk of child abuse, indicators of child abuse and mandatory notification obligations and responsibilities.
2.4 PROFESSIONAL STANDARDS
Whilst employed, engaged or representing Waves Resilience, all individuals will adhere to these principles:
Treat all children and young people with respect regardless of race, skin colour, sex, language, disability, religion, political or other opinion, national, ethnic or social origin, property, birth or other status.
Provide a welcoming, inclusive and safe environment for all children, young people, parents/guardians, community members, personnel, associates and representatives of Waves Resilience.
Report all concerns and issues to the Team Leader.
Communicate clearly and undertake all tasks in an honest and transparent manner.
Exercise caution in using institutional authority. Positions of authority are not to be used for abusive, exploitative, intimidating, or manipulative purposes.
Maintain professional relationships and clear social boundaries with children and young people.
Abide by the Waves Resilience Child Safe Code of Conduct (Attachment 1)
2.5 CONFIDENTIALITY
Waves Resilience staff who have access to information regarding suspected or disclosed child abuse have a clear obligation to observe appropriate confidentiality in relation to the entire matter and an obligation to ensure that this information is kept secure and not communicated beyond mandatory reporting and staff reporting processes.
2.6 PROTOCOLS
It should be noted that it is the policy of Waves Resilience that:
Staff members do not contact students directly on their personal mobile devices or other direct communication channels without the knowledge and permission of the child’s parent/guardian and this communication must be strictly restricted to practical elements of Waves Resilience programs i.e. asking whether the child/young person wants to attend a Waves Resilience training session, relaying times, what to bring, how to download their app etc. This communication should also be made with parents/guardians at the same time.
Staff members do not use their private vehicles to transport participants without the permission of the child’s parent/guardian
Staff members do not invite children into their homes
Staff members do not visit children inside their homes without the permission of the child’s parent/guardian
Part 3: PROCEDURES (These are also documented in the Child Safety Framework, which contains more detail and should be read and implemented together with this policy.)
3.1 RECOGNITION AND SUSPICION OF ABUSE OR NEGLECT
A child or young person may disclose information about abuse or neglect, either privately or publicly. A staff member/volunteer may perceive there is a concern or believe they have evidence of abuse or neglect.
The staff member/volunteer may confidentially consult with another staff member/volunteer before they make the formal notification to the Team Leader
Confidentiality is paramount, and the staff member/volunteer must not investigate child abuse or neglect matters.
3.2 REPORTING ABUSE OR NEGLECT
3.2.1 A staff member/volunteer who observes or becomes aware through a child’s disclosure of physical, emotional or psychological abuse or neglect must report concerns to the Team Leader.
3.2.2 A young person or child who becomes aware of physical, emotional or psychological abuse or neglect of a child must report to a staff member or volunteer who will then report the concerns to the Team Leader.
DISCLOSURE IN PRIVATE
3.3.1 If a child or young person discloses a situation of abuse to a staff member/volunteer, their role is to reassure and support the child or young person in their decision to disclose. They must assure the child or young person that they have a right to feel safe.
DISCLOSURE IN PUBLIC – PROTECTIVE INTERRUPTION
It is possible that a child or young person may start to disclose in a class or with a group of other students. If disclosure begins in a public arena, it is important to use the strategy of protective interrupting.
ALLEGATION AGAINST A STAFF MEMBER OR VOLUNTEER
In the event that allegations are made against a Waves Resilience staff member or volunteer, the business is required to immediately suspend that person from all activities involving the direct supervision of, and/ or direct contact with, children and young people.
Reinstatement of a staff member or volunteer may only occur after any and all allegations against that person have been dismissed or cleared to the satisfaction of the Team Leader of Waves Resilience and any authorised interveners involved in investigations.
In the event that the allegations are made against the Team Leader, all activities of the Business will cease. Consultation will be made with the Supervisory Group of Waves Resilience who can, if necessary, manage any necessary communications and procedures at their expert discretion.
The Supervisory Group is made up of experienced workers who have agreed to take the above responsibilities and to manage communications if the business owner is incapacitated. This group is made up of between 2 and 3 person’s experienced in working with children in child focused services. The make up of the Supervisory Group may change from time to time. The names of the Supervisory Group are published on the Waves Resilience website.
REPORTING FOLLOWING A DISCLOSURE
Once disclosure has been made, the staff member/volunteer needs to determine the child or young person’s immediate need for safety and to consider the emotional state of the child or young person. The staff member needs to:
Ensure the child is safe in the immediate future
Refer the matter to the Team Leader as soon as possible
DOCUMENTATION
4.1 At the earliest opportunity (within 24 hours) the staff member/volunteer must fill out a Child Safety Incident Report (see attachment 2) about the incident including dates, the nature of the indications or disclosure, and action taken. These should be placed in a sealed envelope marked “Confidential ‐ Child Protection.” The Team Leader will ensure that any records made while waiting for initial concerns or suspicions to be supported, remain confidential.
4.2 DOCUMENTATION Responsibilities
4.2.1 Team Leader responsibility:
Once the staff member/volunteer has reported the situation further action rests with the Team Leader who will:
Assess the report, obtained from the staff member, volunteer or external party and gather correct and concise information and statements from staff. The DCJ offer an anonymous “Decision Tree” resource to determine next steps.
Contact Department of Communities and Justice (DCJ) Contact parent or parents, (if advised by the Department) Place the report in a secure place.
Adhere to appropriate record keeping:
In accordance with the 2019 General retention and disposal authority: administrative records ensure reports are archived in a safe and secure location for at least 30 to 40 years after action completed or until expiry of statutory limitation periods, whichever is longer.
Ensure that processes have been adhered to in an honest and transparent manner, while also providing protection to all involved in the process.
If allegations of reportable conduct arise, the allegation and actions taken need to be documented in detail. It is necessary to always be mindful of confidentiality and privacy requirements and only disclose the information to relevant authorised persons.
All information is to be documented accurately and in an objective manner. All documents need to be signed and dated.
DEBRIEFING
5.1 It is imperative for staff member/volunteer’s well‐being that after a disclosure, she or he seeks an opportunity to talk to somebody as soon as possible. The Team Leader is the most suitable person, however, if staff prefer to debrief with someone else, they must be mindful that the issues of confidentiality are paramount to protect the child or young person.
