1. Introduction
1.1 This Procedure is imperative for all Z Staffing Workers across Educational Environments and is to be implemented in conjunction with the Z Staffing National Child Safety Policy and Child Safety Code of Conduct.
1.2 The CEO holds ultimate responsibility for ensuring adherence to this Procedure.
1.3 Given variations across states regarding reporting obligations, Workers are mandated to follow the State-specific procedures pertinent to their location and/or the program’s jurisdiction:
(a) Annexure A: Victoria
(b) Annexure B: New South Wales
(c) Annexure C: Australian Capital Territory
(d) Annexure D: Queensland
(e) Annexure E: Western Australia
Annexure A: Child Safety Reporting Procedure – Victoria
1. Overview
1.1 Z Staffing is unwavering in its commitment to ensuring the safety and well-being of children and young people accessing services and programs provided by Educational Institutions where Z Staffing's Casual Employee Educators are placed.
1.2 Allegations, concerns, suspicions, and reports of child abuse or potential harm will be addressed by Z Staffing with the utmost priority placed on Child Safety.
1.3 All Workers are obligated to promptly report any reasonable belief or suspicion that a child or young person has been harmed or is at risk of harm, strictly adhering to this procedure.
2. Scope
2.1 This Procedure is applicable to all Workers, in conjunction with the Z Staffing Child Safety Code of Conduct and the Z Staffing National Child Safety Policy.
2.2 The interpretation of this Procedure should align with the definitions provided in the Z Staffing National Child Safety Policy and paragraph 4.3. Any discrepancies in definitions shall be resolved in favor of this Procedure.
3. Step 1: Assess the level of danger to the child
3.1 If a Worker suspects child abuse or perceives a risk of harm, they must remain with the child (if present) and take immediate steps to ensure the child's safety and well-being.
3.2 Should the Worker determine that the child is in serious or immediate danger of abuse or harm, they must promptly contact the police by dialing 000.
Step 2: Determine the obligation to report
4.1 If a Worker, in the course of their duties, reasonably believes that a child requires protection due to actual or potential significant harm from physical injury or sexual abuse, and the child's parents are unable or unwilling to safeguard the child, they are obligated to disclose this information to either the police or the Department of Families, Fairness, and Housing (DFFH) if they are designated as mandatory reporters.
Contact DFFH during business hours by reaching out to the relevant Division Intake team, determined by the child's location (refer to https://services.dffh.vic.gov.au/child-protection-contacts). After business hours (5:00pm to 9:00am Monday to Friday, or anytime during the weekend), contact the After Hours Child Protection Emergency Service at 13 12 78.
It's important to note that teachers registered with the Victorian Institute of Teaching (VIT) and early childhood workers are considered mandatory reporters. Teaching assistants who are not registered with VIT are not mandatory reporters.
4.2 Additionally, if a Worker:
(a) Forms a belief on reasonable grounds that a child is in need of protection from child abuse (physical, sexual, emotional, psychological, or neglect), they may make a voluntary report to DFFH or the police.
(b) If the Worker, who is an adult, forms a belief on reasonable grounds that a sexual offense has been committed in Victoria against a child under the age of 16 years by an adult, they must report it to the police as soon as practicable.
(c) If a Worker is aware of a substantial risk that a child under 16 will become the victim of a sexual offense committed by another adult associated with an Educational Institution where Z Staffing's Casual Employee Educators are placed on assignment, they must not negligently fail to reduce or remove that risk. Reporting to the police and a Child Safety Commissioner (CSC) is one way to reduce or remove that risk.
4.3 For the purpose of this procedure:
(a) A child is a person under 17 years of age unless otherwise specified.
(b) CCYP refers to the Commissioner for Children and Young People.
(c) A mandatory reporter includes:
(i) A person registered as a teacher or early childhood teacher.
(ii) Principal of a school.
(iii) The approved provider or nominated supervisor, or a person with a post-secondary qualification in the care, education, or minding of children who is employed by or engaged by a children’s service.
(iv) Person with a post-secondary qualification in youth, social, or welfare work who works in the health, education, or community or welfare services field.
(d) Workers encompass Z Staffing employees, directors, contractors, and volunteers.
4.4 If a Worker is uncertain whether they need to make a report, they are strongly encouraged to discuss their observations and concerns with a CSC.
4.5 Workers are not obligated to consult with Z Staffing or seek support from Z Staffing prior to making a report. However, they are strongly encouraged to do so to ensure support can be provided to the child and steps can be taken by Z Staffing to minimize the risk of harm.
Responding to Child or Youth Safety Concerns Involving a Worker
4.6 If a Worker reasonably suspects that a child or young person is currently or potentially at risk of harm from another Worker:
(a) They must report this suspicion using the same protocol as if it were concerning an individual external to Z Staffing.
(b) Additionally, they are strongly encouraged to report the suspicion to a Child Safety Commissioner (CSC), facilitating proactive measures to mitigate potential harm to children.
Step 3: Reporting (if Necessary)
Obligatory and Voluntary Reporting
5.1 If a Worker deems it necessary to report or believes it's advisable to do so voluntarily, they must notify the relevant authority via telephone. Here's how:
(a) Department of Families, Fairness, and Housing (DFFH): (i) During business hours, contact the Division Intake team corresponding to the child's location: - North Division Intake: 1300 664 977 - South Division Intake: 1300 655 795 - East Division Intake: 1300 360 391 - West Division Intake (metropolitan): 1300 664 977 - West Division Intake (rural and regional): 1800 075 599 (ii) For emergencies between 5:00 pm and 9:00 am Monday to Friday, or on weekends, call the After Hours Child Protection Emergency Service at 13 12 78.
