CHCLEG003 STUDENT WORKBOOK (WORD) - C4A.v1.1!

STUDENT ASSESSMENT
BOOKLET
CHCLEG003 MANAGE LEGAL AND ETHICAL
COMPLIANCE
Student first name: _______________________________________________________________________
Student last name: _______________________________________________________________________

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ASSESSMENT OVERVIEW
This Student Assessment Booklet includes all your tasks for assessment of CHCLEG003 Manage legal and
ethical compliance.
ABOUT YOUR ASSESSMENTS

This unit requires that you complete 3 assessment tasks. You are required to complete all tasks to
demonstrate competency in this unit.
Assessment Task About this task
Assessment Task 1: Written questions Students must correctly answer all 18 questions to show that
they understand the knowledge required of this unit.
Assessment Task 2: Case studies Students are to read four case studies and complete the
questions for each.
Assessment Task 3: Project There are two parts to this assessment.

 Part A: Students must develop an equal employment
policy and answer a set of written questions.
 Part B: Students are to answer a set of written questions.
How to submit your assessments

When you have completed each assessment task you will need to submit it to your assessor.
Instructions about submission can be found at the beginning of each assessment task.
Assessment Task Cover Sheet

At the beginning of each task in this booklet, you will find an Assessment Task Cover Sheet. Please fill it in for
each task, making sure you sign the student declaration.
Your assessor will give you feedback about how well you went in each task, and will write this on the back of
the Task Cover Sheet.
Make sure you photocopy your written activities before you submit them – your assessor will put the
documents you submit into your student file. These will not be returned to you.
Assessment appeals
You can make an appeal about an assessment decision by putting it in writing and sending it to us. Refer to
your Student Handbook for more information about our appeals process.
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Assessment plan
The following outlines the requirements of your final assessment for this unit. You are required to complete all
tasks to demonstrate competency in this unit.
Your assessor will provide you with the due dates for each assessment task. Write them in the table below.
Assessment Requirements Due date
1. Written questions
2. Case studies
3. Project
AGREEMENT BY THE STUDENT
Read through the assessments in this booklet before you fill out and sign the agreement below. Make sure
you sign this before you start any of your assessments.
Have you read and understood what is required of you in terms of assessment?  Yes  No
Do you understand the requirements of this assessment?  Yes  No
Do you agree to the way in which you are being assessed?  Yes  No
Do you have any special needs or considerations to be made for this assessment?  Yes  No
If yes, what are they?
__________________________________________________________________________________________
Do you understand your rights to appeal the decisions made in an assessment?  Yes  No
Student name: ______________________________________________________________________________________
Student signature: ______________________________________________________ Date: ________________________
Assessor name: _____________________________________________________________________________________
Assessor signature: _____________________________________________________ Date: ________________________
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ASSESSMENT TASK COVER SHEET – ASSESSMENT TASK 1
Students: Please fill out this cover sheet clearly and accurately for this task.
Make sure you have kept a copy of your work.
Name:
Date of birth: Student ID:
Unit:
 CHCLEG003 Manage legal and ethical compliance
Student to complete Assessor to complete
Student
Resubmission? Sufficient/
Assessment Task Y/N initials insufficient Date
Written questions
STUDENT DECLARATION
I _________________________________________________________ declare that these tasks are my own work.
None of this work has been completed by any other person.
I have not cheated or plagiarised the work or colluded with any other student/s.
I have correctly referenced all resources and reference texts throughout these assessment tasks.
I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.
Student signature: ___________________________________________________________________________________
Student name: ______________________________________________________________________________________
Date: ______________________________________________________________________________________________
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ASSESSOR FEEDBACK
Assessors: Please return this cover sheet to the student with assessment results and feedback.
A copy must be supplied to the office and kept in the student’s file with the evidence.
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Assessor signature: __________________________________________________________________________________
Assessor name: _____________________________________________________________________________________
Date: ______________________________________________________________________________________________
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ASSESSMENT TASK 1: WRITTEN QUESTIONS
TASK SUMMARY:
 This is an open book test – you can use the Internet, textbooks and other documents
to help you with your answers if required.
 You must answer all 18 questions correctly.
 Write your answers in the space provided.
 If you need more space, you can use extra paper. All extra pieces of paper must
include your name and the question number/s you are answering.
 You may like to use a computer to type your answers. Your assessor will tell you if
you can email them the file or if you need to print a hard copy and submit it.
WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?

 Access to textbooks and other learning materials.
 Access to a computer and the Internet (if you prefer to type your answers).
WHEN DO I DO THIS TASK?

