316usman/thematic2b huggingface dataset:
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697636896451.pdf (Australia)
ATTACHMENT A Bullying and Harassment Action Plan Area of Focus Objectives/Outcomes Risk of workplace bullying: presence of work stressors - for e.g.
high job demands, limited job control, organisational change, role conflict and ambiguity, job insecurity, an acceptance of unreasonable workplace behaviours or lack of behavioural standards, unreasonable expectations of clients or customers Education and Training Education and training focusing specifically on identifying more precisely what behaviours constitute bullying and harassment, how staff should recognise such behaviours and how to respond.
Regular updates provided to staff in relation to issues concerning bullying and harassment Awareness raising Risk of workplace bullying: leadership styles - for e.g.
autocratic behaviour that is strict and directive and does not allow workers to be involved in decision making behaviour, where little or no guidance is provided to workers or responsibilities are inappropriately and informally delegated to subordinates Leadership capabilities Giving and receiving feedback Risk of workplace bullying: systems of work - for e.g.
lack of resources, lack of training, unreasonable performance measures or timeframes Mentoring, internal development, access to educational opportunities, buddy type arrangements and a number of other schemes should be considered to develop current and future leaders Current and future managers should receive additional education and training on the giving and receiving of feedback related to performance management.
Recruitment and selection Review of Harassment Contact Officer Network A clear and unambiguous policy and process for the identification of higher duty opportunities needs to be developed, disseminated and administered.

Such process should include standard processes for completing expressions of interest, panel based assessments and feedback to participants in written format to encourage their development.
A re-evaluation of the function and effectiveness of the Harassment Contact Officer Network with a view to determining whether it continues to provide an effective service or whether there is an alternative model ATTACHMENT A A review of the current frameworks to ensure they meets the needs of both individuals and the organisation Review of underperformanc e/ performance management frameworks Risk of workplace bullying: work relationships – for e.g.
poor communication, low levels of support or work group hostility Improved communication at all levels of the agency HR support Managers at all levels to ensure close communication with staff at every opportunity.

This should include regular meetings, use of intranet and other electronic mediums to ensure current messages are conveyed fully and are understood.
The role of HR to be evaluated in light of whether the current structure provides managers with sufficient support to properly implement performance management.

Staff within Human Resources to market their availability and expertise to the field.
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697636930388.pdf (Australia)
Question: Answer: JOINT SELECT COMMITTEE ON AUSTRALIA’S IMMIGRATION DETENTION NETWORK *Q133* Does DIAC know whether, for the clients under the ultimate duty of care of the Department of Immigration, the Serco staff, the MSS staff, anybody involved with them have been able to access the mental health awareness training?
The detention services provider, Serco, is required to ensure that their detention services staff attend mental health awareness training before commencing work at a detention facility, and then bi-annually thereafter at a refresher course.

Metropolitan Security Services (MSS) staff are not required to undertake mental health awareness training as their interaction with clients is limited and differs from other detention services staff, being predominantly perimeter security and patrolling.
The health services provider, International Health and Medical Services (IHMS), is required to ensure that their staff are appropriately trained in the risks and sensitivities relevant to the delivery of health care to people in detention.

IHMS provides its employees with induction training and then regular ongoing training at detention facilities on a wide range of health service delivery issues, including mental health awareness and management.
IHMS is also required to ensure that all health care providers, including community network providers, have the necessary and appropriate registrations, accreditations, qualifications, skills, training and experience to provide health care to people in immigration detention.

Training in the Mental Health Policies - 2010 Training and implementation of the Government’s detention mental health policies, including mental health awareness, took place across the detention network February- November 2010.
The department coordinated training of staff from:  DIAC;  Serco; IHMS;   the Australian Red Cross;  Life Without Barriers (who provide support services to unaccompanied minors); and  Member organisations of the Forum of Australian Services for Survivors of Torture and Trauma (FASSTT) (who provide torture and trauma counselling).
Mental Health Awareness and Policy Training - 2011 Updated mental health awareness and policy training has been developed and is now being delivered across the detention network.

In response to participant feedback, the training incorporates additional mental health awareness material.

It is being delivered to new detention services staff, and as well as those who attended the training in 2010.
The updated training has been delivered at Pontville Immigration Detention Centre, places of detention in Darwin and Leonora Alternate Place of Detention.

The training is being delivered at Christmas Island (October-November 2011) and will be rolled-out across the remainder of the detention network over approximately six months.
JOINT SELECT COMMITTEE ON AUSTRALIA’S IMMIGRATION DETENTION NETWORK *Q133* The department intends that the training will be regularly revised in consultation with IHMS and the department’s Detention Health Advisory Group.
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697636952544.pdf (Australia)
I am an Indian guy who want to share my knowledge and experience on Dowry law abuse.