(b) Victoria Police: (i) In emergencies, dial 000. (ii) Reach out to your local police station. Find contact details at https://www.police.vic.gov.au/location. (iii) Contact the Sexual Offences and Child Abuse Investigation Team (SOCIT) in your area. Access contact information at https://www.police.vic.gov.au/sexual-offences-and-child-abuse-investigation-teams.
5.2 Whenever a mandatory reporter gains further grounds supporting their belief that a child may have suffered or is likely to suffer harm due to physical injury or sexual abuse, they must promptly make a report.
5.3 After making a notification as described in paragraph 5.1, it's highly recommended for the individual to inform the Child Safety Commissioner (CSC) of the action taken.
5.4 Upon notification to the CSC or the CEO regarding a child's risk of harm:
(a) Immediate steps must be taken to ensure the safety and well-being of any child or young person potentially at risk.
(b) Confirmation of the report's submission as per paragraph 5.1 is essential. If not done, assistance should be provided to the Worker in making the report.
(c) Ensuring the Worker completes an Incident Report, or assisting them in doing so, is imperative.
Suspension
5.5 If Z Staffing has allegations or concerns regarding any Worker's conduct that could potentially pose a risk of harm to a child, Z Staffing reserves the right to:
(a) Suspend the Worker while an investigation is carried out. This may involve restricting or completely removing their contact with children and cooperating with relevant authorities. The suspension may be with or without pay.
(b) Instruct the Worker to surrender any keys, passes, or equipment and provide access codes or passwords as necessary.
Step 4: Collaboration with Regulatory Authorities
6.1 Both the Worker and Z Staffing commit to full co-operation with any investigations conducted by the police or DFFH.
6.2 The Child Safety Commissioner (CSC) will assess and provide necessary support to the child(ren) involved.
6.3 All communications from regulatory authorities should be directed to a CSC and/or a member of the Executive Leadership Team.
6.4 Upon a matter being reported to a regulatory authority, Z Staffing will refrain from further interviewing the child(ren) or conducting additional investigations until receiving confirmation from the police and/or DFFH that an investigation may proceed.
6.5 DFFH or the police may conduct interviews with children and young people without parental knowledge or consent.
6.6 If a police officer or a representative from DFFH visits the premises of an Educational Institution, a member of the Educational Institution's leadership team must request identification before permitting interaction with a child or young person.
6.7 Z Staffing will promptly inform relevant regulatory bodies, including VIT and the Department of Justice and Community Safety, of any allegations as required.
Step 5: Conducting Investigations
7.1 Once authorised by the relevant regulatory authorities, Z Staffing may proceed with its internal investigation into the alleged conduct.
7.2 The investigation will be overseen by the Child Safety Commissioner (CSC), or a designated member of the Executive Leadership Team in case of CSC involvement. If necessary, an external investigator will be appointed by the CSC or a designated member of the Executive Leadership Team.
7.3 Adherence to the principles of procedural fairness and natural justice will guide the investigation process.
7.4 All Workers are expected to actively co-operate with any investigation conducted or authorized by Z Staffing.
Step 6: Confidentiality
8.1 In the aftermath of a report and throughout the investigation process, Workers are obligated to uphold strict confidentiality and protect the interests of:
(a) the child(ren) and their family;
(b) the individual(s) who filed the report; and
(c) any representative or affiliated individual of Z Staffing who is implicated in the report.
Workers must refrain from disclosing any private or confidential information pertaining to these parties or the investigation, unless authorized by law or in accordance with Z Staffing's Child Safety Policy and Procedure.
Step 7: Conclusion of Investigation
9.1 The investigation aims to determine if the alleged conduct is substantiated and whether it breaches any relevant obligations. Recommendations for preventing future harm will also be considered.
9.2 Z Staffing retains full discretion to implement safeguards, establish safety management plans, or take disciplinary actions if there is a reasonable belief of a person posing a risk of child abuse or harm.
9.3 The investigation report and findings will be reported to regulatory authorities as required.
9.4 Z Staffing will communicate the investigation findings to the respondent and may also inform the individual who reported the concern. However, the investigation report, witness statements, or findings will not be disclosed otherwise.
Step 8: Evaluation
10.1 The Z Staffing Executive Leadership Team will be apprised of the investigation's outcomes and any necessary actions to minimize future risks of harm.
Whenever possible, personal information regarding the child and respondent should be anonymized to safeguard privacy.
Annexure B: Child Safety Reporting Procedure – New South Wales
1. Overview
1.1 Z Staffing is unwavering in its commitment to safeguarding the wellbeing of children and young people accessing the services and programs provided by Educational Institutions where Z Staffing Casual Employee Educators are placed.
1.2 With a paramount focus on Child Safety, Z Staffing handles allegations, concerns, suspicions, and reports of child abuse or risk of harm with utmost diligence.
1.3 All Workers are mandated to promptly report any reasonable beliefs indicating that a child or young person has suffered harm or is at risk of harm.
1.4 Workers recognizing the need to report are strongly encouraged to utilize the eReporting system provided by the Department of Communities and Justice (DoCJ).
2. Scope
2.1 This Procedure governs all Workers employed by Z Staffing, in conjunction with the Z Staffing Child Safety Code of Conduct and the Z Staffing National Child Safety Policy.
2.2 It is essential to interpret this Procedure in alignment with the definitions outlined in the Z Staffing National Child Safety Policy and paragraph 4.2. The definitions provided within this Procedure take precedence in the event of any discrepancies.
Step 1: Assessing the Child's Safety
3.1 If a Worker suspects child abuse or perceives a risk of harm, they must remain with the child (if present) and undertake all reasonable measures to guarantee their safety and welfare.
