Glossary
The Glossary is a list of terms and their standard definitions for all policies, procedures, guidelines, rules, and related documents. Unless otherwise identified in a policy, the Glossary definitions listed here apply.
It is expected that the Glossary will be built up over time and documents will gradually be converted to incorporate standard definitions as part of the normal review process.
Absenteeism for workers refers to a habitual pattern of absence from duty, generally in the form of unplanned or unmanaged absences. Absenteeism for school students includes: ♦ Emerging absenteeism: Less than 90% attendance or 11 to 20 days of leave (not necessarily consecutive). Achievement of the Australian Professional Standards for Teachers at one of the key stages – Graduate, Proficient, Highly Accomplished, Lead. A teacher accredited at Proficient Teacher (or above) who has been allocated in line with the school/service’s internal procedures to fulfil the roles and responsibilities described in Section 14.2 of the NSW Teacher Accreditation Manual. Where there is a direct conflict of interest between the private interest of a person and the performance of their official duties and responsibilities. An administrative inquiry is a structured process undertaken to investigate whether there is sufficient evidence to sustain a complaint. Administrative inquiries apply the civil standard (on balance of probabilities) and do not address questions of innocence or guilt; nor can administrative inquiries unilaterally achieve moral certitude in canonical jurisdictions. See Safeguarding Framework Policy 2022. When an employee is suspended from duty for any reason, for the period of their suspension, administrative leave may be either paid or unpaid, in accordance with the relevant policy or industrial instrument. A member of the Complaint Management Service at diocesan Governance who may be allocated to finalise a complaint by Administrative Inquiry. Diocesan agencies may also be referred to as directorates. Diocesan agencies are intra-diocesan organisational structures that have been established and developed in the life of the church, to undertake good works and services on behalf of the Diocese and have the capacity to bind the Diocese to its actions. For the most part, but not exclusively, diocesan agencies are led by executive directors. Examples of Diocesan agencies include: ♦ CatholicCare Social Services Hunter-Manning including the Development and Relief Agency (DARA); ♦ Catholic Development Fund; ♦ Catholic Schools Office and the diocesan systemic schools; ♦ Hunter Community Housing; ♦ Office of Safeguarding; ♦ Pastoral Ministries; ♦ St Nicholas services including Early Education centres and Out of School Hours Care (OOSH) services; and ♦ Shared Services, which is inclusive of multiple specialist tertiary providers to diocesan parishes and agencies, that forms part of the Diocesan Curia. Where a Policy Document is referred to as “Agency-level” it is specific to a particular agency (i.e., it differs in the scope of application, compared to Diocese-wide Policy Documents). Is the committee, body, or position with authority (or delegated authority) to approve a policy document. Bishop means the diocesan bishop of the Catholic Diocese of Maitland-Newcastle who has taken canonical possession of the Diocese in accordance with the Code of Canon Law in force (“the Code”). Bishop has the meaning pursuant to section 2 of the Roman Catholic Church Trust Property Act (NSW) 1936 (“the Act”). Under the Act, the Bishop of the Diocese and the Diocesan College of Consultors collectively are the body corporate of the Trustees. If the episcopal see comprising the Diocese is either impeded or vacant as set out in the Code, then the Bishop of Maitland-Newcastle shall be inclusive of the person properly empowered to undertake the governance of the impeded or vacant see of Maitland-Newcastle in accordance with the Code, including: ♦ a coadjutor bishop; ♦ an auxiliary bishop; ♦ the diocesan administrator; and ♦ an apostolic administrator. The geographical area (based on the Parish Boundaries of the Maitland-Newcastle Diocese) in which student enrolments are accepted for a particular Catholic school. The school catchment area document will be available on the Catholic Schools website. The workers compensation insurer for the Diocese for injuries that result from incidents occurring prior to 4.00pm 30th June 2023. The CCF assists with the management of the finances for the Diocese (parishes, schools etc) and also offers members a range of investment and savings products. The Fund's main aim is to assist the Church achieve its pastoral mission. Members' funds are used to enable diocesan and parish projects to be completed at low costs – in other words our parishes, schools and diocesan groups do not have to borrow money commercially. More importantly, however, all the CCF's surplus is used to help the Diocese. The Catholic Diocese of Maitland-Newcastle (the Diocese) is inclusive of all parishes and agencies, communities, ministries and works that are under the authority of the Bishop of Maitland-Newcastle. The Bishop takes his authority from Canon Law (Canons 375-402). The geographical coverage of the Diocese includes all or part of the Newcastle, Lake Macquarie, Maitland, Cessnock, Port Stephens, Singleton, Muswellbrook, Upper Hunter, Dungog and Mid-Coast local government areas, with almost 160,000 Catholics, 38 parishes and serviced by multiple diocesan ministries and agencies. The Diocese is not wholly geographic in nature. There are elements of the Catholic Church operating within the physical boundaries of the Diocese that do not fall under the authority of the Bishop and are not a part of the Diocese. Equally, particular diocesan ministries occur within external institutions (e.g. Prison Chaplaincy, Hospital Chaplaincy). Families in which the child/children are baptised in the Catholic faith and the enrolling parent/s or carer/s are supportive of a Catholic education for their child. Is one which operates with the consent of the diocesan Bishop and is one where formation and education are based on the principles of Catholic doctrine. It includes primary, secondary and K-12 schools. The Catholic Schools Office (CSO) is an agency (or directorate) of the Diocese of Maitland-Newcastle. It is responsible for the leadership, efficient operation and management of systemic schools which educate approximately 20,000 students in 58 schools in the Diocese. The CSO oversights over 2000 teaching and non-teaching staff. The CSO's main focus is providing support for schools and helping to ensure that every student receives a quality Catholic education. The Catholic Schools Office is modelled on the person of Jesus Christ as revealed in the Gospels and through the teachings of the Catholic Church. CatholicCare Social Services Hunter-Manning is an agency (or directorate) of the Diocese of Maitland-Newcastle. CatholicCare is a not-for-profit registered charity, which seeks to continue the mission of Christ and to offer opportunities for growth, healing and hope to all people. Its holistic support options are offered to those in need regardless of religion, age, gender, ethnicity or physical and intellectual disability. CatholicCare’s programs are a combination of fee-for-service and government-funded, and are responsive to local needs which are at the heart of everything they do, working with people to address issues. A specific form of medical certificate provided by a Nominated Treating Doctor or Nominated Treating Specialist that relates to a claim for compensation. A valid Certificate of Capacity must be provided for any Workers Compensation claim. Or maltreatment was defined in 1999 by the World Health Organisation (WHO) as “all forms of physical and/or emotional ill-treatment, sexual abuse, neglect or negligent treatment or commercial or other exploitation, resulting in actual or potential harm to the child’s health, survival, development or dignity in the context of a relationship of responsibility, trust or power.” The Standards have adopted a more detailed definition which is available on the Office of Safeguarding website, alongside a detailed discussion on what constitutes the various forms of child abuse and neglect. Refer to the Reporting child abuse page. Refers to people under the age of 18 years. [1] [1] Under the Children and Young Persons (Care and Protection) Act 1998, there is a differentiation between children (0-15 yrs) and young people (16-17 yrs). However, the Crimes Act 1900 and the Child Protection (Working with Children) Act 2012 define children as any person less than 18 years of age. The