ASSESSMENT TASK 1

1. Identify five ways in which workplace systems and policies and procedures can assist
in building effective relationships.

• It gives specialist information and comprehension about what is normal out of them

• It settles on dynamic simpler in routine situations

• Systems and arrangements ensure that laborers have a good inclination that they will
be dealt with reasonably

• It makes an unmistakable and straight forward structure helpful for dynamic

• Communicating data gets simpler with the new workers

2. Workplace policies and procedures are often based on legislation and regulations. Discuss
the purpose of each of the following Acts and for each Act explain why the Act is important for
ensuring effective workplace relationships.

Answer: Workplace policies and procedures are often based on legislation and regulations. The
following acts are:

● Age Discrimination Act 2004

The Age Discrimination Act means to ensure that all Australians – young and old and everyone in
– are dealt with comparably and have comparative open entryways as others.

The Act guarantees you against partition in various areas of public life, including:

● Work – finding another profession, terms, and conditions of a business, planning,

progression, being pardoned
● Preparing – enrolling or packing in a course at a private or government financed
school, school, or school
● Accommodation – renting or buying a house or unit
● Getting or using organizations -for instance, banking and security organizations,
organizations gave by government divisions, transport or media transmission
organizations, capable organizations like those gave by lawful instructors,
authorities or sellers, organizations gave by restaurants, shops or redirection
scenes.
● Disability Discrimination Act 1992
Impairment isolation happens when an individual is managed less well, or not given comparable
open entryways as others in a similar situation due to their insufficiency.

The Disability Discrimination Act 1992 (DDA) makes it unlawful to deceive a person, in various
zones of public life, including work, preparing, getting or using organizations, renting or buying a
house or unit, and getting to public spots, because of their impairment.

The DDA covers people who have ephemeral and never-ending inadequacies; physical, academic,
material, neurological, learning, and psychosocial ineptitudes, diseases or ailments, actual
contortion, sicknesses, and business-related injuries.

It loosens up to handicaps that people have had previously and conceivable future ineptitudes,
similarly as insufficiencies that people are acknowledged to have.

The DDA protects people with ineptitudes who may be exploited considering the way that they are
joined by an assistant, interpreter or scrutinize; they are joined by a readied animal, for instance, a
guide, hearing or help canine; or they use gear or a guide, for instance, a wheelchair or an
enhancer.

● Fair Work Act 2009

The explanation behind this showing is to set up public workplace measures between a business
and a specialist. The showing serves to give a prosperity net of least advantages through the
public the most minimal compensation allowed by law, Modern Awards, and the National
Employment Standards (the NES). Further it mulls over versatile working courses of action,
protection from irrational dismissal and ensures all agents are managed nicely and protected from
isolation. Under Australian business law, the arrangements of the Fair Work Act 2009 apply to
associations of various kinds, sizes, and adventures across Australia.

● Racial Discrimination Act 1975

The Racial Discrimination Act 1975 (RDA) is a standard passed by the Australian Parliament
during the prime ministership of Gough Whitlam. The RDA makes racial division in explicit settings
unlawful in Australia and annuls States and Territory establishment to the level of any anomaly.

The RDA is coordinated by the Australian Human Rights Commission (AHRC). The President of
the Commission is subject for looking at complaints. In the event that a dissent is endorsed, the
Commission will Endeavor to assuage the issue. If the Commission can't orchestrate an agreement
which is acceptable to the complainant, the complainant's simply audit is through the Federal Court
or through the Federal Circuit Court. The Commission in like manner attempts to uncover issues
about the responsibilities that individuals and affiliations have under the RDA.

● Sex Discrimination Act 1984

The Sex Discrimination Act 1984 offers effect on Australia's overall basic freedoms responsibilities
and advances correspondence among women and men.
The Act shields people from off the mark treatment dependent on their sex, sexual heading, sex
character, intersex status, intimate or relationship status, pregnancy, and breastfeeding. It
moreover guarantees workers with family commitments and makes wrong conduct unlawful.

People who experience quick or indirect isolation can grumble to the Commission.

The Commission works in association with a broad extent of social affairs to propel sex
correspondence and counter partition, wrong conduct, violence against women and various
hindrances to adjust. We furthermore act to overcome division, harassing and hostility toward
lesbian, gay, pleasure seeker, intersex, trans and sexual direction different people in Australia.

3. Explain how effective problem-solving and conflict resolution strategies, policies and
procedures techniques can support the identification and resolution of workplace
problems, thus maintaining effective workplace relationships.

Answer: Offers Early Intervention - The earlier you can mediate, the better. Zero in transit of life of
your workplace to see whether battle is accessible. See Different Fairness Perceptions - During
struggle, the two players will be unfaltering they are right, and the contrary side isn't right and what
contains a sensible objective may differentiate reliant on those varying acknowledgments.

Quest for Deeper Issues - Is it precise to state that you are tunnelling underneath the surface?
Various conflicts can be settled by perceiving the middle issue. For example, inquiries regarding
money and specialist pay regularly incorporate further explanations behind battle, for instance,
feeling insulted, underestimated, or overlooked at work.

Gather a Stronger Culture - Work social orders that help standard, strong analysis, quality, and
straightforwardness, are typically more grounded. Backing these nuts and bolts through indicating
others how it's finished. Open gateway techniques may in like manner make it less complex for
staff to advance toward the board before battle occurs.

4. Explain the purpose of a workplace Code of Conduct and how it can assist in ensuring a
harmonious workplace and the way in which staff interact and communicate with each
other.

Answer: The business understood guidelines transform into the main part of the associations
'moral framework.' A business set of standards is a 'rule book/control' that contains all do's and
don'ts from authentic similarly as good viewpoint and go about as check list on what associations
as well as could be expected and should go into. The rule inspiration driving the lead code is to go
probably as an ordered portrayal of what is the most legal and good direct expected out of the
business. Two or three inclinations of having a business set of acknowledged principles are:

It redesigns the association's core value, feelings and sets the right culture, Gives a fantasy and a
mission to the association, Assembles a reputation of the association on the lookout, Shields the
association and its delegates from ignoring laws and rules, Encourages an atmosphere of trust and
good direct.

A business set of acknowledged principles should never be considered as a load to the

association. In reality, it is the ground on which the association sets its foundation and the better
the arrangement of acknowledged guidelines and its use, the better the association will do on the
lookout. This standard book in like manner keeps the business on track as it is genuinely
associated with their dynamic capacities.

5. Many workplaces encourage their staff to build networks both internally and externally to the
organisation. This may be through online networks, such as LinkedIn, or by engaging with
the community and other services or business that may be of benefit to the organisation.
Furthermore, professional development processes encourage staff to meet new people by
attending conferences, training sessions and other events.
Discuss three reasons why networking can lead to a more productive and effective workplace
environment.
Answer: Many workplaces encourage their staff to build networks both internally and
externally to the organisation. This may be through online networks, such as LinkedIn, or by
engaging with the community and other services or business that may be of benefit to the
organisation. Furthermore, professional development processes encourage staff to meet new
people by attending conferences, training sessions and other events and three reasons are:
1. Quality business affiliations

Frameworks organization is connected to sharing, not taking. It is connected to moulding trust

and helping each other toward targets. Regularly enrapturing with your contacts and finding
opportunities to help them helps with bracing the relationship.

