report unless the employee agrees. Employers may have entered a binding agreement not to disclose past misconduct as part of a FWA conciliation process. Employers may give a positive report even where misconduct had occurred. Criminal convictions High – while a In part Excludes spent and quashed relatively small convictions, juvenile offences, etc. proportion of applicants are Assessing relevance of a likely to have conviction to the job requires convictions, good judgment – people who they may be know the employee may unwisely extremely choose to discount past history, important in while other employers may be assessing risk unduly risk averse ‘Enhanced’ police information – – for High - No Protected for privacy reasons, offences alleged to experience may only be accessed by have been with working approved Government screening committed, regardless with children agencies. of the outcome of checks those charges, such suggests that a as acquittals, small but dismissed, withdrawn significant and pending charges number of convictions, people with adverse information that would not be disclosed in a standard police check will apply for clearance Workplace High, as many No – unless a Key issue is capturing the misconduct reports cases of person has information - mandatory misconduct been reporting provisions exist for may not be deregistered children, but not generally for able to be or is subject to adults with disability.
report unless the employee agrees. Employers may have entered a binding agreement not to disclose past misconduct as part of a FWA conciliation process. Employers may give a positive report even where misconduct had occurred. Criminal convictions High – while a relatively small proportion of applicants are likely to have convictions, they may be extremely important in assessing risk In part Excludes spent and quashed convictions, juvenile offences, etc. Assessing relevance of a conviction to the job requires good judgment – people who know the employee may unwisely choose to discount past history, while other employers may be unduly risk averse ‘Enhanced’ police information – – for offences alleged to have been committed, regardless of the outcome of those charges, such as acquittals, dismissed, withdrawn and pending charges convictions, High - experience with working with children checks suggests that a small but significant number of people with adverse information that would not be disclosed in a standard police check will apply for clearance No Protected for privacy reasons, may only be accessed by approved Government screening agencies. Workplace misconduct reports High, as many cases of misconduct may not be able to be No – unless a person has been deregistered or is subject to Key issue is capturing the information - mandatory reporting provisions exist for children, but not generally for adults with disability.
ndis_quality_and_safeguarding_framework_decision_ris.docx