Workplace behaviour
Young workers, particularly those starting a job for the first
time, are usually unaware of how to deal with inappropriate
workplace behaviours like discrimination, harassment and
bullying.
Workplace bullying is not acceptable. The risk of it occurring
can be eliminated or minimised by proactive approaches and
policies that create a co-operative anti-bullying culture within
a workplace.
Workplace policies should be implemented in relation to
managing these hazards and it is important that young workers
be aware of them.
Workplace bullying does not include reasonable and lawful
direction or management action to direct and control the way
work is carried out.
Workplace bullying is repeated and unreasonable behaviour
directed towards a worker or a group of workers that creates
a risk to health, safety and wellbeing.
for employers
Young Workers
for workers
Be aware that some young workers may
be afraid or reluctant to speak up about
discrimination, harassment and bullying –
until it’s too late. It is vital that you create
an environment where young workers feel
comfortable raising these issues.
If you experience discrimination or
harassment, or are being bullied at work, you
must report it to your supervisor or manager.
If for some reason you can’t report it to them,
you should contact the SafeWork SA Help
Centre on 1300 365 255 or the Fair Work
Commission on 1300 799 675 for information
and assistance.
A guide to rights and responsibilities at
work for young people and employers
Further information
A number of useful contacts and web links are available on the
SafeWork SA website at safework.sa.gov.au.
SafeWork SA regulates, promotes and encourages safe, fair,
productive working lives, administers state industrial relations
legislation and manages the state’s work health and safety
functions.
Working with employers, workers, business, industry,
government and unions, SafeWork SA provides a full range
of work health and safety, public safety and state-based
industrial relations services to all South Australian workplaces,
including:
• providing advice and assistance to workers and employers
• increasing workplace safety through active involvement and consultation with employers, workers and the community
• growing knowledge, understanding and skills with
improved education and training
• ensuring compliance and helping everyone to
understand and meet their regulatory obligations
• developing injury prevention initiatives based on sound research and delivered with effective engagement
• monitoring and assessing safety procedures to encourage and help with a cycle of continuous improvement.
The Government of South Australia website sa.gov.au
provides access to a wealth of information and services for
South Australians.
Topics or sections of interest include:
• business, industry and trade
– employing people
– licensing and regulation
• education, skills and learning
– vocational education and training
•
employment and finance
– looking for work
– at work
– information for employers.
SafeWork SA
safe, fair, productive working lives
1300 365 255
safework.sa.gov.au
0891 OCTOBER 2014
© Government of South Australia, 2014
safe, fair, productive working lives
If you are a young person thinking about starting work, or you
are thinking about employing a young worker, this guide will
help you understand your respective rights and responsibilities.
Young workers can be vulnerable and at increased risk of workplace injury due to lack of experience, maturity and awareness.
They may also be:
• still developing their skills, competencies and physical capabilities
Probationary periods, work experience and trial work
Pay and employment conditions
There are two sets of laws that establish pay and employment
conditions in South Australia.
in the state industrial relations system covered by the Fair Work
Act 1994 (SA).
South Australia’s private sector employers are in the national
workplace relations system covered by the Fair Work Act 2009
(Cth). South Australia’s public sector and local government are
Government and non-government organisations where you
can get advice and information on wages and conditions of
employment are listed on the SafeWork SA website at
safework.sa.gov.au.
• unaware of their rights and responsibilities
• unaware of their responsibilities and the duties of their employer regarding work health and safety
for employers
• unfamiliar with appropriate workplace behaviours
• reluctant to make requests, ask questions or speak out about problems
• overly keen to please and make a good impression
• over-confident of their capabilities.
The website features an electronic wages and
award tool to help you find the correct pay
rate, award and conditions of employment
(like annual leave and sick leave).
Here are some of the important things to be considered.
Employers
Workers
An employer is someone who employs a person to carry out
work for them or on their behalf. An employer can be:
• a sole trader
• a partnership
• a corporation
• local government (council)
• state or commonwealth government
• the trustee of a trust.
A worker, also referred to as an employee, is someone who
carries out work for an employer, on a full-time, part-time or
casual basis.