 You will do this task in your own time.
 Write in the due date as advised by your assessor: _____________________________________
WHAT DO I NEED TO DO IF I GET SOMETHING WRONG?
If your assessor marks any of your answers as incorrect, they will talk to you about resubmission. You will
need to do one of the following:
 Answer the questions that were incorrect in writing.
 Answer the questions that were incorrect verbally.
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QUESTION 1
QUESTION 1
Gilly has been asked to write a set of policies and procedures for records management in his workplace.
He has been asked to make sure he complies with AS/ISO 15489.
Gilly has no idea of what AS/ISO 15489 is, so he decides to ask you about it.
What is AS/ISO 15489? How does it relate to legal and ethical compliance for the implementation of policy
and procedures?
An international standard for records management called AS/ISO 15489 describes best practices for the
creation, handling, and discarding of records inside an organization. It gives guidelines on how to manage
records effectively and efficiently while adhering to legal and ethical requirements.
Legal and ethical compliance: AS/ISO 15489 facilitates the creation and management of records that can
be used as evidence in court; it also ensures that records are managed transparently and responsibly; and
it protects and handles personal information in compliance with privacy laws. Organizations that adhere to
AS/ISO 15489 can be sure that their records management policies and procedures are compliant with legal
and ethical standards, and that they can prove their compliance when needed.
QUESTION 2
Gilly is also asked to make sure that the records management policies and procedures comply with the
Australian Privacy Principles (APP).
What are the APP and what do they cover?
The Australian Privacy Principles (APP) are a group of thirteen guidelines that control how Australian
businesses manage personal data. These guidelines, which were included in the Privacy Amendment
(Enhancing Privacy Protection) Act of 2012, are applicable to all government and private sector entities with
annual revenue over $3 million.
1. The APP addresses several topics about the gathering, utilizing, and disclosing of personal data, such as:
2. The processing of personal data in an open and transparent manner
3.The gathering of personal data that is deemed fairly required for the operations or operations of an
organization
4.With some exceptions, the use and disclosure of personal data for the main reason it was gathered
5.The safeguarding of private data to prevent unauthorized access, disruption, and theft
6.Individuals' access to and ability to update personal information
The resolution of concerns and questions about personal data
Overall, the APP aims to ensure that organizations handle personal information in a responsible and
accountable manner and that individuals have control over their personal information.
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QUESTION 3
Harry has been a drug user for many years. He is now 69 years old and showing early signs of memory
loss.
He is not at imminent danger to himself or to others, but his wife is worried about him.
His wife tries to get him admitted to rehab, but she is told that Harry will need to give ‘informed consent’ to
receive treatment.
Why is this so? Provide an example to explain informed consent.
Harry can't get treatment for his drug addiction without giving his informed permission, which guarantees
that he understands the possible dangers and advantages of the program and is able to make decisions
about his own health care. This is significant because it upholds Harry's independence and his freedom to
make health-related decisions for himself.
In this case, giving informed consent would occur if Harry's wife brought him to a rehab center and a
medical expert gave him an explanation of the course of treatment, including any possible adverse effects
and success rates. Harry would then have a chance to voice any concerns and ask any questions before
signing a consent document. This procedure guarantees Harry has received all the information and has
given his voluntary consent for the treatment.
QUESTION 4
Nathan is an aged care worker. He has been working with Gillian for some time now providing personal
care services in her home. Gillian is a very rich woman.
Recently Nathan has been spending more time with Gillian than with other clients.
One day Nathan suggests to Gillian that he will come to her house in the evening to watch a movie. Gillian
does not want to do this, as Nathan is much younger than her. She suspects that she is getting special
treatment because he is interested in her money.
Nathan tells her not to silly – they are only going to watch a movie together.
Gillian feels that she has to let Nathan visit because she doesn’t want to hurt his feelings.
Review the Australian Community Workers Association Code of Ethics at the website:
http://www.acwa.org.au/course-accreditation/codeofethics.pdf.
Based on what you have read, what principle is Nathan contravening?
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Nathan is acting in a way that goes against the integrity and accountability principle as stated in the
Australian Community Workers Association Code of Ethics. According to this notion, community workers
have to be accountable for their acts and behave honestly and transparently. Nathan violates this rule by
spending more time with a wealthy customer and by suggesting nocturnal visits for private affairs. This
action betrays a lack of ethics and may put Gillian in danger. Nathan needs to keep his professional
distance from any actions that can be interpreted as exploiting a client's resources or weaknesses.
QUESTION 5
Heidi manages a team of four community services workers.

