Workplace policies

Please note: The suite of Workplace Policies and Procedures are under review to incorporate the relevant changes in legislation and regulations. If you have any questions pertaining to the content of these policies, in the first instance please contact Human Resources department on humanresources@sa.uca.org.au or (08) 8236-4278.


A Foreword - Workplace Policies and Procedures

The Uniting Church SA Workplace Policies and Procedures relating to human resources and work health and safety, have been developed to provide policies and procedures for the management of all personnel of the Uniting Church SA. This includes personnel of the Councils of Synod (being the Synod Office, Uniting College for Leadership & Theology, Uniting Venues SA, Uniting Aboriginal and Islander Christian Congress (UAICC)), and in most cases Uniting Church SA congregations. These policies and procedures do not relate to personnel employed by community and aged care services, hospital, schools and colleges associated with the Uniting Church which are separately incorporated.

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Annual Leave Policy

All employees of Uniting Church SA will be entitled to four (4) weeks of paid annual leave for each full year of service as prescribed by the National Employment Standards of the
Fair Work Act 2009.

Last Reviewed: July 2016
First Issued: October 2007

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Code of Conduct

The Uniting Church SA actively promotes a way of life which embraces Christian values and ethics. All personnel are expected to demonstrate behaviour in accordance with the contents of this code.

Last reviewed: July 2016
First Issued: February 2013

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Compassionate Leave

All Uniting Church SA employees (excluding *casuals) are entitled to paid Compassionate Leave as prescribed by the relevant Award or as determined by the National Employment Standards of the Fair Work Act 2009.

Reviewed: July 2016
First Issued: July 2

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Confidentiality Policy

This policy applies to all Uniting Church SA (UCSA) personnel as defined in the Workplace Policies and Procedures Manual introduction, i.e. Ministers of the Word, those in specified ministries, lay staff and volunteers.

Issued: March 2010

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Corporate Credit Card Policy

Issued: April 2009

Policy Statement

The corporate credit card policy has been developed to provide a means for Uniting Church SA (UCSA) personnel to pay for UCSA business related expenses through the use of a corporate credit card.  Personnel who receive a corporate credit card must agree to the terms and conditions set out below prior to being issued with a card.

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Education and Development Policy

Draft review: April 2019
Replaces: 27/ Sept/ 2010
Replaces: 30/Mar/ 2007
First Issued: 30 /Mar /2007

This Policy will remain as a final draft for a period of two weeks from the time of its release. This will provide an opportunity for comment or enquiry; these can be addressed to humanresources@sa.uca.org.au. At the end of the two week period the policy will become final until such time as a review is required or there are changes in legislation affecting the policy content.

Please Note: This policy replaces the (i) Education Assistance/Study Leave Policy and (ii) Training and Development Policy.

Introduction

The Uniting Church in South Australia (UCSA) values the gifts and skills that each employee brings to the Church. The UCSA seeks to strengthen its capacity to serve the Presbytery and Synod and is committed to investing in its employees and fostering a culture of learning. To achieve this the UCSA is committed to supporting education and development opportunities for its employees relevant to their position and responsibilities so that together the needs of the Church are met. The Uniting Church SA is also committed to building a healthy, committed and capable work force whilst also ensuring it meets its current and future legislative obligations in all work place practices.

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Emergency Evacuation Policy

Reviewed: January 2017
Issued: April 2012

Policy Statement

Uniting Church SA (UCSA) is committed to providing a safe workplace and systems of work for all staff, contractors, volunteers and visitors (referred to collectively as ‘personnel’). It recognises that an emergency situation may occur which requires a well rehearsed and standardised response from all personnel, to ensure the safety of all persons on site at the time of the emergency.  An emergency is a situation that is dangerous or potentially dangerous to life, property and environment.

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Employee Assistance Program Policy

Uniting Church SA has established an Employee Assistance Program (EAP) to provide confidential counselling and related services to employees where problems are affecting their work performance.
Last reviewed: July 2016
First issued: June 2008

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Equal Opportunity Policy and Procedure

Reviewed: April 2011
Reviewed: September 2010
Reviewed: December 2007
First Issued: October 2007

Policy Statement

Uniting Church SA is committed to ensuring that all persons seeking employment are treated fairly and equitably and are not subjected to any form of unlawful harassment or discrimination.

