HR Orientation Handbook 2004

Orientation Handbook – Interim Version
January 2006
Compiled by: Employee Relations Unit
Waratah Health Campus
(02) 4952 9119
TABLE OF CONTENTS
WELCOME ................................................................................................................. 1
ABOUT HUNTER NEW ENGLAND HEALTH ............................................................ 2
OUR STRENGTHS ..................................................................................................... 3
OUR STRENGTHS ..................................................................................................... 4
OUR VISION FOR STAFF .......................................................................................... 4
HOW DO WE KEEP YOU INFORMED?..................................................................... 5
NSW HEALTH CODE OF CONDUCT ........................................................................ 6
DISCRIMINATION, HARASSMENT AND BULLYING ............................................... 7
CONDITIONS OF EMPLOYMENT............................................................................ 11
ZERO TOLERANCE ................................................................................................. 14
PERFORMANCE MANAGEMENT ........................................................................... 14
COMPLAINTS / GRIEVANCES ................................................................................ 14
DISCIPLINARY PROCESS ...................................................................................... 15
EMPLOYEE ASSISTANCE PROGRAM (EAP) ........................................................ 16
EQUAL EMPLOYMENT OPPORTUNITY................................................................. 17
FREEDOM OF INFORMATION ................................................................................ 18
INFORMATION PRIVACY ........................................................................................ 18
STUDY ASSISTANCE LOAN SCHEME................................................................... 21
OCCUPATIONAL HEALTH AND SAFETY .............................................................. 22
OCCUPATIONAL HEALTH AND SAFETY COMMITTEE........................................ 28
NO SMOKING POLICY ............................................................................................ 28
SAFETY RULES AND SAFE WORK PRACTICES.................................................. 29
NUMERICAL PROFILE AND EQUIP ....................................................................... 30
HAZARD IDENTIFICATION AND REPORTING ...................................................... 31
INFECTION CONTROL ............................................................................................ 32
STAFF HEALTH ....................................................................................................... 34
MOTOR VEHICLE SAFETY ..................................................................................... 36

NOISE INJURY PREVENTION................................................................................. 37
WASTE MANAGEMENT OPERATIONS.................................................................. 37
ACCIDENT AND WORKERS’ COMPENSATION .................................................... 38
OCCUPATIONAL REHABILITATION POLICY ........................................................ 39
CULTURAL AWARENESS ...................................................................................... 41

Migrant Health .............................................................................................................. 41
Aboriginal Health .......................................................................................................... 42
LEARNING AND DEVELOPMENT SERVICE.......................................................... 46
TRAINING, APPLICATION AND APPROVAL SYSTEM (TAA)............................... 47
CHILD PROTECTION............................................................................................... 48
Important Contact Details............................................................................................... 49
Risk of Harm .................................................................................................................... 50
Assessing risk of harm.................................................................................................. 50
Definitions of Abuse and Neglect .................................................................................. 50
Child physical abuse..................................................................................................... 50
Child sexual abuse ....................................................................................................... 50
Neglect.......................................................................................................................... 51
Emotional abuse ........................................................................................................... 51
Domestic violence......................................................................................................... 51
Indicators of Abuse and Neglect ................................................................................... 51
Indicators of sexual abuse ............................................................................................ 52
Indicators of possible physical abuse ........................................................................... 52
Indicators in parents or caregivers................................................................................ 53
Indicators of possible emotional abuse or physiological harm...................................... 53
Indicators of possible neglect ....................................................................................... 53
Dealing with Disclosures................................................................................................ 54
Roles of Agencies ........................................................................................................... 54
Role of NSW Health ..................................................................................................................... 54
Role of NSW Police ...................................................................................................................... 54
Role of Department of Community Services ................................................................................ 55
Reporting ......................................................................................................................... 55
Reporting information ................................................................................................................... 55
Who to report?.............................................................................................................................. 55
How to report? .............................................................................................................................. 55
Protection for reporters................................................................................................................. 56
Information Provision ..................................................................................................... 56
Best endeavours ............................................................................................................. 57
Flowchart for dealing with Requests for information from DoCS .............................. 57
Flowchart for dealing with Best Endeavours Request for DoCS................................ 58
UNION DETAILS ...................................................................................................... 59

WELCOME
Welcome to Hunter New England Health.
Hunter New England Health was created on 1 January 2005 when Hunter, New England
health and Lower Mid North Coast health services merged.
So we're a new organisation covering an enormous area. In fact, we're the size of
England! We stretch from Tenterfield in the north to Morisset in the south.
This year our 14,500 staff will care for around 840,000 people. We'll do this at our
hospitals, community health centres, polyclinics and out in the community.
But we don't just look after sick and injured people. We are always promoting good
health and encouraging people to better take care of themselves.
There are a number of health issues that we're focusing on at the moment, including
mental health, chronic conditions, aged care and cancer, and with 20 per cent of the
State's Aboriginal population living in the Hunter New England Health area, we're also
working hard to improve the health of Indigenous people.
Our head office is in Newcastle, and we have a regional office in Tamworth.
As a new organisation, we're going through a lot of changes and entering a new era in
providing health services. I welcome you on this journey.
Whether your role is directly caring for patients or supporting those who do, you are an
important part of making us successful. It's by working together, by being innovative and
passionate, that we'll be able to meet our goal of improving people's health.
Good luck and we hope your stay with Hunter New England Health is enjoyable and
rewarding for you.
Terry Clout
Chief Executive
Hunter New England Area Health Service Orientation Handbook Page 1 of 61

ABOUT HUNTER NEW ENGLAND HEALTH
Hunter New England Health is unique - it is one of four rural health services in NSW, but
it is the only one with a metropolis (Newcastle/Lake Macquarie) within its borders.
This is one of Hunter New England Health's strengths, with greater opportunities for
sharing ideas and best practice across the rural and metropolitan parts of our health
service.
Hunter New England Health will:
• Provide care for a population of approximately 840,000 people

• Cover a geographical area of over 130,000 square kilometres - the size of
England!
• Have around 14,500 staff
• Have 1500 medical officers
• Have 1600 volunteers
• Provide health services to 12 per cent of the State's population
• Provide health services to 20 per cent of the State's Aboriginal population
• Span 27 local government areas
• Spend $1.3billion per annum
• Have a head office in Newcastle and a regional office in Tamworth
Hunter New England Health includes public hospitals and community health centres
at:
Armidale Forster Mungindi Tea Gardens

Ashford Glen Innes Murrurundi Tenterfield
Barraba Gloucester Muswellbrook Tingha
Belmont Gresford Narrabri Toomelah
Beresfield Gunnedah Nelson Bay Toronto
Bingara Guyra New Lambton Uralla
Boggabilla Gwabegar Newcastle Walcha
Boggabri Harrington Nundle Walhollow
Bulahdelah Hawks Nest Pilliga Wallsend
Bundarra Inverell Premer Waratah
Caroona Tambar Springs Quirindi Warialda
Cessnock Kurri Kurri Raymond Terrace Wee Waa
Clarence Town Maitland Scone Werris Creek
Denman Manilla Singleton Windale
Dungog Merriwa Stroud Wingham
East Maitland Moree Tamworth
Emmaville Morisset Taree
Page 2 of 61 Hunter New England Area Health Service Orientation Handbook

OUR STRENGTHS
Our organisation has the following strengths:
• High quality, safe patient care

• Skilled, hard-working and valued staff
• An understanding of and commitment to rural communities
• Experience providing health service across a broad geographical area
• The best immunisation rates in the State
• A commitment to the health and wellbeing of our Indigenous communities
• Highly developed telehealth and information technology services
• Dedicated and loyal volunteers
• Effective models of community participation
• Expertise in health promotion and prevention
• Successful strategies to improve staff safety
• A focus on innovation
• Teaching and research
OUR VISION FOR STAFF

• Feel proud and committed to Hunter New England Health
• Treat each other and our patients/clients with respect
• Feel supported in innovating to improve services
• Are satisfied and safe in their work environment
• Are receptive to the opportunities this merger will bring

HOW DO WE KEEP YOU INFORMED?
The Latest
• Chief Executive Terry Clout’s newsletter to all staff
• Sent to you each Monday via email or placed on your notice board by your manager
• Main channel for communicating important information from across our area so you
should read it each week.
• To view previous copies, visit http://intranet.hne.health.nsw.gov.au/news/latest.htm
• Comments and story suggestions are welcome and can be sent to
ceo.news@hnehealth.nsw.gov.au
What’s Up Doc?
• Monthly area-wide newsletter for senior clinicians
• Distributed in hard copy via internal mail
• Contributions from clinicians are encouraged.
• Previous copies are at http://hal.hunter.health.nsw.gov.au/drnet/whatsupdoc.htm .
• Contact louise.morrissey@hnehealth.nsw.gov.au for more details.
Hospital Newsletters
Many hospitals and services have their own staff newsletters. If you want to contribute a
story to a newsletter, contact the editor at your hospital or if you don’t know who they
are, call the Executive Support Unit on 4985 5522.
Email
• Common communication tool within Hunter New England Health.
• You should not send emails to all of Hunter Health without the approval of your
manager and the IT manager.
• The Chief Executive sometimes sends information to staff on email about
organisation-wide news.
• Managers print out copies for staff not on email and put these on notice boards and
hand them out in team meetings.
Media
• Our Communication team lets the local media know about the great work we do.
• If you have a good story, contact the Communication team at
pr@hnehealth.nsw.gov.au
• If you get any enquiries from the media, you must firstly contact the Communication
team before responding. Just ask the journalist if you can take a message and get
someone to call them back.
The Communication team also provides Patient Condition Reports to the media. For
example, a radio station might include details in their news about the condition of a
motorcyclist after an accident. This information is only given to the media if the patient
agrees to give it out. It is their choice. Always talk to a Communication staff member
before giving patient details to the media.

NSW HEALTH CODE OF CONDUCT
The NSW Health Code of Conduct is a framework for decisions and actions that
relate to conduct within Hunter New England Area Health Service and is applicable
to staff working in any permanent, temporary, casual, termed appointment or
honorary capacity.
You should have received your copy of the Code with the letter of job offer. This
Code supersedes any prior codes. Your contract of employment is based upon your
compliance with the NSW Health Code of Conduct so make sure you understand it.
Any violation of this Code by any Employee may result in disciplinary action,
including termination of employment.
All new employees are required to sign the Acceptance of Employment form and
return this to Recruitment Office prior to commencement of work. As stated in your
letter of offer with this signature you are indicating that you have received, read and
understood the NSW Health Code of Conduct and you do understand that you must
abide by all of its requirements and boundaries.
If you have not received a copy of the NSW Health Code of Conduct or you have
some questions on the issues outlined in this document you need to discuss this with
your immediate supervisor. The NSW Health Code of Conduct is also accessible
through Hunter New England Health’s Intranet Site.

