...ASSESSMENT: BSBWHS401A - Implement and monitor WHS policies, procedures and programs to meet legislative requirements ------------------------------------------------- SECTION 1: PROVIDE INFORMATION TO THE WORK TEAM ABOUT WHS POLICIES AND PROCEDURES. ------------------------------------------------- Information relating to these activities can be found in section 1 part 1 – Learning support materials. Assessment 1 Activity 1: Accurately explain to the work team relevant provisions of WHS Acts, regulations and codes of practice. 1. The impact of a workplace injury is wide reaching. Explain. Yes. According to WHS acts there are four types of hazards, accident and disease (physical and physiological), and low work life quality and stress (socio-psychological). And, for all the listed hazards the impact are wide reaching to the work life of the employee and personal life. The impacts will be for the physical and physiological: high compensation costs, medical claims, lost productivity time and poor productivity affecting mostly the working environment, and for the socio-psychological: inefficiency/ineffectiveness, high work dissatisfaction and low job involvement, affecting personal working environment and personal life, in this cases of hazards the consequences can deal with depression. 2. How is the integrity (validity) of information ensured? The integrity of the information is ensured based on the legislation of health and safety under the PCBU (person conducting...
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...BSBRES401A analyse and present research information p85 q5 Employee Job Satisfaction for flexible working Please take a few minutes to tell us about your job and how the organization assists you | Strongly Disagree | Somewhat Disagree | Neither Agree nor Disagree | Somewhat Agree | Strongly Agree | I feel encouraged to come up with new and better ways of doing things. | | | | | | New work ways gives me a feeling of personal accomplishment. | | | | | | I have the tools and resources to do my job well. | | | | | | On my job, I have clearly defined quality goals. | | | | | | The Company does an excellent job of keeping employees informed about matters affecting us. | | | | | | When a customer is dissatisfied, I can usually correct the problem to their satisfaction. | | | | | | I understand why it is so important for (Company name) to value diversity (to recognize and respect the value of differences in race, gender, age, etc.) | | | | | | My job makes good use of my skills and abilities. | | | | | | My supervisor’s manager visibly demonstrates a commitment to quality...
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...BSBWHS401A Implement and monitor WHS policies,procedures and programs to meet legislative requirements Assessment Task 2: Work Health and Safety Project Part A: Develop handouts Handout 1: Legislation Explain the purpose of Work Health and Safety legislation, including the function of a WHS Act, WHSregulation and WHS Code of Practice: Purpose of WHS legislation Awareness and highlighting the issues of safety and health of employees. And Workplace The risk reduction Efficiency and effectiveness Provides advice and counseling. Co-operation and troubleshooting. By mutual encouragement Including giving advice on various aspects, whether it's providing advice in the information, education, training, and can effectively apply the appropriate enforcement...
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...BSBWHS401 Implement and monitor WHS policies, procedures and programs to meet legislative requirements Assessment Task 2: Work Health and Safety Project Part A: Develop handouts Handout 1: Legislation Explain the purpose of Work Health and Safety legislation, including the function of a WHS Act, WHSregulation and WHS Code of Practice: Purpose of WHS legislation The principalparticle of the WHS Act is to arrange everything and ensure that it is 'in safety' for employees and workplace to decrease the number of dangerous. To build it be impartial and capabledelegationcontainingadvance to employer. Supportingcoaching course or development of knowledge foremployees and also equip them a recommendation or valuable information to the workers. Function...
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...BSBWHS401A Implement and monitor WHS policies, procedures and programs to meet legislative requirements Assessment Task 2: Work Health and Safety Project Part A: Develop handouts Handout 1: Legislation Explain the purpose of Work Health and Safety legislation, including the function of a WHS Act, WHS regulation and WHS Code of Practice: Purpose of WHS legislation The purpose of the WHS Act is to ensure the health and safety for workers and workplaces by reducing or preventing risks and issue resolution, encouraging employer and unions to have provision of advice, sufficient information, education and training. Function of WHS Act, WHS regulation and WHS Code of Practice Develop OHS policy and employees’ compensation Prepare and revise OHS...
