Child Protection Policy

Alignment with National Principles for Child Safe Organisations

Australian International Islamic College is committed to upholding the National Principles for Child Safe Organisations, as endorsed by the Council of Australian Governments. These principles provide a nationally consistent approach to embedding child safety and wellbeing in organisational leadership, governance, and culture. They inform our risk management strategies, staff training, and student engagement practices.

Definitions

• Section 9 of the Child Protection Act 1999 – “Harm”, to a child, is any detrimental effect of a significant nature on the child’s physical, psychological or emotional wellbeing.

1. It is immaterial how the harm is caused.
2. Harm can be caused by—
3. physical, psychological or emotional abuse or neglect; or
4. sexual abuse or exploitation.
5. Harm can be caused by—
6. Likely sexual abuse – as per s.364 Education (General Provisions) Act 2006 – circumstances where a person reasonably believes there is a likelihood of sexual abuse.
7. Reportable suspicion – as per s.13E Child Protection Act 1999 – a reasonable suspicion a child has suffered, is suffering, or is at unacceptable risk of suffering significant harm, and may not have a parent able and willing to protect them.
8. Accountable person – Any adult associated with a relevant institution (including non-state schools) who has the power or responsibility to reduce or remove a known significant risk of a child sexual offence being committed against a child under the institution’s care, supervision, or control. This includes principals, senior staff, directors, and other adults in positions of authority, as per s.229BB Criminal Code (person in position of authority with power to reduce/remove risk of a child sexual offence).
9. a single act, omission or circumstance; or
10. a series or combination of acts, omissions or circumstances.

• Section 10 of the Child Protection Act 1999 – A “child in need of protection” is a child who—

1. has suffered significant harm, is suffering significant harm, or is at unacceptable risk of suffering significant harm; and
2. does not have a parent able and willing to protect the child from the harm.

• Section 364 of the Education (General Provisions) Act 2006 – “Sexual abuse”, in relation to a relevant person, includes sexual behaviour involving the relevant person and another person in the following circumstances—
• the other person bribes, coerces, exploits, threatens or is violent toward the relevant person.
• the relevant person has less power than the other person.
• there is a significant disparity between the relevant person and the other person in intellectual capacity or maturity.

Health and Safety

The school has written processes in place to enable it to comply with the requirements of the Work Health and Safety Act 2011 (Qld) and the Working with Children (Risk Management and Screening) Act 2000 (Qld).

Responding to Reports of Harm

All reports must be acted upon and forwarded to the relevant authority immediately, and no later than 24 hours from forming the suspicion, in compliance with legislated timeframes. When the school receives any information alleging ‘harm’[1]  it will deal with the situation compassionately and fairly to minimise any likely harm to the extent it reasonably can. This is set out in the school’s Child Risk Management Strategy. Information relating to physical or sexual abuse is handled under obligations to report set out in this policy[2].

Conduct of Staff and Students

All staff, contractors and volunteers must ensure that their behaviour towards and relationships with students reflect proper standards of care for students. Staff, contractors and volunteers must not cause harm to students[3].

Reporting Inappropriate Behaviour

If information about harm, sexual abuse, or likely sexual abuse is received through any channel, including a complaint, stop all other processes and follow the mandatory reporting steps in this policy without delay.

If a student considers the behaviour of a staff member to be inappropriate, the student should report the behaviour to:

DURACK 

• Deputy Principal – Raihana Ferdous 
• Head of Primary – Bibi Haajrah Hussein 
• Assistant Head of Primary  – Vaneesha Menon
• Assistant Head of Primary – Ondrea Millard
• Assistant Head of Primary – Farzana Farnaz Bano
• Head of Secondary – Renee Lazarus 
•  Administration Coordinator – Ahmed Azhari 

 CARRARA 

• Head of Campus – Mehmet Tevfik Kerimoglu 
• Primary School Coordinator – Eva Bay
• Secondary School Coordinator – Merima Celahmetovic

 BURANDA 

• Campus Coordinator- Bandhana Kumar 

 LOGAN 

• Head of Campus – Said Milton
• Curiculum Coordinator – Noelia Abdus-Samad 
• Community Teacher – Ali Mokrani

 DARWIN 

• Campus Coordinator – Ridha Ridwan [4]

Dealing with Reports of Inappropriate Behaviour

A staff member who receives a report of inappropriate behaviour must report it to the principal. Where the principal is the subject of the report of inappropriate behaviour, the staff member must inform a member of the school’s governing body[5]. Reports will be dealt with under the school’s Complaints Handling Policy.