2. Get ground-breaking musings

Your association can be an incredible wellspring of new perspectives and musings to help you
in your work. Exchanging information on challenges, experiences and targets is a critical
favourable position of frameworks organization since it licenses you to increment new pieces
of information that you probably won't have regardless idea of.

3. Interconnected business contacts; more data

Frameworks organization is an uncommon opportunity to exchange best practice data, get

some answers concerning the business systems of your companions and stay next to each
other of the latest business headways.

6. Not everyone is the best at communicating or interacting with other people. A workplace will
consist of people from different backgrounds and cultures, those with different life, education
and work experiences, those with varying abilities and needs. Some organisations have in
place a variety of systems and supports for its staff. These may relate to staff wellbeing/
employee assistance programs, training in soft skills such as communication and
interpersonal skills, diversity training, and so on.

Explain how these types of processes can assist staff to work more effectively together.
Answer: Not everyone is the best at communicating or interacting with other people. A workplace
will consist of people from different backgrounds and cultures, those with different life, education
and work experiences, those with varying abilities and needs. Some organisations have in place a
variety of systems and supports for its staff. These may relate to staff wellbeing/ employee
assistance programs, training in soft skills such as communication and interpersonal skills, diversity
training, and so on. These are type of processes which can assist staff to work effectively together:

o Use Group Communication Strategies to Improve the Business

The best approach to improving social event correspondence inside the workplace is to amass
cycles and approaches around correspondence best practices. By outfitting delegates with
rules and idealistic targets, associations can ask the agents to work on their own social
capacities.

o Study Different Styles of Communication Within a Group

One of the troubles of social occasion correspondence is that the get-together is included
different people who may have different styles of correspondence. The manner in which
people pass on impacts the manner in which they send and get messages. In the event that
different styles of correspondence are accessible in a social occasion, there are extended
potential outcomes that the message may get lost.

o Use the Right Communication Channels

Social event correspondence occurs in a wide scope of structures. It's critical for your laborers
to acknowledge which channel to use for such a message they wish to send.

o Examine Barriers to Effective Group Communication

To improve bundle correspondence for your gathering, it is essential to understand the

essential driver of an issue.

7. Explain the value of consulting with employees on topics such as workplace

issues, innovation, diversity, work health and safety, and professional
development.

Workers who are counselled on previously mentioned points bigly affect execution:

◆ Management decisions as there is a broader wellspring of musings gathered about

the issues in the workplace
 ◆ Greater worker guarantee to prosperity and security through a predominant perception
of decisions

◆ Worker "ownership" of the outcomes to be refined and exercises perceived to

achieve them.

◆ Openness, respect and trust among the chiefs and workers as an understanding of
each other's viewpoint is set up

◆ Higher authority certainty and occupation satisfaction as the business displays

that worker's points of view are inclined to and regarded

◆ Healthier work environments and extended benefit

◆ Opportunities for learning through sharing of information, thoughts, and contemplations

◆ Reduced injury and disease for agents

◆ Less peril of extended workers compensation as less setbacks occur.

8. Explain the requirements under Modern Awards to consult with employees, including
the circumstances in which consultation is required and the steps that must be taken by
employers in consulting with employers.

The standard interview arrangement contained in current honours expects businesses to

talk with representatives when it has made an "unmistakable choice" to present a "significant
working environment change" to its venture that is probably going to have a "noteworthy
impacts on workers".

Answer: The standard meeting game plan contained in current distinctions anticipates that
organizations should converse with delegates when it has made an "obvious decision" to introduce
a "critical workplace change" to its Endeavor that is most likely going to have a "vital effects on
laborers".

Directors must insight delegates when the critical workplace change is likely going to achieve any
of the going with: changes to plan, action, size of the labour force, reiteration end change to the
aptitudes needed by laborers, modifying of occupations, end of openings for work (checking
headway), adjustment of significant stretches of work or projects, agent retraining, delegate
development.
Assessment Task 2: Policies and procedures
development project

Complete the following activities:

Carefully read the following scenario.

Accountancy Victoria is based in Footscray, a suburb of Melbourne, and provides

accountancy and bookkeeping services for a range of clients.
Accountancy Victoria was established by two Directors who are the Senior
Accountants for the company. Other staff employed are: three accountants, a
bookkeeper and an Officer Manager. The company is expanding due to the demand
for accountancy services and will employ a further three senior accountants in the
next 2 months, as well as an Officer Manager and Client Services Coordinator.
You have recently been appointed as the General Manager of Accountancy
Victoria. Your role is to manage the day to day operations of the company. The first
task you have been allocated is to establish formal systems and processes for a
range of areas, as currently most of the company’s systems and processes are
informal.
To start the process of creating formal systems and processes, you have been
asked to develop systems and processes for workplace communication,
consultation, as well as a Code of Conduct and dispute resolution processes.
Each document must be written in clear and concise English, be
professionally presented, grammatically correct and error free. The document
should also be written according to the Style Guide and be of approximately 2
pages.

1. Develop a Code of Conduct.

The purpose of the Code of Conduct is that the staff at Accountancy Victoria are
aware of, and follow, the standard of behaviour expected of them in relation to their
fellow employees, as well as clients.
Use the Internet to identify and review staff Codes of Conduct from other, similar
organisations.
Your staff Code of Conduct must be in your own words and include:
• Introduction: purpose of the Code
• Scope: who it applies to
• Details of expected personal and professional behaviour (as a minimum,
this should address a range of ethical behaviours, as well as behaviours
appropriate to working within a diverse workplace, including expectations in
relation to cultural differences)
• Conflict of interest requirements
• Gifts, benefits and hospitality
• Outside employment and consulting
• Use of social media

Accountancy Victoria
Code of Conduct Policy

Purpose
The ACCOUNTANCY VICTORIA Code of Conduct strategy is to fill in as a nitty gritty clarification of
what should be the most real and moral morals out of the organization. A couple of favourable
circumstances of making implicit rules are it reinforces the guiding principle of association, goals
and builds up the right environment for the association.

Conducts
ACCOUNTANCY VICTORIA: staff are relied upon to cling to the accompanying
qualities:
◆ Be comprehensive: guarantee that all inner and outer clients are dealt with the
equivalent.
◆ Be legitimate: guarantee that you in business portrayals with inner and outer
clients.
◆ Be responsible: guarantee what you state you will convey.
◆ Be reasonable: guarantee that maintainability has a significant impact in any work
exercises that you embrace.
◆ Be proficient: guarantee that you generally act with honesty.