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...owners face these issue everyday with changing regulations and laws, making sure that their reporting is ethical and up to standards. "Navigating all of the legislative and regulatory changes that occur throughout the course of the year can be challenging, taking business owners away from other important aspects of running their businesses," said Martin Mucci, Paychex president and CEO. Business owners have to follow state and federal labor laws which can be very taxing on business owners. Business owners have to monitor their tax reforms, because with the Tax Increase Prevention Act of 2014 the processing of taxes will affect the way that business owners have budgeted for their businesses. Business owners are also affected by new health reforms which state that “employers must be prepared to meet new IRS mandates to file annual information returns with the IRS and provide statements to their full-time employees about the health insurance coverage the employer offers” (Brooks, 2015) Business owners have to know the rules and regulations which involve limitations on things such as hours worked, overtime pay, and wrongful termination. They also have to monitor any changes to the immigration system that may impact their internal hiring and staffing procedures. The Form I-9 is one in particular, because it deals with procedures and work authorization documentation. Business owners also have to be...
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...Contents Before you begin vii Topic 1: Plan for the new or modified administrative system 1 1A Identify the requirements of the administrative system 2 1B Obtain quotations from the suppliers/developers of systems 10 1C Select a system supplier or developer 14 Summary17 Learning checkpoint 1: Plan for the new or modified administrative system 18 Topic 2: Implement the new or modified administrative system 23 2A Identify and develop implementation strategies 24 2B Encourage staff to participate in the implementation process 29 2C Implement the system 32 2D Define and communicate procedures for using the system 35 2E Provide training and support on the use of the system 38 2F Deal with contingencies to ensure minimal impact on users 42 Summary46 Learning checkpoint 2 : Implement the new or modified administrative system 47 Topic 3: Monitor the administrative system 51 3A Monitor the system’s use, security and output 52 3B Modify the system to meet changing needs 57 3C Identify further modifications and notify users 61 3D Monitor staff training needs 63 Summary65 Learning checkpoint 3: Monitor the administrative system 66 Final assessment 69 Assessment information and scope Are you ready for assessment? Final assessment overview Assessment plan Final assessment tasks Record of outcome 70 71 72 73 74 101 Unit release 1 (Aspire Version 1.1) © Aspire Training...
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...Chapter 7 Prevention of Sexual Harassment 7–1. Overview The prevention of sexual harassment is a commander’s responsibility. The EOA plays a pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing and overall advisory assistance concerning the prevention of sexual harassment. 7–2. Chain of command responsibilities Commanders and supervisors will— a. Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment. b. Publish and post written command policy statements for the prevention of sexual harassment. All statements will be consistent with Army policy. They will include the local command’s commitment to the Army’s policy against sexual harassment and will reaffirm that sexual harassment will not be tolerated. The statement will explain how and where to file complaints and will state that all complainants will be protected from acts or threats of reprisal. Each ACOM/ASCC/DRU, installation, separate unit, agency, and activity down to company, troop or battery level will publish a sexual harassment command policy statement. Units should coordinate these policy statements with the servicing staff judge advocate or legal advisor before publishing them. c. Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to investigate...
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... Army Command Policy Headquarters Department of the Army Washington, DC 6 November 2014 UNCLASSIFIED SUMMARY of CHANGE AR 600–20 Army Command Policy This administrative revision, dated 6 November 2014-o Updates Equal Opportunity Policy (paras 6-2c(8)(c) and 6-2c(8)(f)). This administrative revision, dated 30 October 2014o Updates summary of change bullet (para 2-8b). o Makes administrative changes (throughout). This rapid action revision, dated 22 October 2014-o Updates purpose (para 1-1). o Updates responsibilities for the ready and resilient campaign (paras 1-4a-d). o Directs readers to the Army Publishing Directorate’s “notes” page on AR 60020 for additional guidance on the Army Sexual Harassment/Assault Response and Prevention Program (para 1-4e(6)). o Clarifies the groups of personnel who must be informed of the Army’s accommodation of religious practices policies (para 1-4f). o Adds the categories “senior field grade officers,” “senior field grade warrant officers,” ”field grade warrant officers,” “company grade warrant officers,” “enlisted noncommissioned officers,” and “junior enlisted Soldiers” (table 1-1). o Adds policy that the senior commander is normally, but not always, the senior general officer at an installation (para 2-5b(4)(a)). o Adds policy for command responsibility for the Total Army Sponsorship Program (paras 2-5b(4)(a)16 and 2-5b(4)(c)8). o Clarifies policy on how Army command...
