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Work for the Dole Job Seeker Workbook
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Work for the Dole (WfD) Job Seeker Workbook
1
HOW TO USE THIS WORKBOOK................................................................................................ 3
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OVERVIEW OF THE INDUCTION MEETING ................................................................................ 3
2.1
About you ................................................................................................................................................... 3
2.2 About your host ........................................................................................................................................... 3
2.3 About your activity ...................................................................................................................................... 4
3
YOUR RIGHTS, RESPONSIBILITIES AND SOME LEGAL ISSUES..................................................... 4
3.1 Respect ......................................................................................................................................................... 5
3.2 Discrimination .............................................................................................................................................. 5
3.3 Sexual harassment ........................................................................................................................................ 5
3.4 Bullying ......................................................................................................................................................... 6
3.5 Victimisation ................................................................................................................................................ 6
3.6 Violence ........................................................................................................................................................ 6
3.7 Health and safety.......................................................................................................................................... 6
4
HOST’S POLICIES & PROCEDURES............................................................................................. 7
4.2 Use of social media, mobile phones and other personal devices .................................................................. 7
4.3 Use of computers and related equipment .................................................................................................... 7
4.4 Internet use .................................................................................................................................................. 7
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BEHAVIOURS AND DRESS ......................................................................................................... 7
6
DRUGS, ALCOHOL AND SMOKING ............................................................................................ 9
7
ONGOING COMMUNICATION ................................................................................................ 10
8 HOST ORGANISATION CONTACT DETAILS ................................................................................ 10
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Notes
1. How to use this workbook
The aim of this workbook is as a reference for your induction with your host
and is for you to keep. We encourage you to write notes throughout the
workbook and have left space for you to do so at the side and at the end.
2. Overview of the induction meeting
The induction meeting is to introduce you to your role and the WfD
placement at your host organisation, explaining your rights, responsibilities
and what to expect during your placement.
To help ensure a successful WfD placement, your Host should talk you
through the Induction Kit, complete the Induction Checklist with you and
answer any questions you have.
The induction should be a conversation, not simply a one-way presentation or
lecture. You have the opportunity to ask questions and to ask about any
concerns you may have. It is also an opportunity to talk about any aspirations
you may have for your future.
2.1
About you
Talk to your Host about:
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What you are hoping to get out of your placement.
Any uncertainties you might have about the activity or your
placement.
Potential challenges or barriers for you in meeting the requirements
of the placement, for example, travel to/from work or family
commitments.
2.2 About your host
Your host should talk to you about:
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Whether it is a not-for-profit, local government authority or other
type of organisation.
Why it exists, its main activities, programs, services or products.
Who are its clients or customers and other stakeholders.
Its values and expectations of the people working for it in any
capacity.
The number of people who work in the organisation and who are they
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(staff, volunteers and other WfD job seekers).
Notes
2.3 About your activity
You and your host should talk about:
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How your work supports the Host’s purpose.
The specific or typical tasks you may be required to undertake to
complete the activity
Any training, resources and tools required to undertake the activity.
Who you might be working with and their respective roles and
responsibilities in relation to the activity.
The limits of your responsibility – what decisions you can (and cannot)
make and when you should seek the guidance of your supervisor.
What constitutes a reasonable workload and your course of action if
you are not coping with the workload.
Your days, hours and place of work.
3. Your rights, responsibilities and some legal issues
All workers, including WfD job seekers, have rights and responsibilities in the
workplace. Some of these rights and responsibilities are enshrined in
Commonwealth, State or Territory legislation, others are simply good practice.
While too much information about legal matters is likely to be overwhelming
and more than you need to know to undertake your placement, its useful for
you to understand when there is a legal underpinning to your rights and
responsibilities.
In all instances:
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You, as a job seeker, will be given the same level of protection as paid
staff and volunteers. Any job seeker who feels they have been
treated inappropriately you are encouraged to raise the issue. For
example:
o (where it is possible and safe to do so) you could tell the
person responsible for the behaviour that it is unacceptable
o you could raise your concerns with your supervisor, or if the
issue is with the supervisor you could raise your concerns with
the supervisor’s manager.