ACCOUNTANCY VICTORIA
Esteems a workplace culture that progresses a work environment which is extensive
and embracive of variety by completing a zero ability to shoulder
torturing/isolating/disturbing/swindling or attacking conduct. This is cultivated through
perpetually training our agents, authorities, and contractual workers on the standard
ACCOUNTANCY VICTORIA expects of its laborers. Bookkeeping VICTORIA directs
yearly getting ready on the Code of Conduct, Workplace Bullying Policy, Workplace
Harassment Policy. Fights brought are administered up in consent to the Grievance
Handling Policy.
DRESS CODE
At the point when everything is said in done, organizations should ensure a dress
standard meets the going with necessities: It is really related to the possibility of the
action, it doesn't separate between sexual directions, it grants consistence with
social/exacting feelings where possible, it obliges the prosperity and security
necessities of the workplace.
The set rules are viable and genuine. Setting rules that are exorbitantly formal and off-
kilter for agents may affect tricky influence soul and benefit.
The code or procedure is applied dependably to all laborers – regardless cases of
isolation or ridiculous dismissal may arise.
PRIVACY and CONFIDENCIALITY
 Adjust to the law, approaches and any authentic bearing. Serve the assembly and act
in a goal way. Give ideal, exact, and fair assistance and insight. Approach everyone
with reverence, politeness, and sensibility. Offer quality kinds of help a lot. Respect the
security of individuals and keep up appropriate characterization of information. Act
genuinely, ethically and with genuineness. Perceive and viably direct beyond
reconciliation circumstances. Rot gifts or focal points which impact or may be
accepted to impact fair-minded nature.
Report instances of coercion, degradation, certifiable and huge waste, or mal
organization. Assurance open resources are used in a proper manner.
Exercise constancy, care, and thought in performing official commitments and quest
for ways to deal with improve execution.
DEALING WITH AGGRESSION
The representatives should contact their boss, supervisor, or HR for any objections
about hostility at working environment. The workers ought not separate them self-
because of any danger or animosity. They can report any wrongdoing on the
association SPEAK UP entryway. Watching out for fill in as and not rivalling anybody.
Never take part in a forceful or going up against discussion or occurrence. They ought
not lose their quiet and face the circumstance with development. In any remarkable
circumstance they can straight away access any prevalent or chiefs for moment
access.
USE OF SOCIAL MEDIA
By no means a worker can unveil, use, or uncover significant and significant data of
ACCOUNTANCY VICTORIA. All-important lawful moves will be made on such
episodes to ensure association right.
Gifts and Benefits
The association puts an approach which restricts all workers that they can't take any
type of blessing, advantage, and neighbourliness utilizing their place in
ACCOUNTANCY VICTORIA. Exacting disciplinary moves will be made on such
workers.

Document Control

Document No. & Name: 53c14dcac7b990028dd5284b9dc3d2d87d6d8733.docxconduct

Quality Area: Human Resources (HR)

Author:

Status: Approved

Approved By:

Approval Date:

Review Date:
10. Develop Workplace Communication and Consultation Policy and Procedures.

Your policy and procedure should describe the mechanisms that will be used for
internal communications, as well as how staff can provide input into a range of
workplace related matters. Your research could include a review of other workplace
communication or consultation policies and/or procedures.
The document you develop must be in your own words, and about two pages long.
The policy and procedures should include, at a minimum, the following information:

• Purpose
• Scope
• Communication strategies for communicating with staff: type, purpose
and frequency. You should include at least four strategies in your policy
and procedure.
• Communication protocols for meetings in relation to sending out of
agendas and writing up of minutes.
• Consultation process: ways in which staff can contribute to workplace issues
(e.g. surveys, suggestion forms, etc.). You must include at least three.
Provide specific detail about the consultation mechanism. For example, for a
suggestion box – indicate the location of the box and how suggestions will be
recorded and actioned.

ACCOUNTANCY VICTORIA
Communication and Consultation Policy & Procedures

Purpose
The motivation behind this arrangement is to show the various channels of correspondence
inside ACCOUNTANCY VICTORIA, choose their proposed reason, and the positions and
commitments of staff in getting to and using them.

Policy

1. Communication targets
 ▪ Internal correspondence is used to invigorate the affiliations business needs and
targets. This incorporates ensuring that information scattered to staff is generous,
trustworthy, pertinent, easy to get to, and fitting.
▪ ACCOUNTANCY VICTORIA intends to continue to make and starter new
correspondence considerations, channels, and instruments to improve information
sharing and joint
exertion between staff people.
▪ Staff are successfully asked to share information inside the workplace. Bookkeeping
VICTORIA expects that staff will use the correspondence channels and related
instruments for business work practices and in consistence with this and other huge
techniques and strategies.

2. Communication channels.

Bookkeeping VICTORIA has different correspondence channels for proposed purposes including:

▪ Email: Used for messages to staff, clients, and various accomplices.

▪ Client contemplates: Used to gather information and analysis from clients for an extent
of purposes.
▪ Presentation: Used to present information verbally for internal work get-togethers,
for instance, social affairs, enrolments, or to external clients and accomplices.
▪ Business documentation: Used to present information formally in made arrangement to
staff people, for instance, reports, procedures and frameworks, and diverse business-
related records. Moreover, used to acquaint information in made design with clients
and various accomplices, for instance, business correspondence, sales, and distinctive
business-related issues.
▪ Cloud-based aggregate gadgets: Used by stir social occasions of staff to collaborate, share,
and grant on adventures on the web
▪ Website and online life channels: Used to prompt clients with respect to
organizations publicized. Used by staff will approach and frameworks.
▪ Instant advising: Used to allow consistent correspondence between staff people coolly.
▪ Videoconferencing: Used for video correspondence between staff, clients, and
various accomplices where correspondence happens indirectly.
▪ Phone: Used for consistent discussion between staff people and

clients Techniques

1. Meeting arranging

▪ Prior to a social affair happening the arbitrator of the get-together should:

▪ Identify the objective(s) of the social affair
▪ Identify the horde of the social affair
▪ Schedule a period and territory for the social occasion zone
 ▪ Identify the things to be made sure about at the social affair to meet its objective(s)
▪ Ensure that they have held/booked out workplaces needed for the get-together.
▪ Develop a Meeting Agenda and proper this to the horde of the social occasion before
the get-together occurring
▪ Prepare appropriate materials as needed for the social occasion, for instance, presents,
gear, for instance, projectors and PCs, cooking, or some different materials needed for
the get-together

2. Meeting transport

The mediator should lead the get-together as indicated by the Meeting Agenda by Providing an
introduction to the inspiration driving the social affair

▪ Taking cooperation
▪ Covering minutes from any past get-together
▪ Covering plan things
▪ Coming to comprehension about masterminded results.
▪ Provide a finish to the social occasion, offering thanks toward the members for their time.
▪ The arbitrator should ensure that they and the members show respect to
various members by:
▪ Ensuring members don't talk over various members
▪ Ensuring that members exhibition ethically as per the affiliations Code of Ethics during
the social event
▪ Ensuring members answer delivers introduced to them clearly and with validity
▪ Managing inconsistencies between members ensuring that qualifications of emotions
are perceived, and that intensive appraisal of all decisions is explored to show up at a
compromise
▪ Keeping dealings focused on main points of contention and pushing ahead towards a
last objective

3. Meeting finish

▪ Once the social event has wrapped up the arbitrator should report the get-together
using the Meeting Minutes design
▪ Distribute the get-together minutes to all members
▪ Upload the get-together minutes to the affiliations cloud-based limit system
following ACCOUNTANCY VICTORIA's Document Management Policy and Procedures.
▪ Follow up with members on any exercises they have been designated during the
social event to ensure exercises are done.