DISCRIMINATION, HARASSMENT AND BULLYING
Staff members must not harass, discriminate or support others who harass and
discriminate against colleagues or members of the public on the grounds of sex,
pregnancy, age, race (including their colour, nationality, descent, ethnic or religious
background), marital status, disability, homosexuality or transgender.
What is harassment?
• Any behaviour which is not asked for and not wanted and that happens because of a
person’s sex, race, (including ethnic or religious background), age, marital status,
disability or homosexuality
Some forms of physical harassment

• Unnecessary physical contact (pinching, patting, brushing up against a person,
touching, kissing, hugging against a person’s will)
• Indecent or sexual assault or attempted assault
• Pushing, shoving or jostling
Forms of verbal harassment

• Making fun of someone
• Sexual or suggestive remarks
• Propositions (sexual invitations)
• Spreading rumours
• Offensive jokes
• Threats or insults
• The use of language that is not suitable in the workplace
• Name calling
Forms of non-verbal harassment

• Putting sexually suggestive, offensive or degrading/insulting material on walls,
computer screen savers, email and so on
• Suggestive looks or leers
• Unwelcome practical jokes
• Not sharing information
• Wolf whistling
• Continually ignoring or dismissing someone’s contribution to a meeting/discussion
What is bullying?
• Being constantly criticised - explanations and proof of achievement are ridiculed,
dismissed, overruled or ignored
• Forever being subject to nit-picking and trivial fault-finding
• Being undermined, especially in front of others; doubts are expressed over a
person’s performance or standard of work - however the doubts lack substantive and
quantifiable evidence, for they are only the bully’s opinion
• Being overruled, ignored, sidelined, marginalised, ostracized
• Being isolated and excluded from what’s happening (this makes people more
vulnerable and easier to control)
• Being singled out and treated differently

• Staff who engage in the bullying of another staff member will be subject to
disciplinary action in accordance with Hunter New England Health’s disciplinary
procedures
• The focus is often on competence, or rather alleged lack of competence of the
bullied person
Public comment and disclosure of official information

Individuals have the right to make public comment and publicly debate political and
social issues.
Staff should make it clear that other than in the course of duty or when giving evidence
in court, they are not making an official comment nor representing an official position of
Hunter New England Health.
Use of official resources

Official resources are not to be used for non-official purposes without the approval of the
Chief Executive or his/her delegate.
Staff members using official resources for non-official purposes without getting prior
approval could face disciplinary and/or criminal action.
Outside employment
• Seek approval of the Chief Executive or delegated officer if you are a full-time
employee of Hunter New England Health and you wish to engage in paid
employment or other business activities outside your official duties
• If you are a part-time or casual employee you must advise the Chief Executive or
delegated officer, of any real or potential conflict of interest
Party political participation

• Carry out your duties in a party political neutral manner
• Party political activities should not be undertaken in paid Health Service hours
• For contesting State or Federal Elections special arrangements apply. For more
information contact your Health Service Manager or a member of the Senior
Executive
Security of official information

• Staff members are to make sure that confidential and sensitive information in any
form (eg documents, computer files) cannot be accessed by unauthorised persons
• Staff members must make sure that confidential information is only discussed with
people who are authorised to have access to it
Criminal Record Checks

Probity checks are conducted for the following convictions:
• sexual offences
• serious offences involving a threat or injury to another person and
• other serious offences but only where directly relevant to the duties of the position
(eg embezzlement and larceny) for financial positions

Corrupt conduct
Corruption can take many forms including:
• official misconduct
• bribery and blackmail
• unauthorised use of confidential information
• fraud and theft
Maladministration
Maladministration is defined as conduct that involves action or inaction of a serious
nature that is:
• contrary to law
• unreasonable, unjust, oppressive or improperly discriminatory or
• based wholly or partly on improper motives
Serious and substantial waste

• Serious and substantial waste refers to any uneconomical, inefficient or ineffective
use of resources, authorised or unauthorised which results in significant
loss/wastage of public funds or resources
Reporting
• Report any instances of possible corrupt conduct, maladministration and serious and
substantial waste of public resources to the Chief Executive or other delegated
officer
• The Chief Executive is required to report all instances of suspected corrupt conduct
to the Independent Commission Against Corruption
The Protected Disclosures Act 1994

Protects staff who make disclosures against corrupt conduct, maladministration and
serious or substantial waste of public money
Disclosures not protected by the Act include:

• those that question the merits of government policy
• those that are frivolous or vexatious or
• those that are motivated solely or mainly to avoid dismissal or other disciplinary
action
Breaches of the Code of Conduct

• Staff members should note that breaches of certain sections of this Code of Conduct
may be punishable under legislation
• Breaches of the Code of Conduct may also lead to disciplinary action
In summary
As a staff member of the Hunter New England Health you must fully accept that you
must:
• behave honestly and with integrity
• obey any lawful direction from a person who has the authority to give that direction
• follow the policies of NSW Health, whether or not you approve of those policies

• deal with issues or cases consistently, promptly and fairly
• follow the safety and security directives of management
• never commit a corrupt or unethical act in the course of your duties
• report any corrupt or unethical conduct
• avoid financial and other conflicts of interest and seek advice when in doubt
• comply with the rights of the clients you serve
• not harass or discriminate against any person for any reason
• not solicit or accept gifts or benefits outside official policy guidelines
• never act outside the limitations of authority given to you through your statement of
duties and other delegated authority
• not engage in private conduct which brings discredit to the Hunter New England
Health
• protect confidential information
• have written permission before accepting secondary employment
If you manage other staff, you must ensure their work-related needs are met and that
they behave in accordance with the Code of Conduct.
If you fail to comply with this Code you are subject to a range of management
options and remedies up to removal from the Hunter New England Health.

CONDITIONS OF EMPLOYMENT
As an employee of Hunter New England Health, the conditions of your employment are
regulated by:
• Health policies
• NSW Department of Health policies
• Award and Enterprise Agreement provisions related to the position you occupy
• Acts of Parliament
• Code of Conduct
Further information regarding your entitlements is available from the following

publications:
• Human Resources Manual

• Leave Matters Procedures Manual for Public Hospitals
• Relevant Industrial Award or Enterprise Agreement
The above documents are all available on the intranet. There are also some frequently
asked questions available that may be of some assistance.
From time to time, awards, policies, legislation etc are updated or a new one introduced.
Systems are in place to keep you informed of these changes.
Payment of salaries
The provision of all NSW Public Awards provide for the direct deposit of your salary to
your nominated financial institution.
Superannuation
Compulsory Superannuation Guaranteed Contributions (SGC), employer funded, are
made to any SGC compliant superannuation fund at the employee’s request. If no fund
is elected by the employee funds will be automatically paid to First State Super on their
behalf. The contribution is 9% of the employee’s base ordinary rate of pay. An
employee may also elect to make personal contributions to their elected fund or First
State Super by way of regular salary or wage deductions or salary sacrifice (pre-tax).
Offer of employment
You should have received a written offer of employment prior to commencing duty with
Hunter New England Health. The offer would have included details of the award under
which you are employed and your status within that award i.e. permanent, temporary,
part-time, full-time. If you have any questions or concerns regarding details of your offer
of employment please discuss them with your department manager/supervisor.
Resignation
If you wish to terminate your employment, you need to check the amount of notice you
are required to give with your supervisor or the Human Resources department. The
amount of required notice will vary dependent upon which award you are employed
under.

Changes to personal details
Any changes to your personal details, such as your address or taxation, must be notified
to Pay Office as soon as possible. Relevant forms are available from the intranet, Pay
Offices (located in Inverell, Waratah and Mater Hospital) or your ward or unit. You are
responsible for completing the appropriate forms and ensuring that your current contact
details are provided.
Payroll number
This is your unique identification number with the organisation. Please ensure that you
have a record of your number in a place that is easily accessible for you. This is
essential when making payroll enquiries.
Leave entitlements
All permanent and temporary staff on contracts are entitled to many different types of
leave. Casual staff are paid a loading on their hourly rate and are not entitled to paid
leave.
Sick leave
Officers absent on sick leave should notify their supervisor as soon as possible and where
appropriate indicate the duration of the absence. Immediate supervisors monitor reasons
for absences and a medical certificate must be provided for sick leave absences of three
or more consecutive days. All awards provide for two (2) weeks cumulative sick leave per
annum, with entitlement commencing on completion of three (3) months continuous
service.
Annual leave
Approval for annual leave should be requested on the appropriate form from supervisors
giving adequate notice so that where necessary relief can be arranged. Arrangements
should be made with your supervisor with regard to method of payment. All employees
(except casual, temporary or relieving staff) are entitled to four (4) weeks annual leave per
annum. Shift/weekend workers can accrue additional leave and public holiday leave
above the base entitlement.
Salary packaging
Salary packaging allows health staff to take home an extra $1500 a year on average.
Salary packaging is available for all employees except casuals and SES. Salary
packaging is a means of paying/reimbursing financial commitments by way of using your
pre-tax dollars. Before considering salary packaging please seek independent financial
advice from your accountant, tax agent or financial planner. For further information please
contact Prosperity on 02 4929 6855.
Maternity leave / Adoption leave

Fourteen weeks on full pay or 28 weeks on half pay after 40 continuous weeks of
service.
Parental leave
The one week of paid parental leave replaces the current one week unpaid paternity
leave but extends to a partner of the same sex.

Long service leave
Approval for long service leave should be obtained from your supervisor. Employees
are eligible for two (2) months long service leave after ten (10) years of service. After
ten (10) years service leave accrues at fifteen (15) calendar days per annum. Access
will be permitted to pro-rata extended leave (i.e. long service leave) after seven years of
service. This is available to be taken as leave or on resignation. There is no
requirement for pressing domestic or other necessity to be granted this pro-rata
entitlement.
Family and Community Services (FACS) leave

FACS leave is available:
• For a range of personal reasons encompassing family responsibilities
• For the performance of community service
• For cases of pressing necessity
Personal/Carers leave
Personal/Carers Leave is available:
• to provide care and/or support for sick members of the employee’s family or
household
• to provide for the flexible use of other entitlements
• With Personal/Carer’s Leave employees are able to access current and up to three
years accrued sick leave entitlements to care for a sick dependant
Additional FACS leave for bereavement purposes

May be granted where FACS Leave has been exhausted, additional paid leave of up to
two days may be granted on a discrete “per occasion” basis to an employee on the
death of a family member.
Accrued days off

Full time employees are entitled to an accrued day off (ADO) every four weeks to a
maximum of twelve per year. Full time employees employed as tradesmen are entitled
to an ADO every four weeks to a maximum of 13 per year.
Study leave
Provisions are available for staff to access study leave. These will vary dependent upon
the type of course you are doing and the requirements of the course eg. level of face to
face, residential etc.
Transfer from other public service organisations

If you have come to Hunter New England Health from another health service or public
service organisation you may have an entitlement for leave and service that can be
transferred. Please contact Payroll at either Waratah, Inverell or Mater Hospital who will
be able to assist.
** Should you require any information regarding any type of leave talk to your
line manager. Line managers if need be will contact the relevant Human
Resources Department.
** For any information regarding leave balances or payment details contact the
Pay Office on 1800 220 245 (Inverell), 1800 853 400 (Hunter) or 49 211 336 (Mater
Hospital).

ZERO TOLERANCE
The Zero Tolerance policy is an important aspect of ensuring the rights of all people
working in or utilising the NSW Public Health System. It is aimed at the prevention and
management of aggression and violence in the workplace. NSW Health defines
aggression as:
'Any incident in which employees are abused, threatened or assaulted in circumstances

arising out of, or in the course of, their employment including verbal, physical or
psychological abuse, threats or other intimidating behaviours, intentional physical
attacks, aggravated assault, threats with an offensive weapon, sexual harassment and
sexual assault'.
NSW Health policy covers incidents of aggression or violence by patients and clients of
the health service toward staff as well as bullying and harassment from fellow staff
members.
PERFORMANCE MANAGEMENT
Hunter New England Health supports the use of performance evaluation systems that
provide employees with constructive feedback on their performance and incorporates
performance, training and development plans for the ongoing benefit of the employee
and the organisation. Performance Enhancement is an ongoing process in which
employee’s job performance and development needs are discussed and reviewed with
respect to defined job goals.
This occurs via a formal structured Performance Enhancement system as well as day-
to-day feedback given informally. Formal performance review feedback can be
expected after three months of employment, then annually thereafter.
The system consists of the employee and manager identifying and actioning a personal
performance and development plan, with subsequent feedback and progress reviews.
COMPLAINTS / GRIEVANCES
Sometimes in the course of our employment we may feel aggrieved that we are being
treated unfairly or that an injustice has taken place. This could be related to matters
such as employment conditions, staff selection practices, work allocation, safety,
harassment, team relationships etc.
If you believe that you have a genuine complaint or grievance you can access the
Grievance Procedure. A formal grievance can be verbal or in writing and, in the first
instance, should be taken to your immediate supervisor (where possible). A process will
be undertaken to understand the nature of the grievance then put actions in place to
resolve the grievance. A fair and objective process will be taken in an effort to resolve
the grievance.
For further information about this process, talk with your supervisor or Human
Resources representative. If necessary, staff may be referred to the Employee
Assistance Program for additional support.