All notifications or complaints by job seekers will be taken very
seriously and dealt with in accordance with the relevant policies and
procedures of the Host (e.g. Grievance Procedure or Occupational
Health and Safety Procedure).
As the job seeker you also have the same obligation to comply with
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these legal requirements and good practice standards as paid staff
and volunteers. Any form of non-compliant behaviour by you as a job
seeker will be viewed seriously and will not be tolerated. If proven,
appropriate action will be taken. Depending on the seriousness of the
matter, this may include termination of the WfD placement. The Host
also reserves the right to notify the police of any conduct that may
also be a criminal offence.
Notes
3.1 Respect
Everyone is entitled to be spoken to and treated with respect.
3.2 Discrimination
Discrimination can include the unfair or unequal treatment of an individual on
the basis of one or more of a number of attributes, including:
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Age
Disability
Industrial activity or inactivity
Lawful sexual activity
Physical features
Parental status or status as a carer
Gender
Sexual orientation
Gender identity
Marital status
Religious belief or activity
Race
Pregnancy or potential pregnancy
Breastfeeding
Political belief or activity
Personal association with a person who is identified by reference to
any of the above attributes
Making a reasonable request for information about employment
entitlements (employment activity).
3.3 Sexual harassment
Sexual harassment is:
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An unwelcome sexual advance.
An unwelcome request for sexual favours.
Any other uninvited, unwelcome behaviour of a sexual nature in
circumstances in which a reasonable person would have anticipated
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that the other person would be intimidated, humiliated or offended.
Notes
Sexual harassment can be physical, verbal, written or other conduct. It can be
a single incident or repeated behaviour.
3.4 Bullying
Bullying is repeated, unreasonable behaviour directed toward an individual or
group of people that creates a risk to health and safety. Bullying may be
intentional or unintentional. Such behaviour can be carried out in person, by
email, text, social media or other means, and may extend beyond normal
work hours. Some example of bullying include:
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Abusive or aggressive behaviour.
Belittling or humiliating comments.
Teasing or practical jokes.
Spreading malicious rumours.
Pressuring someone to behave inappropriately.
Excluding someone from work-related events.
However, reasonable management action carried out in a reasonable manner
is not bullying. For example, supervisors are entitled to:
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Allocate work and set performance goals, standards and deadlines.
Inform and warn job seekers about unsatisfactory work performance
or inappropriate behaviour.
3.5 Victimisation
Victimisation is subjecting (or threatening to subject) a person to any
detriment because that person (or a person associated with that person) has
exercised (or intends to exercise) their rights under equal opportunity laws or
the Host’s grievance procedure.
3.6 Violence
Violence is behaviour (often with criminal implications) that recklessly or
intentionally causes injury or potential injury to another person, or conduct
endangering life. It can be a single, opportunistic or random event or it can be
ongoing, persistent and/or premeditated. It can be perpetrated by individuals
within or outside the Host.
3.7 Health and safety
The Host’s responsibilities
Workplace health and safety must be taken very seriously. It is the
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responsibility of all Hosts to provide and maintain (so far as is practicable) a
working environment that is safe and without risks.
Notes
Job seeker responsibilities
The Host seeks cooperation from you to create a safe working environment
Your Host will explain the organisation’s specific policy in this area.
4. Host’s policies & procedures
In addition to your rights and responsibilities, most Host organisations will
have policies and procedures you will be required to follow that relate to the
specific requirements of the Host. Your Host will discuss these with you.
4.1 Use of social media, mobile phones and other personal
devices
You should not access your own personal device during prescribed work
hours, except during breaks.
4.2 Use of computers and related equipment
Any computers and related equipment will be provided to enable the job
seeker to fulfil their role efficiently and effectively. All equipment should be
used responsibly, legally and for its intended purpose and, as a general rule,
should not be used for personal use, unless express permission is given by the
job seeker’s supervisor.
4.3 Internet use
The host has a right to monitor internet or email activity occurring on their
system and that inappropriate use of the internet or email may result in
disciplinary action or (in the case of gross misconduct, such as accessing
pornography) immediate termination of the job placement and notification of
the jobactive provider. In the case of criminal conduct, the police will be
notified.