Each staff member has recently obtained their Certificate IV in Community Services. Heidi has the Diploma
of Community Services.
One of her staff asks Heidi if she can join a network group that is discussing the implementation of new
government initiatives.
Heidi replies, ‘No, you have your Certificate IV – you don’t need any more professional development for at
least four years.’
Heidi clearly does not believe in continuing professional development. What significant difficulties is this
attitude going to cause in Heidi’s work team?
Heidi's approach to professional growth may be seriously problematic for her team. First of all, it may foster
a hostile workplace environment where workers feel unappreciated and stagnated, which lowers
motivation and morale. Both output and work quality may suffer as a result of this.
Second, Heidi is impeding her employees' professional development and reducing their opportunities for
job promotion by discouraging them from pursuing additional education and training. Employee
dissatisfaction and role dissatisfaction may arise from this, which may ultimately lead to significant
employee turnover rates.
In addition, Heidi must always improve her knowledge and abilities as a manager in order to properly lead
her staff and give her clients the finest services possible. Her lack of dedication to her own professional
development may also be a sign that she doesn't believe in the value of ongoing professional development,
which could be detrimental to the performance and development of the team as a whole.
All things considered, Heidi's attitude toward professional development can impede employees' career
advancement, produce a stale and demotivating work environment, and negatively impact the success and
performance of the team as a whole.
QUESTION 6
Provide three examples of how client information should be protected in the workplace.
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1. To avoid unwanted access and safeguard client privacy, customer information should be kept
safely, either in locked cabinets or password-protected electronic databases.
2. Client information should only be accessible to authorized people, who should also receive
training on how to manage it in an ethical and responsible manner.
3. Client consent must be obtained before sharing any information about them with those who do
not need to know. This guarantees that confidential information won't be shared without the
consent and knowledge of the client.
QUESTION 7
Abha has a training session to run today. While she is setting up, she sees that there are bare wires
protruding from the wall.
When she brings it to the attention of her supervisor, she is told, ‘Oh yes – I meant to tell you about that. Tell
your students to stay away from the wires so they don’t get electrocuted. The electrician is coming this
afternoon around 2.30. He said it will only take about 10 minutes to fix the wires.’
It is 8.55am and the training is due to start at 9.15. T
The first students are starting to filter in. There is no other training room available.
What is Abha’s duty of care to her students? What should she do?
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It is Abha's responsibility to see to it that her students are secure and comfortable during the training
session. This entails locating and resolving any risks or hazards that could endanger her students.
Given the circumstances, Abha need to alert her students to the exposed wires right away and advise them
to avoid them until the electrician has had a chance to fix them. She should also let her supervisor know
that unless the wires are replaced and the students can enter the room safely, the training cannot begin.
In order to protect her students, Abha ought to think about delaying the training or finding a different venue
if no other training rooms are available. She must put her students' safety first and refrain from placing them
in danger by carrying out the instruction in a dangerous setting.
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QUESTION 8
a) What is the Universal Declaration of Human Rights? Who uses it?
In 1948, the United Nations General Assembly adopted a declaration known as the Universal Declaration of
Human Rights (UDHR). It lists the essential liberties and rights to which all people are entitled, irrespective
of their ethnicity, religion, gender, or country of origin. Governments, organizations, and people all across
the world use it to advance and defend human rights.
b) Is the Universal Declaration of Human Rights legally binding?
Despite not having legal force behind it, the Universal Declaration of Human Rights has shaped
international human rights law and been incorporated into many nations' legal frameworks. It is also seen
as a moral and ethical benchmark for the advancement and defense of human rights around the world.
QUESTION 9
Majd has just been recruited to work at the local neighbourhood house – his job is to drive the bus for the
elderly people in the community – taking them to appointments, into town and so on.
He has presented his police check and drivers licence. He does not have a Working with Children Check
as he has been employed to work with the elderly only.
Majd is well known to the coordinator of the community house as they live next door to each other. After he
has been in the job for one week, the coordinator asks him if he would also take Jika – an eight-year-old
boy with physical disabilities, to school each day.
When Majid explains to the coordinator that he does not have a Working with Children check, she
responds that she knows that Majd has children of his own and looks after them well. He can get the
check done some time in the future when he has time.
The coordinator then asks Majd to pick up Jika today. It is the only way that Jika can get to school as the
school bus cannot take his wheelchair.
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What two Acts has the coordinator breached?
1. By requesting that Majd work with children without a current Working with Children Check, the
coordinator has violated the Working with Children Act of 2005.
2. In addition, the coordinator violated the impairment Discrimination Act of 1992 by expecting Majd
to transport Jika without the necessary training or credentials and by failing to make appropriate
adjustments for Jika's impairment.
Majd is anxious to please but knows he can’t lawfully work around children until his Working with Children
Check is completed.
But he doesn’t want to lose his job!
What should Majd do?
Majd needs to let the coordinator know that it is against the law for him to work with children without a
Working with Children Check. He can also provide other options, including getting Jika to be transported by
a different employee with a valid check or hiring a professional driver to drive him to school. The
coordinator should report the incident to the appropriate authorities if Majd insists on transferring Jika
because it is a major legal violation and jeopardizes Jika's safety.
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QUESTION 10
Briefly describe the meaning and purpose of a ‘workplace audit’.
An organization's policies, procedures, and practices are carefully examined and evaluated as part of a
workplace audit to make sure they adhere to industry standards, best practices, and regulatory
requirements. This entails going over topics including ethical standards, employment legislation, and
workplace health and safety.
Finding any possible dangers, weaknesses, or places for improvement in the organization's operations is
the goal of a workplace audit. It assists companies in making sure they are adhering to their moral and
legal commitments and in making the required adjustments or enhancements to establish a secure,
equitable, and compliant work environment. Workplace audits can also assist in identifying best practices
and areas of strength that the organization can acknowledge and share.
QUESTION 11
Millicent is the coordinator of the Blinkinsville Neighbourhood House Coordination Program (NHCP) in
Victoria.
The NHCP is funded by the Victorian Government and recurrent funds are provided each year to provide
community development activities.
Locate the current program guidelines and neighbourhood house sector information guide for the
Neighbourhood House Coordination Program in Victoria.
a) What are four general requirements for neighbourhood houses that receive NHCP funding?
1. Exhibiting a strong dedication to social inclusion and community development.
2. keeping up a high standard of community participation and involvement in the development and
provision of services and programs.
3. Observing in all facets of operations the concepts of accountability, equity, and access.
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4. Adhering to all applicable laws and rules, including those pertaining to financial management,
reporting obligations, and workplace health and safety.
b) What may happen if any of these general conditions are not complied with?
The neighborhood house's NHCP financing may be reduced or terminated in the event that any of these
broad requirements are not met. It can also result in a review and evaluation of the neighborhood house's
eligibility for more funding in the future.
QUESTION 12
Bridgette is the only female out of seven workers in her unit and is being harassed by her colleagues.
They constantly make jokes and comments about her being a female and about the quality of her work.
They say that she is not good at her job as she is a female and all the male clients make sexualised
comments about her.
They also say she would not be strong enough to defend herself if one of the clients was to assault her.
When an opportunity comes up for Bridgette to take on a project planning a new unit, she is told not to
attempt to apply for it – she is a woman and would not be able to understand the need of the all-male
clients.
a) What legislation is being breached in this scenario?
The Sex Discrimination Act of 1984, which forbids discrimination based on gender in the workplace and
other spheres of public life, is the law that is being broken in this situation.
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b) Write a step-by-step complaints management process that Bridgette could follow if she wanted to
formally lodge a complaint
Keep a record of any instances of discrimination and harassment, including the dates, hours, and specifics
of what was said and done.
Talk about the problem with a boss or dependable coworker, and attempt to find an informal solution.
If the problem continues, file an official written complaint with the HR department or a designated
complaints officer.
The complaint will be looked into by the HR division or the assigned complaints officer, who will also
interview people and collect documentation.
The proper steps will be followed, such as providing training or disciplinary measures for the offenders, if it
is determined that the complaint is legitimate.
Bridgette may ask for outside counsel or take the matter to higher authorities if the complaint is not
addressed to her satisfaction.
c) Who could Bridgette talk to so she can get some reliable advice about this issue? List four sources.
1. Her union representative or an advocate for the workplace.
2. A licensed therapist or counselor.
3. The Human Rights Commission of Australia.
4. The Agency for Workplace Gender Equality.
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QUESTION 13
Claire is the safety officer for a community care organisation in Melbourne that specialises in providing
advocacy services for older people with disabilities.
She is doing an audit of the first aid kits in the workplace and uses the First aid in the Workplace
Compliance Code (edn 1 September 2008) – Worksafe Victoria.
Claire accessed this document at
https://www.worksafe.vic.gov.au/__data/assets/pdf_file/0003/8706/First_aid_CC.pdf.
The Centre is considered to be ‘low risk’ and has 24 employees.
Claire finds there is one first aid kit in the workplace.
The first aid kit is kept in a large steel container, which is locked. The key is held by the first aid officer.
There are no markings on the container.
Claire checks the contents of the first aid kit and finds three things missing against what is prescribed in the
Code of Practice.
The contents of the kit include:
 basic first aid notes
 disposable gloves
 individually wrapped sterile adhesive dressings
 sterile eye pads (packet)
 sterile coverings for serious wounds
 safety pins
 small sterile unmedicated wound dressings
 medium sterile unmedicated wound dressings
 large sterile unmedicated wound dressings
 non-allergenic tape
 rubber thread or crepe bandage
 scissors
 tweezers
 sterile saline solution
 plastic bags for disposal.
a) Are there sufficient first aid kits for this workplace? Explain your answer.
There should be a minimum of two first aid kits in the workplace, depending on the size of the space and
the number of workers. In the event of an accident or emergency, one pack might not be enough to cover
the entire workplace.
b) There are two things that Claire finds about the container of the first aid kit that do not comply with the
Code. What are they?
1. The fact that the container is not labeled as a first aid kit clearly could be confusing in an
emergency.
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2. The first aid officer has the key to the container, which allows them to keep other workers from
using the kit in an emergency.
c) What three items are missing from the first aid kit?
1. Triangular bandage.
2. Antiseptic solution or wipes.
3. Resuscitation mask or face shield.
QUESTION 14
Mr Johnson is 80 years old. He has been diagnosed with bad arthritis. While he is rapidly declining in his
overall state of health and wellbeing, he is still able to function with some support.
His doctors have advised his daughter, Ellen, that she should consider moving him into a care facility
where he can be strictly monitored on a daily basis.
Ellen suggests this as an option to her father, however he is adamant that he can continue living in his own
home with minor support.
Mr Johnson feels strongly about his decision and refuses to change his mind.
Ellen is not comfortable with her father’s decision and advises his doctors that he will move into the
recommended facility the following Friday.
On the Friday morning Mr Johnson is taken unwillingly to the care facility.
Would you consider Ellen’s choices unlawful? Explain your answer.
Yes, Ellen's conduct can be regarded as illegal as she lacked the legal capacity to decide on her father's
behalf without getting his approval. Even if his actions defy medical advice, Mr. Johnson has the right, as an
adult, to make his own decisions regarding his living and care arrangements. Ellen may be taking
advantage of Mr. Johnson by coercing him into a care facility against his wishes, which may constitute
elder abuse. It would have been more proper if Ellen had talked to her father about her worries and looked
into other possibilities with his approval.
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QUESTION 15
a) What is the purpose of public liability insurance?
Protecting people or organizations against third-party claims for harm or property damage resulting from
their operations or activities on their land is the main goal of public liability insurance. In the event that a
claim is filed against the covered party, this kind of insurance pays for both legal fees and damages.
b) What is the purpose of workers’ compensation?
The goal of workers' compensation is to give employees who sustain illnesses or injuries at work money
and medical help. It provides benefits for fatalities or permanent disabilities, lost pay, medical costs, and
rehabilitation assistance for sick or wounded personnel. Because workers' compensation is a no-fault
system, it also shields employers from lawsuits brought by employees for injuries sustained on the job.
QUESTION 16
Explain the role of each of the following:
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a) Australian Human Rights Promoting and defending human rights in Australia is the responsibility of
Commission the independent government organization known as the Australian
Human Rights Commission. It looks into and addresses discrimination
complaints and tries to raise public awareness of human rights concerns.
b) Fair Work Commission The national workplace relations tribunal, the Fair Work Commission, is in
charge of establishing and upholding minimum employment standards,
settling conflicts at work, and approving enterprise agreements. It also has
the authority to consider and rule on allegations of unjust dismissal.
c) The Victorian Charter of The fundamental freedoms, rights, and obligations of every person in
Human Rights and Victoria are outlined in the Victorian Charter of Human Rights and
Responsibilities Responsibilities. It mandates that all public authorities act in a manner that
upholds human rights and give human rights due consideration when
making decisions.
d) The Australian Charter of The rights and obligations of patients and healthcare consumers in
Healthcare Rights Australia are set down in the Australian Charter of Healthcare Rights. It
covers rights including having access to safe, high-quality healthcare,
having one's cultural and personal values respected, and having a say in
decisions regarding one's health.
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e) Australian Government The Australian public is served by the Department of Human Services, an
Department of Human arm of the Australian government, which offers a variety of social welfare,
Services health, and child support services. This covers programs and services
including Medicare, Centerlink, and the National Disability Insurance
Scheme.
f) The Australian Services A trade union that represents employees in a variety of sectors, such as
Union local government, disability services, and community services, is called
the Australian Services Union. In addition to negotiating decent pay and
working conditions, it fights to defend the rights and interests of its
members and promote social and economic justice.
QUESTION 17
All workers are required model ethical behaviour in their own work.
Imagine you are a newly qualified community services worker, list four ways that you plan to do this?
1. I'll become familiar with my profession's code of ethics and standards of practice and follow them
at work.
2. I promise to keep information private and protect the privacy of my coworkers, clients, and
company.
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3. I promise to be transparent and truthful in my communication with clients and coworkers, and I'll
work to professionally handle any disagreements or problems.
4. In order to give my clients the best care possible and support the growth of the community
services industry, I will always strive to further my education and acquire new skills.
QUESTION 18
Dorina works in a residential aged care facility.