DISCIPLINARY PROCESS
The vast majority of Hunter New England Health staff perform effectively and conduct
themselves in a professional and ethical manner at work. However, there will be
occasions when, in order to maintain the proper and efficient functioning of a health
service, effective disciplinary procedures are required to address serious or on-going
performance problems, misconduct or inappropriate workplace behaviour.
All alleged breaches of discipline relating to misconduct, serious performance issues or

inappropriate behaviour involving staff of the health service needs to be addressed and
resolved within the context of the relevant legislation, industrial instruments and the
principles of procedural fairness.
Policies have been developed in line with NSW Department of Health and other relevant
legislation, industrial instruments and the principles of procedural fairness to assist,
human resource practitioners and line managers to meet legislative, contractual and
common law requirements in the area of discipline.
These policies apply to serious breaches of discipline or repeated smaller offences, and
should not be used for matters best dealt with by performance management strategies,
grievance procedure, conciliation/mediation, counselling, or training.
Disciplinary matters may include:
• Poor attendance record

• Unacceptable work (ie, work that is consistently below standard)
• Attitude to work, staff, customers
• Failure to carry out reasonable requests
• Lack of reasonable productivity
• Disruptive behaviour
• Activities in conflict with the Code of Conduct and Ethics
• Breach of Hunter New England Health policy

EMPLOYEE ASSISTANCE PROGRAM (EAP)
What is EAP?
The Employee Assistance Program (EAP) is a confidential counselling service available
to all staff of Hunter New England Health. This counselling service is available for both
work and non-work related issues.
The service offers assistance in areas such as:

• relationship difficulties
• alcohol and drug-related problems
• financial worries
• emotional problems
• interpersonal conflicts
Together, the employee and a counsellor can examine the nature of the problem and
develop an appropriate course of action. When appropriate, the counsellor may refer
the employee for ongoing assistance.
Counselling is:
• confidential
• voluntary
• free, and
• available
Staff may use the service in work time or their own time. Their supervisor will approve
the absence from the department if required, BUT has no right to know why the
employee is contacting EAP.
How to access EAP

Any member of staff can access EAP in any number of ways:
• directly on an individual basis

• through their manager, team leader or Health Service Manager
• through union/association delegate
• through co-workers and friends
Whichever way is chosen, the first contact needs to be made through one of the
following:
• your local manager

• your Human Resources Department in New England on 6767 7165
• your EAP Coordinator in the Hunter on 4921 2822
• your Human Resources Department on 6592 9417 or 6592 9715
The employee will then be transferred on to a suitable counsellor who will help with their
problem.
EAP for staff working at the Mater Hospital is provided by Corporate Health Services
and is available 24 hours, 7 days per week. Contact number is 1800 811 951.

EQUAL EMPLOYMENT OPPORTUNITY
Hunter New England Health has a policy of Equal Employment Opportunity (EEO).
The twin aims of EEO initiatives are, on one hand, to promote employment policies and
practices which are based on the principle of merit and on the other, to introduce and
pursue programs of affirmative action designed to encourage people traditionally
disadvantaged in the workplace because of discrimination or prejudice. In summary,
Equal Opportunity Involves:
• the selection of the best person for the job

• ensuring that conditions of service and career opportunities are fair and equitable
• assisting all employees to achieve their full potential with respect to their positions
Legislative Base For EEO

EEO groups are people affected by past or continuing disadvantage or discrimination in
employment. These groups are:
• Women
• Aboriginal people and Torres Strait Islanders
• Members of racial, ethnic, and ethno-religious minority groups
• People with a disability
Discrimination is treating someone unfairly or harassing him or her because they belong
to a particular group. Under the Anti-Discrimination Act 1977, it is against the law in
NSW for any employer, to discriminate against an employee or job applicant because of
their: age, sex, pregnancy, disability (includes past, present or possible future disability);
race, colour, ethnic or ethno-religious background, descent or nationality; marital status,
carer’s responsibilities; homosexuality; transgender.
Both direct and indirect discrimination is against the law. Direct discrimination means
treatment that is obviously unfair or unequal.
Indirect discrimination means having a requirement that is the same for everyone but
has an effect or result that is unfair to particular groups.

FREEDOM OF INFORMATION
The Freedom of Information Act of New South Wales came into effect on 1 July 1989. It
is based on three essential principles of democratic government - openness,
accountability and responsibility. The spirit of the Act is to enable people to have access
to documents produced by Government agencies, authorities etc including the Hunter
New England Health. Agencies are encouraged to voluntarily release information.
Documents fall into two categories.

• Personal (e.g. patient /client files)
• Non-personal (e.g. policies, protocols, planning documents)
There are fees associated with requesting documents.
Documents can be released in full, in part, in some cases deferred or not released at all.
INFORMATION PRIVACY
Good work practices can help to ensure that client/patient information is properly
protected. Observing simple procedures can make all the difference.
By phone
Take care that you convey personal information by telephone only when it is needed
urgently. In most cases this will be for client/patient care.
Make sure that the person you are calling is authorised to receive the information. If
they are not personally known to you, confirm their identity, for example by ringing back.
Avoid conveying personal information by mobile phone. Conversation may be

intercepted.
Do not leave personal information about a client/patient on voice mail.
By mail or courier
When sending personal health information by post or courier, it is a good idea to take
some extra precautions. For example:
• Use some form of recorded delivery such as registered mail.

• Send lists of names separately from health information, along with link numbers or
codes.
• Make sure that envelopes do not disclose the source of the information where this
may be sensitive, for example a drug and alcohol service.
• Mark envelopes “confidential” or for the attention of a particular person.
Make sure packaging is secure and take care that addresses are complete and
correct.

By e-mail
If you send any personal health information by e-mail, names or other identifiers should
be:
• removed; or
• encrypted; or
• sent separately from health information, with link numbers or codes
Do not forward personal information you have received by e-mail. Separate access for
each individual needs to be authorised.
If you receive e-mail containing personal information by mistake, you should delete it
immediately and promptly inform the sender.
In conversations
Avoid discussing clients/patients in public area such as corridors of lifts or indeed
anywhere you may be overheard.
By fax
Fax personal information only when it is urgently needed. Make sure that the person
you are faxing to can guarantee the confidentiality and security of the information.
Confirm the destination fax number and the identity of the receiver, and check that an
authorised person will be waiting to collect the document.
It is a good idea to take some extra precautions when faxing personal information.
For example:
• where practicable, delete names and addresses prior to transmission (health record
number can be used as an identifier)
• double check fax numbers or use autodial
• confirm that the document has been received
If you receive a fax containing personal information by mistake, you should promptly
inform the sender.
Printing and copying

Unless required for client/patient identification, you should block out names on paper
records before copying.
Make sure that you personally remove documents containing personal information from
printers.
Training and demonstrations

Take care to protect the anonymity of clients/patients during case presentations,
consultations with colleagues, presentation of research results and at seminars and
conferences. Use fictitious data for all demonstrations and training sessions.
Do not use photos, slides or other visual aids, which allow individuals to be identified
unless you have prior written consent from the identified person.

Storage
All paper records should be kept in lockable storage when not in use.
Basic precautions such as not storing records containing personal information in a

public area should not be overlooked.
Unattended documents
Take care not to leave documents containing personal information on workbenches or
anywhere people in passing may see them.
Computer screens
Position your computer screen, particularly if you work in a public area such as an
emergency department, admissions or outpatients area, so that it cannot be seen by
passers by.
Make sure information is not left on an unattended screen, or activate a screen saver.
Disposing of personal information

Paper records containing personal information are best disposed of by shredding or
burning.
For large volumes it is advisable to employ services, which specialise in the safe
disposal of confidential material.

STUDY ASSISTANCE LOAN SCHEME
As an incentive to staff, Hunter New England Health has approved an interest-free
Study Assistance Loan Scheme (SALS) designed to help staff who may wish to
undertake relevant undergraduate and certain post-graduate tertiary studies at a college
of TAFE, a university, or another accredited education provider.
It should be noted that a fringe benefit might arise when an employer provides a loan to
an employee free of interest or at an interest rate that is less than the statutory interest
rate (currently 6.05%). Staff who have entered into salary packaging arrangements
and/or who have private use of a health service motor vehicle will need to consider any
potential fringe benefit tax liability which may accrue to them as a result of accepting a
study loan offer.
The SALS will enable ‘up-front’ payment by Hunter New England Health to the Higher
Education Contribution Scheme (HECS), or course fee to be made on behalf of eligible
staff who:
• gain support from their senior manager concerning their proposed study program
• have a study program which fits within the relevant criteria
• are prepared to pay 25% of total cost to Hunter New England Health with the
balance of funds being repaid over a maximum of 20 pays
• have been permanent employees of Hunter New England Health for at least six
months
• provide evidence of necessary course fees (tax invoice)
The Scheme is available to any full-time or part-time member of staff, but cannot extend
to casual employees.
To meet ‘relevant criteria’ a proposed study program will need to be demonstrably

advantageous to the individual’s career within the health service and will be at either
undergraduate level or clinical/technical/professional graduate certificate or diploma
level, masters or PhD, in a discipline directly related to the applicant’s work.
If necessary, prior to implementation, applicants may discuss the practical impact of

repayment with staff of Human Resources. This discussion will be confidential.
For New England employees:

Forms may be obtained from the Division of Nursing and Organisation Development
(phone 6767 7230 or fax 6766 7918) or email mgurd@doh.health.nsw.gov.au.
For Hunter employees (including Lower Mid-North Coast):

Forms may be obtained on the Hunter New England Health Intranet site at
http://hal.hunter.health.nsw.gov.au/docs/HR_HECS%20form.pdf
Mater Hospital employees

Wishing to apply for financial assistance to undertake tertiary study should contact their
Manager or the Human Resources Department (phone 49 211 256).

OCCUPATIONAL HEALTH AND SAFETY
Policy Statement:
Hunter New England Health is committed to securing the highest level of health, safety
and welfare of patients, employees and any other persons within its premises. Hunter
New England Health requires compliance with legislative responsibilities and general
duty of care by all persons associated with the management and operation of the Health
Service.
Hunter New England Health is committed to ensuring that resources are made available
to enable compliance with all relevant Acts and regulations and will hold managers and
supervisors accountable for taking all practical measures to ensure that work areas
under their control are safe and without risks to health.
It is also expected that all employees will cooperate with Occupational Health and
Safety policy and procedures and fulfill their duty of care.
Mandatory Procedures
Managers, supervisors and team leaders
1. You must ensure that Occupational Health and Safety Committees, comprising
management representatives and elected employees, are established and
maintained as required by legislation. You must ensure that committee members
have the support, resources and training necessary to allow the effective discharge
of their duties.
2. You must be responsible and accountable for the health and safety of all persons,
employee or otherwise, who may be affected by the activities under your control as
required by legislation.
3. You must ensure that you implement a hazard control program in areas under your
control, which will identify, assess and control hazards that could be a risk to health,
safety and welfare of any person.
4. You must audit work areas under your control to identify hazardous conditions,
equipment or processes. Where hazards cannot be eliminated safe work practices
and safety rules must be developed and prominently displayed.
5. You must provide information, instruction and training to the staff under your control
to enable them to understand their rights and responsibilities under the legislation
and ensure safe work practices.
6. You must enforce all Occupational Health and Safety rules and procedures, but not
penalise an employee for attempting to address a safety issue.
All employees must

1. cooperate with all reasonable measures implemented to ensure your own health,
safety and welfare and that of others, and work in such a manner as to protect
persons who may be affected by your acts and omissions.