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...Management of Information Security Third Edition This page intentionally left blank Management of Information Security Third Edition Michael Whitman, Ph.D., CISM, CISSP Herbert Mattord, M.B.A., CISM, CISSP Kennesaw State University ———————————————————————— Australia • Brazil • Japan • Korea • Mexico • Singapore • Spain • United Kingdom • United States Management of Information Security, Third Edition Michael E. Whitman and Herbert J. Mattord Vice President, Career and Professional Editorial: Dave Garza Executive Editor: Stephen Helba Managing Editor: Marah Bellegarde Product Manager: Natalie Pashoukos Developmental Editor: Lynne Raughley Editorial Assistant: Meghan Orvis Vice President, Career and Professional Marketing: Jennifer McAvey Marketing Director: Deborah S. Yarnell Senior Marketing Manager: Erin Coffin Marketing Coordinator: Shanna Gibbs Production Director: Carolyn Miller Production Manager: Andrew Crouth Senior Content Project Manager: Andrea Majot Senior Art Director: Jack Pendleton Cover illustration: Image copyright 2009. Used under license from Shutterstock.com Production Technology Analyst: Tom Stover © 2010 Course Technology, Cengage Learning ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored, or used in any form or by any means graphic, electronic, or mechanical, including but not limited to photocopying, recording, scanning, digitizing, taping, Web distribution, information...
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...The Transformation Continues QANTAS SUSTAINABILITY REVIEW 2013 This page has been intentionally left blank TABLE OF CONTENTS Page Introduction Governance − − − − Corporate Governance Business Resilience Group Security Group Risk and Audit 2 4 4 9 10 11 13 15 19 22 31 38 45 49 56 57 Stakeholder Engagement Financial Safety and Health Customer People Environment Procurement Community Measures Glossary The Group Strategy, supported by environment, procurement and community strategies, underpins the identification and reporting on material items. To support the Group’s core goal of delivering sustainable returns to shareholders, areas of focus are used to measure, monitor and report on the Group’s performance. Areas of focus and measures are reviewed and updated to ensure that they remain relevant. The Group Strategy drives sustainable outcomes Governance Corporate governance is core to ensuring the creation, protection and enhancement of shareholder value. Stakeholders We are committed to communicating effectively with our stakeholders. Financial Safety and Health To be recognised as the world’s leading airline group in air, ground and people safety and health. Customers Our Customers are the core of everything we do. The Group is continually striving towards providing exceptional customer experiences. Vision We strive to build a strong viable business capable of delivering sustainable returns...
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...WRITING STYLE GUIDE AND PREFERRED USAGE FOR DoD ISSUANCES 1. GENERAL PRINCIPLES. Write DoD issuances clearly and concisely, applying the following general principles of effective writing. a. When drafting your document, use an outline. This will help you organize your issuance and keep it focused and on track. b. Use short, simple words. Limit sentences to one thought and keep them brief (an average of 20 or fewer words). c. Use the correct words. (See Appendix 1 for a glossary of preferred usage and Appendix 2 for a list of hyphenated modifiers used in DoD issuances.) d. Write in the active versus passive voice; name an actor with the action being taken immediately after the noun. (See Figure 1 for characteristics and examples.) e. Use parallel construction (the same grammatical structure for similar or related ideas). (See Figure 2 for examples.) f. Avoid long, rambling paragraphs. If a paragraph’s longer than 20 lines, it should probably be restructured to include subparagraphs. g. Organize the material. Where the issuance templates don’t provide a specific structure, organize sections, enclosures, and appendixes so that earlier paragraphs serve to make later paragraphs clear. When possible, use paragraph headings to highlight important concepts so the reader can see at a glance what the paragraph’s about. Figure 1. Characteristics and Examples of Passive and Active Voice PASSIVE VOICE Frequently omits the doer of the action An information copy of the board meeting minutes...
