Equal Employment Opportunity – Victoria Supplementary
What is ‘discrimination’ in Victoria?
As an employer, what do I need to do to make sure discrimination doesn’t happen in my workplace?
I’m an employee with a disability – what can I expect my employer to do to help me to do my job?
Sometimes discrimination is acceptable, isn’t it? In what circumstances will it be ok to discriminate?
Did you know?
From 1 August 2011, the Equal Opportunity Act 1995 was replaced by the new Equal Opportunity Act 2010 (Act).
Designed to help you and others in your workplace demonstrate and encourage behaviours and workplace practices that support a culture that is fair, equitable and free from discrimination, the Equal Employment Opportunity – Victoria Supplementary aims to support your complete understanding of the Equal Opportunity Act 2010.
Written in alliance with, and proudly supported by, Clayton Utz, this course will help you to familiarise yourself with the behaviours that constitute discrimination and harassment in the workplace and, most importantly, what you should do if you or a colleague is exposed to any discriminatory behaviour.
Available as a stand-alone course for those who have already completed the Equal Employment Opportunity course, this module is also available as a bundle offering.
At the successful completion of the course, you will be able to:
- Describe the types of behaviour that constitute discrimination in Victoria, and identify the test for direct and indirect discrimination.
- Explain what an employer is required to do to prevent discrimination in the workplace.
- Identify the circumstances when an employer is required to make adjustments so that an employee can perform his or her job.
- Recognise exceptional circumstances when discrimination is acceptable.
Serious Workplace Bullying – Victoria Supplementary
Did you know?
In September 2006, a Melbourne cafe worker, Brodie Panlock, ended her life after being the victim of severe and ongoing workplace bullying. None of those responsible for the bullying were charged with a serious criminal offence under the Crimes Act.
In early 2011, the Victorian government introduced laws to address the most serious types of workplace bullying. These laws impose criminal sanctions, including jail terms of up to 10 years, for individuals who engage in serious workplace bullying.
The new laws are contained in the Crimes Act 1958 (Vic) (Crimes Act), and they came into effect on 7 June 2011.
The laws have been referred to as Brodie’s Law, because they were introduced in response to the serious workplace bullying of Brodie Panlock. The basis of the new laws is the criminal offence of stalking.
Designed to help you and others in your workplace identify serious workplace bullying and understand what sanctions are available to deal with serious workplace bullying, our newly released Serious Workplace Bullying – Victoria Supplementary course aims to support your complete understanding of these new laws.
Written in alliance with, and proudly supported by, Clayton Utz, this course will help you to familiarise yourself with the behaviours that constitute serious bullying in the workplace and, most importantly, what you should do if you or a colleague should be exposed to any serious bullying.
Available as a stand-alone course for those who have already completed the Bullying and Workplace Harassment Prevention course, this module is also available as a bundle.
At the successful completion of this course, you will be able to:
- Identify the criminal offence of stalking.
- Identify when the criminal offence of stalking will be relevant to one’s workplace.
- Understand when a person can apply for a stalking intervention order.