2. attempt to remedy a hazard once you become aware of it – immediately if possible –
or ensure all persons at risk from the hazard are protected (isolation, danger tags or
signs) then notify your supervisor.
3. be responsible and accountable for your compliance with safety requirements as

required by legislation.
Contractors
You must establish work practices designed to prevent injury or illness arising from your
acts or omissions and comply with all safety rules, safe work practices and other
requirements implemented by the Hunter New England Health to ensure health and
safety.
First Aid and Other Emergency Procedures

Staff members who suffer a work-related injury or illness requiring urgent medical
treatment may see their own Medical Practitioner or may initially attend the Emergency
Department/Section of their hospital or facility. Where necessary, procedures for
claiming workers compensation are outlined in the Rehabilitation section of this booklet.
All staff are reminded that it is a condition of their employment that they attend certain
compulsory in-service safety training sessions. These sessions revolve around
emergency procedures and include CPR, fire safety training (lectures and practical),
emergency evacuation practice, manual handling (or back care) lectures. Attendance at
these sessions should be discussed with your supervisor during your annual
performance appraisal.
Fire Orders and Disaster Plan

All staff must recognise that by the very nature of the work performed in hospitals there
is great potential risk for a fire to occur. Booklets providing comprehensive information
regarding action to be taken in the event of a fire or disaster are available in your
department or ward. They are also available from your hospital or facility fire safety
officer.
Members of the staff must familiarise themselves with these booklets as soon as
possible after commencing employment. The inside cover of the Fire Emergency
Handbook contains instructions regarding immediate action in the case of fire.
Generally speaking the recommended action to be taken in the event of a fire is the
same in hospitals throughout New South Wales -
R - Remove patients/staff from immediate danger.

A - Alert other staff and the NSW Fire Brigade, advising exact location of the fire.
C - Confine the fire and smoke by shutting doors and windows.
E - Extinguish the fire if safe to do so. Use the correct extinguisher.
As mentioned previously ALL staff must attend a course of lectures in relation to
fire safety and a practical evacuation exercise every 12 months.

Know how to prevent fires:
1. ATTEND - Attend the fire drills regularly.
2. OBSERVE - Observe No Smoking rules and remind others to do the same.
3. AVOID - Avoid piling rubbish and other flammables. Keep exits, hose reels and
extinguishers clear.
4. USE CAUTION - use caution around gas, flammables and oxygen equipment.
5. KNOW - Know what to do in an emergency.
6. KNOW - Know the types of extinguishers to use.
For further information please contact your facility Fire Safety Officer.
Security
Whilst security is not a serious problem within Hunter New England Health, it must be
recognised that breaches in security do occur from time to time. Often the greatest
threat to our security is the lack of conviction by staff that a security problem exists.
We should all recognise that firstly we need to protect ourselves, secondly our co-
workers, patients and visitors and thirdly the assets and property of the Hunter New
England Health.
Security awareness is in fact crime prevention and is based on the Crime Risk Triangle.
There are three basic elements necessary for a crime to occur. The DESIRE and
ABILITY to commit a crime and a victim who provides the OPPORTUNITY for a criminal
act. Security awareness by all staff breaks this Crime Risk Triangle most effectively by
reducing the OPPORTUNITY for the crime to occur.
There is little we can do to control the desire of someone wishing to commit a crime.
However reducing the opportunity has the flow-on effect of reducing someone’s ability to
commit the crime.
Some hospitals/facilities within the health service have dedicated Security staff whilst
security duties are also performed on a part- time or contract basis in other hospitals or
facilities. Security personnel are recognisable by their security guard insignia over the
left breast pocket. If you have not already done so you should discuss your hospital
security procedures with your supervisor, including finding out the hospital internal
emergency phone number.
Do not hesitate to ask for an escort when, for example, going from your building to your
car at the completion of your shift. Where there are security staff on duty please use
them, they are only too willing to help.

In relation to security we need your help. If you see or suspect anything of a criminal
nature please report it as soon as possible. If you suspect someone is of ill intent you
have the right as a staff member to ask for identification. You are not expected nor
encouraged to physically intervene in any situation.
Vandalism
Experience has shown that if vandalism is to occur it is most likely to occur in the
hospital car park. Every facility of Hunter New England Health has dedicated
illuminated after-hours parking. Where Security staff are employed or contracted the car
parks are routinely patrolled during the dusk to dawn hours.
Theft
Lock your money, personal items, draws, filing cabinets and office when not in use.
Also, log off your computer when you leave your workstation or office. The Health
Service cannot accept responsibility for any loss of personal effects that may occur. If
any article is lost or presumably stolen please report it to your supervisor immediately.
Identification badge
If you do not already have a hospital identification badge you can obtain one through the
security staff or your supervisor. Staff at smaller sites may have to wait for one of the
regular visits from the Area Security Manager. All staff are required to wear their
identification badge in a position that allows easy recognition.
All keys and identification badges are to be returned to your supervisor if you leave the
employ of the Hunter New England Health.
Assault:
Regrettably in today’s climate the threat of an assault, either physical or verbal, is
always with us. Assault can happen anywhere - be it on the way to or from work or in
the workplace itself. Again where possible staff should try to reduce the opportunity for
assault to occur. There are some simple precautions you can take to reduce the threat
of assault occurring:
⇒ Avoid poorly lit or unlit areas of the hospital when parking your vehicle or walking. If
you have to travel from building to building after hours use a pathway that is well lit.
Where possible avoid bushes and shrubbery.
⇒ If your shift finishes after dark, park in the after-hours car park of your hospital or
facility or where there is sufficient or increased lighting.
⇒ When you leave your workplace travel in pairs or request security staff to escort you
to your car. Before you leave the hospital or facility have the correct car key ready to
gain access to your car. Before you enter your car view the area behind the driver
and passenger seats.
⇒ Lock all doors and windows both while in your car and at work. Do not leave
valuables such as your wallet, purse, mobile phone, etc., visible in your car. If they
have to be left in the car, lock them in the boot.
⇒ Avoid waiting in the open if someone is picking you up at the completion of a shift.

Within the workplace itself there are a number of precautions that staff members can
take to lessen the chance of assault.
Try to pre-empt a possible flaring of a situation, seek assistance, and control your
emotions and deal with the problem in a quiet manner. Do not allow outside distractions
such as relatives or other patients or visitors to become involved. Speak calmly using
simple wording that is easily understood. If possible contact security staff or your
immediate supervisor.
If an assault or attempted assault takes place then you must report it. Seek assistance
from your supervisor or department head as soon as the threat has subsided. In some
circumstances it may be necessary to contact the police on 0-000. If you become a
victim of assault report it immediately. Do not suffer in silence.
Hospital lockup and unlock times

As a staff member you should be aware that all doors, with the exception of the entrance to
Emergency, are locked at certain times each night. The time varies from hospital to hospital
but is normally dusk to dawn. You should find out these times from your supervisor.
As we are in public hospitals we cannot deny entrance to anyone who needs medical
treatment. Members of the public who come to any entrance, other than Emergency
Department entrance, must be viewed with caution. It is preferable that you address
these people in the presence of another staff member or security staff.
Unless it is an emergency situation you should encourage those people who wish to see
a patient to observe visiting hours. Only admit people to your area after proper
identification has been established.
As you would at home, lock doors and windows as you leave.
Manual Handling
Manual handling is defined as “any activity requiring the use of force exerted by a
person to lift, lower, push, pull, carry or otherwise move, hold or restrain any
animate or inanimate object” (National Standard for Manual Handling, 1990, p. 11).
In line with the National Code of Practice for Manual Handling the Hunter New England
Health Manual Handling Policy addresses the principles of risk identification, risk
assessment and risk control. Wherever possible these three principles are considered
in consultation with employees.
By definition these three principles do not remain static. Staff members of different
height, weight and strength lift or carry the same object. The same size box may have
different weights depending on its contents and how often you have to move it and of
course the ability of a patient to assist with a lift or carry will depend on their medical
condition and so on. All of these factors should be taken into account when performing
any manual handling task.
In the past it was thought that manual handling problems could be overcome with “how
to lift” training. Whilst greater emphasis is now placed on job redesign and mechanical
lifting devices staff are still required to attend a manual-handling lecture on an annual
basis. Staff are also required to use mechanical handling equipment (such as trolleys,
patient lifting devices) where it is provided.

To assist preventing accidents resulting from lifting:
1. CHECK - Check the object to be lifted. Make sure it’s not too heavy or too
awkward. Check for sharp edges. Can you use a mechanical lifting device? Plan
your lift.
2. STAND CLOSE - If you have to lift, stand close to the object with feet apart for
balance - make sure footing is secure. Position yourself correctly.
3. BEND KNEES - Bend your knees. Keep your back as straight as possible.
4. GRIP WELL - Get a good grip and keep weight close to your body.
5. LIFT SLOWLY - Lift gradually, straighten knees and stand. Use leg muscles.
Avoid quick jerky motions. Do not twist your body.
6. PATIENT MOVES - Moving a patient? Use the same precautions. Can you use a
mechanical lifting device? Get someone to help you lift / move the patient.
Slips, trips and falls

Slips, trips and falls aren’t just a danger to staff who work on scaffolds, ladders and
roofs. Most falls actually occur on the same level and are caused by just tripping over
an object or slipping on something.
Here are some ways to prevent falls:
• Keep walkways and floors free of obstacles such as boxes, cords and litter. Even
objects such as pencils on the floor have caused serious falls.
• Flooring surfaces must be even and secured. Watch for obstacles such as loose
tiles and carpeting.
• Close cabinet drawers and doors as soon as you are finished with them. Many
serious injuries have occurred when people fall over unexpected obstacles such as
an open bottom drawer on a desk.
• Don’t run or walk too fast.
• Wear safe footwear, with low heels and a good fit. Keep your shoelaces tied. Avoid
slippery soles and be sure to wear shoes with adequate tread when walking on icy,
greasy or wet surfaces. Keep shoes in good repair.
• Make sure you can see over or around any load you are carrying.
Take your near misses seriously. Let’s say you have just skidded across a wet floor or
tripped over an extension cord. You are not injured, but just a little shaken and
embarrassed. Take the time to find out why that near accident occurred in the first
place and identify what can be done to prevent it from happening again to you or
someone else.
It is important to stay alert to slipping and tripping hazards in your work area and the
routes, which you travel in the course of your shift. Watch out for hazards, which might
put you in danger of a fall. Think of other staff and patients too, as they may become an
unsuspecting victim to these hazards.

OCCUPATIONAL HEALTH AND SAFETY COMMITTEE
Under the Occupational Health and Safety Act and Regulations all hospitals are
required to have an Occupational Health and Safety Committee. Hunter New England
Health welcomes and encourages your input into the committee to make the workplace
healthier and safer for everyone.
The committee consists of employer and employee representatives. The employer

representatives are nominated by management and cannot exceed, in number, the
employee representatives. Fellow staff members elect employee representatives for a
period of two years (you may stand for re-election if you wish). The chairperson of the
committee is elected from and by the employee representatives.
Information regarding your local committee should be available on an OH&S notice

board in your Hospital. Contact your OH&S Chairperson to ask how you can help.
NO SMOKING POLICY
Hunter New England Health has instituted a “No Smoking” policy throughout the Health
Service. Smoking is prohibited in all buildings, vehicles and facilities, including staff
quarters.
Patients, clients, visitors and staff are requested to cooperate with the “No Smoking”
policy.

SAFETY RULES AND SAFE WORK PRACTICES
If you are unsure of the correct and safe method of performing a task you should ask
your supervisor. Much of the equipment and many of the tasks within the health service
have recently had Safe Operating Procedures (SOP) documented for them. For
example many electrical items have SOP attached to the piece of equipment or pinned
to the wall in close proximity so that staff can read them before they operate equipment
or machinery.
Chemicals are a widely used tool in our hospitals. The first step in getting health and
safety information on the chemicals you use in the workplace is reading the label. It is
important to recognise symbols and read labels so that you can take steps to protect
your health.
The second step in getting health and safety information on chemicals is to read the
Material Safety Data Sheet (MSDS). Having identified the substance from the label, you
can ask for the MSDS, which applies to it. Your hospital has easily accessible copies of
MSDS for each product used.
The MSDS tells you

• the ingredients of the product
• the health effects of the product and first aid instructions
• precautions to follow when you use the product, and
• safe handling and storage information.
Make sure that you and your staff are familiar with the contents of the MSDS for
products used in your area.
With harmful and/or flammable liquids remember:
1. DON’T OVERSTOCK - Your legal limit is five liters per floor.
2. LABEL RIGHT - Don’t hold harmful or flammable substances in incorrectly

labelled or unlabelled containers.
3. CONTAIN SAFE - Check with your supervisor to ensure safe storage and
dispensing containers are used.
4. SIGNPOST - All flammable and harmful liquids must be clearly highlighted.

