A policy or procedure you might not be aware of? Something you’d like to know more about?

Introducing “Spotlight On” where you will find a new topic each month for reading and discussion among LCS staff.

March 2020

December 2019

Summer Safety

2019-12-06T14:39:26+11:00December 6th, 2019|Spotlight On, Wellbeing|

We’ve always been serious about hot days, it’s time to put good preparation to use.

This summer is tipped to be a hot one, and for some of our regional clients and staff, this means an increased fire risk. For everyone of you, however, there are precautions to take with heat to ensure you and your family remain healthy and safe.

That’s why we’ve created our Summer Info Pack for the first time ever, with:

  • Food Preparation Safety
  • Heat Wave Safety
  • Extreme Fire Danger Safety
  • Bushfire Plan

It’s not all doom and gloom though – get out there and have some fun at one of the wonderful accessible beaches around Victoria. We’re big advocates for even more of these inclusive beaches. Check out the ever-growing list at accessiblebeaches.com

Our final page of this guide lists Victorian accessible beaches.

We hope all our staff and clients have a terrific and safe summer period!!

September 2019

The Internal Jobs Board

2019-09-23T14:35:06+10:00September 23rd, 2019|Did You Know?, Spotlight On|

A variety of jobs will be available – for placement with clients with a disability or mental health concerns, as well as administrative positions from time to time.

You will need to keep in mind that your application will be assessed against other external applicants; that your roster must not clash with the required shifts for the role; and that you will need up-to-date documentation for your application to be considered. All you will need  to do is enter your name and submit it to the Recruitment Team using the ‘submit’ button on the job posting. They will assess your current details to see whether you will be a suitable applicant for the role.

As always, LCS always leaves the final decision to employ someone for the program with the client and their support network.

Search for Jobs!

Our Guidedog in Training – Nerryn

2019-09-17T14:41:39+10:00September 12th, 2019|Did You Know?, Spotlight On|

Nerryn

Nerryn joined Lifestyle Centred Services Head Office team in October 2018 as a Guidedog in Training, living with our Operations Manager, Tarina Venturin.

Nerryn has become a staple of our every day here in Seaford, and enjoys greeting us every morning, one by one, snoozing under our desks and eating carrots!

Having Nerryn around has been a wonderful time for all of us at Head Office and she’s grown up so much since we first laid eyes on her as a 10 week old puppy.

Nerryn has been undergoing some rigorous training ready to be a guidedog for one very special owner when her time comes. We’re all a little sorry to say that we don’t think she’ll be with us for too much longer. Tarina especially is anticipating a very big change for her. Dogs just have the ability to grab you by your heart and never let go, but we hope she is just the first of many Guidedogs we can help train up ready for some very important work throughout their very special lives.

RUOK Day – 12 September 2019

2019-09-17T14:42:14+10:00September 10th, 2019|Spotlight On, Wellbeing|

This Thursday, 12th of Septmber is RUOK? Day – a national day of action dedicated to inspiring all people of all backgrounds to regularly check in with each other and ask “Are you OK?”

This year’s national theme for RUOK? Day is Trust the Signs, Ask R U OK?

It aims to prevent suicide by encouraging Australians to connect with someone they care about and help stop little problems turning into big ones.

To support and encourage our staff to have important conversations about mental health with their fellow colleagues, clients they support, family or friends, we are hosting an optional training module (unpaid) via our Training Portal on the LCS Website, developed by Beyond Blue “Managing Mental Health Risks at Work”.

This training resource will be available for accessing by all staff from RUOK? Day 2019 indefinitely for your reference throughout your career at LCS. This is because these conversations should not just happen on this annual day, but are something to be aware of every day.

Staying connected with others is crucial to our general health and wellbeing. Feeling isolated or hopeless can contribute to depression, anxiety and other mental illnesses. Regular, meaningful conversations can protect those we know and love. A conversation could change a life.

What are the signs someone might need some extra support?

Over the last fortnight, have you noticed two or more of the below?

  1. Changes to their physical appearance?
    • Looking more tired than usual
    • Seem “flat” or drained of energy
    • Have had a pattern of illness or being constantly run down
    • Are complaining of physical health issues, such as headaches/migraines
    • Are eating much more or much less than usual
    • Are drinking more alcohol than usual
    • Seem more fidgety or nervous than usual
  2. Changes in mood?
    • Seem more irritable, snappy, or fly off the handle when they normally wouldn’t
    • Appear more anxious or worried about everything ie. work and personal life
    • React more emotionally than the situation warrants
    • Are quick to anger
    • Appear to be overwhelmed by tasks that they had previously found manageable
  3. Changes in behaviour?
    • Struggles to see a positive side eg. “It’s always terrible…”
    • Seem to think the worst eg. they might conclude that two people in a meeting are discussing their performance or future in the workplace
    • Personalise situations eg. “I knew I’d get the toughest roster – they’ve got it in for me”
    • Saying things that sound more confused or irrational
    • Complain they have difficulty switching off

If you have noticed two or more of these changes, they might need some extra support. It’s time for you to start a conversation.

