Policies

FutureStaff is committed to providing services that adhere to the following policies and It is expects that all Host Trainers, employers, trainees, students, temps and candidates operates under the same principles and practices.

Access & Equity Policy

Access and Equity represents a policy or set of strategies to make education and training available to all members of the community, to increase participation and to improve outcomes.

FutureStaff has an inclusive policy towards those groups that have been traditionally under-represented, especially women, Indigenous Australians, people with a disability, people from a non- English-speaking background, and people from rural and remote areas.

FutureStaff recognises the intrinsic worth of Access and Equity principles and is committed to seeing that our current Access and Equity strategies are adhered to.

FutureStaff is committed to providing services that adhere to Access and Equity principles and processes. The organisation is committed to a high quality and fair education and training system.

FutureStaff has developed and implemented policies to incorporate access and equity principles and adheres to relevant legislation and guidelines.

We will ensure that, in the development and provision of our training and assessment services, the following principles are adopted and implemented at all times.

  • Everyone is entitled to high quality education, training and assessment that provide recognised credentials and clear pathways to employment and lifelong learning. The outcomes of education and training should not depend on factors beyond the learner’s control and influence.
  • The diversity of the population is recognised and valued by inclusive approaches to the development, provision and evaluation of our training programs and the assessment of our clients.
  • A demonstrated commitment to these equity principles and practises is a core responsibility for all of our staff involved in the development, provision assessment and evaluation of our training programs.

To ensure a link between resources, access, delivery, participation and outcomes to achieve equity, these principles will be applied in three main ways:

  • Equity principles will be built into all Recruitment, Education, Training and Assessment Services
  • Available resources will be clearly linked to the achievement of better and more equitable participation and outcomes and,
  • Specific measures will continue to be provided to assist all learners and groups to maximise their outcomes from the education and training provided.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

Equal Employment Opportunity Policy

It is important that you understand your rights as a learner and employee. FutureStaff is an Equal Employment Opportunity employer which means that employment opportunities exist irrespective of sex, marital status, pregnancy, family responsibility or family status, race, religious or political conviction, impairment or age.

FutureStaff is also committed to the following:

  • Treating each individual staff member and learner with dignity, honesty and respect at all levels.
  • Treating all staff members and learners fairly and equally in accordance with the principles and practices outlined in the Affirmative Action (Equal Employment Opportunity for Women) Act 1986 (see Government Legislation)
  • Providing a safe and efficient work environment for staff.

It is expected that your Host Trainer or employer operates under the same principles and practices outlined in the Affirmative Action (Equal Employment Opportunity for Women) Act 1986 (if applicable).

If at any time you feel that your rights are being impinged upon please seek to ensure you receive any assistance or information you might require.

Board, management, staff members and employees have a duty to ensure that, within their area of responsibility, Equal Employment Opportunity is applied.

Please refer to FutureStaff’s “Aiming Towards Success Policy” for a complete description of this policy.

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Assessment Policy

All FutureStaff assessment activities and services comply with the national assessment principles.

Our procedures and processes are designed to ensure compliance with these principles and adhere to Training Package recommendations in relation to context and specialised resources and reflect the Equal Employment Opportunity, Affirmative Action, Sexual Harassment and Occupational Heath and Safety guidelines.

Assessment pathways will at all times reflect the needs and circumstances of assessee and client organisation. Staff and contractors providing assessment services are required to participate in regular development and service sessions to ensure skills and knowledge relating to the delivery of assessment in the context of specific Training Package requirements.

Only personnel with appropriate qualifications and industry experience will assess programs on behalf of FutureStaff. The qualifications will comply with those detailed in the National Assessors and workplace Trainers Training Package. The industry experience will be as outlined in the relevant Training Package Assessment Guidelines.

All assessment material submitted for marking will be securely maintained and its confidential nature respected at all times.

Clients of FutureStaff will be entitled to the following standards in service provision:

  • Professional/qualified staff in support and assessment services
  • Clients have the right to nominate an assessment time and venue (from within a range of three nominations offered by FutureStaff)
  • Professional assessment tools that show clear relationship to competencies being assessed.
  • Assessment activities will be carried out as close to the time of skills acquisition as possible
  • Delivery of services that demonstrate flexibility in meeting their particular individual/organisational needs.
  • Where Assessment is integral to a Qualifications program Assessment processes, timeframes, plans and tools are detailed in the Participant Learning Guide.

Assessment appeals will be dealt with through established grievance procedures.

Appeals against Assessment

All assessment processes are aligned to National Assessment Principles and provide for Recognition of Current Competence. Additionally all Assessment is conducted within each Training Package Assessment Guidelines.

Where a candidate wishes to appeal against the assessment process or dispute evidence accreditation the process is as outlined in the above grievance processes. Learners have 3 months from the date of receipt of result to appeal their assessment.

In addition to the procedures outlined above the following will apply:

  1. Specific Questionnaires/report pro forma’s will be developed in response to the details of the complaint and provided to the candidate;
  2. These completed forms will be considered by an assessor other than the original assessor;
  3. The finalised review and recommendations will be discussed with FutureStaff's Chief Executive Officer for endorsement

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Code of Practice Policy

Our Code of Practice reflects our commitment to building lasting relationships with our clients that facilitates the development of a learning culture and adds value to our clients business.

Statement of Principle

"A dominant not-for-profit group training company that provides recruitment, employment, training and related people based services that contribute to making its clients leading employers within the financial services industry."

Code of Values

  • Leadership and responsiveness to the recruitment, employment and vocational training needs of clients;
  • Providing tangible strategic benefits to clients;
  • Generating client trust through quality services and effective communication;
  • Operational efficiency and financial prudence;
  • Participation in, and promotion of, finance industry Traineeship and vocational career strategies; and
  • Recognition and support of Australian Credit Unions as the foundation hosts of FutureStaff.