Related strategies, techniques, structures, and records

 The following are related to this policy:
◆ CF005 - Privacy Policy & Procedures
◆ IM005 - Information Technology Policy & Procedures
◆ IM002 - Document Management Policy & Procedures
◆ TM006 - Meeting Agenda Template
◆ TM007 - Meeting Minutes Template
◆ HR005 - Code of Ethics
Document Control
IMOO3 – Communication Policy & Procedures
Document No. & Name:
Internal Management – (IM)
Quality Area:
ACCOUNTANCY VICTORIA
Author:
Approved
Status:

Approved By:

Approval Date:

Review Date:

11. Develop Dispute Resolution Policy and Procedures.

The dispute resolution policy and procedures need to be established so that all staff
are aware of what dispute resolution procedures are in place.
The dispute resolution policy and procedures need to address the following:
• Purpose of the policy
• Scope: who it applies to
• What constitutes a dispute
• Responsibilities of managers in disputes
• Responsibilities of employees in disputes
• The process by which a dispute will be handled.
You may review dispute resolution policies and procedures to guide the
development of your document. However, the document must be in your own
words.
Ensure that you review the link provided under “Required” to ensure that your policy
and procedures considers relevant legislation.

ACCOUNTANCY VICTORIA
Dispute Resolution Policy & Procedures
Purpose
It is ACCOUNTANCY VICTORIA's arrangement to be open to its laborers and their
inclinations. Thusly, a specialist who is resisted with an issue may use the system portrayed
underneath to decide or clarify their inclinations.

The purpose behind this plan is to give a rapid, convincing, and dependably applied technique
for a nonsupervisory agent to acquaint their inclinations with the board and have those concerns
inside settled.

Policy
The strategy applies to all workers, contract-based workers, and different partners of
ACCOUNTANCY VICTORIA which will be alluded all in all as staff. Procedure propels an open line
correspondence that works for a person to-singular trade just as on departmental level. Real
discussion of disputes can be made which is an unfathomable strategy to display
straightforwardness in the workplace.

Methods

Stage 1: Discussion with manager

From the outset, agents should convey their inclinations or complaints to their snappy boss. In
the event that the protest incorporates the labourer’s overseer, the delegate should design a
gathering with that manager to look at the troublesome that offered climb to the complaint
inside five working days of the date the event occurred.

The snappy supervisor should respond recorded as a printed copy to the dissent inside five days
of the social occasion held with the complainant agent.

Stage 2: Written grumbling and decision

If the discussion with the snappy director doesn't resolve the issue to the common satisfaction
of the delegate and the administrator, or if the boss doesn't respond to the protesting, the
specialist may introduce a made complaint to the labourer’s leader/division head. Agents may
request help with forming their protests from the human resource (HR) office.

▪ The specialist's chief/office head should propel a copy of the protesting to the HR division.
 ▪ The convenience of the created fight is normal inside five working days of the
response from the boss. The dissent should include:
▪ The issue and the date when the event occurred.
▪ Suggestions on ways to deal with decide the issue.
A copy of the speedy supervisor's created response or a framework of their verbal response and
the date when the specialist met with the brief overseer. On the off chance that the boss gave no
response, the complaint should communicate this.

Perpetual gracefully of the customary protest, the leader/division head must plan a social
occasion with the specialist inside five working days to discuss the complaint. Inside around five
working days after the discussion, the boss/office head should give a decision both recorded as a
printed copy and orally to the delegate reporting the complaint.

Stage 3: Appeal of decision

If the delegate is frustrated with the decision of the chief/division head, the labourer may, inside
five working days, demand this decision recorded as a printed copy to the HR office.

The HR office may collect a meeting with the social affairs truly included to empower an objective
or suggest complaints to a review leading body of trustees if it acknowledges that the protesting
raises significant issues of the real world or comprehension of methodology. The HR office may
collect extra information from included social events.

Related policies, procedures, forms, and documents

The following are related to the policy and procedures:

• DI011 – Dispute resolution guide for supervisor
• DI012 – Written complaint from for dispute
• DI044 – Policy and Procedure related to dispute on workplace
• DI025 – Dispute resolution plan for employee
• DI077 – Guidelines on dispute resolution for HR

12. Send an email to staff (your assessor).

The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
The email should provide a clear and simple summary of the attachments and invite
staff to provide feedback.
You know that some staff will be concerned about the implementation of these new
procedures and processes. It is important that you explain the need for these
documents and why they will be a key part of building a strong, respectful and
 supportive work environment.
As the staff have varying levels of education and the bookkeeper’s first language is
not English, ensure your email is written in plain English so as to be easily be
understood by all recipients.
The staff (your assessor) will provide you with feedback, which you should
incorporate into your documents.
Attach the following to the email.
• Code of Conduct
• Workplace Communication and Consultation Policy and Procedures
• Dispute Resolution Policy and Procedures

Email

To: Team Member

From:
CC:

BCC:
01/09/2020 10Am
Date/time: Invitation to provide feedback on attached policy
Subject: & Procedures
Code of Conduct.docx, Workplace communication and
Attachments: consultation policy and procedure.docx,
Dispute resolution policy and Procedures

To,

Team Members,

It would be ideal if you find appended documents with respect to various approach and systems
produced for the colleagues by association. As the association has confidence in a synergistic
improvement it welcomes all colleagues to give their criticism on the strategies and systems.
The association is anticipating getting with the group. The criticism will be fused in the strategy
and systems.

Kind regards,

Chanakya Dhanani

13. Revise your workplace documents.

Update your code of conduct and policies and procedures, incorporating feedback
that you have received from staff.
 Save these documents as:
• Revised Code of Conduct
• Revised Workplace Communication and Consultation Policy and Procedures
• Revised Dispute Resolution Policy and Procedures

UNDERNEATH ALL POLICIES AND PROCEDURES ARE UPDATED AS PER

FEEDBACK. HIGHLIGHTED TEXT IS THE UPDATE AFTER THE FEEDBACK.