Children’s Guardian Act 2019, other than for purposes of Part 6 Child Employment, also defines children as persons under 18 years of age. The National Catholic Safeguarding Standards defines children as “individuals under 18 years of age”. The definition recognises that there is a graduation towards independence that begins for children prior to their 18th birthday, through adolescence increasing independence and self-determination is afforded a child, e.g. making some medical decisions independent of their parents etc. Chronic illness or injury is an illness or injury that is persisting for a long time or constantly recurring. A layperson who performs paid or unpaid work in the service of the Church. Church Workers, together with clergy and religious, contribute to the mission of the Church. is a company that manages workers compensations claims on behalf of icare. In Catholic usage, a collective term referring to all those ordained – bishops, priests and deacons – who adminster the rites of the church. Collaborative Curriculum Planning is the process to determine the most appropriate curriculum options and adjustments for a student with disability. Collaborative Curriculum Planning should take place within the broader context of personalised planning that includes interventions and other supports to address identified student learning and support needs. Compass, a software platform, is used by our diocesan schools as the Student Information System to monitor, record and manage student attendance. The complainant is the person who makes the complaint. The complainant may be the person who suffered the alleged inappropriate conduct or poor service or a person acting on another person’s behalf for example, the responsible person for a child (e.g. parent) or vulnerable person (e.g. appointed guardian). A complaint is an expression of dissatisfaction made to or about the Diocese, the services the Diocese offers, a diocesan worker or the handling of a complaint where a response or resolution is explicitly or implicitly expected or legally required. A complaint is not a request for service, an expression of concern, opinion, or feedback where a response is not explicitly or implicitly expected. A matter that may not be considered a complaint as defined by the policy may be recorded and referred to the appropriate operational leadership for management. The diocesan service provided by Governance that is dedicated to the resolution of complaints and includes: ♦ Resolution Officers who have an impartial, facilitative, and supportive role in the resolution of complaints at the Agency, and ♦ Administrative Review Officers who may be allocated to finalise a complaint by the completion of an Administrative Inquiry. All policies, procedures and practices used by the Diocese in the management of complaints. Meeting all an organisation’s compliance obligations. A person or group or persons with responsibility for the operation of the compliance management system. A set of interrelated or interacting elements of an organisation to establish policies and objectives and processes to achieve these objectives. Requirements that an organisation mandatorily has to comply with, as well as those that an organisation voluntarily chooses to comply with. Likelihood of occurrence and consequence of non-compliance with the organisation’s organisations compliance obligations. Schooling is compulsory for children and young people aged from 6-17 years unless an exemption from attendance or enrolment has been granted. Aims to bring together the family, student, Principal, school staff and relevant agencies to help resolve the underlying issues that have led to the student’s poor attendance. Means a teacher has successfully completed an undergraduate degree or at least three years of a four-year teaching degree. Conflict of interest refers to situations where a conflict arises between public or professional duty and private interest. This conflict could influence the performance of official duties and responsibilities. Such conflict generally involves opposing principles or incompatible wishes or needs. The issue of conflict of interests was considered in the NSW Supreme Court.2 The judgement assumes a view that humans are fundamentally driven by self-interest and therefore our adherence to duty and responsibility should not be pitted against our own best interests. Conflicts of interests can be: ♦ Actual, involves direct conflict between your current duties and responsibilities and existing private interests; or ♦ Potential, where a person has private interest that could interfere with the performance of their official duties and responsibilities in the future. ♦ Reasonably perceived, where a reasonable person could perceive that your private interests are or are likely to improperly influence the performance of your duties, irrespective of whether this is the fact. The ongoing effort to improve services, systems, processes or products to maximise individual outcomes. Evidence-based approaches are used so the organisation adapts to changing needs of the community or people accessing services. A period of unbroken service with an employer by an employee. The measure that maintains and/ or modifies risk. Occurs where a worker uses or attempts to use their position for some personal gain or advantage (either for themselves or another person or entity), rather than acting in the interest of the Diocese. It may involve a worker carrying out their duties dishonestly or unfairly or misusing the Diocese’s resources or information for an improper purpose. In each diocese a presbyteral council is to be established, that is, a group of priests which, representing the presbyterium, is to be like a senate of the bishop and which assists the bishop in the governance of the diocese according to the norm of law to promote as much as possible the pastoral good of the portion of the people of God entrusted to him. (Canon 495 §1) Covert surveillance is surveillance carried out or caused to be carried out by the Diocese of a worker while at work and not carried out in compliance with the requirements for notification of workplace surveillance in Part 2 of the Workplace Surveillance Act 2005 (NSW). Actual or potential loss, disclosure or access without authorisation of personal information held by the Diocese or its agencies. An Episcopal vicar is a priest appointed by the diocesan bishop who has the same ordinary power as the law gives to the vicar-general, but this power is limited to a determined part of the diocese, to a specific type of activity, to the faithful of a particular rite or to certain groups of people. The role of the Episcopal Vicar is to co-ordinate pastoral activity and exercise pastoral care of the clergy in the deanery. Consideration of different types of assessment strategies and ways that students can demonstrate their understanding. May also be referred to as ‘directorates’. Diocesan agencies are intra-diocesan organisational structures that have been established and developed in the life of the church, to undertake good works on behalf of the Diocese and the provision of tertiary support to those services. Diocesan agencies include: ♦ CatholicCare Social Services Hunter-Manning including the Development and Relief Agency (DARA); ♦ Catholic Development Fund; ♦ Catholic Schools Office and the diocesan systemic schools; ♦ Hunter Community Housing; ♦ Office of Safeguarding; ♦ Pastoral Ministries; ♦ St Nicholas services including Early Education centres, Out of School Care (OOSH) and Pathway programme; and ♦ Shared Services, which is inclusive of multiple specialist service providers to diocesan parishes and agencies, that forms part of the Diocesan Curia. The diocesan curia consists of those institutions and persons which assist the bishop in the governance of the whole diocese, especially in guiding pastoral action, in caring for the administration of the diocese, and in exercising judicial power. (Canon 469) In the Diocese of Maitland-Newcastle, the diocesan curia includes: ♦ Diocesan Offices – Bishop’s Office, Office of Safeguarding, Pastoral Ministries and CEO Office; and ♦ Diocesan Agencies – CatholicCare Social Services Hunter-Manning, Catholic Schools Office, St Nicholas, Catholic Development Fund, Hunter Community Housing and Diocesan Shared Services. Means any member of the Diocesan Leadership Group. A term that refers to the whole leadership group of the Catholic Diocese of Maitland-Newcastle, which is a combination of ‘local leaders’ and ‘senior leaders’. The Diocesan Leadership Group meets regularly to provide a consultative forum so that mission, pastoral and strategic plans and decisions for the