One day she is talking to Doris, who is very unhappy. She disclosed that Anna (another carer) had tied her
into her chair last week.
Doris said it was because she kept getting up instead of eating her dinner. Doris had needed to go to the
toilet and ended up wetting herself.
Anna was angry with her and told her next time she would restrain her for longer.
Doris knows the staff are worried about her not eating, but she doesn’t like being forced to stay in her chair
until she has finished.
Does Dorina have an obligation to report this? Explain your answer, referring to applicable legislation.
Indeed, Dorina has a duty to report this occurrence to the proper authorities because it violates the
concepts of dignity of risk and duty of care and constitutes elder abuse. The Aged Care Act of 1997, which
guarantees every resident the right to live in dignity and respect and free from exploitation or abuse, would
be the relevant law in this situation. The Australian Aged Care Quality and Safety Commission, which is in
charge of the rules and guidelines governing aged care institutions, should also be informed about the
occurrence. Dorina and the facility could face legal repercussions if they choose not to report this
occurrence.
What do I need to hand in for this task? Have I completed this?
Your answers to each question 
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Name:
Unit:
Student
Case study 1
Case study 2
Case study 3
Case study 4
STUDENT DECLARATION
Student signature: _____________________________________________________________________________________
Student name: ________________________________________________________________________________________
Date: _________________________________________________________________________________________________
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ASSESSOR FEEDBACK
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Assessor name: _____________________________________________________________________________________
Date: ______________________________________________________________________________________________
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ASSESSMENT TASK 2: CASE STUDIES
TASK SUMMARY:
You are to read the case studies and complete the questions that follow.