6 MANAGEMENT OF EXTERNAL PARTIES
6.1 It is extremely important that staff or volunteers are mindful of the damage that can be caused through gossip and innuendo.
6.2.1 Waves Resilience staff members/volunteers are advised to not inform parents that their child/ren have been maltreated. It is recommended that officers of the DCJ undertake this task as they are trained and experienced in dealing with these situations and any questions the family may have.
6.2.2. Details which would identify the alleged perpetrator, or the children and young people involved in allegations, should not be disclosed to parents of other children attending Waves Resilience activities. Discuss any plans to advise parents of these concerns with DCJ before you take this action.
6.2.3. Staff who are not immediately involved in the allegation may need to be informed that an allegation has been made. Unless staff are briefed, they will not be aware what procedures Waves Resilience is implementing and will not be able to respond appropriately to parent concerns and other issues as they arise.
6.2.4. Staff directly involved in the supervision of the person or involved in providing care to the child/ren affected by the maltreatment may need additional information to enable them to fulfil their duties.
6.2.5. The decisions of what to tell staff and when to tell them needs careful consideration to ensure confidentiality is maintained and any investigations are not compromised. Staff should consult with the Board, if they are involved in the investigation, before providing information to staff.
6.2.6. Children and young people who have been maltreated may be traumatised or develop behaviours that require additional support. It is important that staff are aware of these issues and monitor the children’s behaviour. The DCJ can assist Waves Resilience staff attend to the needs of these individual children and young people.
6.2.7. Allegations of maltreatment against a staff member of a service will normally cause strong responses from other staff members. These may include:
Loyalty to the colleague who is the alleged perpetrator.
Disbelief and/or anger towards the child and/or the investigating authorities.
Disgust at the idea that a child in their care could be maltreated.
Confusion and mixed loyalties to the child/ren and the staff member.
Fear that an accusation could be made against them.
Sense of failure for not protecting children in their care.
It is important that during and after an investigation of maltreatment, staff have an opportunity to be debriefed to enable them to deal with these emotions.
6.2.8. Allegations of maltreatment in a children’s service are contentious and extremely emotional and may attract media attention. The Supervisory Group will advise and assist at their professional discretion.
7 INDICATORS OF POSSIBLE CHILD ABUSE AND NEGLECT- Refer to Waves Resilience Child Safety Framework Document
8 MONITORING OF POLICY
This Safeguarding Children and Young People policy is evaluated on annual basis by the Business owner/Team Leader. Staff are advised of revisions and updates to the policy and it is their responsibility to be aware of all changes.
We are guided by legislation, standards and principles including:
The 10 Child Safe Standards as set out by NSW Government Office of the Children’s Guardian and informed by the Royal Commission into Institutional Responses to Child Sexual Abuse, drawing on its findings, research and consultation about what makes businesss child safe.
The 11 Principles of the Australian Children’s Commissioners and Guardians (ACCG) Principles for Child Safety in Organisations.
Waves Resilience welcomes feedback on its policies and practice and will ensure feedback is analysed to inform continuous improvement.
Waves Resilience Policies including the Child Safety Policy will be published on the Waves Resilience website.
9 BREACH OF POLICY
If staff members or volunteers breach this policy they may be subject to disciplinary actions.
10. Risk Management
10.1 Review Child Safety Risks annually via reviewing this policy and it’s implementation.
10.2 Contact with children is to be conducted in visible places, usually at the beach and in open public places.
10.3 When a child is being transported alone in a vehicle by staff, the staff person will use their phone to make a screen recording (video and audio) of themselves in the interior of the car. They do not need to include the child in the recording. Staff will have a conversation with the child about the importance of children’s safety and all individuals and organisations being accountable to manage and monitor risks to children’s safety and that this is the reason for the making of the recording, which will be kept confidential.
10.4 Children can be accompanied by parents or guardians at anytime and this is welcomed and parents/guardians can also participate in Waves Resilience activities and counselling/mentoring sessions.
10.5. Refer to Waves Resilience Risk Register for more risk management connected to the program.
Attachment 1
Waves Resilience | CHILD SAFE CODE OF CONDUCT
All paid and unpaid staff, including volunteers, interns or trainees of Waves Resilience are responsible for the safety and wellbeing of children and young people who engage with Waves Resilience. All paid and unpaid staff are expected to act in accordance with this Code of Conduct in their physical and online interactions with children and young people under the age of 18 years.
I will:
Act in accordance with Waves Resilience’s child safety and wellbeing policies and procedures at all times.
Behave respectfully, courteously and ethically towards children and their families and towards other staff.
Listen and respond to the views and concerns of children, particularly if they communicate (verbally or non-verbally) that they do not feel safe or well.
Promote the human rights, safety and wellbeing of all children in Waves Resilience.
Demonstrate appropriate personal and professional boundaries.
Consider and respect the diverse backgrounds and needs of children.
Create an environment that promotes and enables children’s participation and is welcoming, culturally safe and inclusive for all children and their families.
Involve children in making decisions about activities, policies and processes that concern them wherever possible.
Contribute, where appropriate, to Waves Resilience policies, discussions, learning and reviews about child safety and wellbeing.
Identify and mitigate risks to children’s safety and wellbeing as required by Waves Resilience’s risk assessment and management policy or process.
Respond to any concerns or complaints of child harm or abuse promptly and in line with Waves Resilience’s policy and procedure for receiving and responding to complaints.
Report all suspected or disclosed child harm or abuse as required by New South Wales and federal legislation and by Waves Resilience’s policy and procedure on internal and external reporting.
Comply with Waves Resilience’s protocols on communicating with children.
Comply with state and federal legislation and Waves Resilience’s policies and procedures on record keeping and information sharing.
I will NOT:
Engage in any unlawful activity with or in relation to a child.
Engage in any activity that is likely to physically, sexually or emotionally harm a child.
Unlawfully discriminate against any child or their family members.
Be alone with a child unnecessarily.
Arrange personal contact, including online contact, with children I am working with for a purpose unrelated to Waves Resilience’s activities.
Disclose personal or sensitive information about a child, including images of a child, unless the child and their parent or legal guardian consent or unless I am required to do so by Waves Resilience’s policy and procedure on reporting.
Use inappropriate language in the presence of children, or show or provide children with access to inappropriate images or material.
Work with children while under the influence of alcohol or prohibited drugs.
Ignore or disregard any suspected or disclosed child harm or abuse.