diocese are realised to the highest standard. A Diocesan Motor Vehicle is any vehicle either owned or leased by the Diocese, including but not limited to ♦ A pool vehicle available for use of workers or a class of worker that is generally parked or garaged at Diocesan premises; ♦ A vehicle that is provided to a worker as a tool of trade; ♦ A vehicle that is provided to a Senior staff member as a part of their salary package (noting not all Senior staff members receive use of a Diocesan Motor Vehicle); But does not include a vehicle provided through a Salary Sacrifice Provider where there is a novation agreement in place with the worker. The Diocesan Resource Centre or DRC means the building located at 12 Tudor Street, Newcastle West. A worker is a person who carries out work in any capacity for an employer or ‘Person Conducting a Business Undertaking’. This includes employees, clergy, religious, trainees, apprentices, student placements, volunteers and contractors. In the Diocese of Maitland-Newcastle, ‘diocesan worker’ includes those who carry out work in and for parishes within the Diocese, within and for diocesan agencies and the diocesan curia Where a Policy Document is referred to as “Diocese-wide” it applies across the Diocese. Is communicating with a person to promote goods and services and can include fundraising. Diocesan agencies may also be referred to as directorates. Diocesan agencies are intra-diocesan organisational structures that have been established and developed in the life of the church, to undertake good works and services on behalf of the Diocese and have the capacity to bind the Diocese to its actions. For the most part, but not exclusively, diocesan agencies are led by executive directors. Examples of Diocesan agencies include: ♦ CatholicCare Social Services Hunter-Manning including the Development and Relief Agency (DARA); ♦ Catholic Development Fund; ♦ Catholic Schools Office and the diocesan systemic schools; ♦ Office of Safeguarding; ♦ Pastoral Ministries; ♦ St Nicholas services including Early Education centres and Out of School Hours Care (OOSH) services; ♦ Hunter Community Housing; and ♦ Shared Services, which is inclusive of multiple specialist tertiary providers to diocesan parishes and agencies that forms part of the Diocesan Curia. Means the director or most senior staff member of any agency of the Diocese. Has the meaning as described under the New South Wales Anti-Discrimination Act 1977, Commonwealth Disability Discrimination Act 1992 and the Disability Standards for Education (2005). An unresolved complaint escalated either within or outside of the Diocese. Dispute resolution involves the people who are in dispute talking about the issues between them and working towards an agreement on how these issues may be resolved. The conversation between the people who are in dispute may be facilitated by an impartial person, such as a mediator. Refers to the position that is responsible for the operational implementation and review of a Policy Document. refers to within Australia. A voluntary transfer of money property or other benefit where there is no material benefit or advantage to the donor. A tax-deductible receipt is issued for donations of $2 and over where the agency, school or parish is endorsed as a Deductible Gift Recipient. In the Diocese, CatholicCare and Hunter Community Housing are Deductible Gift Recipients. All other agencies and schools are Public Benevolent Institutions. Only Deductible Gift Recipients may issue a tax receipt for donations of $2 and over. An individual or their legal representative (in the case of a deceased person’s bequest) or other entity that makes a donation to a cause. A committee convened to make recommendations about enrolment decisions where a relevant party has commenced an appeal, along with any other escalated and complex enrolment applications as required. Contributors may include the School Principal from the child’s local catchment area, the School Principal from the school where the enrolment is sought and/or a Parish Priest and/or subject matter expert. A document between an employer and their employees covering employment conditions. An enterprise agreement has terms and conditions for the employees it covers. It sets out what entitlements the employer agrees to provide for those employees in their business or organisation. Enterprise Risk Management System ( Software) Occurrence of change of a particular ser of circumstances. The person responsible for the booking of the library space in the Diocesan Resource Centre located at 12 Tudor Street, Newcastle West. A period of paid or unpaid leave in excess of 4 weeks, which may be in the form of long service leave, leave without pay, parental leave, sick leave, or workers’ compensation. More than feeling tired and drowsy. In a work context, fatigue is a state of mental and/or physical exhaustion which reduces a person’s ability to perform work safely and effectively. Opinions, comments, compliments and expressions of interest or concern, made directly or indirectly, explicitly, or implicitly, to or about the Diocese, the services offered by the Diocese or complaint handling where a response is not explicitly or implicitly expected or legally required. A decision based on fact, whether there is sufficiently compelling inculpatory evidence to determine that a complaint has merit or is ‘sustained’. Alternatively, the finding is that the complaint does not have merit or is ‘not sustained’. Immediate treatment or care given to a person suffering from an injury or illness until more advanced care is provided or the person recovers. Is inclusive of first aid kits and other equipment used to treat injuries and illnesses. Include first aid rooms, health centres, clean water supplies and other facilities needed for administering first aid which will contain first aid equipment. Nationally recognised training designed to provide the person with the skills and knowledge to apply first aid in the event of injury or illness. A person who has successfully completed a nationally accredited training course that has given them the competencies required to administer first aid (also see definition of First Aid Training). The Diocese of Maitland-Newcastle’s Reconciliation Action Plan 2022-23 ‘Reflect’, applies this language alongside the naming of Aboriginal and Torres Strait Islander peoples and Australia’s First Peoples. Is when an individual is in a state (physically and psychologically) to perform tasks assigned to them competently and in a manner which does not compromise the safety and health of themselves or others. Is when an individual is in a state (physically and psychologically) to perform tasks assigned to them competently and in a manner which does not compromise the safety and health of themselves or others. Formative assessment provides teachers and students with opportunities for feedback throughout the teaching and learning process and provides evidence about learning progress. Sharps that are found on a site either in the open (on the lawn, path or bench) or sharps that could be present in dumped waste (in a fast-food bag, garbage bag, suitcase or box). Is dishonest activity by a worker that causes actual or potential financial loss to the Diocese, including theft of money or other property. It includes deliberate fabrication, concealment, destruction, or improper use of documentation used for a normal business purpose or the improper use of other information or position. determines workers functional capacity and work potential. This can be utilised as part of the RTW process to assist with upgrading capacity and achieving the rehabilitation and RTW goal. The act of seeking and obtaining donations on behalf of a cause. Manage claims on behalf of Icare in accordance with NSW Workers Compensation Legislation and Agency Agreement. A person or group of persons that has the ultimate responsibility and authority for an organisation's activities, governance and policies and which top management reports to and by which top management is held accountable. A statement (written or oral) raised by a diocesan worker regarding a genuine work-related concern, such as: ♦ an interpersonal conflict; ♦ a perceived breach of policy; ♦ the allocation of work or developmental opportunities: or ♦ a perceived unfairness in the workplace. Guidelines state the organisation’s general intent. It directs those subject to the guidelines how to treat or approach a particular situation. Guidelines may be more general in approach or very detailed and particular. Heads of Service refers to the Head of the following services: ♦ Communications and Marketing; ♦ Data and Analytics; ♦ Finance; ♦ Governance; ♦ People and Culture; ♦ Property Services; and ♦ Technology Services. Means personal information that is information or an opinion about the physical or mental health or a disability (at any time) of a person, or a person’s express wishes about the future provision of health services to him or her, or a health service provided, or to be provided, to a person, or other personal information collected to provide, or in providing, a health service. For a full definition see section 6 of the Health Records and Information Privacy Act 2002 (NSW). The hierarchy of controls is a method of identifying and ranking safeguards to protect workers from hazards. They are arranged from the most to least effective and include elimination, substitution, engineering controls, administrative controls and personal protective equipment. Teachers should provide multiple opportunities for students to demonstrate their achievement in relation to the syllabus outcomes in a variety of ways and in a range of situations. When making a judgement about the 5 point achievement scale that best matches each student’s overall achievement at a particular point in time, teachers should: ♦ review all relevant assessment information for the reporting period ♦ consider the nature and quality of the assessment information ♦ compare what the student has demonstrated with the descriptions for each grade ♦ base the judgement about the grade on the standard the student has demonstrated by the end of the reporting period. The workers compensation insurer for the Diocese for injuries that result from incidents occurring after 4.00pm 30th June 2023. Any unplanned event resulting in, or having a potential for injury, ill health, damage or other loss. mnResponse is the incident managment system that centralises the process for reporting of incidents. An online incident report form in mnResponse that is to be completed as soon as practicable after an injury, illness, incident, near miss or hazard is reported, whether or not there has been a claim for compensation. Inclusive assessment means ensuring all students are able to demonstrate their learning. Assessment design should consider the ways students engage in the activity, how information is presented and accessed, and the different ways that students can demonstrate their understanding. are medical specialists who are requested by an CSP or employer to assess and provide a specialist medical opinion (e.g. Neurosurgeon, Plastic Surgeon, Psychiatrist). Inclusive of having codes of conduct, safeguarding commitment statements (where the contractor is in child-related work) An industrial instrument is defined under the Fair Work Act 2009 (Cth) as a workplace instrument that: ♦ is made under, or recongised by, a workplace law; and ♦ concerns the relationships between employers and employees. Most commonly these are awards and enterprise agreements, but can also include state and federal legislation. is a worker who has sustained a workplace injury or contracted a workplace disease or illness, this includes both physical and psychological injuries and illnesses. is the process that comprises activities and procedures established and undertaken for the purpose of achieving a timely, safe and durable RTW for workers following a workplace injury or illness. The position of Return to Work Coordinator (RTW) is known within the Diocese as Injury Management and Wellness Specialist (IMWS). The IMWS is an injury management rehabilitation specialist and part of the Diocese Health and Wellness team, whose main role is to assist injured workers and their managers with the RTW process in a safe and timely manner. They have been appropriately trained in the legislative requirements for returning an injured worker back to work after a workplace injury has occurred; and are required to work closely with the injured worker, the injury management team and relevant businesses to achieve the desired RTW outcome. is a plan developed by the Claims Service Provider for coordinating and managing those aspects of injury management that concern the treatment, rehabilitation and retraining of an injured worker, for the purpose of achieving a timely, safe and durable return to work. A coordinated and managed program that integrates all aspects of injury management including treatment, rehabilitation, retraining, claims management and employment management practices. The purpose of injury management is to achieve a timely, safe and durable return to work for the injured worker. Inclusive of but not limited to, Public Liabilitiy and Workers Compensation. A person or organisation that can affect, be affected by or perceive itself to be affected by a decision or activity. evaluation of internal controls, including corporate governance and operational processes, policies and documentation. refers to outside of Australia. Diocesan leaders are workers who have the ability to direct the work of other diocesan workers or have the authority to make decisions that may affect parishioners, people in receipt of a diocesan service or other workers, as an intrinsic part of their role or canonical office. The Diocese recognises two particular sub-sets of leaders: ♦ local leadership; and ♦ senior leadership. Leave specified within the applicable Enterprise Agreement/ Award, the Fair Work Act/ National Employment Standards (NES) and relevant organsiational policies. A detailed overview of the leave provisions per agency is outlined in the Leave Guide. A magnitude of risk or combination of risks, expressed in terms of the combination of consequence and their likelihood. The main section of the Diocesan Resource Centre and the compactus area, located at 12 Tudor Street, Newcastle West. Inclusive of all required licences, certifications and other forms of accrediation that validate the contractor’s ability to undertake the contracted work in accordance with regulatory requirements ( e.g. electrician’s licence,plumbing licence etc). The chance of something happening. refers to within New South Wales. Refers to the diocesan worker or workers whose authority is localised, i.e. specific to a particular service or parish, and may refer to: ♦ a director of an early education centre; ♦ a head of service; ♦ a manager; ♦ a school principal; ♦ parish leaders, inclusive of assistant parish priests and appointed lay leadership; or ♦ the nominated supervisor in an OOSH service. >1 month Set of interrelated or interacting elements of an organisation to establish policies and objectives as well as processes to achieve these objectives. A manager is a worker with additional responsibilities including supervising workers and/or administering a service area. This includes, but is not limited to, managers, team leaders, directors, principals, assistant principals, heads of services, parish administrators and business managers. A teacher accredited at Proficient Teacher (or above) who has been nominated by the Executive Director of St Nicholas Early Education as the person making the recommendations to NESA to accredit at Proficient Teacher. Means all forms of media, including but not limited to print, radio, television, film, online, digital and social media. or MHPs are personal care products used during menstruation, which can either be disposable or reusable, such as sanitary napkins, and tampons. The age at which a child completes Year 10 of secondary education and participates on a full-time basis in either study, employment, or a combination of both, or the age of 17 years – whichever first occurs. mnResponse is used by all agencies and staff, as a simplified online system that has replaced a range of paper-based forms. It is used for: ♦ incident reporting; ♦ hazard reporting; ♦ feedback and complaints; ♦ compliance and assurance activities; and ♦ Risk Management activities. The continual checking, supervising, critically observing or determining the status in order to identify change from the performance level required or expected. Needlestick injuries are wounds caused by needles or syringes that accidentally puncture the skin. The NSW Education Standards Authority (NESA) replaced the Board of Studies, Teaching and Educational Standards NSW (BOSTES) on 1 January 2017. A properly registered health care provider who is providing treatment to an injured worker for an injury or illness. Non-fulfilment of compliance obligations. An injury or illness where the workers employment is not the main contributing factor. An incident that requires immediate notification to the Regulatory Authority (e.g. SafeWork NSW) by the fastest way possible and isolation of the area including: ♦ The death of a person; or ♦ Serious injury or illness