Code of Ethics

  • We will give precedence to the interests of our clients, with recognition that our clients include our trainees and organisations;
  • We will be willing to support clients in their search for solutions to their problems;
  • We will ensure that client organisation's educate their staff in relevant aspects of financial awareness and services;
  • We will act with honesty and integrity;
  • We will act lawfully and within the spirit of the law;
  • We will act within the spirit of justice and equity;
  • We will avoid unfair discrimination and work to educate clients on broader cultural recruitment practices;
  • We will conduct operations efficiently and effectively;
  • We strive to achieve an excellent quality of service;
  • We will honour commitments made in good faith; and
  • We will engender a climate of mutual respect and trust between ourselves, our clients and customers.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Complaints Handling Policy

FutureStaff has a formal complaint management process to ensure issues are addressed and resolved in an efficient, timely and supportive manner.

We believe complaints to be a vital component to our continuous improvement process.

To follow is an outline of how to action your complaint;

Both methods of communication should be addressed to the General Manager of FutureStaff.

If you would prefer to discuss your complaint please call our office during business hours, by phone on (02) 9635 5900, or 1300 559 666 .

We will make every effort to resolve the complaint as expeditiously as possible. We will respond as soon as possible and usually within 2 working days, to the complainant and inform him/her of the progress and status of the complaint and when & how we expect the matter to be resolved.

Complaints that are not resolved to your satisfaction will be referred to an independent party (usually VETAB) within 7 days of receiving your dissatisfaction in writing. The National Compliance Code from ANTA is also provided.

The learner has a right to present themselves. A written statement of the appeal outcome, including reasons for the decision, is provided.

The independent party will be authorised to hear and resolve the matter. Once a discussion is made the results of the matter will be conveyed to you in writing.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Compliance and Risk Management Policy

Objectives

FutureStaff is committed to complying with the legal and regulatory requirements applicable to its Registered Training Organisation activities, and any relevant policies. FutureStaff recognises that compliance is a key component of successful business, an integral part of good business conduct, corporate governance and important in projecting standards of excellence and ethics to its clients, students and the market in general.

Compliance Program

Our Compliance program assists directors, management and staff and related parties to understand the legal and regulatory requirements which pertain to RTO services and assists in implementing and monitoring policies and procedures to reasonably detect acts of noncompliance.

The aim of our Compliance program is to prevent, and where necessary, identify and respond to, breaches of laws, regulations, codes or organisational standards occurring in the organisation; and to promote a culture of compliance within the organisation.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Continuous Improvement Policy

FutureStaff will employ continuous improvement processes to remain a cutting edge deliverer of services for our clients.

Key performance indicators will be applied in all areas, both qualitative and quantitative and all areas monitored against these benchmarks.

Individual Policy documents contain references to Continuous Improvement, Quality Assurance and adherence to standards. Examples of these policies include: (2) Information Management, (3) Financial Management, (4) Human Resource and (6) Client Services.

FutureStaff personnel are subjected to periodic internal and external audits to ensure that quality standards are being met and that the quality of FutureStaff's procedures and processes is being maintained.

A Quality Assurance Officer is employed to control the quality of these procedures and processes. The documents used for FutureStaff's internal auditing are:

  • GTO & AQTF Independent Audit; and
  • Meeting AQTF and GTO Standards to improve general operations and Service Delivery.

FutureStaff is committed to continuous improvement. The ISO Standards form a basis for FutureStaff's quality processes and they result in processes which are designed to meet benchmarks imposed by TQM standards.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Fraud and Financial Negligence Policy

FutureStaff will employ all necessary means to minimize the risk of fraud and financial negligence for our clients.

FutureStaff employs people of the highest integrity to manage its financial affairs.

FutureStaff's Financial Management Policy contains procedures that are explicitly designed to minimize the temptation to indulge in fraud. These procedures include internal and external audits, checklists and reporting procedures.

FutureStaff's Fraud and Financial Negligence policy is designed to prevent staff using AMEX-cards or petty-cash to make personal purchases.

Even more importantly this policy is designed to ensure that misleading:

  • Information is not submitted to government agencies to obtain funding; and
  • Status Reports are not sent to government agencies to ensure continuity for a funding program.

It is always possible, given a complex and changeable set of processes and criteria, that genuine mistakes will be made. When FutureStaff detects such an error, it is happy to initiate the rectification of such an error and to comply with rectification initiatives from the other party.

This policy is successful. No significant cases of fraud or financial negligence have been detected within FutureStaff's operations.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Group Training Trainees Policy

Policies to Protect You: A note to Trainees

You have rights and FutureStaff will support you.

The following pages include a brief outline of some of our Policies which are aimed at protecting your rights as a worker:

Occupational Health and Safety

Occupational Health and Safety (OH&S) places duties and responsibilities on both employers and employees to work safety.

The health and safety of trainees is a prime concern of FutureStaff. FutureStaff is committed to ensuring a safe working environment for trainees and to promote and maintain physical, mental and social wellbeing. To achieve this, management will take every reasonable step to prevent accidents, to remove or control hazards, and to provide employees and Host Trainers with advice, information and training towards developing safe work practices.

What You Should Know About the OH&S Act

Enclosed in our Learner Induction Kits is a booklet explaining relevant areas of Occupational Health and Safety. Our Training Coordinators are able to discuss this booklet with Learners

Prevention of accidents and ill health is dependent on employee, as well as, employer co-operation. Your adherence to guidelines and safe work practices is critical. Further training on Occupational Health and Safety will be provided throughout your traineeship. If you have any queries or concerns about any health or safety issue please contact your Training Coordinator.

Rules and procedures are made available to all employees and management is committed to full compliance with State and Federal legislation. Employees, in turn, have a shared responsibility to maintain safe working conditions, to report hazards or potential hazards, to report injuries immediately and to follow the procedures laid down in their workplace.

