Chamber of Commerce and Industry - Common areas of concern

Common areas of concern

This document is subject to copyright and other than fair dealing for the purposes of research or study, its reproduction and use outside its intended purpose is not permitted without written permission from CCI.

Phrasing of Job Advertisements
Sample Job Advertisement
Application Form and Interview Questions
Pre-Employment medicals
Termination of Employees
Dress and Appearance Codes
Employment of Children in Western Australia

Phrasing of Job Advertisements

Careful consideration needs to be given to the wording of a job advertisement to ensure that it does not use discriminatory language and encourages applications only from people who have the appropriate skills. This ensures: there is no risk of a successful complaint of discrimination time and m...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP

Sample Job Advertisement

Below is an example of an advertisement which is non-discriminatory and communicates relevant information to potential applicants. Human Resource Officer ABC Company is seeking an experienced person to join their human resources team. The position reports directly to the Manager, Human Resources a...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP

Application Form and Interview Questions

Consider the questions put on application forms and asked at interviews to ensure that nothing directly or indirectly discriminatory is asked. The key to non-discriminatory questions is: Ask only questions which will provide information on the applicant's ability to carry out the essential requirem...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP

Pre-Employment medicals

Pre-employment medical examinations are often used as part of the selection process. Employers need to ensure they do not misuse information obtained from the pre-employment medical to unlawfully discriminate against applicants. The following factors need to be kept in mind to ensure the pre-employ...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP

Termination of Employees

Whether terminating one employee or retrenching many employees, employers can only terminate for a valid performance or operational reason and must provide the employee with sufficient notice and explanation. The Workplace Relations Act makes it unlawful to terminate an employee on the basis of his...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP

Dress and Appearance Codes

When developing a non-discriminatory dress and appearance code it is important to ensure that it: relates to the job does not unlawfully discriminate on the basis of a particular attribute such as a person's sex, religion, race or disability If any condition in the code is discriminatory, ask w...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP

Employment of Children in Western Australia

The Children and Community Services Act 2004 defines haw children can be employed in Western Australia. Part 7 of the Act (Employment of Children) is most significant to employers. A child is considered to be an employee when they are 'engaged to carry out work whether or not the child receive...

Member and/or subscriber access only. Call (08) 9365 7455 for password help or click here to login.

| TOP