Reporting Sexual Abuse[6]

Section 366 of the Education (General Provisions) Act 2006 states that if a staff member becomes aware, or reasonably suspects, in the course of their employment at the school, that any of the following has been sexually abused by another person:

1. a student under 18 years attending the school.
2. a kindergarten aged child registered in a kindergarten learning program at the school.
3. a person with a disability who:
4. under section 420(2) of the Education (General Provisions) Act 2006 is being provided with special education at the school; and
5. is not enrolled in the preparatory year at the school.

then the staff member must give a written report about the abuse or suspected abuse to the principal or to a director of the school’s governing body immediately.

The school’s principal or the director must immediately give a copy of the report to a police officer.

If the first person who becomes aware or reasonably suspects sexual abuse is the school’s principal, the principal must give a written report about the abuse, or suspected abuse to a police officer immediately and must also give a copy of the report to a director of the school’s governing body immediately.

A report under this section must include the following particulars:

1. the name of the person giving the report (the first person).
2. the student’s name and sex.
3. details of the basis for the first person becoming aware, or reasonably suspecting, that the student has been sexually abused by another person.
4. details of the abuse or suspected abuse.
5. any of the following information of which the first person is aware:
6. the student’s age.
7. the identity of the person who has abused, or is suspected to have abused, the student.

• the identity of anyone else who may have information about the abuse or suspected abuse[7].

No staff member, principal, or director is to investigate allegations of sexual abuse or likely sexual abuse. The sole obligation is to report immediately in accordance with this policy and the law. Investigation is the role of the Queensland Police Service and/or the Department of Child Safety.

Reporting Likely Sexual Abuse [8]

Section 366A of the Education (General Provisions) Act 2006 states that if a staff member reasonably suspects in the course of their employment at the school, that any of the following is likely to be sexually abused by another person:

1. a student under 18 years attending the school.
2. a kindergarten aged child registered in a kindergarten learning program at the school.
3. a person with a disability who:
4. under section 420(2) of the Education (General Provisions) Act 2006 is being provided with special education at the school; and
5. is not enrolled in the preparatory year at the school.

then the staff member must give a written report about the suspicion to the principal or to a director of the school’s governing body immediately.

The school’s principal or the director must immediately give a copy of the report to a police officer.

If the first person who reasonably suspects likely sexual abuse is the school’s principal, the principal must give a written report about the suspicion to a police officer immediately and must also give a copy of the report to a director of the school’s governing body immediately.

A report under this section must include the following particulars:

1. the name of the person giving the report (the first person).
2. the student’s name and sex.
3. details of the basis for the first person reasonably suspecting that the student is likely to be sexually abused by another person.
4. any of the following information of which the first person is aware:
5. the student’s age.
6. the identity of the person who is suspected to be likely to sexually abuse the student.

• the identity of anyone else who may have information about suspected likelihood of abuse[9].

Reporting Physical and Sexual Abuse [10]

Reports under s.13E must be provided directly to the Chief Executive (Department of Child Safety) using the approved form or secure email, and may also be provided to police when immediate safety risks exist.
Under Section 13E (3) of the Child Protection Act 1999, if a doctor, a registered nurse, a teacher or an early childhood education and care professional forms a ‘reportable suspicion’ about a child “in the course of their engagement in their profession”, they must make a written report.

A reportable suspicion about a child is a reasonable suspicion that the child:

1. has suffered, is suffering, or is at unacceptable risk of suffering, significant harm caused by physical or sexual abuse; and
2. may not have a parent able and willing to protect the child from the harm.