ACCOUNTANCY VICTORIA
Modified Code of Conduct Policy

Purpose

The ACCOUNTANCY VICTORIA Code of Conduct strategy is to fill in as a nitty gritty clarification of
what should be the most authentic and moral morals out of the organization. A couple of points
of interest of making set of accepted rules are it fortifies the guiding principle of association,
standards and builds up the right environment for the association.

Conducts
◆ ACCOUNTANCY VICTORIA staff are required to hold fast to the accompanying qualities:
◆ Be comprehensive: guarantee that all inside and outer clients are dealt with
the equivalent.
◆ Be legit: guarantee that you in business portrayals with inward and outer clients.
◆ Be responsible: guarantee what you state you will convey.
◆ Be maintainable: guarantee that manageability has a significant impact in any
work exercises that you attempt.
◆ Be proficient: guarantee that you generally act with uprightness.
ACCOUNTANCY VICTORIA esteems a workspace culture that propels a work environment which is
complete and embracive of variety by realizing a zero ability to manage
torturing/isolating/disturbing/swindling or attacking conduct. This is cultivated through
unendingly training our delegates, authorities, and contract-based workers on the standard
ACCOUNTANCY VICTORIA expects of its laborers. Bookkeeping VICTORIA leads yearly getting
ready on the Code of Conduct, Workplace Bullying Policy, Workplace Harassment Policy. Fights
brought are directed up in consent to the Grievance Handling Policy.

DRESS CODE
At the point when everything is said in done, organizations should ensure a garments standard
meets the going with necessities: It is really related to the possibility of the movement, it doesn't
separate between sexual directions, it grants consistence with social/severe feelings where
possible, it obliges the prosperity and security necessities of the workplace.

The set rules are common-sense and authentic. Setting rules that are unnecessarily formal and
abnormal for agents may affect tricky influence soul and productivity.

The code or technique is applied dependably to all laborers – regardless cases of isolation or
ridiculous dismissal may arise.

PRIVACY and CONFIDENCIALITY

Adjust to the law, approaches and any genuine bearing. Serve the lawmaking body and act in
a goal way. Give ideal, exact, and fair-minded assistance and advice. Approach everyone with
respect, affability, and sensibility. Offer quality kinds of help a lot. Respect the security of
individuals and keep up appropriate grouping of information. Act really, ethically and with
genuineness. Perceive and successfully regulate beyond reconciliation circumstances.

Rot gifts or favourable circumstances which impact or may be accepted to impact fair nature.

Report instances of coercion, corruption, veritable and huge waste, or mal organization.
Assurance open resources are used in a proper manner.

Exercise tirelessness, care, and thought in performing official commitments and quest for ways to
deal with improve execution.

DEALING WITH AGGRESSION

The representatives should contact their boss, administrator, or HR for any objections about
hostility at working environment. The workers ought not disengage them self-because of any
danger or hostility. They can report any unfortunate behaviour on the association SPEAK UP
entry. Watching out for function as and not contending with anybody. Never participate in a
forceful or facing discussion or episode. They ought not lose their quiet and face the circumstance
with development. In any remarkable circumstance they can straight away access any unrivalled
or administrators for moment access.

Consistence with law

All specialists must guarantee our association's legitimateness. They should agree to all
characteristic, prosperity and sensible overseeing laws. We foresee that laborers should be good
and trustworthy while dealing with our association's records, things, affiliations, and open
picture.

Regard in the workplace

All delegates should respect their accomplices. We won't allow such a one-sided lead, incitement,
or misuse. Delegates should change with our equal open-entryway methodology in all pieces of
their work, from enrolment and execution appraisal to social relations.

Document Control

Document No. & Name: 53c14dcac7b990028dd5284b9dc3d2d87d6d8733.docxConduct

Quality Area: Human Resources (HR)

Author: ACCOUNTANCY VICTORIA

Status: Approved

Approved By:

Approval Date:

Review Date:

ACCOUNTANCY VICTORIA
Modified Dispute Resolution Policy & Procedures

Purpose
Issues, errors, and disappointments may emerge in the work environment. It is
ACCOUNTANCY VICTORIA's plan to be receptive to its workers and their interests. In
this manner, a worker who is defied with an issue may utilize the strategy depicted
underneath to determine or explain their interests.
The reason for this arrangement is to give a speedy, compelling, and reliably applied
strategy for a nonsupervisory representative to introduce their interests to the board and
have those worries inside settled. The main purpose of the policy is to resolve the conflict
and all mediation and further processes are focused as per that.

Policy
The policy applies to all employees, contractors, and other stakeholders of
ACCOUNTANCY VICTORIA which will be referred collectively as staff. Strategy advances
an open line correspondence that works for an individual to-individual exchange as well as
on departmental level. Legitimate conversation of contentions can be made which is an
incredible method to exhibit straightforwardness in the working environment.

Procedures
Stage 1: Discussion with supervisor
At first, representatives ought to carry their interests or grievances to their quick chief. If
the objection includes the worker's administrator, the representative should plan a
meeting with that boss to examine the difficult that offered ascend to the grievance inside
five working days of the date the occurrence happened.
The quick manager ought to react recorded as a hard copy to the protest inside five days
of the gathering held with the complainant representative.
Stage 2: Written complaint and choice
In the event that the conversation with the quick administrator doesn't resolve the issue to
the shared fulfillment of the representative and the manager, or if the chief doesn't react
to the grumbling, the worker may present a composed grievance to the worker's
executive/division head. Representatives may demand help with composing their
objections from the human asset (HR) office.
The worker's executive/office head ought to advance a duplicate of the grumbling to the
HR division.
The accommodation of the composed protest is expected inside five working days of the
reaction from the chief. The protest ought to include:
The issue and the date when the occurrence happened.
Recommendations on approaches to determine the issue.
A duplicate of the quick manager's composed reaction or an outline of their verbal reaction
and the date when the worker met with the prompt administrator. If the chief gave no
reaction, the objection should express this.
Endless supply of the conventional objection, the executive/division head must timetable a
gathering with the worker inside five working days to talk about the grievance. Inside
around five working days after the conversation, the chief/office head should give a choice
both recorded as a hard copy and orally to the representative documenting the grievance.
Stage 3: Appeal of choice
On the off chance that the representative is disappointed with the choice of the
executive/division head, the worker may, inside five working days, request this choice
recorded as a hard copy to the HR office.
The HR office may assemble a conference with the gatherings legitimately included to
encourage a goal or allude grievances to an audit board of trustees in the event that it
accepts that the grumbling brings up major issues of reality or understanding of strategy.
The HR office may accumulate additional data from included gatherings.
Changes as per employee discussion
The issue goal strategy is proposed to:
• Provide the chance to determine a contention or grievance rapidly, decently
and without response.
• Improve correspondence and comprehension among representatives, and among
workers and their manager.
• Ensure trust in the executives’ choices by giving a system whereby the board
choices can be unbiasedly surveyed.
• Support a positive workplace by distributing administrator’s duty regarding
forestalling and settling clashes and protests.
• Identify association approaches and methodology which should be explained or
adjusted.
Representatives who are encountering a business-related clash or have a grievance are
urged to determine it through conversations with their administrator at whatever point
conceivable.
All solicitations for compromise, grumblings and claims will be completely researched and
an answer will be given as fast as could be expected under the circumstances.