FutureStaff is committed to treating every issue related to the safety and health of its employees as a serious issue and to maintaining a co-operative and open process for the resolution of such issues.

Resources in line with the importance attached to occupational health and safety will be made available to comply with all relevant Acts and Regulations and to ensure that the workplace is safe and without risk to health.

Safety Starts with You

Under the terms of your training contract you are required to be responsible for your own health and safety and that of your workmates. This means you must not deliberately put at risk yourself or anyone else.

  • From day one at work, look around and ask questions.
  • Know what you can or can't do safely.
  • Take no risks and know the rules.

Know the following

  • Where are the possible dangers in your workplace? Machinery, slippery floors etc
  • Where are the warning signs, and what do they mean? What's a danger tag?
  • What's the drill in case of fire or other emergency? How will I get out safely?
  • Where is the First Aid Kit located?

Never ever...

  • Remove a guard from a machine;
  • Smoke, drink alcohol or take drugs on the job;
  • Take advantage of other people; and
  • Misuse tools or equipment.

Always take care to...

  • Use ergonomic office furniture;
  • Wear the required safety gear or outdoor protection;
  • Lift no more than you can comfortably lift in the correct manner;
  • Stick to manual handling regulations;
  • Store and use chemicals correctly; and
  • Check your workplace's standard operational procedures.

You'll pay in later life if you are injured:

  • Your back through incorrect lifting or sitting at work. Learn to lift and learn the correct posture for sitting at a desk or keyboard.
  • Your soft tissues and muscles through non-stop, repetitive tasks. Learn to stretch and flex.

When you start work and during the course of your employment, you will receive training in Occupational Health and Safety (OH & S). FutureStaff and your Host Trainer are both working towards ensuring you have a healthy and safe workplace. It is a shared responsibility, but because we are not on the job with you, we need to take all reasonable steps to ensure that your Host Trainer is minimising all risks to you in his/her workplace.

To do this...

  • We visit your Host Trainer and go through a checklist on OH&S with him or her;
  • We ask for the Host Trainer's written acknowledgment that he/she is prepared to take all necessary steps to ensure your health and safety in the workplace.

We also make sure you are the right person to do the job.

To do this we:

  • Provide you with a job description, including a description of the physical activities involved in the job.
  • Interview you to gain a better idea of your understanding of what the job involves.
  • Provide you with advice and training on OH&S, both in an induction process before you start the job and as a formal part of your on and off the job training.
  • Monitor your performance on the job and your Host Trainer's performance in relation to OH&S.

Armed Hold-up

Survival is the first rule during an armed hold-up. Protect yourself, not money or goods. Your Host Trainer will have safety procedures in place. You must ensure that you familiarise yourself with these procedures and understand what is expected of you during an emergency situation.

What to do in case of an Accident

  • Seek medical assistance ASAP; ensure your doctor provides you with a medical certificate.
  • Contact your Supervisor immediately and advise the duration you may be on leave or when you will be arriving back at the office.
  • Also contact your FutureStaff Coordinator; you will need to provide details such as times, date, nature of incident and the period you may require to be off work. It is a legislative requirement that this is done within 48 hours of the incident.
  • If the incident occurred during work hours or to and from work, FutureStaff will send you an Employee's Compensation Claim Form to complete.
  • You will need to complete this form detailing exact details and attaching original copies of medical certificates and all related paid or unpaid invoices, medication and other medical services.
  • You will also need to complete a leave form which is to be returned to the Payroll Officer with a copy of the medical certificate.
  • You will be granted sick leave to the number of days entitlement accrued.
  • Any medical expenses paid will be reimbursed by the insurer on acceptance of claim, as will sick leave.

Workers Compensation

You are covered by Workers' Compensation at, to and from work (as per specified conditions). If an incident occurs please contact your FutureStaff Training Coordinator ASAP, preferably the very same day. You have a legal responsibility to report any incidents within 24 hours. Your Training Coordinator will forward you copies of the relevant forms that you will be required to complete.

Return to Work and Rehabilitation

In the case of injury or illness, FutureStaff is committed to getting you back to work as quickly as is reasonably possible. Where practicable, we will endeavour to provide you with appropriate duties (and if required reduced duties) as an integral part of your rehabilitation process. FutureStaff will consult with you to make sure that our rehabilitation program operates effectively for you.

You have the right to choose your doctor or rehabilitation provider and to change either during your rehabilitation.

You won't be discriminated against because you are in rehabilitation.

Privacy

Information provided by all employees is maintained in a safe and secure position and is not given out to the public or other FutureStaff employees.

When you provide salary, tax file numbers, police records, performance reports, resumes, bank account details, medical details, training and schooling records to FutureStaff, they remain your property and they cannot be used without your permission. If you would like to know more, ask your Training Coordinator to provide you with a copy of the FutureStaff Privacy Policy.

You must also respect the rights of FutureStaff to privacy, and must not give out any information about the confidential operations of FutureStaff or your Host Trainer to anyone.

Equal Employment Opportunity

It is important that you understand your rights as a learner and employee of FutureStaff. FutureStaff is an Equal Employment Opportunity employer which means that employment opportunities exist irrespective of sex, marital status, pregnancy, family responsibility or family status, race, religious or political conviction, impairment or age.

FutureStaff is also committed to the following:

  • Treating each individual staff member with dignity, honesty and respect at all levels.
  • Treating all staff members fairly and equally in accordance with the principles and practices outlined in the Affirmative Action (Equal Employment Opportunity for Women) Act 1986 (see Government Legislation).
  • Providing a safe and efficient work environment.

It is expected that your Host Trainer operates under the same principles and practices outlined in the Affirmative Action (Equal Employment Opportunity for Women) Act 1986 (if applicable).