Uniting Church SA is also responsible for ensuring that personnel are aware of their rights and obligations as outlined in this Policy and that personnel must comply with the Policy.

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Ergonomics and Work Environment Policy

Reviewed: January 2017
Issued: October 2012

Policy Statement

Uniting Church SA (UCSA) is committed to providing a safe work environment for all personnel, contractors and visitors at all UCSA Presbytery and Synod sites.

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Event Management Policies and Procedures

The Event Planning Guide lists the policies and procedures.

https://sa.uca.org.au/event-planning-guide/

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Exit Interview Policy

Issued: March 2012

Policy Statement

Uniting Church SA will undertake an exit interview for all lay personnel (employee) ceasing their employment with the organisation or who are transferring roles within Uniting Church SA.

Attendance at the interview will be expected and any feedback provided by personnel will be treated on a confidential basis, and information will only be shared with employee’s agreement.

The intention of the exit interview is to provide the exiting employee with an opportunity to:

  • discuss the reasons for choosing to leave UCSA employment or transferring between departments/ministry centres and comments they may have about their levels of job satisfaction or dissatisfaction;
  • provide suggestions for improvement.

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Grievance Policy

Uniting Church SA is committed to fostering a positive and productive workplace and acknowledges that problems can arise at work that may cause personnel to feel aggrieved.

Last Reviewed: July 2016
First Issued: March 2009

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Handheld Information and Communication Device Policy

Reviewed: February 2013
First Issued: September 2008

Policy Statement

The Handheld Information and Communication Device (HICD) policy has been developed to provide a means for Uniting Church SA personnel to remain accessible when out of the office. These HICD's (PDA's, Smartphones, Blackberry's) are a versatile business tool which can be easily synchronised with Outlook to provide continuous contact with the office. This policy provides guidelines for the efficient management of these devices. Personnel who receive an HICD agree to the terms and conditions set out below when they commence using the device.

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Hazard Management Policy and Procedure

Reviewed: October 2012
First Issued: September 2012

Policy Statement

The Uniting Church SA ("UCSA") is committed to providing a safe workplace for all personnel, contractors and visitors. UCSA is committed to establishing a formal process to record and investigate all workplace hazards. Hazard management is fundamental to ensuring a safe work environment, compliance with legislative requirements and for the continual improvement of OHS&W performance.

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Incident Management Policy and Procedure

Reviewed: October 2013
First Issued: September 2012

Policy Statement

The Uniting Church SA (“UCSA”) is committed to providing a safe workplace for all personnel, contractors and visitors.  UCSA is committed to establishing a formal process to report and investigate all workplace accidents/incidents and near miss occurrences.  This process includes identifying contributing factors of the accident/incident or near miss and making the necessary recommendations to prevent a recurrence.

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Induction/Orientation Policy

Issued: August 2011
Reviewed: January 2017

Policy Statement

Uniting Church SA induction process will ensure that all new personnel are provided with a thorough introduction to Uniting Church SA, along with an overview of any relevant health and safety requirements, codes of practice and any other operating requirements.

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Jury Service / Community Service Leave Policy

Reviewed: August 2011
Reviewed: April 2010
First Issued: August 2008

Policy Statement

Jury Service/Community Service Leave is an entitlement prescribed by the National Employment Standards of the Fair Work Act 2009.

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Leave Without Pay Policy

Reviewed: December 2014
First Issued: November 2007

Policy Statement

Leave without pay (LWOP) is a privilege and will only be granted to personnel at the discretion of Uniting Church SA. This will take into account the employee’s particular circumstances and will include assessment of whether the extended leave impacts negatively on either work requirements or other staff.

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Long Service Leave Policy

Reviewed: April 2010
First Issued: February 2008

Policy Statement

Full-time, part-time and certain casual personnel employed by Uniting Church SA (‘UCSA’) will be entitled to long service leave under the terms and conditions of the South Australian Long Service Leave Act (SA) 1987.

