Staff Handbook (Updated June 2015) Word
Staff Handbook (Updated June 2015) Word
Staff Handbook (Updated June 2015) Word
Australia Limited
Staff Handbook
Nordoff-Robbins Music
Australia Limited
Therapy
Kingswood: Over 375 clients come to the Centre every week for
individual or group music therapy.
Glenbrook, Hills and Nth Clinic
2.
Training:
The Master of Creative Music Therapy is a two-year full-time course codelivered by UWS and NR. The Centre provides a teaching, study and
placement facilities for students.
3.Outreach:
The Centre provides outreach programs to a range of organisations.
4.Research and further education:
The Centre hosts research and continuing professional development
facilities for music therapists.
Mission
Statement
Nordoff Robbins is committed to providing music therapy for people in
need, training the future generations of Nordoff Robbins music therapists
and developing the effectiveness of music therapy through research.
Strategic goals
Guiding principles
o We will be famous
o We will lead Music Therapy in
Australia Strategic Objectives
Nordoff-Robbins Music Therapy Australia Staff Handbook and Code of Conduct (updated June 2015) page 2
Nordoff-Robbins Music Therapy Australia Staff Handbook and Code of Conduct (updated June 2015) page 3
At weekends the front doors should be kept locked when working alone
or with others.
Emergencies
In the event of a fire or other emergency, the Practice Manager will follow this
procedure:
1.Call the Emergency Services: 000
2.Call Security on Ext: 2431 or car unit on 2300
3.The administrator needs to:
- Ensure that all doors and windows are closed but not locked
- Ensure that those persons being evacuated do so in an orderly manner
- Ensure that others being evacuated aid any person with a disability
- Establish that your area of responsibility has been cleared
A copy of the evacuation plan is located on the front door, in the staff
room and in the kitchen. Each staff member has a copy of this
evacuation plan.
5.The Administrator records the names of all persons and gets authority
from the emergency services or security before re-entering the Centre.
First
Aid
Should there be any accident, injury or loss it must be reported
immediately to the Practice Manager If possible, a statement from the
person concerned at the time should be obtained and the incident is reported
in the Incident Book by the member of staff concerned.
The CEO, Practice Manager and Head of Clinic Operations are trained in first
aid and there is a First Aid kit in the managers office.
Hygie
ne
In case of soiling, wetting or other spills in the therapy rooms there is an
emergency cleaning kit under the kitchen sink.
It is the responsibility of the therapist to clean up before
the next session.
Therapists are responsible for wiping and disinfecting piano keys, beater
heads etc with the antiseptic wipes provided. Horn mouthpieces should be
cleaned with a Milton solution.
Breaka
ge
All breakages or damage must be reported to the Practice Manager. Any
broken glass or sharp objects needing disposal must be carefully and
appropriately disposed of to avoid injury.
Office
equipment
The staff room computers and DVD copying equipment are for staff use.
Everyone is responsible for keeping the room tidy. Each computer desktop
has an MT folder which is a shared folder. Therapists have access to the
RMTs folder.
The Centres computers are linked with the UWS network system and
therefore all staff must comply with UWS policy on IT. If the IT department
at UWS believes that unethical or illegal activities have occurred,
procedures will be followed in accordance with UWS policy.
Any problems encountered on computers should immediately be referred to
the Practice Manager who may then approach the IT helpdesk.
Use of Screen Based
Equipment
Screen-based tasks should be organised so that breaks from concentrated
activity at the display screen are available throughout the day. Work should
be organised so that screen based tasks are interspersed with other work.
Absences
In the event of absence through illness the Practice Manager or Head of
Clinic Operations should be notified as soon as possible.
a) Contractors
Absence from duties, forms are available in the RMT desktop folder.
b) Employees
All employment will comply with the Fair Work Act 2009. For details see:
http://www.fwa.gov.au
Annual
Leave
Members of staff are entitled to 4 weeks annual leave or pro-rata in
accordance with the National Employment Standards (NES). Leave is
approved by the CEO.
Personal/carers/compassiona
te Leave
The Centre may request evidence of illness or accident. A doctors
certificate may also be requested where there is a history of regular
absence. Entitlement to such leave is in accordance with the NES.
Long
Service
Leave
Long service is in accordance with the State Long Service Leave Act
1955 No 38 or subsequent amendments. Long service leave is
available after an unbroken employment period of 10 years.
Community Service
Leave
Applications for leave for should be discussed with the CEO. Members of
staff called for Jury Service should notify the, CEO and the Practice
Manager immediately.
Parental
Leave
See Fair Work Act 2009. http://www.fwa.gov.au
and the NES.
Leave Without Pay
Applications for leave without pay should be discussed with the CEO.