If I think this Code of Conduct has been breached by another person at Waves Resilience I will:
Act to prioritise the best interests of children.
Take actions promptly to ensure that children are safe.
Promptly report any concerns to the Team Leader at Waves Resilience.
Follow Waves Resilience’s policies and procedures for receiving and responding to complaints and concerns.
Comply with state and federal legislation if relevant, and with Waves Resilience’s policy and procedure on internal and external reporting.
I agree to abide by this Code of Conduct during my employment with Waves Resilience.
I understand that breaches of this Code of Conduct may lead to disciplinary action or termination of my employment with Waves Resilience.
......................................................................... Signature
......................................................................... Full Name
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Date
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CHILD SAFETY FRAMEWORK
Waves Resilience
Waves Resilience is committed to encouraging workers, volunteers, children, young people, carers or community members to raise any concerns or provide their views on the well-being of children engaged with Waves Resilience including any perceived risks to a child's safety or signs of abuse or harm.
This document outlines a framework for Waves Resilience’s Child Safety Policy requirements and provides guidance for its implementation.
The purpose is to protect children and young people from the risk of harm and abuse, and support Waves Resilience staff and volunteers in their work with children and young people to understand and implement due diligence in situations that involve identifying and/or reporting child safety concerns.
1. RECOGNITION OR SUSPICION OF CHILD SAFETY CONCERNS
All incidents disclosures or suspicions of harm are to Waves Resilience are taken seriously and actioned immediately.
A disclosure or suspicion can often arouse strong feelings in the person to whom the disclosure or observation is being made. Such reactions may include shock, anger and helplessness. It is important for the staff member/volunteer to be aware and in control of these feelings and ensure that they are dealt with following the disclosure.
A staff member/volunteer is never responsible for investigating his or her suspicions or the child or young person’s disclosure and the minimum amount of information is to be collected. Other agencies or individuals have this responsibility.
If a child or young person discloses harm, only ask open questions to confirm the need to report the matter. Waves Resilience employees/volunteers should avoid asking probing questions as this could cause distress, confusion and interfere with any later enquiries.
For instance, Waves Resilience employees/contractors/volunteers should ask non- leading questions such as “What happened then?” or “Can you tell me about that?”, as opposed to leading questions such as “Did X touch you?”
1.1 DISCLOSURE IN PRIVATE
If a child or young person discloses a situation of abuse to a staff member/volunteer, their role is to reassure and support the child or young person in their decision to disclose. They must assure the child or young person that they have a right to feel safe.
It is not easy for a child or young person to disclose abuse or neglect as they may previously have been coerced, bribed or threatened into secrecy. They may need repeated reassurance that they are believed and that it was right to tell.
Sometimes a child or young person will try to elicit a promise that the staff member/volunteer not tell anyone about the disclosure. Do not make this promise. If this happens it is important to explain that you have concerns about their safety and that you have to take action to ensure that they will be protected from further abuse.
1.2 DISCLOSURE IN PUBLIC – PROTECTIVE INTERRUPTION
It is possible that a child or young person may start to disclose in a class or with a group of other students. If disclosure begins in a public arena it is important to use the strategy of protective interrupting:
acknowledge that you have heard the child or young person and stop them disclosing any further, be supportive and gently indicate that they may want to talk to you about it in a more private situation
quietly arrange to see the child or young person as soon as possible, away from other students
do not allow other children or adults to ask questions or make judgments
A staff member/volunteer’s role is to listen actively to what the child or young person is saying but not push for details.
1.4 SUSPICIONS OF CHILD SAFETY CONCERNS
Waves Resilience employee/volunteers may have ‘reasonable grounds’ to suspect harm if:
Someone else, for example, another child or young person, a parent, or a staff member, tells Waves Resilience employees/volunteers that harm has occurred or is likely to occur
A child or young person informs Waves Resilience employees/volunteers they know someone who has been harmed. (It is possible the child may be referring to themselves)
Waves Resilience employees/volunteers are concerned at significant changes in the behaviour of a child or young person, or the presence of new unexplained and suspicious injuries, and/or
Waves Resilience employees/volunteers witness the harm occurring. If this is the case, intervene immediately, provided it is safe to do so. If it is unsafe, call the police.
1.5 INDICATORS OF POSSIBLE CHILD ABUSE OR NEGLECT
The following list of indicators of child abuse and neglect should be used as a guide only and are not exhaustive but contain those indicators which will be of most use to Waves Resilience staff members/volunteers. Indicators need to be considered in the context of their consistency with a child's developmental stage, medical history and social context. Any of these indicators may suggest that a child is being or has been abused or neglected. Some indicators may also suggest other emotional trauma. With young children their play or drawings often represent the trauma they are experiencing, and they do not always have the language to express themselves. They may not be aware that what is happening is not normal.
CHILD SAFETY FRAMEWORK
Waves Resilience
Waves Resilience is committed to encouraging workers, volunteers, children, young people, carers or community members to raise any concerns or provide their views on the well-being of children engaged with Waves Resilience including any perceived risks to a child's safety or signs of abuse or harm.
This document outlines a framework for Waves Resilience’s Child Safety Policy requirements and provides guidance for its implementation.
The purpose is to protect children and young people from the risk of harm and abuse, and support Waves Resilience staff and volunteers in their work with children and young people to understand and implement due diligence in situations that involve identifying and/or reporting child safety concerns.
1. RECOGNITION OR SUSPICION OF CHILD SAFETY CONCERNS
All incidents disclosures or suspicions of harm are to Waves Resilience are taken seriously and actioned immediately.
A disclosure or suspicion can often arouse strong feelings in the person to whom the disclosure or observation is being made. Such reactions may include shock, anger and helplessness. It is important for the staff member/volunteer to be aware and in control of these feelings and ensure that they are dealt with following the disclosure.
A staff member/volunteer is never responsible for investigating his or her suspicions or the child or young person’s disclosure and the minimum amount of information is to be collected. Other agencies or individuals have this responsibility.
If a child or young person discloses harm, only ask open questions to confirm the need to report the matter. Waves Resilience employees/volunteers should avoid asking probing questions as this could cause distress, confusion and interfere with any later enquiries.
For instance, Waves Resilience employees/contractors/volunteers should ask non- leading questions such as “What happened then?” or “Can you tell me about that?”, as opposed to leading questions such as “Did X touch you?”