Related policies, procedures, forms, and documents

The following are related to the policy and procedures:

• DI011 – Dispute resolution guide for supervisor
• DI012 – Written complaint from for dispute
• DI044 – Policy and Procedure related to dispute on workplace
• DI025 – Dispute resolution plan for employee
• DI077 – Guidelines on dispute resolution for HR

ACCOUNTANCY VICTORIA
Modified Communication and consultation Policy &
Procedures

Purpose
The motivation behind this approach is to demonstrate the various channels of correspondence
inside ACCOUNTANCY VICTORIA, choose their proposed reason, and the positions and
commitments of staff in getting to and using them.

Strategy

Communication targets

• Internal correspondence is used to invigorate the affiliations business needs and

targets. This incorporates ensuring that information scattered to staff is significant,
reliable, relevant, easy to get to, and fitting.
• ACCOUNTANCY VICTORIA intends to continue to make and starter new
correspondence musings, channels, and instruments to improve information sharing
and joint exertion
between staff people.
• Staff are successfully encouraged to share information inside the workplace.
Bookkeeping VICTORIA expects that staff will use the correspondence channels and
related instruments for business work practices and in consistence with this and other
critical techniques and strategies.
Communication channels

Bookkeeping VICTORIA has different correspondence channels for proposed purposes including:

• Email: Used for messages to staff, clients, and various accomplices.

• Client considers: Used to amass information and analysis from clients for an extent
of purposes.
• Presentation: Used to present information verbally for internal work social events,
for instance, get-togethers, selections, or to external clients and accomplices.
• Business documentation: Used to present information authoritatively in created
arrangement to staff people, for instance, reports, procedures and frameworks, and
diverse business-related records. Moreover, used to acquaint information in created
design with clients and various accomplices, for instance, business correspondence,
sales, and distinctive business-related issues. Cloud-based aggregate gadgets: Used by
stir social occasions of staff to collaborate, share, and bestow on adventures on the web
• Website and electronic life channels: Used to prompt clients with respect to
organizations promoted. Used by staff will approach and frameworks.
• Instant illuminating: Used to allow consistent correspondence between staff people coolly.
• Videoconferencing: Used for video correspondence between staff, clients, and
various accomplices where correspondence happens remotely.
• Phone: Used for persistent discussion between staff people and clients

Strategies

Meeting

arranging

o Prior to a get-together happening the arbitrator of the social occasion should:

o Identify the objective(s) of the social affair
o Identify the horde of the social affair
o Schedule a period and region for the social occasion region
o Identify the things to be made sure about at the social event to meet its objective(s)
o Ensure that they have held/booked out workplaces needed for the get-together.
o Develop a Meeting Agenda and proper this to the horde of the social affair before the
get- together occurring
o Prepare appropriate materials as needed for the social event, for instance, presents,
gear, for instance, projectors and PCs, cooking, or some different materials needed for
the get- together

Meeting transport

The mediator should lead the social occasion as per the Meeting Agenda by Providing an
introduction to the inspiration driving the get-together

o Taking cooperation
 o Covering minutes from any past social affair
o Covering plan things
o Coming to comprehension about masterminded results.
o Provide a finish to the social occasion, offering thanks toward the members for their time.
o The mediator should ensure that they and the members show respect to various
members by:
o Ensuring members don't talk over various members
o Ensuring that members exhibit ethically as per the affiliations Code of Ethics during
the social occasion
o Ensuring members answer delivers introduced to them clearly and with validity
o Managing inconsistencies between members ensuring that differentiations of
sentiments are perceived, and that exhaustive appraisal of all decisions is researched to
show up at a compromise
o Keeping dealings focused on main points of contention and pushing ahead towards a
last objective

Meeting finish

o Once the social event has wrapped up the mediator should report the get-together
using the Meeting Minutes design
o Distribute the get-together minutes to all members
o Upload the social event minutes to the affiliations cloud-based limit system
following ACCOUNTANCY VICTORIA's Document Management Policy and
Procedures.
o Follow up with members on any exercises they have been designated during the
get- together to ensure exercises are done.

Change and update after input

Respectfulness, kind attitude, and a sentiment of convenience are huge and deal with the
association's dealings with laborers and customers.

Differences of end should be dealt with covertly and carefully. Snitch and scheming are to be
avoided. Talk about honestly with the individual or individuals needed to decide contrasts.

Preservationist examination that which will improve business by clarifying or teaching should
be welcomed when passed on with concession and mindfulness. Ruinous examination that
which is planned to hurt business, or another person isn't to be cleaned.

Agents should Endeavor to keep up a typical work air reliably and quit hollering, yelling, using
indecencies or swearing at partners or customers.

Related policies, procedures, forms, and documents

The following are related to this policy:
 ◆ CF005 - Privacy Policy & Procedures
◆ IM005 - Information Technology Policy & Procedures
◆ IM002 - Document Management Policy & Procedures
◆ TM006 - Meeting Agenda Template
◆ TM007 - Meeting Minutes Template
◆ HR005 - Code of Ethics
Document Control
IMOO3 – Communication and consultation Policy & Procedures
Document No. & Name:
Internal Management – (IM)
Quality Area:
ACCOUNTANCY VICTORIA
Author:
Approved
Status:

Approved By:

Approval Date:

Review Date:
14. Send an email to staff (your assessor)

The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
The email should summarise the feedback that was provided and how this has
been incorporated into the revised documents.
As the staff have varying levels of education and the bookkeeper’s first language is
not English, ensure your email is written in plain English so as to be easily be
understood by all recipients.
Attach the following to the email:
• Revised Code of Conduct
• Revised Workplace Communication and Consultation Policy and Procedures
• Revised Dispute Resolution Policy and Procedures

Email

To: ACCOUNTANCY VICTORIA TEAM

From:
CC:
BCC:
Date/time:
Subject: Update on policies as per team feedback
Attachments: Updated Code of Conduct Policy, Dispute Resolution Policy, and
Communication and consultation Policy & Procedure

To Team Accountancy Victoria,

According to your past email, I have made the essential acclimations to the current Code of
Conduct, Dispute Resolution, and Communication Policies. I have likewise joined the approach for
our group reference. All the criticism assembled by the participants have been contemplated.
Looking forward towards our next gathering on improving greatness on strategies in association.