A workplace includes any place where a worker goes, or is
likely to be, in the course of their work. This includes a vehicle,
vessel, aircraft or other mobile structure.
for employers
You should consider developing an induction
program specifically for young workers, given
that they may be starting their first job.
Under South Australia’s work health and safety laws, a worker
also includes:
• students participating in a school-based work experience program
• volunteers
• labour hire employees
• apprentices and trainees.
for workers
You should consider preparing a preemployment checklist. In preparing your
checklist determine what information you
already have and what information you need
to prepare for your new job.
Minimum working age
There is no minimum working age in South Australia. However,
it is a requirement of the Education Act 1972 that a child of
compulsory school age (between 6 and 16 years of age) cannot
be employed during the hours that they are required to attend
school.
For an extensive range of employment
information visit the Fair Work Ombudsman
website at fairwork.gov.au or contact them
on 13 13 94.
Nor are they allowed to work at a time that is likely to render
them unfit to attend school or to obtain the proper benefit
from such attendance during the school week e.g. working
late at night or early in the morning.
It also contains specific information and
advice to assist businesses that employ young
workers.
Specific advice should be sought as part of a pre-employment
checklist.
for employers
If you are employing a young worker as part
of a vocational education and training (VET)
in schools program, you should consult with
the student, the school VET co-ordinator/
broker and the young worker’s parent(s) or
guardian.
If you are experiencing problems, you should
contact the appropriate traineeship or
apprenticeship authorities or advisors before
taking any action.
Work experience is the term usually given to a work placement
associated with a young person’s education. Many high school
students will undertake unpaid work experience as part of their
school curriculum. TAFE and university students also do work
placements as part of their course, and these are typically not
required to be paid. Most other forms of work experience are
no different to trial work.
Trial work should be paid if the worker is performing tasks that
are of benefit to a business and would normally be undertaken
by a paid worker. Unpaid work trials should only occur if it
involves no more than a demonstration of a person’s skills or
observation of others performing the work.
for workers
If you are going to work in the public sector,
the SafeWork SA website safework.sa.gov.au
has a broad range of information.
If you are going to work in the private
sector, the Office of the Fair Work
Ombudsman website at fairwork.gov.au
contains a range of employment information,
including an electronic wages and award tool
to help find your award and conditions of
employment (e.g. annual leave, sick leave).
If you need help to find out which workplace
relations system applies to you, contact the
SafeWork SA Help Centre on 1300 365 255.
Traineeships and apprenticeships
A traineeship or apprenticeship involves agreeing to (and
signing) a training contract. The training contract contains a
number of specific training conditions and responsibilities for
both workers and their employers.
A probationary period can be used to assess if a worker is
suitable for the job. It is not a separate period of employment
and so a probationary worker should receive the same pay and
entitlements as someone who isn’t on probation.
A number of government and non-government organisations
can provide information and advice on traineeships and
apprenticeships for both workers and employers. You could
start by contacting the Department for Further Education,
Employment, Science and Technology on 1800 673 097 or
visit dfeest.sa.gov.au.
for workers
If you are thinking about doing a VET in
schools traineeship or apprenticeship, you
should get advice and information from the
school VET co-ordinator, as well as discuss this
with a parent or guardian.
If you are experiencing problems, you should
contact the appropriate authorities or
advisors before taking any action.
for employers
Unless it is part of an education or vocational
placement, a person undertaking any form of
work experience or trial work that is of direct
benefit to your business should be paid the
legal minimum pay rate for that type of work.
for workers
A trial period can only be legally unpaid if
it is necessary to evaluate your suitability
for a job. It should only consist of you
demonstrating your skills relevant to the job’s
required tasks.
Work health and safety
Under the Work Health and Safety Act 2012 (SA), an
employer is known as a Person Conducting a Business or
Undertaking (PCBU). A PCBU has a primary duty to ensure,
so far as is reasonably practicable, that the health and safety
of their workers is not put at risk from the conduct of the
business or undertaking.
This duty also applies to others in their workplace, like clients,
visitors, customers and volunteers.
