Policies

Important information you need to be aware of

This page contains information regarding how Skill360 Australia conducts business and sets out important details. Please take the time to read through our policies.

Skill360 Australia is committed to ensuring systems and procedures are in place to promote and maintain a worker’s ability to perform their tasks safely and efficiently. Skill360 Australia acknowledges that the adverse effects of illicit drug use and/or alcohol can be a significant factor in workplace incidents and injuries; therefore all workers must be fit for work at all times.

The Chief Executive Officer is responsible for:

  • Improving and maintaining Skill360 Australia’s ability to meet its duty of care obligations;
  • Ensuring policies and procedures comply with legislation and best practice;
  • Ensuring that policies and systems are reviewed, communicated, relevant and appropriate to workers.

Skill360 Australia will:

  • Ensure that workers have completed an induction, are fully aware of and adhere to specific policies and procedures regarding drugs and alcohol usage applicable to Skill360 Australia and host employer sites relevant to work;
  • Promote programs that educate and support workers to make healthy lifestyle choices;
  • Provide a confidential Employee Assistance Program to help workers deal with personal or work related issues that could impair fitness for work;
  • Provide a confidential reporting process for Skill360 Australia workers to highlight abnormal peer workplace behaviour which may indicate unfitness for work;
  • Require potential workers, upon request, to undertake drug and alcohol testing and return a negative result, prior to being offered a position with Skill360 Australia; and
  • Consider refusal by a worker to undertake a Drug and/or Alcohol Assessment will be a breach of this policy.

Workers will:

  • Report to work in a fit state. Where a worker feels they are not fit for duty they should immediately notify their Manager;
  • Consent to Drug and Alcohol Assessments, where they are involved in an incident or near miss in the workplace. Where required, testing will be conducted as soon as practicable after the incident occurs;
  • Undertake drug and alcohol testing where Reasonable Cause is suspected, or as part of a random sampling program;
  • Provide a negative test result to the Human Resources Manager prior to returning to work, where a worker has tested positive to a drug and alcohol test; and
  • When conducting work on sites other than Skill360 Australia premises, workers must also comply with that site’s policies and procedures.

Skill360 Australia Definitions:

  • Abnormal Workplace Behaviour: In the context of this policy, is when other people notice that a person displays unusual workplace behaviour that is not the norm for that particular person.
  • Fatigue: Physical and/or mental exhaustion that can be triggered by stress, medication, overwork, or mental and physical illness or disease.
  • Drug and Alcohol Assessments: Various proven or legally approved test procedures to determine whether a worker has been affected by drugs and/or alcohol to a level, which may have a negative impact to themselves or others.
  • Illicit Drugs: Includes but is not limited to, heroin, cocaine, barbiturates, cannabis, Methylenedioxymethamphetamine (MDMA, Ecstasy), non-medical use of pharmaceutical drugs including painkillers, amphetamines, methadone, other opiates and steroids and the inappropriate use of volatile substances and other substances like ketamine or inhalants.
  • Negative Result: Is the result of a sample taken by an Approved Tester, which does not return a Positive Result.
  • Positive Result: Is the result of a sample taken by an Approved Tester which is positive for the presence of drugs above the limits outlined in “Table 1: Drug Testing Limits” or alcohol of 0.02 BAC or above and confirmed by a NATA accredited pathologist.
  • Pre-Employment Testing: Testing which may be requested prior to an individual being offered employment with Skill360 Australia.
  • Random Sampling: Testing conducted on an unannounced random basis, of a randomly selected group of workers.
  • Reasonable Cause: May include where abnormal workplace behaviour has been observed, or if there is other information or circumstance which indicates that an individual may not be fit for work, the worker may be required to undertake a Drug and/or Alcohol Assessment.
  • Work-Related Incident: Any incident, which occurs at the workplace, which causes a threat, near miss or actual harm, to the health and safety of workers.
  • Worker: Anyone who performs services for Skill360 Australia is a worker. If Skill360 Australia can control what will be done and how it will be done. This includes, but is not limited to, Directors, permanent/fixed term workers, casuals, contractors, apprentices, trainees and volunteers.
  • Employee Assistance Program (EAP): Work-based early intervention program aimed at the early identification and/or resolution of both work and personal issues that may adversely affect performance.