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Manual Handling Policy

Reviewed: January 2017
Issued: August 2012

Policy Statement

Uniting Church SA is committed to providing a safe workplace and systems of work for all personnel. It recognises that the manual handling of materials, equipment and furniture within the workplace is potentially hazardous to health and safety.

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Media Communications Policy

Issued: October 2014

Policy Statement

The Uniting Church in South Australia is committed to ensuring that a consistent and positive image is projected in its dealings with the media and the general public.

Media attention has the potential to enhance, as well as detract from, the overall reputation and credibility of any organisation including the Uniting Church in SA. It is important that all [lay employees, ministers of the word, deacons, lay pastors, volunteers] that make up the Uniting Church in SA share an understanding of, and commitment to, the systems and processes which have been developed for the positive management of media relations for the Church.

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Parental Leave policy

Reviewed: May 2013
Reviewed: February 2011
First Issued: October 2007

Policy Statement

An employee who meets the applicable eligibility requirements may be entitled to the federal government’s Paid Parental Leave Scheme, which means that the primary carer for a new-born or adopted child can claim paid parental leave for up to 18 weeks and be paid at the national minimum wage.

The Paid Parental Leave Scheme provides that more than one (1) person is entitled to claim the payment if the primary carer changes over time.  For example if one (1) parent is the primary carer and returns to work after ten (10) weeks, the other parent could then become the carer and claim the final eight (8) weeks’ leave.

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Performance Appraisal and Development Plan Policy

First Issued: November 2013

Scope of Policy

Councils of Synod: Employees as defined in A Foreword - Workplace Policies & Procedures  and who are in permanent full time, permanent part time, and fixed term (when the tenure is greater than 6 months)

Casual employees are not required to participate.

Congregations are encouraged to adopt and adapt this policy for their work environments.

Policy Statement 

Uniting Church SA aims to match employee’s skills, experience and qualifications with the requirements of the position and where necessary provide feedback on performance and subsequent training, to address any performance or skills gaps. 

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Personal (Sick & Carer’s) Leave Policy

Reviewed: April 2010
First Issued: September 2008

Policy Statement

All applications for leave must be made by personnel on the appropriate Leave Application Form and Time Sheets.  These applications must be completed by personnel either before or as soon as practical after returning to work and approved by the appropriate manager/supervisor.

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Recruitment and Selection Policy

Reviewed: October 2021
Reviewed: November 2018
Reviewed: November 2013
Reviewed: April 2011
Reviewed: January 2010
Reviewed: May 2009
First Issued: April 2008

Reviewed October 2021

Policy Statement

The Uniting Church SA (“UCSA”) values each individual person and the unique skills, gifts and talents they bring and seeks to be an employer where people feel valued, safe, fulfilled, encouraged and grown.  UCSA has responsibility in the stewardship of its resources and endeavours to attract and retain employees who fit well with the position (position fit) and whose values are consistent with the values and ethos of the Uniting Church (cultural fit). 

This UCSA Recruitment & Selection Policy & Procedure provides a framework in which to discern and make decisions, by means of:

  • Determining the cultural and position fit of applicants for the position available
  • Providing an equal opportunity for making deliberate and considered decisions
  • Enabling transparent and equitable assessments

Uniting Church SA seeks to recruit the best person for each position.

Inherent Requirements

The following criteria is also considered to be inherent to the requirements of the recruitment and selection of the following key leadership lay positions within UCSA:

  1. Executive Officers, and the Associate General Secretary are generally members of the Uniting Church. Other positions who in their Position Description & Person Specification are required to act for the Executive Officers , Personal and Executive Assistants to Executive Officers, Manager Human Resources, Communications Manager, Directors of Leadership - Uniting College of Leadership and Theology, General Manager Resources and the General Manager-Uniting Venues SA , will have a mandatory requirement that they be active members of the Uniting Church or another mainstream Christian denomination as well having an active involvement in the life of a Uniting Church in Australia congregation or other mainstream denomination congregation. Uniting Church SA reserves the right to determine other positions within the organisation that require this mandate in accordance with the inherent requirements of the position and associated industrial relations compliance.

This requirement is to be stated within advertisements and the Position Description & Person Specification.