1.1 DISCLOSURE IN PRIVATE
If a child or young person discloses a situation of abuse to a staff member/volunteer, their role is to reassure and support the child or young person in their decision to disclose. They must assure the child or young person that they have a right to feel safe.
It is not easy for a child or young person to disclose abuse or neglect as they may previously have been coerced, bribed or threatened into secrecy. They may need repeated reassurance that they are believed and that it was right to tell.
Sometimes a child or young person will try to elicit a promise that the staff member/volunteer not tell anyone about the disclosure. Do not make this promise. If this happens it is important to explain that you have concerns about their safety and that you have to take action to ensure that they will be protected from further abuse.
1.2 DISCLOSURE IN PUBLIC – PROTECTIVE INTERRUPTION
It is possible that a child or young person may start to disclose in a class or with a group of other students. If disclosure begins in a public arena it is important to use the strategy of protective interrupting:
acknowledge that you have heard the child or young person and stop them disclosing any further, be supportive and gently indicate that they may want to talk to you about it in a more private situation quietly arrange to see the child or young person as soon as possible, away from other students do not allow other children or adults to ask questions or make judgments
A staff member/volunteer’s role is to listen actively to what the child or young person is saying but not push for details.
1.4 SUSPICIONS OF CHILD SAFETY CONCERNS
Waves Resilience employee/volunteers may have ‘reasonable grounds’ to suspect harm if:
Someone else, for example, another child or young person, a parent, or a staff member, tells Waves Resilience employees/volunteers that harm has occurred or is likely to occur
A child or young person informs Waves Resilience employees/volunteers they know someone who has been harmed. (It is possible the child may be referring to themselves)
Waves Resilience employees/volunteers are concerned at significant changes in the behaviour of a child or young person, or the presence of new unexplained and suspicious injuries, and/or
Waves Resilience employees/volunteers witness the harm occurring. If this is the case, intervene immediately, provided it is safe to do so. If it is unsafe, call the police.
1.5 INDICATORS OF POSSIBLE CHILD ABUSE OR NEGLECT
The following list of indicators of child abuse and neglect should be used as a guide only and are not exhaustive but contain those indicators which will be of most use to Waves Resilience staff members/volunteers. Indicators need to be considered in the context of their consistency with a child's developmental stage, medical history and social context. Any of these indicators may suggest that a child is being or has been abused or neglected. Some indicators may also suggest other emotional trauma. With young children their play or drawings often represent the trauma they are experiencing, and they do not always have the language to express themselves. They may not be aware that what is happening is not normal.
Sexual Abuse
Physical Indicators
- Genital or anal bleeding
- Signs of pain or discomfort in the genital or anal areas
- Pregnancy
- Unexplained difficulty in walking or sitting
Behavioural Indicators
- Disclosure of involvement in sexual activity
- Inappropriate interest or knowledge of sexual matters
- Reports of sexual assault or inappropriate sexual behaviour to a staff member
- Changes in academic performance
Physical Abuse
Physical Indicators
- Unexplained bruises and welts, particularly on face, lips, mouth, back, torso or on several different body parts
- Shaped or linear bruising
- Unexplained burns shaped or linear
- Unexplained fractures
- Injuries in various stages of healing
Behavioural Indicators
- Fear of adults, particularly parents - Startled reflex, cringes when sudden movement by adult
- Behavioural extremes, withdrawn or aggressive
- Afraid to go home
- Reports of injury from child
- Changes in academic performance
Emotional Abuse
Physical Indicators
- Speech disorders
- Failure to thrive
- Lags in physical development
Behavioural Indicators
- Habit behaviours not consistent with developmental stage
- Conduct disorders, destructive, violent
- Behavioural extremes
- Changes in academic performance
Neglect
Physical Indicators
- Consistent hunger
- Unattended physical or medical problems
- Inadequate clothing
- Abandonment
Behavioural Indicators
- Constant fatigue
- Developmental delays
- Changes in academic performance
2. PROCESS FOR REPORTING FOLLOWING A DISCLOSURE OR SUSPICION
Waves Resilience? requires all employees and volunteers to inform the Team Leader (Sole Trader) of any concerns that they may have about a child or young person. The Team Leader should be informed of any serious concerns, particularly where a child is considered to be at significant risk of harm. Where the threshold for significant risk of harm is reached, the Team Leader is required under the Care and Protection Act 1998 to report the matter to the Department of Communities and Justice (NSW). Where the threshold for significant harm is not met, advice should be obtained from the Team Leader in order to take appropriate action to most effectively assist the child.
2.1 SAFETY OF CHILD OR YOUNG PERSON
Once disclosure has been made or suspicion has been observed, the staff member/volunteer needs to determine the child or young person’s immediate need for safety and to consider the emotional state of the child or young person.
The staff member needs to:
• Ensure the child is safe in the immediate future
• Refer the matter to the Team Leaders as soon as possible
2.2 DOCUMENTATION
2.2.1 STAFF/ VOLUNTEER RESPONSIBILITY:
At the earliest opportunity (within 24 hours) the staff member/volunteer must fill out a Child Safety Incident Report about the incident including dates, the nature of the indications or disclosure, and action taken.
These should be placed in a sealed envelope marked “Confidential.” The Team Leader will ensure that any records made while waiting for initial concerns or suspicions to be supported, remain confidential.
2.2.2 TEAM LEADER RESPONSIBILITY:
Once the staff member/volunteer has reported the situation further action rests with the Team Leader), who will:
Assess the report, obtained from the staff member, volunteer or external party and gather correct and concise information and statements from staff.
Contact Department of Communities and Justice (DCJ) Contact parent or parents, (if advised by the Department) Place the report in a secure place.
Adhere to appropriate record keeping:
In accordance with the 2019 General retention and disposal authority: administrative records nsure reports are archived in a safe and secure location for at least 30 to 40 years after action completed or until expiry of statutory limitation periods, whichever is longer.
Ensure that processes have been adhered to in an honest and transparent manner, while also providing protection to all involved in the process.
If allegations of reportable conduct arise, the allegation and actions taken need to be documented in detail. It is necessary to always be mindful of confidentiality and privacy requirements and only disclose the information to relevant authorised persons.
All information is to be documented accurately and in an objective manner. All documents need to be signed and dated.