If you want to read more on how you can have a conversation with someone you’re worried about, you can read this practical guide (download below).

Download the Guide

Help in a Crisis

The truth is, some conversations just become too big for colleagues, families or friends. If you’re worried about someone and feel urgent professional support is needed, contact your local doctor or the agencies below.

Like you, R U OK? is not equipped to offer crisis intervention or expert counselling and our website is no substitute for the professional care available from the following organisations:

13 11 14
Call 24/7 for crisis support

1300 659 467
People at risk of suicide, carers and bereaved

1800 55 1800
Counselling for young people
5-25 years

1300 845 745
Counselling service for people suffering grief.

July 2019

Our Brand New Online Newsletter

2019-09-17T14:42:56+10:00July 12th, 2019|Spotlight On|

Making it easier for you, to connect with us.

 

Welcome to our new LCS Newsletter for staff – “Spotlight On…”

 

At LCS Head Office, we’ve been doing a lot of thinking recently about how we communicate with our Support Workers who are doing amazing work far and wide across Victoria.

The honest truth is, it’s hard trying to keep abreast of new industry changes and standards – and we’re reading about them every day of the week! So, we had to ask ourselves: “How do we keep our staff in the loop?”

Our new website has given us a lot of flexibility since it’s launch late in 2018 – to deliver training and important documents to you on the front line. So we decided to really put it to good use and create this blog/newsletter for you.

What we hope to achieve is to provide you insight into what is going on here at our Mornington Peninsula Head Office, transparently discuss our policies and ways we can help you achieve more for our clients and their support networks.

If you’d like us to discuss anything in this space please feel free to contact us! You can email your suggestion by clicking the “Suggest a Topic” button below.

 

“When employees join executives in truly owning the responsibility for business success, an exciting new sense of teamwork takes hold”

Punit Renjen 

 

 

 

 

 

 

 

 

Suggest a Topic

May 2019

Bullying and Harassment

2019-09-17T14:43:25+10:00May 30th, 2019|Policy Talk|

It’s not on…

 

Workplace bullying is a risk to health and safety. It may affect your mental and physical health.

Everyone has a duty to help prevent workplace bullying.

In this edition of Spotlight On, we’ll discuss what bullying is, how to identify it, and what to do if you or someone else is a victim.

 

What is workplace bullying?

 

Workplace bullying is defined by behaviour that is repeated and unreasonable directed toward a worker or group of workers that creates risk to health and safety. Examples include, but aren’t limited to:

 

  • abusive, insulting or offensive language and comments
  • aggressive and intimidating conduct
  • belittling or humiliating comments
  • victimisation
  • practical jokes or initiation
  • unjustified criticism or complaints
  • deliberately excluding someone from work-related activities
  • withholding information that is vital to effective work performance
  • setting unreasonable timelines or constantly changing deadlines
  • setting tasks that are unreasonably below or beyond a person’s skill level
  • denying access to information, supervision, consultation or resources to the detriment of the worker
  • spreading misinformation or malicious rumours, or
  • changing work arrangements, such as rosters or leave, to deliberately inconvenience a particular worker or workers.

 

Okay, that makes sense, so what isn’t bullying?

 

A single incident of unreasonable behaviour is not workplace bullying, however it may be repeated or escalate, so it shouldn’t be ignored.

 

Reasonable Management Action Taken in a Reasonable Way.

 

It is reasonable for your manager or coordinator to allocate work and give you feedback about your performance. This isn’t

 

Bullying does not include reasonable management action taken against an employee. It is reasonable for managers and coordinators to allocate work and to give fair feedback on an employee’s performance. These actions cannot be considered workplace bulling if they are carried out in a reasonable manner and take into account specific circumstances.

 

Reasonable management actions include:

 

  • setting reasonable performance goals, standards and deadlines
  • rostering and allocating working hours
  • transferring a worker for operational reasons
  • deciding not to select a worker for promotion where a reasonable process has been followed
  • informing a worker of their unsatisfactory work performance
  • informing a worker of their unreasonable or inappropriate behaviour in an objective and confidential way
  • implementing organisational change or restructuring
  • taking disciplinary action including suspension or termination of employment

 

What are the risks?

 

The effects of workplace bullying don’t end when you leave work. Being a victim of bullying can cause physical and psychological health problems, loss of motivation, stress. It’s important to address it before it becomes a larger issue.

 

Responding to the problem

 

Lifestyle Centred Services sees it in our best interests to confront the issue and maintain a bullying-free workplace. Prevention is better than intervention and mediation. It’s also the right thing to do because we care about our employees!

 

We strive to create an environment that cultivates teamwork, cooperation, and positive interaction – because, after all, we’re here to care for others – one of the most important jobs in the world.

 

Do you want to read more about our Policy? You can download it below – and don’t forget you have access to our full range of documents via our Employee Hub “Quality Management System” section (you’ll need your username and password!)

 

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