Study Leave or Leave to attend professional development
Insuran
ce
a) Professional indemnity
insurance
Professional indemnity insurance for music therapists is the responsibility
of each individual RMT as a condition of employment/engagement.
b) Workers
Compensation
All staff/contractors are covered by workers compensation benefits,
irrespective of salary in accordance with the Workers Compensation Act
applicable in New South Wales.
All accidents which occur during working hours or, where applicable
under State legislation, accidents on the journey to or from work, will
be considered for workers compensation. Therefore staff is required to
give notice of any work-related injury to the CEO or Practice Manager as
soon as practicable after an injury occurs, to be recorded. A report may be
sent to the insurer regardless of whether a workers compensation claim is
to be lodged. This protects staff members rights, as some minor injuries
may develop into more complicated injuries.
Any absence on workers compensation must be covered by a certificate
issued by a qualified medical practitioner and a certificate authorising a
return to work.
If staff have been unable to work for 12 weeks or more and have an
accepted workers compensation claim, a return to work plan will be
developed.
Insurers will usually accept certificates and accounts from a medical
practitioner or a public hospital but they reserve the right to refer cases to
their own medical practitioner or specialist medical practitioner.
Public
liability
insurance
Public liability insurance is principally to cover NR against claims by
members of the public against accidents involving injury or loss. Should a
client, carer or other visitor advise staff of any accident, injury or loss, it
must be reported immediately to the Practice Manager who will advise the
CEO. If possible, a statement from the person concerned at the time
should be obtained and the incident is reported. This statement can be
verbal but should be written down immediately in the Incident Book by the
member of staff concerned.
Therapy equipment
insurance
This policy insures the therapy equipment owned by NR for use both at
the Centre and for outreach projects, including travel to and from the Centre
for outreach.
Sometimes therapists use their personal instruments as part of their work.
Please note that the Centres insurance does not specifically cover
instruments other than those belonging to NR. It is recommended that RMTs
do not bring valuable instruments to the Centre as NR cannot be
responsible for their damage or loss.
Resignat
ion
Staff who wish to terminate their contract are required to do so in writing
with appropriate notice in accordance with their contract of employment or
engagement.
Conflict
Resolution
Many workplace disputes arise from unintentional miscommunication or
misunderstanding. NR encourages staff to attempt to reconcile differences
directly and informally.
Compla
ints
NR aims
to:
a. create a working and learning environment where all members of
staff are treated with dignity, courtesy and respect
b. provide an effective procedure for complaints based on the
principles of natural justice
c. treat all complaints seriously and in a sensitive, fair, timely and
confidential manner
d. take immediate action to resolve the complaint
e. guarantee protection from any victimisation or reprisals
f. promote appropriate standards of conduct at all times
Sexual
Harassment
NR is committed to ensuring that its work and learning environment is
free from sexual harassment, that sexual harassment will not be tolerated
under any circumstances that action will be taken against any staff member
or student who breaches this policy.
Sexual harassment is any unwanted, unwelcome or uninvited behaviour
of a sexual nature which makes a person feel humiliated, intimidated or
offended. Sexual harassment can take many different forms and may
include physical contact, verbal comments, jokes, propositions, the display
of offensive material or other behaviour which creates a sexually hostile
working or learning environment. Sexual harassment can occur between men
and women; women and other women; and men and other men.
Grievance
Procedure
It is NR policy to deal with a complaint quickly and fairly. A complaint of
any kind should be brought to the attention of the staff members
manager/supervisor or the CEO. The manager/supervisor will take steps to
resolve the complaint with the parties concerned. If this is not possible then
a mediation process will be offered.
To initiate the mediation process, a staff member should file a written
statement with the CEO. The statement should contain the following:
The CEO will either conduct a mediation session or, at the request of
those involved, will arrange for mediation by an impartial outside party, by
whose assistance those in dispute will seek a mutually acceptable
resolution in the interests of all parties and NR. If mediation does not
produce satisfactory resolution within thirty calendar days, the mediation
process will be deemed to have failed.
If mediation fails, the CEO will refer the matter to the Board of Directors and,
together with the Board, will decide upon a course of action.
Disciplinary Procedure
In the event of a disciplinary action relating to either standard of work
or professional behaviour, the following procedure will be followed:
1. One verbal warning by the manager/supervisor. The warning will
specifically indicate where a staff members performance/behaviour is
inadequate and possible remedies may be suggested. If there are
reasons preventing the staff member from improving their
performance, they will be discussed to allow appropriate action to be
taken.
2. After consultation, if the situation still persists, a formal warning will
be issued by the CEO. The warning will be issued in writing in a formal
meeting with the CEO and the relevant manager/supervisor. The
member of staff will be required to endorse receipt of the warning. The
warning will be placed on the confidential employment file and
retained.
3. A plan to assist the employee to address the issues relating to the
written warning will then be formulated and regularly reviewed.