So that you people think more before making this dowry law in Australia.

In India, there is also a law (498-A) for dowry harassment against women.

So a woman can make a complaint in police station and man get arrested immediately.

This law made for some noble cause, explicit intention to protect women rights in society.
But these days and since so many years this dowry law is badly misused by women and I can say this law is widely misused by Indian women.

How the situation is these days, 1) any women whether married or single she can file false complaint in police station and men will get arrested immediately without any further notice.

Court/Police never asked any evidence to women, her words are enough to arrest men.
2) Wife have some argument with husband on any topic and at same time wife can make a call to police and complained about false dowry harassment, sexual violence and so on and police came and arrest man and his entire family members including old parents, husband, sister family, child and elderly or old person.
3) Women these days walk on road doing something wrong and if any men ask to not do this thing then women immediately called police by dialing 100 number and police came and arrest you because women falsely put complain on you about sexual violence or remarks.

I mean police and court will never give you chance to speak if you are men, court and police always listen women version whether she is saying false or truth.
I have seen in India, wife threats to men and his entire family and told them as I will use dowry harassment case on you if you as husband or his parents will not listen her voice or not move according to her words.

Police, Judges and Advocates are making money by extort from men.

Courts case are pending since so many years and men family get destroyed.

Men and his parents doing suicide continuously , so many men has committed suicide and its continuously increasing .
I would say this is legal license given to women to spread terror.

Women walk freely anywhere because neither police nor court take any action against her whether complaint are false even.

In my opinion any Law should be gender neutral, it should not be gender biased.

Anyone can do crime whether Women or men, without proper enquiry no one should be punished or arrested.

If any person who is doing false complaint in police then that person should get strong punishment whether women or men.
I would request you to please don't make such law, it will be badly impact to society and men family will get destroyed because women can abuse this law.

The practice of dowry and the incidence of dowry abuse in AustraliaSubmission 39
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637009982.pdf (Australia)
JOINT SELECT COMMITTEE ON AUSTRALIA’S IMMIGRATION DETENTION NETWORK *Q278* Question: Are you able to identify a static number at a point in time?

Answer: Mental health awareness and/or Psychological Support Program (PSP) training is delivered in various forums: All Serco detention services staff are required to undertake mental health awareness training as part of their induction training and at least every two-years thereafter.

This training is coordinated by Serco.


IHMS provides its employees with orientation training and then regular ongoing training at detention facilities on a wide range of health service delivery issues, including mental health awareness and PSP.

Relevant DIAC operations staff, including case managers, receive mental health awareness training as part of their orientation and ongoing role-specific training.

The case management training includes PSP training.
This training is coordinated by DIAC and during 2010 was delivered to 381 staff and during 2011 to 550 staff.

In addition to the above training, a joint IHMS and DIAC team delivers mental health awareness and mental health policy (including PSP) training across the detention network to staff from Serco, IHMS and DIAC.

During 2010 this training was delivered to approximately 1180 staff and during 2011 652 staff (and will continue across the network during 2012).
Given the variety of mental health awareness and PSP training which is delivered to Serco, IHMS and DIAC staff and staff turnover and movement between facilities, the department is unable to provide the number of staff at any point in time, working with detainees at specific places of detention, who have not undertaken some form of mental health awareness and/or PSP training.
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637059596.pdf (Australia)
Department of Racing, Gaming and Liquor (WA) The problem gambling awareness campaigns in Western Australia are funded by the Problem Gambling Support Services Committee (PGSSC) which is a non- government committee formed under the auspices of the Gaming and Wagering Commission Western Australia.
The Committee is comprised of representatives from the Gaming and Wagering Commission of Western Australia, Burswood Entertainment Complex, LotteryWest, the Department for Communities, Racing and Wagering Western Australia and the WA Bookmakers Association.

Each organisation, other than the Department for Communities, contributes a voluntary amount to the Problem Gambling Support Fund, which is a government account.

These voluntary contributions are then used to fund help services and awareness campaigns.
In this regard, please see the attached document which provides detail in relation to the problem gambling advertising campaigns funded by the PGSSC over the last 10 years.
PROBLEM GAMBLING CAMPAIGNS IN WESTERN AUSTRALIA JULY 2002 – MAY 2012 Campaign Problem Gambling Awareness Campaign Duration January 2011 to January 2012 (12 months) Regional Problem Gambling Awareness Campaign July 2007 to November 2007 (5 months) Media Advertisements: • radio • press • • website banners television Collateral • multilingual brochures • posters • wallet cards Advertisements: • radio • press • • television convenience advertising Collateral • brochures • posters • wallet cards Metropolitan Problem Gambling Awareness Campaign 9 August 2005 to 20 September 2005 (6 weeks) Advertisements: • radio • press • buses/bus shelters Cost** $295,900 Evaluation* An in-house evaluation of the campaign was undertaken which indicated that there was an increase to Problem Gambling Helpline calls during the advertising period.
$240,000 An in-house evaluation of the campaign indicated that there was a slight increase to Problem Gambling Helpline calls from regional areas during the advertising period.