5. Behaviours and dress
A certain standard of behavior is expected of all paid staff, volunteers and
WfD job seekers in the workplace. Appropriate behaviours include:
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Creating positive relationships/interactions with others in the
workplace.
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Behaving ethically and lawfully.
Respecting the confidentiality of information gained in the course of
the activity.
Respecting the privacy of others.
Using appropriate language (no swearing, or making sexist, racist or
discriminatory comments)
If you are unable to attend your activity you should call your jobactive
provider and Host Organisation ahead of time to let them know why.
o If you have a valid reason for non-attendance your jobactive
provider will record this and no further compliance action
may be taken.
o Your jobactive provider will discuss with you the
options available to make up any (if required) hours
you may have missed in your activity.
o If you do not have a valid reason for non-attendance, your
jobactive provider will record this and may apply the job
seeker compliance framework, including reporting the nonattendance to the Department of Human Services.
Using prescribed drugs according to the guidelines in section Six (6) Drugs, alcohol and smoking.
Arriving at the activity sober and not using alcohol or illicit drugs at
work. (See the next part of this section entitled Drugs, alcohol and
smoking.)
Adhering to smoking/no smoking requirements (including breaks,
where/when smoking is allowed or prohibited)
Handling money according to organisational policy.
Eating and drinking in designated areas. Review Host requirements
regarding, for example, eating at the desk or in public areas, drinks
near computer keyboards, etc.
Notes
In regards to relationships with others, you should:
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Observe principles of courtesy, fairness, equity and sensitivity in all
dealings
Behave with due regard to duty of care in all relationships and
dealings with others
Observe the rights of all colleagues and members to respect, dignity,
privacy, and protection from harm or abuse
Behave in accordance with Host policies, processes and guidelines and
keep up to date with changes that may occur from time to time. The
Host will ensure that all staff and job seekers are notified of changes
to policy, process or guidelines as changes occur
Not harass or make sexual advances towards others. (Please see
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section 5 Rights and legal issues.)
Not engage in unlawful discrimination or harassment, bullying or
violence against anyone in dealings on behalf of the Host. (Please see
section 5 Rights and legal issues.)
Notes
You are expected to dress appropriately for your placement. This might
include:
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Wearing a uniform or protective/safety clothing and footwear if
required for the activity or a particular task
Dressing appropriately for the weather if working outdoors
Ensuring clothes are clean, neat and in keeping with the standards set
by your Host
Ensuring footwear is clean and appropriate for the activity. Identify
the type of footwear that should not be worn in the workplace, for
example, thongs
Makeup being minimal or as required for the activity
Ensuring hair is clean and neat. For some tasks (food handling, use of
equipment, etc.) hair may need to be tied back or in a hairnet
Trimming and washing facial hair
Maintaining personal hygiene with regular washing and use of
deodorant. Teeth being cleaned.
Wearing a name badge if is provided and required by the Host
6. Drugs, alcohol and smoking
It is the responsibility of all staff, including job seekers, who are taking a
prescribed medication to:
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Take that medication in accordance with its intended use
Be aware of any possible side-effects related to the taking of that drug
Advise their supervisor if the drug or its side-effects are likely to
impact their ability to do their job.
You, as a job seeker, must present to work in a fit state for work and not be
affected by alcohol or illegal drugs or in any other way be unable to perform
their assigned WfD tasks. Job seekers who are unable to safely perform their
activities, will be deemed ‘unfit for work’ and asked to leave until they are fit
and it’s safe for them to work.
Smoking is prohibited on the Host’s premises* and all job seekers must
observe the no smoking policy at all times. A breach of this policy may result
in the Host taking disciplinary action.
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* Your Host will explain the organisation’s specific policy in this area.
Notes
7. Ongoing communication
Frequent catch-ups are important, particularly at the beginning of your
placement, when you may need more guidance and support. This is an
opportunity to share with your host what has gone well and to be honest with
what could have gone better.
8. Host organisation contact details
Your Host will provide you with the organisation’s contact details, in the event
you should you need them.
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Notes
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