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HR P 003
PIRSA CARERS POLICY
PIRSA is committed to the recognition and support of employees who provide ongoing care and assistance to a person who has a disability, who is frail and requires assistance to carry out everyday tasks or who has a chronic illness, including mental illness, as defined by the Carers Recognition Act 2005. In addition to recognising and supporting those employees providing care as described above,
this policy also recognises and supports employees who have parenting care roles and those employees who are required to provide occasional/short-term care.
This policy is one of PIRSA’s suite of People and Culture policies, procedures and guidelines that
commit PIRSA to the ongoing pursuit of family friendly employment.
Document Control
Managed by: People and Culture Unit Responsible position:
General Manager, People and
Culture
Version: 1.2
Contact person:
Bruen Holman-Bates Approved by: Chief Executive File & document number:
CORP F2009/000938
A3508833
Contact position:
General Manager, People
and Culture
Date approved: 21 March 2018 Status: Approved
Contact number:
(08) 8429 0802 Next review date:
21 March 2021 Security classification:
Public
CONTENTS
1. TITLE.............................................................................................................................................. 4
2. POLICY STATEMENT....................................................................................................................4
3. PURPOSE.......................................................................................................................................4
4. SCOPE............................................................................................................................................ 5
5. OBJECTIVES................................................................................................................................. 5
6. POLICY DETAILS...........................................................................................................................6
6.1 Impacts of being a carer..........................................................................................................6
6.2 Support for employees with a caring, parenting and/or occasional/short-term care role.........7
7. ROLES AND RESPONSIBILITIES.................................................................................................8
8. MONITORING, EVALUATION AND REVIEW................................................................................9
9. DEFINITIONS AND ABBREVIATIONS..........................................................................................9
10. ASSOCIATED DOCUMENTS.........................................................................................................9
10.1 External documents.................................................................................................................9
10.2 Internal documents..................................................................................................................9
11. REFERENCES..............................................................................................................................10
Revision Record
Date Version Revision description
12/10/2009 0.1 Minor formatting and other edits made by Human Resources representatives and the Information
Management & Policy Strategist.
11/02/2010 0.2 Feedback included from Marie Farley, DFC Office for Carers31/08/2010 0.3 Edits from Marie Farley, DFC Office for Carers
11/03/2010 1.0 Policy approved by the Chief Executive.
14/01/2015 1.1 Policy converted to new policy template, and reviewed and updated ready for PIRSA-wide consultation.28/04/2015 1.1 Policy approved by PIRSA Executive.21/03/2018 1.2 Policy review, and minor updated links and content, approved by the General Manager, People &
Culture.
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1. TITLE
PIRSA Carers Policy HR P 003. This policy is one of PIRSA’s suite of People and Culture policies,
procedures and guidelines that commit PIRSA to the ongoing pursuit of family friendly employment.
2. POLICY STATEMENT
PIRSA is committed to the recognition and support of employees who provide ongoing care and
assistance to a person who has a disability, who is frail and requires assistance to carry out everyday
tasks or who has a chronic illness, including mental illness, as defined by the Carers Recognition Act 2005.
In addition to recognising and supporting those employees providing care as described above, this
policy also recognises and supports employees who have parenting care roles and those employees
who are required to provide occasional/short-term care.
3. PURPOSE
The purpose of this policy is to ensure that PIRSA employees who are carers are recognised and
supported. It endeavours to ensure that PIRSA is consistent with the spirit and intent of the Carers
Recognition Act, SA Carers Charter (published as Schedule 1 of the Carers Recognition Act), and SA Government We Care Plan for South Australian Carers; and the by reflecting the principles of how
PIRSA provides services to its carers and the people they care for.
Carer roles may be attributable to intellectual, psychiatric, cognitive, neurological, sensory or physical
impairment or a combination of those impairments; and these impairments are ongoing and it results in
the person having a reduced capacity for social interaction, communication learning, mobility, decision
making or self-care and the need for continuing support services.
PIRSA recognises that carers may be mothers, fathers, husbands, wives, partners, children,
grandparents, brothers and sisters, aunts, uncles, cousins, neighbours, friends; and may play a crucial
role in enhancing the health and wellbeing of others.
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4. SCOPE
This policy applies to all PIRSA employees who provide care and assistance to another person in an
ongoing way; and to those employees who have parenting roles or who provide occasional/short-term
care.
This policy does not apply to external contractors, sub-contractors, consultants or volunteers.
5. OBJECTIVES
The objective of this policy is to ensure that PIRSA employees who have an ongoing caring role,
parenting role or who provide occasional/short-term care have access to flexible work practices to assist
in balancing their work and carer roles. It also aims to:
acknowledge the importance of carers and parents in the lives of those they care for
raise awareness of carers’ and parenting issues across all levels
recognise the diverse needs and circumstances of carers and parents
focus on the rights and needs of carers and parents in their own right, not just as an extension of
the person that they care for
provide easily understandable and accessible information regarding support for PIRSA employees
who are carers and parents
ensure that resources are properly allocated to carers’ matters
ensure strategies that support carers and parents are advanced at PIRSA and SA Government
forums
ensure that the needs of carers and parents are properly considered in PIRSA strategic, business
and operational planning activities
ensure PIRSA complies with the spirit and intent of the Carers Recognition Act, SA Carers Charter (published as Schedule 1 of the Carers Recognition Act), and SA Government We Care Plan for South Australian Carers
ensure that PIRSA’s recognition and support for carers and parents is reported in SA Government
annual carers reports
ensure that People and Culture Consultants are able to recognise diverse needs based on different
situations and can provide advice on support available to PIRSA employees who have carer and
parenting roles or who provide occasional/short-term care.