3.2 In the event the Worker deems the child to be in serious or immediate danger of abuse or harm, they must promptly contact the police by dialing 000.
Step 2: Assessing Reporting Obligations
4.1 A Worker:
(a) If a Worker reasonably suspects that a child is at risk of significant harm:
(i) Mandatory reporters must disclose this information to the Department of Communities and Justice (DoCJ) if the child is under 16 years of age. For children aged 16 to 17 years, unborn children, or if the Worker is not a mandatory reporter, voluntary disclosure to DoCJ is permissible. The notification methods for DoCJ are detailed in Step 3. It is clarified that registered teachers, teaching assistants, and early childhood workers are mandatory reporters.
(ii) If a Worker knows, believes, or reasonably ought to know that a child under 18 years has suffered sexual abuse, serious physical abuse, or extreme neglect, they must report this information to the police promptly.
(iii) If a Worker is aware that another worker engaged in child-related work at an Educational Institution where Z Staffing Casual Employee Educators are placed on assignment poses a serious risk of sexually or physically abusing a child under 18 years, they must not neglect to reduce or remove that risk. Reporting to the police is one means to achieve this.
4.2 For the purpose of this procedure:
(a) A child is considered at risk of significant harm if:
(i) their basic physical or psychological needs are not being met or are at risk of not being met;
(ii) the parents or other caregivers have not arranged, and are unable or unwilling to arrange for the child to receive necessary medical care;
(iii) the parents or other caregivers have not arranged, and are unable or unwilling to arrange for the child or young person to receive an education;
(iv) the child has been, or is at risk of being, physically or sexually abused or ill-treated;
(v) the child is living in a household where there have been incidents of domestic violence, and as a consequence, the child is at risk of serious physical or psychological harm;
(vi) a parent or other caregiver has behaved in such a way towards the child that the child has suffered or is at risk of suffering serious psychological harm;
(vii) before the birth of a child, the child may be at risk of significant harm after his or her birth (pre-natal report); or
(viii) the child was the subject of a pre-natal report, and the birth mother of the child did not engage successfully with support services to eliminate, or minimize to the lowest level reasonably practical, the risk factors that gave rise to the report.
(b) DoCJ refers to the Department of Communities and Justice.
(c) Mandatory reporters include all individuals obligated by law to make reports, encompassing:
(i) Education workers (e.g., teachers, counselors, principals, teaching assistants); and
(ii) Children's services workers (e.g., child care workers, family day carers, and home-based carers).
(d) Workers encompass Z Staffing employees, directors, contractors, and volunteers.
4.3 If a Worker is uncertain about whether they need to make a report, they are strongly encouraged to discuss their observations and concerns with a CSC and refer to the NSW Mandatory Reporter Guide (accessible at: link).
4.4 Workers are not obligated to consult with Z Staffing or seek its support before making a report.
Responding to a Child or Young Person Harmed or at Risk of Harm by a Z Staffing Worker
4.5 If a Worker reasonably suspects that a child or young person is, or may be, at risk of harm by another Worker, then:
(a) This suspicion must be reported using the same protocols as if it were concerning someone who is not affiliated with Z Staffing; and
(b) It is strongly advised that the individual also reports this suspicion to a CSC, ensuring steps can be taken promptly to mitigate potential harm to children.
Step 3: Making a Report (if Required)
Mandatory and Voluntary Reporting
5.1 If a Worker determines they are required to make a report or have chosen to make a voluntary report, the Worker must notify:
(a) Department of Communities and Justice (DoCJ) by:
(i) Accessing the eReporting Community through the steps outlined at How do I get access to the Reporter Community.
(ii) Completing a decision tree using the NSW Mandatory Reporter Guide available at NSW Mandatory Reporter Guide.
(iii) Following the recommendations of the NSW Mandatory Reporter Guide, including reporting their suspicion by making a telephone notification to the NSW Child Protection Helpline on 132 111.
(b) NSW Police by:
(i) Dialing 000 in an emergency.
(ii) Contacting the local police station. Phone numbers are available at NSW Police Stations.
5.2 If a mandatory reporter becomes aware of any further grounds for their belief that a child may have suffered or is likely to suffer harm as a result of physical injury or sexual abuse, they must make a report each time.
5.3 Upon making a notification as outlined in paragraph 5.1, it is highly recommended that the Worker also informs the CSC (Child Safety Co-ordinator) of their action.
must:
(a) take reasonable steps to ensure the safety and wellbeing of any child or
young person who may be at risk of harm;
(b) confirm that the concern has been reported in accordance with paragraph
5.1, and if not, assist the Worker to make the report;
(c) ensure that the Worker completes an Incident Report, or assist them to
do so.
5.5 If Z Staffing has allegations or concerns regarding any Worker's conduct that could potentially pose a risk of harm to a child, Z Staffing may, at its discretion:
(a) Suspend the Worker while an investigation is conducted, which may include removing or limiting their contact with children and collaborating with authorities. This suspension may be with or without pay.
(b) Direct the Worker to return any keys, passes, equipment, and provide any access codes or passwords.
Step 4: Co-operation with Regulatory Authorities
6.1 Both the Worker and Z Staffing will fully cooperate with any investigation conducted by the police or the Department of Communities and Justice (DoCJ).
6.2 The Child Safety Coordinator (CSC) will ensure appropriate support is provided to the child(ren) as deemed necessary.
6.3 All correspondence from regulatory authorities should be directed to a CSC and/or a member of the Executive Leadership Team.
6.4 Upon a matter being reported to a regulatory authority, Z Staffing will refrain from interviewing the child(ren) or conducting any further investigation until confirmation is received from the police or the DoCJ that an investigation can proceed.
