Incidence or Injury while on Clinical Placement
Any incident involving the student or a patient in the student′s care whilst on clinical placement must be reported to the primary clinical educator immediately and to the Student Coordinator within 2 working days. Reporting of the incident should be performed following both the health service and the University guidelines.
The student must:
- Advise their clinical educator of the incident
- Comply with the health service protocol and complete an incident form as required
- Seek medical advice if necessary
- Advise the Clinical Coordinator at the University
Students will behave professionally
It is unethical and unprofessional conduct to fail to report an incident to the health service and the university.
Sexual harassment refers to a range of behaviours which are sexual in nature and are not wanted, asked for, reciprocated, and which make the recipient feel humiliated, intimidated, offended, hurt or upset. The behaviour can take many different forms and may include physical contact, verbal comments, jokes, propositions, display of offensive material or other behaviour which creates a sexually hostile working environment. Sexual harassment is not always deliberate or intentional. Acts or behaviour that is funny or trivial to one person may hurt or offend another. Following are some examples of sexual harassment. This is not intended to be an all encompassing list.
Examples of verbal sexual harassment:
- Rude jokes or comments
- Making promises or threats in return for sexual favours
- Requests for sex
- Repeated invitations to go out after prior refusal
- Sex-based insults, taunts, teasing or name calling
- Offensive or abusive telephone calls
- Persistent questions or insinuations about a person′s private life.
Examples of non-verbal sexual harassment:
- Putting sexually suggestive, offensive or insulting material on walls, noticeboards, desks, computer screen savers, electronic mail or other common areas. The material might include posters, pin-ups, cartoons, graffiti or messages.
- “Flashing” or offensive hand or body gestures
- Staring or leering at a person or parts of his/her body
- Wolf whistling
- Unwelcome practical jokes
Some forms of physical harassment:
- Uninvited or unnecessary physical contact such as pinching, patting, brushing against a person, touching, kissing, hugging or massaging a person without invitation
- Indecent or sexual assault or attempted assault
- Putting a hand or an object (e.g. payslip) into someone′s pocket especially breast, hip or back pocket.
Sexual harassment does not refer to compliments or behaviour that neither party finds offensive and is based on mutual attraction, friendship and respect. If the interaction is consensual, welcome and reciprocated, it is not sexual harassment. Sexual harassment will not be tolerated during working hours or in the workplace. In addition, it is unacceptable for the behaviour to occur in work related activities such as conferences, work functions, office parties and business trips.
Responsibility of Monash Health
Monash Health has a legal responsibility for preventing sexual harassment and unlawful discrimination in the workplace and may also be liable for the behaviour of its employees and students. This includes:
- Ensuring all employees and students enjoy an environment free from sexual harassment and unlawful discrimination
- Advising independent contractors and associates of relevant policies and procedures and the consequences of breaching these policies and procedures
- Providing adequate resources and facilities for training and educating staff
- Communicating to managers, supervisors and staff their responsibilities in relation to preventing and dealing with matters of sexual harassment and discrimination.
Responsibility of Supervisors Supervisors have a responsibility to:
- Monitor the working environment to ensure acceptable standards of behaviour are observed at all times
- Model appropriate behaviour
- Promote this policy within their department or work area
- Treat all complaints seriously and take immediate action to investigate and resolve them under the Grievance or Disciplinary procedure.
- Advise the complainant of his/her right to take the case to the union or the Equal Opportunity Commission if he/she is not satisfied with the way in which the investigation is conducted or with the outcome.
Responsibility of Staff and Students All staff and students have a responsibility to:
- Comply with Monash Health policy
- Respect the rights of others and not knowingly tolerate sexual harassment and unlawful discrimination in their work area
- Offer support to a person perceived to be harassed by:
- Directing them to help and advice
- Offering to act as a witness if the person decides to lodge a complaint
- Maintaining confidentiality should they be required to provide information during the investigation of the complaint.
Note that a breach of confidentiality by spreading rumours or gossiping can expose the party involved to possible defamation. If you believe that you are sexually harassed or unlawfully discriminated against you should:
- Tell the harasser to stop and that you do not like what he/she is doing and it is not okay with you or with management
- If he/she does not stop, or if you do not wish to approach him/her directly, inform your supervisor who should take action to investigate further
- Record incidents of sexual harassment with dates, times, witnesses if any, what happened and what you said, did or felt.
If a complaint involved alleged criminal behaviour, e.g. sexual or physical assault, the complainant has the right to report the matter to the police. Monash Health will provide appropriate support for the complainant during any investigations.