If at any time you feel that your rights are being impinged upon please contact your Training Coordinator and inform them of your concerns. They will provide you with any assistance or information you might require.

Equal Employment Opportunity will be maintained for all employees in terms of their recruitment, promotion or transfer, training, terms and conditions of employment, and their access to Company provided services.

Board management, staff members and employees have a duty to ensure that, within their area of responsibility, Equal Employment Opportunity is applied.

Freedom from harassment including Sexual Harassment

FutureStaff does not tolerate workplace harassment or intimidation in any form. FutureStaff is committed to the fair and equal treatment of all staff irrespective of perceived differences. Staff are expected to conduct themselves with honesty and integrity and be equitable in their relationships and dealings with others at all times. Staff should behave professionally and treat others with respect and courtesy. Staff are expected to respect individuals' views and opinions and be active in the facilitation of a work environment that promotes listening without judging, trust and open communication.

Sexual Harassment Policy

FutureStaff considers sexual harassment an unacceptable form of behaviour which will not be tolerated under any circumstances. The company believes that all employees should be able to work in an environment free of intimidation and sexual harassment.

Sexual harassment may cause the loss of trained and talented employees and damage staff morale and productivity. Under Act and State Legislation sexual harassment is against the law. Managers and Supervisors must ensure that all employees are treated equitably and are not subject to sexual harassment. They must also ensure that people, who make complaints, or witnesses, are not victimised in any way. Any reports of sexual harassment will be treated seriously and investigated promptly, confidently and impartially. A written compliant is not required.

What is Sexual Harassment

Sexual harassment is any form of sexual attention that is unwelcome. It may be unwelcome touching or other physical contact, remarks with sexual connotations, smutty jokes, request for sexual favours, leering or the display of offensive material such as pictures, posters or computer graphics.

Sexual harassment has nothing to do with mutual attractions. Such friendships are a private matter.

Sexual harassment can be a single incident and it depends on the circumstances. Obviously some actions or remarks are so offensive that they constitute sexual harassment in themselves, even if they are not repeated.

There is no onus on the person being harassed to say he/she finds the conduct objectionable. Many people find it difficult to speak up. All employees are responsible for their own behavior. If you think the behavior may offend, then don't do it.

What to do if you are harassed

There are several options. Choose the course of action with which you feel most comfortable. You may:

  • Contact your FutureStaff Training Coordinator or:
  • General Manager
    FutureStaff
    Level 1, 12 - 14 Wentworth Street
    Parramatta
    NSW 2150
    Telephone: (02) 9635 5900
  • Make a complaint under anti-discrimination legislation to your relevant State Anti-Discrimination Commission and Human Rights and Equal Employment Opportunity Commission.
  • Contact your Trade Union for advice.

Do not ignore sexual harassment or hope it will go away. Silence may give the impression that sexual harassment is acceptable. This company is committed to providing an environment that is safe for all employees. You will not be disadvantaged in your employment conditions or opportunities as a result of lodging a complaint.

Counseling and Discipline

You will be made aware of any situation where you have breached rules and guidelines and you will be given the opportunity to discuss the matter with the Manager or his or her delegate.

If your behaviour or attitude at work is not satisfactory, you will receive a warning from your Coordinator. Your Coordinator will document this spoken warning and if your behaviour does not improve you will be formally counselled and issued with a written warning. A further breach after two written warnings will result in dismissal. Serious rule breaking may result in instant suspension or dismissal.

The following are examples of unacceptable training or workplace performance and attitude:

  • Lack of application, poor performance or lack of progress;
  • Insolence to FutureStaff's staff, Host Trainers, and/or Supervisor;
  • Misbehaviour or disruption;
  • Being under the influence of alcohol or drugs on the job;
  • Willful damage to, or destruction of, property in the workplace;
  • Acts of violence or fighting;
  • Absenteeism;
  • Harassment, sexual or otherwise;
  • Breaches of confidence related to employer details or company business or verbal exchanges which may threaten either to discredit FutureStaff or to prejudice placement for future employees; and
  • Failing to maintain and submit documentation as required by FutureStaff, or providing misinformation on timesheets or other documentation.

Grievance Procedure

FutureStaff is committed to using its best resources to resolve disputes and settle grievances in a fair and equitable way.

To ensure this, the following procedure is strongly recommended:

  • With minor issues, your first contact should be with your Workplace Supervisor who will note concerns and assist you to resolve them;
  • If this approach fails or if you have major issues, you must contact your Training Coordinator or a senior FutureStaff staff member who will assist you to develop a plan for dealing with your concerns.
  • Your concerns will be handled confidentially and if necessary you will be referred to an appropriate agency for further assistance.

Under your contract of employment, you are required to bring your concerns to the notice of your employer, FutureStaff, before seeking assistance from elsewhere. Discussion of your concerns with other employees or with other outside organisations may constitute a breach of your contract. Any notes or files relating to your concerns will be available to you for your examination. No information from you will be relayed to anyone without your express permission.

You are entitled to the assistance of a union, your parents or a workplace representative in representing your claims. However, your first obligation is to approach your employer, FutureStaff.

See also our Complaints policy.

Drug and Alcohol Policy

FutureStaff becomes concerned when the use of alcohol or drugs affects work performance or job safety. If you feel you have a problem with drugs or alcohol you should contact your Training Coordinator who will offer you discreet and confidential advice and assistance.

If drug or alcohol dependence becomes a problem with your work and you don't tell FutureStaff, disciplinary action will be taken.

Sometimes a doctor will prescribe drugs or medications for you. Make sure you tell your doctor exactly what work you do so that your doctor can decide if these medications will affect your work performance or safety at work, feel free to discuss this with FutureStaff if you are concerned.

The consumption of alcohol is not permitted during work hours, including meal and rest breaks. The taking of illegal drugs is not permitted at the workplace.