6.5 The DoCJ or the police may conduct interviews with students without their parents' knowledge or consent.
6.6 In the event a representative from the DoCJ or the police visits the premises of an Educational Institution, a member of the Educational Institution's leadership team must request to see identification before permitting them to speak with a child.
6.7 Z Staffing will promptly notify relevant regulators, including the Office of the Children's Guardian, of the allegations, as required.
7.1 Following clearance from the relevant regulatory authorities regarding a mandatory or voluntary report, Z Staffing may initiate its own investigation.
7.2 The internal investigation will be overseen by the Child Safety Coordinator (CSC) or, if the alleged conduct involves the CSC, a member of the Executive Leadership Team. Should the need arise, an external investigator will be appointed by the CSC or a member of the Executive Leadership Team.
7.3 The investigation will adhere strictly to the principles of procedural fairness and natural justice.
7.4 It is imperative that all Workers fully cooperate with any investigation conducted by or on behalf of Z Staffing.
8.1 In the aftermath of a report and throughout the investigative phase, it is imperative for Workers to uphold confidentiality, safeguarding the interests of:
(a) the child(ren) and their family;
(b) the individual(s) who filed the report; and
(c) any representative or individual associated with Z Staffing who may be implicated in the report.
Under no circumstances should Workers divulge private or confidential information concerning these parties or the ongoing investigation, unless explicitly permitted by law or in accordance with Z Staffing's Child Safety Policy and Procedure.
9.1 Upon completion, the investigation will assess whether the alleged conduct is substantiated and whether it constitutes a breach of any pertinent obligations. Additionally, the investigator will provide recommendations aimed at mitigating the risk of harm in the future.
9.2 Z Staffing retains full discretion to implement safeguards, devise safety management plans, or enact disciplinary measures if there is a reasonable belief that an individual poses a risk of child abuse or harm.
9.3 The findings of the investigation report may be reported to regulatory authorities as mandated.
9.4 Z Staffing will communicate the findings of the investigation to the respondent. Additionally, it may be deemed appropriate to inform the individual who raised the concern; however, the specifics of the investigation report, witness statements, or findings shall not be disclosed.
9.5 Z Staffing remains committed to offering support to any child, Worker, or member of the Z Staffing community throughout this process.
1 Overview
1.1 Z Staffing is dedicated to ensuring the safety of children and young people accessing the services and programs of Educational Institutions where Z Staffing Casual Employee Educators are assigned.
1.2 Z Staffing will address allegations, concerns, suspicions, and reports of child abuse or risk of harm with a primary focus on Child Safety.
1.3 It is mandatory for all Workers to report any reasonable beliefs indicating that a child or young person has been harmed or is at risk of harm, in strict accordance with this procedure.
2.1 This Procedure applies comprehensively to all Workers engaged by Z Staffing and is complemented by the Z Staffing Child Safety Code of Conduct and the Z Staffing National Child Safety Policy.
2.2 It is imperative to interpret this Procedure in alignment with the definitions outlined in the Z Staffing National Child Safety Policy and paragraph 4.2. Any inconsistencies shall be resolved in favor of the definitions provided within this Procedure.
Step 1: Assessing the Level of Danger
3.1 Upon suspecting child abuse or potential harm, the Worker shall remain with the child (if present) and undertake all necessary measures to guarantee their safety and well-being.
3.2 In cases where the Worker perceives an immediate or severe threat of abuse or harm to the child, they are required to promptly contact the police by dialing 000.
Step 2: Determining Reporting Requirements
4.1 Worker Responsibilities:
(a) Mandatory reporters, such as registered teachers, teaching assistants, and early childhood workers, are obligated to swiftly report to the CYPS if they have reasonable grounds to believe a child or young person has suffered or is enduring sexual abuse or non-accidental physical injury. Reports can be lodged via the online portal at https://form.act.gov.au/smartforms/csd/childconcern-report or by calling 1300 556 729.
(b) Workers who suspect or witness instances of abuse, neglect, family violence, or perceive a risk thereof concerning a child or young person, are encouraged to voluntarily report such concerns to CYPS.
(c) It is advisable for workers to voluntarily report to CYPS if they have reason to believe or suspect that an unborn child may be at risk of abuse or neglect after birth.
(d) Any adult who reasonably believes a sexual offense has occurred against a child or young person by another adult must promptly notify the police.
(e) Workers must not overlook their responsibility to mitigate substantial risks of sexual offenses against children or young persons within the care of an Educational Institution. It is emphasized that reporting to the police is a critical step in addressing and reducing such risks.
4.2 Definitions:
(a) "Child" refers to an individual under 12 years of age unless specified otherwise.
(b) "CYPS" stands for Child and Youth Protection Services.
(c) "Young person" denotes an individual aged 12 years or older but not yet an adult.
(d) "Mandated reporter" includes:
(i) Teachers (including paid teacher’s assistants or aides);
(ii) School counsellors;
(iii) Authorized individuals inspecting education programs, materials, or records used for home education;
(iv) Childcare center workers responsible for child care (including paid childcare assistants or aides);
(v) Individuals coordinating or monitoring home-based care for a family day care scheme provider;
(vi) Persons employed in roles involving contact with or provision of services to children and their families as specified by regulation.
(e) "Workers" encompasses all individuals employed by Z staffing, such as employees, directors, contractors, and volunteers.
4.3 Mandated reporters have the discretion to make a voluntary report if they believe that:
(a) The same information has already been reported to the police or CYPS by another individual;
(b) The abuse was perpetrated by another child; or
(c) Their belief is not based on information obtained during their engagement with Z Staffing.
