| Setting (Community services and health context) | Correct Answer | Legislation/ legal and ethical consideration |
| 1.1-Children in the workplace | L | a As set out in the Fair Work Act 2009 and other workplace legislation, the key elements of our workplace relations framework are: - A safety net of minimum terms and conditions of employment.
- A system of enterprise-level collective bargaining underpinned by bargaining obligations and rules governing industrial action.
- Provision for individual flexibility arrangements as a way to allow an individual worker and an employer to make flexible work arrangements that meet their genuine needs, provided that the employee is better off overall.
- Protections against unfair or unlawful termination of employment.
- Protection of the freedom of both employers and employees to choose whether or not to be represented by a third party in workplace matters and the provision of rules governing the rights and responsibilities of employer and employee representatives.
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| 1.2-Codes of conduct | K | b - Some examples are following all lawful employer safety and health rules and regulations and wearing or using required protective equipment while working.
- Reporting hazardous conditions to the employer.
- Reporting any job-related injury or illness to the employer and seeking treatment promptly.
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| 1.3-Codes of practice | | c - Community and disability services workers regularly work with sensitive information that is communicated in confidence.
- Confidentiality is a fundamental component of service provision.
- It safeguards client privacy and promotes trust between clients and service providers.
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| 1.4-Complaints management | | d - It is a logical structure that is established to organize policy documentation into groupings and categories that make it easier for employees to find and understand the contents of various policy documents.
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| 1.5-Continuing professional education | | e - Boundaries are an integral part of the practitioner-client relationship. They represent invisible structures imposed by legal, ethical, and professional standards of care that respect the rights of practitioner and clients.
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| 1.6-Discrimination | | f - Any basic right or freedom to which all humanbeings are entitled and in whose exercise a government may not interfere (including rights to life and liberty aswellas freedomofthought and expression and equality before the law)
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| 1.7-Dignity of risk | | g - A moral or legal obligation to ensure the safety or well-being of others.
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| 1.8-Duty of care | | h - It refers to means respecting everyone's autonomy and self-determination (or "dignity") to make choices for himself or herself.
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| 1.9-Human rights | | i - It is defined as a well-structured program of further education for staff in professional occupations. It is abbreviated as "CPE".
- The main aim of the CPE is ensuring staff in the industry remain up to date with current industry requirements.
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| 1.10-Informed consent | | j - The system by which a company deals with clients/ staff' complaints.
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| 1.11-Mandatory reporting | | k - A set of conventional principles and expectations that are considered binding on any person who is a member of an organisation. This is also known as "code of behaviour".
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| 1.12-Practice standards | | l - Workplace safety and health planning should address situations where children may:
Be part of the work activity as customers, patients or students; Be visiting or accompanying their parents; and/olive at a workplace that is also their home, eg farms and some shops. - Where relevant, consider also the risks to children in situations where they stray into a workplace or go there to play.
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| 1.13-Practitioner/client boundaries | | m - It set out industry standards of conduct of operating an organisation. They are guidelines for fair dealing between you and your clients, and let your clients know what your organisation agrees to do when dealing with them.
- You must adopt an industry specific code (in some cases this is mandatory). Usually, these are established through consultation with industry representatives and the community. They can be mandatory or voluntary
- Mandatory codes provide a minimum standard of protection to the consumers. They are prescribed as regulations under fair trading laws and can be enforced.
- Voluntary codes are a form of industry self-regulation. They can be sponsored by an industry association or can be in partnership with a government agency (membership of an industry association is often a condition of the code).
- Voluntary industry codes are usually flexible and can be altered quickly in response to changing industry/consumer needs.
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| 1.14-Privacy, confidentiality and disclosure | c | n - Unfair treatment of a person or group on the basis of prejudice
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| 1.15-Policy frameworks | d | o - Permission granted in full knowledge of the possible consequences, typically that which is given by a patient to a doctor for treatment with knowledge of the possible risks and benefits.
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| 1.16-Records management | r | p - It is a term used to describe the legislative requirement imposed on selected classes of people to report suspected cases of abuse and neglect to government authorities.
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| 1.17-Rights and responsibilities of workers, employers and clients | a | q - A set of guidelines for providing high-quality care and criteria for evaluating care. Such guidelines help assure clients that they are receiving high-quality care. The standards are important if a legal dispute arises over the quality of care provided a patient. These are also called "standards for practice"
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| 1.18-Industrial relations legislation relevant to employment conditions of role | | r - It is also known as records and information management, is an organizational function devoted to the management of information in an organization throughout its life cycle, from the time of creation or inscription to its eventual disposition. This includes identifying, classifying, storing, securing, retrieving, tracking and destroying or permanently preserving records
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| 1.19-Specific legislation in the area of work - objectives and key components | | s - Framework that decides where responsibilities and limitations happen as according to the work-role.
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| 1.20-Work role boundaries - responsibilities and limitations | | t - Examples of some legislation on work included:
- Mental Health Act 1986
- Children, Young and Families Act 2005 (Victoria)
- Police Powers and Responsibilities Act, 2000
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