  1. All of the positions indicated in point 1 above and all lay positions, will have a mandatory requirement that employees will be required, at a minimum, to commit to the values and ethos of the Uniting Church. This will be explained in more depth during the recruitment process and the induction process.

This requirement does not need to be stated in the advertisement, but does need to be included within the Position Description & Person Specification.

Recruitment and Selection Compliance

UCSA is an Equal Opportunity Employer and seeks to apply a consistent approach to the recruitment and selection of employees.   It is important that recruitment and selection decisions are compliant and not based on irrelevant factors such as a person’s gender, race, disability, age, sexuality or any other personal bias.  Such factors in decision making may result in the best person not being selected for the position.

Merit Principle

The merit principle means that selection will be based on the overall skills, knowledge, experience and relevant qualifications of the applicant as determined by the requirements of the Position Description & Person Specification. This principle requires that judgements about the suitability (and chemistry) of people for the workplace must be based on their ability to carry out the duties associated with the position for which they are being considered and not other information or opinions about the person which are irrelevant to the position.

Position Vacancies

When a position vacancy arises, the Executive Officer (or manager) responsible for the position will seek approval from the General Secretary or their delegate in order to commence the recruitment process.  The decisions process will commence in accordance with the Approval to Recruit flow chart and HRRC Mandate. The decisions process will include the requirements for the position, the development of the Position Description & Person Specification, advertising sources, sourcing applicants, appointment of interview panel members, remuneration/salary and the recruitment budget.

Generally all positions that become available within UCSA shall be advertised through various UCSA external (seek.com.au) and internal sources (UCSA Positions Vacant site, UCENews, intranet).  Please note:  The exceptions to this are:

  • all fixed-term positions for a period of less than three (3) months, and
  • casuals located at Uniting Venues SA due to the nature of the seasonal work.

The application processes will help to ensure that all employees are given the opportunity to be considered for transfer or promotion within UCSA. ,

External advertising generally occurs concurrently with internal advertising. External advertisements are overseen by Manager Human Resources and shall be approved by the Executive Officer prior to publishing. The advertisement will state that applications need to address the essential and inherent requirements of the position. The Manager Human Resources will ensure that the advertisement conforms to legislative requirements and UCSA branding protocols.

Applications for Employment

Personal information collected by UCSA from applications shall not be used for any other purpose than recruitment purposes, without the consent of the applicant.

UCSA will demonstrate efficient, ethical and professional behaviour in all recruitment and selection undertakings, whether applicants are successful or not. The selection of applicants is based on objective selection criteria (merit principle) including competency assessment and must be consistent with the Equal Employment Opportunity Policy.

When approving each recruitment and selection process, the HRRC will consider any potential conflict of interest that may arise prior or during the recruitment and selection process. For example, this may include situations where an applicant’s family member or someone known to them has been assigned as a member of the interview and selection panel. It is a responsibility of all interviewers assigned to interview and selection panels to declare any interest, or potential interest, to the HRRC or Manager, Human Resources.  It will be the responsibility of the HRRC, in consultation with the interviewer, to determine if there is a conflict of interest.

A conflict of interest has potential to impact (both negative and positive) applicants and the integrity of the recruitment and selection process. It is important that every applicant has an equal opportunity, free from conflict, discrimination and bias. It is expected that an interviewer that has a pre-existing (non-working) relationship with an applicant/interviewee, for transparency, fairness and integrity purposes, declares this relationship prior to commencement of the interview.  Where possible a replacement interviewer should be sourced, and if a replacement is not possible or practicable, the interviewer may participate in the interview but not in the assessment or decision making process (or otherwise) of the applicant.

Pre-Employment Assessment

Health

Applicants applying for positions within UCSA may be required to provide medical information or undergo a Pre-Employment Health Assessment, if deemed relevant to the requirements of the position.  All information sought and obtained by UCSA will relate exclusively and directly to the requirements of the position. Information provided to UCSA by means of these processes, will remain confidential and will only be used for the purpose intended.

Personal history

Successful applicants applying for positions within UCSA will be required to have an approved current and satisfactory National Criminal History Record check (NCHRC) throughout their employment.