4.4 If a Worker is uncertain about whether to make a report, they are strongly encouraged to discuss their observations and concerns with a CSC.
4.5 While Workers are not obligated to consult with Z Staffing or seek its support before making a report, it is highly recommended. This ensures that appropriate support can be provided to the child and allows Z Staffing to take necessary steps to minimize the risk of harm.
4.6 If a Worker suspects on reasonable grounds that a child or young person is, or may be, at risk of harm by another Z Staffing Worker, then:
(a) The suspicion must be reported in the same manner as if it arose concerning an individual outside of Z Staffing; and
(b) The person is strongly encouraged to report that suspicion to a CSC to ensure appropriate steps are taken to minimise potential harm to children.
5 Step 3: Make a report (if required) Mandatory and voluntary reporting
5.1 If a Worker determines they are required to make a report or chooses to make a voluntary report, the Worker must report their suspicion by contacting the relevant authority as outlined in 4.1 above:
(a) CYPS:
(i) Report using the online portal at: https://form.act.gov.au/smartforms/csd/child-concern-report;
(ii) Or call 1300 556 729 for further guidance.
(b) ACT Police:
(i) Dial 000 in case of emergency;
(ii) Dial 131 444 to make a report.
5.3 Upon making a notification as outlined in paragraph 5.1, individuals are strongly encouraged to inform the CSC of their action.
5.4 If a CSC or the CEO receives notification that a child is or may be at risk, they must:
(a) Take immediate steps to ensure the safety and well-being of any child or young person potentially in harm's way.
(b) Confirm that the concern has been reported in accordance with paragraph 5.1. If not, they should assist the Worker in submitting the report.
(c) Ensure that the Worker completes an Incident Report, or provide assistance as needed.
5.5 If Z Staffing has allegations or concerns regarding any Worker's conduct that could potentially pose a risk of harm to a child, Z Staffing may, at its discretion:
(a) Suspend the Worker while an investigation is conducted, which may include removing or limiting their contact with children and collaborating with authorities. This suspension may be with or without pay.
(b) Direct the Worker to return any keys, passes, equipment, and provide any access codes or passwords.
Step 4: Co-operate with regulatory authorities
4.1 Z staffing and its workers are committed to full cooperation with any investigations conducted by the police, ACT Ombudsman, or CYPS.
4.2 The CSC will ensure that appropriate support is provided to the child(ren) as determined necessary.
4.3 All communications from regulatory authorities should be directed to a CSC or a member of the Executive Leadership Team.
4.4 Upon reporting a matter to a regulatory authority, Z staffing will refrain from initiating interviews or investigations involving the child(ren) until receiving confirmation from the police or CYPS that an investigation can proceed.
4.5 CYPS, the ACT Ombudsman, or the police may conduct interviews with students without parental knowledge or consent.
4.6 Educational Institution leaders should verify the identification of representatives from CYPS, the ACT Ombudsman, or the police before granting them access to speak with a child on the premises.
4.7 Z staffing will promptly notify relevant regulatory bodies, including the department overseeing Working with Vulnerable People Registrations in Access Canberra, of any allegations as required.
Step 5: Investigation
5.1 Upon receiving clearance from the relevant regulatory authorities, z staffing will initiate its internal investigation regarding a voluntary or mandatory report.
5.2 Oversight of the internal investigation will be entrusted to the CSC, or a designated member of the Executive Leadership Team if the alleged conduct involves the CSC. Should the need arise, the CSC and Executive Leadership Team may engage an external investigator.
5.3 The investigation process will uphold the principles of procedural fairness and natural justice, ensuring a thorough and impartial examination.
5.4 All employees are obligated to fully cooperate with any investigation sanctioned by z staffing.
8.1 In the aftermath of a report and throughout the investigative phase, it is imperative for Workers to uphold confidentiality, safeguarding the interests of:
(a) the child(ren) and their family;
(b) the individual(s) who filed the report; and
(c) any representative or individual associated with Z Staffing who may be implicated in the report.
Under no circumstances should Workers divulge private or confidential information concerning these parties or the ongoing investigation, unless explicitly permitted by law or in accordance with Z Staffing's Child Safety Policy and Procedure.
9.1 Upon completion, the investigation will assess whether the alleged conduct is substantiated and whether it constitutes a breach of any pertinent obligations. Additionally, the investigator will provide recommendations aimed at mitigating the risk of harm in the future.
9.2 Z Staffing retains full discretion to implement safeguards, devise safety management plans, or enact disciplinary measures if there is a reasonable belief that an individual poses a risk of child abuse or harm.
9.3 The findings of the investigation report may be reported to regulatory authorities as mandated.
9.4 Z Staffing will communicate the findings of the investigation to the respondent. Additionally, it may be deemed appropriate to inform the individual who raised the concern; however, the specifics of the investigation report, witness statements, or findings shall not be disclosed.
9.5 Z Staffing remains committed to offering support to any child, Worker, or member of the Z Staffing community throughout this process.
Annexure D Child Safety Reporting Procedure – Queensland
1 Overview
1.1 Z Staffing is dedicated to ensuring the safety of children and young people accessing the services and programs of Educational Institutions where Z Staffing's Casual Employee Educators are placed.
1.2 Z Staffing will address allegations, concerns, suspicions, and reports of child abuse or risk of harm with utmost priority on Child Safety.
1.3 All Workers are obligated to report reasonable beliefs that a child or young person has been harmed or is at risk of harm in accordance with this procedure.
2. Scope
2.1 This Procedure governs all Workers employed by Z Staffing, in conjunction with the Z Staffing Child Safety Code of Conduct and the Z Staffing National Child Safety Policy.
