‘Punch Her In The …’: Filthy Police Threat Exposed At Inquiry
It has been revealed that senior policemen in the Queensland Police helped each other hide sexual assault incidents on junior female officers. The conspiracy came to light during an inquiry into police culture that was made before Judge Deborah Richards. The inquiry focused on whether sexism and misogyny in the police force informs responses to domestic violence. Commissioner Katarina Carroll has condemned the workplace culture, stating that it silences victims and that perpetrators have been disciplined “inappropriately”. Perpetrators were being disciplined with a local management resolution policy which is intended for minor incidents. One senior sergeant has committed at least nine sexual assaults between 2002 and 2018. Incidents included passing notes between senior officers, referring to women as “loose”. Other incidents included racial discrimination and bullying.
Senior NT Public Service Executives to Undertake Ethics Training
Senior executives from the Northern Territory public service will participate in an ethics program held by the Department of Chief Minister and Cabinet. There is speculation that this new program is a response to an incident from last year in which the chief executive of the Department of Industry, Tourism and Trade engaged in deceptive conduct. The incident involved grants reaching $12 million. The executive member was not sacked but transferred to a different public service role. The program aims to teach the “capacity for moral courage” and encourage staff to make ethical judgments in unforeseen circumstances.
Primary Prevention for Workplace Sexual Harassment – Addressing Structural Inequalities From Gender And Organisational Power
The University of South Australia announced it is now providing a project-based research degree focusing on prevention of sexual harassment in workplaces. The research would include analysing existing data and collecting qualitative data to understand the factors behind sexual harassment at work. The research team aims to highlight intersectionality. The project will be based at the Centre for Workplace Excellence and supervised by Professor Michelle Tuckey.
Union Disputes Horsham Council Claims That Investigation Dismisses Bullying Allegations
The rural city council in Horsham commissioned a report into its workplace culture that found there was “no substance” to bullying claims made. The Australian Services Union (ASU) raised these allegations and has disputed the findings of the report. The report was conducted by Wise Workplace Solutions as an independent investigator. It was specifically requested by ASU. Horsham Council has made a statement saying that there was insufficient evidence to support claims that there was a toxic workplace culture across the council. However, the chief executive stated that they will work with the management team to improve communications across all levels of the organisation. The ASU organiser, Billy King, has condemned the investigation process, claiming that it was not completely independent. Further, he referred to statewide surveys that included results from Horsham where a significant number of staff had disclosed feeling bullied or harassed in the workplace.
Legal Opinions Split On Whether Andrew Thorburn Could Argue Discrimination Over Essendon Resignation
Andrew Thorburn was appointed as Essendon’s chief executive alongside new senior coach, Broad Scott, on 3 October. Within 24 hours, Thorburn resigned due to his connections with the City on a Hill church. The church is known for being conservative and homophobic. The sermons from the church were made public, sparking concern over the appropriateness of Thorburn in upholding Essendon’s values. This has sparked further debate on religious freedom within sport. Commentators have compared and contrasted the incident to Israel Folau’s tweet in which he expressed homophobic views. One lawyer noted that there is “a difference between holding those views and then expressing them”. Thorburn briefly addressed the incident stating that it is a “dangerous idea” that faith could result in someone being unsuitable for a role.
Discrimination Against An Employee With A ‘Spent’ Conviction Is Against The Law
In NSW, spent convictions and convictions that still appear on an individual’s criminal record may be “irrelevant criminal records”. For the purposes of human rights legislation, it may constitute discrimination to take these convictions into consideration of employment decisions. The Australian Human Rights Commissions recommends that employers prepare written policies and procedures, staff training, and a complaints process to ensure people with a criminal history are not discriminated against.