Remember no naked flames near flammable liquids and gases.

NUMERICAL PROFILE AND EQUIP
Once a year each hospital and facility within Hunter New England Health has a
Numerical Profile conducted by NSW Health accredited profilers or auditors. The audit
is occupational health, safety and rehabilitation specific and is designed to measure the
existence of these policies, procedures and systems in five main areas of the workplace:
• organisation and administration

• hazard control
• fire control and occupational hygiene
• participation, motivation and training
• post injury management
The Numerical Profile does not measure OHS & R in minute detail under these main
areas, but is based on the premise that good or best practice in the essential areas will
indicate good or best practice overall.
The EQuIP process is usually conducted every four years and whilst it is a dynamic
accreditation process based on continuum of care there is an element pertaining to
occupational health, safety and rehabilitation. Conducted by external accreditors from
the Australian Council on Healthcare Standards the accreditors will gauge your
hospital’s effectiveness in relation to topics under the broad umbrella of “safe practices
and environment.”
All staff are expected to participate in the Numerical Profile and EQuIP process by
attending compulsory safety lectures, knowing safe operating procedures for their roles
or tasks and so on. It is not unusual for auditors or accreditors to quiz individual staff on
fire safety, security, emergency procedures, infection control, manual handling and other
safety related issues.

HAZARD IDENTIFICATION AND REPORTING
To protect yourself and other employees, patients and visitors to your hospital please
report anything that you consider could cause an accident or that appears unsafe. The
importance of all staff reporting hazards cannot be over emphasised.
Each hospital/facility has its own reporting form that should be available from your
supervisor or safety officer. Prompt action should be taken to investigate your report
and you should be advised of the outcome of your report. It is also possible to report
hazardous situations to a member of your Occupational Health and Safety Committee.
To help prevent electrical accidents:
1. INSPECT CORDS - See that plugs are not broken. Keep cords away from rough,
sharp, hot or greasy surfaces. Remove plug at power point - do not pull cord.
2. GROUNDED - Make sure it is grounded. All equipment should have three-prong

plugs or be double insulated.
3. WARNING SIGNS - Be alert for trouble signs. If a machine overheats, smokes or

sparks, or if you feel a slight shock - unplug it! Attach a danger tag and ensure
that it is repaired by a qualified person.
4. WET SPOTS - Water plus electricity equals trouble. Don’t touch electrical
equipment with wet hands or if you are in or near wet spots.
5. DOUBLE TROUBLE - No double trouble. Switch all appliances off at power point
when not in use. Don’t use double adaptors.
6. PLAY IT SAFE - Attach a danger tag to any machine you suspect is faulty and call
the maintenance workshop.
Check plugs and cords…..

INFECTION CONTROL
Irrespective of diagnosis or perceived risk, the blood and body substances of all
persons are to be considered as potential sources of infection.
Protective apparel, such as gloves, masks, eye protection and gowns/aprons should be
worn if there is the likelihood of contact/splash with blood or body fluids. These are
called Standard Infection Control Precautions. Further precautions may be required for
other diseases or multi resistant organisms; these are called Additional (transmission
based) precautions.
Hand hygiene is a key measure to prevent cross-infection. It can be performed either by

hand washing or the application of alcohol gel onto dry hands. Visibly soiled hands
require washing rather than gel.
Hand hygiene must be attended:

• before and after patient contact or contact with equipment
• after removal of gloves
• before handling food
• at the commencement and completion of work
• after going to the bathroom, and
• if skin is contaminated with blood or body fluids
Intact skin is a natural defence against infection. Any breaks in the skin should be
covered with a waterproof occlusive dressing. Frequently moisturise hands with hand
lotion to prevent the skin from drying out. Fingernails should be kept short, clean and
free from nail varnish. Staff caring for patients should not wear artificial fingernails.
Jewellery should be limited to one significant ring (usually a wedding band) and
wristwatches are discouraged in clinical areas as these usually harbor microorganisms.
Neck ties and identity badge slings worn by clinical staff are unhygienic unless
laundered weekly.
Waste should be appropriately disposed of into the designated colour containers.

Sharps are to be placed into puncture resistant sharps containers. These containers
should not be overfilled. Do not bend, break or reuse needles. Do not carry waste bags
close to the body and care should be taken not to drop waste bags.
No matter how trivial all sharps injuries, lacerations or splashes of blood or body
fluids should be reported to your supervisor and Staff Health as soon as
practicable.
Immunisation for Hepatitis B is offered free to all Hunter New England Health staff. At
the earliest opportunity, all new staff should contact Staff Health (Infection Control staff
in New England) for assessment of their personal immunisation requirements that are
recommended by NSW Health (see NSW Health Circular 2003/91).

Exposure prone procedures (EPPs) are those procedures where there is potential for
contact between the skin (usually finger or thumb) of the healthcare worker and sharp
surgical instruments, needles or sharp tissues (splinters/ pieces of bone/tooth) in body
cavities or in poorly visualised or confined body sites including the mouth. Staff who
perform EPPs must comply with NSW Policy PD2005_162, which requires that the
staff member arranges annual testing of their HIV, Hepatitis C and Hepatitis B status
and withdraws from practice in the event of demonstrated infection with or significant
exposure to one of these blood borne viruses.
In the event of personal illness, please consult your GP or Staff Health for diagnosis
and treatment. Certain illnesses (eg. whooping cough or influenza) can be potentially
harmful for some patients and staff should not continue to work until recovered.
Information on more detailed work restrictions related to personal illness can be
obtained from Staff Health, Infection Control personnel or the intranet.
Annual influenza vaccination is offered free to all staff and is strongly

recommended both for personal protection and to avoid the possibility of transmitting
influenza to a susceptible patient.
When to contact infection control personnel

• When a patient has or is suspected of having an infectious/communicable disease or
multi-resistant organisms that may require additional (transmission-based)
precautions
• For staff, patients, carers and family requiring advice, information or clarification on
infections, exposure events or correct procedures
• Education in relation to Infection Prevention & Control practices

STAFF HEALTH
(FOR HUNTER STAFF ONLY AT THIS STAGE)
What Is Available:
• Assessment and referral for all work-related injury
• Assessment of illness at work (conditions apply)
• Hepatitis B immunisation and blood test
• Tetanus/Diphtheria immunisation
• Measles, Mumps, Rubella immunisation
• Varicella screening and immunisation
• Influenza vaccination
• Hepatitis A screening and immunisation (conditions apply)
• Body substance exposure management and follow up
• Cytotoxic blood screen
• Glutaraldehyde screen
• Screenings for Hep B, HIV, Hep C (work related)
• Latex screening and referral as required.
• Debriefing
• Skin care education (for dermatitis sufferers)
• Mantoux checks (TB screening)
• Chest X-rays
Contact the Staff Health nurse on your campus.
Work-related injury and illness should be referred in all cases to the Staff
Health Clinic for first aid, assessment and referral if appropriate.
Hepatitis B Immunisation
Hepatitis B virus is transmitted via blood and other body substances.
Hepatitis B immunisation is offered free of charge to all health care workers whose work
involves participation in tasks or activities with exposure or contact with blood or body
fluids, including human tissue. The course consists of three injections given over a six
month period, a blood test is attended three months following completion of your course
to check immunity. NSW Health policy requires you to show documentation and be
aware of your Hep B status.
Contraindications Hepatitis B vaccine should be deferred in the case of febrile illness.
Side Effects Reported side effects are transient and mild, and include pain at the
injection site (9-10%), low grade fever (3%), nausea, dizziness, myalgia and arthralgia.
Tuberculosis Screening
Tuberculosis is an infectious disease that usually affects the lungs but may affect other
parts of the body.

How is it spread?
Active TB infection in the lung spreads through the air when coughing or sneezing. The
germs are in the droplets of moisture are coughed or sneezed out.
Sharps Management
The person using the sharp is responsible for its safe disposal.
Do not bend, break or manipulate a sharp.

Sharps must not be re-sheathed except in special circumstances.
Dispose of sharps into puncture resistant sharps container, as close as possible to point
of use.
Never overfill a sharps container. When 3/4 full, secure the lid and remove to waste
collection area.
REPORT ALL SHARPS INJURIES NO MATTER HOW TRIVIAL
Blood and Body Exposure Management

First Aid - bleed it, wash it, cover it, rinse eyes, mouth or nose with water.
Report it - to your supervisor/NUM and Staff Health Clinic without delay to arrange
management, counselling and documentation on exposure management form.
After hours contact Emergency Department or after hours Resource / In-charge.
Reportable exposures are: needle sticks; cuts; blood/body fluid; splashes to eyes, nose
or mouth; and contamination of non-intact skin.
Confidential follow-up – The Staff Health Nurse will notify you when your blood test
results are available.
The blood and body substances of all persons are potential sources of infection
independent of diagnosis or perceived risk.
All laboratory specimens are handled as potentially infectious. Specimens are to be

transported in recommended leak-proof containers/bags.
All staff practicing exposure-prone procedures must be aware of their HIV, Hep B and
Hep C status annually.
Also see:
• Amendments to Professional Act regulations 1995/96.
• NSW Health 2002/45 Infection Control Policy.
• NSW Health 99/88 HIV & Hep B Infected Health Care Workers.
• Occupational Screening and Vaccination against Infectious Diseases 2002/97.
• Management of Health Care Workers Potentially exposed to HIV, Hepatitis B&C
2003/39
YOUR SAFETY IS YOUR RESPONSIBILITY!

MOTOR VEHICLE SAFETY
Depending on your role within Hunter New England Health you may at some stage be
required to drive a Health service vehicle. The first requirement is that you produce a
copy of your driver’s licence to your supervisor or Motor Fleet representative. This is an
annual requirement.
Many new staff are also new to the Hunter New England district. It must be recognised
by all staff that driving in our large geographic area can be quite hazardous. Long
distances are involved and much of the travel is done at the maximum allowable speed.
Road conditions can vary from place to place with weather conditions changing
dramatically within the same day. What may have been safe on a trip in the morning
may be quite hazardous on the return trip the same afternoon/evening.
Whilst the majority of motor vehicle travel is uneventful at some stage you may have to
drive in difficult conditions remember you should always drive to the prevailing
conditions.
The other major driving hazard over which only you have control is fatigue. On long
trips it is strongly recommended that driving duties be shared where possible and you
break your trip every two hours. This is especially so on return trips.
Remember ALWAYS wear your seat belt and report any maintenance or tyre problems.

NOISE INJURY PREVENTION
Whilst most areas in hospitals and health care facilities are not likely to cause damage
to hearing, Hunter New England Health has identified some areas where staff may be at
risk of sustaining a noise injury. Those staff are likely to be employed in the following
areas:
• workshop / maintenance
• boiler room
• gardening
• plaster room (physiotherapy)
• mortuary attendants
As a condition of employment within these areas staff are required to have a hearing
test with the closest Nurse Audiometrist within three months of commencing
employment. You should ask your supervisor/manager to arrange your hearing test with
the nearest Nurse Audiometrist as soon as possible after commencing.
If you are working in any of the above areas you may be required to use personal
hearing protection when undertaking some tasks. All staff are reminded of their
obligation to comply with the Occupational Health and Safety Act and follow all safety
requirements of the job.
WASTE MANAGEMENT OPERATIONS

In August 1998 NSW Health issued the “Waste Management Guidelines for Health Care
Facilities”. This document is available from your manager or supervisor and should be
read as soon as possible as it describes the safe procedures for handling, storing and
disposing of all hospital waste.
The guidelines are designed to focus on key strategies of waste management in health
care facilities and enable those facilities to attain a structured, committed, consistent
and economically sustainable approach to waste stream management. They represent
the result of consultation with WorkCover, Environment Protection Agency, the Waste
Industry and health care workers.
Within Hunter New England Health each facility has completed a generic Hospital
Waste Management Plan and formed a local Waste Management Committee. Once
this system is fully operational it is expected that a very accurate monitoring process will
result allowing for improved waste stream management protocols. These protocols will
satisfy the corporate aims of NSW Health as well as the legislative requirements of the
Environment Protection Authority.