Recruitment and Selection Procedure

Following the approval process of the recruitment of new and replacement positions, the position may be advertised in accordance with the advertisement provisions of this Policy. Recruitment agencies will not be used by UCSA unless approved by the General Secretary and the appropriate Executive Officer. For further details on UCSA’s preferred recruitment agencies, please contact the Manager, Human Resources.

The Executive Officer (or their delegate) responsible for the vacant position, in consultation with Manager, Human Resources, will:

  • ensure the Position Description & Person Specification for the vacant position is developed and accurately outlines the requirements;
  • prepare an advertisement or internal notice detailing the vacant position and outlining the application process including the time frame;
  • via Human Resources, will arrange external advertising, within the allocated budget, and
  • via Human Resources, will liaise with an external recruitment agency where required and approved .

Advertisement

The advertisement, approved by the Manager, Human Resources (or delegate) must be written using clear, concise and non-discriminatory language and must contain:

  • the title of the vacant position;
  • list of responsibilities/key result areas;
  • an outline of the essential criteria;
  • information about what needs to be included with applications (e.g. resume/application forms);
  • contact person;
  • the closing date for receipt of applications, and
  • a request for applicants to address the selection criteria of the role.

Receipt of Applications and Initial Screening Process

Internal Human Resources receipt of applications

Applications are received by Human Resources and the receipt of application is acknowledged in writing to the applicant. The written acknowledgement will include that ‘only the applicants short-listed for an interview will be contacted’.

External recruitment consultant

Human Resources will liaise with the appointed external recruitment consultants in relation to all aspects of the recruitment process. 

Interview Process

It is a critical that the interview panel members are able to discern and make decisions about the applicants’ suitability in terms of their competency, character and chemistry.  The interview process provides the framework in which to do this and consists of a first and (generally a) second interview, reference checking (between the first and second interview) and any relevant pre-employment testing.

An initial interview panel-briefing will be facilitated by Human Resources as part of the preparation prior to interviews being conducted.  This will include reviewing the questions prepared, and a desk top review of the applicants’ applications.  The initial interview should provide a qualitative and quantitative assessment on a merit principle basis of the applicants’ character, competency and chemistry, and call if the position has a missional focus. At the conclusion of each interview each interviewer should provide a brief (written) qualitative and quantitative assessment of the applicant.  Notes from the interview are retained by Human Resources

It is in the best interests of the process that panel members make every effort to reach consensus on decisions relating to applicants. Where consensus is not reached the discussion should be escalated to the Ministry Centre’s Executive Officer (EO) for consideration.  The EO at his/her discretion will take into consideration the differing panel members’ perspectives and assessments which may result in (i) progressing one or more applicants in the process or (ii) recommending a recommencement of the recruitment process.

It is acknowledged that Human Resources personnel are often the most experienced within the organisation in relation to recruitment and selection processes.  The professional expertise and advice from Human Resources personnel should be respected.  It is also recognised that Human Resources personnel work within teams to facilitate good recruitment and selection outcomes.

An interviewer resource is currently under development to ensure that interviewers have the information required outlining their responsibilities. The availability and access to this resource will be communicated and / or distributed as appropriate at its completion.

Interview Venues

First interview venue

Wherever possible, first interviews for positions vacant should be conducted within the principal workplace at which that role will be undertaken, so that interviewees can gain a sense of the work environment. It is critical that this process is conducted in such a way that maintains confidentiality and the privacy of interviewees throughout the recruitment process.

Second interview venue

Second interviews may be conducted at the work site or at an alternative appropriate location.  Human Resources can assist with the organisation of an alternative venue if required.

Interview (Selection) Panels

Wherever possible, recruitment and selection decisions will be made by interview selection panels.  Generally there is a first interview for the short listed preferred applicants.  The interview panel members work collaboratively and determine which applicants will progress to a second interview. A minimum of two (2) members form an interview panel, however three (3) is preferred. 