2.3 DEBRIEFING
It is imperative for staff member/volunteer’s well‐being that after a disclosure, she or he seeks an opportunity to talk to somebody as soon as possible. The Team Leader is the most suitable person, however, if staff prefer to debrief with someone else, they must be mindful that the issues of confidentiality are paramount to protect the child or young person.
3. MANAGEMENT OF EXTERNAL PARTIES
It is extremely important that staff or volunteers are mindful of the damage that can be caused through gossip and innuendo.
3.1 SAFETY OF PARENTS, CARERS OR GUARDIANS
Waves Resilience staff members/volunteers are advised not to inform parents, carers or guardians that their child/ren have been maltreated. It is recommended that officers of the DCJ undertake this task as they are trained and experienced in dealing with these situations and any questions the family may have.
Details which would identify the alleged perpetrator, or the children and young people involved in allegations, should not be disclosed to parents of other children attending Waves Resilience activities.
Discuss any plans to advise parents of these concerns with the Team Leader and/or the DCJ before you take this action.
3.2 SAFETY OF STAFF
Staff who are not immediately involved in the allegation may need to be informed that an allegation has been made. Unless staff are briefed, they will not be aware what procedures Waves Resilience is implementing and will not be able to respond appropriately to parent concerns and other issues as they arise.
Staff directly involved in the supervision of the person or involved in providing care to the child/ren affected by the maltreatment may need additional information to enable them to fulfil their duties.
The decisions of what to tell staff and when to tell them needs careful consideration to ensure confidentiality is maintained and any investigations are not compromised. Staff should consult with the Board, if they are involved in the investigation, before providing information to other staff members.
Children and young people who have been maltreated may be traumatised or develop behaviours that require additional support. It is important that staff are aware of these issues and monitor the children’s behaviour. The DCJ can assist Waves Resilience staff attend to the needs of these individual children and young people.
It is important that during and after an investigation of maltreatment, staff have an opportunity to be debriefed to enable them to deal with these emotions.
4. RISK MANAGEMENT
Waves Resilience personnel will undertake risk assessments on all programs and activities that have contact with children. The assessments should identify risks, classify any high risk activities, and implement steps to reduce or remove these risks.
Among our risk management we adhere to legislation, standards and principles including:
The 10 Child Safe Standards as set out by NSW Government Office of the Children’s Guardian and informed by the Royal Commission into Institutional Responses to Child Sexual Abuse, drawing on its findings, research and consultation about what makes organisations child safe.
1. Child safety is embedded in organisational leadership, governance and culture
2. Children participate in decisions affecting them and are taken seriously
3. Families and communities are informed and involved
4. Equity is upheld, and diverse needs are taken in to account
5. People working with children are suitable and supported
6. Processes to respond to complaints of child abuse are child focused
7. Staff are equipped with the knowledge, skills and awareness to keep children safe through continual education and training
8. Physical and online environments minimise the opportunity for abuse to occur
9. Implementation of the Child Safe Standards is continuously reviewed and improved
10. Policies and procedures document how the organisation is child safe
Principles of the Australian Children’s Commissioners and Guardians (ACCG) Principles for Child Safety in Organisations which include:
1. Take a preventative, proactive and participatory approach to child safety.
2. Implement child safety policies and procedures which support ongoing assessment and amelioration of risk.
3. Value and empower children to participate in decisions which affect their lives.
4. Foster a culture of openness that supports all persons to safely disclose risks of harm to children.
5. Respect diversity in cultures and child rearing practices while keeping child safety paramount.
6. Provide written guidance on appropriate conduct and behaviour towards children.
7. Engage only the most suitable people to work with children and have high quality staff and volunteer supervision and professional development.
8. Ensure children know who to talk with if they are worried or are feeling unsafe, and that they are comfortable to do so.
9. Report suspected abuse, neglect or mistreatment promptly to the appropriate authorities.
10. Share information appropriately and lawfully with other organisations where the safety and wellbeing of children is at risk.
11. Value and communicate with families and carers.
2. PROCESS FOR REPORTING FOLLOWING A DISCLOSURE OR SUSPICION
Waves Resilience requires all employees and volunteers to inform the Team Leader (Sole Trader) of any concerns that they may have about a child or young person. The Team Leader should be informed of any serious concerns, particularly where a child is considered to be at significant risk of harm. Where the threshold for significant risk of harm is reached, the Team Leader is required under the Care and Protection Act 1998 to report the matter to the Department of Communities and Justice (NSW). Where the threshold for significant harm is not met, advice should be obtained from the Team Leader in order to take appropriate action to most effectively assist the child.
2.1 SAFETY OF CHILD OR YOUNG PERSON
Once disclosure has been made or suspicion has been observed, the staff member/volunteer needs to determine the child or young person’s immediate need for safety and to consider the emotional state of the child or young person.
The staff member needs to:
• Ensure the child is safe in the immediate future
• Refer the matter to the Team Leaders as soon as possible
2.2 DOCUMENTATION
2.2.1 STAFF/ VOLUNTEER RESPONSIBILITY:
At the earliest opportunity (within 24 hours) the staff member/volunteer must fill out a Child Safety Incident Report about the incident including dates, the nature of the indications or disclosure, and action taken.
These should be placed in a sealed envelope marked “Confidential.” The Team Leader will ensure that any records made while waiting for initial concerns or suspicions to be supported, remain confidential.
2.2.2 TEAM LEADER RESPONSIBILITY:
Once the staff member/volunteer has reported the situation further action rests with the Team Leader), who will:
Assess the report, obtained from the staff member, volunteer or external party and gather correct and concise information and statements from staff.
Contact Department of Communities and Justice (DCJ) Contact parent or parents, (if advised by the Department) Place the report in a secure place.
Adhere to appropriate record keeping:
In accordance with the 2019 General retention and disposal authority: administrative records ensure reports are archived in a safe and secure location for at least 30 to 40 years after action completed or until expiry of statutory limitation periods, whichever is longer.
Ensure that processes have been adhered to in an honest and transparent manner, while also providing protection to all involved in the process.
If allegations of reportable conduct arise, the allegation and actions taken need to be documented in detail. It is necessary to always be mindful of confidentiality and privacy requirements and only disclose the information to relevant authorised persons.
All information is to be documented accurately and in an objective manner. All documents need to be signed and dated.