The PCBU is required to provide:
• a safe work environment
• safe plant and structures
• safe systems of work
• safe use and handling of plant, structures and substances
• adequate facilities to support the welfare of workers
• information, training, instruction and supervision
• monitoring workers’ health and workplace conditions to
prevent illness or injury of workers.
for employers
for workers
For more information, including a useful
seven-step guide for small business, visit the
SafeWork SA website at safework.sa.gov.au
or call the Help Centre on 1300 365 255.
You also need to take care of your own safety
and the safety of others. Remember, you
should never be forced to do anything that
is unsafe. If you become aware of an unsafe
situation, stop the work and report it to your
supervisor immediately.
You need to provide new workers with
sufficient information, instruction, training
and supervision to ensure that they are
competent to work safely. An induction into
the business, including working through
your current policies and procedures, is a
great way of conveying safety standards and
expectations to new workers.
Before starting work in a new job you should
be inducted and trained to ensure that you
are able to work safely. Your PCBU should
have policies and procedures in place in
relation to health and safety issues, and must
ensure that you are adequately supervised.
This publication is licensed under a Creative Commons Attribution Australia Licence v3.0. For terms see: http://creativecommons.org/licences/by/3.0/au/deeden.
Disclaimer | While care has been taken to ensure the accuracy and currency of the information in this publication, at the time of reading it may not be sufficiently accurate, current or complete to suit your individual
needs. Reliance on the information in this publication is at your own risk. SafeWork SA accepts no liability for any loss resulting from your reliance on it. To best meet your work health and safety obligations refer to
current Acts, Regulations and Codes of Practice.
If you are a young person thinking about starting work, or you
are thinking about employing a young worker, this guide will
help you understand your respective rights and responsibilities.
Young workers can be vulnerable and at increased risk of workplace injury due to lack of experience, maturity and awareness.
They may also be:
• still developing their skills, competencies and physical capabilities
Probationary periods, work experience and trial work
Pay and employment conditions
There are two sets of laws that establish pay and employment
conditions in South Australia.
in the state industrial relations system covered by the Fair Work
Act 1994 (SA).
South Australia’s private sector employers are in the national
workplace relations system covered by the Fair Work Act 2009
(Cth). South Australia’s public sector and local government are
Government and non-government organisations where you
can get advice and information on wages and conditions of
employment are listed on the SafeWork SA website at
safework.sa.gov.au.
• unaware of their rights and responsibilities
• unaware of their responsibilities and the duties of their employer regarding work health and safety
for employers
• unfamiliar with appropriate workplace behaviours
• reluctant to make requests, ask questions or speak out about problems
• overly keen to please and make a good impression
• over-confident of their capabilities.
The website features an electronic wages and
award tool to help you find the correct pay
rate, award and conditions of employment
(like annual leave and sick leave).
Here are some of the important things to be considered.
Employers
Workers
An employer is someone who employs a person to carry out
work for them or on their behalf. An employer can be:
• a sole trader
• a partnership
• a corporation
• local government (council)
• state or commonwealth government
• the trustee of a trust.
A worker, also referred to as an employee, is someone who
carries out work for an employer, on a full-time, part-time or
casual basis.
A workplace includes any place where a worker goes, or is
likely to be, in the course of their work. This includes a vehicle,
vessel, aircraft or other mobile structure.
for employers
You should consider developing an induction
program specifically for young workers, given
that they may be starting their first job.
Under South Australia’s work health and safety laws, a worker
also includes:
• students participating in a school-based work experience program
• volunteers
• labour hire employees
• apprentices and trainees.
for workers
You should consider preparing a preemployment checklist. In preparing your
checklist determine what information you
already have and what information you need
to prepare for your new job.
Minimum working age
There is no minimum working age in South Australia. However,
it is a requirement of the Education Act 1972 that a child of
compulsory school age (between 6 and 16 years of age) cannot
be employed during the hours that they are required to attend
school.
For an extensive range of employment
information visit the Fair Work Ombudsman
website at fairwork.gov.au or contact them
on 13 13 94.
Nor are they allowed to work at a time that is likely to render
them unfit to attend school or to obtain the proper benefit
from such attendance during the school week e.g. working
late at night or early in the morning.
It also contains specific information and
advice to assist businesses that employ young
workers.
