About us

1.0 Purpose and Scope

This policy and procedure provide ethical guidelines for all employees, contractors, students, and volunteers engaged in Australian Healthcare Alliance (AHA) business. This policy applies to all team members, including but not limited to the Directors, and any additional employees, students, contractors, and volunteers.

2.0 Risk

Two main forms of risks are associated with staff conduct:
Risks associated with staff as representatives of the organisation.
Risks associated with working with people with disabilities.

As representatives of the organisation, staff conduct can influence public perception, the standing of the organisation within the community, and the success of the organisation. Risk treatment begins with clear guidelines for staff conduct, reinforced by a culture of procedural fairness, no retribution for responsibly reporting suspected infringements, and promoting mutual responsibility.

As workers in the disability sector, staff must distinguish between appropriate and inappropriate care and manage relationships with clients appropriately. This policy provides guidance and fosters a culture of openness and support to help workers discuss and manage these relationships.

3.0 Policy

AHA prides itself on its professionalism and its team’s ability to meet client and stakeholder needs. The organisation strives to be a leading service provider and to provide a safe, healthy, and positive workplace. This Code of Conduct ensures that all staff, clients, and stakeholders are treated in a manner reflecting AHA's mission, culture, and legal obligations.

4.0 Procedure

4.1 NDIS Code of Conduct

AHA adheres to the NDIS Codes of Conduct for providers and workers. Staff, students, and volunteers are required to observe the NDIS Code of Conduct, which includes:

Acting with respect for individual rights to freedom of expression, self-determination, and decision-making in accordance with relevant laws and conventions.

Respecting the privacy of people with disabilities and their families. Providing supports and services in a safe and competent manner with care and skill.
Acting with integrity, honesty, and transparency.

Promptly raising and acting on concerns about the quality and safety of supports provided.

Taking all reasonable steps to prevent and respond to all forms of violence, exploitation, neglect, and abuse of people with disabilities.

Taking all reasonable steps to prevent and respond to sexual misconduct.

4.2 Guiding Principles

Respect:
Staff, volunteers, and students will carry out their duties with respect for clients, colleagues, the organisation, and its work.

Respect for the law: All laws of the State and the Commonwealth will be observed.

Respect for persons: Creating an environment where all persons are treated equitably and with respect, upholding rights, and promoting a positive public image of people with disabilities and their families.

Integrity:
Staff, volunteers, and students are in positions of trust and must not engage in activities for personal gain while conducting business for the organisation.

Conflicts of interest should be avoided, and any potential conflicts should be discussed with a senior staff member.

Personal or intimate relationships between staff/volunteers and clients are not permitted.

Accountability:
All staff and volunteers have an obligation to carry out official decisions and policies faithfully and impartially.

Senior staff are responsible for providing accurate information to enable fair decision-making.

Fraud, corrupt conduct, and maladministration are detrimental and should be reported to the Director.

Diligence:
Staff, volunteers, and students are expected to carry out their duties honestly and to the best of their ability.

AHA’s equipment and resources should not be used for private purposes and should be handled with care and respect.

4.3 Reporting Breaches of the Code of Conduct

Breaches or suspected breaches should be reported to the Director.
Trivial, unfounded, or vexatious complaints may result in disciplinary action.
Persons reporting breaches must be protected from reprisal and discrimination, with confidentiality maintained at the highest level possible.

By adhering to this Code of Conduct, AHA ensures that all individuals associated with the organisation are committed to maintaining a professional, respectful, and legally compliant workplace.

1.0 Purpose and Scope

This policy and procedure provide guidelines to prevent discrimination, harassment, and bullying within Australian Healthcare Alliance (AHA). It applies to all employees, contractors, students, and volunteers engaged in AHA business, including the Director, staff, students, contractors, and volunteers.

2.0 Risk

Discrimination, harassment, and bullying pose significant risks to the well-being of the team and the integrity of the organisation. These risks can affect public perception, the standing of the organisation within the community, and the success of the organisation. Addressing these risks begins with clear guidelines (this policy), reinforced by a culture of respect, procedural fairness, and mutual responsibility.