2.2 It is essential to interpret this Procedure in alignment with the definitions outlined in the Z Staffing National Child Safety Policy and paragraph 4.2. The definitions provided within this Procedure take precedence in the event of any discrepancies.
Step 1: Assessing the Level of Danger
3.1 Upon suspecting child abuse or potential harm, the Worker shall remain with the child (if present) and undertake all necessary measures to guarantee their safety and well-being.
3.2 In cases where the Worker perceives an immediate or severe threat of abuse or harm to the child, they are required to promptly contact the police by dialing 000.
4 Step 2: Determine the Obligation to Report
4.1 Responsibilities of Workers:
(a) Mandatory Reporters: If identified as mandatory reporters and reasonably suspect that a child requires protection during their engagement with Z Staffing, they must promptly report to the Child Safety Service (CSS). Notably, registered teachers and early childhood workers fall under this category, while teaching assistants may not.
(b) Voluntary Reporting: Workers who reasonably suspect that a child needs protection may choose to make a voluntary report to CSS or the police.
(c) Protection of Unborn Children: Workers who suspect that an unborn child will require protection after birth have the option to voluntarily report to CSS or the police.
(d) Preventative Support: In situations where there's no direct suspicion but a belief that a child may require protection without intervention, Workers may provide information to a service provider for appropriate support.
(e) Reporting of Child Sexual Offences: If a Worker reasonably believes that a child under 16 years or a child under 18 years with a cognitive impairment has been subjected to a sexual offence, they must report it to the police promptly.
(f) Mitigation of Risks: Workers with knowledge of significant risks to children under 16 years or children under 18 years with cognitive impairments, associated with an Educational Institution where Z Staffing Casual Employee Educators are assigned, must take appropriate action to minimise or eliminate such risks. Failure to do so, when having the authority or responsibility, constitutes neglect, with reporting to the police being a viable course of action.
4.2 Definitions:
(a) Child Definition: A child refers to an individual under 18 years of age unless otherwise specified.
(b) Child in Need of Protection: A child is considered in need of protection if they have endured significant harm, are currently experiencing significant harm, or are at an unacceptable risk of suffering significant harm due to physical or sexual abuse. Additionally, this condition applies when the child lacks a parent who is capable and willing to shield them from harm.
(c) Child Sexual Offence: A child sexual offence encompasses various sexual offenses committed against a child, including indecent treatment, carnal knowledge, rape, incest, grooming, production of child exploitation material, and maintaining a sexual relationship with a child.
(d) CSS Definition: CSS stands for Child Safety Services.
(e) Harm to a Child: Harm to a child constitutes any adverse effect of significance on the child's physical, psychological, or emotional well-being. It can result from physical, psychological, or emotional abuse or neglect, sexual abuse or exploitation, a single incident, omission, or situation, as well as a series or combination thereof, regardless of the cause.
(f) Mandatory Reporter Definition: Mandatory reporters include teachers and early childhood education and care professionals.
(g) Workers: Workers encompass z staffing employees, directors, contractors, and volunteers.
4.3 If a Worker is uncertain about whether to make a report, it is strongly advised that they: (a) Utilize the online Queensland Child Protection Guide available at: https://secure.communities.qld.gov.au/cpguide/engine.aspx; and
(b) Engage in a discussion regarding their observations and concerns with a CSC.
4.4 Workers are not obligated to consult with z staffing or seek support from z staffing before making a report. However, it is highly recommended to do so to ensure that appropriate support is provided to the child, and z staffing can take necessary steps to mitigate the risk of harm.
being harmed by a Worker
(a) Report the suspicion in the same manner as if it were concerning someone not employed by Z Staffing.
(b) Strongly consider reporting the suspicion to a CSC to ensure appropriate measures are taken to minimize potential harm to children.
If a Worker decides to make a voluntary report or determines they are required to do so, they must report their suspicion by contacting the relevant authority referred to in section 4.1 above. This can be done by:
(a) Contacting CSS:
- Online Reporting: Visit CSS Online Reporting
- Telephone During Business Hours:
- Brisbane: 1300 682 254
- Central Queensland: 1300 703 762
- Far North Queensland: 1300 684 062
- North Coast: 1300 703 921
- North Queensland: 1300 706 147
- South East: 1300 679 849
- South West (Darling Downs): 1300 683 390
- South West (West Moreton): 1800 316 855
- Telephone Outside of Business Hours: Child Safety After Hours Service Centre - 1800 177 135
- Contact CSS Enquiry Unit: Call 1800 811 810 if unsure who to call.
(b) Contacting Queensland Police:
- Emergency: Dial 000
- Non-Emergency: Contact PoliceLink on 131 444.
5.3 Upon making a notification in accordance with paragraph 5.1, it is strongly encouraged that the person notifies the CSC about the action taken.
5.4 Upon notification to a CSC or the CEO that a child is, or may be, at risk of harm, the following actions must be taken:
(a) Take immediate steps to ensure the safety and wellbeing of any child or young person who may be at risk of harm.
(b) Verify that the concern has been reported in accordance with paragraph 5.1. If not, provide assistance to the Worker in making the report promptly.
(c) Ensure that the Worker completes an Incident Report, or offer assistance to ensure its completion.
5.5 If Z Staffing has allegations or concerns regarding any Worker's conduct that could potentially pose a risk of harm to a child, Z Staffing may, at its discretion:
(a) Suspend the Worker while an investigation is conducted, which may include removing or limiting their contact with children and collaborating with authorities. This suspension may be with or without pay.
(b) Direct the Worker to return any keys, passes, equipment, and provide any access codes or passwords.
