A-Z Register

UNE Compliance Register

This Register lists the compliance drivers (Commonwealth, NSW and international laws and other statutory instruments, and industry, community and ethical standards and codes) that impact on University activities and operations, to the extent that the University has some obligation of compliance or accountability.

The currently documented drivers are listed below in alpha-order by title.  Click on the title to access a detailed overview.  You can also search the register to find all of the compliance drivers and obligations relevant to your activities and the people who can help with your compliance responsibilities.

Note: the Register is being continually enhanced, with drivers and obligations added and amended as required.

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  • Waste Avoidance and Resources Recovery Act 2001 (NSW) - Level 2The Act promotes waste avoidance and resource recovery to achieve continual reduction in waste generation. It provides for the development of a state-wide Waste Strategy and introduces a scheme to promote extended producer responsibility for the life-cycle of a product.
  • Work Health and Safety Act 2011 (NSW) - Level 1The objects of the work health safety laws are:
    - to protect the health and safety of workers
    - to improve safety outcomes in workplaces
    - to reduce compliance costs for business, and
    - to improve efficiency for regulator agencies.

    As a 'person conducting a business or undertaking' (PCBU) the University must meet its obligations, so far as is reasonably practicable, to ensure the health and safety of workers (persons who perform work for a PCBU) and other people like visitors and volunteers. These obligations include:

    1. safe systems of work
    2. safe use of plant, structures and substances
    3. adequate facilities for the welfare of workers
    4. notification and recording of workplace incidents
    5. adequate information, training, instruction and supervision
    6. compliance with requirements under the Work Health and Safety Regulation
    7. effective systems for monitoring the health of workers and workplace conditions
    8. a safe work environment
    9. maintain the premises used for accommodation for workers, if required

    A PCBU has further obligations if involved in specific kinds of activities like:

    1. the management and control of workplaces, or fixtures, fittings or plant at workplaces
    2. the design, manufacture, import or supply of plant, substances or structures
    3. installation, construction or commissioning of plant or structures.

    PCBUs must also have meaningful and open consultation about work health and safety with workers, health and safety
    representatives, and health and safety committees.

    As a PCBU the University must also consult, cooperate and coordinate with other PCBUs if duties are shared.
  • Workers' Compensation (Dust Diseases) Act 1942 (NSW) - Level 2An Act to make provisions regarding the payment of compensation in the case of workers who suffer death or disablement owing to the disease known as silicosis of the lungs, or owing to other diseases of the pulmonary or respiratory organs caused by exposure to silica dust.
  • Workplace Gender Equality Act 2012 (Cth) - Level 2Gender equality is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of their gender.T he aim of gender equality in the workplace is to achieve broadly equal outcomes for women and men, not exactly the same outcome for all individuals.

    The principle objects of the Act are to:
    - promote and improve gender equality (including equal remuneration between women and men) in employment and in the workplace;
    - support employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters;
    - promote, amongst employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities);
    - foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace; and
    - improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace.

    The Workplace Gender Equality Act 2012 requires the University (a relevant employer under the Act) to submit a report to the Workplace Gender Equality Agency between 1 April and 31 May each year for the preceding 12 month period (1 April " 31 March reporting period).
  • Workplace Surveillance Act 2005 (NSW) - Level 2This Act regulates the surveillance of employees at work, and defines surveillance of an employee to mean "surveillance of an employee by any of the following means:

    (a) "camera surveillance", which is surveillance by means of a camera that monitors or records visual images of activities on premises or in any other place,
    (b) "computer surveillance", which is surveillance by means of software or other equipment that monitors or records the information input or output, or other use, of a computer (including, but not limited to, the sending and receipt of emails and the accessing of Internet websites),
    (c) "tracking surveillance", which is surveillance by means of an electronic device the primary purpose of which is to monitor or record geographical location or movement (such as a Global Positioning System tracking device)."

    The Act prohibits covert surveillance of employees in the workplace without appropriate notice.