- Access to personal information
- Educational Standards
- Vocational Education and Training ACT 2005 No 100
- Recognition of Prior Learning (RPL) & Mutual Recognition
- Appeal Procedures
- Access and Equity
- Consequences of Discrimination and Harassment
- E.E.O Policy
- Affirmative Action
- Workplace Health and Safety - W H&S
- Discrimination and Harassment
PBACL abides by the Privacy Act 1988 (Cth.) and the Privacy and Personal Information Protection Act 1988 (NSW).
In order to provide you with the full range of training and business advisory services, we may require that you provide personal information to us. Personal information provided to PBACL is used for the purposes of training, ongoing mentoring or support. As part of participating in the training program offered by PBACL, your personal information may be disclosed to the Department of Employment, Centrelink and Job Network Members, trainers and staff of PBACL.
The provision of personal information by you is voluntary, but if you do not provide it, you may not be able to access the full range of offered services.
Access to personal information
You have the right to access or correct your personal information held by PBACL. Contact the reception desk. You may be required to present a form of personal identification to substantiate your identity. In some cases (for example, if your information has been archived) you may need to put your request in writing. PBACL will undertake to provide you with the requested information within 21 days.
Policies, strategies and management practices adopted by PBACL will ensure that high professional standards are maintained in all aspects of marketing, delivery and evaluation of education, training advisory services, and the highest priority is given to the interest and welfare of all its clients.
Course curricula and syllabi are strictly in accordance with accredited course requirements. Instruction and participant’s performance will be monitored to ensure that competencies are achieved efficiently and effectively. Adequate facilities and equipment will be provided and maintained at a high standard.
National Vocational Education & Training Regulator Act 2011
PBACL is a registered as a training organisation under the National Vocational Education & Training Regulator Act 2011. PBACL meets the standards as required by the ACT and undergoes regular audits to ensure that it does so. For more information regarding the ACT, seehttp://www.asqa.gov.au
Recognition of Prior Learning (RPL) & Mutual Recognition
As a registered training organisation (RTO), PBACL recognises qualifications issued by other RTOs. This is called Mutual recognition.
If you have recently (within the last 2 years) undertaken the Certificate IV in Business (Small Business Management) BSB40407, or you believe you have current and relevant experience that exempts you from part, or all of the training, you may apply for RPL.
- Once accepted onto the program, let the NEIS manager know that you wish to apply.
- You will be interviewed about your skills and competencies and asked to submit a portfolio of evidence that supports your application. This portfolio may include:
- Current certificates, (certified by a J.P).
- Curriculum Vitae/ resume
- Letters of support from previous employers or testimonials.
- Following an assessment of your portfolio, you will be informed of the outcome and told whether any shortcomings were detected and the process for addressing these. This may include:
- Attending part of the program and/or
- Sitting through the assessment tasks
Note that acceptance onto the NEIS program requires a current business plan to be submitted.
Penrith City and District Business Advisory Centre (PBACL) has a grievance policy in place. If you feel that you have suffered a grievance or wish to make a complaint and are unable to resolve it with the parties directly involved, notify the trainer or the reception desk that you wish to lodge a complaint. Your grievance/complaint will be recorded and escalated to an appropriate level of authority (either the NEIS Program Manager, Executive Officer or Chairman of the board). If you wish, you may formally present your grievance/complaint to this authority. You will be informed, in writing, of the outcomes of your grievance/complaint within 21 days of lodgment. In the case where you are dissatisfied with the outcome, you can lodge the complaint with ASQA (Australian Skills Quality Authority) for training related matters or the Department of Employment for NEIS specific matters.
PBACL has an appeals policy in place. If you have achieved a Not Yet Competent (NYC) grade on your assessments, you will be given an opportunity to resubmit the assignment. If you are dissatisfied with an assessment outcome or the decision of the NEIS advisory committee, you may lodge an appeal with the Executive Officer. If the appeal is justified, the Executive Officer will arrange for either (whichever is appropriate) an independent assessor or an appeal NEIS Advisory Committee to hear the appeal. The decision of the independent assessor or Appeal Committee will be final.
Access and Equity
PBACL is committed to ensuring that every participant has a fair and reasonable education experience and shall not be discriminated against because of religious background, heritage, cultural and linguist background, gender and/or degree of physical ability. Staff are bound by the Code of Practice which details the nature and consequences of harassment, vilification, victimisation and discrimination. They are charged with the responsibility of:
- Ensuring that all participants are treated fairly and in a manner that is free from prejudice
- Ensuring that harassment and discrimination does not take place in the workplace or training centre
- Ensuring that they do not themselves harass or discriminate against others
- Note and take action when any discriminatory or harassment behavior is detected.
As a participant in the program, you are expected to treat other participants and the trainers with respect and undertake not to harass or discriminate against your fellow participants.
Consequences of Discrimination and Harassment
Employees, client and participants are expected to comply with company policy and refrain from engaging in any discriminatory or harassing behavior. Discrimination or harassment will not be tolerated at PBACL. Where instances of discrimination or harassment occur, they will be investigated in a confidential manner. If proven, the person responsible will be disciplined. In serious cases, this may involve dismissal from relevant course, or termination of NEIS Contract.
PBACL has in place a Grievance Handling Policy which details the action participants or employees can take if they feel that they have been discriminated against or harassed. If a complaint is to be lodged it is to be made through the Executive Officer.
At PBACL we are committed to ensuring a workplace free of discrimination and harassment. This commitment is based, in part, on the need to ensure that our company compiles with equal opportunity laws. However, we are also committed to providing a pleasant working environment for all employees and encouraging good working relationships between employees.
PBACL will endeavor to ensure that in the application of all company policies, practices and procedures, no discrimination takes place and that all employees enjoy equal access to opportunities within the company. The basis of employment decisions is the individual merit of employees.
Workplace Health and Safety Policy
The company is committed to providing a healthy and safe workplace for all its Employees,mentors,sub-contractors and students and to safeguard the well being of clients.
The Penrith City and District Business Advisory Centre Limited Organisation Policy is accident prevention and that NO business objective takes precedence over safety.This responsibility also extends to off the job activity.
The Company is also committed to providing effective rehabilitation to any injured or ill personnel and to control occupational health hazards in compliance with the revelant Acts,Regulations and Australian Standards.
The maximum benefit from Workplace Health and Safety can only be realised when identified as being our individual and personal responsibility, to which we pledge our full support and co-operation in all our efforts to achieve this common goal.
In line with the requirements of the Affirmative Action (equal Employment Opportunity for Women) Act 1986 PBACL adheres to an affirmative action policy. The aims of this are to:
- To recognise barriers within the workplace which have prevented EEO for women
- To encourage women to enter non-traditional jobs
- To increase the number of women in management
- To assist employees find a balance between work and family life
Overall responsibility for affirmative action at PBACL lies with the Executive Officer