Please refer to FutureStaff’s “Aiming Towards Success Policy” for a complete description of this policy.

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Registered Training Organisations registered with a particular State/Territory will use the logo of the State Training Authority on any relevant Qualifications or Statements of Attainment in accordance with the state Training/Recognition Authority's conditions of use.

Standard 11 of the AQTF states the following:

11 Use of national and State/Territories logos FutureStaff complies with the requirements for the use of national and State/Territory logos.

11.1 FutureStaff uses the Nationally Recognised Training (NRT) logo:

  • on AQF qualifications and Statements of Attainment issued within its scope of registration; and
  • in accordance with the Nationally Recognised Training Logo Specifications.

11.2 FutureStaff uses the NRT logo in advertisements only where it complies with the requirements of Standard 11.1 (ii) and Standard 12.

11.3 FutureStaff uses any of the following statements in advertisements only in respect of training and/or assessment within its scope of registration:

  • 'Nationally Recognised Training'
  • '(recognition authority) Recognised Training'; and
  • 'Registered by (the recognition authority) to issue the following qualifications....'

11.4 FutureStaff uses the logo of the recognition authority only in accordance with the recognition authority's conditions of use.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Ethical Marketing and Advertising Policy

Under the Australian Quality Training Framework (AQTF), Registered Training Organisations are required to market and advertise their products and services in an ethical manner.

Standard 12 of the AQTF states the following:

12 Ethical marketing and advertising

FutureStaff's marketing and advertising of training and assessment products and services is ethical.

12.1 FutureStaff's marketing material is accurate and approved by a duly authorised member of the RTO's staff and the CEO.

12.2 FutureStaff obtains prior written permission from any person or organisation for use of any marketing or advertising material which refers to that person or organisation, and abides by any conditions of that permission.

12.3 FutureStaff accurately represents to prospective clients training products and services that lead to AQF qualifications or Statements of Attainment, and ensures that advertised outcomes are consistent with these qualifications.

12.4 FutureStaff advertises AQF qualifications only if they are included in the RTO's scope of registration and does not state or imply that services are within that scope if they are not.

12.5 FutureStaff's marketing and advertising material identifies training and assessment services leading to AQF qualifications and/or Statements of Attainment separately from any other training /assessment services.

For information on the Use of National and State Logos click on the link.

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy. Return to top

Occupational Health & Safety Policy

The Occupational Health and Safety of all employees and visitors to the organisation is of the utmost importance. FutureStaff is committed to providing a safe working environment including facilities, processes, machinery, equipment and materials and to promote and maintain physical, mental and social wellbeing.

FutureStaff maintains an environment that encourages personal responsibility, actively reduces hazards and prevent accidents. Resources in line with the importance attached to occupational health and safety will be made available to comply with all relevant Acts and Regulations and to ensure that the workplace is safe and without risk to health.

Responsibility

The promotion and maintenance of occupational health and safety is primarily the responsibility of management. Management at all levels are required to contribute to the health and safety of persons in the workplace; however you too have responsibilities to ensure your actions do not adversely affect the health and safety of others.

Occupational Health and Safety Program

To ensure the general provisions of this policy, a program of activities and procedures must be established, continually updated and effectively carried out.

A program will relate to all aspects of occupational health and safety including:-

  • O.H. & S training and education;
  • Work methods and practices;
  • Safety rules, including penalties;
  • Emergency procedures;
  • Reporting and recording of incidents, accidents, injuries and illnesses;
  • Provision of information to employees;
  • Provision of information to contractors and clients; and
  • Specific Responsibilities.

Please make sure you are familiar with all of these aspects as they relate to your workplace. See also the section: Relevant Regulation.

Please refer to FutureStaff’s “Human Resource Management Policy” and “Aiming Towards Success Policy” for a complete description of this policy. Return to top

Privacy Policy

This Privacy Policy applies to FutureStaff (ABN 52 003 819 127).

The privacy of customer and student information is important to FutureStaff. As part of our business, we deal with and collect personal information, as defined in the Privacy Act 1988 (Cth).

We only use or disclose this personal information as described in this Privacy Policy. Any use or disclosure outside this policy will only be made with your specific authorisation or if required or permitted by law.

1.1 Treatment of personal information

With respect to the personal information we keep on record we take reasonable steps to:

  • ensure that the information, if used, is accurate, complete and up-to-date;
  • protect it from misuse, loss or unauthorised access or disclosure; and
  • provide you with access to the information if we still use it.

1.2 Collection of personal information

Wherever possible we will only collect information about you when you provide it to us or if it is provided to us with your authority.

The types of personal information we collect generally include your name, address, telephone number, email address, and next of kin details. Each time you visit our web site we may record the date and time of your access to the site and a cord of any information you have read or downloaded.

In some circumstances, and only where it is relevant, we collect information that may be sensitive information, as defined under the Privacy Act. Sensitive information that we collect may include information as to: membership in a professional or trade association and whether an applicant for employment has a criminal record or a health problem that may be relevant to their employment. Sensitive information is collected only for our use and will only be disclosed when directly related to the purpose of collection or with the specific authorisation of the person to whom the information applies.

1.3 How do we collect personal information?

We collect personal information directly from the person to whom the information applies from an application form for one of our products or services, over the telephone or in person, or from written correspondence or access to our website.

On occasions, we may need to collect personal information about a person from third parties, such as previous employers, referees, industrial relations advisers, lawyers, or other training providers. Whenever we collect this information from a third party, it will be with the consent of the person to whom the information applies or where that consent is not required, we will inform that person that we have collected the information as soon as possible after collection.

