Employers & Volunteer Coordinators: How can you manage the process?
Below are some step by step suggestions for managing the implementation of the WWC legislation in your organisation.
- Identify who in your organisation needs a WWC Check using the Checklist. Employers and Volunteer Coordinators must not insist that all emolyees, volunteers or students have a WWC Check if they are not in child-related work.
- Become familiar with your obligations under the WWC legislation.
- If you or any of your employees/volunteers/students need a WWC Check, they should apply when they start child-related work.
The Act allows reasonable flexibility to enable employers to deliver services
in unforeseen circumstances, such as the illness of a worker. The '5 day
threshold' is a defence for people who undertake child-related work on no
more than 5 days in a calender year without having applied for a WWC Check.
This defence does not however apply to people working in connection with a
child care service or if a person has been convicted of a Class 1 offence as an
adult. This is not an exemption from the Act.
If a person does not apply for a WWC Check because they do not work on more
than 5 days in a calender year, they are still required under the Act to:
- report any relevant change in their criminal record to their employer or if self
employed to the Working with Children Screening Unit
- cease child-related work immediately if convicted of a Class 1 offence as
an adult
4. If you employ new employees/volunteers ensure you view their original WWC
Card or receipt of application. Check the validity of WWC Cards on the WWC
website.
5. Check the validity of the WWC Cards of your existing employees/volunteers
periodically.
6. Develop a record keeping sheet that shows you are complying with the WWC
legislation.
7. Consider whether your organisation has other policies and practices that
create child safe/child friendly environments.