Disclosure and compliance. The Assignor has made and shall make any and all necessary disclosures in respect of the transactions contemplated by this Deed and/or the acquisition or holding of any interests in the Shares in accordance with any applicable law and regulation.
Disclosure and compliance. 13.3.1 Where requested by the Client or as required by the Seivice Provider’s insurers, the Seivice Provider shall provide, in a timely manner, to the Client:
Disclosure and compliance. The majority of hospital fees and charges for public hospitals are set under Schedule 1 of the Health Services (Fees and Charges) Order 2016 and are reviewed annually. The following informs WA public hospital patients’ fees and charges for: Nursing home type patients The State charges public patients who require nursing care and/or accommodation after the 35th day of their stay in hospital, providing they no longer need acute care and they are deemed to be Nursing Home Type Patients. The total daily amount charged is no greater than
Disclosure and compliance. The SMHS Safety Skills Training Framework outlines the mandatory training requirements for all staff and reinforces SMHS’ commitment to providing relevant training that assists in the delivery of safe and quality care. Each SMHS site delivers extensive corporate, local area and professional area induction and orientation programs as well as specific role-related training and education. Staff are expected to complete induction within six weeks of commencing employment with SMHS. Education roll-out has commenced across the organisation for the SUFS program. This program builds a culture of safety through peer-to-peer conversations and equipping staff with assertiveness training to speak up in the moment. SMHS continued to deliver training through the Institute for Healthcare Improvement (IHI) with in excess of 164 staff completing the IHI Open School Basic Certificate in Quality and Safety and a further 93 certificates issued for other courses. A total of 2,912 IHI Open School courses have been completed and 249 certificates issued in the areas of: quality and safety (basic) faculty development patient safety quality improvement. Workers’ compensation SMHS is committed to providing staff with a safe and healthy work environment, and recognises this is essential to attracting and retaining the workforce needed to deliver effective and efficient healthcare services. A total of 168 workers’ compensation claims were made in 2018/19 (refer to Table 26). For further details on the occupational safety, health and injury management processes within SMHS, please refer to the Occupational Safety, Health and Injury section of this report (page 147). For the purposes of this report employee categories are defined as: administration and clerical – includes administration staxx xnd executives, ward clerks, receptionists and clerical staff DISCLOSURE AND COMPLIANCE medical support – includes physiotherapists, speech pathologists, medical imaging technologists, pharmacists, occupational therapists, dieticians and social workers hotel services – includes cleaners, caterers and patient service assistants. Table 26: Number of workers’ compensation claims in 2018/19. Employee category Number of claims in 2018/19 Nursing and midwifery services/ Dental Care Assistants 91 Administration and clerical 26 Medical support 13 Hotel services 26 Maintenance 8 Medical (salaried) 4 Total 168 Notes: • Data includes all claims lodged in 2018/19. Accident dates may not ali...
Disclosure and compliance. Student engagement: In March 2019 the inaugural Aboriginal student information evening was held at FSH introducing students from both TAFE and universities to career opportunities across SMHS in clinical and non-clinical areas. Changes to recruitment practices: In January 2019 recxxxxment processes for ward clerk pool positions were reviewed to increase applications from Aboriginal candidates. The implemented changes resulted in 11 suitable Aboriginal applicants being identified with six applicants recruited in the first intake anx xxve admitted to the ward clerk pool. This process will be adapted for other pool recruitments. Established 50D position: A new Aboriginal Welfare and Recreation Officer, 50D position, was created within RkPG’s Mental Health Intensive Day Therapy Unit. This position was successfully filled in June 2019. Aboriginal Hxxxxx Xxxxxxx Officers, Xxxxx Xxxxxxx Hospital Cultural awareness and security DISCLOSURE AND COMPLIANCE By the end of the financial year the SMHS Aboriginal Health Champions program had 98 trained champions across SMHS. A major focus of the program was the ongoing training of champions, with the first toolbox sessions occurring in February 2019. Bringing together Aboriginal community representatives to share their experiences and cultural understandings with SMHS staff, these sessions increased cultural awareness and built capacity of staff to improve relationships with Aboriginal patients (refer to page 35). A new partnership with the Lighthouse Hospital Project and the Heart Foundation aimed to address the disproportionate number of deaths from coronary heart disease among Aboriginal people. The Lighthouse Project, in liaison with community members, developed a Welcome to Country vignette to alleviate cultural concerns or hesitation for Aboriginal patients travelling to FSH from remote and regional areas of WA. Mental health Ensuring better outcomes in the community for those with a mental illness continued to be a focus for SMHS during 2018/19. Initiatives included: Partnering with Project Air, an internationally recognised leader in research, education and treatment of personality disorders, to provide training to 270 SMHS and community partnered staff. At the end of the training, participants understood how to better manage and treat personality disorders, including expanding specialist treatment options and improving referral pathways between generic and specialist treatment. The inter-agency ...
