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Equal Employment Opportunity Policy - Statement

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In pursuing its vision of "maintaining an exemplary working environment for its staff", Newcastle Rubbish Removal Service has formulated the goal of "attracting and supporting staff of the highest quality and being an exemplary employer"

Newcastle Rubbish Removal Service also accepts that it has a responsibility to act in conformity with the spirit and intent of equal opportunity and affirmative action legislation, this legislation includes the Racial Discrimination Act 1975 (Commonwealth), the Sex Discrimination Act 1984 (Commonwealth), the Human Rights and Equal Opportunity Commission Act 1986 (Commonwealth), the Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth), the Disability Discrimination Act 1992 (Commonwealth) and the Anti-Discrimination Act 1998 (New south Wales).

Consistent with this mission, goal and related legislation, Newcastle Rubbish Removal Service is committed to a policy of equal opportunity in employment and affirmative action which undertakes to:

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1) Promote equal opportunity in all aspects of the activities

2) Eliminate unjustified direct and indirect discrimination on the grounds of: race, colour, national or ethnic origin, nationality;sex or gender, sexual preference, marital status, pregnancy, status as a parent or a carer;religious or political belief or activity, industrial activity;age, physical features, disability, medical record,personal association with a person who is identified by reference to any of the listed attributes

3) Andon any other ground which the Council on the advice of the Equal Opportunity Committee shall after due consideration determine to be a basis of improper discriminatory practice.

4) Create an environment where staff are able to work effectively, without fear of discrimination or harassment

5) Use non-discriminatory, inclusive language in all official documents and encourage its use in teaching fora, meetings and other formal settings

6) Establish appropriate programs in employment to overcome disadvantage

7) Establish appropriate programs to overcome disadvantage in employment for Aboriginal and Torres Strait Islander people, people with disabilities, women and other equity groups ensure that all Newcastle Rubbish Removal Service staff have reasonable access to benefits and services

8) Provide effective mechanisms to resolve sex-based harassment and other complaints of discriminatory treatment

9) Andensure that such further obligations that the law may impose from time to time are appropriately addressed by Newcastle Rubbish Removal Service.

In accordance with legislation, (where applicable) Newcastle Rubbish Removal Service broad equal employment opportunity programme will include the following components:

a) Consultations with general and academic staff

b) Statistical analyses of Newcastle Rubbish Removal Service workforce to identify areas of imbalance, provide indicators of priorities for attention and action, and to further research

C) Reviews of Newcastle Rubbish Removal Service policies and practices in areas such as recruitment, selection, promotion, staff development and conditions of service

D) Setting objectives and forward estimates, determining strategies and taking action to achieve them

E) Monitoring and evaluating procedures.

The equal employment opportunity programme is consistent with the merit principle whereby only criteria related to the ability to do the job are used in selection, affirmative action, as defined in the Act, is compatible with the principle of appointment and promotion on the basis of merit ensuring equitable treatment of all applicants

f) To provide a balanced representation of women and men across all occupational groupings and classifications and on all decision-making bodies.

The Human Resources Manager is responsible for the overall direction of the program delegating as appropriate through the assistant Manager and Director, Human Resources to the Executive Officer, Equal Employment Opportunity, the day-to-day implementation of the policy with regular reporting to the Equal Opportunity Committee.

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Last revised: November 2009
Nomenclature revised: January 2011