of a person; or ♦ A potentially dangerous incident such as exposure to steam, collapse of structure or receiving an electric shock. Results to be achieved. is a multi-disciplinary team of health professionals who specialise in occupational RTW and are accredited to provide this service by the relevant regulatory authority. is a specialist in the field of occupational medicine that focuses on prevention, identification, management and treatment of health conditions and rehabilitation. A person or group of people that has its own functions with responsibilities, authorities, and relationships to achieve its objectives. (Note: this concept includes but is not limited to sole trader, company, corporation, firm, enterprise, authority, partnership, charity or institution or part or combination thereof, whether incorporated or not, private or public. If the organisation is part of a larger entity, the term refers only to that part of the larger entity that is within the scope of the compliance management system) Those consequences or actions that stem from the findings and reflect the seriousness of the allegations and address any unresolved risks. Outcomes tend to fall within two classes: ♦ the future roles and responsibilities of the respondent as a diocesan worker; or ♦ issues related to the Diocese of Maitland-Newcastle’s current operational or systemic practices. Includes a parent, carer or other person having the care or custody of a child or young person. The Parish Leader exercises a leadership role of responsibility for the day to day functioning of a parish community in partnership with the Priest Supervisor. The Parish Leader is responsible for the normal pastoral and administrative duties of the community, with the exception of those duties and responsibilities reserved in general for an ordained priest or in particular the Parish Priest or Priest Supervisor, as specified by Canon Law and the diocesan bishop, to assist in the pastoral care of the parish and to oversee the work of individuals and groups who serve the parish, and to offer pastoral care on a daily basis to parishioners. The Parish Leader is in effect “in charge” of the parish, leads the parish community, participates in the building of community, and leads in the functions of teaching, sanctifying and governing. The Parish Leadership Team (PLT) is appointed by the bishop and collectively provides leadership to the community by virtue of that appointment. Its function is not, like that of the more familiar Parish Pastoral Council, simply to advise the Priest Supervisor. It has its own proper ‘share’ in the leadership of the community, a ministry of ‘pastoral care’ which it will perform in collaboration with the Priest Supervisor. (Canon 517 § 2) A parish is a community of Christ's faithful whose pastoral care is entrusted to a Parish Priest. He is the proper pastor of the community, caring for the people and celebrating the sacraments. In the exercise of his office the Parish Priest acts under the authority of the diocesan Bishop. “… is a certain community of the Christian faithful stably constituted in a particular church, whose pastoral care is entrusted to a pastor (parochus) as its proper pastor (pastor) under the authority of the diocesan bishop.” It also refers to the local parish as defined by its geographical boundaries. Pastoral Leave is paid leave granted at the discretion of the CEO, usually for compassionate grounds. Geographical linked schools that operate as an Early Education to Year 12 pathway to provide students with an enriched, integrated educational and faith development experience. Details of pathway schools will be available on the Catholic Schools website. Where it might appear to others that a person’s private interests could improperly influence the performance of their official duties and responsibilities, whether or not this in in fact the case. refers to the accessibility and availability of essential care needed to support a period, in conjunction with the removal/breaking of stigma and taboo around periods. generally refers to poor menstrual knowledge and/or access to period products. Means a ‘person conducting a business or undertaking’ as defined in the Work Health and Safety Act 2011 (NSW). Means information or an opinion about a person who is identified, or who can reasonably be identified, from the information, whether or not the information or opinion is true or recorded in a material form and includes sensitive information. Specialised clothing and equipment worn by an individual to protect against infectious materials or substances. Planned or scheduled leave provides employees with regular paid breaks from work for the purposes of rest and recreation and the opportunity to pursue personal life commitments. This leave is typically approved in advance and the employee must provide reasonable notice that they wish to access a leave entitlement. A policy is a statement of purpose or intent for how the Diocese wants its workers to manage or respond to particular situations. Diocesan policy will support workers understanding of the Diocese’s views and values on specific issues, and what will occur if they are not followed. Policies may be imposed or required by external stimuli (civil or canonical law, societal or church regulation) or as a means of promoting or addressing a diocesan priority. A policy can be security related also and that can be used to identify risks and mitigate risks. Includes Codes of Conduct, Governance Policies, Operational Policies and documents such as procedures and guidelines which are subordinate to policy and support the implementation of policy. The process of creating, approving, implementing, and maintaining Policy Documents within the Diocese. Where a person has private interests that could interfere with the performance of their official duties and responsibilities in the future. The worker’s weekly average of the gross earnings received for work in any employment in which the worker was engaged at the time of the injury. Where a worker is entitled to receive weekly compensation payments, these payments are calculated by the insurer using a formula and the worker's pre-injury average weekly earnings (PIAWE). Duties undertaken by a worker as per their position description and/or duties undertaken prior to a work-related injury occurring. The most senior member of the teaching staff of a school, with responsibility for the effective and efficient day-to-day operations of the school, including compliance with the Education Act 1990. Means a vehicle owned by an individual and not a Diocesan Motor Vehicle. Policies are general statements of how an organization want to behave and procedures define in detail how to respond, how to complete a task step-by-step, to a greater or lesser extent. Procedures should only be as detailed as is required to give adequate guidance to diocesan workers to successfully undertake the activity. Nevertheless, procedures that relate to security, risk mitigation or highly technical activities can be lengthy, highly detailed and complex. Leave as described by the CSO Professional Renewal Leave Policy and Procedure, and otherwise not applicable to the Leave Policy. A Proficient Teacher meets the requirements for full registration or accreditation through demonstrating achievement of all the Standard Descriptors of the APST at Proficient Level. Are the particular operational activities that are related and often interrelated and interdependent that collectively work towards a shared outcome or purpose. Programmes are often defined by funding and/or governance arrangements. Programmes must be accountable to or an integral part of a diocesan parish or agency. Provisional Accreditation means a teacher has successfully completed an accredited degree. They do not need to complete any further studies and can now work towards being accredited at the next level of Proficient Teacher Accreditation. Includes a range of cognitive, emotional and behavioural symptoms that interfere with a worker’s life and can significantly affect how they feel, think, behave and interact with others. Any aspects of work and situations that may cause stress response, which in turn can lead to a psychological or physical harm. Any aspects of work and situations that may cause a stress response, which in turn can lead to a psychological or physical harm. A public organisation such as government, council, television or radio station. Member of parliament, councillor, TV or radio personality. A Public Juridic Person (PJP) is in canon law and designates an entity or organisational construct with legal rights and obligations in the same manner as a physical