Paul Sadler Swimland

BUSINESS SUMMARY –

The owner of Paul Sadler Swimland as a business is Paul Sadler himself, with Damien Iannazzo in charge of the Hoppers Crossing workplace we had visited to interview regarding the workplace and OHS policies and procedures.

PERSONNEL INFORMATION –

• Owner - Paul Sadler 

• Teacher - Swim teaching is the most common role within the business and are what makes the Swimland what it is with a large number of employees employed as swim teachers specifically. The training program to become a swim teacher is estimated at 10 weeks total.

•  Deck - There are roughly 10 qualified deck employees within this business, with a large number of trainee deck supervisors. This is an easy opportunity for people wanting to work their way up from teaching as it is one of the next steps taken to move forward within the business if you wish to do so. Deck staff roles within the business include lifesaving, helping teachers within the pool with any questions, talking to parents to help them understand everything, with a large part of their role being assessing both teachers and students aiming to receive their qualifications. People on deck are those who oversee the OHS protocols for each shift and are required to check for hazards during the shift to ensure the safety of not only the students but also the teachers and everyone in within the surrounding areas of the workplace.

• Admin - Admin roles within the business include answering phone calls, dealing with clients and greeting people from the front desk as they enter the workplace. They are the face of the business as they are the first and last people customers see when they enter and leave Paul Sadler Swimland.

• CW (certificate writer) - Certificate writing is a common stage taken before people become qualified swim teachers. Their roles include writing up certificates for students who pass a level within their lesson, marking the roll for each class every half hour, cleaning up any mess and handing out lollypops to help celebrate with students who have excelled after receiving a certificate.

• Managers - There are two managers at the Hoppers Crossing workplace, being Damien and Liam. Their jobs include running training programs for trainee swim teachers, organising all hiring and employee opportunities, overseeing all the admin work within the business as well as handling any OHS issues faced within the business.

• Roster - Clancy Gates is the employee roster manager within this business. Her roles include rosters, payroll, writing up classes and working casually on deck.

SKILLS, KNOWLEDGE, QUALIFICATIONS, OPPORTUNITIES - 

Employment opportunities Paul Sadler offer include beginning as a part-time swim teacher, eventually working your way up to managing a store if you wish to do so. Damien himself, the owner of the Hoppers Crossing workplace, began as a 16-year-old swim teacher working twice a week, now running the local business as a manager, working most days of the week. Damien not only manages the whole workplace but explains he still enjoys getting in the water and teaching classes every week, loving the job so much still after almost 20 years. The above list including Teacher, Deck, Admin, CW, Manager and Roster are all part of employment opportunities offered to those with who hold the specific job requirements. 

The skills required to be able to work within the workplace include the knowledge of being able to swim confidently, have the ability to interact with kids, as well as having strong communication skills as you are dealing with children and adults of all ages communicating in a number of different ways. You should have the ability to cope and positively deal with upset and anxious children. 

Qualifications you may need to work for this business include basic first aid and the ability to apply CPR, working with children’s check and a Swim Australia Teacher Course which is a two-day course and must be completed to become a qualified swim teacher at Paul Saddler. (if Swim Australia Teacher Course is not completed before becoming a trainee, Paul Sadler Swimland give you the opportunity to do so whilst completing your probation as a trainee)

BUSINESS HOURS & INFORMATION -

37 Thames Blvd, Werribee

Ph: 03 9731 7777

Sunday 7:45am – 12pm

Monday 8:45am – 7:45pm

Tuesday 8:45am – 7:45pm

Wednesday 8:45am – 7:45pm

Thursday 8:45am – 7:45pm

Friday 8:45am – 7:45pm

Saturday 7:45am – 12pm

EMPLOYEE ENTITLEMENTS AND AGREEMENTS –

Meal breaks – Employees working more than 5 hours are entitled to a 30-minute, unpaid meal break. If working 7+ hours, they are entitled to an hour, unpaid meal break.

Payment – Employees are payed fortnightly through bank transfer.

Annual leave – Employees have calculated hours to determine their annual leave per year. If employees work the agreed number of hours a year, they are entitled to 4 weeks paid annual leave per year, in agreement with the owner of the business.

Sick leave - Part time employees are entitled to 10 days sick or careers leave per year.