2.3 DEBRIEFING
It is imperative for staff member/volunteer’s well‐being that after a disclosure, she or he seeks an opportunity to talk to somebody as soon as possible. The Team Leader is the most suitable person, however, if staff prefer to debrief with someone else, they must be mindful that the issues of confidentiality are paramount to protect the child or young person.
3. MANAGEMENT OF EXTERNAL PARTIES
It is extremely important that staff or volunteers are mindful of the damage that can be caused through gossip and innuendo.
3.1 SAFETY OF PARENTS, CARERS OR GUARDIANS
Waves Resilience staff members/volunteers are advised not to inform parents, carers or guardians that their child/ren have been maltreated. It is recommended that officers of the DCJ undertake this task as they are trained and experienced in dealing with these situations and any questions the family may have.
Details which would identify the alleged perpetrator, or the children and young people involved in allegations, should not be disclosed to parents of other children attending Waves Resilience activities.
Discuss any plans to advise parents of these concerns with the Team Leader and/or the DCJ before you take this action.
3.2 SAFETY OF STAFF
Staff who are not immediately involved in the allegation may need to be informed that an allegation has been made. Unless staff are briefed, they will not be aware what procedures Waves Resilience is implementing and will not be able to respond appropriately to parent concerns and other issues as they arise.
Staff directly involved in the supervision of the person or involved in providing care to the child/ren affected by the maltreatment may need additional information to enable them to fulfil their duties.
The decisions of what to tell staff and when to tell them needs careful consideration to ensure confidentiality is maintained and any investigations are not compromised. Staff should consult with the Board, if they are involved in the investigation, before providing information to other staff members.
Children and young people who have been maltreated may be traumatised or develop behaviours that require additional support. It is important that staff are aware of these issues and monitor the children’s behaviour. The DCJ can assist Waves Resilience staff attend to the needs of these individual children and young people.
It is important that during and after an investigation of maltreatment, staff have an opportunity to be debriefed to enable them to deal with these emotions.
4. RISK MANAGEMENT
Waves Resilience personnel will undertake risk assessments on all programs and activities that have contact with children. The assessments should identify risks, classify any high risk activities, and implement steps to reduce or remove these risks.
Among our risk management we adhere to legislation, standards and principles including:
The 10 Child Safe Standards as set out by NSW Government Office of the Children’s Guardian and informed by the Royal Commission into Institutional Responses to Child Sexual Abuse, drawing on its findings, research and consultation about what makes organisations child safe.
1. Child safety is embedded in organisational leadership, governance and culture
2. Children participate in decisions affecting them and are taken seriously
3. Families and communities are informed and involved
4. Equity is upheld, and diverse needs are taken in to account
5. People working with children are suitable and supported
6. Processes to respond to complaints of child abuse are child focused
7. Staff are equipped with the knowledge, skills and awareness to keep children safe through continual education and training
8. Physical and online environments minimise the opportunity for abuse to occur
9. Implementation of the Child Safe Standards is continuously reviewed and improved
10. Policies and procedures document how the organisation is child safe
Principles of the Australian Children’s Commissioners and Guardians (ACCG) Principles for Child Safety in Organisations which include:
1. Take a preventative, proactive and participatory approach to child safety.
2. Implement child safety policies and procedures which support ongoing assessment and amelioration of risk.
3. Value and empower children to participate in decisions which affect their lives.
4. Foster a culture of openness that supports all persons to safely disclose risks of harm to children.
5. Respect diversity in cultures and child rearing practices while keeping child safety paramount.
6. Provide written guidance on appropriate conduct and behaviour towards children.
7. Engage only the most suitable people to work with children and have high quality staff and volunteer supervision and professional development.
8. Ensure children know who to talk with if they are worried or are feeling unsafe, and that they are comfortable to do so.
9. Report suspected abuse, neglect or mistreatment promptly to the appropriate authorities.
10. Share information appropriately and lawfully with other organisations where the safety and wellbeing of children is at risk.
11. Value and communicate with families and carers.
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Waves Resilience Privacy Policy
Waves Resilience is committed to providing quality services to you and this policy outlines our ongoing obligations to you in respect of how we manage your Personal Information.
We have adopted the Australian Privacy Principles (APPs) contained in the Privacy Act 1988 (Cth) (the Privacy Act). The NPPs govern the way in which we collect, use, disclose, store, secure and dispose of your Personal Information.
A copy of the Australian Privacy Principles may be obtained from the website of The Office of the Australian Information Commissioner at www.aoic.gov.au
What is Personal Information and why do we collect it?
Personal Information is information or an opinion that identifies an individual. Examples of Personal Information we collect include: names, addresses, email addresses, phone and facsimile numbers.
This Personal Information is obtained in many ways including [permission forms, interviews, correspondence, by telephone and facsimile, by email, via our website, via our apps,] and from third parties. We don’t guarantee website links or policy of authorised third parties.
We collect your Personal Information for the primary purpose of providing our services to you, providing information to our clients and marketing. We may also use your Personal Information for secondary purposes closely related to the primary purpose, in circumstances where you would reasonably expect such use or disclosure. You may unsubscribe from our mailing/marketing lists at any time by contacting us in writing.
When we collect Personal Information we will, where appropriate and where possible, explain to you why we are collecting the information and how we plan to use it.
Sensitive Information
Sensitive information is defined in the Privacy Act to include information or opinion about such things as an individual's racial or ethnic origin, political opinions, membership of a political association, religious or philosophical beliefs, membership of a trade union or other professional body, criminal record or health information.
Sensitive information will be used by us only:
• For the primary purpose for which it was obtained
• For a secondary purpose that is directly related to the primary purpose
• With your consent; or where required or authorised by law.
Third Parties
Where reasonable and practicable to do so, we will collect your Personal Information only from you. However, in some circumstances we may be provided with information by third parties. In such a case we will take reasonable steps to ensure that you are made aware of the information provided to us by the third party.
Disclosure of Personal Information
Your Personal Information may be disclosed in a number of circumstances including the following:
• Third parties where you consent to the use or disclosure; and
• Where required or authorised by law.
Security of Personal Information
Your Personal Information is stored in a manner that reasonably protects it from misuse and loss and from unauthorised access, modification or disclosure.
When your Personal Information is no longer needed for the purpose for which it was obtained, we will take reasonable steps to destroy or permanently de-identify your Personal Information. However, most of the Personal Information is or will be stored in client files which will be kept by us for a minimum of 7 years.