3.0 Policy

AHA is committed to creating a safe, respectful, and inclusive workplace. Discrimination, harassment, and bullying are not tolerated under any circumstances. This policy ensures that all team members, clients and stakeholders are treated with respect and dignity, reflecting AHA's mission, culture, and legal obligations.

4.0 Procedure

4.1 Anti-Discrimination

AHA is committed to providing a work environment free from discrimination based on race, colour, sex, age, national origin, religion, disability, sexual orientation, gender identity, or any other characteristic protected by law.

All staff, students, contractors, and volunteers must comply with anti-discrimination laws and AHA policies.

Any form of discrimination, whether direct or indirect, is prohibited. Direct discrimination occurs when a person is treated less favourably because of a protected characteristic. Indirect discrimination occurs when an unreasonable requirement, condition, or practice is imposed, disadvantaging a group with a protected characteristic.

4.2 Anti-Harassment

Harassment, including sexual harassment, is not tolerated at AHA. Harassment includes any unwelcome behaviour that offends, humiliates, or intimidates another person.

Sexual harassment involves unwelcome sexual advances, and other verbal or physical conduct of a sexual nature.

Harassment can be based on any protected characteristic and includes actions such as jokes, comments, or any other conduct that creates a hostile work environment.

4.3 Anti-Bullying

Bullying is repeated, unreasonable behaviour directed towards an individual or group that creates a risk to health and safety.

Bullying behaviour can be physical, verbal, or psychological, and includes actions such as threats, abuse, or excluding someone from work activities.

AHA promotes a workplace culture where bullying is not tolerated, and all employees are encouraged to report any incidents of bullying.

4.4 Reporting and Investigation

Employees, students, contractors, and volunteers who experience or witness discrimination, harassment, or bullying are encouraged to report the incident to their supervisor, the Director, or a designated contact person.

All complaints will be taken seriously and investigated promptly, fairly, and confidentially.

Retaliation against individuals who report discrimination, harassment, or bullying is strictly prohibited.

4.5 Support and Training

AHA will provide regular training to staff, students, contractors, and volunteers to ensure they understand their rights and responsibilities under this policy.

4.6 Disciplinary Action

Violations of this policy will result in disciplinary action, which may include warnings, suspension, or termination of engagement.

Trivial, unfounded, or vexatious complaints may result in disciplinary action against the complainant.

4.7 Guiding Principles

Respect:

All individuals must treat each other with respect and dignity, valuing diversity and promoting a positive work environment.

Integrity:

All actions must be honest, ethical, and in line with AHA's values and legal obligations.

Accountability:

Staff, students, contractors, and volunteers are accountable for their behaviour and must adhere to this policy.

Diligence:

All individuals must carry out their duties responsibly and strive to create a safe and inclusive workplace.

4.8 Compliance

Compliance with this policy is mandatory for all staff, students, contractors, and volunteers.

All individuals must comply with all relevant legislation, regulations, codes, standards, guidelines, and policies applicable to AHA's operations.

4.9 Monitoring and Review

This policy will be regularly reviewed to ensure its effectiveness and compliance with current legislation.

Feedback from staff, students, contractors, and volunteers will be considered in the review process to improve the policy.

By adhering to this Anti-Discrimination, Harassment, and Bullying Policy, AHA ensures a workplace that is safe, respectful, and inclusive for all individuals associated with the organisation.

1.0 Purpose and Scope

This policy and procedure provide guidelines to ensure a safe and healthy workplace at Australian Healthcare Alliance and Allied Health Practice (AHA). It applies to all employees, contractors, students, and volunteers engaged in AHA business, including the Directors, staff, students, contractors, and volunteers.

2.0 Risk

Workplace health and safety (WHS) risks include physical, chemical, biological, ergonomic, and psychosocial hazards that can affect the well-being of staff, clients, and visitors. Addressing these risks begins with clear guidelines, reinforced by a culture of safety, compliance, and mutual responsibility.