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6. POLICY DETAILS
6.1 Impacts of being a carer
While often unacknowledged, the work of carers is extraordinary and potentially may be a long term
commitment. For example, carers can be carers for the life of the person concerned such as a child with
a disability; a spouse with dementia; or parents who have the role until the child becomes independent.
While caring can be rewarding, it can also be difficult as the impacts of caring and associated costs for
carers include:
higher levels of stress, anxiety and poorer health than non-carers
difficulties with work and study
restricted social and recreational opportunities
feelings of grief, anger, resentment, frustration, isolation and emotional upheaval
financial pressures.
There are many reasons why it is important for PIRSA to support carers. Supporting carers:
is essential to the wellness of our community, as enhancing carers’ capacity to give care enables
the people they care for to continue living and participating in the community
enhances the relationship between carers and the people they care for
helps families
affirms the contribution carers make to our society.
6.2 Support for employees with a caring, parenting and/or occasional/short-term care role
To support employees who have a caring role, parenting care role or occasional/short-term care role,
PIRSA will ensure that flexible work practices are made available in accordance with the PIRSA Working Arrangements Policy HR P 025 (Note: this hyperlink to the policy published on the PIRSA
intranet is accessible by SA Government and PIRSA employees on the StateNet and PIRSA networks
only). These can include, but are not limited to:
flexibility around the taking of special leave with pay, leave without pay and other types of leave
carer’s leave
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flexitime
time off in lieu (TOIL)
compressed weeks or working hours over fewer days
variations in start and finish working times
part-time work options
job sharing
purchased leave
varying roster arrangements or break times
the provision of adequate notice where usual hours of duty or location of work is varied.
Refer to the PIRSA Flexible Work Arrangements intranet page, PIRSA Working Arrangements Policy HR P 025 and PIRSA Leave Procedure HR R 008 for more information (Note: these hyperlinks to
documents published on the PIRSA intranet are accessible by SA Government and PIRSA employees
on the StateNet and PIRSA networks only).
Support offered to employees may also include:
ensuring access to the PIRSA Health and Wellbeing Program / Employee Assistance Program EAP,
including for family members
ensuring breastfeeding employees have access to flexible working arrangements, lactation breaks,
and breastfeeding facilities and information in accordance with the PIRSA Breastfeeding Policy HR P 004
allowing employees to undertake ‘Keeping in Touch’ work and activities in accordance with the PIRSA Keeping in Touch Policy HR P 005 .
(Note: the above hyperlinks to documents published on the PIRSAs intranet are accessible by SA
Government and PIRSA employees on the StateNet and PIRSA networks only.)
7. ROLES AND RESPONSIBILITIES
Party / Parties Roles and responsibilities
Chief Executive Approving the policy.
Providing ongoing support for a carer and parent friendly workplace.
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Party / Parties Roles and responsibilities
PIRSA Executive Implementing the policy (including communication, awareness and training).
Managers Ensuring that PIRSA employees who have a caring or parenting role are
recognised and supported in accordance with this policy.
General Manager,
People and Culture
Ongoing management of the policy (including feedback, review, document and
records management requirements, updating policy versions and removal of
revoked policies).
Providing policy advice and assistance, including interpreting policy
requirements.
Evaluating, monitoring and reviewing the policy.
Ensuring compliance with this policy across PIRSA.
People and Culture
Consultants
Providing policy advice and assistance.
Employees Complying with the policy and performing any particular policy actions or steps.
8. MONITORING, EVALUATION AND REVIEW
People and Culture will:
review this policy with relevant stakeholders every three years or when changes so require
monitor and report on usage and details associated with the uptake of flexible working
arrangements by PIRSA employees who have a caring role
ensure that delegates and employees are appropriately informed as to the contents and intention of
this policy.
9. DEFINITIONS AND ABBREVIATIONS
Term Meaning
Carer PIRSA employees who provide ongoing care and assistance to a person who has a
disability, who is frail and requires assistance to carry out everyday tasks or who has
a chronic illness, including mental illness, as defined by the Carers Recognition Act.
Occasional/short- Refers generally to other aspects of care not covered under carer or parenting care
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Term Meaning
term care arrangements, e.g. care for a sick parent.
TOIL Time Off in Lieu. Refers to time off for hours worked in lieu of overtime payment.
10. ASSOCIATED DOCUMENTS
10.1 External documents
Carers Recognition Act 2005
SA Carers Charter , published as Schedule 1 of the Carers Recognition Act
SA Government We Care Plan for South Australian Carers
10.2 Internal documents
The following hyperlinks to agency documents published on the PIRSA intranet are only accessible by
SA Government and PIRSA employees on the StateNet and PIRSA networks, except where indicated.
PIRSA Breastfeeding Policy HR P 004 *
PIRSA Flexible Work Arrangements intranet page
PIRSA Health and Wellbeing Program / Employee Assistance Program (EAP) intranet page
PIRSA Keeping in Touch Policy HR P 005 *
PIRSA Leave Procedure HR R 008
PIRSA Working Arrangements Policy HR P 025
*Note: these documents are also publicly accessible via the PIRSA Internet > Careers > Working at
PIRSA website.
11. REFERENCES
Carers SA website
Carers SA Online Resources website (including the Planning Ahead website)
Carers Australia website
Equal Opportunity Act 1984
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Disability Discrimination Act 1992 (Commonwealth)
SA Office of Carers website
SA Government sa.gov.au Carer’s website
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