Superannuation - All employees within the business are required to have a superannuation account, if employees fail to have a superannuation account prior to beginning, they can choose their own fund or nominate the business to make an account. A base rate of 9% of all employees’ wages will be sent to employee’s super funds by the employer.

Public holiday rates - Employees receive public holiday rates.

OHS MANAGEMENT - 

HOW DO YOU DISPLAY OHS WITHIN THE BUSINESS?

There are multiple ways Paul Sadler Swimland displays OHS within the business, such as using floatation aids to assist children when swimming to reduce the risk of drowning, having different types of aids for students to use, each designed to help students in different ways for different activities. This reduces the risk of children going under water if someone is not there holding them up. They also have ropes which divide each lane within the pool to stop students from swimming into other lanes and colliding with another swimmer. Another way they display OHS within the workplace is having lines under water, so swimmers do not swim into the edge of the pool and hit their heads, they have non-stick mats around the pool and bathrooms where it is slippery, so customers do not slip, trip or fall. Paul Sadler implement posters around the workplace which show potential hazards and warnings ensuring the safety of everyone in the workplace. An example being having signs where it is slippery, reassuring people know not to run around and instead be careful of their footing. Signs are put in place for trainers, parents and children to have a visual representation 

WHO OVERSEES OHS WITHIN THE BUSINESS?

The person who is charge of the OHS protocols and procedures within the workplace is the mangers, Damien and Liam. They are reliable for anything OHS issues within the business and are the people customers should be contacting with any questions regarding OHS. Within each shift at Paul Sadler there are two deck supervisors that oversee the shift and the safety aspects of that particular shift. They are a lot like lifeguards with their job being to watch what is happening in any class and give advice to any teachers that may need help. Deck supervisors are the people in charge of any OHS issues on shift and would be the person anyone who has any OHS concerns should approach. Each swim teacher holds a duty of care for the safety of their students within their class, meaning it is also there responsibility to ensure the safety of the kids in the pool and constantly be looking out for any safety hazards that may cause harm to their students, it is there job to reduce these hazards and report them to Deck supervisors and the managers is necessary.

POLICIES AND PROCEDURES - 

Code of Conduct (Team Member & Social)

As Paul Sadler Swimland seeks to build a workplace which is safe and professional where employees are supported and respected to ensure their maximum potential is reached, all employees must read and agree to the PSS (Paul Sadler Swimland) Workplace as well as Social Function Code of Conduct. By doing so, this promises a workplace where people are respected for who they are and what they do, where diversity is valued, and where everyone has the opportunity to develop skills and talents consistent with Paul Sadler Swimland values and business objectives. 

The agreements and headings covered in the workplace's Code of Conduct include:

• Respect for legal and professional responsibilities 

• Professional behaviour 

• Personal conduct 

• Swim teacher behavioural guidelines 

• Equal opportunities 

• Drug and alcohol usage 

• PSS events 

• Vehicles, machinery and plant

• Communication (computer/internet/email/social media)

• Working with relatives/fraternising in the workplace 

• Community engagement

Out of Hours Conduct 

Whilst all employees of Paul Sadler Swimland have the right to privacy or inappropriate conduct occurring outside of the workplace and negatively impacting on Paul Sadler Swimland may result in disciplinary action or a requirement that the specific private conduct cease. 

Examples of such conduct can include, but is not limited to:

• Criminal offences such as stealing, or other dishonesty relating to cash or goods

• Violence, harassment or discrimination towards other employees of PSS that occurs outside of the workplace, and not during working hours 

• Behaving inappropriately whilst in the PSS uniform. (smoking outside in the front of the pool whilst in PSS uniform)

• Behaving inappropriately whilst under the influence of alcohol whilst in the PSS uniform

Disciplinary action may be taken where the conduct of the employee outside the workplace:

• Brings PSS into disrepute 

• Damages the interests of PSS

• Damages the reputation of PSS

• Is incompatible with the employee's duty of good faith with PSS

• Damages the relationship between PSS and the employee or other employees 

In determining the nature of disciplinary action to be taken, employees should not that PSS will take into account the following:

• The nature of the conduct

• Whether the conduct adversely impacts on the business or public reputation of PSS

• The connection of the conduct with the employment relationship

• The effect of the conduct on the relationship between PSS and the employee

• Any remedial action taken by the employee

• Any mitigating circumstances 

• The employee's work history 

• Any other matter PSS considers relevant 

Anti-Harassment and Anti-Discrimination

Discrimination 

The Equal Opportunity Act prohibits unlawful discrimination in the form of direct and indirect discrimination. 