1.4 Why do we collect personal information?

As a general rule the collection of information will be necessary for us to provide a service or to maintain our relationship with the person. Without the information, we may be unable to provide that specific service or to continue a relationship. Additionally, the purposes for which we will generally collect and use personal information will include:

  • complying with legislative and regulatory requirements;
  • considering applications made to us;
  • performing our administrative operations, including accounting, payroll, risk management, record keeping, archiving, systems development and testing, and staff training;
  • managing our rights and obligations in relation to external payment systems;
  • conducting market or customer satisfaction research;
  • developing, establishing and administering alliances and other arrangements with other organisations in relation to the promotion, administration and use of our respective products and services;
  • developing and identifying products and services that may be or interest to our clients; and
  • (Unless otherwise instructed) telling clients about products and services that we believe may be of interest to them.

1.5 Use and disclosure of personal information

FutureStaff may disclose necessary information to related companies and to any agents or contractors who provide services to us in connection with the provision of products or services to clients. In dealing with these agents or contractors, we enter into agreements to ensure that information we disclose to them is only used for the specific purpose for which it is disclosed to them. At all times the information remains the property of FutureStaff.

Subject to what is permitted by law, the types of third parties we may disclose your personal information to include:

  • our agents, contractors and external advisers whom we engage from time to time to carry out, or advise on, our functions and activities;
  • applicants referees, including previous or current employers;
  • regulatory bodies, government agencies, law enforcement bodies and courts;
  • any person or organisation who introduces an applicant to us;
  • other organisations with whom we have alliances or arrangements for the purpose of promoting our respective products and services (and any agents used by us and our business partners in administering such an arrangement or alliance);
  • debt collecting agencies;
  • other financial institutions;
  • external payment systems operators;
  • insurers or prospective insurers and the underwriters;
  • guarantors and prospective guarantors;
  • an organisation proposing to fund the acquisition of, or acquire any interest in any obligation owed to us, that organisation's agents, persons involved in assessing the risks and funding of the acquisition and, after acquisition, the purchaser and any manager;
  • any person to the extent necessary, in our view, in order to carry out any instruction given to us;
  • (unless otherwise instructed) other organisations for the marketing of their products and services.

In some cases, we may need to transfer personal information outside Australia . If we believe that the overseas third party is not subject to privacy obligations equivalent to those which apply to us we will seek consent of the person to whom the information relates to transfer the information, except where the National Privacy Principles do not require us to do so.

1.6 Access to personal information

Individuals may request access to their personal information that is held by us, by writing to:

the General Manager
FutureStaff
PO Box 3066
Parramatta
NSW 2124

Under certain circumstances, we may not be able to provide access. Such circumstances include where:

  • it would have an unreasonable impact on the privacy of other individuals;
  • the information relates to legal proceedings with the individual;
  • the information would reveal a commercially sensitive decision-making process; or
  • we are prevented by law from disclosing the information, or providing access would prejudice certain investigations.

We may charge a fee to cover our costs in accessing personal information. Individuals will be advised at the time of request of any such fee.

FutureStaff will take reasonable steps to ensure that personal information is accurate, complete, and up-to-date. If at any time, an individual believes that the information we hold about them is inaccurate, incomplete, or out of date, they may tell us by writing to the:

the General Manager
FutureStaff
PO Box 3066
Parramatta
NSW 2124

1.7 Security of personal information

We maintain strict procedures and standards and take all reasonable care to prevent unauthorised access to, and modification and disclosure of, personal information. If we no longer need your information, we will destroy or de-identify it. FutureStaff undertakes the following activities to protect the confidentiality and security of records.

  • The office area has an electronic lock at all times and a key lock after hours and on weekends.
  • Sensitive records are stored in locked filing cabinets or cupboards when not in use.
  • Staff have a clear desk policy whereby all sensitive or personal records are removed from work areas and secured prior to leaving the office.
  • Staff managers are responsible for ensuring that their respective areas are secured before leaving.
  • Written consent must be obtained by the file owner prior to disclosure to a third party.

1.8 Direct Marketing

We use personal details to provide information on specific promotions and products that may be of interest to clients (including products and promotions of our related companies). We may also provide such personal information, without the consent of the person to whom the information relates, to other organisations (including our related bodies corporate) for the purpose of these organisations marketing their products and services. If at any time a person does not wish to receive marketing information from us, they must contact us and instruct us not to send any further information about products and services. A person must also instruct us if they wish to revoke their permission for personal information to be provided to these other organisations.

These instructions must be in writing to:

the General Manager
FutureStaff
PO Box 3066
Parramatta
NSW 2124

Where personal information has already been passed to another organisation that organisation must be contacted by the individual requesting that no further marketing information is to be sent.

1.9 Government identifiers

FutureStaff does not use tax file numbers, Medicare numbers, pension numbers, or any other government identifier to identify an individual. We only use and disclose these numbers for purposes required by law.

1.10 Complaints

If an individual believes that the privacy of their personal information is not being adequately protected, he/she may contact us by contacting:

the General Manager
FutureStaff
PO Box 3066
Parramatta
NSW 2124

We will make every effort to resolve the complaint as expeditiously as possible. We will respond as soon as possible and usually within 2 working days, to the complainant and inform him/her of the progress and status of the complaint and when & how we expect the matter to be resolved.

1.11 Changes to this Privacy Policy

Please note that this Privacy Policy may change from time to time. We encourage you to periodically review our Privacy Policy for any changes.

1.12 More information

If you have any questions regarding this Privacy Policy or would like more information, please contact the General Manager, FutureStaff, PO Box 3066, Parramatta NSW 2124, or phone 1300 559 666 . Or email us at training@futurestaff.com.au

Please refer to FutureStaff’s “Information Management Policy” for a complete description of this policy.

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Recognition of Current Competence & Prior Learning Policy

All participants of our qualifications programs will have the opportunity to have their existing competence recognised.

Where they have current vocational qualifications or accreditation from a recognised RTO that match the AQF level required and match the training package being used, they will be offered straight recognition - Recognition of Prior Learning (CRPL).