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...Corporate Carbon Strategies Threats and opportunities arising from the new energy imperative Reference Code: BI00036-019 Publication Date: March 2011 1 About the authors Professor Merlin Stone Merlin is Head of Research at The Customer Framework. He is author or co-author of many articles and thirty books and also on the editorial advisory boards of several academic journals. He has a first class honors degree and doctorate in economics from Sussex University, UK. In parallel to his business career, he has also pursued a full academic career, holding senior posts at various universities. He is now a visiting professor at De Montfort, Oxford Brookes and Portsmouth Universities, teaches economics for the Open University and marketing for Exeter University. Jane Fae Ozimek The author is a writer and researcher in the areas of IT, Business and the Law. Jane is currently editor of the Journal of Database Marketing and has previously published works on the use of statistics in business and Marketing Resource Management. Recent research papers include publications on the misuse of security protocols by major corporations, and a re-evaluation of the Loyalty Ladder concept in marketing theory. Jane was also co-author of the recently published Carbon Trading and the Effect of the Copenhagen Agreement (published by Business Insights, 2010). 2 Disclaimer Copyright © 2011 Business Insights Ltd This report is published by Business Insights (the Publisher). This report...
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...“A critical component of any winning business is an HR function that improves business results. I highly recommend this book to HR and business leaders everywhere.” —William S. Allen, Senior VP, Group HR, AP Moller-Maersk AS, Copenhagen, Denmark “Got business? This book does. By asking (and answering) the tough questions about HR relevance for line managers, shareholders, and customers, readers will clearly understand the why, how, and what of HR transformation.” —Rich Baird, Joint U.S. and Global Leader, Advisory People and Change, PwC “Wow, they have done it! Many HR shops need transformation but don’t have the answers. This book is the roadmap, answers the questions, provides the rationale, and describes how HR transformations should unfold. Read it, but better yet—do it!” —Richard W. Beatty, Rutgers University, coauthor of The Differentiated Workforce “A must read for an HR team that wants to add the most value to the business.” —Bob Bloss, HR Executive Vice President, Hallmark “A thoughtful and practical guide that will help leaders navigate some of the most important decisions about building the HR organization of the future.” —John Boudreau, USC Marshall, coauthor of Investing in People and Beyond HR “Two bangs for your hard-earned buck. First, a very strong summary of the key tenets of the most important HR thinking. Second, highly practical examples of what to do and—even more importantly—what NOT to do when embarking upon transformation.” —Reg Bull...
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...Business Responsibly Safeguarding the Planet H EALTHY FUTU R E S 2015 GOALS & PROG R E SS U.N. G LOBAL COM PACT DATA S U M MARY G R I I N DEX 2 Letter from Our Chairman & CEO 52 Labor Practices & Workforce Guide to the Icons 4 Successes & Challenges 55 Employee Retention, Development & Recruitment 9 Organizational Profile 58 Compensation 10 Report Profile 58 Diversity & Inclusion The icons below help to communicate the scope and boundary for each topic covered in our report. They represent the audience and locations throughout the world impacted by our business segments or enterprise. 11 Citizenship & Sustainability 59 Political Contributions, Public Policy & Lobbying Citizenship & Sustainability Strategy Our Strategic Framework 62 Intellectual Property 13 Our Citizenship & Sustainability Materiality Assessment Process 62 Stakeholder Engagement 15 Advancing Human Health & Well-Being 16 Global Health 18 Access to and Affordability of Health Care 21 Product Pipeline 22 R&D and Clinical Trials 24 Innovation 26 Market Access 27 Preventing Disease and Promoting Wellness 28 Leading a Dynamic & Growing Business Responsibly 29 Strategic Leadership 29 Quality & Safety of...
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