The interview panels shall include the following:

  • Executive Officer or their delegate (generally 2nd interview only)
  • Manager, Human Resources or their delegate (generally 1st interview only)
  • Technical specialist (note technical specialist can be the Executive Officer or delegate, or Manager Human Resources or their delegate) (generally 1st and 2nd interviews)
  • Direct reporting manager (or supervisor), if not one of the above, or their delegate (generally 1st and 2nd)

The Interview (selection) panel will be responsible for:

  • Using the essential and desirable criteria outlined in the Position Description & Person Specification as a reference for determining the questions to be asked of applicants. The essential criteria are those factors crucial and compulsory to fulfil the position. The desirable criteria are those that will be beneficial to the applicant in fulfilling the position. By concentrating on the essential and desirable criteria of the position, the panel will have a consistent basis for comparison of each applicant. An applicant can only be successful where it can be demonstrated that the applicant is able to fulfil all the essential requirements outlined in the Position Description & Person Specification to a greater level than other applicants. Where more than one applicant fulfils all the essential criteria to a similar level, the successful applicant will be determined by assessing which of these applicants most satisfies the desirable criteria.
  • Creating and documenting an interview plan and interview questions to be asked at the interview. The questions will be restricted to those relevant to the position. The Human Resources department will assist with the preparation of the draft interview questions in consultation with other interview panel members, to ensure that the interview provides consistency, equal opportunity and a safe place.
  • Reviewing the applications received and compiling a short list of applicants who appear to meet the essential criteria for the position, in consultation with Human Resources. Human Resources will arrange suitable interview times with the short listed applicants.
  • Conducting interviews in a way that reflects the values and is consistent with the policies and practices of the Uniting Church SA.

Conducting the First Interview

Applying the responsibilities outlined above, the interview (selection) panel will conduct the first interviews by:

  • providing details about the position and UCSA;
  • investigating and discussing the applicant’s skills and experience as they relate to the position, and
  • answering any questions the applicant may have.

The interview questions must be directly related to the position and must be consistent for each applicant. The interview must include information about the next steps in the selection process to avoid unnecessary concerns to applicants. Applicants are to be updated on the progress of their applications as required.

Permission to contact referees must be obtained from the applicant during the interview and prior to doing so. If pre-employment assessments (health and background) or other technical assessments and selection tests (for example computer skills, writing skills or aptitude tests) are to be used, applicants shall be advised prior to the interview.  Alternate referees may be sought from applicants, but should not be contacted without the applicant’s permission.

Offers or promises of employment shall not be made ‘on the spot’ at interviews.

Selection of Preferred Applicants, Reference Checking and Conducting Second Interviews

Following the first interviews, the interview (selection) panel will decide which of the applicant(s) it wishes to progress in the recruitment process.  The most suitable applicant (s) must have their work history and references checked, and other pre-employment processes conducted at this time. 

Reference Checking and other pre-employment testing:

Human Resources will conduct the reference checking on behalf of the interview panel by means of pre-determined and structured questions and contacting the nominated referees. Only information appropriate to the position will be sought.  In some instances Human Resources may request additional referees from the applicant.  Human Resources will also organise the appropriate pre-employment testing, which may include computer skills, other technical skills, and medical assessments.

Second Interviews 

The interview (selection) panel decide which of the applicant(s) they wish to progress in the recruitment process for second interview, following the positive reference checking processes and other testing results as identified for the preferred applicant(s).  The second interview is intended to provide opportunities for both the panel and the applicant to further explore outstanding matters not resolved at the first interview or matters that have been discovered since the first interview, for example information established through reference checking.  The emphasis of a 2nd interview is also to further determine the applicant’s cultural fit within the organisation.

Offer of Employment

When the preferred applicant has been selected and all tests, interviews and reference checks have been satisfactorily completed, an offer of employment will be made verbally and in writing. The applicant will be required to sign the letter of offer / employment contract as an acceptance of the offer of employment. This must occur before employment commences.

A letter of offer and an employment contract must include the specific terms and conditions of employment. These terms and conditions shall be consistent with those approved by HRRC and General Secretary, and any amendments approved during or following the interview. Employment contract templates can be sourced from the Human Resources department. These contract templates are approved by the HRRC and shall not be modified without HRRC approval.

