OHS and Privacy Policies
This information is important for both employers and our candidates. They have been written to ensure that all parties are aware of their rights and obligations, and they comply with the RSCA Code of Practice and the relevant legal requirements in the ACT.
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OCCUPATIONAL HEALTH & SAFETY POLICY
PCA People (PCA) is committed to ensuring that temporary or contractors working in a workplace of a host employer are aware of their rights and obligations regarding their health and safety in the workplace.
Both PCA and the management of the workplace where non-ongoing staff are engaged have obligations and rights towards ensuring their safety and well being in the workplace. The following information outlines the details of these rights and obligations for all parties.
Staff or managers that have any questions regarding these rights and obligations are encouraged to contact their recruitment consultant.
All staff have the right to be provided with a safe and healthy workplace and safe systems of work in accordance with relevant industry standards. They also have the right to equitable, practical and consistent enforcement of OH&S policies in the workplace, and also have the right to be protected from harm in the workplace by the preventative actions of their employer.
Host employers obligations
Host employers are responsible for:
- providing you with safe systems of work and proper maintenance of work systems;
- providing information, instruction, training and supervision so that you can carry out your duties without risk to your health and/or safety.
Host employers also have a responsibility to ensure the health and safety of the workplace and all the staff working there. As staff have been placed with a host employer to do the work specified in the agreed job description, any change to their duties, should the employee agree to those changes, must be communicated in writing to PCA to receive our agreement. This is because there may be OH&S implications arising from these changes.
Temp or contractor staff obligations
There are certain obligations that these staff have:
- Ensuring own safety and that of your co-employees in the workplace;
- Adhere to the host employer OHS and safety procedures and policies;
- Attend and participate in any training sessions provided by the employer;
- Report any workplace injuries, incidents, hazards or other health and safety concerns to both PCA and the employer; and
- Participate in rehabilitation and return to work programs after a work related injury or illness.
They should note that they can be held individually responsible for an act if they are found to obstruct or fail to support colleagues, managers or directors in achieving solutions to health and safety problems.
Temporary and contract staff working in a host employer’s premises are also expected to comply with that employers OHS guidelines and policies. They are required to report any OHS incidents or issues of concern immediately to PCA.
If staff identify any hazards or unsafe practices at work, they should tell their supervisor, health and safety representative or health and safety committee member straight away. If the host employer does not fix the problem, the staff member should immediately advise PCA.
If staff are injured at work, PCA and the host employer each have a reporting system for work related injuries or illnesses. A copy of PCA’s forms in provided below. Staff should be aware of these procedures are and how to must report any injuries or illnesses they suffer at work, including any workers compensations claims and medical certificates.
PCA’s obligations
In addition to providing this information to staff and answering any questions regarding OHS issues, PCA will obtain a copy of the host employer's OH&S Policy, reporting procedures (including hazard identification & work related injuries/illness) and arrange for OH&S induction & briefing for temporary and contract staff prior to commencement of work with a host employer. PCA will also provide a copy of this OHS policy document to the host employer.
For further information please email us on PCA consultant or call 02 6257 1010
Professional Careers Australia (PCA) provides temporary and permanent recruitment services to government and private sector firms based in the Australian Capital Territory. A requirement of these services is to provide prospective employers with a range of personal information about candidates recommended for employment.
The use, disclosure and retention of such personal information is subject to the Privacy Amendment (Private Sector) Act 2000 (“the Act”) and is governed by the following policies:
1. We will conform with the National Privacy Principles contained in the Act being:
- NPP1 Collection
- NPP2 Use and Disclosure
- NPP3 Data Quality
- NPP4 Data Security
- NPP5 Openness
- NPP6 Access and Correction
- NPP7 Identifiers
- NPP8 Anonyminity
- NPP9 Transborder Data Flows
- NPP10 Sensitive Information
2.. Please go to http://www.privacy.gov.au/publications/npps01.html for a more detailed description of the principles.
3. We will only collect and retain information that is relevant to a candidate's placement in future employment, much of which is required by law for employment purposes.
4. We will only collect information about a candidate from third persons with the candidate's permission, or where it is necessary for us to fulfil our obligations.
5. The personal information we collect is strictly confidential.
6. We will only use personal information in relation to a candidate's potential employment, except where we have a duty at law to provide it for other purposes.
7. We will only provide personal information to a prospective employer with the candidate's permission.
8. All personal information provided to prospective employers will be marked “Strictly Confidential” in the expectation that the client will treat it as such under the Act.
9. Candidates have the right to access their personal information. If any of that information is found to be incorrect, a candidate has the right to amend it.
10. Should a candidate wish to review their personal information held by PCA they can forward their request to our Privacy Officer, Chris Guy on (02) 6257 1010,
or e-mail chris@pcapeople.com. This service may incur a moderate charge, which would be advised.
Should a candidate review their personal details and be unhappy with PCA's handling of their inquiry, they have the right to refer the matter to the Office of the Federal Privacy Commission.
How PCA uses the information provided to us
Protecting personal information is important to us, and is always maintained in the strictest confidence. This information explains our commitment to that principle and to complying with our obligations under the Privacy Amendment (Private Sector) Act 2000. PCA collects information to:
- Assist candidates find employment
- Contact candidates
- Provide a resume to clients
- Enable us to pay temps and contractors, to pay superannuation and tax and to arrange for workers compensation insurance where applicable
- Answer candidate queries
- Conduct reference checks
Without this information, we may not be able to process or accept a candidates registration or assisting them in finding work.
PCA may need to disclose personal information on a confidential basis to third parties as part of finding you work, conducting reference checks or paying candidates for work done. These third parties include: Clients of PCA, your superannuation fund insurers, medical practitioners, your former employers, your bank or non-bank financial institutions (such as a credit union), the Australian Federal Police (AFP) and other companies including legal and accounting firms, auditors, consultants and other advisers.
PCA also discloses personal information to government authorities as required by law. We dispose of personal information with care, either shredding it or sending it for recycling where it continues to be treated as confidential.
No information is used without the general consent of the candidate. For example we seek permission before sending resumes to clients. Sensitive information such as medical and health information is not collected, used or disclosed without your express consent. Such information is only requested where legally required by an employer, insurance or superannuation provider.