person. The 1983 Code of Canon Law specify a number of PJP ‘established by the law itself’ including dioceses and parishes. Other PJP can be established by ‘competent ecclesiastical authority’ such as Ministerial PJP. A PJP has the following characteristics: ♦ it acts on behalf of the church, not merely in its own name; ♦ it fulfils a specific task entrusted to it for the common good; ♦ it acts within the limits established by church law and its approved statues; and ♦ its property is church property and is administered in accordance with the requirements of canon law. (Church Administration Handbook 2008, pp. 66-7, 69-70.) Purchased leave is an agreement reached following consultation between the Employee and their Manager to allow the Employee to use part of their salary to purchase additional leave. Additional leave of up to ten days is available to Employees. The cost of the additional leave is averaged over the 12-month period and paid fortnightly through a reduction in the fortnightly payment of salaries and wages. Means consistent with the mission of the Catholic church in the Diocese and includes the works and services of its agencies. Is a term used in CatholicCare to refer to clients as "People We Support". systems and processes used to monitor, review, plan, control and ensure quality of services, supports or products. Also referred to as quality assurance. Refers to changes or accommodations that can be made by the Diocese to ensure you are able to perform your role. These may include: ♦ the provision of additional equipment/tools or rearrangement of an office space/work area; ♦ adjusting work-related communication or introducing appropriate software for a vision or hearing-impaired person; ♦ or introducing flexibility which may include changes to your working hours. A direction given by a Manager/Principal, Head of Agency or People and Culture Partner that is reasonable in nature and pertains to the employment of a worker. It will not contravene legislation, awards or agreements. is a written plan that clearly outlines the suitable duties, working hours and supervision arrangements guiding an injured worker’s safe and sustainable return to the workplace. Australia is a signatory to the UN Refugee Convention4 which defines a refugee as a person who is outside their own country and is unable or unwilling to return due to a well-founded fear of being persecuted because of their: ♦ race; ♦ religion; ♦ nationality; ♦ membership of a particular social group; or ♦ political opinion. A student is considered to be in regular attendance when they attend school for 90% or more of possible school days. A return to work professional who is experienced in dealing with workplace injuries and helping people back to safe work. For Workers Compensation claims, a rehabilitation provider is independent of all parties involved in the claims process, including CCI, GIO (depending on date of incident) and the Diocese. A related party transaction is the transfer of resources, services, or obligations between related parties. It does not have to include a financial payment. Related parties include: ♦ Spouse, child, parent and sibling; ♦ Anyone who lives in the household of the worker; ♦ Any company or business in which the worker, or someone who lives in the household of the worker holds, shares or has responsibility for; ♦ Other family related by blood or marriage but this may depend on context; and ♦ An agency, school, or parish that is part of the Diocese. A related party transaction can include: ♦ Purchases, sales or donations; ♦ Receiving goods, services or property; ♦ Leases; ♦ Transferring property, including intellectual property; ♦ Loans; ♦ Providing employees or volunteers; and ♦ Providing shared services such as accounting or legal services at a discounted rate or for free. A request for service may include: ♦ requests for information; ♦ a request for review in accordance with accepted internal review procedures; ♦ requests for approval; ♦ requests for actions; ♦ routine inquiries about the services offered by the Diocese; ♦ requests for the provision of diocesan services and assistance; or ♦ requests for explanation of diocesan policies, procedures, and decisions. The risk remaining after risk treatment. A member of the Complaint Management Service at diocesan Governance who has an impartial, facilitative and support role in the resolution of complaints at the agency. The person who is the subject or focus of the complaint, i.e. the person who undertook the action or was responsible for the provision of service that triggered the complaint. Responsible persons for non-government schools, as defined by the Education Act 1990, are accountable for proper governance of the school and for meeting the requirement that a registered non-government school must have policies and procedures for the proper governance of the school in place. The Act defines a responsible person as: ♦ The proprietor of the school and, if the proprietor is a corporation, each director or person concerned in the management of the school, or ♦ A member of the governing body of the school, or ♦ The Principal of the school. In the context of the Catholic Schools Office, responsible persons for the purposes of the Act are deemed to be: ♦ The Trustees of the Roman Catholic Church for the Diocese of Maitland-Newcastle (as the registered proprietor); ♦ The Bishop (as the delegated authority to act on behalf of the Trustees in making decisions related to the overall governance of the system of schools); ♦ The Chief Executive Officer of the Catholic Diocese of Maitland-Newcastle; ♦ The Chief Operating Officer of the Catholic Diocese of Maitland-Newcastle; ♦ The Head of Catholic Schools; ♦ Assistant Head of Schools – Primary and Assistant Head of Schools – Secondary; ♦ Head of Governance, Finance, Property and People & Culture; and ♦ Principals of Diocesan schools. Using the most appropriate form of assessment to meet student need at a particular point in time and applying it to inform teaching. (RTW program) comprises the policies and procedures outlining the rehabilitation and RTW process following injury or illness. Activity undertaken to determine the suitability, adequacy, and effectiveness of the subject matter to achieve the established objectives. The effect of uncertainty on objectives. Plan for implementation of identified risk treatments, including required resources and timelines. The process to comprehend the nature of risk and to determine the level of risk. The amount of risk that the Diocese is prepared to accept or be exposed to at any point in time. The overall process of risk identification, risk analysis and evaluation. The process of comparing risk analysis with risk criteria to determine whether the risk and/ or its magnitude is acceptable or tolerable. Identifying, finding, recognising and describing risks. Risk management is the identification, assessment, and prioritisation of risks followed by coordinated and economical application of resources to minimise, monitor, and control the probability and /or impact of unfortunate events or to maximise the realisation of opportunities. Risk management incorporates the Diocese’s readiness and capacity to accept risks as an inescapable part of undertaking its mission. Risk management’s objective is to assure uncertainty does not deflect the endeavour from its missionary or business goals. Is the set of components that provide the foundations and organsiational arrangements for designing, implementing, monitoring, reviewing and continually improving risk management throughout the organisation. Scheme within the risk framework specifying the approach, the managment components, and resources to be applied to the managment of risk. The systematic application of management policies, framework, and practices to the activities of communicating, consulting, establishing the context, identifying analysing evaluating, treating, monitoring, and reviewing risk. The person or entity with the accountability and authority to manage a risk. The description of any set of risks. The rating resulting from the application of the Diocese’s risk assessment matrix on the likelihood and consequence of a risk occurring. Element which alone or in combination has the potential to give rise to risk. The selection and implementation of appropriate controls for managing risk. Enabling a safe environment of self/others/the church. Safe ministry is the application and incorporation of safeguarding principles and standards in the everyday practice of faith and provision of mission. Safeguarding is a set of guiding principles that came to prominence in the UK. Safeguarding children are the