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Children's Rights14 December 2012Webpage
Children and young people
Most violence is perpetrated against children and young people by someone they know, often in the family. Addressing family violence raises multiple challenges due to its ‘private’ nature and the widespread recognition that the family is the natural environment for its members and should provide physical and emotional safety.[63] -
Commission – General14 December 2012Webpage
Cyberbullying, Human rights and bystanders
Cyberbullying can be detrimental to a person’s mental and physical health.[11] Victims can experience significant social isolation and feel unsafe.[12] It can lead to emotional and physical harm,[13] loss of self-esteem, feelings of shame and anxiety, concentration and learning difficulties. Incidents of young people committing suicide have also occurred.[14] -
Commission – General14 December 2012Webpage
Cyberbullying, Human rights and bystanders
The Commission currently has tackling violence, harassment and bullying; as one of its priority themes. The Commission believes that this is an issue that profoundly affects the lives of thousands of people living in Australia. -
Commission – General14 December 2012Webpage
Cyberbullying, Human rights and bystanders
Explore the Commission's resources that can help if you experience cyberbullying along with the bystander actions you can take if you witness bullying. -
Commission – General14 December 2012Webpage
Cyberbullying, Human rights and bystanders
Reach Out is an online community for young people that can help with mental health and wellbeing related issues they also provide opportunities for connecting with young people.  http://au.reachout.com -
Legal14 December 2012Publication
Reports to the Minister under the AHRC Act
In addition to receiving complaints of unlawful discrimination, the Commission can inquire into complaints of breaches of human rights and workplace discrimination under the Australian Human Rights Commission Act 1986 (Cth) (AHRC Act). -
14 December 2012Book page
Human Rights: On the record: Glossary
Learn about the Australian Human Rights Commission's human rights glossary in relation to criminal records, such as conviction, police check and CrimTrac. -
14 December 2012Book page
Human Rights: On the record
The following Guidelines form the basis for best practice workplace policy and practice on employing people with a criminal record. They are described in more detail in On the Record – Guidelines for the prevention of discrimination in employment on the basis of criminal record. -
14 December 2012Book page
Human Rights: On the record: Introduction (Chapter 1)
Every employer has the right to employ someone of their own choosing, based on a person’s suitability for a job. Employers best understand the main requirements of that job and what qualities are needed in an employee to meet those requirements. Yet it is also in employers’ interests to treat job applicants and employees fairly and in accordance with legal obligations, including anti-discrimination laws. -
14 December 2012Book page
Human Rights: On the record: Discrimination in employment on the basis of criminal record under the AHRC Act (Chapter 2)
Under the Australian Human Rights Commission Act 1986 (Cth) (AHRC Act), the Commission can handle complaints about discrimination in employment or occupation on the basis of criminal record. -
14 December 2012Book page
Human Rights: On the record: What other relevant laws do employers have to comply with? (Chapter 3)
Tasmania and the Northern Territory have laws that specifically prohibit discrimination on the basis of criminal record. The laws cover discrimination in other areas as well as employment, including the provision of goods and services, education and accommodation. -
14 December 2012Book page
Human Rights: On the record: Chapter 4
Under the AHRC Act, an employer can make a distinction against someone with a criminal record if the person’s particular criminal record means that they are unable to fulfil the inherent requirements of the job. Another way of putting this is that an employer can make a distinction against someone if the criminal record is relevant to the job. This conduct does not constitute discrimination under the AHRC Act. -
14 December 2012Book page
Human Rights: On the record: Recruitment (Chapter 5)
If an employer has a fair and open process of dealing with the disclosure of criminal records at the outset, many complaints of discrimination can be avoided. -
14 December 2012Book page
Human Rights: On the record: Employment (Chapter 6)
The Commission accepts complaints of discrimination on the basis of criminal record from people who allege that they have been discriminated against in their conditions of employment. For example some people may feel discriminated against because they have been denied promotion or training on the basis of their criminal record. As with recruitment and termination decisions, an employer should only deny a person these benefits and conditions of employment if the criminal record is relevant to the inherent requirements of the job. -
14 December 2012Book page
Human Rights: On the record: Dismissal (Chapter 7)
However, this step should never be taken lightly and should constitute a last resort for the employer after a consideration of all the issues. This will involve a consideration of an employer’s legal responsibilities under anti-discrimination law and unfair dismissal laws (see Section 3). -
Complaint Information Service14 December 2012Webpage
Complaints - Charter of Service
Charter of Service Australian Human Rights Commission National Information Service • Investigation and Conciliation Service Download in Word Download in PDF Table of contents What we do Our service commitment How you can help us Compliments and general suggestions for improvement Raising concerns about our service Our contact information What we do The Australian Human Rights Commission is ... -
14 December 2012Book page
Human Rights: On the record: Issues for special organisations (Chapter 8)
There are an increasing number of professions and occupations which require licensing and registration before employment is possible. Key examples include teaching, nursing, casino workers, taxi drivers and bus drivers. Usually licensing and registration organisations apply specific legislation that requires a criminal check for each individual applicant. -
14 December 2012Book page
Human Rights: On the record: Appendix 2
An organisation covered by the Privacy Act must only collect necessary criminal record information (for example, this should be information relevant to the job in question) and must collect it fairly and lawfully. -
14 December 2012Book page
Human Rights: On the record: Useful contacts
Useful contacts for support in cases of discrimination in employment on the basis of criminal record -
14 December 2012Book page
Annual Report 2002-2003: organisation chart
Human Rights and Equal Opportunity Commission: Annual Report 2002 - 2003 Back to contents Organsational Chart ...
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