Important for section 2 of your SAC

1. Important for section 2 of your SAC

2. Capacity of the legal system to respond to demands for change So these are some changes in the past that have occurred, you will need to think of ideas of change for the SAC, so these may give you some points to consider and think about

3. Capacity of the legal system to respond to demands for change Changes in OHS • Victoria has joined the National OHS Strategy 2002-2012, which was formed to establish an overall framework that identifies areas requiring national action. The aim is to develop a consistent approach to OHS, focusing on high-priority areas . It is hoped that a national OHS framework can be established so that all states in Australia adopt a similar approach in OHS laws.

4. Capacity of the legal system to respond to demands for change Changes in the Equal Opportunity Act • The Equal Opportunity Act 2010 gave the Victorian Equal Opportunity and Human Rights Commission the power to investigate workplaces in relation to discrimination, bullying and harassment. This increased the powers of the Commission, which previously had to wait until a complaint was brought before it by an employee. • An increase in investigative powers should help the Commission to proactively identify workplaces that are unsafe in relation to discrimination, harassment and bullying.

5. Capacity of the legal system to respond to demands for change Respect at Work campaign • Following the court case relating to the BrodiePanlocktragedy, the Victorian Government launched the Respect at Work campaign in 2010. The campaign includes a renewed focus by WorkSafe inspectors on bullying. • WorkSafe will implement measures to stamp out bullying, including assisting employers to train staff, issuing notices forcing businesses to develop antibullying strategies, and investigating cases that may result in charges being laid.

6. Methods and institutions for resolving disputes workplace safety These are different bodies people can go to in regards to workplace disputes. These are important for different sections of the SAC. First they can help point you in the right direction to find a case to use. Another is around the different parties/bodies involved in the case for section one, and the last is about suggestions of ways the issues in your could have been resolved, avoided etc.

7. Methods and institutions for resolving disputes — workplace safety WorkSafe Victoria • WorkSafe is an independent statutory body that has wide-ranging powers in relation to occupational health and safety (OHS). It is able to investigate incidents and alleged offences under the Occupational Health and Safety Act 1985 (Vic.), and other acts such as the Dangerous Goods Act 1985 (Vic.) andEquipment (Public Safety) Act 1994 (Vic.), and can prosecute workplaces for offences under the Occupational Health and Safety Act. • An employee who is aware of unsafe work practices can contact WorkSafe Victoria to obtain free advice or to make a complaint so that an investigation is undertaken.

8. Fair Work Ombudsman • The Fair Work Ombudsman can enforce the laws for employment-related discrimination. A person can make a complaint to the Fair Work Ombudsman if they believe they are not getting the correct pay, conditions or workplace rights — or if they believe an employer has discriminated against them. • But, if a person has been discriminated against on the basis of the grounds outlined in the Equal Opportunity Act 2010 (Vic.), then he or she will need to make a complaint to the Victorian Equal Opportunity and Human Rights Commission or VCAT. However, if a person has been discriminated against in relation to matters covered in federal legislation, he or she can make a complaint to the Fair Work Ombudsman.

9. Victorian Equal Opportunity and Human Rights Commission • If a person is being discriminated against or harassed, they may be able to have the complaint heard by the Victorian Equal Opportunity and Human Rights Commission. • A person may also take their case to the Australian Human Rights Commission if they are sexually harassed or discriminated against on the basis of age, disability, sex or race. • The Commission will use conciliation as a method of dispute resolution.

10. VCAT • If the matter is not resolved at the Victorian Equal Opportunity and Human Rights Commission, the person may then file an application at the Anti-Discrimination List of VCAT to have their claim heard by a member of VCAT. It is also possible to take a complaint direct to VCAT.

11. Courts • Courts are able to judicially determine cases, particularly where there are breaches of occupational health and safety. Courts are given wide-ranging powers to hand down penalties as prescribed in the Occupational Health and Safety Act.

12. Work needs to be up to date and completed • You were given a list last term of work that needs to be completed. This work must be completed and you must show the work to me. • Before you go off to work on the SAC now you need to finish those summary points pgs 447 - 449

13. SAC • Now you will need to start on your SAC, you will be given a certain amount of class time to work on it, you need to be using this efficiently. Also, this is a SAC and not normal computer work so the conditions are different. If you sit there and aren’t doing the work that counts as coming in and not completing a SAC. First thing you need to do is find your case so use the things we spoke about today for ideas. If you have any questions don’t hesitate to ask, as I’ve said before you mark will reflect the amount of work and effort you have put into this SAC