Task 1:Workplace rights and responsibilities Your Rights Your Rights By law you are entitled to a safe and health workplace. By law you are entitled to a safe and health workplace. If you have been injured at work, you have a right to: If you have been injured at work, you have a right to: claim for compensation claim for compensation choose your own doctor choose your own doctor have any personal information concerning you kept confidential have any personal information concerning you kept confidential have a representative present at any meeting to discuss your claim or rehabilitation (e.g. union, advocate, solicitor) have a representative present at any meeting to discuss your claim or rehabilitation (e.g. union, advocate, solicitor) have a copy of your current rehabilitation plan have a copy of your current rehabilitation plan be provided with a copy of all medical reports relating to your claim be provided with a copy of all medical reports relating to your claim seek a second opinion if you are dissatisfied with the treatment you are receiving seek a second opinion if you are dissatisfied with the treatment you are receiving challenge decisions made about your claim challenge decisions made about your claim have an interpreter at meetings and appointments have an interpreter at meetings and appointments Your responsibilities Your responsibilities If you are injured at work you must: If you are injured at work you must: report the injury to your employer or supervisor as soon as possible, preferably within 24 hours report the injury to your employer or supervisor as soon as possible, preferably within 24 hours seek proper treatment for your injury seek proper treatment for your injury provide your employer with a Prescribed Medical Certificate if time is lost from work or you have received medical attention provide your employer with a Prescribed Medical Certificate if time is lost from work or you have received medical attention participate actively and cooperate in your rehabilitation participate actively and cooperate in your rehabilitation return to work and do jobs that your doctor says you can do return to work and do jobs that your doctor says you can do attend an examination by a doctor nominated by the case manager for an assessment only attend an examination by a doctor nominated by the case manager for an assessment only

Task 1: Work place conflict There are two kinds of workplace conflict: when people's ideas, decisions or actions relating directly to the job are in opposition, or when two people just don't get along. This is often called 'a personality clash'. There are two kinds of workplace conflict: when people's ideas, decisions or actions relating directly to the job are in opposition, or when two people just don't get along. This is often called 'a personality clash'.

Task 1:The role of trade unions A trade union or is an organization of workers. The trade union, through its leadership, bargains with the employer on behalf of union members ("rank and file" members) and negotiates labour contracts with employers. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. The agreements negotiated by the union leaders are binding on the rank and file members and the employer and in some cases on other non-member workers. A trade union or labour union is an organization of workers. The trade union, through its leadership, bargains with the employer on behalf of union members ("rank and file" members) and negotiates labour contracts with employers. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. The agreements negotiated by the union leaders are binding on the rank and file members and the employer and in some cases on other non-member workers.

Occupational health and safety Some workplace hazards have the potential to cause so much injury or disease that specific regulations or codes of practice are warranted. These regulations and codes, adopted under state and territory OH&S Acts, explain the duties of particular groups of people in controlling the risks associated with specific hazards. Regulations and Codes of Practice Some workplace hazards have the potential to cause so much injury or disease that specific regulations or codes of practice are warranted. These regulations and codes, adopted under state and territory OH&S Acts, explain the duties of particular groups of people in controlling the risks associated with specific hazards. Regulations are legally enforceable. Regulations are legally enforceable. Codes of Practice provide advice on how to meet regulatory requirements. As such, codes are not legally enforceable, but they can be used in courts as evidence that legal requirements have or have not been met. Codes of Practice provide advice on how to meet regulatory requirements. As such, codes are not legally enforceable, but they can be used in courts as evidence that legal requirements have or have not been met.

Equal opportunity in the workplace Equal Opportunity in the workplace means that all employees have equal access to the opportunities that are available at work. This means all employees are treated with fairness and respect and that they are not subject to discrimination or harassment in the workplace. Equal Opportunity in the workplace means that all employees have equal access to the opportunities that are available at work. This means all employees are treated with fairness and respect and that they are not subject to discrimination or harassment in the workplace.

Glossary of terms Employer: The person who hires you. OH&S: Occupational health and safety Conflict: Fights or arguments occurring in the workplace. Regulation: A principle or condition that customarily governs behaviour, "short haircuts were the regulation” Workplace: the area that you work in. the environment of the area. By Kushal Singh

Task 3 Analysing the Issues How to resolve Workplace conflict Step One: Set the Scene: Make sure that people understand that the conflict may be a mutual problem, which may be best resolved through discussion and negotiation rather than through raw aggression. Step Two : Gather Information :Here you are trying to get to the underlying interests, needs, and concerns. Ask for the other person’s viewpoint and confirm that you respect his or her opinion and need his or her cooperation to solve the problem. Step Three : Agree there's a Problem :This sounds like an obvious step, but often different underlying needs, interests and goals can cause people to perceive problems very differently. You'll need to agree the problems that you are trying to solve before you'll find a mutually acceptable solution. Step Four : Brainstorm Possible Solutions : If everyone is going to feel satisfied with the resolution, it will help if everyone has had fair input in generating solutions. Brainstorm possible solutions, and be open to all ideas, including ones you never considered before. Step Five: Negotiate a Solution :By this stage, the conflict may be resolved: Both sides may better understand the position of the other, and a mutually satisfactory solution may be clear to all.