Skill360 Australia will protect the best interests of students with regard to payment of tuition fees and refund of charges and will ensure sound financial and administrative systems support fair and equitable practices. This policy will apply to fees, charges and refunds for the provision of training conducted under Government Training Contracts and Fee for Service.

The Chief Executive Officer is responsible for:

  • Ensuring this policy and procedure complies with legislation, industry standards and best practice; and
  • Ensuring this policy and system is reviewed, communicated, relevant and appropriate to employees and stakeholders.

Skill360 Australia will:

  • Ensure potential students are notified of all fees and charges applicable to the delivery and assessment of a training course or qualification prior to an enrolment including payment terms, non-refundable administration fees and clearly identify which are compulsory and any incidental costs that may be applicable;
  • Ensure all promotional and marketing material clearly state all correct fees and charges to complete a course or qualification;
  • Where training is funded by a government training contract and requires a student contribution fee, the minimum specified under the funding agreement will be applied;
  • All student contribution fees will be reviewed annually to ensure compliance with contract agreements;
  • Follow the exemption, partial exemption and concessional clauses identified under funding agreements and retain evidence to support this claim;
  • Retain evidence of all fees and charges collected for training;
  • Protect all fees paid in advance by students to meet our obligations to learners and ensure compliance with industry standards;
  • Refund student contribution fees fairly to students and ensure their awareness of the refund policy and specific agreement of terms prior to enrolment;
  • Where students or employers fail to pay all fees and charges by the due date Skill360 Australia will manage the recovery of outstanding debts through debt recovery procedures.

Skill360 Australia Definitions:

  • Student –someone who is partaking in training and or assessment conducted by or on behalf of Skill360 Australia.  This includes those undertaking accredited qualifications and non-accredited courses, trainees and apprentices, corporate clients and fee for service students.
  • Student Contribution Fees – are a student’s contribution to the cost of tuition and is a charge that must be issued by the Registered Training Organisation as stipulated by the User Choice Contract. Student Contribution Fees under the User Choice program in 2014 – 2015 are set at $1.60 per nominal hour for each Unit of Competency/Module delivered.
  • Compulsory and Incidental Fees – The only compulsory cost to students is the tuition fee, incidental fees may include internet access, printing of notes or handouts not essential to delivery of the course.
  • Exemption – Can be claimed at the time of enrolment on the grounds of extreme hardship or other special circumstances as deemed appropriate by the Training Manager.
  • Partial Exemption – includes not more than 40% of the student contribution fee where the participant falls into one or more of the following categories:
    • The Participant was or will be under the age of 17 at the end of February in the year in which the Skill360 Australia provides training, and the Participant has not completed year 12;
    • The Participant holds or can obtain a health care card or pensioner card issued under Commonwealth law, or is the partner or a dependant of a person who holds a health care card or pensioner concession card, and is named on the card;
    • The Participant is an Aboriginal or Torres Strait Islander person. Acceptable evidence is as stated on the Training Contract and AVETMISS VET Enrolment Form.

Skill360 Australia promotes a work environment where a person in the workplace is treated fairly and with respect, and are free from unlawful discrimination, vilification and victimisation.

The Chief Executive Officer is responsible for:

  • Ensuring policies and procedures comply with legislation and best practice
  • Ensuring that policies and systems are reviewed, communicated, relevant and appropriate to workplace participants

Skill360 Australia will:

  • Commit to the principles of fair treatment and we seek to implement these principles in the conduct of our activities and relationships
  • Ensure a workplace free of any form of harassment or discrimination. This is conducive to a harmonious and productive workplace and this makes good business sense.
  • Not tolerate behaviour that is unlawful in discriminating, bullying or harassing (including sexual harassment).
  • Create a work environment where all persons in the workplace feel safe and are treated with dignity, courtesy and respect
  • Ensure that when employment decisions are made, they are based on merit, not on irrelevant attributes or characteristics that an individual may possess
  • Implement policies and awareness raising strategies to ensure that all persons know their rights and responsibilities
  • Provide an effective procedure for complaints based on the principles of procedural fairness
  • Treat all complaints in a sensitive, fair and a timely manner and in accordance with the Employee Grievance Guidelines
  • Guarantee protection from any victimisation or reprisals
  • Encourage the reporting of behaviour which breaches this policy
  • Not support unfounded or false complaints based on gossip, rumour or innuendo
  • Promote appropriate standards of professional conduct at all times
  • Ensure workers do not engage in any unlawful conduct towards other employees, customers/clients or others with whom they come into contact through work
  • Ensure workers do not aid, abet or encourage other persons to engage in unlawful conduct