Access to your Personal Information
You may access the Personal Information we hold about you and to update and/or correct it, subject to certain exceptions. If you wish to access your Personal Information, please contact us in writing.
Waves Resilience will not charge any fee for your access request, but may charge an administrative fee for providing a copy of your Personal Information.
In order to protect your Personal Information we may require identification from you before releasing the requested information.
Maintaining the Quality of your Personal Information
It is an important to us that your Personal Information is up to date. We will take reasonable steps to make sure that your Personal Information is accurate, complete and up-to-date. If you find that the information we have is not up to date or is inaccurate, please advise us as soon as practicable so we can update our records and ensure we can continue to provide quality services to you.
Policy Updates
This Policy may change from time to time.
Privacy Policy Complaints and Enquiries
If you have any queries or complaints about our Privacy Policy please contact us at:
Waves Resilience
Phil@coequal.com
0427697173 -
COMPLAINTS HANDLING POLICY – Waves Resilience
Waves Resilience services are provided by Phillip Crawford, trading as and Coequal/How Can I Lend a Hand?
DEFINITIONS
Worker means any person that performs work for Waves Resilience including but not limited to:
Business Owner/Team Leader
employees (permanent and casual)
volunteers
contractors and sub-contractors
work experience students/interns/secondments/student placements.
Child means a person under the age of 18.
Complaint means an expression of dissatisfaction (including by a Child or Carer or anyone on their behalf) about Waves Resilience's Workers or practices where a response or resolution is explicitly or implicitly expected or legally required and is to be distinguished from:
• a worker grievance – refer to Waves Resilience's Worker’s Grievance Policy.
• feedback about Waves Resilience’s practices or Workers where a response is not explicitly or implicitly expected or legally required
• reports of problems or wrongdoing merely intended to bring an issue to Waves Resilience's notice with no expectation of a response.
SCOPE
This Policy applies to all Complaints about Waves Resilience's Workers or practices.
PURPOSE
Waves Resilience is strongly committed to the safety and well-being of all Children that it engages with by creating and maintaining a Child-safe environment.
Waves Resilience is committed to ensuring that all Complaints made about its Workers and practices, including in relation to Complaints involving Children, are dealt with fairly, efficiently and effectively in order to:
protect the welfare and safety of Children that Waves Resilience engages with
ensure public confidence in Waves Resilience’s Workers and practices
assist Waves Resilience to improve the quality of its Workers and practices.
POLICY
Organisational commitment
Waves Resilience is committed to fair, effective and efficient Complaint handling while at the same time recognising:
its responsibilities to perform its core functions in the most effective and efficient way possible
the importance of the health, safety and security of its Workers
the need to allocate resources fairly across multiple Complaints.
Waves Resilience expects that the Team Leader will promote a culture that values Complaints and their effective resolution including where appropriate by:
providing a copy of this policy to anyone who requests it.
keeping records on Waves Resilience’s Complaint handling and reporting publicly if required.
providing adequate support and direction to any staff responsible for Complaint handling
regularly reviewing reports about Complaint trends and issues arising from Complaints
encouraging Workers to be alert to Complaints and assist those responsible for handling Complaints to resolve them promptly
encouraging Workers to make recommendations for system improvements and acting upon those recommendations
recognising and rewarding good Complaint handling.
Waves Resilience expects that all Workers will understand and comply with Waves Resiliences’s Complaint Handling Policy and Procedure including where appropriate by:
treating complainants with respect
assisting people make to make a Complaint, if needed
being alert to Complaints and assisting Workers handling Complaints to resolve Complaints promptly
providing feedback to management on issues arising from Complaints and/or ways to improve Waves Resilience's Complaints Handling Procedure
implementing changes arising from Complaints as required.
Guiding principles
Waves Resilience is committed to facilitating the making of Complaints by:
making information available about its Complaint handling process and how Complaints can be made, including anonymously respecting complainants and ensure they do not suffer detriment by reason of having made a Complaint or having had one made on their behalf
protecting the identity of complainants where this is practical and appropriate.
Waves Resilience is committed to responding to Complaints in an appropriate manner by:
promptly acknowledging receipt of Complaints
assessing and prioritising Complaints in accordance with the urgency and/or seriousness of the issues raised
managing expectations by informing complainants of the Complaint Handling Procedure including expected time frames, the progress of the Complaint and reasons for any delay, the complainant's likely involvement in the process where appropriate, the possible or likely outcome and, if Waves Resilience is unable to deal with any part of the Complaint, providing advice about alternative avenues of redress
addressing each Complaint in a fair, objective and unbiased manner
adopting a flexible approach to Complaint handling
resolving Complaints in a timely manner
providing complainants or their representatives with information regarding the outcome of a Complaint.
Waves Resilience is committed to managing the parties to a Complaint by:
where a Complaint is made about Waves Resilience's practices or Workers and an external organisation (such as a Complaint involving a contractor to ), working with the other organisations where possible, to ensure proper communication with the complainant and/or their representative subject to subject to privacy and confidentiality considerations
where similar Complaints are made by multiple parties establishing a representative of the group with whom to communicate, where possible
where Waves Resilience considers that a Complaint is not genuine or where a complainant has acted unreasonably, by taking proactive and decisive action to manage such conduct and to protect its Workers.
PERSON RESPONSIBLE
The Team Leader of Waves Resilience will be responsible for management of Waves Resilience’s Complaint Handling Procedure. If the Complaint is about the Team Leader and it is not appropriate for them to handle the Complaint, the complaint will be referred to the organisation’s Supervisory Group.
To contact the Supervisory Group directly, please email: Alternative Complaint Contact
POLICY REVIEW PROCESS
This Policy will be reviewed annually and will undertake to incorporate feedback from Children, Carers and Workers.
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Waves Resilience - Workplace, Health and Safety Policy
Purpose
The Workplace, Health and Safety Policy (WHS) supports the health and safety management system at Waves Resilience? and describes the relevant responsibilities and accountabilities under this system to ensure compliance with the Work Health and Safety Act 2011 (NSW) (the Act).
Scope
This policy applies to all staff, affiliates and contractors (hereafter 'workers'), participants, officers of the organisation and visitors to the organisation when undertaking work, activities and or function at, or on behalf of Waves Resilience (or 'the organisation’).
