Purpose and Objectives
Company is committed to the principle of equal opportunity for staff and promotes a work environment that respects family responsibilities.
In 1991, the Federal Government signed International Labour Organisation (ILO) Convention No. 156: Workers with Family Responsibilities. The convention focuses on issues for workers in balancing their work and family responsibilities.
The Anti-Discrimination Act 1991 (Qld) prohibits discrimination on the basis of breastfeeding, family responsibilities and parental status in education and employment. The Sex Discrimination Act 1984 (Cth) also prohibits discrimination on the basis of breastfeeding (including expressing) and family responsibilities. Under the Fair Work Act 2009, an employer must not take adverse action against a person who is an employee or prospective employee of the employer because of the person’s family or carer responsibilities. The University also has obligations under the Work Health and Safety Act 2011 (Qld).
Scope/Coverage
This policy applies to all staff and visitors of Company.
Policy Statement
Children, including children who are students, must be supervised at all times by a responsible adult while on campus and must not be allowed to interfere with the work or study responsibilities of other staff or students.
Children visiting Company
While many childcare and family support facilities are available for use by staff and visitors at Company sites, Company recognises that:
- on occasion, parents may need to bring their children into the Company environment during emergencies, for example when childcare arrangements have failed unexpectedly; and
- women staff, students or visitors may need to bring children onto council locations to breastfeed.
Prohibited areas within Company
There are some areas of Company where children are not permitted because of potential health and safety risks. Examples include work sites, workshops and places with animals or where farm/grounds equipment is in use. Exceptions to this would be as determined by a formally approved risk assessment.
Children who are ill or who may infect others should not be in the work environment (for staff, see Personal Leave).
Permission and Responsibility
Permission to bring children into work or study environments is at the discretion of the relevant supervisor or manager. Wherever possible such permission should be sought prior to arrival at the workplace. Requests are expected to be viewed sympathetically and within the framework of the Anti-Discrimination Act 1991 (Qld). The supervisor must give consideration to the level of risk associated with the child’s presence at the council. The Anti-Discrimination Act 1991 (Qld) states:
- a person may do an act that is reasonably necessary to protect public health, and the health and safety of people at a place of work (General Exemptions For Discrimination, Sections 107 and 108).
- If the supervisor or manager believes that the presence of a child is causing an unacceptable health and safety risk, or unreasonable disruption to others, they may request that the child is taken away from the area by the parent, carer or responsible adult.
- At all times, parents, carers and responsible adults must ensure the safety of the children they are supervising.
Facilities
Company has established a family and parenting room so that staff, students and visitors may breastfeed or bottle feed their child and/or express milk on Company sites, with access to suitable facilities (For more information on the locations of these rooms, go to the Company website).
Where a room is not located conveniently, for example, at smaller council sites, staff should discuss their requirements with their supervisor. The supervisor should make every reasonable effort to put in place suitable arrangements. The Workplace Diversity and Inclusion unit and/or Human Resources are available for consultation on these matters.