ACCIDENT AND WORKERS’ COMPENSATION
In NSW there is specific legislation covering Workers’ Compensation called the
Workplace Injury Management and Workers Compensation Act 1998 (and associated
legislation). The legislation requires the employer to pay compensation to workers for
losses associated with legitimate work related illnesses or injuries. Employers are also
required to provide rehabilitation for injured workers, and to encourage and support a
return to productive work. If you experience a work-related injury or illness, you may be
entitled to Workers’ Compensation. Compensation payments aim to recompense the
injured or ill worker for out of pocket expenses including medical and hospital expenses,
loss or damage to personal items, lost wages, permanent impairment, and the costs of
rehabilitation.
If you need to make a claim for Workers’ Compensation you must:

• Inform your supervisor as soon as possible about the injury or illness. This will
ensure that the injury is recorded. Delay may make it difficult to prove the injury was
work related. This may delay or prevent your claim being accepted.
• Consult a doctor to have your injury or illness assessed. You can see a doctor in
emergency, or you may see your own doctor, or both.
• If the doctor indicates you require time off work, or you wish to claim medical
expenses, you must ask the doctor to provide you with a WorkCover Medical
Certificate.
• You must obtain a Workers’ Compensation Claim Kit from your supervisor or Human
Resource Consultant, or the Risk Management Unit. Complete and submit the claim
forms together with your medical certificate to your supervisor.
• Once notified of your injury or illness contact will be made to assess your needs for
rehabilitation. You may be required to attend an interview with qualified staff to
enable this assessment to be done.
• The claim forms must be submitted as soon as possible. Most claims will take up to
21 days to be accepted or denied. Since Workers’ Compensation benefits are not
payable until the claim is accepted, you will initially need to take Sick Leave or
Annual Leave. As soon as the claim is accepted these entitlements will be
reimbursed to you.
• Once the claim is accepted, Workers’ Compensation payments will start.
• If the claim is not accepted, you will be advised about dispute resolution procedures.
The resolution of a dispute about liability for a claim will require a formal conciliation
process.
Originals of all documents including accounts pertaining to your injury must be

forwarded immediately to the Workers Compensation Claims Manager, c/- Tamworth
Base Hospital (for the former New England AHS) or Workers Compensation Claims
Officer, Waratah Health Campus PO Box 70 Waratah 2298 (for the former Hunter AHS
or Lower Mid North Coast employees).

OCCUPATIONAL REHABILITATION POLICY
Policy Statement:
Hunter New England Health is committed to the provision of a safe and healthy work
environment and will so far as is possible ensure the restoration of any staff member
suffering a work related injury or illness to the fullest physical, psychological, social,
vocational and economic usefulness of which they are capable.
Hunter New England Health is also committed to the provision of information and
education to staff on their rights and responsibilities in relation to rehabilitation and an
appropriate mechanism to resolve any disputes.
Mandatory Procedures
Managers, supervisors and team leaders
1) You must ensure that a Rehabilitation Coordinator is appointed for your facility, that
they are appropriately trained, clearly identified, accessible to all staff and are
supported in their endeavours to find suitable alternative duties for injured staff.
2) You must ensure the effective implementation, promotion, support and evaluation of
the occupational rehabilitation policy and program in your area of responsibility.
3) You must ensure that staff under your control understand and follow associated
procedures including those related to injury reporting and workers compensation.
4) You must provide training in the process, recognising in it the role of industrial
unions.
5) You must initiate, with the assistance of the Rehabilitation Coordinator, an

appropriate rehabilitation program for injured employees whose medical advice
enables them to return to work.
Rehabilitation Coordinators
You must coordinate and monitor the rehabilitation and return to work program through
suitable alternate duties where available and practicable.
You must coordinate the referral to liaise with accredited rehabilitation providers where
required.
You must maintain the confidentiality of rehabilitation records.
All employees must

1. take all reasonable care in the performance of your work so as to prevent work-
related injuries to yourself and others and cooperate with Hunter New England
Health to enable legislative requirements imposed by the Act, Regulations and
Guidelines to be met.
2. comply with relevant workers’ compensation and rehabilitation legislation and

participate in any rehabilitation program to meet your needs and circumstances.

3. notify your Manager/Supervisor of any occupational illness or injury as soon as
possible.
4. notify your Manager/Supervisor of any problems regarding your rehabilitation

program.
5. cooperate in reasonable workplace changes and rehabilitation programs to assist

your rehabilitation or that of your fellow employees.
6. note that even though participation in a rehabilitation program is voluntary if you do

not cooperate reasonably you may compromise your access to ongoing weekly
compensation payments.
Outcome sought
Employees who have suffered workplace illness or injuries are engaged in a cooperative
process with their employer in which, through a planned program of rehabilitation, they
are restored to the fullest work role of which they are capable.
You should seek out your hospital/facility Rehabilitation Coordinator for a copy of the
rehabilitation process flowchart. This flowchart outlines the steps injured workers and
managers need to follow in order to have a successful rehabilitation program.

CULTURAL AWARENESS
Migrant Health
Hunter New England Health provides services to many patients with a non-English
speaking background. The health service aims to ensure the right of equality of access
to health care services regardless of a person’s cultural origin and language skills.
It is the responsibility of all employees to treat patients in a way that demonstrates

respect for them as individuals. Should you feel you need more awareness of how to
deal with a patient of another culture, discuss this issue with your supervisor.
The Migrant Health Unit, located in Newcastle, provides a resource for employees in the
health system in its dealings with patients of a non-English speaking background.
The Migrant Health Unit’s resources, which may be of help to you, include:
• The Health Care Interpreter Service, which provides interpreters in over fifty (50)
languages including an after-hours emergency service. Consultation with interpreters
on cultural matters is encouraged, support visits can be arranged and short
translations organised.
• Migrant Health Education Officers, who work with health professionals to design
appropriate programs in community languages, develop multi-lingual education
resources, provide cultural awareness training, and have charge of the multicultural
resource materials.
• Ethnic Health Workers whose role involves community development, health

education programs, basic counselling and information and referral.
You can contact the Migrant Health Unit on (02) 49 246286. For after-hours
emergencies, contact the Interpreter Service through Lifeline on (02) 49 615353.

Aboriginal Health
Aim
NSW Health gives a high priority to ensuring that service provision not only provides
access, equity and a quality of service to improve the health status but also has the
capacity to respond to the cultural needs of the Aboriginal community.
It is essential that Hunter New England Health staff understand the diverse nature of the
Aboriginal community and be sensitive to the needs of both the individual and the
community.
Background
Hunter New England Health has the highest number of Aboriginal people of any health
area in NSW (ABS 2001 Census - first release figures).
Aboriginal males 6,075

Aboriginal females 6,110
Aboriginal persons 12,185
Total Population 172,862
Aboriginal proportion of total local government area population 7%
• Aboriginal people are the least healthy of all Australian people

• Statistics show that Aboriginals in the Hunter New England Health area have lower
living standards than other residents
• The unemployment rate for Aboriginals is more than double that of non-Aboriginal
population
POVERTY CYCLE
Education
Health Employment
Housing
• Without an education it is hard to find employment
• Without employment you can not afford proper housing
• Without proper housing our health suffers
• Without good health you can’t continue your education, therefore the poverty cycle
will continue to go round and round for generations

Social differences
Murri Non-Aboriginal
Family Extended Nuclear
Community Inter-Dependent Individualistic
Material Possessions Shared by all Owned by individuals
Sharing Almost everything is shared Keep it yourself
Money Spend today Save for the future
Education Non-competitive Competitive
Hands on Futuristic
Death Whole communities Immediate family and
Whole towns friends
Whole regions
Employment Lifestyle Lifestyle
Present Futuristic
Materialistic
Religion Spiritual Ceremonies
Land Rites
Physical Contact Sign of acceptance Keep to yourself
Natural
Time Take things as they come Governed by the clock
Seasonal
Land Sacred For profit
Religious significance
Language Aboriginal English
English
Social attributes
Eye Contact • To some Aboriginal people it is culturally unacceptable to
look others straight in the eye
• Don’t force eye contact
• Listening doesn’t necessarily mean having to look at you
Male/female • Some cultural lifestyles don’t allow men and women to
communications discuss issues freely
• Referred to as men’s business or women’s business
• Keep this in mind when discussing issues of a sexual nature
Tone of voice • Pay attention to your tone of voice
• Be encouraging and conversational
• Try not to use big words
• Act wisely educated
Name sharing • Aboriginals will often share the same name
• It is not uncommon for Aboriginal people to be admitted to
hospital under a completely different name to the one they
are commonly known by in the community

Deaths and • Aboriginal people place a lot of significance on attending
funerals funerals of people in their community
• To not attend a funeral is to lose face with the family of the
bereaved
• This also applies when someone is seriously ill or involved in
a car accident
Illiteracy Some Aboriginal people have literacy problems. This could be
why they haven’t:
• completed a form correctly
• attended a clinic
• kept an appointment
• followed directions for medications
Registration of • Carrying documents was never considered necessary
Births, Age • Identification was usually established through family
Verification and networks
Proof of Identity
Change of • Aboriginal people often travel long distances to visit family
address and friends and they sometimes stay for indefinite periods.
• This can lead to problems with follow-up.
• Reinforcing people’s obligations when changing address is
one way of countering this problem.
Hospital attitudes
Attitudes by hospital staff tend to upset many Aboriginal patients in Accident and
Emergency and if they are left unattended for long periods, with no communication the
patient feels unwanted and leaves without receiving medical assistance.
They are then very reluctant to return and the condition deteriorates. The only time they
will go back is when they are very sick and have to be transported by ambulance and
admitted.
Hospitals are really frightening to Murris
• they cannot relate to the isolation

• unfamiliar surroundings
• they feel withdrawn and
• uncomfortable
• the medical jargon with no explanation leaves them confused
Displaying posters, pamphlets and having Aboriginal staff helps to put Aboriginal
patients at ease.
All hospitals should have adequate waiting rooms with comfortable facilities. This would
minimise the disturbance to staff and other patients.
At times of death Aboriginals will travel long distances to be with the person concerned
before they die. This may cause conflict with staff, however the patient will not be left to
die alone. To die alone is foreign to Aboriginal culture.

All of the previous attitudes also apply to Doctors surgeries and unless they are known
to the surgery, Aboriginals can feel:
• alienated
• ignored
• intimidated
The Aboriginal flag

The Aboriginal flag has been adopted by all Aboriginal groups and is flown or displayed
permanently at Aboriginal centres throughout Australia.
The Torres Strait Islander flag

The Torres Strait Islander Flag - designed by the late Bernard Namok - stands for the
unity and identity of all Torres Strait Islanders.
Aboriginal Flag Torres Strait Islander Flag
Who is an Aboriginal or Torris Strait Islander person
An Aboriginal or Torres Strait Islander person is someone who:
• is of Aboriginal or Torres Strait Islander descent

• identifies himself or herself as an Aboriginal person or Torres Strait Islander, and
• is accepted as such by the Indigenous community in which he or she lives
Each requirement must be satisfied!

LEARNING AND DEVELOPMENT SERVICE
(FOR HUNTER STAFF ONLY AT THIS STAGE)
The Learning and Development Service is located on the Waratah campus in Turton
Road, Waratah. The unit provides learning and development opportunities for staff and
community partners. NSW Health is a Registered Training Provider and the Learning
and Development Service offers a number of Vetab and WorkCover accredited training
programs. The Waratah campus has a number of training rooms, three computer-
training rooms and meeting rooms that can be made available to staff groups.
The unit also provides specific consultancy and development activities at the requests of
Hunter New England Health units and external clients. This includes customised
programs such as customer service, dealing with difficult people and various aspects of
safety training as well as facilitation of business planning groups and team development
activities. A number of staff within the unit are accredited to administer the Myer-Briggs
Type Indicator, a tool that can be used for individuals or teams to look at preferences in
behaviour.
Training programs are advertised twice per year via a calendar available by email or
hard copy. Information regarding course learning outcomes and relevant course
information can be obtained directly from the intranet site or from the Learning and
Development Service by telephone on (02) 49 853230. Course fees are generally not
paid by staff to attend courses at the Learning and Development Service. In some
cases, a minimal charge is payable for learning materials.
To apply to attend courses at the Learning and Development Service:

• Complete a course application form - these are available to all staff with access to
the intranet via the TAA (Training Administration and Approval system) or from the
Learning and Development Service. If you do not have intranet access, your line
manager can print out an application form for you.
• The applicant’s manager must authorise applications. Approval can be completed
on-line.
• Completed forms should reach the Learning and Development Service as soon as
possible and successful applicants for all courses will be notified by mail three weeks
before course commencement.
• If a course is cancelled due to insufficient numbers of applications (a minimum of
eight), applicants will be notified of alternative courses.
• Applications received less than three weeks before course commencement may be
allocated course placement providing vacancies exist.