3.0 Policy

AHA is committed to providing a safe and healthy work environment for all employees, contractors, students, volunteers, clients, and visitors. This policy ensures compliance with WHS legislation and promotes a proactive approach to preventing workplace injuries and illnesses.

4.0 Procedure

4.1 WHS Responsibilities

Director and Senior Management:

Ensure compliance with WHS legislation and AHA policies.
Provide necessary resources for implementing and maintaining WHS programs. Foster a culture of safety and health within the organisation.
Conduct regular risk assessments and safety inspections.

Address and rectify any identified hazards promptly.

All members of the team, directors, students and volunteers:

Ensure that work areas are safe and that staff follow WHS policies and procedures.

Follow WHS policies, procedures, and instructions.

Report hazards, incidents, and near-misses to supervisors immediately.

Participate in WHS training and initiatives.

4.2 Risk Management

Hazard Identification:

Regularly inspect the workplace to identify potential hazards.

Encourage staff to report any hazards they identify.

Risk Assessment:

Evaluate the likelihood and severity of risks associated with identified hazards.

Prioritize risks based on their potential impact.

Risk Control:

Implement measures to eliminate or reduce risks, following the hierarchy of controls: elimination, substitution, engineering controls, administrative controls, and personal protective equipment (PPE).

Regularly review and update risk control measures to ensure their effectiveness.

4.3 Incident Reporting and Investigation

Reporting:

All incidents, including near-misses, must be reported immediately to supervisors or designated WHS officers or Directors.

Incident reports should be completed accurately and promptly.

Investigation:

All reported incidents will be investigated to determine their cause and identify measures to prevent recurrence.

Investigation findings and corrective actions will be documented and communicated to relevant staff.

4.4 Training and Competency

AHA will provide WHS training to all employees, contractors, students, and volunteers to ensure they understand their roles and responsibilities.

Training will cover hazard identification, risk assessment, safe work practices, emergency procedures, and the use of PPE.

Competency will be assessed to ensure individuals can perform their tasks safely.

4.5 Emergency Management

Emergency Procedures:

Develop and maintain emergency procedures for fire, medical emergencies, chemical spills, and other potential incidents.

Ensure emergency procedures are clearly communicated and accessible to all staff.

Emergency Drills:

Conduct regular emergency drills to test the effectiveness of procedures and ensure staff are familiar with their roles during an emergency.

4.6 Health and Well-being

Health Monitoring:

Conduct health monitoring for staff exposed to specific hazards, such as hazardous chemicals or excessive noise.

Provide access to occupational health services for preventive care and early intervention.

Well-being Programs:

Promote programs and initiatives that support physical and mental well-being, such as fitness programs, stress management workshops, and employee assistance programs (EAP).

4.7 Plant and Equipment Safety

Maintenance:

Ensure that all plant and equipment are maintained in safe working condition.

Conduct regular inspections and maintenance according to manufacturer guidelines and WHS regulations.

Training:

Provide training to staff on the safe use of plant and equipment.

Ensure that only trained and authorized personnel operate machinery and equipment.

4.8 Monitoring and Review

Continuous Improvement:

Regularly review WHS policies, procedures, and practices to identify areas for improvement.

Encourage feedback from staff to enhance WHS performance.

Compliance Audits:

Conduct regular audits to ensure compliance with WHS legislation and internal policies.

Document audit findings and implement corrective actions promptly.

4.9 Compliance

Compliance with this policy is mandatory for all staff, students, contractors, and volunteers.

All individuals must comply with relevant WHS legislation, regulations, codes, standards, and guidelines applicable to AHA's operations.

4.10 Reporting Breaches

Breaches or suspected breaches of this WHS policy should be reported to supervisors, the Director, or designated WHS officers.

Reports will be treated confidentially, and individuals reporting breaches will be protected from retaliation.

By adhering to this Workplace Health and Safety Policy, AHA ensures a safe and healthy environment for all individuals associated with the organization, promoting a culture of safety, compliance, and well-being.