Specific advice should be sought as part of a pre-employment
checklist.
for employers
If you are employing a young worker as part
of a vocational education and training (VET)
in schools program, you should consult with
the student, the school VET co-ordinator/
broker and the young worker’s parent(s) or
guardian.
If you are experiencing problems, you should
contact the appropriate traineeship or
apprenticeship authorities or advisors before
taking any action.
Work experience is the term usually given to a work placement
associated with a young person’s education. Many high school
students will undertake unpaid work experience as part of their
school curriculum. TAFE and university students also do work
placements as part of their course, and these are typically not
required to be paid. Most other forms of work experience are
no different to trial work.
Trial work should be paid if the worker is performing tasks that
are of benefit to a business and would normally be undertaken
by a paid worker. Unpaid work trials should only occur if it
involves no more than a demonstration of a person’s skills or
observation of others performing the work.
for workers
If you are going to work in the public sector,
the SafeWork SA website safework.sa.gov.au
has a broad range of information.
If you are going to work in the private
sector, the Office of the Fair Work
Ombudsman website at fairwork.gov.au
contains a range of employment information,
including an electronic wages and award tool
to help find your award and conditions of
employment (e.g. annual leave, sick leave).
If you need help to find out which workplace
relations system applies to you, contact the
SafeWork SA Help Centre on 1300 365 255.
Traineeships and apprenticeships
A traineeship or apprenticeship involves agreeing to (and
signing) a training contract. The training contract contains a
number of specific training conditions and responsibilities for
both workers and their employers.
A probationary period can be used to assess if a worker is
suitable for the job. It is not a separate period of employment
and so a probationary worker should receive the same pay and
entitlements as someone who isn’t on probation.
A number of government and non-government organisations
can provide information and advice on traineeships and
apprenticeships for both workers and employers. You could
start by contacting the Department for Further Education,
Employment, Science and Technology on 1800 673 097 or
visit dfeest.sa.gov.au.
for workers
If you are thinking about doing a VET in
schools traineeship or apprenticeship, you
should get advice and information from the
school VET co-ordinator, as well as discuss this
with a parent or guardian.
If you are experiencing problems, you should
contact the appropriate authorities or
advisors before taking any action.
for employers
Unless it is part of an education or vocational
placement, a person undertaking any form of
work experience or trial work that is of direct
benefit to your business should be paid the
legal minimum pay rate for that type of work.
for workers
A trial period can only be legally unpaid if
it is necessary to evaluate your suitability
for a job. It should only consist of you
demonstrating your skills relevant to the job’s
required tasks.
Work health and safety
Under the Work Health and Safety Act 2012 (SA), an
employer is known as a Person Conducting a Business or
Undertaking (PCBU). A PCBU has a primary duty to ensure,
so far as is reasonably practicable, that the health and safety
of their workers is not put at risk from the conduct of the
business or undertaking.
This duty also applies to others in their workplace, like clients,
visitors, customers and volunteers.
The PCBU is required to provide:
• a safe work environment
• safe plant and structures
• safe systems of work
• safe use and handling of plant, structures and substances
• adequate facilities to support the welfare of workers
• information, training, instruction and supervision
• monitoring workers’ health and workplace conditions to
prevent illness or injury of workers.
for employers
for workers
For more information, including a useful
seven-step guide for small business, visit the
SafeWork SA website at safework.sa.gov.au
or call the Help Centre on 1300 365 255.
You also need to take care of your own safety
and the safety of others. Remember, you
should never be forced to do anything that
is unsafe. If you become aware of an unsafe
situation, stop the work and report it to your
supervisor immediately.
You need to provide new workers with
sufficient information, instruction, training
and supervision to ensure that they are
competent to work safely. An induction into
the business, including working through
your current policies and procedures, is a
great way of conveying safety standards and
expectations to new workers.
Before starting work in a new job you should
be inducted and trained to ensure that you
are able to work safely. Your PCBU should
have policies and procedures in place in
relation to health and safety issues, and must
ensure that you are adequately supervised.
This publication is licensed under a Creative Commons Attribution Australia Licence v3.0. For terms see: http://creativecommons.org/licences/by/3.0/au/deeden.