A number of clients indicated that they contacted the Helpline or sought face to face counselling after seeing the awareness campaign advertising.

An in-house evaluation of the campaign indicated that there was a slight increase to Problem Gambling Helpline calls during the advertising period.
In addition, a number of clients indicated campaign advertisements or collateral as their referral source to the Helpline.

$180,000 $46,300 TOTAL $762,217 Collateral • brochures • posters • wallet cards Non campaign gambling help services advertising (i.e.
advertising in the Yellow Pages/Sensis) since July 2002 * The effectiveness of awareness campaigns is difficult to measure as the people exposed to the campaign will not necessarily contact the help services during the advertising period which is when campaign statistics are collected.

**Cost includes the creation of the theme/design component of the campaign.
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637068683.pdf (Australia)
THE HOUSE OF REPRESENTATIVES STANDING COMMITTEE ON HEALTH, AGED CARE AND SPORT Inquiry into Sleep Health Awareness in Australia PUBLIC HEARING Tuesday 29 January 2019 Seminar Room 1, The University Club of Western Australia University of Western Australia, Hackett Entrance #1, Hackett Drive, Crawley, PERTH Time Witness 9.00 am University of Western Australia (Submission 25) & (Submission 71) 9.45 am Jeffery & Ree Psychology and Sleep Matters Insomnia Solutions (Submission 103) 10.15 am Absolute Sleep (Submission 38) 10.45 am Break 11.00 am Sir Charles Gairdner Hospital 11.30 am Via teleconference: Professor Adams, Professor Wittert & Dr Appleton (Submission 78) 12.00 pm Close Committee Secretary: Stephanie Mikac PO Box 6021, Parliament House , CANBERRA Canberra ACT 2600 Tel: +61 2 6277 4145 Email: Health.Reps@aph.gov.au Internet: https://www.aph.gov.au/Parliamentary_Business/Committees/House/Health_Aged_Care_and_Sport
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637074449.pdf (Australia)
THE HOUSE OF REPRESENTATIVES STANDING COMMITTEE ON HEALTH, AGED CARE AND SPORT Inquiry into Sleep Health Awareness in Australia PUBLIC HEARING Wednesday 6 February 2019 Committee Room G1 Parliament of Victoria, Ground Floor, 55 St Andrews Place, East Melbourne Time Witness 9.30 am Australian Dental Association (Submission 91) 10.00 am Australian Psychological society (Submission 70) 10.30 am Reconnexion (Submission 43) 11.00 am Break 11.15 am Austin Health and Institute for Breathing and Sleep (Submission 84) 11.45 am Parenting Research Centre (Submission 94) 12.15 pm Break 1.15 pm Professors from the Department of Paediatrics, Monash University and Monash Children’s Hospital (Submission 69) 1.45 pm Melbourne Sleep Disorders Centre (Submission 2) 2.15 pm Thoracic Society of Australia and New Zealand (Submission 77) 2.45 pm Red Nose (Submission 119) 3.15 pm Close Committee Secretary: Stephanie Mikac PO Box 6021, Parliament House , CANBERRA Canberra ACT 2600 Tel: +61 2 6277 4145 Email: Health.Reps@aph.gov.au Internet: https://www.aph.gov.au/Parliamentary_Business/Committees/House/Health_Aged_Care_and_Sport
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637080394.pdf (Australia)
THE HOUSE OF REPRESENTATIVES STANDING COMMITTEE ON HEALTH, AGED CARE AND SPORT Inquiry into Sleep Health Awareness in Australia PUBLIC HEARING Tuesday 5 February 2019 Macquarie Room Parliament of NSW, Sydney Time Witness 9.00 am SleepFit (Submission 47) 9.30 am Australasian Sleep Technologists Association (Submission 98) 10.00 am Sleep Management Group (Submission 65) 10.30 am Break 10.45 am Charles Perkins Centre, University of Sydney (Submission 46) Brain and Mind Centre, University of Sydney (Submission 105) 11.15 am University of New South Wales, NeuRA (Neuroscience Research Australia) (Sub mission 101) 11.45 am Australasian Epidemiological Association (Submission 15) 12.15 pm Break 1.15 pm Adelaide Institute for Sleep Health (via teleconference) (Submission 100) 1.45 pm Office of the National Rail Safety Regulator (Submission 63) 2.15 pm Close Committee Secretary: Stephanie Mikac PO Box 6021, Parliament House , CANBERRA Canberra ACT 2600 Tel: +61 2 6277 4145 Email: Health.Reps@aph.gov.au Internet: https://www.aph.gov.au/Parliamentary_Business/Committees/House/Health_Aged_Care_and_Sport
Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637406501.pdf (Australia)
LIST OF RECOMMENDATIONS Recommendation 1 4.25 The committee recommends that all parties with responsibility for addressing bullying and harassment in the medical profession, including governments, hospitals, speciality colleges and universities: • • • acknowledge that bullying and harassment remains prevalent within the profession, to the detriment of individual practitioners and patients alike; recognise that working together and addressing these collaborative way is the only solution; and issues in a commit to ongoing and sustained action and resources to eliminate these behaviours.
Recommendation 2 4.27 The committee recommends that all universities adopt a curriculum that incorporates compulsory education on bullying and harassment.