Kind regards
Assessment Task 3: Networking and professional
development project

Complete the following activities:

1. Identify networks and professional development opportunities.

Research at least three networks that may be relevant to yourself in the role of
General Manager of Accountancy Victoria. This could be an association for
managers or a local business network. It could also be a Facebook Group set up
specifically for managers.
You will record these networks/events in the next part of the assessment.
For each of the networks that you have selected, identify events provided by the
network over the next 12 months. Identify at least 4 events that are of interest to
you in the role of General Manager of Accountancy Victoria and that would be
of benefit to the team and/or company.
Bear in mind that when you complete your networking and professional
development plan, one of the opportunities that you identify must be a networking
opportunity that you participate in and report on as part of this assessment task.
This networking opportunity can be something as simple as identifying and
reviewing a relevant LinkedIn group or participating in a free webinar.
You should also include at least three other professional development opportunities
that will assist you to develop and maintain your skills to ensure effective internal
and external workplace relationships,
Make notes to use in your Professional Development and Networking Plan.

15. Develop a professional development and networking plan.

Complete the Professional Development and Networking Plan Template for the next
12 months.
You will need to complete the plan in full to show the details of the networking
events and professional development opportunities you have identified are relevant
to the role of General Manager of Accountancy Victoria. In particular, the plan
should include the development of skills to address internal and external
relationships.
The plan should show full details of the networking event, including the name of the
event, where it will be held, date and time and the cost of the event.
You should also provide a brief description of the expected benefit to yourself (in
the role of General Manager), as well as for the team of staff that you are
responsible for in the role of General Manager of Accountancy Victoria.
 Professional Development and Networking Plan
Year: 2020

Details of Type Date/s Cost Expected benefit to Expected benefit

Professional self to team
development
and
Networking
opportunity
Accounting o Formal On Demand (CA $210 You will build key The information
conference preparing/cours ANZ sends email) pieces of picked up by the
2020 e information from head supervisor
(CAANZ) cash related will assist staff
o Industry enumerating with keeping
organizing authorities, awake to date
occasions regulators, and with the current
industry specialists money related,
o Subscriptions who will address bookkeeping, and
successful issues other industry
o Conferences in affecting asset rules and
industry area bunches now and guidelines
into what is to come.
With different
concurrent gathering
to see, the social
affair gatherings are
expected to expand
the estimation of the
whole asset
gathering.
Accounting o Formal 16 Nov 2020 Free The occasion unites It gives staff the
Business preparing/cours Virtua various bookkeepers, information on
Expo e l entrepreneurs, cutting edge
Event administrators, business. Insite
o Industry monetary leaders into procedures
organizing and accounting with respect to
occasions experts on business,
investigating most innovation
o Subscriptions recent item and consolidation into
administrations. The business thoughts.
o Conferences in vocation Furthermore, large
industry area improvement and business thoughts
business and their
advancement execution abilities
 Details of Type Date/s Cost Expected benefit to Expected benefit
Professional self to team
development
and
Networking
opportunity
aptitudes are are additionally
additionally essential passed on.
for the occasion.
MEA Big Buzz o Formal 29 Oct 2020 $35 It is an imaginative By increasing
preparing/cours systems different
e administration organizations
occasion where all administrator can
o Industry the individuals tag pass on the
organizing along. They play contacts and their
occasions social games, organizations by
random data, Lip which the workers
o Subscriptions dub and different can dominate in
games. It gives an their assignments.
o Conferences in immense systems Which ultimately
industry area administration develops the
occasion to the association.
chiefs to extend
their range on the
lookout.
Business o Formal 22 Oct 2020 $119 The occasion gives The aptitudes
solutions preparing/cours expansive scope of picked up enables
summit e information and the
aptitudes. Like, representatives to
o Industry Online item selling, see how to deal
organizing advertising and with strife at work,
occasions business it assists with
development, driving dominating in
o Subscriptions with enthusiastic online media
savvy, successful showcasing, and it
o Conferences in web-based media additionally assists
industry area showcasing, and with growing the
others. business through
different
promoting
channels.
16. Participate in, and report on, a networking opportunity.

Participate in a free networking opportunity that you identified in your plan.

You will need to obtain evidence that you have completed the activity, such as a
certificate of attendance, and email confirming your attendance, etc.
After you have participated in the opportunity, complete the Networking Report
Template.
All the documents you submit must be in clear and concise English and submitted
by the date advised by your assessor.

Systems administration report

Title of systems administration movement: ACCOUNTING CONFERENCE

2020 (CAANZ)

Date: On request occasion taken at 04/05/2020

Time: 09.00 AM

Span: 5.5 Hours

1. Provide a concise review of the motivation behind the systems

administration action?

The occasions principal plan was to examine the underneath referenced

focuses:
o Technological transformation and the monetary open door inside
o Finance capacity of things to come aboard conversation
o Lease progress rule
o Non-money related danger investigation
o Financial change and plan of action advancement
o Updates on bookkeeping norms

2. What did you generally like about the systems administration

action?
The occasion was very efficient. All the data about the occasion was given
ahead of time. So that there is no disarray about what we are buying in to. The
CAANZ body made the vital changes that the occasion is expertly run as it was
a virtual occasion. The speakers they got for the occasion were the absolute
generally learned and educated proficient of the business.

3. What did you least like?

Because of the social removing guidelines due to the current conditions the
occasion must be a virtual occasion. In any case the occasion is consistently a
major social event in various urban communities of Australia. I didn't care for
that this time the actual associations and collaborations were lamentably not
there. It has an immense effect meeting somebody eye to eye instead of on a
PC screen.

4. What advantages did take an interest in this systems

administration give to you?

The systems administration opportunity gave an image to the impending

future in the business. It not simply gave information about the guidelines and
consistence laws identified with the business. In any case, it additionally gave
inside into development and business greatness. The occasion accumulates all
strong substantial weight 's of the business under one plan. Which permits
such a large amount of information sharing. The occasion permits all the
bookkeeping expert to keep awake to date according to their industry
guidelines and developments for what's to come.

5. What advantages do you accept that taking an interest in this

organization could give to a working environment group?

The occasion gives numerous advantages to a working environment group. It

gives abilities on innovative consolidation to dominate financially. By which a
working environment group can defeat monetary difficulties. It gives vital
information on dealing with money difficulties of future. It likewise gave
administrative rule and information on ASIC announcing which advantages
group in getting ready consistence reports. Other than that, it additionally
gave essential information and expertise on the most proficient method to deal
with non-monetary dangers in the present market.
□ I have attached evidence of my attendance of this networking activity

17. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachments.
Attach your networking plan and networking report to the email.

Email

To: ACCOUNTANCY VICTORIA TEAM

From: c
CC:
BCC: 01/10/2020
Date/time: Update on Networking event and Networking
Subject: plan Networking Plan.docx, Networking
Attachments: Report.docx

To Team Accountancy Victoria,

Kindly discover the subtleties of systems administration plan and the report on systems
administration produced by means of partaking in the occasion. Anticipating applying all the
aptitudes accumulated through the learning and passing the information.

Kind regards,
Assessment Task 4: Managing workplace difficulties
project
Assessment Task 4 Instructions as provided to students
Complete the following activities:

Carefully read the following scenario.