actions taken to promote the welfare of children and protect them from harm. Safeguarding means: ♦ protecting children from abuse and maltreatment ♦ preventing harm to children’s health or development ♦ ensuring children grow up with the provision of safe and effective care ♦ taking action to enable all children and young people to have the best outcomes. Child protection is part of the safeguarding process. Safeguarding of vulnerable adults is based on the English Care Act 2014 and require that persons assessed as an ‘adult at risk’ are protected from abuse or neglect and that intervention is based on six principles: ♦ Empowerment: putting people first and helping those who lack mental capacity feel involved and informed ♦ Protection: supporting victims so they can take action ♦ Prevention: responding quickly to suspected cases of abuse ♦ Proportionality: making sure what we do is appropriate to the situation and for the individual ♦ Partnership: sharing the right information in the right way ♦ Accountability: making sure all agencies have a clear role The proportion of full-time students in Years 1-10 whose attendance rate is equal to or greater than 90%. Refers to those positions and roles that constitute canonical offices, report or relate directly to the Bishop, are members of the Diocesan Leadership Group or are otherwise specified as such by the Bishop. The roles and offices that form part of the diocesan senior leadership include: ♦ the Chancellor; ♦ the Chief Executive Officer; ♦ the Chief Operating Officer; ♦ executive directorships; ♦ parish priests; and ♦ The Vicar-General. A person or group of people who directs and controls an organisation at the highest level. Referred to as “Top Management” in AS ISO 37201:2023. Means information or an opinion that is also personal information, about a person’s racial or ethnic origin, political opinions, memberships of political, professional and trade associations and unions, religious and philosophical beliefs, sexual orientation or practices, criminal history, health information, and genetic and biometric information. Service is a period during which an employee is employed by an employer, but does not include certain excluded periods such as unpaid person leave or unpaid parental leave, any period of unauthorised absence or other unpaid leave. An individual that engages, or is referred to services the diocese offers e.g. client, person we support, participant, child/young person. In 2017, Bishop Bill Wright introduced a Shared Services into the diocesan curia with a view of bringing together resources and services that all areas of the curia and parishes may benefit. This aim was to enable agency leadership to focus on its core business, reduce confusion across agencies and diminish duplication of staff and resources. These shared services teams include: Administrative Services; Communications; Compliance; Legal and Risk; Data and Analytics; the Enterprise Portfolio Management Office (EPMO); Finance; People & Culture; Property; Technology Services. Include needles, syringes, scalpels. Rigid-walled, puncture-resistant plastic or metal container with leak resistant sides and bottom and a tight-fitting lid with an opening to accommodate depositing a sharp but not large enough for a hand to enter. <1 month Defined in section 42 of the Workplace Injury Management and Workers Compensation Act 1998 to mean a workplace injury where the worker will have an incapacity to work (whether total or partial) for a continuous period of more than 7 days. Means any form of online media (primarily internet or cellular phone-based applications and tools) that enable the sharing of content such as text, images, videos and audio and allows for interaction and/or participation with this media. Undertaking a fundraising activity with support received in the form of money in return for a benefit of value. Sponsorship is not considered a donation as a tax-deductible receipt is not issued. St Nicholas Early Education is a community in which children and young people develop the cultural, spiritual, physical and educational skills to belong in a contemporary world. Collectively, St Nicholas provides education services spanning early education, out of school hours care and vocational education. St Nicholas OOSH is an out of school hours service providing high-quality education and care to children aged 5 - 12 years. Each St Nicholas OOSH service is staffed by a dedicated team of qualified child-care professionals. Staff means all the employees who works at a particular place or in a particular business. It is a subset of the term ‘worker’. Person or organisation that can affect, be affected by, or perceive themselves to be affected by a decision or activity. The organisers within the Australian Professional Stadnards for Teachers (the Standards) that describe professional knowledge, practice and engagement at four career stages – Graduate, Proficient, Highly Accomplished and Lead. Standards Referenced Assessment refers to the process of interpreting information about student learning in relation to syllabus outcomes. It is used to compare student performance to an outcome with objective criteria rather than to the performance of other students. Standards Referenced Assessment can provide meaningful feedback about student achievement and support moderation, and consistent teacher judgement informing reporting. Reporting comprises of syllabus standards and performance standards: ♦ outcomes and content provide the syllabus standards and describe what students are expected to demonstrate in relation to their learning. ♦ how well students demonstrate achievement in relation to the outcomes and content is described in performance standards such as the Common Grade Scale. The government organisation responsible for the regulatory functions for the workers compensation insurance scheme in NSW. The number of actual full-time equivalent student days attendance by full-time students in Years 1-10 as a percentage of the total number of possible student days attended. Short term duties agreed between the employer, the injured worker and treating doctor that differ from those being performed prior to the injury. Suitable duties will be (as far as is reasonably practicable) the same as or equivalent to the work being performed at the time of the injury. Suitable duties must comply with a current certificate of capacity. Summative Assessment provides the opportunity to assess both student learning against standards and the effectiveness of the teaching program. Summative Assessment should be used along with other available assessment information to make an on-balance, holistic judgement of student achievement. Support service’ refers to the management and ongoing development of the policies, procedures and processes that underpin the recruitment, engagement, supervision, support. development and approaisal of dioceesan workers. The undertaking of these processes is the responsibility of multiple offices and services within the Diocese. For exmaple, People and Culture establishes the framework for the supervision of employees, however it is the employee’s local leader who is responsible for conducting the supervision. Means surveillance by any of the following means: ♦ ‘Camera surveillance’ which is surveillance by means of a camera that monitors or records visual images of activities on premises or in any other place; ♦ ‘Computer surveillance’ which is surveillance by means of software or other equipment that monitors or records the information input or output, or other use, of a computer (including, but not limited to, the sending and receipt of emails and the accessing of internet websites); or ♦ ‘Tracking surveillance, which is surveillance by means of an electronic device, the primary purpose of which is to monitor or record geographical location or movement (such as a Global or Positioning System Tracking device) Surveillance information means information obtained, recorded, monitored or observed as a consequence of surveillance of a workplace. Means a record or report of surveillance information. Sustainability is defined as having a balanced relationship with the Earth, being equitable in our demand for resources to ensure they are uncompromised for future generations, and maximising the environmental, social, and financial benefits of all we do to create a better future. The Office of Safeguarding is responsible for overseeing the safeguarding of the children and vulnerable persons who participate in the life of the Diocese: ♦ as part of our faith communities in parishes; ♦ in our diocesan systemic schools and early education centres; and ♦ as part of our welfare