Direct discrimination - treating or proposing to treat a person with a protected attribute unfavourably because of that attribute.

Indirect Discrimination - can occur when there is a requirement, condition or practice which is the same for everyone, although disadvantages a person or is likely to disadvantage a person as they have one or more of the following protected attributes that is not reasonable.  -->

• Age

• Sex

• Colour

• Descent or national or ethnic origin

• Disability/impairment 

• Industrial activity/inactivity 

• Lawful sexual activity/sexual orientation or preference 

• Gender identity 

• Martial status 

• Physical features

• Political belief or activity 

• Pregnancy/breastfeeding

• Race

• Religious belief or activity 

• Status as a parent/carer 

• Personal association with someone of the above attributes 

• Irrelevant criminal conviction (under the Australian Human Rights Commission Act 1986)

Harassment 

• Unlawful under the Equal Opportunity Act 2010

Sexual Harassment 

• Unlawful under the Equal Opportunity Act 2010

• Unlawful under federal legislation (Sex Discrimination Act 1984)

Bullying

Victimisation

The PSS Test

Reporting a Breach of the Code of Conduct 

Child Protection Code of Conduct - Child Protection Strategy

The PSS Child Protection Code of Conduct outlines clear behavioural expectations and boundaries for all employees when interacting with children. Paul Sadler Swimland is committed to providing people who use their services, in particular children, with a safe, happy and healthy environment. Alongside this commitment, they are also committed to creating a culture of respect for all children and at all times, consistently working to ensure that child protection is embedded in the mindset and practices of all Paul Sadler Swimland employees, regardless of their roles within the workplace. Paul Sadler Swimland also commits itself to ensuring all policies and practices reflect on their zero tolerance for any form of child abuse or child safety concerns. An example of this being  discrimination against a child. The workplace supports compulsory guidelines that are outlined in the Victorian Child Safe Standards and clearly communicates these standards to employees through their PSS Child Protection Strategy as part of their employee induction process before beginning to work within the business, as well as being embedded into ongoing employee professional development. The Child Protection Code of Conduct encloses all policies within the PSS Child Protection Strategy. 

The agreements and headings highlighted in the workplace's Child Protection Code of Conduct include:

• PSS Rights of Children

• PSS Rights of Parents and Carers 

• What is Child Abuse?

• Encouraging the reporting of any child safety concerns 

• Responding to allegations of child abuse

Procedure for reporting allegations of child abuse 

It is the responsibility of the person who suspects, witnesses or to whom a disclosure is made, to report the incident to management immediately.

1. The employee must inform the Manager that they have witnessed, suspect or have received a disclosure of harm to report 

2. The manager will contact parents/carer (where appropriate)

3. The manager will contact the police immediately if they believe the child may be in danger 

4. The employee is to record the details of the disclosure or incident using the Incident Report Form. (this step may be able to be performed prior to contacting the police depending on the nature of the harm)

5. The manager is to contact the PSS HR Manager or the PSS Operations Manager to report the incident 

6. The manager is to store the Incident Report Forms in a folder in the manager's office. (the location of the office is secure and should e accessible by the site management team only)

Receiving and reporting a disclosure from a child 

When responding to a disclosure by a child it is important and encouraged to do the following:

1. Stay calm and get a deck supervisor or manager 

2. Find a private place to talk in view of another employee (preferably the manager)

3. Listen, believe the child and reassure them that it is okay to talk about what happened 

4. Let the child use their own words to describe what happened. (be careful not to ask leading questions. instead ask open non-leading questions: "Tell me what happened" or "What happened next?")

5. Explain to them that this information they are giving may need to e shared with others, which can include their parent/carer and do not make promises to the child about not telling anyone, knowing you will most likely have to tell someone 

6. Ensure that the details of the disclosure are recorded. (details should be recorded in first person: "I said.." or "She said..")

7. Follow the steps involved in the Procedure for Reporting Allegations of Child Abuse 

• Disclosure of harm 

• Privacy and Confidentiality 

• Enforcement of the Child Protection Code of Conduct 

Due Process 

Any violation of the PSS Child Protection Code of Conduct will most likely result in the site manager taking some form of performance management action. This will depend on the severity of the violation. 

