04 Appendices, Glossary & Abbreviations APPENDIX C


Appendix C


The CEFC takes workplace health and safety seriously as people are our most precious resource. The CEFC is a ‘public authority’ under the Work, Health and Safety Act 2011 (the WHS Act), and the Corporation must report annually according to the particulars of Schedule 2 Part 4, section 4 of that Act.


The CEFC is committed to the safety and health of its staff and acknowledges its responsibilities under the WHS Act and the National Employment Standards. These standards cover standard hours of work, reasonable additional hours, flexible working arrangements, provision of personal/carers leave and compassionate leave. The Standards underpin the CEFC’s commitment to safe working hours and a holistic view of staff health and welfare.

The CEFC has an inclusive, healthy and professional workplace culture and does not tolerate the following behaviours in the workplace:

  • Physical and/or sexual harassment

  • Discrimination

  • Victimisation or bullying

  • Drunkenness

  • Unsafe work practices.

New employees are provided with a copy of the CEFC’s Corporate Policies and Procedures manual, which documents the CEFC’s stance on these issues, as well as a WHS induction.

Contractors and consultants must comply with all workplace laws and ensure that their subcontractors are also in compliance. The CEFC’s standard agreements with our contractor suppliers contain clauses insisting on compliance with workplace laws.

The CEFC also operates a public interest disclosure scheme under the Public Interest Disclosure Act 2013 (the PID Act). Provisions under the PID Act commenced on 15 January 2014.

This legislation establishes Australia’s first stand-alone whistle-blower protection scheme for federal government employees, contractors and employees of contractors who report wrongdoing within the Commonwealth public sector and Commonwealth entities.

Where the nature of a disclosure or potential disclosure suggests that an individual grievance or workplace conflict could be reasonably construed as a matter more broadly representative of a larger or systemic issue (bullying or harassment matters that may be representative of a culture of bullying or harassment), then further investigation under the PID Act might be appropriate.

The Board has final responsibility for ensuring compliance with duties under statute and at law relating to WHS. The Board has adopted the following framework for managing WHS compliance:

  • Continuing to exercise a risk appetite and maintaining a risk management framework

  • Maintaining the company’s Corporate Policies and Procedures.

During 2014–2015, the CEFC appointed two health and safety representatives to represent its workers across the two offices in Sydney and Brisbane. The CEFC had up to five fire wardens appointed across the organisation’s two offices. These fire wardens have conducted emergency evacuation training in accordance with requirements under New South Wales and Queensland law.

The CEFC also has five certified First Aid Wardens appointed. In the event that a First Aid Warden is not available, a list of emergency first aid procedures and first aid equipment has been made available to all employees.

The CEFC encourages staff engagement in healthy exercise. The CEFC’s premises provide locker, shower and change facilities for employees wanting to exercise before or after work.

The premises also represent a secure building with swipe pass access only to the office, and to the building generally, on nights and weekends. Workstation design and facilities are all new and as such, exhibit modern safety features (rounded corners, safety switch on boiling water tap and ergonomic adjustable seats and computer monitor arms).

The CEFC has established a relationship with Drake WorkWise for the provision of an Employee Assistance Program (EAP) into the business. The Board, Executive and Staff are unified in their responsibility to provide a caring environment that reflects Corporation values, and the offering of a confidential EAP of this type helps us achieve this goal.

Health and Safety Outcomes

The CEFC is required to report on health and safety outcomes (including the impact on injury rates of workers) achieved as a result of initiatives mentioned above or previous initiatives:

  • The CEFC has a zero rate of injuries for the reporting period amongst employees and contractors.

  • There were no notifiable incidents (i.e. deaths, serious injury or illness and dangerous incidents) for the reporting period.


The CEFC must report any investigations conducted during the year that relate to businesses or undertakings conducted by the entity, including details of all notices given to the entity during the year under Part 10 of the WHS Act. The CEFC has not received any notices, conducted any investigations, nor been investigated under the relevant provisions over the financial year and is a Nil report for all particulars.

Other matters under JCPAA guidelines

Under the WHS Act, the CEFC is required to report on other matters as required by guidelines approved on behalf of the Parliament by the Joint Committee of Public Accounts and Audit [Schedule 2, Part 4, section 4(2)(e)].

At the time of writing, the JCPAA had not as yet specified additional requirements for the CEFC under this provision.