and community services through CatholicCare, out-of-school hours care, and other diocesan ministries. A task, activity, role, situation or circumstance that a worker or other person on a Diocese site may undertake, come into contact with, be required to facilitate. is the injured worker’s primary treating professional who has the relevant medical qualifications and is responsible for coordinating the treatment and recovery from a work-related injury/ illness. This may include but is not limited to a general practitioner, physiotherapist, psychologist, psychiatrist, surgeon, relevant specialist, occupational therapist, etc. It is the professional whom the worker is currently receiving advice from in relation to the non-work-related injury. The Trustees of the Roman Catholic Church for the Diocese of Maitland-Newcastle (Trustees) are a trust corporation with authority derived from both the Code of Canon Law of the Roman Catholic Church and the Roman Catholic Church Trust Property Act 1936 (NSW). The Trustees are the body recognised in civil law as the owner of all property held by the Diocese. In unforeseen developments other civil legislation regards the Trustees as the body responsible in governance issues as the Trustees are the ‘civil owners’. An absence from work, regardless of duration and whether it was paid or unpaid, that is not supported or approved by the manager. This includes where an employee fails to attend work with notifying their manager. A parent/carer has not provided an explanation of the school student’s absence within seven days of the occurrence of the absence. An explanation received by the school for a student’s absence which has not been accepted by the Principal Is a term used to capture the spectrum of people who provide services and support to the many ministries and activities of the Diocese without remuneration. There are a number of classifications for unpaid helpers to assist in differentiating the degrees of engagement and oversight that are applied. There are three classifications of unpaid helpers who are not considered ‘diocesan workers’: ♦ Incidental Helper; ♦ Parishioner Helper; and ♦ Visitor. There are three classifications of ‘volunteers’ in the Diocese who are considered ‘diocesan workers’ and, unless otherwise stipulated in specific sections or paragraphs, to which this Framework applies: ♦ Volunteer (Close family member); ♦ Volunteer (General); and ♦ Volunteer (Spiritual Officer). Unplanned absence refers to a temporary absence from work in recognition of circumstances that can generally arise irregularly or unexpectedly and are inclusive of planned medical procedures. Absences of this nature can be: ♦ Involuntary and unavoidable – caused by sickness or injury sufficiently severe to render the employee unfit for normal work duties; ♦ Voluntary and avoidable – when employees take time off work although they are not medically unfit for normal work duties. Behaviour which, because of its nature or frequency, raises substantial health, safety, resource or equity issues for the people involved in the complaint process includes: ♦ Unreasonable persistence – refusing to accept decision, excessive contact ♦ Unreasonable demands – compensation, vindication, retribution, revenge, instant resolution ♦ Unreasonable lack of cooperation – drip feeding information, refusal to define the issue ♦ Unreasonable arguments – misinterpreting facts, focusing on trivial matters ♦ Unreasonable behaviour – threats, violence, abusive language, vexatious complaints, false complaints Is personal, sensitive or health information that you have received that you took no active steps to collect. Individuals who self-administer medication using sharps, individuals who administer medication using sharps, for others (First Aiders). Ultra-violet radiation which can be from the sun or can be artificial. The screen behind the whiteboard in the library space of the Diocesan Resource Centre, located at 12 Tudor Street, Newcastle West. A person with no or minimal current or ongoing relationship with the Diocese, who is attending for a particular purpose or for no defined reason. Government officials, statutory officers and other persons discharging a particular purpose by attending the Diocese are visitors, even when that person may repeatedly attend the Diocese to discharge their duties. A Visitor is required to be escorted when specifically engage with children or vulnerable adults. Otherwise, visitors should be closely monitored whilst on a diocesan site where children or vulnerable adults are or are likely to be present. is used to analyse an individual’s skills and experience to identify vocational options if a return to pre-injury duties is not possible. Retraining is considered when the injured worker is unable, because of their injury, to return to the same or a similar job with either the pre-injury employer or a different employer. Retraining is considered when assessments conducted by the rehabilitation provider/RTW Coordinator have determined that the worker has no marketable transferable skills to seek and secure suitable alternative employment. On 7 May 2019 Vos Estis Lux Mundi established a definition of vulnerability. The revised decree (27 March 2023) establishes that a vulnerable adult: means any person in a state of infirmity, physical or mental deficiency, or deprivation of personal liberty which in fact, even occasionally, limits his or her capacity to understand or will or otherwise resist the offence.” Vos Estis Lux Mundi also states that “a person habitually suffering from the imperfect use of reason shall be equated with a minor”. The National Catholic Safeguarding Standards (Ed. 2) apply the term ‘adult at risk’ which “means any person aged 18 years and over who is at increased risk of experiencing abuse”. The term is very broad and significantly beyond what canon law deems to be vulnerable. The Diocese is guided by the understanding of vulnerability set out in Vos Estis Lux Mundi. To assist practical interpretation, the Diocese considers vulnerable persons as those who: ♦ have physical disability of sufficient severity as to make them dependent on another for assistance in everyday activities and self-care; ♦ have a chronic or persistent mental illness that significantly impedes their competence to self-determine their lives; ♦ have a developmental delay or other cognitive disability to a moderate or profound degree; ♦ is neurodiverse to a degree that ongoing functioning in society requires assistance and support from another; or ♦ becomes physically or mentally frail as a result of advanced years or personal history (e.g. having been in institutional or statutory care). Whilst a person may have a medical diagnosis or a statutory or other classification which evidences that person’s vulnerability; it is not a prerequisite. For the purposes of this policy, the assessment of the diocesan worker that a person meets one or more of the criteria, based on credible evidence, is sufficient to determine that a person should be afforded the protections of being a vulnerable person. Individuals and families (including children) or other relationship groups who are classified as refugees or asylum seekers by the Australian Government are also considered vulnerable. An asylum seeker is a person who has fled their own country and applied for protection as a refugee. Rubbish including bags, boxes, household items or green waste. Feeling comfortable, healthy and happy in various aspects of your life. Not just the absence of illness or injury, but the presence of a positive mental state. Wellness at work relates to looking at a workers experience holistically and ensuring their health and safety while at work. The person delegated by the Bishop to receive the details of disclosures made to the independent whistleblower service. Any member of the internal or external team tasked with investigating a whistleblower disclosure. The applicable People and Culture manager An Injury, illness or disease arising out of or in the course of employment or, where applicable, where employment is a substantial contributing factor as defined by the Workers Compensation Act 1987. A Worker is a person who carries out work in any capacity for an employer or ‘Person Conducting a Business Undertaking’. This includes: ♦ employees; ♦ teachers; ♦ educators; ♦ contractors; ♦ apprentices; ♦ clergy; ♦ religious; ♦ student placements; ♦ trainees; and ♦ volunteers/unpaid . In the Catholic Diocese of Maitland-Newcastle, ‘worker’ includes those who carry out work in diocesan parishes, within diocesan agencies and as a part of the diocesan curia. 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