 Access to textbooks and other learning materials
 Access to a computer and the Internet (if you prefer to type your responses).
WHEN DO I DO THIS TASK?

CASE STUDY 1: PRASAD MOVES TO AUSTRALIA
Prasad recently joined ‘Support for the Elderly’, taking on the role of the team leader.
Prasad has recently moved to Australia from India. He was very pleased that his experience with older
people in need in India has been recognised and he could get employment in a team leader’s role.
Prasad had been employed in India for over 15 years, during which time he had campaigned for older
people’s rights and had made many inroads into the care and protection of the older people across the
country. Prasad was known to be a skilled and dedicated social worker.
After settling into his new role, Prasad noticed some of his team members making quiet jokes when he was
around the office. Some would giggle or quietly laugh when he would speak and do silent movements
ridiculing his natural gestures.
During lunch times, Prasad overhead some of the team mention his name and put on an Indian accent
during their conversation. This happened more obviously when Prasad was giving the team updates
during their weekly catch ups.
Furthermore, one of the team members, Ben, would send regular emails to the rest of the team with jokes
and comical images about the Indian culture. When Prasad attempted to ignore these jokes about him, he
also noticed the responsiveness of his team decline. They were not supportive of his requests and lacked
the team cooperation and loyalty that he needed to get tasks done.
Prasad began to lose his confidence with his new role and team leadership. He felt humiliated because of
his culture and ethnic background, and he could not understand why his team were not as welcoming as
he expected. They did not make him comfortable in his position as their team leader.
Eventually Prasad withdrew his interaction with the team over time, cancelling meetings and confining his
communication to emails rather than face-to-face discussion.
The jokes about Prasad failed to cease and became targeted at his withdrawn behaviour. He became
agitated and depressed until he completely withdrew himself from the workplace and ceased working due
to increasing stress.
Prasad was also homesick, as all of his family and friends resided back in India.
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1. What legislation or standards does this situation breach? Provide an explanation to support your answer.
The Racial Discrimination Act of 1975 of the Australian Human Rights Commission, which forbids
discrimination on the basis of race, ethnicity, or nationality, is broken by this circumstance. Furthermore, it
violates the Code of Ethics and Standards of Practice for Social Workers, which mandates that social
workers uphold the value and dignity of every person and advance social justice and human rights.
2. Describe the implications (risks, consequences, penalties) that could arise to both employee and
employer as a result of this situation.
This position carries risks and implications that include diminished team cohesion and productivity, a toxic
work atmosphere, and the possibility of discrimination and harassment lawsuits. While the employer might
suffer legal repercussions and harm to its reputation for ignoring the problem, Prasad, the employee, might
go through emotional turmoil and see a decline in his mental health.
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3. Describe the responsibilities of Prasad, the work team and management
It is Prasad's duty to inform his management about the discriminatory actions and ask HR or an outside
advocate for assistance. It is the duty of the work team to uphold an inclusive and courteous workplace
culture and to report any instances of discriminatory behavior. It is the duty of management to investigate
the matter as soon as possible and take appropriate measures, including putting in place diversity and
inclusion training, upholding anti-discrimination laws, and carrying out routine compliance audits.
4. Imagine you were the manager. Explain how you would respond to this situation if this occurred at your
workplace. Include reference to legal compliance, policies and procedures, training requirements,
monitoring and compliance review and assessment.
As the manager, I would respond to this situation by immediately addressing the issue and conducting an
investigation into the discriminatory behavior. This would involve meeting with Prasad and the work team to
gather information and find a resolution. I would also review and update the organization's policies and
procedures related to discrimination and harassment, and provide training to all employees on diversity
and inclusion. Regular monitoring and compliance reviews would also be put in place to ensure a
respectful and inclusive workplace culture.
Your answers to this case study 
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CASE STUDY 2: KELLY AND THOMAS ON NIGHT SHIFT
Kelly has just completed her Certificate IV in Community Services and is very pleased to be given a job
working as a youth residential care worker.
Kelly enjoys the work and finds the house supervisor to be very helpful in teaching her the ropes.
After a few months, the house supervisor advises Kelly that he will be placing her on night shift with the
other night worker – Thomas.
Kelly is a bit uncomfortable about working with Thomas, especially during the night, but she appreciates
the responsibility of working nights. The shift penalties also mean more money in her pay.
When Kelly starts working with Thomas, he casually questions her about her personal life. He asks her
questions about whether she has a boyfriend and about her first time sexual encounter.
Kelly finds this intrusive as she has never been asked these type of questions by anyone else in a
workplace. But she thought this might just be Thomas trying to be friendly and make an effort to get to
know her better.
Kelly has a strong commitment to her job and a loyalty to do her best for her older clients.
Thomas begins to give Kelly compliments on how she looks and presents herself, most especially he
admires her breasts. He makes comments like, ‘If I wasn’t already married and I was your age I would be all
over you by now!’
Kelly’s discomfort around Thomas grows when he starts to read sexually explicit content in magazines that
he brings from home. He also shows her pornography on the Internet, saying that he has caught his sons
accessing it.
One night when all the clients were in bed asleep, Thomas asks her to have sex with him.
Kelly calls the on-call manager, saying she is sick and needs to leave her shift immediately.
She never returns to work.
1. What Commonwealth legislation does this situation breach? Provide an explanation to support your
answer.
The Sexual Discrimination Act of 1984 and the Sexual Harassment Act of 1984, which forbid sexual
harassment or discrimination in the workplace, are broken in this instance. Additionally, it violates the Code
of Ethics and Standards of Practice for Community Services Workers, which mandates that employees
uphold professional boundaries, refrain from participating in sexual relationships, and respect the rights and
dignity of every person.
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2. Describe the implications (risks, consequences, penalties) that could arise to both Kelly, Thomas and the
employer as a result of this situation.
Kelly may experience emotional anguish and a decline in her mental health as a result of this circumstance,
and the employer may face legal action for sexual harassment and discrimination. Thomas's conduct can
also have legal repercussions. If the employer does not establish a secure and welcoming workplace, there
may be consequences.
3. Describe the responsibilities of Kelly, Thomas and the employer.
It is Kelly's duty to report Thomas's actions to the proper authorities and look for assistance and guidance. It
is Thomas's duty to uphold professional boundaries and refrain from discriminatory or sexual harassment. It
is the employer's duty to develop and implement policies and practices that forbid and deal with sexual
harassment and discrimination, teach staff members on proper conduct at work, and carry out routine
compliance audits.
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In this case, as the manager, I would take urgent action to resolve the problem and look into Thomas's
actions. This would entail having meetings with Thomas and Kelly in order to obtain data and come up with
a solution. Along with reviewing and updating the company's anti-discrimination and sexual harassment
policies and procedures, I would also train every employee on proper conduct in the workplace. In order to
guarantee a secure and welcoming work environment, regular oversight and compliance assessments
would also be implemented.
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CASE STUDY 3: HELPING OUT A FRIEND
Thomas is suspended from work and a disciplinary investigation process is in progress.