4. A second written warning will be issued if the problem persists or
reoccurs following the same procedures as step 2. Again, the staff
member will be required to endorse receipt of the warning.
Each circumstance will be assessed individually. In some cases failure
to improve after the written warning may lead to dismissal. If the
Centre decides that a member of staff is to be dismissed they will be
given an opportunity to give an explanation defending themselves in
a meeting with both the immediate supervisor and the CEO. They
are entitled to have someone support them at this meeting.
Continuing Professional Development for therapists
The AMTA requires all RMTs to undertake Continuing Professional
Development (CPD) as part of ongoing registration. The following is based
on their CPD framework see www.austmta.org.au.
NR supports CPD through
Professional supervision
Workshops
Staff meetings
Challenging
Challenging
behaviour
As part of the work of the Centre we may experience difficult challenging
behaviours. Clients come to us because of a need often this is a
disability but not always by any means. Challenging behaviours can
include:
Head banging
Self harm
Biting
Aggression
Threatening behaviour
Screaming and shouting
Sexually inappropriate behaviour
Hitting/throwing instruments
Nordoff-Robbins Music Therapy Australia Staff Handbook and Code of Conduct (updated June 2015) page 10
Self-harming behaviour
Exhibitionist or other inappropriate behaviour
Evidence of intoxication by alcohol or under the influence of another
substance
Nordoff-Robbins Music Therapy Australia Staff Handbook and Code of Conduct (updated June 2015) page 11
Behaviour
management plans
Strategies to Minimise
Risk
1) Prior to the client attending the Centre, ensure that potentially
aggressive and
challenging clients are noted, screened at point of referral. Referrals
should disclose:
a. behavioural issues
b. possible risks to self or others
c. established strategies for behaviour management
2) Client information should be regularly updated (on a term-by-term
basis)
3) The referring organization/primary carer has duty to inform the
Centre of any
significant or recent events, including behavioural incidents,
changes in medication regime, routine, etc
4) Ensure that therapists and attending Centre staff are aware of
relevant
or
new
informati
on
Containing and Managing Immediate Threat
1)
2)
3)
4)
5)
Centre staff should not attempt to physically restrain the client, but in
the event of self- harm, the client should not be left alone. Campus
security may need to be alerted in instances where physical restraint
is necessary to prevent further harm.
6)
7)
Post-Incident
Response
will include:
1) A debriefing for all affected staff
2) A critical Incident Record to be completed.
The original to
be held by WH&S
representative, and a copy to be placed on client file
3) The UWS Occupational Health and Safety Report also to be
completed and given to WH&S representative.
4) Referral for counselling will be made by Centre Management or OH&S
representative if necessary.
5) Continue to monitor staff member and any other personnel who may
be affected by the incident.
6) Centre management has the right to refuse the client further
services, or to suspend
services until satisfied that risk of further incident in no longer high.
7) Ensure that staff have access to information necessary to the risk
management process
(eg relevant client information, First Aid officer, WH&S policy and
representative, reporting process)
8) All incidents will be reviewed by Centre management, so that causes
and contributing
factors may be identified with a view to preventing further occurrences.
Working with
and volunteers
students
All members of staff who have contact with the Master of Creative Music
Therapy students at the Centre must behave ethically and professionally.
The ANR Code of Ethics details what is expected in the relationship
between lecturers, supervisors and students.
Working with volunteers should be conducted with professionalism and
sensitivity and awareness of the volunteers age, experience and reason for
volunteering. Those working with volunteers should maintain liaison with the
Practice Manager.
Work
Health
and Safety
The following is the Work Health and Safety Policy for the Centre. This
policy statement is elaborated by a detailed set of procedures which can
be found on the NR shared folder. The staff WHS representative is the
Practice Manager, Brenda Simmonds.
WHS
Policy
Statement
Music
therapists
All music therapists working at the Centre will be Registered Music
Therapists with the Australian Music Therapy Association and therefore be
bound by the Code of Ethics of the AMTA. New music therapy graduates
must have AMTA registration completed or pending.
Personal
and
professional behaviour
Professional behaviour between staff should be maintained at all times. All
staff must be fit to perform their duties unimpaired by the effects of alcohol
and drugs. Alcohol may not normally be consumed during work hours.
In relating to clients, members of staff must avoid forming personal
friendships which could prejudice impartiality or undermine the integrity of
NR. The soliciting of gifts or favours is prohibited. Appropriate gifts in the
normal course of events (e.g. Christmas or a client leaving) are permitted.
All members of staff who have contact with the Masters students at the
Centre must behave ethically and professionally. The ANR Code of Ethics
details what is expected in the relationship between lecturers, supervisors
and students.
In the performance of their duties all
staff should:
(iii)
(i)
(ii)
Switch off mobile phones where this may be disruptive to the work
environment