Skill360 Australia Definitions:

  • Sexual harassment – Unlawful conduct of a sexual nature which has the possibility to make a person feel offended, humiliated and/or intimidated where that reaction is reasonable in the circumstances.
  • Discrimination – Less favourable treatment of a person in their employment because of a ground of discrimination. Grounds of discrimination include sex, relationship or parental status, race, age, impairment, religious or political beliefs, union activities, gender identity, sexuality, lawful sex work, pregnancy, breastfeeding, family responsibilities.
  • Bullying – A worker is bullied at work if, (i) an individual; or (ii) a group of individuals; Repeatedly behaves unreasonably towards the worker, or a group of workers of which the work is a member; and that behaviour creates a risk to health and safety.
  • Complaints – An expression of dissatisfaction made to Skill360, related to its people, processes, decisions, or the complaints handling process itself, where a response or resolution is expected.
  • Disciplinary Action – Formal process undertaken following misconduct or unsatisfactory work performance, which results in a decision being made regarding the employee. Disciplinary action follows the rules of procedural fairness and decisions range from no action to dismissal without notice.
  • Vilification – a public act which indicates hatred, severe contempt or severe ridicule of a person or group, because of race, homosexuality, transgender, transexuality or HIV/AIDS.
  • Victimisation – Where a person is retaliated against or subjected to a detriment because they have lodged a complaint, they intend to lodge a complaint or they are involved in a complaint of unlawful conduct.
  • Workplace Participant – Employee, client, customer or colleague at other organisations.
  • Worker – A person is a worker if the person carries out work in any capacity for a person conducting a business or undertaking, including work as: (a) an employee; or (b) a contractor or subcontractor; or (c) an employee of a contractor or subcontractor; or (d) an employee of a labour hire company who has been assigned to work in the person’s business or undertaking; or (e) an outworker; or (f) an apprentice or trainee; or (g) a student gaining work experience; or (h) a volunteer; or (i) a person of a prescribed class.

Skill360 Australia is committed to the highest standards of ethical conduct and accordingly places great importance on
making clear any existing or potential conflicts of interest.

The Chief Executive Officer is responsible for:

  • Having transparent, effective policies and procedures for identifying, disclosing and managing conflicts of interest
  • Establishing a system for identifying and managing conflicts of interest in the form of detailed policies & procedures
  • Reducing the opportunities for corruption or improper conduct
  • Demonstrating a commitment to good governance
  • Demonstrating that Skill360 Australia performs its role in a fair and unbiased manner
  • Building an organizational culture that supports implementation of all relevant policies through appropriate education, training and enforcement activities
  • Receiving and investigating complaints regarding possible breaches of conflict of interest policy
  • Monitoring compliance with conflict of interest policy

Skill360 Australia will:

  • Ensure that all employees understand and comply with conflict of interest policy with respect to their own conflicts and potential conflicts of interest
  • Ensure employees are aware of their obligation to avoid conflicts of interest where possible, and manage those conflicts that cannot be avoided
  • Ensure employees assess their private and personal interests and whether they conflict, or have the potential to conflict, with their official duties
  • Ensure employees disclose conflicts of interest they may have in accordance with specified procedures
  • Ensure that employees formally review their position on conflict of interest at least annually

Skill360 Australia Definitions:

  • Actual Conflict of Interest – A situation in which an employee has personal or private interests sufficient to appear to influence the objective exercise of his or her official duties or where a conflict of interest causes an employee to experience a struggle between diverging interests, points of view, or allegiances.
  • Potential Conflict of Interest – arises where an employee has private or personal interests that could conflict with their Skill360 Australia duties.
  • Perceived Conflict of Interest – can exist where a third party could form the view that and employee’s private or personal interest could improperly influence the performance of their duties, now or in the future.
  • Private or Personal Interest -Often this is a financial interest, but could also be an interest that benefits or provides special advantage to a relative e.g. Spouse, child, etc.
  • Kickbacks, gratuities or bribes – Is money or other items of value given in secret to entice someone to provide information, influence a decision or induce a favorable outcome.
  • Accepted Business Practice – Making business decisions based on moral concepts and ethical judgments that on balance most people would accept as being reasonable.
  • Transparency – A situation in which business and financial activities are done in an open way without secrets so that people can trust that they are fair and honest.
  • Disclosure – The submission of facts or details concerning an asset, a situation or business operation
  • Employee – In general anyone who performs services for Skill360 is an employee if Skill360 can control what will be done and how it will be done. This includes, but is not limited to, Directors, permanent and fixed term employees, casuals, contractors, apprentices, trainees and volunteers.

The purpose of this policy is to ensure Skill360 Australia meets its obligations under the Privacy Act 1988 (Act) and the Privacy
Amendment (Enhancing Privacy Protection) Act 2012 and the Australia Privacy Principles. Skill360 Australia respects an
individual’s right to privacy and this policy sets out how personal information is treated and collected.

The Chief Executive Officer is responsible for:

  • Establishing a system for managing the collection, storage, use and release of an individual’s personal information in the form of detailed policies and procedures;
  • Building an organisational culture that supports confidentially of information;
  • Ensuring policies and procedures comply with legislation and best practice.

Skill360 Australia will:

  • Collect personal information which may include the following types of information:
    • Name, address, contact details, date of birth, salary, bank and credit card details, medical information, criminal history, driver history, qualifications, licences and certificates, information about goods and services provided, information from enquiries made and communication between all parties;
    • Sensitive information will not be collected without permission from the individual and only where the information is necessary and relates directly to Skill360 Australia’s business functions.
  • Collect personal information in a variety of ways, including when a person or company interacts with Skill360 Australia electronically or in person; when accessing the website; and when services are provided to an individual or company;
  • Disclose to the individual where we obtained the information from;
  • Not use information or disclose information for direct marketing purposes or to overseas entities except in specified circumstances where Skill360 Australia has obtained prior consent and disclosed overseas recipients;
  • Use information for employment or training purposes and/or to provide services. Skill360 Australia may also use information to improve services and to notify of opportunities.
  • Skill360 Australia will not provide personal information to third parties, except to provide information to business partners who assist Skill360 Australia in the provision of services, after obtaining the individuals permission or where required by law;
  • Take reasonable steps to protect personal information it holds from misuse, interference and loss, and from unauthorised access, modification or disclosure. Skill360 Australia will destroy or de-identify personal information that is no longer required;
  • Ensure that access is provided to an employee’s personal information and updated by contacting the Human Resources Manager on telephone +61 7 4046 4000 or emailing hrmanager@skill360.com.au;
  • Treat complaints regarding Skill360 Australia’s privacy practices seriously and will respond shortly after receiving written notice of a complaint;
  • Acknowledge that whilst some employee records are exempt under the Act, they are deserving of privacy protection and Skill360 Australia will take reasonable steps to ensure the security of information by restricting access and keeping employees personal information in a secure location;
  • Ensure staff obtain appropriate consent as necessary via the Privacy Authorisation Form prior to releasing requested personal information of a client, employee or student.

Skill360 Australia Definitions:

  • APP’s – Australian Privacy Principles as defined by the Privacy Amendment (Enhancing Privacy Protection) Act 2012.
  • Sensitive Information – As defined under section 6 of the Privacy Act 1988 and includes information relating to racial or ethnic origin, political opinions, religious beliefs, sexual preferences or criminal record etc.
  • Personal Information – Information which is identifiable as being about a specific individual.
  • Individual – means a natural person.
  • Confidential – Information that will not be disclosed unless required to do so under Australian Law or a legally binding contract Skill360 Australia has entered into.
  • Legally Binding Contract – Contract with the Australian Federal Government or Skill360 client whereby legal advice has confirmed no conflict with Australian Law exists.

Please click here to download our Code of Conduct document.

Please click here to download our Code of Practice document.

Please click here to download our full learner support strategy document.

Please click here to download our training handbook document.

If you have any questions regarding information contained in these policies please contact us on 1300 933 358 or email: quality-compliance@skill360.com.au.
Printed copies of these policies are available on request.