Thomas calls, Ben, who works in the HR department.
Ben is a friend of his from years ago. They used to play football together and often go out for drinks on
Thomas’s nights off. They arrange to meet at the pub that night.
Thomas buys Ben a beer and fills him in on what has happened – he has been wrongfully suspended from
work! According to Thomas, Kelly has thrown herself at him during night shift and when he threatened to
report her, she got in first and said it was him who assaulted her!
Ben had heard something about the suspension and was very glad to hear that his friend was not in the
wrong.
Thomas asks Ben if he could get the disciplinary file out of the HR Manager’s office and photocopy it for
him so he knows what is happening in the investigation. This will help him as he will be able to see Kelly’s
statement and what the investigator has said in the report.
He needs the information before he goes in front of the investigation committee next week.
If Ben can get the report, Thomas promises that he will never tell anyone.
Ben feels sorry for his friend and the next day he works back late. He finds the HR Manager’s office key and
‘borrows’ the file. He makes a copy.
On his way home he drops in at the pub and gives Thomas the photocopies. Ben can’t believe the lies that
Kelly has told about Thomas in her statement – he feels really sorry for his friend as it looks like it will just be
Kelly’s word against his, and everyone knows that the female is always believed over the male in a sexual
assault case!
Thomas buys Ben another drink. ‘Cheers,’ Thomas says as they clink bottles. Thomas grins widely.
1. What legislation, Acts or codes does this situation breach? Provide an explanation to support your answer.
The Privacy Act of 1988, which forbids the unapproved dissemination of personal data, is broken in this
case. Additionally, it violates the HR Professional Code of Conduct, which mandates that HR practitioners
uphold confidentiality and refrain from disclosing private information.
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2. Describe the implications (risks, consequences, penalties) that could arise to both Thomas, Ben, Kelly and
the employer as a result of this situation.
Reputational harm and maybe legal repercussions for Thomas and Ben's acts are among the ramifications
of this scenario. In addition, the employer might be held legally liable for violating privacy rules and
disclosing personal information without authorization. Kelly can also suffer from a deterioration in her
mental state and emotional anguish.
3. Describe the responsibilities of Ben, the HR manager and the employer.
Ben must uphold confidentiality and refrain from disclosing any private information, especially without the
required consent. The HR manager must protect the privacy and security of employee data and to take
appropriate disciplinary action against any employees who are found to have broken the Code of Conduct
or privacy regulations. The employer must instruct staff members on the value of privacy and confidentiality,
to set up explicit policies and processes for managing sensitive data, and to regularly assess compliance.
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As the manager, I would respond to this situation by immediately addressing the unauthorized disclosure
of personal information and conducting an investigation into the actions of Thomas and Ben. This would
involve meeting with all parties involved and taking appropriate disciplinary action if necessary. I would also
review and update the organization's policies and procedures related to privacy and confidentiality, and
provide training to all employees on the importance of privacy and confidentiality in the workplace. Regular
monitoring and compliance reviews would also be put in place to ensure compliance with privacy laws
and the Code of Conduct.
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CASE STUDY 4: REVISING THE PROCEDURE
Jenny works in a transitional care facility. It provides services for older people who have been in hospital for
acute care and are not yet well enough to go home. Jenny works in the administration department. Jenny’s
department is responsible for ordering and storing stationery for the entire facility.
The procedure reads as follows:
SAFE WORK PROCEDURE – DELIVERIES AND STORAGE OF STATIONERY