Informing Unsuccessful (interviewed) Applicants

Unsuccessful applicants will be informed by Human Resources by phone and/or in writing.  However specific feedback will not be provided to the applicants, regarding the reasons why they were unsuccessful.

If a Suitable Applicant is Not Appointed from the Recruitment Process

 

At times a suitable applicant is not discovered through the recruitment and selection process.  In the event that the interview panel’s decision is that an appointment cannot be made from the recruitment process, the panel is to inform the Executive Officer and HRRC and recommend a strategy which may include re-advertising and reviewing the Position Description/Person Specification to establish if modifications are required in order to attract the calibre of applicants required.

 

Related Policies and Associated Documents:

Human Resource & Remuneration Committee (HRRC) Mandate

Uniting Church SA Theology of Human Resources (under development)

Approval to recruit flowchart

Code of Conduct

Confidentiality Policy

Equal Opportunity Policy

Induction & Orientation Policy

Work Health & Safety Corporate Policy

Guidelines for Recruitment & Selection for Uniting Church SA congregations

Executive Officer, Resources

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Remote Internet Access Policy

Issued: September 2008

Policy Statement

The Remote Internet Access (RIA) policy has been developed to provide a means for Uniting Church SA personnel to remain accessible via remote internet access when out of the office.  RIA is a valuable business tool and this policy provides guidelines for the efficient management of this facility.  Personnel who use Uniting Church SA supplied RIA must agree to the terms and conditions set out below before they commence using the service.

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Sexual Harassment Policy

Reviewed: April 2011
First Issued: May 2008

Policy Statement

Uniting Church SA is committed to ensuring that all current and prospective personnel are not subjected to any form of sexual harassment in the workplace.

**This Policy stands alongside:

• The Uniting Church in Australia Policy for dealing with a complaint of sexual misconduct made against a member or adherent of the Uniting Church in Australia (which can be accessed on uniting.church),  and
• Uniting Church in Australia Constitution and Regulations, Section 7.
• Uniting Church SA Workplace Harassment and Bullying Policy

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Smoke-Free Workplace Policy

Reviewed: January 2017
Issued: November 2011

Policy Statement

Smoke-Free Workplace Policy

Policy Statement

Uniting Church SA is committed to providing a safe and healthy working environment for all personnel.  This Policy will apply to all personnel, visitors and other persons whilst on Uniting Church SA premises.

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Social Media Policy

Reviewed: October 2014
First Issued: March 2013

Scope of Policy

Councils of Synod: Employees as defined in A Foreword - Workplace Policies & Procedures 

Congregations are encouraged to adopt and adapt this policy for their work environments.

Policy Statement

The Uniting Church SA is committed to ensuring that internal and external communication of both publications and commentary in the use of social media communications, are responsible, respectful and lawful.

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Time Off In Lieu (TOIL) Policy

Reviewed: February 2011
Reviewed: February 2010
Reviewed: April 2009
First Issued: July 2007

Policy Statement

The intent of this Policy is to advise that before any TOIL entitlement prescribed in an Award is accrued or taken by staff, it must have prior approval of an Executive Officer or their nominated delegate, that is, accruing or taking of TOIL is a process that must be managed by staff in consultation with their manager.

The TOIL Policy specifically takes into account the need for some staff  being required by their manager to work outside of “ordinary contracted working hours” in order to perform the inherent requirements of their role and it being agreed that, subject to Award provisions,  any overtime or time taken as TOIL is to be agreed between staff and their manager.

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Travel Expenses Reimbursement Policy & Procedures

Issued: April 2009

Policy Statement

Uniting Church SA (UCSA) will reimburse personnel for travel and related expenses incurred while carrying out specific UCSA duties.

This policy stands alongside Synod by-law 12.1.7 dealing with attendance of representatives from each Congregation at authorised Presbytery and Synod meetings:

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Volunteering Service Day Policy

First Issued: February 2014

Scope of Policy   Synod Office, 212 Pirie Street, Adelaide and UCLT : Employees  as defined in A Foreword - Workplace Policies & Procedures 
   Other ministry centres and congregations are encouraged to adapt and adopt this policy for their work environments.