1.0 Purpose and Scope

This policy and procedure guide the management of information, both paper-based and electronic, to meet accountability and compliance requirements and ensure efficiency and business continuity. It applies to the Directors, staff, students, contractors, and volunteers engaged in Australian Healthcare Alliance (AHA) business.

2.0 Risk

Personal Information

The organisation faces risks where it collects, stores, shares, or disposes of personal information about staff and clients. Risks include misuse of information, illegal publication, and destruction of information legally required to be held. Because people with disabilities are more vulnerable to exploitation and abuse than others in the community, workers with access to client information automatically occupy risk-assessed roles under the NDIS Commission. The primary risk to privacy and confidentiality arises from the collection, storage, and sharing of client information. Access by non-authorised persons may expose clients to risk. Safe storage and access policy protect clients from abuse and exploitation.

There is a risk that information will be shared inadvertently and without the intention to do harm. Information may be unintentionally disclosed by careless use of tablet- or phone-based software, shared with a client’s supporters against the client’s wishes, or disclosed to peers on the assumption that the information is publicly known. Cultural assumptions around sharing information are diverse and change rapidly. Social media platforms may allow clients to be identified. This risk may be minimised by:

• Team awareness of privacy and confidentiality.

• Ensuring consent is obtained before gathering data (including audio and photographic data).

• Ensuring that consent is specific to the use of data and that consent is current.

• Encouraging clients to provide feedback and complaints about the use of their information.

• Risk treatment includes clear policy on the collection, storage, sharing, and disposal of personal information.

3.0 Definitions

Documents: All manuals, reference books, registers, and files in hard copy or electronic data format.

Forms: All single or multi-part paperwork that has an approved layout used to record information. When data is recorded on forms, they become records. Forms may be computer-generated or pre-printed.

Health information: Any information or an opinion about the physical, mental, or psychological health or ability (at any time) of an individual.

Information: Knowledge communicated or received. The result of processing, gathering, manipulating, and organising data in a way that adds to the knowledge of the receiver.

Information management: Supports effective and efficient management of information and is concerned with the creation, production, collection, organisation, storage, protection, retrieval, and dissemination of information resources that may be in any format and available from internal or external sources.

Information Privacy: Refers to the control of the collection, use, disclosure, and disposal of information and the individual’s right to control how their personal information is handled.

Personal information: Recorded information (including images) or opinion, whether true or not, from which the identity (including those up to thirty years deceased) could be reasonably ascertained.

Records: Records are generated as a result of some activity and are a statement of facts existing at the time and cannot be revised. Superseded documents (or revised documents) can become records.

Records Management: The efficient and systematic control of the creation, receipt, maintenance, use, and disposal of records, including processes for capturing and maintaining evidence of and information about business activities and transactions in the form of records.

Sensitive information: Information or an opinion about an individual’s racial or ethnic origin, political opinions, membership of a political party, religious beliefs or affiliations, philosophical beliefs, membership of a professional or trade association, membership of a trade union, sexual preference or practices, or criminal record. This is also considered to be personal information.

4.0 Policy

AHA is committed to the transparent management of personal and health information about its clients and staff. This commitment includes protecting the privacy of personal information in accordance with the Australian Privacy Principles (APPs) set out in the Privacy Act 1988 (Cwlth) as amended by the Privacy Amendment (Enhancing Privacy Protection) Act 2012 (Cwlth).

AHA is committed to maintaining clear and accountable information systems to support and record management processes and service delivery to clients, protecting the rights of staff and clients regarding privacy and confidentiality.

4.1 Device Security and Internet Usage

To ensure the security and integrity of AHA data, all devices used to access our data must adhere to the following security measures:

Internet Security Protection:

All devices including personal devices us d for work purposes must have updated antivirus and anti-malware software installed.

Devices must be configured to automatically update their operating systems and security software.

Secure Network Connections:

Avoid connecting to un-secure Wi-Fi networks. Always use secure, encrypted Wi-Fi networks.

Utilise Virtual Private Network (VPN) services when accessing AHA data from remote locations.

User Authentication and Session Management:

Always log out of work logins after use.