TRAINING, APPLICATION AND APPROVAL SYSTEM
(TAA)
The Training, Administration and Approval System was designed and developed in
response to the need to provide a more innovative and efficient method of collecting and
processing standardised information about staff accessing all types of development
opportunities.
The system was designed to complement existing reporting systems and to manage the
workflow associated with the application and approval of staff requests for study leave,
conference/seminar leave, as well as learning and development course attendance. The
system interfaces with Workforce and the Learning and Development Training record
software system register.
When an application is entered into the Training Administration and Approval system the
software interfaces with Workforce. The applicant is identified and the relevant
information pertaining to that individual is down-loaded into the application. The system
also has the capacity to transfer and store the training records of health staff into the
register, where an accurate and up-to-date record is maintained.
It is the responsibility of each new employee to become familiar with using TAA.
Operating guidelines, a manual and education can be obtained by contacting the TAA
System Administrator on 4985 3239.

CHILD PROTECTION
Topics Page
Important Contact Details ....................................................................................50
Risk of harm ........................................................................................................51
Assessing risk of harm .............................................................................51
Definitions of abuse and neglect .........................................................................51
Child physical abuse .................................................................................51
Child sexual abuse ...................................................................................51
Neglect .....................................................................................................52
Emotional abuse .......................................................................................52
Domestic violence ....................................................................................52
Indicators of abuse and neglect ..........................................................................52
Setting the context ....................................................................................52
Indicators of sexual abuse ........................................................................53
Indicators of possible physical abuse .......................................................53
Indicators of possible emotional abuse or physiological harm ..................54
Indicators of neglect .................................................................................54
Dealing with disclosures ......................................................................................55
Roles of Agencies ................................................................................................55
Role of NSW Health .................................................................................55
Role of NSW Police ..................................................................................55
Role of Department of Community Services .............................................56
Reporting .............................................................................................................56
Mandated to Report to DoCS ...................................................................56
Reporting information ...............................................................................56
Who to report? ..........................................................................................56
How to report? ...........................................................................................56
Information DoCS may require when making a report ..............................57
Protection for workers ...............................................................................57
Information provision ...........................................................................................57
Best endeavours .......................................................................................58
Requests for Service under s.17 and s.85 of the Act ................................58
Flowchart for dealing with Requests for information from DoCS ..............58
Flowchart for dealing with Best Endeavours Request for DoCS ...............59
Documents to be aware of
NSW Health Services Frontline Procedures for the Protection of Children and Young
People, December 2000.
NSW Interagency Guidelines for Child Protection Intervention, 2000 Edition.
2001/123 - Notification of Suspected Child Abuse and Neglect and Exchanging

Information in Child Protection Investigations.

Important Contact Details
Department Of Community Services
Mandatory reporters Helpline: ............................................................133627
Public Helpline: ..................................................................................132111
DoCS fax number: ..............................................................................9633 7666
Sexual Assault Services

Coordinator Northern Region .............................................................6766 2555
Moree .................................................................................................6757 3632
Narrabri ..............................................................................................6799 5100
Gunnedah ..........................................................................................6740 2888
Armidale .............................................................................................6776 4738
Glen Innes ..........................................................................................6730 2166
Inverell ................................................................................................6728 8411
Tamworth ...........................................................................................6766 2555
Taree ......................6551 5443 or ring Community Health 6592 9315 & ask or a
Sexual Assault Counsellor. After Hours Crisis 6592 9111 then
ask to have the Sexual Assault Counsellor paged
Coordinator Southern Region ..............................................................4924 6333
Lower Hunter ......................................................................................4933 4422
Upper Hunter ......................................................................................6542 2050
PANOC Services
Coordinator Northern Region .............................................................6757 3647
Armidale .............................................................................................6776 4738
Tamworth ...........................................................................................6766 2555
Coordinator Southern Region .............................................................4924 6294
Muswellbrook .....................................................................................6542 9123
Taree ............................................................................6592 9698 or 6592 9699
Aboriginal Child Protection ....................................... 6592 9696 or 0409 783605
Employee Assistance Program (EAP)

Northern Region .................................................................................6767 7165
Southern Region ..............................................................................4921 2822
Taree .............................................................................6592 9417 or 6592 9715
Mater Hospital ...............................................................................1800 811 951
Sydney Rape Crisis Centre

For adults who have been recently sexually assaulted ..................02 9819 6565
NSW Country .................................................................................1800 654 119
TTY ................................................................................................02 9181 4349
Dympna House
For adults who were sexually assaulted as children ......................02 9797 6733
NSW Country .................................................................................1800 654 119
TTY ................................................................................................02 9716 5100
Lifeline 131114

Risk of Harm
The Children and Young Persons (Care & Protection) Act 1998 states that a child or
young person is at risk of harm if current concerns exist for the safety, welfare and well-
being of the child or young person regarding:
a) The child or young person’s basic physical or psychological needs

b) Necessary medical care
c) Physical abuse, sexual abuse or ill-treatment
d) Domestic violence and serious physical or psychological harm
e) Serious psychological harm
Assessing risk of harm
Risk of harm refers to the likelihood that a child or young person may suffer physical,
psychological or emotional harm as a result of what is done (physical, sexual or
emotional abuse) or not done (neglect) by another person, often an adult responsible for
their care.
Agencies and practitioners are required to make judgments about risk of harm to a child
or young person from abuse or neglect. Elements to assist in decisions about risk of
harm to children and young people may include:
• The age, development, functioning and vulnerability of the child or young person.
• Behaviour which suggests they may have been or are being harmed by another
person.
• Behaviour from another person, that has had, or is having, a demonstrated negative
impact on their healthy development, safety, welfare and well-being (for example,
drug and alcohol abuse or domestic violence).
• Contextual risk factors, for example, recent abuse or neglect of sibling, or a parent
recently experiencing significant problems in managing behaviour.
• Emotional, physical or psychological well-being is significantly affected as a result of
abuse and neglect.
(Adapted from the Interagency Guidelines for Child Protection Intervention, 2000)
Definitions of Abuse and Neglect
Child physical abuse

Assault, non-accidental injury or physical harm of a child or young person by a parent,
care giver or other person responsible for the child or young person, or a sibling or other
child or young person in the household. It includes injuries or harm which are caused by:
excessive discipline; beatings or shakings; bruising, lacerations or welts; burns;
fractures or dislocations; female genital mutilation; attempted suffocation or
strangulation. All of these may result in the death of a child or young person.
Child sexual abuse

Any sexual act or sexual threat imposed on a child. Adults and adolescents who
perpetrate child sexual abuse exploit the dependency and immaturity of children.
Coercion, which may be physical or psychological, is intrinsic to child sexual abuse and
differentiates such abuse from consensual peer sexual activity.

Neglect
Where there is risk of harm or actual harm to a child or young person caused by the
failure to provide the basic physical and emotional necessities of life.
Neglect may be an ongoing situation and can be caused by a repeated failure to meet
the basic psychological needs of a child or young person.
Emotional abuse
Emotional abuse covers a range of behaviours that may cause psychological harm to a
child or young person by a parent, care giver or older person that can damage the
confidence and self esteem of a child or young person resulting in serious emotional
deprivation or trauma. Emotional abuse includes a child or young person living in a
situation of domestic violence. Serious psychological harm involves an impairment of,
disturbance or damage to a child or young person’s cognitive, emotional, behavioural or
social development.
Domestic violence
Violence, abuse and intimidatory behaviour perpetrated by one person against another
in a personal intimate relationship. It is partnership violence that includes violence
perpetrated when couples are separated or divorced. It occurs when one person has
power over the other causing fear, physical and/or psychological harm. It can have a
profound effect on children and young people and constitutes a form of abuse.
(Source: Interagency Guidelines for Child Protection Intervention, 2000)
Indicators of Abuse and Neglect
One indicator in isolation may not imply abuse or neglect. Each indicator needs to be
considered in the context of other indicators and the child’s or young person’s
circumstances. The lists are not in hierarchical order.
Setting the context

The following factors in the life circumstances of the child or young person are
relevant when considering indicators of abuse and neglect:
• History of previous harm to the child or young person

• Social or geographic isolation of the child, young person or family, including lack of
access to extended family or supports
• Abuse or neglect of a sibling
• Family history of violence including injury to children and young person
• Domestic or dating violence
Physical or mental health issues for the parent or caregiver affecting their ability
to care for the child or young person:
• The parent or caregiver abuse of alcohol or other drugs affecting their ability to care
for the child or young person

• Deficiency in functional parenting skills required to provide for the safety, welfare and
well-being of children and young people
• The parent or caregiver is experiencing significant problems in managing the child’s
behaviour
• The parent or caregiver has unrealistic expectations of age appropriate behaviour in
the child or young person
• The parent is experiencing significant problems relating to the young person
• The parent has a mental illness
Indicators of sexual abuse
Indicators in children and young people:

• describing sexual acts
• directly or indirectly disclosing self-destructive behaviour eg. drug dependency,
suicide attempts, self-mutilation
• bruising or bleeding in the genital or anal areas
• sexually transmitted diseases
• adolescent pregnancy
• child or young person being in contact with a known or suspected perpetrator of
sexual assault
• unexplained accumulation of money and gifts
• persistent running away from home
• regressive behaviour eg. sudden return to bed-wetting or soiling
• sexual knowledge or behaviour inappropriate for the child's age
Indicators in parents or caregivers:

• exposing the child or young person to inappropriate sexual material, eg,
pornographic magazines
• exposing the child or young person to prostitution or child pornography or using a
child or young person for pornographic purposes
• intentional exposure of child or young person to sexual behaviour of others
• ever committed/been suspected of child sexual abuse
• coercing the child or young person to engage in sexual behaviour with other children
• denial of adolescent's pregnancy by family
Indicators of possible physical abuse
Indicators in children and young people:

• facial, head and neck bruising
• lacerations and welts
• explanation offered by the child, young person or carer, is not consistent with the
injury
• other bruising and marks which may show the shape of the object that caused it eg.
belt buckle, hand print, bite marks and scratches
• multiple injuries or bruises
• fractures of bones, especially in children under three years
• burns and scalds

• head injuries where the child may show signs of drowsiness, vomiting, fits or retinal
haemorrhages, suggesting the child may have been shaken
• general indicators of female genital mutilation which could include: having a special
operation associated with celebrations, difficulties in toileting and reluctance to be
involved in sport or other physical activities where the child or young person was
previously interested

• direct admissions by parents or caregivers that they fear they may injure the child or
young person
• family history of violence including previous harm to children
• history of their own maltreatment as a child
• repeated presentations of the child or young person to health or other services with
injuries, ingestions or with minor complaints
Indicators of possible emotional abuse or physiological harm
Indicators in children or young people:

• expressing feelings of worthlessness about life and themselves
• inability to value others
• lack of trust in people
• lack of people skills necessary for daily functioning (eg. communication)
• extreme attention-seeking behaviour
• other behaviours eg. bullying, aggressiveness, violence
• exposure to domestic violence

• constant criticism, belittling, teasing of a child, or ignoring or withholding praise and
affection
• excessive or unreasonable demands
• persistent hostility and verbal abuse, rejection and scapegoating
• belief that a particular child or young person is bad or 'evil'
• using inappropriate physical or social isolation as punishment
• exposure to domestic violence
Indicators of possible neglect
Indicators in children or young people:

