It is an employee’s responsibility to report any conflict of interest, or potential conflict of interest, to the Chair of the Selection Panel or to Human Resources.
When forming the selection process for recruitment and/or promotion, Human Resources will take into consideration any known potential for conflict of interest (such as a member of a current employee’s family being a member of the selection panel). The selection of candidates is based on objective selection criteria including competency assessment and must be consistent with the Anti-Discrimination and Equal Opportunity procedures contained within this Policy.
#Equal employment opportunity act 1984 professional
Uniting Church SA will demonstrate efficient, ethical and professional behaviour in all recruitment undertakings, whether applicants are successful or not. The ultimate aim is to employ the ‘best person’ for the job. Uniting Church SA is also responsible for ensuring that personnel are aware of their rights and obligations as outlined in this Policy and that personnel must comply with the Policy.Īll levels of management and personnel are responsible and accountable for ensuring that the provisions of this Policy are adhered to and that the principles of equal opportunity are upheld in the decision making process, in the performance of their duties and whilst acting as a representative of Uniting Church SA.Īll persons will be afforded opportunities for employment, promotion, training, transfer or benefit based on merit, meaning that assessment is made with regard to the abilities, knowledge, aptitude, experience and relevant qualifications of each individual applicant in relation to the requirements of the particular position. Uniting Church SA is committed to ensuring that all persons seeking employment are treated fairly and equitably and are not subjected to any form of unlawful harassment or discrimination.
0 kommentar(er)