Policy Statement

The Uniting Church SA recognises that it is a part of a wider Community and values the essential contribution made by Volunteers.  The Volunteering Services Day is an initiative to enable the staff for one normal working day a year, the opportunity to volunteer their time at a Uniting Church charity, or another mutually agreed charity of their choice.

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Whistleblowers Policy

Issued April 2016

Policy Statement

Uniting Church SA values people and is committed to providing and maintaining a safe, healthy and productive workplace for all personnel and other persons involved in its activities. A safe work place will be achieved in accordance with the Work Health and Safety (WHS) Act 2012 (SA).

Uniting Church SA in its commitment to a safe and healthy workplace, has established the following Whistleblowers Policy in accordance with the Whistleblowers Protection Act and Work Health and Safety (WHS) Act 2012 (SA). This policy outlines that Uniting Church SA believes in strong ethical values of integrity and honesty in our ministry and work practices. It also provides a mechanism in which personnel can disclose information and how a disclosure will be managed by Uniting Church SA.

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Work Health and Safety Church Council and Congregation Policy and Procedure (and Explanatory Note Draft)

human-resources/congregational-resources/work-health-and-safety-church-council-and-congregation-policy

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Work Health and Safety Corporate Policy and Procedures

Reviewed: May 2014
Reviewed: December 2013
Reviewed: March 2009
First Issued: September 2008

Policy Scope

Councils of Synod: Personnel as defined in A Foreword - Workplace Policies & Procedures.
Congregations Congregations are encouraged to adopt and adapt this policy for their work environments.

Policy Statement

Uniting Church SA (UCSA) values people and is committed to providing and maintaining a safe, healthy and productive workplace for workers and other persons involved in our activities.

Our safe workplace will be achieved in accordance with the Work Health and Safety (WHS) Act 2012 (SA) (WHS Act).

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Workers’ Compensation - Claims Management Policy and Procedure

Issued: February 2010

Scope of Policy

The scope of this policy relates only to employees of The South Australian Synod of the Uniting Church in Australia on behalf of the Church (“Synod of SA”) and therefore does not apply to:

  • Employees of Uniting Church SA congregations.
  • Those in specified Ministries not covered by Workers Compensation Legislation
  • Volunteers for any Synod of SA activities

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Workers’ Compensation - Rehabilitation Policy and Procedure

Issued: February 2010

Scope of Policy

The scope of this policy relates only to employees of The South Australian Synod of the Uniting Church in Australia on behalf of the Church (“Synod of SA”) and therefore does not apply to:

  • Employees of Uniting Church SA congregations.
  • Those in specified Ministries not covered by Workers Compensation Legislation
  • Volunteers for any Synod of SA activities

For those excluded from this policy separate and specific rehabilitation procedures apply.

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Workers’ Compensation - Work Injury Policy and Procedure

Issued: February 2010

Scope of Policy

The scope of this policy relates only to employees of The South Australian Synod of the Uniting Church in Australia on behalf of the Church (“Synod of SA”) and therefore does not apply to:

  • Employees of Uniting Church SA congregations.
  • Those in specified Ministries not covered by Workers Compensation Legislation
  • Volunteers for any Synod of SA activities

For those excluded from this policy separate and specific work injury procedures apply.

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Working From Home Policy

Issued 8 June 2021

Policy Statement

This policy provides a framework to consider requests from personnel to work from home and to implement, manage and review agreed Working from Home (WFH) arrangements.

The policy aims to recognise that from time to time WFH balances the needs of the personnel and/or the organisation. This policy applies to all personnel whose usual work location is the Uniting Church SA Synod office (212 Pirie Street, Adelaide) or the Yarthu Apinthi (Brooklyn Park Campus) or a Uniting Venues SA site as specified in their Contract of Employment.

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Workplace Harassment and Bullying Policy and Procedure

Reviewed: April 2011
Reviewed: October 2010
Reviewed: February 2008
First Issued: November 2006

Policy Statement

The Uniting Church SA is committed to providing its personnel with a safe work environment that is free from inappropriate behaviour and will take all reasonable steps to minimise any form of workplace harassment or bullying.  This commitment is based on our Church’s belief in the importance of individuals in God’s eyes and their right to be respected, and kept safe from any harm.

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