It is six months later at Accountancy Victoria. A new intermediate accountant has

been employed and there has been some friction. The new intermediate
accountant’s name is Ammar and he practices the Muslim faith. One of the senior
accountants, Tiffany, has been with the business for three years and always gets
along very well with her co-workers, but Tiffany has taken a disliking to Ammar as
he refuses to shake hands with their female clients when they come in for
meetings. Tiffany and Ammar do a lot of work together and are required to work
closely. It has become apparent to everyone in the office that Tiffany dislikes
Ammar and believes he is sexist towards females. Ammar has come to speak to
you to tell you that he feels Tiffany is being very rude to him, especially in front of
clients. He has explained to you that he cannot shake hands with females as direct
contact with a member of the opposite sex who are not directly related conflicts
with his religious beliefs as physical contact is not allowed. He tells you that it was
never an issue at his previous workplace and he is very upset that Tiffany thinks he
is sexist and he has had enough. You have told Ammar that you take this very
seriously and you would like to help him and Tiffany resolve their differences and
you will get back to him shortly about the matter.

1. Develop an action plan to resolve the conflict.

Before you commence this assessment:

• read the supplied document for employers working with Muslim employees.
• refer to the Code of Conduct, the Workplace Communication and
Consultation Policy and Procedures and the Dispute Resolution Policy and
Procedures you developed in Assessment Task 2.
Using the Action Plan Template, develop an action plan that includes a range of
appropriate strategies to resolve the conflict between Ammar and Tiffany, ensuring
you follow the organisation’s policies and procedures. Think about the issues
involved on both sides and how this might escalate to involve other employees or
clients.
Send the action plan to your assessor.
 Accountancy Victoria
Action plan

Impact on
Issue/Need Actions to resolve Outcomes Timelines
workplace
Tiffany dislikes Ammar Gender issues Providing guidelines Understanding 1 Month (A session
and thinks that he is on gender equality in different every week)
sexist. Because he does organisation and religions and
not shake hand with training. Religious specially in this
females. But He can understanding case Muslim
shake hands with males. training for all beliefs.
religions. Code of co Targeted to
duct debrief to both. Tiffany so that
she can
understand the
religious belief.
They should
also understand
how to carry
them in the
organisation by
code of
conduct.
Co-ordination Providing knowledge Going through 1 week
issues and feedback on co- the rules of
ordination guidelines communication
in the organisation. and co-
Communication and ordination so
consultation policy that they know
training to them. how to behave
in front of
clients and to
team members.
Lack of team Team-work Understanding 1 week
spirit workshop, team the importance
lunch and of team-work
dinner, and and mutual
teamwork respect at
training. workplace.
Lack of respect Zero tolerance Going through 1 Week
for each other training on employee the organisation
rude behaviour. guidelines on
behaviour with
fellow team
members to
understand the
organisation do
 not allow rude
behaviour.
Ammar thinks that Tiffany Damage to Client management Understanding 1 Week
is being rude to him client brief and feedback client
specially Infront of clients. relationship meeting with them management
He thinks that Tiffany is management on client handling. and importance
misbehaving with Ammar Dispute resolution of their
and he has had enough, training to them. contribution to
and it was never an issue organisation.
with previous workplaces. Anger Emotional Understanding 1 Week
intelligence and how to manager
management training anger and other
session. Also, emotions at
providing counselling workplace.
to them.
Frustration Emotional Understanding 1 Week
intelligence and how to manager
management training anger and other
session. Also, emotions at
providing counselling workplace.
to them.

18. Meet with Tiffany to discuss the issue.

Have a meeting with your assessor who will play the role of Tiffany. Provide
constructive guidance and support to Tiffany but focus on how it is affecting the
workplace and discuss the code of conduct, legislation that governs the issue
around equal opportunity and discrimination.
At the meeting you must:
• Explain the purpose of the meeting
• Explain to Tiffany what the problem is
• Explain how this behaviour impacts on the workplace and why it is a
concern. Ensure that you focus on the issue, not the person.
• Demonstrate your interpersonal and communication skills by:
o Keeping your communication clear and simple

o Listening to Tiffany and confirming and clarifying information shared

o Asking questions to confirm information

o Emphasising Tiffany’s strengths as per the scenario information

• Discuss and agree on a solution

 Email

To: Tifffany
From:
CC: 10/10/2020
BCC: Regarding behaviour with a fellow team-
Date/time: member Dispute resolution form.docx
Subject:
To Tiffany,
Attachments:

I have an official grievance against you from an individual colleague on your conduct with him. I
might want to sit with you and experience the subtleties so I can talk about the issue in detail. I
might likewise want to determine the issue as it blocks our presentation. I have likewise
connected out associations debate goal structure. In the event that you could please fill that it will
explain the issue top to bottom and assist with finding an answer for the issue. Anticipating seeing
you for the gathering.

Kind Regards,
19. Send an email to Tiffany and Ammar inviting them both to an informal resolution meeting.

The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
The email should suggest a suitable date, time and location for the meeting and a
summary of what will be discussed.

Email

To: Amaar & Tiffany

From:
CC:
BCC: 11/10/2020
Date/time: Meeting on potential resolution to the
Subject: dispute Code of Conduct & Dispute resolution
Attachments: policy

To Amaar and Tiffany

I might want to welcome both of you for a casual gathering to determine your question. I have
had meeting with both of you for the issue and have perceived the contest in detail. I have
distinguished the causes and might want to determine the issue. If you don't mind experience the
set of principles and debate goal rules of our association again with the goal that it can assist you
with understanding our remain on such issues. Anticipating meet you and talk about the future
guide.

Kind Regards,
20. Conduct the meeting to resolve workplace issues.

Your assessor will play the role of Tiffany and will arrange another student to play
the role of Ammar. You need to act as the facilitator and guide the meeting
proceedings in a supportive manner for both parties without bias. Announce the
intention of the meeting, and then direct each party to share their thoughts and
feelings. Provide guidance, counselling and support to both parties and discuss and
confirm the resolutions they have both come up with together before closing the
meeting.

21. Send a follow up email to Tiffany and Ammar.

The text of the email should be in grammatically correct English, written in an

appropriate (polite, business-like) style.
It should summarise the meeting and the solution(s) agreed to.
The email should be sent within 1 day of the meeting.

Email

To: Amaar & Tiffany

From:
CC:
BCC: 12/10/2020
Date/time: Update on dispute resolution meeting and agreed resolution
Subject: Action plan.docx,
Attachments:
To Amaar and Tiffany,

I trust this email discovers you well. It was extraordinary gathering you both in the gathering and
understanding your perspectives on the issue. I have connected the activity plan we conceded to
determine the issue. As Tiffany will experience a strict agreement preparing. Other talked about
arrangements are additionally in the activity plan. I trust that we are at an arrangement and all
the misinterpretation don't exist now. The arrangement gave comprises all the essential
comprehension for both of you to help settle the issue and take the work venture forward. I
anticipate the advancement of the activity plan

Kind Regards,

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