The administration staff will be responsible for accepting and storing stationary orders.
Procedure:
 When stationery orders are delivered, check the content of the delivery to ensure it matches the delivery
docket.
 Sign the delivery company’s documentation.
 Immediately move stationery received into the storeroom. If the box is too heavy, ask another worker to
assist with moving the box.
 Unpack the stationery and store it as follows:
 Small items for everyday use – store on low and middle shelves.
 One box of photocopy paper to be split into individual reams and stored on easy to reach shelf.
 Remainder of boxes of photocopy paper to be stored (in boxes) on top shelf.
 Staff must use the ladder provided to lift the boxes onto the top shelf.
Yesterday Jenny received a large order of stationery. She was busy with other work so she asked Martin to
help her so she could get through it faster.
One of the boxes was very heavy, so Martin said he would move it to the storeroom. Jenny offered to help,
but he said he was fine. Unfortunately Martin tripped over his own feet when he was moving the box and
fell down the small step that led into the storeroom.
He had to be taken to hospital – he had fractured his wrist.
After all the drama of Martin’s accident died down, Jenny decided to put all the stationery away herself.
She had almost got everything done, but the last items were six boxes of photocopy paper. Jenny used the
ladder as instructed by the procedures to put the boxes on the top shelf. By the time she got to the fourth
box she was exhausted – it was hard work lifting boxes up a ladder!
Just was she was about to put the box on the shelf, her foot slipped on the ladder step. She fell onto the
floor – thankfully the box did not hit her! However, Jenny still ended up with cuts on her leg from the metal
ladder, and lots of bruises and a very sore ankle and arm.
Naomi is the new manager of the neighbourhood centre. She has been on the job for not even two weeks.
She is horrified that two accidents could occur on the same day, and in the same place.
Naomi investigates the incidents and, when she reads the procedure, she is shocked at the manual
handling processes that staff are being advised to carry out. She is surprised there hasn’t been more
serious accidents.
She knows the procedure must be fixed immediately!
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1. Revise the procedure so it correctly advises staff how to use safe manual handling procedures. You may
like to refer to the Code of Practice for Manual Handling for your state or territory.
For example: Code of Practice for Manual Handling No 25, Worksafe Victoria, April 2000
http://www.worksafe.vic.gov.au/__data/assets/pdf_file/0003/9426/COP25_manualhandling.pdf.
Updated Protocol for Safe Stationery Handling and Storage:
Orders for stationery must be accepted and stored by the administrative team.
Method:
• When delivery of stationery orders occurs, make sure the contents match the delivery document.
• Sign the paperwork provided by the delivery service.
• Stationery should be moved into the storeroom right away. Ask another employee to help move the box
if it is too heavy.
• After unpacking, store the stationery as follows:
Everyday use goods that are small and light should be kept on lower and intermediate shelves.
Boxes of Xerox paper or other heavy objects should be kept at waist height or on the lower shelves.
When carrying large things, staff members must lift safely and request assistance when needed.
• Make sure the worker is wearing non-slip shoes and that the ladder is on a level, solid surface while
utilizing it to access higher shelves.
• Make sure the ladder is firmly positioned against the shelf and do not exceed its weight limit.
• When on the ladder, let things fall instead of trying to catch them; instead, step down and let them fall.
• If an employee is unsure about using the ladder, they should ask for help. • Report any problems to the
manager right away if there are any worries regarding handling and storing stationery safely.
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2. Suggest three other actions that Naomi could take to make the storage process safer.
1. To find any risks and put the right controls in place, do a risk assessment of the storage space.
2. All employees should receive instruction on safe manual handling practices and how to operate tools like
ladders.
3. Make sure the technique is up to date and regularly reviewed to make sure safe manual handling and
storage are taken into consideration.
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Name:
Unit:
Student
Project
STUDENT DECLARATION
Student signature: ___________________________________________________________________________________
Student name: ______________________________________________________________________________________
Date: ______________________________________________________________________________________________
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ASSESSOR FEEDBACK
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
Assessor name: _____________________________________________________________________________________
Date: ______________________________________________________________________________________________
731290213.DOCX
ASSESSMENT TASK 3: PROJECT
TASK SUMMARY:
There are two parts to this assessment:
 Part A: You must develop an Equal Employment policy and answer a set of written
questions.
 Part B: You are to answer a set of written questions.
PART A: EQUAL OPPORTUNITY POLICY

 The Equal Opportunity Policy template (provided at the end of this task)
 Access to the Internet (for conducting online research)
 Access to a computer (if you prefer type out your answers)
 Access to your workplace’s workplace policies and procedures.
WHEN DO I DO THIS ASSESSMENT?