Disclaimer | While care has been taken to ensure the accuracy and currency of the information in this publication, at the time of reading it may not be sufficiently accurate, current or complete to suit your individual
needs. Reliance on the information in this publication is at your own risk. SafeWork SA accepts no liability for any loss resulting from your reliance on it. To best meet your work health and safety obligations refer to
current Acts, Regulations and Codes of Practice.
If you are a young person thinking about starting work, or you
are thinking about employing a young worker, this guide will
help you understand your respective rights and responsibilities.
Young workers can be vulnerable and at increased risk of workplace injury due to lack of experience, maturity and awareness.
They may also be:
• still developing their skills, competencies and physical capabilities
Probationary periods, work experience and trial work
Pay and employment conditions
There are two sets of laws that establish pay and employment
conditions in South Australia.
in the state industrial relations system covered by the Fair Work
Act 1994 (SA).
South Australia’s private sector employers are in the national
workplace relations system covered by the Fair Work Act 2009
(Cth). South Australia’s public sector and local government are
Government and non-government organisations where you
can get advice and information on wages and conditions of
employment are listed on the SafeWork SA website at
safework.sa.gov.au.
• unaware of their rights and responsibilities
• unaware of their responsibilities and the duties of their employer regarding work health and safety
for employers
• unfamiliar with appropriate workplace behaviours
• reluctant to make requests, ask questions or speak out about problems
• overly keen to please and make a good impression
• over-confident of their capabilities.
The website features an electronic wages and
award tool to help you find the correct pay
rate, award and conditions of employment
(like annual leave and sick leave).
Here are some of the important things to be considered.
Employers
Workers
An employer is someone who employs a person to carry out
work for them or on their behalf. An employer can be:
• a sole trader
• a partnership
• a corporation
• local government (council)
• state or commonwealth government
• the trustee of a trust.
A worker, also referred to as an employee, is someone who
carries out work for an employer, on a full-time, part-time or
casual basis.
A workplace includes any place where a worker goes, or is
likely to be, in the course of their work. This includes a vehicle,
vessel, aircraft or other mobile structure.
for employers
You should consider developing an induction
program specifically for young workers, given
that they may be starting their first job.
Under South Australia’s work health and safety laws, a worker
also includes:
• students participating in a school-based work experience program
• volunteers
• labour hire employees
• apprentices and trainees.
for workers
You should consider preparing a preemployment checklist. In preparing your
checklist determine what information you
already have and what information you need
to prepare for your new job.
Minimum working age
There is no minimum working age in South Australia. However,
it is a requirement of the Education Act 1972 that a child of
compulsory school age (between 6 and 16 years of age) cannot
be employed during the hours that they are required to attend
school.
For an extensive range of employment
information visit the Fair Work Ombudsman
website at fairwork.gov.au or contact them
on 13 13 94.
Nor are they allowed to work at a time that is likely to render
them unfit to attend school or to obtain the proper benefit
from such attendance during the school week e.g. working
late at night or early in the morning.
It also contains specific information and
advice to assist businesses that employ young
workers.
Specific advice should be sought as part of a pre-employment
checklist.
for employers
If you are employing a young worker as part
of a vocational education and training (VET)
in schools program, you should consult with
the student, the school VET co-ordinator/
broker and the young worker’s parent(s) or
guardian.
If you are experiencing problems, you should
contact the appropriate traineeship or
apprenticeship authorities or advisors before
taking any action.
Work experience is the term usually given to a work placement
associated with a young person’s education. Many high school
students will undertake unpaid work experience as part of their
school curriculum. TAFE and university students also do work
placements as part of their course, and these are typically not
required to be paid. Most other forms of work experience are
no different to trial work.
Trial work should be paid if the worker is performing tasks that
are of benefit to a business and would normally be undertaken
by a paid worker. Unpaid work trials should only occur if it
involves no more than a demonstration of a person’s skills or
observation of others performing the work.
for workers
If you are going to work in the public sector,
the SafeWork SA website safework.sa.gov.au
has a broad range of information.
If you are going to work in the private
sector, the Office of the Fair Work
Ombudsman website at fairwork.gov.au
contains a range of employment information,
including an electronic wages and award tool
to help find your award and conditions of
employment (e.g. annual leave, sick leave).