The doctor, nurse, teacher or early childhood education and care professional must give a written report to the Chief Executive of the Department of Child Safety, Seniors and Disability Services (or another department administering the Child Protection Act 1999).  The doctor, nurse, teacher or early childhood education and care professional should give a copy of the report to the principal.

A report under this section must include the following particulars:

1. the basis on which the person has formed the reportable suspicion[11];
2. the child’s name, age and sex descriptor.
3. details of how to contact the child.
4. details of the harm to which the reportable suspicion relates.
5. particulars of the identity of the person suspected of causing the child to have suffered, suffer, or be at risk of suffering, the harm to which the reportable suspicion relates.
6. particulars of the identity of any other person who may be able to give information about the harm to which the reportable suspicion relates[12].

The following details should be required to lodge any reports:

• Brisbane Child Safety Regional Intake: Phone: 1300682 254 Email: bmbrisIntake@cyjma.qld.gov.au
• Police Child Protection: Phone: 131444 Email: CPIUIntakeInala@police.qld.gov.au

Responsibilities under Criminal Code Act 1899 (Qld)

The Criminal Code Act 1899 includes two offences that pertain to the failure to report a child sexual offence and the failure to protect a child against a child sexual offence. A child sexual offence is an offence of a sexual nature by an adult against a child under 16 years or a person with an impairment of the mind.

Failure to Report[13]

Under section 229BC of the Code, all adults must report sexual offences against a child by another adult to police as soon as reasonably practicable after the belief is, or ought reasonably to have been, formed. Failure to make a report, without a reasonable excuse, is a criminal offence. This offence applies to all adults inclusive of students 18 years or older, as well as parents/guardians and volunteers at the school. A reasonable excuse not to make a report under the Criminal Code Act 1899 includes that a report has already been made under the Education (General Provisions) Act 2006 (reporting sexual abuse or likely sexual abuse) and the Child Protection Act 1999 (reporting significant harm or risk of significant harm) as per this policy.

Failure to Protect[14]

All adults associated with the school, including employees, volunteers, contractors, parents and guardians, are legally obliged to comply with Criminal Code ss.229BB and 229BC. The school will ensure awareness through annual training and communication.

Awareness

The school will inform staff, students and parents of its processes relating to the health, safety and conduct of staff and students in communications to them and it will publish these processes on its on-school website, through school newsletters, staff induction, student assembly, student diaries, in enrolment interviews, available from school office [15].

Accessibility of Processes

Processes relating to the health, safety and conduct of staff and students are accessible on the school website and will be available on request from the school administration[16].

Training

The school will train its staff in processes relating to the health, safety and conduct of staff and students on their induction and will refresh training annually[17].

Implementing the Processes

The school will ensure it is implementing processes relating to the health, safety and conduct of staff and students by auditing compliance with the processes annually[18].

The annual compliance checks will include verification against s.16 of the Education (Accreditation of Non-State Schools) Regulation 2017 to ensure written processes are implemented, operational, and effective.

Complaints Procedure

Suggestions of non-compliance with the school’s processes may be submitted as complaints under Complaints Handling Policy [19].

Confidentiality will be maintained to the extent possible, except where disclosure is required to protect a child’s safety in accordance with legislation.

Private and Confidential

Report on suspected harm or sexual abuse or likely to be sexually abused.

Details of any harm and/or sexual abuse to the student – please include: Time and date of the incident; location of the incident; source of information; details of person alleged to have caused       the harm or sexual abuse; physical appearance of any injury; immediate and ongoing safety concerns; any disclosures made by student; any previous incidents of harm; behavioral indicators of harm; presence of any medical needs or developmental delays; and if the information relates to an unborn child, the alleged risk to the unborn child. 

Please also include the identity of any other person who may be able to give information about the harm to which the report relates.

[1] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(7): the definition of ‘harm’ for this regulation is the same as in section 9 of the Child Protection Act 1999 (Qld)

[2] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(1)

[3] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(1)

[4] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(2) and s.16(3)

[5] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(2)

[6] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(2)(c)

[7] Education (General Provisions) Regulation 2017 (Qld) s.68

[8] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(2)(c)

[9] Education (General Provisions) Regulation 2017 (Qld) s.69

[10] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16 (2)(d)

[11] Child Protection Act 1999 s.13G (2)(a)

[12] See Child Protection Regulation 2023 (Qld) s.4 “Information to be included in reports.”

