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Staff Welfare

Policy Issue Date: 1/2/07

Policy

It is Twin Rivers Community Care policy to assist employees to be productive by maintaining a supportive workplace environment.

Where staff experience personal experiences which inhibit them from working effectively, Twin Rivers Community Care will support and assist as appropriate to enable staff to maintain their capacity to work or resume work after illness or absence.

In the event a staff member is injured/assaulted whilst performing their duties and are required to seek medical attention, any Work Cover or approved medical re-imbursement invoices must be provided to the Payroll Officer within one week of being received by staff member.

This policy applies to all paid staff only.

Principles

  • Staff are to be encouraged to seek professional help and counselling where they experience difficulties in working;
  • Managers and supervisors have a duty of care to seek to maintain the wellbeing of staff in the workplace and to ensure staff are free from risk or harm in performing their duties.

Practices

  • Where staff are absent from work for a prolonged period due to illness or injury a professional return to work process of rehabilitation and recovery, must be initiated and clearance for work approved by a medical practitioner;
  • Work Cover or other medical expense invoices must be provided to the Payroll Officer within one week.
  • Staff must be provided with regular feedback on their performance and conduct;
  • Staff are free to access any leave conditions of their employment as required to the limits of their entitlement;
  • Staff will be permitted compassionate unpaid leave or TOIL for personal reasons on a case by case basis authorised by the immediate supervisor;
  • Staff will be permitted compassionate paid leave or TOIL for personal reasons on a case by case basis authorised by the CHIEF EXECUTIVE OFFICER in extenuating circumstances;
  • Staff may access a professional counsellor for up to three visits in any one year, where the account is paid direct by Twin Rivers Community Care;
  • Staff involved in at risk roles must participate in critical incident and event debriefings as instructed and participate in professional supervision on a planned basis;
  • Staff are free to access the Twin Rivers Community Care Grievance framework and to seek support for workplace difficulties impacting on the wellbeing;
  • Staff must be inducted and have access to on job training where necessary to perform their duties;
  • Managers and supervisors will identify any special or unique training needs related to a position and plan for training as required.

Practices for special situations:

  • Staff will be permitted compassionate paid leave to attend a funeral of an immediate relative;
  • Staff experiencing financial difficulty may request a one-off advance on pay, provided a payroll deduction to recover the debt is agreed in writing and the transaction approved by the CHIEF EXECUTIVE OFFICER or President. A record must be placed on file.

Additional Information and Resources

Nil

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