New Employee Form

Arete Care Contact Details
Address: Level 1, Suite 1/47 Burgundy St, Heidelberg, VIC 3084
Contact: 03 8353 1837
Email: HR@aretecare.com.au

Arete Care is an accommodation and community support service for people living with disability and complex support needs. Staff work with the people we support to optimize choice and control and thereby realize their dreams and aspirations. If you can support people in this way, we welcome your application.

The information that you provide will be used to assess your suitability for interview. Please complete this form accurately to assist us to assess your suitability for the position that you are applying for. This application should be supported by your CV and/or other application documentation.

Employment History (commence with your current or most recent position)

Please indicate any other personal skills or experience relevant to the position.

How did you become aware of the opportunity for employment at Arete Care?

What do you think is the most important responsibility of a Disability Support Worker?

Referees (three referees from whom confidential reports may be obtained)

Right to Work in Australia

Arete Care requires proof of either Australian Citizenship or your legal entitlement to work in Australia. Acceptable proof of legal entitlement to work in Australia:

• Australian Citizen — Australian Citizenship Certificate; current Australian Passport; or an expired Australian Passport that was current in the last two years and has not been cancelled.
• Australian Permanent Resident — Foreign Passport with a valid permanent resident visa.
• New Zealanders — New Zealand Passport with a work rights visa.
• Non-Australian Citizen — Foreign Passport with a valid visa with permission to work.

Convictions

Only persons over the age of 18 years of age are obliged to complete this section.

If yes, please give details:

6 Months Availability

Privacy

(in accordance with Australian Privacy Principles) The process used to assess your suitability as a Disability Support Worker for Arete Care requires you to complete this standard application form. We require some personal details such as your name, home address, telephone numbers, information about your past employers and two nominated referees. We require this information so that we can contact your referees to verify your past work experience, and contact you to advise you whether your application has been successful or not. Should you be successful your details can be entered into our computerised human resources information system for the effective administration of payroll and mandatory training. It is Arete Care's policy to check the visa status of non-permanent Australian residents and non-Australian citizens with the Department of Immigration. The personal information that we collect is accessed by only relevant staff members in the performance of their duties. The information is held in confidence by Arete Care except where the release of such information is required by law. None of the information collected is used for any purpose other than those outlined above. No information is disclosed to other organisations or persons outside Arete Care except with the written permission of the applicant.

Code of Conduct Agreement

Staff and Volunteer Agreement

1. The Code of Conduct Policy

The Code of Conduct Policy requires the organisation's personnel to commit to:

• Act with integrity.
• Act honestly always.
• Be transparent when making decisions or giving advice.
• Ensure all actions can withstand scrutiny.
• Respect and courtesy.
• Respect the individual's rights to freedom of expression, self-determination, and decision-making in accordance with laws and conventions.
• When dealing with one another, management, participants and service users, external stakeholders and other agency representatives, staff members will be respectful, honest and courteous.
• Staff members will give accurate information and prompt attention and observe fairness and equity in their dealings with others.
• Act fairly and equitably.
• Respect others, their values and their rights.
• Respect privacy and confidentiality.
• Create a safe work environment that is free of abuse, violence, discrimination, harassment or victimisation.

1.1 NDIS Code of Conduct

• Act with respect for individual rights to freedom of expression, self-determination and decision-making in accordance with applicable laws and conventions.
• Respect the privacy of people with disability.
• Provide supports and services in a safe and competent manner, with care and skill.
• Act with integrity, honesty and transparency.
• Promptly take steps to raise and act on concerns about matters that may impact the quality and safety of supports and services provided to people with disability.
• Take all reasonable steps to prevent and respond to all forms of violence against, and exploitation, neglect and abuse of, people with disability.
• Take all reasonable steps to prevent and respond to sexual misconduct.

2. Working with Participants

When interacting or working with people using our services, staff will:

• Always treat service users with respect, and be mindful of their rights to privacy and confidentiality.
• Always show respect for people's cultural or religious sensitivities or requirements, and ensure the responsiveness of the service to their needs and circumstances.
• Uphold the rights of people with disability, including their rights as consumers.
• Facilitate informed decision by participants in a person-centred approach which supports and reflects their preferences and expectations.
• Ensure that service users are provided with, and understand, all information relevant to their situation, options available to them and conditions of use for the service.
• Ensure they have access to independent advocacy or support if they require in making any decisions.
• Be aware of personal boundaries and never enter a sexual relationship with a service user.
• Treat all people in a manner that demonstrates respect and ensures their environment is safe, taking all reasonable steps to prevent any activities that will impact on the quality and safety of the services provided.
• Report to supervisor any potential or real risks of harm to the person with a disability.
• Not accept money or other gifts.