Where they do not have any appropriate qualification or accreditation, formal recognition of current competence (RCC) processes will be used.

FutureStaff learners may, for example:

  • Have a great deal of valuable work experience;
  • Have completed relevant training courses; and
  • Have developed competence outside the workplace, through life experience; this experience can be gained through either paid or unpaid (voluntary) activities.

The skills and knowledge already developed may be used to assist in the demonstration of competency towards the completion of the particular course. With the assistance of a trained assessor from FutureStaff, eligibility for exemption from one or a number of modules in the course undertaken can be determined.

All applications for RPL/RCC need to be supported by evidence which demonstrates how this experience and skills have been acquired to support any claims.

RCC - Certificate III

The Certificate III program is almost exclusively offered as an entry level program for traineeship participants, and so a RCC mechanism is unnecessary.

Where existing staff request recognition for Certificate III, the standard procedure, outlined above, will apply.

Mutual Recognition

Mutual recognition is an automatic process: it does not require an assessor to judge the worth of a qualification / Statement of Attainment / gained at another RTO.

Please refer to FutureStaff’s “Client Services Policy” and “Aiming Towards Success” for a complete description of these policies.

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Nominal Duration

Students should expect to spend approximately 130 hours of study for each of the four courses that make up the following qualification programs:

  • FNS50804 Diploma of Financial Services (Financial Planning) - 515 to 575 hours of study; and
  • FNS60404 Advanced Diploma of Financial Services (Financial Planning) - 465 to 755 hours of study.

Our expectation is that students will spend a minimum of 520 hours attaining the competencies required to deliver financial planning advice to their clients.

All students are regarded as undertaking the above qualification programs by Distance Education, and as such, study involves reading general content, reference materials and undertaking formal assessment. However, as a value-added learning tool, students can also decide to undertake a workshop on a face-to-face basis.

Our face-to-face workshops are a skill-based program moderated by Facilitators responsible for delivering and assessing knowledge and skills to assist students in developing Responses to Activities in a group setting. The face-to-face Workshop option is a supplement and should not be seen as a method completely separate to Distance Education. The training programs are delivered in partnership with RG 146 Training Australia.

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Pricing and Refunds Policy

Refunds will typically not be issued for learning, or assessment, that has been commenced or where materials have been prepared, distributed or where external provider fees are due.

A refund of course fees may be made when FutureStaff is unable to proceed with the scheduled training. Please note that requests for refunds must be placed in writing.

Refunds do not include participant travel or accommodation expenses.

FutureStaff urges clients to confirm the program will proceed prior to incurring the expenses listed above. Confirmation of enrolment in a program is not confirmation that the program will proceed.

All details were accurate at the time of printing. FutureStaff reserves the right to make changes without notice where necessary. FutureStaff reserves the right to change course fees, dates, contents, or method of presentation at its discretion.

FutureStaff
Level 1, 12 - 14 Wentworth Street
Parramatta NSW 2150
PO Box 3066
Parramatta NSW 2124
Phone: 1300 559 666
Phone: (02) 9635 5900
Facsimile: (02) 9635 5944
Email: training@futurestaff.com.au

Please refer to FutureStaff’s “Client Services Policy” for a complete description of this policy.

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Spam Policy

1 Summary of the Spam Act 2003

1.1 General Prohibition - the Spam Act 2003 prohibits FS from sending an 'unsolicited commercial electronic message': section 16. Please note that an 'SMS' text message is also caught by the legislation but a facsimile ('fax') or a telephone call is not.

1.2 Unsolicited - emails to customers or clients will generally not be 'unsolicited' i.e. FS will have either the customer's actual or implied consent: see definition of 'consent' in Schedule 2. However, the legislation will still apply where the customer has provided consent. For completeness, you cannot send an email in a direct marketing campaign and the customer has opted out of receiving direct marketing materials under National Privacy Principle 2.1(c)

1.3 Commercial - an email will be 'commercial' if one of its purposes is:

  • to offer to supply goods or services;
  • to advertise or promote goods or services; or
  • to advertise or promote a supplier, or particular supplier of goods or services, having regard to:
    • the context of the message; and
    • the way in which the message is presented; and
    • the content that can be located using the links, telephone numbers or contact information (if any) set out in the message: section 6.

1.4 Exemptions - a number of exemptions apply (e.g. to government bodies; political parties; charities; religious organisations; and educational institutions) but none of these are relevant to FS. A very exemption also applies to ‘factual information’: see 1.6 below.

1.5 Designated Commercial Electronic Message - an email will be a ‘designated’ commercial electronic message if the message consists of no more than factual information. In the context of emails sent to customers or clients, the ‘commercial’ purpose of the message will invariably override the fact that content may be only ‘factual information’: see also section 2 of this advice.

1.6 Content Requirements - the Act requires regulated messages to contain ‘accurate sender information’ and an ‘unsubscribe’ function: see section 3 of this advice for more detail.

1.7 ACA Website - there is a range of useful explanatory material on this subject on the Australian Communication Authority website: www.aca.gov.au . We recommend that you, your marketing team and other staff read this material to promote practical understanding of the legislation.

1.8 Other Issues - it is worth noting that the purposes of the legislation are set out in section 3 which includes a ‘Simplified Outline’ of the Act, namely: This Act sets up a scheme for regulating commercial e-mail and other types of commercial electronic messages.

  • Unsolicited commercial electronic messages must not be sent.
  • Commercial electronic messages must include information about the individual or organisation that authorised the sending of the message.
  • Commercial electronic messages must contain a functional unsubscribe facility.
  • Address-harvesting software must not be supplied, acquired or used.
  • An electronic address list produced using address-harvesting software must not be supplied, acquired or used.
  • The main remedies for breaches of this Act are civil penalties and injunctions.