• poor standards of hygiene eg. child consistently unwashed
• scavenging or stealing food
• reluctance to go home - extended stays at school, public places, others' homes
• extreme longing for adult affection
• flat and superficial way of relating, lacking a sense of genuine interaction
• self-comforting behaviour, eg, rocking, sucking
• anxiety about being abandoned

• failure to give adequate food, shelter, clothing, medical attention
• failure to provide the child or young person with appropriate supervision
• lack of appropriate emotional interaction with the child or young person
• abandoning the child or young person
• depriving or withholding physical contact or stimulation for prolonged periods
(Adapted from the Interagency Guidelines for Child Protection Intervention, 2000)
Dealing with Disclosures
Disclosure can be a time of crisis for children or young people, or for adults disclosing
situations of abuse or neglect.
• Remain calm
• Discuss in private
• Listen to the child’s story
• Do not question the child (further)
• Reassure them that they have done the right thing and that it is not their fault
• Use appropriate language
• Avoid confronting the suspected offender
• Explain to the child what you are going to do to arrange help
• Ensure the child is comfortable and not left in a position where they may be
pressured to change their story
• Consult as appropriate
• REPORT TO DOCS and consult them about what action to take
• Seek help for yourself
Roles of Agencies
Role of NSW Health
• Recognise and report children and young people who are suspected of being at risk
of harm from abuse and/or neglect
• Provide crisis counselling, ongoing counselling and medical examinations for
children and young people who have experienced abuse and/or neglect
• Offer preventative and educational programs for health workers and communities
• Offer special programs for children, young people and families who have
experienced abuse and/or neglect
Role of NSW Police

• Recognise, report and investigate child abuse and neglect – through Local Area
Command or Child Protection Investigation Team
• Initiate legal proceedings for child abuse and neglect offences under the Crimes Act
1900 and the Children and Young Persons (Care and Protection) Act 1998
• Designated authority for applying for AVO’s on behalf of children and young people

Role of Department of Community Services
• Provide or arrange services when a request for assistance is received
• Receive and assess reports of children and young people and investigate when
there is a likelihood of risk of harm
• Conduct joint investigations of CSA and serious physical abuse, with the Child
Protection Investigation Team
• Undertake risk and needs assessments
• Gather evidence and initiate care proceedings before Children's Court
• Monitor the child, young person and family
• Provide out-of-home care and support services to children and young people.
Reporting
Mandated to Report to DoCS

All Health workers are also ministerially directed to report children at risk of harm.
Concerns about safety, welfare and well-being should be “current” at the time of making
the report, eg.
• Concerns about child’s current contact with an alleged offender

• A child’s current reaction to past abuse
Reporting information
A report is information given to DoCS relating to a concern on reasonable grounds
about the safety, welfare or well-being of a child or young person.
• Persons in the course of professional work, or paid employment delivering health

care to children
• Or who hold a management position
• And have reasonable grounds to suspect that a child is at risk of harm
Who to report?
Health workers MUST report children under 16 years if there are reasonable grounds to
suspect they are at risk of harm, health workers MAY report:
• Young people aged 16-17 years

• A class of children or young people
• Pre-natally
• Homelessness of a child
• Homelessness of a young person – only with their consent
How to report?
• Consider the risk of harm
• Where possible consult with manager/supervisor
• Arrange for child, young person and/or family to participate – if safe
• Have key information ready when calling
• Call the DoCS Helpline on 133627
• Complete required documentation
• Feedback to reporters

Information DoCS may require when making a report
• The name or description of the child or young person, or class of children
• The current whereabouts of the child or young person
• Whether “risk of harm” is related to a staff member of an organisation
• When the child was last seen
• The name and address, if known, of the person suspected of abusing the child or
young person and if possible occupation
• Whether a language or sign interpreter may be required, or support is required for a
person with a disability, or an Aboriginal agency should be involved
• All available information relating the safety, welfare and well-being of the child or
young person
• The reasons for concerns about “risk of harm”
• The child or young person’s views about the report, if known
• Events, conversations and observations that lead to concern – these should be
recorded and available for reference
• Information about the child’s or the young persons’ s history, current circumstances
and their views
• Information about the parent or family
• Information about relationships
• Information about the agency’s role and relationship with the child, young person
and family
Protection for reporters

Protection is afforded to a health worker making a report in good faith, or providing
information to DoCS. It does not constitute:
• a breach of professional etiquette, ethics or departure from accepted standards of

professional conduct
• grounds for liability for defamation
• grounds for civil proceedings for malicious prosecution or conspiracy
• and cannot be admitted in evidence against the reporter in any proceedings.
Information Provision
Section 248 – Provision and exchange of information
• DoCS can request information from Hunter New England Health to progress
investigations, assessment and case management
• DoCS may also provide Hunter New England Health with information – if in the best
interests of child or young person
• Information requests must go through central contact point, unless in an urgent
situation
• Information must not be given over the phone
• Information should only be provided which is relevant to the safety, welfare or well-
being of a child or young person
Entire medical records files should not be photocopied, unless all material is relevant.

Best endeavours
• DoCS can request a service from Hunter New England Health, asking that “best
endeavours” be used.
• It means “to exercise a genuine and considered effort to respond to a request for
services to promote and safeguard the safety, welfare and well-being of the child or
young person”
Requests for Service under s.17 and s.85 of the Act should be met unless:
• The service requested is not currently provided by the service
• The service requested is not consistent with the service responsibilities
• Providing the service would prejudice the discharge of the service functions
If a service is at capacity, priority should be given to “best endeavours” requests on any

waiting list unless there are demonstratable acute clinical reasons for other referrals to
take precedence.
s.17 – D.G’s request for assistance from other agencies
s.85 – Provision of services to facilitate restoration
Flowchart for dealing with Requests for information from DoCS
Request for information from

DoCS
Area PANOC Health Service

Coordinator Health Worker
Request sent to Forward request

Health Service/s to Area PANOC
Coordinator
Response prepared
using form
Response sent
to Area PANOC
Coordinator
Response checked and

sent to DoCS

Flowchart for dealing with Best Endeavours Request for DoCS
Best Endeavours Request

from DoCS
Sent to Manager Sent to

of Health Service Health Worker
Respond to request Send to Manager

using "Response form of Health Service
for Best Endeavours"
Indicate acceptance
or non acceptance
Indicate reasons
Return response
to DoCS
Forward a copy of
Request and response
to Area PANOC
Coordinator
Provide update
6 weeks later
to PANOC Coordinator

UNION DETAILS
New England Employees Hunter Employees
Health Services Union (HSU)
Local Organiser - Mr Bob Frank Local Organiser - Mr Bob Hull
Mr Bob Frank Mr Bob Hull

Organiser Organiser
Level 3, 437 Peel Street Summerland Centre, Suite 3, Level 1
TAMWORTH NSW 2340 68 Nelson Street
WALLSEND NSW 2287
Phone: 02 6766 9499 Phone: 02 4955 0055

Fax: 02 4955 0044
NSW Nurses Association
Local Organiser - Robyn Starkey Local Organiser - Robyn Starkey
PO Box 40 PO Box 582

CAMPERDOWN NSW 2050 HAMILTON NSW 2303
Phone: 1300 367 962 Phone: 1300 367 962

Fax: 02 4969 2927
Australian Salaried Medical Officers Association (ASMOF)
Local Organiser – Sim Mead
Locked Mail Bag 13 Suite 46, Level 3, 330 Wattle Street

GLEBE NSW 2037 ULTIMO NSW 2007
Phone: 9212 6900 Phone: 9212 6900
Fax: 92126911
Construction Forestry Mining and Energy Union
Local Organiser – Steve Lobb

Locked Bag 1, QVB Post Office
44 Market Street Devonshire House, Devonshire Lane
SYDNEY NSW 1230 NEWCASTLE NSW 2300
Phone: 9394 9494 Phone: 02 4926 2188

Fax: 02 49262202

Electrical Trades Union
Local Organiser – Rob Alexander
Level 5, 370 Pitt Street Suite 305, 3rd Floor, Iron Workers Centre
SYDNEY NSW 2000 161 Maitland Road
Phone: 9267 4844 MAYFIELD NSW 2304
Phone: 02 4968 2488

Fax: 02 4968 3466
Plumbers Association
Local Organiser – Steve McCarney
PO Box 250 161 Maitland Road

PARRAMATTA NSW 2124 MAYFIELD NSW 2304
Phone: 9893 7822 Phone: 02 4968 0933

Fax: 02 4968 0955

YOUR NOTES PAGE
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................
......................................................................................................................................

HR Orientation Handbook 2004

Загружено:

Сведения о документе

Исходное описание:

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

HR Orientation Handbook 2004

Загружено:

Авторское право:

Доступные форматы

Orientation Handbook – Interim Version

ABOUT HUNTER NEW ENGLAND HEALTH ............................................................ 2

OUR STRENGTHS ..................................................................................................... 3

OUR STRENGTHS ..................................................................................................... 4

OUR VISION FOR STAFF .......................................................................................... 4

HOW DO WE KEEP YOU INFORMED?..................................................................... 5

NSW HEALTH CODE OF CONDUCT ........................................................................ 6

DISCRIMINATION, HARASSMENT AND BULLYING ............................................... 7

ZERO TOLERANCE ................................................................................................. 14

PERFORMANCE MANAGEMENT ........................................................................... 14

COMPLAINTS / GRIEVANCES ................................................................................ 14

DISCIPLINARY PROCESS ...................................................................................... 15

EMPLOYEE ASSISTANCE PROGRAM (EAP) ........................................................ 16

EQUAL EMPLOYMENT OPPORTUNITY................................................................. 17

FREEDOM OF INFORMATION ................................................................................ 18

INFORMATION PRIVACY ........................................................................................ 18

STUDY ASSISTANCE LOAN SCHEME................................................................... 21

OCCUPATIONAL HEALTH AND SAFETY .............................................................. 22

OCCUPATIONAL HEALTH AND SAFETY COMMITTEE........................................ 28

NO SMOKING POLICY ............................................................................................ 28

SAFETY RULES AND SAFE WORK PRACTICES.................................................. 29

NUMERICAL PROFILE AND EQUIP ....................................................................... 30

HAZARD IDENTIFICATION AND REPORTING ...................................................... 31

INFECTION CONTROL ............................................................................................ 32

STAFF HEALTH ....................................................................................................... 34

MOTOR VEHICLE SAFETY ..................................................................................... 36

WASTE MANAGEMENT OPERATIONS.................................................................. 37

ACCIDENT AND WORKERS’ COMPENSATION .................................................... 38

OCCUPATIONAL REHABILITATION POLICY ........................................................ 39

CULTURAL AWARENESS ...................................................................................... 41

LEARNING AND DEVELOPMENT SERVICE.......................................................... 46

TRAINING, APPLICATION AND APPROVAL SYSTEM (TAA)............................... 47

UNION DETAILS ...................................................................................................... 59

Our head office is in Newcastle, and we have a regional office in Tamworth.

Hunter New England Area Health Service Orientation Handbook Page 1 of 61

Hunter New England Health will:

• Provide care for a population of approximately 840,000 people

Armidale Forster Mungindi Tea Gardens

Page 2 of 61 Hunter New England Area Health Service Orientation Handbook

• High quality, safe patient care

OUR VISION FOR STAFF

Page 4 of 61 Hunter New England Area Health Service Orientation Handbook

Hunter New England Area Health Service Orientation Handbook Page 5 of 61

Page 6 of 61 Hunter New England Area Health Service Orientation Handbook

Some forms of physical harassment

Forms of verbal harassment

Forms of non-verbal harassment

Hunter New England Area Health Service Orientation Handbook Page 7 of 61

Public comment and disclosure of official information

Use of official resources

Party political participation

Security of official information

Criminal Record Checks

Page 8 of 61 Hunter New England Area Health Service Orientation Handbook

Serious and substantial waste

The Protected Disclosures Act 1994

Disclosures not protected by the Act include:

Breaches of the Code of Conduct

Hunter New England Area Health Service Orientation Handbook Page 9 of 61

Page 10 of 61 Hunter New England Area Health Service Orientation Handbook

Further information regarding your entitlements is available from the following

• Human Resources Manual

Hunter New England Area Health Service Orientation Handbook Page 11 of 61