The Business Owner (Team Leader) is the Safety Officer of the organisation, for the purpose of this policy.
Principles
Waves Resilience is committed to ensuring the health, safety and wellbeing of its workers, participants and visitors in line with its values and strategy.
Waves Resilience will manage risk to prevent serious injury that impacts the health, safety and wellbeing of staff, participants or individuals.
Workers, participants and visitors have a collective and individual responsibility to adhere to safe work and study practices to prevent injuries and illnesses and act in compliance with the Act. The success of the organisation's health and safety management system depends on the commitment, cooperation and input of all those under the scope of this policy.
Waves Resilience recognises its responsibilities to comply with the requirements of the Act and aims to ensure, so far as is reasonably practicable, the health and safety of workers, participants and visitors by:
complying with all applicable legislation
integrating health and safety risk management practices into its operations, and functions with a focus on continuous improvement
ensuring that effective consultation and communication mechanisms are implemented, monitored and improved to ensure general understanding of the health and safety management system
providing a safe environment for work and study (including safe plant, structures and safe systems of work)
ensuring the safe use, handling and storage of plant, structures and substances
providing adequate facilities for the health and safety at work of workers, students and visitors
monitoring the health of workers and the conditions at the workplace as part of an illness and injury prevention strategy
providing relevant information, training, instruction or supervision to workers and where appropriate, students, affiliates and visitor
managing any accidents and incidents that occur, in order to minimise harm and prevent recurrences
allocating appropriate resources to facilitate the fulfilment of the organisation's health and safety responsibilities.
Policy statements
The Act sets out the broad responsibilities for the Person Conducting Business or Undertaking (PCBU) (henceforth 'the organisation'). Whilst tasks related to fulfilling these responsibilities may be performed by others, the responsibilities themselves cannot be delegated, transferred or contracted out.
Officers of the organisation must exercise due diligence (defined in section 27(5) of the Act) to ensure the organisation complies with its duties or obligations.
Workplace Health and safety responsibilities
Risk Management Officer (Team Leader)
The Risk Management Officer has primary responsibility for overseeing, delegating, facilitating and coordinating the workplace health and safety management tasks and protocols, which includes:
supporting staff and contractors in meeting their health and safety objectives
referring to external bodies (such as the Safe Work NSW and NSW Health) in the fields of work health and safety, and risk management
providing a workplace injury management and return to work program that assists staff to promptly return to safe and durable work following injury or illness
managing the organisation's workers' compensation insurance strategy and procedures
monitoring compliance through the regular auditing of equipment and facilities
providing information and training resources to assist colleagues and contractors
advice and guidance to key stakeholders to strengthen awareness of the compliance requirements of Waves Resilience's health and safety procedures.
ensuring that appropriate resources and processes are allocated to eliminate or minimise risks to health and safety that may arise as part of the organisation's operations
ensuring that the organisation has appropriate processes for receiving and considering information regarding incidents, hazards and risks and responding in a timely way to that information
ensuring that the organisation has processes for complying with any duty or obligation under the Act such as:
reporting notifiable incidents
consulting with workers and affiliates
ensuring compliance with notices issued under the Act
ensuring the provision of training and instruction to workers about work health and safety.
Workers
In taking responsibility for health and safety at Waves Resilience, workers (including contractors and casuals) must:
take reasonable care of, and cooperate with actions taken to protect, the health and safety of both themselves and others
follow safe work practices as provided by the Risk Management Officer, including the proper use of any personal protective equipment supplied
seek information or advice before performing new or unfamiliar tasks
report all health and safety accidents, incidents and hazards to the Risk Management Officer as soon as is practicable
comply with workplace injury management and return to work programs
follow the emergency evacuation procedures and any instructions given by emergency personnel
Visitors or participants
In taking responsibility for health and safety at Waves Resilience, visitors and participants must:
undertake the necessary health and safety induction training when coming onto an activity location
take reasonable care of, and cooperate with actions taken to protect, the health and safety of both themselves and others
report all health and safety accidents, incidents and hazards to a staff member as soon as is practicable
follow the emergency evacuation procedures and any instructions given by emergency personnel.
6. Definitions
The following definitions apply for this policy:
Officers are as defined by section 9 of the Corporations Act 2001 (Cwlth) as persons who make, or participate in making, decisions that affect the whole or a substantial part of the business.
Participant means any member of the public undertaking an activity with Waves Resilience? workers.
PCBU is defined as 'persons conducting a business or undertaking' as defined in section 5 of the Work Health and Safety Act 2011 (NSW). In this policy, the organisation (Waves Resilience?) is the PCBU.
Plant includes any machinery, equipment, appliance, container, implement and tool, and any component of any of those things, and anything fitted or connected to any of those things.
Risk management is defined as the identification, evaluation, and prioritisation of risks followed by coordinated and economical application of resources to minimise, monitor, and control the probability or impact of unfortunate events or to maximize the realization of opportunities. For the specific purposes of this policy, in includes the 'coordinated activities to direct and control an organization with regard to risk' (Australian/New Zealand Standard AS/NZS ISO 31000:2018 Risk management — Guidelines).
Reasonably practicable is as defined in section 18 of the Work Health and Safety Act 2011 (NSW) as ' …that which is or was at a particular time, reasonably able to be done in relation to ensuring health and safety, taking into account and weighing up all relevant matters including:
the likelihood of the hazard or risk concerned occurring, and
the degree of harm that might result from the hazard or risk, and
what the person concerned knows or ought reasonably to know about the hazards and risks and ways of eliminating or minimising those risks, and
the availability and suitability of ways to eliminate those risks, and
after assessing the extent of the risks and the availability of ways of eliminating or minimising those risks, the costs associated with available ways of eliminating or minimising those risks, including whether the costs are grossly disproportionate to the risk’.
Structures means anything that is constructed, whether fixed or movable, temporary or permanent, and includes components of a structure and any part of a structure.
Visitor means any member of the public visiting or transiting the campus.
Worker is as defined in section 7 of the Work Health and Safety Act 2011 (NSW), and includes people carrying out work in any capacity for UTS, including UTS staff, contractors/subcontractors and their employees, employees of labour hire companies who have been assigned to work at UTS, outworkers, apprentices, trainees, work experience students at UTS, and volunteers (including members of the UTS Peer Network).
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Nikke Gladwin
Honora Jenkins
Jenny Briscoe-Hough