[13] Criminal Code Act 1899 (Qld) s.229BC

[14] Criminal Code Act 1899 (Qld) s.229BB

[15] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(4)(a)

[16] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(4)(b)

[17] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(4)(c)

[18] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(4)(d)

[19] Education (Accreditation of Non-State Schools) Regulation 2017 (Qld) s.16(5) and s.16(6)

PURPOSE

The purpose of this policy is to ensure that all student, parent and employee complaints are dealt with in a professional, timely, efficient, and effective manner, in compliance with Queensland law and accreditation requirements – including the Education (Accreditation of Non-State Schools) Regulation 2017 and relevant child protection legislation. The policy ensures that the College acts in accordance with all relevant legislative and policy requirements.

SCOPE

This policy applies to all members of the school community – including students, parents/guardians, staff (full-time, part-time, casual), contractors, volunteers, and work experience placements – who may lodge or be involved in a complaint. It extends to complaints about any staff member (including the Principal or other leaders), ensuring all such complaints are handled under these processes.

REFERENCES

• Education (Accreditation of Non-State Schools) Regulations 2017
• Australian Education Regulations 2013
• Fair Work Act 2009
• Work Health and Safety Act 2011 (Qld)
• Privacy Act 1988 (Cth)
• Anti-Discrimination Act 1991 (Qld)
• Australian Human Rights Commission Act 1986 (Cth)
• Sex Discrimination Act 1984 (Cth)
• Age Discrimination Act 2004 (Cth)
• Disability Discrimination Act 1992 (Cth)
• Racial Discrimination Act 1975 (Cth)
• AIIC Enterprise Bargaining Agreement or equivalent
• AIIC Work Health and Safety Policy
• AIIC Anti-Discrimination Policy
• AIIC Sexual Harassment Policy
• AIIC Students with Disabilities
• AIIC Privacy Policy

Policy statement

The College acknowledges that while most complaints can be resolved internally, some matters – such as allegations of harm or abuse – will be referred immediately to external authorities in line with our Child Protection Policy and legal obligations. This policy is designed to handle all complaints appropriately while ensuring compliance with mandatory reporting requirements. The Australian International Islamic College recognizes that time spent on handling complaints can be an investment in better service to students, parents and employees.

Complaints that may be resolved under this Policy

The Australian International Islamic College encourage students, parents and employees to lodge promptly any concerns regarding sexual harassment, discrimination, workplace bullying and privacy breaches as well as more general complaints that include areas such as:

• the college, its employees or students having done something incorrect
• the college, its employees or students having failed to do something they should have done
• the college, its employees or students having acted unfairly or impolitely
• issues of student or employee behaviour that are contrary to the college’s code of conduct
• issues related to learning programs, assessment and reporting of student learning
• issues related to communication with students or parents or between employees
• issues related to school fees and payments
• general administrative

Student complaints may be brought by students or by parents on behalf of their children, as appropriate to the circumstances.

Note: Any complaint or information suggesting a student may have been harmed or is at risk (a child protection concern) will be referred immediately to the Principal or authorities per our Child Protection Policy and legal obligations, rather than investigated through the general complaints process.

Issues outside this policy

The following matters are outside the scope of this policy and should be managed as follows:

• Child protection concerns or allegations of harm to a child – these are managed under child protection laws and the College’s Child Protection Policy, with mandatory reporting without delay. (However, a complaint that the College failed to follow its Child Protection processes or legal reporting requirements can be made under this Complaints Policy and will be addressed by the Principal or Board as a serious matter.)

with the law and the college’s Child Protection Policy.