2. Analysis – What is a Commercial Electronic Message?

2.1 In brief, the definition will include any email whose purpose, based on its content and formatting, is to:

  • to offer to supply goods or services; or
  • to advertise or promote goods or services.

2.2 In our opinion, ‘promote’ includes any email enquiry that is or could be sales related. FS may provide information that is factual (in the sense that it cannot be contradicted) but the information is nevertheless provided in a commercial context where the enquiry may lead to a sale of a product to the person making the enquiry. FS does not ordinarily provide the information for its own sake but with the intention of encouraging or increasing the likelihood of a sale of the relevant product. As a result, the most emails sent by FS will be ‘caught’ as they are related to the business of FS.

2.3 There is no general exemption as such in the Act for ‘factual information’. The ACA website states that: ’purely factual messages with no commercial content are also exempted…’ We advise that if a message has a commercial purpose or commercial content, then it is caught even if the material could be otherwise regarded as factual information.

2.4 As a result, we recommend that you comply with the requirements of the Act in relation to all emails sent to customers to avoid non-compliance.

2.5 However, we can confirm our earlier email advice that there is no requirement under the Act to proactively contact customers to obtain their consent for FS to send emails to them in future.

3 Content - What should go in your Email Templates?

3.1. The Spam Act 2003 requires regulated messages to contain:

  1. ‘accurate sender information’: section 17; and
  2. a ‘functional unsubscribe facility’: section 18.

3.2 Providing accurate sender information means that:

  1. the message clearly and accurately identifies the individual or organisation who authorised the sending of the message; and
  2. the message includes accurate information about how the recipient can readily contact that individual or organisation; and
  3. that information complies with the condition or conditions (if any) specified in the regulations (NB – none are currently in force); and
  4. that information is reasonably likely to be valid for at least 30 days after the message is sent: section 17.

3.3 Providing a functional unsubscribe facility means including:

(i) a statement to the effect that the recipient may use an electronic address set out in the message to send an unsubscribe message to the individual or organisation who authorised the sending of the first-mentioned message: section 18.

3.4 To comply with these requirements, we recommend that you add a statement to your email template like this:

FutureStaff authorises this email. You can contact us at training@futurestaff.com.au and phone 02 9635 5900. If you do not wish to receive emails, please email us at training@futurestaff.com.au

3.5 Further, you cannot charge for the use of an unsubscribe facility and the cost of using the relevant electronic address cannot exceed the usual costs for using that kind of address and sending the message: regs 3.3 and 3.4.

Please refer to FutureStaff’s “Information Management Policy” for a complete description of this policy.

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Relevant Legislation

Listed below are the Industrial Relations, Occupational Health and Safety, Equal Employment Opportunity, Rehabilitation and Affirmative Action Laws currently in operation in Australia . All this legislation can be accessed via the internet. The main sites that are relevant are listed below.

COMMONWEALTH

  • Affirmative Action (Equal Employment Opportunity for Women) Act 1986
  • Commonwealth National Occupational Health and Safety Commission Act 1985
  • Disability Discrimination Act 1992
  • Equal Employment Opportunity (Commonwealth Authorities) Act 1987
  • Human Rights and Equal Opportunity Act 1986
  • Industrial Relations Act 1988
  • Industrial Relations Reform Act 1993
  • Occupational Health and Safety (Commonwealth Employment) Act 1991
  • Racial Discrimination Act 1975
  • Safety, Rehabilitation and Compensation Act 1988
  • Sex Discrimination Act 1984
  • Workplace Relations Act 1996
  • Anti-Discrimination Act 1997

NEW SOUTH WALES

  • Annual Holidays Act 1944
  • Anti-discrimination Act 1997
  • Equal Opportunity Act 1987
  • Industrial Relations Act 1996
  • Occupational Health and Safety Act 2000
  • Occupational Health and Safety Regulations 2001
  • Child Protection (prohibited Employment) Act 1998
  • Commission for Children and Young People Act 1998
  • Apprenticeship and Traineeship Act 2001
  • Vocational Education and Training Accreditation Act 2005
  • Board of Vocational Education and Training Act 1994

NORTHERN TERRITORY

  • Annual Leave Act 1981
  • Work Health (Occupational Health and Safety Regulations) 1996
  • Work Health Act 1998

QUEENSLAND

  • Anti-Discrimination Act 1991
  • Industrial Organisations Act 1997
  • Industrial Relations Reform Act 1994
  • Vocational Education, Training and Employment Act 1991
  • Workcover Queensland Act 1996
  • Workplace Health and Safety Act 1995
  • Workplace Health and Safety Regulation 1995
  • Workplace Relations Act 1997

SOUTH AUSTRALIA

  • Equal Opportunity Act 1984
  • Industrial and Employee Relations Act 1994
  • Occupational Health, Safety and Welfare Act 1986
  • Workers Rehabilitation and Compensation Act 1986

TASMANIA

  • Industrial Relations Act 1984
  • Industrial Safety, Health and Welfare Regulations 1979
  • Workers Rehabilitation and Compensation Act 1988
  • Workplace Health and Safety Act 1995

VICTORIA

  • Commonwealth Powers (Industrial Relations Act) 1996
  • Employee Relations Act 1992
  • Equal Opportunity Act 1995
  • Long Service Leave Act 1992
  • Occupational Health and Safety Act 2004

WESTERN AUSTRALIA

  • Equal Opportunity Act 1984
  • Industrial Relations Act 1979
  • Labor Relations Legislation Amendment Act 1997
  • Minimum Conditions of Employment Act 1993
  • Occupational Safety and Health Act 1984
  • Occupational Safety and Health Regulations 1996
  • Workplace Agreements Act 1994
  • Worker’s Compensation and Rehabilitation Act 1981

Please refer to FutureStaff’s “Human Resources Management Policy” for a complete description of this policy.

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