3. Standards in the Workplace

All staff members are required to:

• Attend work in the times agreed, notify delegate officer of their absences, report and account for all leave taken, record attendance and obtain approval before changing their work times.
• Comply with the requirements of their duty statements and agreed work plans, paying appropriate attention to quality and detail in their work.
• Provide accurate and honest information to delegated officer about work completed and challenges experienced in completing work.
• Follow instructions that are reasonable and lawful and within their capability and training.
• Report any suspected corrupt or fraudulent practices of others. Any staff member making a report will be protected from reprisal.
• Observe the requirements for conditions of employment and safety as described in our Workplace Health and Safety Policy.
• Perform their duties unaffected by alcohol or the use of drugs other than those prescribed for them by a medical practitioner.
• Maintain a harmonious, co-operative and productive workplace, respectful of diversity.
• Ensure they do not use their position to exert inappropriate influence over others.

4. Standards of Work

All individuals will perform their duties as well as they can and at the highest level of professional conduct. They will be accountable for their work and their interactions with others.

Accountability:

• Work within the goals and objectives of the organisation.
• Follow the rules, policies and procedures of the organisation.
• Act within the law.
• Undertake all duties in a diligent manner.
• Not act in a way that brings them or the organisation into disrepute.

Personal behaviours:

• Work cooperatively as a member of the team.
• Support colleagues and treat everyone with respect and courtesy.
• Discuss ethical concerns with colleagues and managers.
• Project a positive image of the organisation.
• Not be absent from duties without an appropriate reason.
• Maintain confidentiality.

4.1 Confidentiality and Privacy

All staff and management must respect and keep confidential internal matters of the organisation and respect the privacy of others.

4.2 Harassment and Bullying

Harassment and bullying are unacceptable and contrary to ethical behaviour. Additionally, harassment based on a person's sex, race, ethnic religious background, age, pregnancy, marital status, disability, transgender (transsexual) status or sexuality breaches anti-discrimination and human rights law.

Harassment in the workplace can take many forms. It can be obvious or subtle, direct or indirect. It includes:

• Sexual or suggestive remarks or gestures.
• Displaying or circulating sexually suggestive, offensive or degrading/insulting material (e.g. on walls, computer screen savers, email).
• Making fun of someone, spreading rumours, and unwelcome practical jokes.
• Obscene or unsolicited telephone calls, letters, faxes or email messages.
• Invasion of personal space, unnecessary physical contact.
• Continually ignoring or dismissing someone's contribution.
• Pushing, shoving or jostling or assault.
• Threats, insults, name calling, inappropriate language.
• Creating a hostile feeling or environment, even when there are no direct attacks being made on a person.

Complaints concerning harassment or bullying should be actioned according to the Compliments, Complaints/ Feedback Policy.

4.3 Reporting Unethical Behaviour

If a person believes that the behaviour of any staff member, or management is unethical they must report it to delegated officer.

Unethical behaviour is defined as:

• Workplace behaviour that is contrary to our codes of ethics or conduct, and other workplace policies.
• Workplace behaviour that violates any law, or is corrupt conduct or misconduct.
• Mismanagement of resources or fraudulent behaviour.
• Behaviour that creates a danger to public health or safety or the environment.

5. Teamwork

Staff members will:

• Work together towards agreed work objectives and goals and communicate regularly with one another about progress.
• Work together to look for ways to improve work methods and to solve workplace and service related problems.
• Give support and guidance to each other, ensure appropriate training and development and recognise each other's results and achievements.

Privacy and Confidentiality Agreement

I, agree to the following terms, which form part of my employment conditions.

The employee acknowledges that in the course of their employment at Arete Care they may have access or become acquainted with the written materials and other confidential health information, and agrees:

1. To maintain the confidence of the confidential information and to prevent unauthorised disclosure to or use by any other person, film or company.
2. To only use confidential information for the purpose of carrying out their duties whether that be during employment or after it has ceased.
3. Not to remove any part of the confidential information from the premises of the employer without written consent of the employer.
4. Not for any reason appropriate, copy, memorize or in any manner reproduce or part with any confidential information.
5. On termination of their employment or else when required to do so by the employer, return any and all of the confidential information including any copy of that information, in whatever form that takes.
6. When borrowing manuals/information they will return it wholly and in good condition at the time required by the employer.

I have read and understand the Privacy and Dignity Policy and Procedure, the Consent Policy and Procedure and the Information Management Policy and Procedure.

I understand if I am found to be in breach of this Privacy and Confidentiality Agreement, I will face disciplinary action.

Employee Agreement

Arete Care Acknowledgement of Agreement

To be completed by Arete Care.