If you need help to find out which workplace
relations system applies to you, contact the
SafeWork SA Help Centre on 1300 365 255.
Traineeships and apprenticeships
A traineeship or apprenticeship involves agreeing to (and
signing) a training contract. The training contract contains a
number of specific training conditions and responsibilities for
both workers and their employers.
A probationary period can be used to assess if a worker is
suitable for the job. It is not a separate period of employment
and so a probationary worker should receive the same pay and
entitlements as someone who isn’t on probation.
A number of government and non-government organisations
can provide information and advice on traineeships and
apprenticeships for both workers and employers. You could
start by contacting the Department for Further Education,
Employment, Science and Technology on 1800 673 097 or
visit dfeest.sa.gov.au.
for workers
If you are thinking about doing a VET in
schools traineeship or apprenticeship, you
should get advice and information from the
school VET co-ordinator, as well as discuss this
with a parent or guardian.
If you are experiencing problems, you should
contact the appropriate authorities or
advisors before taking any action.
for employers
Unless it is part of an education or vocational
placement, a person undertaking any form of
work experience or trial work that is of direct
benefit to your business should be paid the
legal minimum pay rate for that type of work.
for workers
A trial period can only be legally unpaid if
it is necessary to evaluate your suitability
for a job. It should only consist of you
demonstrating your skills relevant to the job’s
required tasks.
Work health and safety
Under the Work Health and Safety Act 2012 (SA), an
employer is known as a Person Conducting a Business or
Undertaking (PCBU). A PCBU has a primary duty to ensure,
so far as is reasonably practicable, that the health and safety
of their workers is not put at risk from the conduct of the
business or undertaking.
This duty also applies to others in their workplace, like clients,
visitors, customers and volunteers.
The PCBU is required to provide:
• a safe work environment
• safe plant and structures
• safe systems of work
• safe use and handling of plant, structures and substances
• adequate facilities to support the welfare of workers
• information, training, instruction and supervision
• monitoring workers’ health and workplace conditions to
prevent illness or injury of workers.
for employers
for workers
For more information, including a useful
seven-step guide for small business, visit the
SafeWork SA website at safework.sa.gov.au
or call the Help Centre on 1300 365 255.
You also need to take care of your own safety
and the safety of others. Remember, you
should never be forced to do anything that
is unsafe. If you become aware of an unsafe
situation, stop the work and report it to your
supervisor immediately.
You need to provide new workers with
sufficient information, instruction, training
and supervision to ensure that they are
competent to work safely. An induction into
the business, including working through
your current policies and procedures, is a
great way of conveying safety standards and
expectations to new workers.
Before starting work in a new job you should
be inducted and trained to ensure that you
are able to work safely. Your PCBU should
have policies and procedures in place in
relation to health and safety issues, and must
ensure that you are adequately supervised.
This publication is licensed under a Creative Commons Attribution Australia Licence v3.0. For terms see: http://creativecommons.org/licences/by/3.0/au/deeden.
Disclaimer | While care has been taken to ensure the accuracy and currency of the information in this publication, at the time of reading it may not be sufficiently accurate, current or complete to suit your individual
needs. Reliance on the information in this publication is at your own risk. SafeWork SA accepts no liability for any loss resulting from your reliance on it. To best meet your work health and safety obligations refer to
current Acts, Regulations and Codes of Practice.
Workplace behaviour
Young workers, particularly those starting a job for the first
time, are usually unaware of how to deal with inappropriate
workplace behaviours like discrimination, harassment and
bullying.
Workplace bullying is not acceptable. The risk of it occurring
can be eliminated or minimised by proactive approaches and
policies that create a co-operative anti-bullying culture within
a workplace.
Workplace policies should be implemented in relation to
managing these hazards and it is important that young workers
be aware of them.
Workplace bullying does not include reasonable and lawful
direction or management action to direct and control the way
work is carried out.
Workplace bullying is repeated and unreasonable behaviour
directed towards a worker or a group of workers that creates
a risk to health, safety and wellbeing.
for employers
Young Workers
for workers
Be aware that some young workers may
be afraid or reluctant to speak up about
discrimination, harassment and bullying –
until it’s too late. It is vital that you create
an environment where young workers feel
comfortable raising these issues.