Recommendation 3 4.30 The committee recommends that all universities accept responsibility for their students while they are on placement and further adopt a procedure for dealing with complaints of bullying and harassment made by their students while on placement.
This procedure should be clearly defined and a written copy provided to students prior to their placement commencing.

Recommendation 4 4.32 The committee recommends that all hospitals review their codes of conduct to ensure that they contain a provision that specifically states that bullying and harassment in the workplace is strictly not tolerated towards hospital staff, students and volunteers.
Recommendation 5 4.35 The committee recommends that all specialist training colleges publicly release an annual report detailing how many complaints of bullying and harassment their members and trainees have been subject to and how many sanctions the college has imposed as a result of those complaints.
Recommendation 6 4.37 The committee recommends that a new inquiry be established with terms of reference to address the following matters: • the implementation of the current complaints system under the National Law, including role of AHPRA and the National Boards; • whether the existing regulatory framework, established by the National Law, contains adequate provision for addressing medical complaints; • • the roles of AHPRA, the National Boards and professional organisations – such as the various Colleges – in addressing concerns within the medical profession with the complaints process; the adequacy of the relationships between those bodies responsible for handling complaints; • whether amendments to the National Law in relation to the complaints handling process are required; and • other improvements that could assist in a fairer, quicker and more effective medical complaints process.
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Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697637492396.pdf (Australia)
9 July 2021 Committee Secretary Senate Education and Employment Committees PO Box 6100 Parliament House Canberra ACT 2600 Via email: eec.sen@aph.gov.au To the Secretary, Submission – Inquiry into Sex Discrimination and Fair Work Act (Respect at Work) Amendment Bill 2021 The Australian Manufacturing Workers’ Union (AMWU) represents over 70,000 workers who create, make and maintain in every city and region across Australia.
The prevention of sexual harassment, sex-based harassment and victimisation and the expectation of workers to safe, hazard free workplaces is a fundamental priority for the AMWU.

The Respect@work report, commissioned by the Government itself, is the foundational report into the lives of working women in Australia and the systematic inequality facing workers in workplaces.

It is now considered a world leading report.


This makes it even more unacceptable this Bill has watered down, if not completely ignored, the report’s specific and considered recommendations for improvements to the Fair Work Act, the Sexual Discrimination Act and the interactions with Workplace and Health and Safety Laws.

The Bill does not include the mechanisms identified and recommended by the report to ensure that tangible rights are available to workers in the regulatory schemes.
Of particular concern is the failure of the Government to amend the Fair Work Act (FW Act) to expressly prohibit sexual harassment and to empower the FWC to mediate, conciliate or arbitrate a dispute regarding sexual harassment.

The Commission should also be empowered to provide monetary compensation in addition to other enforceable remedies, including orders to stop sexual harassment and impose civil penalties for the failure to stop the harassment from occurring.
The Bill also does not impose a positive duty on employers to take all reasonable steps necessary to eliminate sex-based discrimination and sexual harassment in the Sex Discrimination Act (SDA) as recommended by the Respect@work Report.

The ability of victims to access multiple avenues for redress is identified in the report as best practice for model for workers.
A consistency of approach across the regulatory regimes, in the FWA Act and under the WHS regulatory regimes, sets out a consistency of approach that regulators and employers are required to adhere to.

The Bill should include an insertion of a positive duty on employers in the SDA to prevent sexual harassment and sex-based harassment and victimisation.
Level 4 Workers' Union National Office Australian Manufacturing Registered as AFMEPKIU 133 Parramatta Road Granville NSW 2142 Telephone: 02 8868 1500 s:\national\research\industrial\officers\abha devasia\current matters\15 submissions\sex descrimination ac work) inquiry .docx amwu@amwu.asn.au Facsimile: 02 9897 9274 Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021Submission 31 Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021Submission 31