If your assessor identifies that you have not completed all parts of the template, you will be given an
appropriate time in which to resubmit.
INSTRUCTIONS:
1. Review the Equal Opportunity Policy template on the next page.
2. Research your workplace’s policies, procedures, codes and other relevant documentation to guide you in
filling out the template.
3. Complete all sections of the template, writing in a clear, professional manner. Remember to use your own
words when filling out the template – do not copy from existing documentation.
731290213.DOCX
Policy title:
Document owner:
Approved by:
Date approved:
This policy covers the following:
 Scope
 Objectives
 Company values and commitment
 Key terms and definitions
 Rights and responsibilities
 Related policies and procedures
 Key contacts
 Implementation
 Training and certification
 Complaints procedure
 Policy review
 Document control.
Scope
(Provide an overview of who and what the policy covers.)
731290213.DOCX
Objectives
(Provide a description of the policy’s goals and aims.)
Values and commitment

(Provide a description of the workplace's values and commitments.)
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Terms and definitions
(Provide a description of key terms and definitions used in the policy, ie a glossary.)
Rights and responsibilities (staff)
Rights and responsibilities (managers)
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Key contacts and external organisations
(List relevant key contacts – that is, individuals, groups or departments who could be approached by staff in relation to issues,
concerns or breaches of any area of this policy)
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Implementation and training
(Provide an overview of how the policy would be implemented.)
Training and assessment

(Provide an overview of the training requirements, including assessment.)
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Complaints procedure (informal and formal)
(Provide an overview of the complaints management procedure.)
Policy review and update

(Provide an overview of how the policy will be reviewed.)
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Related Acts, Standards and Regulations
(List related Australian state and Commonwealth legislation, standards and Acts)
Document management
(Provide an outline of how the document will be maintained and controlled.)
731290213.DOCX
PART B: WRITTEN QUESTIONS

 Access to a computer (if you prefer type out your answers).
WHEN DO I DO THIS ASSESSMENT?

INSTRUCTIONS:
Answer the following questions.
1. What are the objectives of the Equal Opportunity Act 2010?
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2. Under the Equal Opportunity Act 2010, what is it considered unfair to discriminate against? List at least 10
things.
3. When developing a workplace policy, why is it important to establish a working group? Who should be a
part of this group?
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4. Provide three ways that your workplace monitors and reviews its policies. How often are these policies
reviewed?
5. Provide an example of how your workplace is proactive in maintaining and sharing updates in policy and
compliance.
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6. List at least five other policies in your workplace.
7. From the five workplace policies listed at question 6 above, pick one and answer the following questions
based on your own experiences at work.
a) What policy have you chosen?
b) How have you been exposed to the policy?
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c) What Acts underpin this policy?
d) Who was involved in implementing the policy?
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e) How was the policy communicated to you?
f) What type of training was involved?
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g) List at least three implications of breaching the policy.
1.
2.
3.
h) How does your workplace monitor and/or review this particular policy?
A completed Equal Opportunity policy (Part A) 
Answers to the written questions (Part B) 
731290213.DOCX

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STUDENT ASSESSMENT

Student first name: _______________________________________________________________________

Student last name: _______________________________________________________________________

Eduworks Resources is a division of RTO Advice Group Pty. Ltd.

ABOUT YOUR ASSESSMENTS

Assessment Task About this task

Assessment Task 3: Project There are two parts to this assessment.

How to submit your assessments

Assessment Task Cover Sheet

Assessment Requirements Due date

AGREEMENT BY THE STUDENT

Do you understand the requirements of this assessment?  Yes  No

Student name: ______________________________________________________________________________________

Student signature: ______________________________________________________ Date: ________________________

Assessor name: _____________________________________________________________________________________

Assessor signature: _____________________________________________________ Date: ________________________

Date of birth: Student ID:

Student to complete Assessor to complete

I _________________________________________________________ declare that these tasks are my own work.

None of this work has been completed by any other person.

Student signature: ___________________________________________________________________________________

Student name: ______________________________________________________________________________________

Assessor signature: __________________________________________________________________________________

Assessor name: _____________________________________________________________________________________

WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?

WHEN DO I DO THIS TASK?

WHAT DO I NEED TO DO IF I GET SOMETHING WRONG?

What are the APP and what do they cover?

Why is this so? Provide an example to explain informed consent.

Heidi manages a team of four community services workers.

b) Is the Universal Declaration of Human Rights legally binding?

What should Majd do?

1. Exhibiting a strong dedication to social inclusion and community development.

a) What legislation is being breached in this scenario?

1. Her union representative or an advocate for the workplace.

2. A licensed therapist or counselor.

3. The Human Rights Commission of Australia.

4. The Agency for Workplace Gender Equality.

2. Antiseptic solution or wipes.

3. Resuscitation mask or face shield.

Would you consider Ellen’s choices unlawful? Explain your answer.

b) What is the purpose of workers’ compensation?

Dorina works in a residential aged care facility.

What do I need to hand in for this task? Have I completed this?

Your answers to each question 

Date of birth: Student ID:

Student to complete Assessor to complete

I _________________________________________________________ declare that these tasks are my own work.

None of this work has been completed by any other person.

Student signature: _____________________________________________________________________________________

Student name: ________________________________________________________________________________________

Assessor signature: __________________________________________________________________________________

Assessor name: _____________________________________________________________________________________

WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?

WHEN DO I DO THIS TASK?

WHAT DO I NEED TO DO IF I GET SOMETHING WRONG?

CASE STUDY 1: PRASAD MOVES TO AUSTRALIA

What do I need to hand in for this task? Have I completed this?

Your answers to this case study 

3. Describe the responsibilities of Kelly, Thomas and the employer.

What do I need to hand in for this task? Have I completed this?

Your answers to this case study 

Thomas is suspended from work and a disciplinary investigation process is in progress.

Student signature: ______________________________ Date:

Assessor signature: _____________________________ Date: