RESOLUTION NO. 2016/158 V5 This an official copy of the Abandonment of Employment Policy of Mornington Shire Council, made in accordance with the provisions of Local Government Act and Regulations, Public Records Act, Mornington Shire Council’s Local Laws, Subordinate Local Laws and current Council Policies. DOCUMENT VERSION CONTROL VERSION DATE RESOLUTION NO. DETAILS V4 21/09/2016 2016 / 158 Responsible Officer Exec Manager Human Services POLICY OF FOR POLICY A EMPLOYMENT PROCEDURE THE WITH THE OF THE OF AND LEGISLATIVE BY IS COUNCIL EMPLOYMENT
by the Mornington Shire Council for the operations and procedure of Council. Note that Financial Year Policies are reviewed and replaced annually for the new Financial Year. DOCUMENT VERSION CONTROL VERSION DATE RESOLUTION NO. DETAILS VI 21/06/2017 Responsible Officer Executive manager Human Services V2 18/07/2018 Responsible Officer Executive manager Human Services Responsible Officer Executive manager Human Services EXPIRY 30 June 2019 PURPOSE This Policy sets out what is expected of Mornington Shire Council ("MSC") employees in terms of their attendance at work, and what they are required to do if they are absent from work. COMMENCEMENT OF THE This Policy commenced on 21st June 2017 and reviewed 7th July 2018. This Policy replaces all other specific attendance and absenteeism policies of MSC (whether written or not).
Statutory Policies comply with a legislative requirement; the Fitness for Work Policy is approved by the Mornington Shire Council for the operations and procedure of Council. DOCUMENT VERSION CONTROL VERSION DATE NO. DETAILS V1 24/10/2016 2016/190 Responsible Officer Exec Manager Human Services V2 18/07/2018 Responsible Officer Manager Human Resources EXPIRY 30th June 2019 PURPOSE This policy highlights the value that Mornington Shire Council (“MSC”) places on Workplace Health and Safety. This policy aims to prevent alcohol and drug related incidents; prevent or minimize the potential for alcohol and drugs to contribute to work-related injury and to foster safe behaviours at work. MSC recognizes that the abuse of alcohol and other drugs is a major contributor to poor job performance and an unsafe work environment. MSC is committed to providing a safe, healthy and productive workplace that encourages all staff to take responsibility for ensuring workplace health and safety. Similarly, MSC is committed to compliance with the state government initiative
considering whether they have the necessary authority and can deal with the grievance in an impartial manner. If the Contact Person feels they cannot effectively handle the employee’s personal grievance they will refer the matter to another more appropriate supervisor. Where it is not practical to conduct such a meeting, the Contact Person may carry out these steps by telephone or written correspondence. Once the employee has reported the matter to a Contact Person, that person may commence one of the procedures outlined below that is regarded as suitable for dealing with the grievance. Step 1 Informal procedure The informal procedure involves a range of informal actions to resolve the grievance. Such actions will depend on the individual circumstances of the grievance. Possible actions include, but are not limited to: the Contact Person discussing the issue with the person against whom the complaint is made; and/or the Contact Person facilitating a meeting between the parties in an attempt to resolve the issue and move forward. Many personal grievances are able to be resolved through the informal procedure. However, in circumstances where the Contact Person considers the informal procedure is not appropriate, and the grievance is sufficiently serious, the grievance may be escalated to the formal procedure. Step 2 Formal procedure – Investigation If the grievance is not able to be resolved through the informal procedure or the informal procedure is not appropriate, the formal procedure may be commenced. The formal procedure involves a formal investigation of the grievance and a decision about appropriate actions and outcomes. The investigation generally involves collecting information about the grievance and then making a finding based on the available information. Once a finding is made, the Contact Person or an external investigator will make recommendations about the grievance. Step 3 Appeal If the employee is dissatisfied with the outcome of the formal investigation, they may appeal the decision to the supervisor or manager of the Contact Person who conducted the investigation or another more senior supervisor, as determined by MSC. The decision of the person conducting the appeal is final. There are no further steps within MSC under this Personal Grievance Policy. Other Actions Referral to external mediator Where all parties to the grievance (including MSC) agree that mediation may be appropriate in resolving the grievance, the grievance may be referred to an external mediator.
