Discpharms HRM & Law Week 5 Melody Tse - Louise Bidault Cambridge Leung Rannie Bui WORKPLACE POLICY

LICY AGAINST DISCRIMINATION & HARASSMENT 1. Introduction Discpharms is committed to creating a working environment free from discrimination and harassment. Any breaches of this policy will be dealt accordingly with disciplinary action. 2. Discpharm's Objectives To protect employees from any discrimination and harassment on grounds of sex (including pregnancy), race, age, disability, marital status, religious views, political views and sexual orientation. To train and raise awareness of employees of their rights and duties regarding discrimination and harassment To provide an employee-friendly procedure for grievances To hold confidentiality, sensitivity, fairness and timeliness in high esteem for grievances 3. Definition of Discrimination, Harassment & Bullying Discrimination and harassment occur when a person is discriminated against or harassed in the workplace on the grounds of: Race, colour, ethnic origin, as defined under the Racial Discrimination Act 1975 Sex, marital status, pregnancy, as defined under the Sex Discrimination Act 1984 Disability, as defined under the Disability Discrimination Act 1992 Age, as defined under the Age Discrimination Act 2004. Other grounds under the Australian Human Rights Commission Act 1986. Also, the following state laws apply to corresponding states: Anti-Discrimination Act 1977 NSW Anti-Discrimination Act 1991 QLD Equal Opportunity Act 1995 VIC Racial and Religious Tolerance Act 2001 VIC Charter of Human Rights and Responsibilities VIC

Workplace bullying is the repeated treatment of a person that is considered unreasonable and inappropriate workplace practice. 4. Examples Discrimination Recruitment & selection process Terms & conditions offered Allocation of training Selection for promotion, retrenchment or dismissal Harassment Offensive jokes or comments based on race or religion Sharing of sexually-offensive media and materials (e.g. emails, pornography posters, screensavers) Intrusive questions about personal life 1

Discpharms HRM & Law Week 5 Melody Tse - Louise Bidault Cambridge Leung Rannie Bui Bullying Physical, verbal or psychological abuse Excluding certain employees Intimidation Assigning irrelevant or impossible tasks Deliberate change of work rosters to inconvenience certain employees Withholding information to tamper with another's work performance 5. Who is responsible? All employees at every tier should comply to anti-discriminatory laws. Staff are required to report any incidents of discrimination and harassment. Those who do not report or withhold this information will be penalised. 6. Consequences Where discrimination or harassment has been committed, disciplinary action will be taken in the form of demanding an apology, transfer or relocation, or dismissal. 7. Where to get help? If you encounter discrimination or harassment yourself or witness it in the workplace, your first point of contact should be your Pharmacist Manager. Please do so as soon as possible. The confidant should act as support person and mediator and provide further suggested action. The grievance procedure is outlined below:

Unsuccessf ul

Figure 1. Grievance Procedure