Step 4: Collaboration with Regulatory Authorities
6.1 Both Workers and Z staffing commit to full cooperation with any investigations conducted by the police or CSS.
6.2 The CSC will evaluate and provide necessary support to the child(ren) as deemed appropriate.
6.3 All communications received from regulatory bodies must be promptly directed to a CSC and/or a designated member of the Executive Leadership Team.
6.4 Following a report to a regulatory authority, z staffing will refrain from initiating any interviews or further inquiries until clearance is obtained from the police or CSS confirming that an investigation can proceed.
6.5 CSS or police may conduct interviews with students without parental consent or knowledge as required by law.
6.6 Upon the arrival of representatives from CSS or the police at an Educational Institution, a member of the institution's leadership team will request valid identification before granting access to speak with a child.
6.7 Z staffing will ensure timely notification to relevant regulatory bodies, including Blue Card Services, as mandated by legislation.
Step 5: Investigation
7.1 Upon receiving clearance from the relevant regulatory authorities, z staffing will initiate its internal investigation regarding a voluntary or mandatory report.
7.2 Oversight of the internal investigation will be entrusted to the CSC, or a designated member of the Executive Leadership Team if the alleged conduct involves the CSC. Should the need arise, the CSC and Executive Leadership Team may engage an external investigator.
7.3 The investigation process will uphold the principles of procedural fairness and natural justice, ensuring a thorough and impartial examination.
7.4 All employees are obligated to fully cooperate with any investigation sanctioned by z staffing.
8.1 In the aftermath of a report and throughout the investigative phase, it is imperative for Workers to uphold confidentiality, safeguarding the interests of:
(a) the child(ren) and their family;
(b) the individual(s) who filed the report; and
(c) any representative or individual associated with Z Staffing who may be implicated in the report.
Under no circumstances should Workers divulge private or confidential information concerning these parties or the ongoing investigation, unless explicitly permitted by law or in accordance with Z Staffing's Child Safety Policy and Procedure.
9.1 Upon completion, the investigation will assess whether the alleged conduct is substantiated and whether it constitutes a breach of any pertinent obligations. Additionally, the investigator will provide recommendations aimed at mitigating the risk of harm in the future.
9.2 Z Staffing retains full discretion to implement safeguards, devise safety management plans, or enact disciplinary measures if there is a reasonable belief that an individual poses a risk of child abuse or harm.
9.3 The findings of the investigation report may be reported to regulatory authorities as mandated.
9.4 Z Staffing will communicate the findings of the investigation to the respondent. Additionally, it may be deemed appropriate to inform the individual who raised the concern; however, the specifics of the investigation report, witness statements, or findings shall not be disclosed.
9.5 Z Staffing remains committed to offering support to any child, Worker, or member of the Z Staffing community throughout this process.
Annexure E Child Safety Reporting Procedure – Western Australia
- Overview
1.1 Z staffing is firmly committed to safeguarding children and young people who utilize the services and programs of Educational Institutions where z staffing Casual Employee Educators are assigned.
1.2 Z staffing will approach allegations, concerns, suspicions, and reports of child abuse or risk of harm with the utmost priority on Child Safety.
1.3 All Workers are mandated to promptly report any reasonable suspicions suggesting that a child or young person has experienced harm or is in danger of harm, adhering to the guidelines outlined in this procedure.
2.1 This Procedure governs all Z Staffing Workers, in conjunction with the Z Staffing Child Safety Code of Conduct and the Z Staffing National Child Safety Policy.
2.2 The interpretation of this Procedure should align with the definitions outlined in the Z Staffing National Child Safety Policy and paragraph 4.2. Any inconsistencies will be resolved by prioritizing the definitions provided in this Procedure.
Step 1: Assessing the Level of Danger
3.1 Upon suspecting child abuse or potential harm, the Worker shall remain with the child (if present) and undertake all necessary measures to guarantee their safety and well-being.
3.2 In cases where the Worker perceives an immediate or severe threat of abuse or harm to the child, they are required to promptly contact the police by dialing 000.
4 Step 2: Determine Reporting Obligations
4.1 When evaluating reporting requirements, Workers should consider the following:
(a) Mandatory Reporting: If the Worker, categorized as a mandated reporter, reasonably suspects that a child has experienced sexual abuse while engaged with Z Staffing, they are obligated to report it to Child Protection. Reporting methods are outlined in Step 3. It's important to note that registered teachers and teaching assistants fall under this category.
(b) Voluntary Reporting: In cases where the Worker believes, based on reasonable grounds, that a child is enduring any form of abuse or neglect, they have the option to make a voluntary report to Child Protection or the police.
4.2 For the purpose of this procedure:
(a) A child is defined as an individual under the age of 18.
(b) Child abuse and neglect encompass various forms, including:
(i) Physical abuse, such as hitting, shaking, burning, or subjecting a child to excessive punishment.
(ii) Sexual abuse, which involves exposing a child to pornography, engaging in sexual acts with them, or exploiting them online.
(iii) Emotional abuse, characterized by constant belittlement, humiliation, or threats of harm.
(iv) Psychological abuse, including continuous belittling, isolation, or encouraging inappropriate behavior.
(v) Child neglect, which involves situations like leaving a child unsupervised, neglecting their education or medical needs, or withholding affection or support.
(c) Child Protection refers to the Child Protection Team within the Department of Communities.
(d) A mandatory reporter includes:
(i) Teachers.
(ii) Police officers.
(e) Workers encompass Z Staffing employees, directors, contractors, and volunteers.
4.3 If a Worker is uncertain about whether to make a report, they are strongly encouraged to discuss their observations and concerns with a CSC.
