Induction and orientation

in some cases learners may need to undergo an induction/orientation prior to course commencement. This process may include details on course delivery, policies and procedures, appeals access and equity, RPL legislative requirements, WHS, etc. Such orientations may take whatever form Synergy feels is appropriate to the circumstances and may through any or all of the following:

• Verbal
• Written
• Electronic
• Face to face
• Multimedia
• Other method approved by Synergy

Legislative Requirements

Synergy, its staff and students will comply with relevant regulations, legislation, standards and other relevant guidelines including but not limited to:

• Standards and Conditions of Registration
• State and Territory legislation pertaining to training
• Australian, state and territory laws governing:

– Workplace health and safety
– Workplace harassment, victimisation and bullying
– Anti-discrimination, including equal opportunity and racial vilification
– Disability discrimination
– Vocational Education and Training
– Apprenticeships and traineeships.

You may view and download these Acts at the Australasian Legal Information Institute (AustLII: www.austlii.edu.au ) website which provides free online access to Australian Government, State and Territory case law and legislation.

Pre-delivery Assessment

Prior to enrolment you should advise Synergy of any specific needs so we can assist you with or refer you to appropriate assistance for:

• Client Support Services including LLN
• Recognition of Prior Learning (RPL)
• Learning Pathways
• Assessment Procedures & Process
• Delivery Options.

Support and Assistance

In circumstances where Synergy is unable to assist learners with specific needs, Synergy will do its best to provide clients with the details of organisations or agencies that may be of assistance. This might include such things as referral to counsellors, associations, or government agencies that can assist with specific needs.

Equal opportunity

All admissions to Synergy’s courses shall be determined fairly without consideration for an applicant’s gender, sexual orientation, ethnicity, religion, personal beliefs, handicap, etc. unless such items pose a reasonable argument for non-enrolment on the grounds of safety or capacity to undertake the role or if it is in opposition to the laws of the land or Synergy’s code of conduct:

Applicants will be assessed on their:

• Successfully meeting course pre-requisites and or pathways including appropriate qualifications and experience
• Demonstrating a capacity and willingness to adhere to Synergy’s standards and code of conduct
• Ability to undertake the course in a manner that encourages a fair, safe and enjoyable learning environment
• Other items as determined for specific courses on a time to time basis.

Specific Needs Groups

SYNERGY will maintain a flexible and proactive attitude towards specific needs groups and, where practical may cooperate with community or special needs organisations to allow their members access to accredited training. Where appropriate and in line with the development of Synergy, it may provide specific courses or programs designed to assist groups of special needs or circumstances.

Anti-Discrimination

SYNERGY policy does not allow for the discrimination of an individual by virtue of their gender, sexual orientation, religion, culture, political beliefs, handicaps or personal background providing it has no direct, reasonable and legal bearing on the individual’s performance within the position, or on the safety, or wellbeing of the applicant or others.

All persons will be treated fairly and have their application considered on the basis of its merits.

Confidentiality

SYNERGY will not disclose the personal details of its employees/students/contractors, or associates except as they expressly permit, or if necessary to meet legislative or compliance standards set by regulatory authorities or other persons empowered under the law.

Sexual Harassment

What is sexual harassment?

Sexual harassment is any unwanted or unwelcome sexual behaviour, which makes a person feel offended, humiliated or intimidated.

Sexual harassment is not interaction, flirtation or friendship which is mutual or consensual.

Sexual harassment is a type of sex discrimination.

The Sex Discrimination Act 1984 (Cth) makes sexual harassment unlawful in some circumstances.
Despite being outlawed for over 25 years, sexual harassment remains a problem in Australia.

Sexual harassment disproportionately affects women with 1 in 5 experiencing sexual harassment in the workplace at some time. However, 1 in 20 men also report experiencing sexual harassment in the workplace.

Identifying sexual harassment

Sexual harassment can take many different forms – it can be obvious or indirect, physical or verbal, repeated or one-off and perpetrated by males and females against people of the same or opposite sex.

Sexual harassment may include:

• Staring or leering
• Unnecessary familiarity, such as deliberately brushing up against you or unwelcome touching
• Suggestive comments or jokes
• Insults or taunts of a sexual nature
• Intrusive questions or statements about your private life
• Displaying posters, magazines or screen savers of a sexual nature
• Sending sexually explicit emails or text messages
• Inappropriate advances on social networking sites
• Accessing sexually explicit internet sites
• Requests for sex or repeated unwanted requests to go out on dates
• Behaviour that may also be considered to be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications.

In what circumstances is sexual harassment unlawful?

The Sex Discrimination Act makes it unlawful for a person to sexually harass another person in a number of areas including employment, education, the provision of goods and services and accommodation. Of all the complaints received by the Commission under the Sex Discrimination Act in 2009-10, 1 in 5 related to sexual harassment.

Disciplinary Procedures

Where students are in breach of Synergy policy, State or Territory legislation, are disruptive, rude, unsafe, or fail to meet acceptable standards of good behaviour, Synergy may take steps to address the situation. Depending on the nature and severity of the problem, Synergy may choose to resolve the issue by mediation which will be recorded on student files and written copies and outcomes supplied to the student. Where the issue is more serious or is unable to be resolved, SYNERGY may seek to apply sanctions, suspension, or expulsion to the student or, where relevant, refer the matter to more appropriate authorities or authorised bodies. All such action will be recorded with written outcomes supplied to the student(s) involved.