If you experience discrimination or
harassment, or are being bullied at work, you
must report it to your supervisor or manager.
If for some reason you can’t report it to them,
you should contact the SafeWork SA Help
Centre on 1300 365 255 or the Fair Work
Commission on 1300 799 675 for information
and assistance.
A guide to rights and responsibilities at
work for young people and employers
Further information
A number of useful contacts and web links are available on the
SafeWork SA website at safework.sa.gov.au.
SafeWork SA regulates, promotes and encourages safe, fair,
productive working lives, administers state industrial relations
legislation and manages the state’s work health and safety
functions.
Working with employers, workers, business, industry,
government and unions, SafeWork SA provides a full range
of work health and safety, public safety and state-based
industrial relations services to all South Australian workplaces,
including:
• providing advice and assistance to workers and employers
• increasing workplace safety through active involvement and consultation with employers, workers and the community
• growing knowledge, understanding and skills with
improved education and training
• ensuring compliance and helping everyone to
understand and meet their regulatory obligations
• developing injury prevention initiatives based on sound research and delivered with effective engagement
• monitoring and assessing safety procedures to encourage and help with a cycle of continuous improvement.
The Government of South Australia website sa.gov.au
provides access to a wealth of information and services for
South Australians.
Topics or sections of interest include:
• business, industry and trade
– employing people
– licensing and regulation
• education, skills and learning
– vocational education and training
•
employment and finance
– looking for work
– at work
– information for employers.
SafeWork SA
safe, fair, productive working lives
1300 365 255
safework.sa.gov.au
0891 OCTOBER 2014
© Government of South Australia, 2014
safe, fair, productive working lives
Workplace behaviour
Young workers, particularly those starting a job for the first
time, are usually unaware of how to deal with inappropriate
workplace behaviours like discrimination, harassment and
bullying.
Workplace bullying is not acceptable. The risk of it occurring
can be eliminated or minimised by proactive approaches and
policies that create a co-operative anti-bullying culture within
a workplace.
Workplace policies should be implemented in relation to
managing these hazards and it is important that young workers
be aware of them.
Workplace bullying does not include reasonable and lawful
direction or management action to direct and control the way
work is carried out.
Workplace bullying is repeated and unreasonable behaviour
directed towards a worker or a group of workers that creates
a risk to health, safety and wellbeing.
for employers
Young Workers
for workers
Be aware that some young workers may
be afraid or reluctant to speak up about
discrimination, harassment and bullying –
until it’s too late. It is vital that you create
an environment where young workers feel
comfortable raising these issues.
If you experience discrimination or
harassment, or are being bullied at work, you
must report it to your supervisor or manager.
If for some reason you can’t report it to them,
you should contact the SafeWork SA Help
Centre on 1300 365 255 or the Fair Work
Commission on 1300 799 675 for information
and assistance.
A guide to rights and responsibilities at
work for young people and employers
Further information
A number of useful contacts and web links are available on the
SafeWork SA website at safework.sa.gov.au.
SafeWork SA regulates, promotes and encourages safe, fair,
productive working lives, administers state industrial relations
legislation and manages the state’s work health and safety
functions.
Working with employers, workers, business, industry,
government and unions, SafeWork SA provides a full range
of work health and safety, public safety and state-based
industrial relations services to all South Australian workplaces,
including:
• providing advice and assistance to workers and employers
• increasing workplace safety through active involvement and consultation with employers, workers and the community
• growing knowledge, understanding and skills with
improved education and training
• ensuring compliance and helping everyone to
understand and meet their regulatory obligations
• developing injury prevention initiatives based on sound research and delivered with effective engagement
• monitoring and assessing safety procedures to encourage and help with a cycle of continuous improvement.
The Government of South Australia website sa.gov.au
provides access to a wealth of information and services for
South Australians.
Topics or sections of interest include:
• business, industry and trade
– employing people
– licensing and regulation
• education, skills and learning
– vocational education and training
•
employment and finance
– looking for work
– at work
– information for employers.
SafeWork SA
safe, fair, productive working lives
1300 365 255
safework.sa.gov.au
0891 OCTOBER 2014
© Government of South Australia, 2014
safe, fair, productive working lives