4.4 Workers are not required to consult with Z Staffing or seek their support before making a report. However, it is strongly encouraged to do so. This ensures that support can be provided to the child, and Z Staffing can take necessary steps to minimize the risk of harm.
being harmed by a Worker
(a) Report the suspicion in the same manner as if it were concerning someone not employed by Z Staffing.
(b) Strongly consider reporting the suspicion to a CSC to ensure appropriate measures are taken to minimize potential harm to children.
5 Step 3: Make a report (if required) Mandatory and voluntary reporting 5.1 When a Worker decides to make a report voluntarily or determines that it is necessary, they should report their suspicion by contacting:
(a) Child Protection:
(i) In the metropolitan area, reach out to the Central Intake Team: - By phone at 1800 273 889; or - Via email at cpduty@cpfs.wa.gov.au;
(ii) In regional areas, contact the relevant Country District Office listed at: https://mandatoryreporting.dcp.wa.gov.au/Pages/DCP_District_Offices.aspx; or (iii) After hours, get in touch with the Crisis Care Unit at 1800 199 008;
(b) WA Police:
(i) In emergencies, dial 000;
(ii) Contact your local police station (find contact details at: https://www.police.wa.gov.au/Contact-Us/Police), who will notify the Child Abuse Squad; or (iii) Call 131 444.
5.3 Upon making a notification in accordance with paragraph 5.1, it is strongly encouraged that the person notifies the CSC about the action taken.
5.4 Upon notification to a CSC or the CEO that a child is, or may be, at risk of harm, the following actions must be taken:
(a) Take immediate steps to ensure the safety and wellbeing of any child or young person who may be at risk of harm.
(b) Verify that the concern has been reported in accordance with paragraph 5.1. If not, provide assistance to the Worker in making the report promptly.
(c) Ensure that the Worker completes an Incident Report, or offer assistance to ensure its completion.
5.5 If Z Staffing has allegations or concerns regarding any Worker's conduct that could potentially pose a risk of harm to a child, Z Staffing may, at its discretion:
(a) Suspend the Worker while an investigation is conducted, which may include removing or limiting their contact with children and collaborating with authorities. This suspension may be with or without pay.
(b) Direct the Worker to return any keys, passes, equipment, and provide any access codes or passwords.
5.4 Upon notification to a CSC or the CEO that a child is, or may be, at risk of harm, the following actions must be taken:
(a) Take immediate steps to ensure the safety and wellbeing of any child or young person who may be at risk of harm.
(b) Verify that the concern has been reported in accordance with paragraph 5.1. If not, provide assistance to the Worker in making the report promptly.
(c) Ensure that the Worker completes an Incident Report, or offer assistance to ensure its completion.
5.5 If Z Staffing has allegations or concerns regarding any Worker's conduct that could potentially pose a risk of harm to a child, Z Staffing may, at its discretion:
(a) Suspend the Worker while an investigation is conducted, which may include removing or limiting their contact with children and collaborating with authorities. This suspension may be with or without pay.
(b) Direct the Worker to return any keys, passes, equipment, and provide any access codes or passwords.
Step 4: Co-operation with Regulatory Authorities
6.1 Workers and Z Staffing will diligently collaborate with any investigations led by the police or Child Protection.
6.2 The Child Safety Coordinator (CSC) will determine and provide suitable support for the child(ren) involved.
6.3 All communications from regulatory bodies must be directed to a CSC or a designated member of the Executive Leadership Team.
6.4 Following a report to regulatory authorities, Z Staffing will refrain from conducting interviews or investigations until clearance is obtained from the police or Child Protection. 6.5 Child Protection or the police reserve the right to interview students without parental consent or awareness.
6.6 Upon the arrival of Child Protection or police representatives at an Educational Institution, the institution's leadership team must authenticate their identification before permitting interaction with any child.
6.7 Z Staffing will promptly notify relevant regulatory bodies, including the Working with Children Check Screening Unit, of any allegations, as required by law.
Step 5: Investigation
7.1 Upon receiving clearance from the relevant regulatory authorities, z staffing will initiate its internal investigation regarding a voluntary or mandatory report.
7.2 Oversight of the internal investigation will be entrusted to the CSC, or a designated member of the Executive Leadership Team if the alleged conduct involves the CSC. Should the need arise, the CSC and Executive Leadership Team may engage an external investigator.
7.3 The investigation process will uphold the principles of procedural fairness and natural justice, ensuring a thorough and impartial examination.
7.4 All employees are obligated to fully cooperate with any investigation sanctioned by z staffing.
8.1 In the aftermath of a report and throughout the investigative phase, it is imperative for Workers to uphold confidentiality, safeguarding the interests of:
(a) the child(ren) and their family;
(b) the individual(s) who filed the report; and
(c) any representative or individual associated with Z Staffing who may be implicated in the report.
Under no circumstances should Workers divulge private or confidential information concerning these parties or the ongoing investigation, unless explicitly permitted by law or in accordance with Z Staffing's Child Safety Policy and Procedure.
9.1 Upon completion, the investigation will assess whether the alleged conduct is substantiated and whether it constitutes a breach of any pertinent obligations. Additionally, the investigator will provide recommendations aimed at mitigating the risk of harm in the future.
9.2 Z Staffing retains full discretion to implement safeguards, devise safety management plans, or enact disciplinary measures if there is a reasonable belief that an individual poses a risk of child abuse or harm.
9.3 The findings of the investigation report may be reported to regulatory authorities as mandated.
9.4 Z Staffing will communicate the findings of the investigation to the respondent. Additionally, it may be deemed appropriate to inform the individual who raised the concern; however, the specifics of the investigation report, witness statements, or findings shall not be disclosed.
9.5 Z Staffing remains committed to offering support to any child, Worker, or member of the Z Staffing community throughout this process.