Storing of Records

All non-student records which are required by law or the request of the Registering Authority will be kept for seven (7) years unless otherwise directed by the Registering Authority, after which time they will be destroyed in accordance with legal requirement for each type of record. These records will be made available to the Registering Authority or other relevant stakeholders as required by the terms of registration.

All student records will be kept for a minimum of thirty (30) years unless otherwise directed by the Registering Authority.

All assessment evidence will be kept in line with ASQA guidelines.

All records are stored on Synergy’s student management system, and a backup copy of the data is stored on an external hard drive.

Should the RTO cease to trade, fail to renew its registration, etc. all relevant documents including student records will be transferred to the Registering Authority.

The storage of records by the RTO shall include:

• All student records including attendance, training delivered, assessment, results, issue of certificates and qualifications, other relevant data and correspondence with students unless such storage contravenes the Privacy Principles set by the Registering Authority or another Regulatory Authority such as the Australian Taxation Office, etc.
• Relevant correspondence with the Registering Authority, other authorities, RTO’s, institutions, entities or individuals
• Financial records
• Complaint, incident, and safety registers.

The Registering Authority shall:

• Have access to all records that they are legally authorised to.

Other records

Synergy will maintain records needed to fulfil its obligations under the NVR, AQF, legislative requirements, and to ensure it complies with corporate law including:

• Financial records
• Staff records (qualifications & experience)
• Enrolments
• Participation
• Safety/WHS/OHS records
• Student results
• Audits
• Partnerships
• Industry arrangements
• Other

Access to personal records

Synergy Students will have access to all their personal information by request but will not be allowed to access any information that may breach the privacy of other persons. Where such a situation might occur, the details will be provided to the student requesting the information in a format (written, verbal, statistical) that meets their needs but ensures the privacy of other individuals is maintained.

Other organisations may only have access to specific and private information where a client agrees to the release of their information. This does not include other RTOs, employers, or other organisations seeking to confirm general information about competencies or student status for employment or as relevant for other training.

Information may be provided to statutory authorities such as the ATO where there is a legal obligation to provide it.

General Safety Tips

As most of Synergy central’s courses are for sport, fitness, massage, and first aid there is a high component of physical activity in the learning and assessment process. Areas such as first aid, massage, and fitness appraisals specifically require a higher level of hygiene and strategies to reduce cross infection, such as the use of protective equipment. Other areas of the training and assessment require physical undertakings both with and without equipment and in various environments, and as such general work health and safety principles apply. Some basic tips for this are:

Personal Protective Equipment (PPE)

PPE assists with injury prevention and reduction and may include:

• Gloves
• Protective Glasses
• One way resuscitation mask
• Protective mask face
• Appropriate footwear
• Other equipment or clothes as specified by a workplace or industry.

All Synergy students involved in on the job or simulated workplace training need to utilise the PPE specified for the specific workplace. For example, if undertaking training for first aid shoes long pants appropriate shirts, protective mask, gloves, etc should be used.

Chemicals and foreign substances

Chemicals may enter your body 4 ways:

• Absorption – through the eyes and/or skin
• Inhalation – through your noise or mouth
• Ingestion – when you swallow
• Injection – either intentional or accidental

Where your training is on the job or in a simulated workplace situation that uses or stores chemicals/hazardous substances on site, you should:

• Make yourself aware of and obey safety protocols and emergency procedures
• Be aware of and obey all safety signs
• Read signs and instructions carefully before using or any chemicals/substances or moving containers holding chemical/substances, and if unsure ask for assistance/direction from authorised site staff or supervisors.
• Follow the directions and advice of authorised site personnel
• “Don’t be the next victim.”

Hazardous spills

Where hazardous spill occurs there are a number of steps that should be taken:

• Warn personnel in the vicinity of the spill
• Immediately clean up the spill but only if it is safe to do so and appropriate equipment, PPE, etc, is available, otherwise inform a supervisor or an authorised staff member who can arrange for the spill to be dealt with
• Block off the area or place warning notices while you get cleaning aids, suitable PPE, or leave to inform authorised supervisor or staff
• If the spill is toxic and can be inhaled, ingested, or absorbed, then the vicinity should be evacuated an authorised staff informed of the hazard.

Safe lifting

Safe lifting is necessary for safety and injury prevention. Weight to be lifted should not exceed the identified safe level for the site/industry and should follow the safe work practice safe the host site.
Generally speaking, the process for safe lifting (of appropriate weights) is:

• Plan the lift
• Stand close to the load
• Keep your back straight
• Get a firm grip
• Lift smoothly
• Keep the load close to the body.

In lifting, utilise the large leg muscles and avoid placing strain on your back and neck. “Most of the power in lifting should come from your legs!” Back to index
Emergency Procedures

In case of fire, the following action should be taken by the first person to discover the fire unless the host business has instructed otherwise in their site induction/protocols. Where any step is not safe or practical, the next step should be undertaken.

1. Alert the nearest staff member
2. Set off an alarm (if applicable)
3. Stop ventilation by closing doors, windows, etc.
4. Extinguish the FIRE (Only if trained in the use of fire extinguishing and if fire is containable).

• Notify Emergency services
• Fire Brigade 000
• Police 000

• Advise the following information:
• Name and address of facility
• Location of emergency fire, smoke
• What is the emergency (e.g. burning)
• Staff person’s name

• Notify the senior trainer/staff member on site

• Remain by the telephone unless in danger or told to evacuate

• Senior Staff member on site:
• Proceed directly to the emergency fire if safe to do so
• Assess the situation
• Make sure that S.A.V.E. (Signal, Alert, Ventilation, Extinguish) has been done
• Make a decision