• Related civil or criminal litigation 

General Policies -

• Uniform Policy

The PSS uniform is provided to all employees and can be replaced on a fair wear and tear basis. Footwear is not provided, although employee's footwear can be replaced if they're damaged due to a work related event or incident. The uniform can, although is not required, be worn to and from the workplace. The uniform provided must not be worn in public unless working for Paul Sadler Swimland through a promotion or PSS event. If an employee must be somewhere straight after their shift, they are to ensure their uniform is covered by another garment (shirt, jumper). All employees must present in a clean, neat and tidy manner.

All employees are provided with the following:

x 2 polo shirts specific to each role (for Deck, Customer Service, Certificate Writers and Management ONLY)

x 1 shorts or bathers (for Swim Teachers/Trainees/Coaches ONLY)

x 1 rash vest specific to each role (for Swim Teachers/Trainees/Coaches ONLY)

x 1 jacket (for Customer Service Team ONLY)

• Leave Policy 

The leave policy is put in place to establish procedures and guidelines for employees that wish to take leave. Paul Sadler Swimland leave includes the following:

• Personal and Carer's Leave 

Under the National Employment Standards all full-time and part-time employees are entitled to 10 days paid personal/carer's leave each year, as well as 2 days unpaid carer's leave for each permissible occasion .

• Compassionate Leave 

Under the National Employment Standards all full-time and part-time employees are entitled to 2 days paid compassionate leave for each permissible occasion. Full-time and part-time employees are paid at their base rate for the ordinary hours they would have worked during their leave (does not include other entitlements including incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates).

• Immediate Family Members or Household Members 

A household member is any person who lives with the employee. Employees are able to take carer's leave and compassionate leave for other relatives if they are a member of the employees household, or if the employer agrees to this. 

• Notice and Evidence for Personal Leave and Compassionate Leave

An employee taking personal leave or compassionate leave must give their employer notice as soon as they can, including the period or expected period of the leave. 

An employer may request evidence about the reason the employee took personal leave or compassionate leave, including a medical certificate, statutory declaration or a death or funeral notice. (the request for evidence by the employer must be reasonable) If the employee fails to provide the evidence or notice asked of them, they may not receive the personal or compassionate leave. 

• Community Service Leave 

Employees are entitled to take community service leave whilst they are engaged in the activity and for reasonable travel and rest time. (there is no limit on the amount of community service leave an employee can take)

An employee that wishes to take community service leave must give their employer notice of the absence as soon as possible, as well as the period or expected period of time of absence)

Employees, including casual employees have the ability to take community service leave for certain activities, including the following:

• The activity involves dealing with an emergency or natural disaster 

• The employee was either requested to engage in an activity or it would be reasonable to except that such a request would have been made if circumstances had permitted

• The employee is a member of or has a member-like association with a recognised emergency management body (a body that has a role or function under a plan that is for coping with emergencies/natural disasters)

• A firefighting, civil defence or rescue body 

• Any other body which is mainly involved in responding to an emergency or natural disaster which can include the following:

• The State Emergency Service (SES)

• Country Fire Authority (CFA)

• The RSPCA 

• Annual Leave

Paul Sadler Swimland employees engaged on a weekly basis are eligible for annual leave. The employer may direct the employee to take annual leave during a period between terms for up to four periods per year. 

An employee may, if agreed on, take annual leave during a term.

All annual leave must be approved by management in advance. (All employees must give at least a clear month's notice of their intentions to take annual leave, unless otherwise agreed to by the site manager. Annual Leave must be applied for via the PSS Xero system)

• Unpaid Leave 

All part-time employees on a 50 week/1 year contract will have 2 weeks of unpaid leave per year. These 2 weeks of unpaid leave may take place in the 2 weeks immediately following the end of Term 2. (the last day of the term before the Christmas shut down period)

Employees are advised in writing at the end of Term 1 as to what the dates are.

• Long Service Leave

Employees are entitled to Long Service Leave in accordance with the relevant State Long Service Leave Legislation. 

Paul Sadler Swimland requires all employees to give at least a clear month's notice of their intentions of taking long service leave, unless otherwise agreed to by the site manager. Long Service Leave must be applied for via the PSS Xero system)

• Absenteeism Policy 

• Privacy Policy 

• Travel Policy 

• Events 

• Team Member Covid-19 Policy (NEW)

RISK ASSESSMENT -