Disclosure and compliance. Injury management consultants provide important and valuable support for managers, particularly in relation to injury management, workers’ compensation, fitness for duty, and return to work plans and procedures. Managers, in consultation with injury management consultants, treating doctors and injured workers, develop return to work programs for all injured workers. Return to work programs are actively reviewed to ensure program content is appropriate to the capacity of the injured worker and suitable duties are identified and available in the workplace. Staff consultation Consultative mechanisms in SMHS include a hierarchy of health and safety committees from departmental, service and hospital level through to SMHS executive and Board. These committees are important to the consultation and issues resolution process. SMHS supports a network of more than 270 elected safety and health representatives, each representing their work area on health and safety committees. Elected safety and health representatives are vital to investigating hazards and incidents, and working with managers to implement recommended Occupational safety and health assessment and performance The SMHS WHS audit program, endorsed in October 2018 consists of: level 1 – verify the SMHS WHS management system complies with legislation and the standards level 2 – verify the activities of each SMHS site comply with the requirements stated in the SMHS WHS management system, and site-specific policies and procedures. The SMHS WHS audit program is scheduled over a three-year audit cycle. A level 1 audit of the SMHS WHS management system was undertaken and findings reported in late 2018. Following evaluation by the SMHS WHS Executive Committee of the findings and risks against currently implemented controls, a total of 65 actions have been identified. Of these actions: 7 are high risk 13 are moderate risk DISCLOSURE AND COMPLIANCE 45 are low risk. Occupational Safety and Health, Fremantle Hospital An audit action plan was finalised in June 2019 to be actioned during 2019/20. All level 2 audits scheduled in 2018/19 have been undertaken and actions to remedy recommendations completed. Level 2 audits include reviews of hazardous chemicals, first aid, spill kits, incident and hazard management, contractors, occupational exposures, psychological injury and stress, workplace aggression and violence, manual tasks, work at heights, slips trips and falls, injury management and communicati...
Disclosure and compliance. Note: Lost time injury severity rate is a measure of the actual or estimated workers compensation claims with a lost time period of 60 days or more as reported by RiskCover on a monthly basis. Severity reporting by RiskCover does not necessarily reflect actual severity of injury, or alignment with actual day to day lost time for each claim. Reporting data provided by RiskCover may reflect minor variations over time. Advertising SMHS incurred a total advertising expenditure of $20,416 for 2018/19. Table 30: Advertising by class of expenditure Expenditure Amount $ Advertising agencies Nil Market research organisations Nil Polling organisations Nil Direct mail organisations Nil Media advertising organisations 20,416 DISCLOSURE AND COMPLIANCE Table 31: Advertising by agency Media advertising organisations Amount $ ADCORP Australia Limited 5,788 Carat Australia Media Services Pty Limited 5,388 The Australasian College for Emergency Medicine 2,783 Facebook Ireland Limited 1,601 Xxxxxx University of Technology 1,485 Other 3,371* *Note: six organisations equating to an advertising spend of under $1,000 each.
Disclosure and compliance. Engineering, Fremantle Hospital Disability access and inclusion SMHS continues to reinforce its commitment to providing a more accessible and inclusive health service for people with disability, their families and carers. The SMHS Disability Advisory Network was established in 2018/19 with the purpose of discussing area wide issues, identifying and recommending initiatives and promoting genuine collaboration to improve disability access and inclusion in SMHS. This network of community members is working with SMHS to identify priority areas of focus and develop initiatives that will improve the accessibility and inclusivity of services in SMHS. In addition, the ongoing work of the RkPG Disability Access and Inclusion Plan (DAIP) Action Group and FSFHG Disability Access and Inclusion Committee continue to address barriers that may prevent members of the public accessing services.
Disclosure and compliance. Outcome 1: People with disabilities have the same opportunities as other people to access the services of, and events organised by, a public authority. The establishment of the SMHS NDIS reference group provides advice and guidance in the policy and planning of disability reform, and facilitates the successful implementation of the NDIS in SMHS. Thx Xxxxx Xxxx Public Lecture Series, launched in September 2018, is a free lecture series that provides the community with the opportunity to listen to our leading healthcare professionals share their expert knowledge. An audio loop is available to the hearing impaired during the lecture, and a podcast recording and transcript available online post-lecture.
Disclosure and compliance. FSFHG was successful in its application to be a part of the Australian Commonwealth Government’s Job Access Program with the funding of a National Disability Recruitment Coordinator (NDRC) for 12 months. The NDRC has undertaken a review of SMHS recruitment processes, provided feedback and identified useful resources available to improve processes. This feedback will be incorporated in the revision of recruitment processes to ensure they optimise opportunities for people with disability to obtain and maintain employment with SMHS. Compliance with Public Sector Standards Public Sector Standards The Public Sector Standards in Human Resource Management set out the minimum standards of merit, equity and probity required of all Western Australian public sector bodies and their employees. SMHS ensures ongoing compliance by: providing Human Resource and Employee Relations consultants to assist managers and staff in human resource activities informing staff of the need to comply with the Public Sector Commission’s (PSC) standards by ensuring information is available on the SMHS intranet and through electronic newsletter reminders ensuring human resource policies are regularly reviewed and updates are provided to staff DISCLOSURE AND COMPLIANCE ensuring equitable and timely resolution of employee grievances and promoting a commitment to providing a safe and positive workplace. During 2018/19: Ten (10) new claims were lodged and one (1) claim was carried over from 2017/18: z six (6) claims were resolved by SMHS and did not result in a breach of the standard z five (5) claims were sent to the PSC for review: two (2) were withdrawn four (4) were dismissed/ no breach of standard found. One (1) claim lodged against the Grievance Resolution Standard was resolved by SMHS and did not result in a breach of the standard. Code of Conduct SMHS works within DoH’s Employment Framework and Code of Conduct, which are underpinned by the WA Public Sector Code of Ethics. SMHS demonstrates its commitment to the principles of appropriate behaviour in the following ways: Quarterly reports to the SMHS Board and executive, which provides analysis in relation to breaches of discipline (misconduct matters). Development of key integrity framework documents including the: z SMHS Integrity and Ethical Governance Framework (v3) updated in January 2019 z SMHS Medication Management Framework (v2) updated in March 2019 z SMHS Fraud and Corruption Control Plan (v1) published in...