V2 21.09.2016 2016/158 Responsible Officer Exec Manager Human Services V3 18/07/2018 Responsible Officer Manager Human Resources EXPIRY 30 June 2019 PURPOSE Council is committed to the ideal of a safe workplace for all employees and members of the public who have dealings with council. It is essential there be a high level of security for its assets and personnel. This policy sets out general parameters to be followed by all staff. COMMENCEMENT OF THE POLICY This Policy was reviewed on 18 July 2018 and replaces all other security – personnel and assets policies of MSC (whether written or not). APPLICATION OF THE POLICY This Policy applies to employees of MSC. This Policy does not form part of any employee’s contract of employment. COUNCILS RESPONSIBILITIES The principal aim of local government throughout Queensland is to provide a public service to its constituent communities and ratepayers. As a public service all council facilities, vehicles, plant and equipment are publically funded through the government and ratepayers. In addition, damage, theft and misuse of facilities can render council unable to continue rendering a particular service over the short and/or medium term. Mornington Shire Council provides community services to its community where distance and isolation make it difficult to replace equipment and arrange appropriate repairs. In some situations of extreme isolation caused
Your name: _________________________________________________ Signed: _________________________________________________ Date: _________________________________________________ NO. V2 This an official copy of the Redundancy Policy of Mornington Shire Council, made in accordance with the provisions of Local Government Act and Regulations, Public Records Act, Mornington Shire Council’s Local Laws, Subordinate Local Laws and current Council Policies. Statutory Policies comply with a legislative requirement; the Redundancy Policy is approved by the Mornington Shire Council for the operations and procedure of Council. DOCUMENT VERSION CONTROL VERSION DATE NO. DETAILS V1 21.09.2016 2016/158 Responsible Officer Exec Manager Human Services V2 18/07/2018 Responsible Officer Manager Human Resources EXPIRY 30 June 2019 RESOLUTION
MSC may consider any requests for voluntary redundancy in line with the needs of the organisation. However, there is no requirement on MSC to consider or accept voluntary applications as it is important for MSC to retain the most competent and productive Employees. In order to terminate the employment of an Employee MSC will give to the Employee notice in accordance with the following table: PERIOD OF CONTINUOUS SERVICE PERIOD OF Less than 1 year 1 week 1 year and less than 3 years 2 weeks 3 years and less than 5 years 3 weeks 5 years and over 4 weeks In addition to the notice above, Employees over 45 years of age at the time of the giving of the notice with not less than two years continuous service, shall be entitled to an additional week’s notice. MSC may elect to pay an Employee in lieu of part or all of the notice period. Alternatively, MSC may require an Employee not to report for work, or provide altered duties, during part or all of the notice period. REDEPLOYMENT During the Notice Period MSC may attempt to find Alternative Employment for the Employee both within and outside of MSC. As a guide, “Alternative Employment” includes employment on similar terms and conditions to the redundant position. The Alternative Employment does not need to be identical to the Employee's prior position, but should utilise many of the same skills and competencies and the remuneration package provided should not be substantially less than in the Employee’s prior position. If MSC offers an Employee Alternative Employment or obtains an offer of Alternative Employment from another employer, the Employee shall not receive and is not entitled to receive any severance payment or any other entitlements as outlined in this Policy. An Employee will not be entitled to receive a severance payment where in the opinion of MSC, the Employee unreasonably declines to accept an offer of employment. OF BUSINESS MSC will not provide a severance payment under this Policy where an Employee’s employment is transferred to another employer where the period of continuous service with the Employee and MSC is recognised by the new employer. SEVERANCE PAY An Employee, who is redundant, will at MSC’s discretion, be entitled to severance pay in accordance with the following scale: Length of Continuous Service* Severance Pay
This an official copy of the Staff Training and Development Policy of Mornington Shire Council, made in accordance with the provisions of Local Government Act and Regulations, Public Records Act, Mornington Shire Council’s Local Laws, Subordinate Local Laws and current Council Policies. Statutory Policies comply with a legislative requirement; the Staff Training and Development Policy is approved by the Mornington Shire Council for the operations and procedure of Council. DOCUMENT VERSION CONTROL VERSION DATE NO. DETAILS V1 29.12.2014 Responsible Officer Manager Human Services V2 30.12.2015 Responsible Officer Manager Human Services V3 21.09.2016 2016/158 Responsible Officer Manager Human Services V4 18/07/2018 Responsible Officer Manager Human Resources EXPIRY 30 June 2019 PURPOSE
employee’s place of work and the employee’s home and does not involve in leaving the township area of Gununa. The Chief Executive Officer may upon application approve the use of Council vehicles for staff or councillors who are required to be on call or who may have to perform duties after normal working hours. On Call Use is restricted to work and council business purposes only. Only Council employees and councillors are permitted to travel in Council vehicles unless prior approval is obtained from the Chief Executive Officer to allow this. While on authorised leave, any employee or councillor having restricted private use, home garaging, or on call use of a Council vehicle must not use the vehicle. Prior to going on leave the vehicle must be returned to the employee’s manager/supervisor or Chief Executive Officer for use by other employees or councillors. Employees and councillors must obtain/maintain a current drivers’ licence to be able to drive any of Councils vehicles. An employee or councillor must notify MSC immediately if their licence is suspended or cancelled. Where it is a requirement of an employee’s employment to drive a motor vehicle, the suspension or cancellation of the employee’s licence may result in termination of employment. An employee or councillor who is provided with a vehicle must: take good care of the vehicle; ensure that it is properly and responsibly maintained and serviced, particularly in accordance with warranty requirements; ensure that the provisions of any insurance policy relating to the vehicle are observed; not allow the vehicle to be driven by anyone other than the employee or councillor. not fit any accessories to the vehicle without prior written approval from MSC; pay all parking and traffic infringement penalties relating to use of the vehicle; ensure that the vehicle is securely locked when left unattended and that any alarm system fitted to the vehicle is turned on; ensure that the vehicle is available for use by other employees or councillors when required; drive and use the vehicle only for the purpose for which it is intended; ensure that the vehicle is properly garaged when not in use; when required by law, immediately report any accidents involving the vehicle to the police; immediately inform MSC of any damage to the vehicle; not drive the vehicle through water more than 200 mm deep, and keep the vehicle clean and in good order.
V2 18/07/2018 Responsible Officer Manager Human Resources EXPIRY 30 June 2019 PURPOSE Mornington Shire Council ("MSC") is aware of the difficulties and conflicts that may arise for employees and elected members who suspect a colleague of fraud, theft or corruption. Nevertheless it is essential that all instances are reported to the appropriate area without delay. It is incumbent on all Employees and elected members to report instances or suspicions of fraud, theft or corruption against council. In situations where their supervisor is suspected of involvement in corrupt or fraudulent activity, the matter should be reported to the next higher level of management or the chief executive officer directly. Wherever possible all reported instances will be treated in strictest confidence. It is council's intention that any person reporting a concern or an incident will as far as is possible, have their identity kept confidential. It should be understood however, that it is impossible to guarantee anonymity, especially where disciplinary action or civil or criminal prosecution arises . A whistle blower would be protected under the public interest disclosure act. Council is sensitive to the potential difficulties employees and elected members may face if they report an incident and subsequently have to continue working with the individual/s concerned. It is council's intention that every reasonable measure will be taken to ensure that no reprisals are taken against whistle blowers.