• Student bullying complaints should be dealt with under the Student Bullying Policy and Behaviour for Learning policy.
• Student discipline matters, including matters involving suspension or expulsion, should be dealt with under the Behaviour for Learning policy.
• Employee complaints related to their employment should be directed to their line manager.
• Student or employee violence or criminal matters should be directed to the principal who may involve the Police as appropriate.
• Formal legal

Dispute resolution principles

The AIIC is committed to managing disputes according to the following principles:

• Disputes will be taken seriously and addressed as promptly as possible with as little disruption as feasible.
• Anonymous complaints will be treated on their merits like any other complaint, though the scope of action may be limited if crucial information is missing.
• disputes will be dealt with fairly and objectively and in a timely
• mediation, negotiation and informal resolution are available alternatives to
• procedural fairness will be ensured wherever
• the Australian International Islamic College will determine the appropriate person to deal with the complaint in the first Complaints should be resolved with as little formality and disputation as possible.
• confidentiality and privacy will be maintained.
• all parties to the dispute will be appropriately
• all parties are entitled to reasonable progress
• appropriate remedies will be offered and
• a review mechanism will be
• complainants, respondents and people associated with the complaint will not be victimized because of lodging the dispute nor will they suffer any other reprisals.
• the college will keep confidential records of

Responsibilities

The College

The AIIC has the following role and responsibilities:

• develop, implement, promote and act in accordance with the school’s Complaints Handling policy and procedures.
• appropriately communicate the college’s Complaints Handling policy and procedures to students, parents and employees.
• ensure that the Complaints Handling procedures are readily accessible by staff, students and
• upon receipt of a complaint, manage the complaint in accordance with the Complaints Handling policy and procedures.
• ensure that appropriate support is provided to all parties of a
• take appropriate action to prevent victimization or action in reprisal against the complainant, respondent or any person associated with them.
• appropriate corrective actions or resolutions
• appropriately educate relevant
• maintain accurate complaint records
• conduct a review/audit of the Complaints Register throughout the academic year.
• report to external authorities where required (such as police, Child Safety, or regulatory bodies)
• report to the college’s insurer when that is relevant and appropriate.
• report to the college’s governing body (Board) immediately any claim for legal redress is lodged.

All parties to a dispute

The complainant and respondent both have the following role and responsibilities:

• apply and comply with the college’s Complaints Handling policy and
• lodge the complaint as soon as possible after the issue
• expect that the complaint will be dealt with fairly and objectively; in a timely manner; with procedural fairness and that confidentiality and privacy will be
• provide complete and factual feedback in a timely manner
• not provide deliberately false or misleading
• not make frivolous or vexatious
• act in good faith, and in a calm and courteous
• act in a non-threatening
• complaints are to be appropriately
• acknowledge that a common goal is to achieve an outcome acceptable to all
• recognize that all parties have rights and responsibilities which must be
• maintain and respect the privacy and confidentiality of all
• not victimize or act in reprisal against any party to the dispute or any person associated with the complaint or dispute.

Employees receiving complaints

Employees receiving complaints have the following roles and responsibilities:

• act in accordance with the college’s Complaints Handling policy and
• inform the party lodging the complaint of how complaints can be lodged, when they should be lodged and what information is required.
• provide the complainant with information about any support or assistance available to assist them in lodging their complaint.
• provide the complainant with a copy of the college’s Complaints Handling Policy and
• maintain
• keep appropriate records
• lodge the complaint in the Complaints
• forward complaints to more senior employees, including the principal, as
• not victimize or act in reprisal against the complainant, respondent or any person associated with them.

Diagram: Complaints handling process

Implementation

The AIIC is committed to raising awareness of the process for resolving complaints at the college, including by the development and implementation of this policy and related procedures, and via the clear support and promotion of the policy and procedures.

The AIIC is also committed to appropriately training relevant employees (especially senior staff) on how to resolve complaints in line with this policy and the related procedures.

The AIIC will keep appropriate records of complaints, will monitor complaints and their resolution and will report on a high-level basis to the school Board on complaint handling at the school.

The AIIC will act to encourage students, parents and employees to contribute to a professional college culture where complaints are resolved with as little formality and disruption as possible.

PROCEDURE

Complaints handling process Receive and record

IMPORTANT: If the complaint relates to suspected harm, sexual abuse, or likely sexual abuse of a student, stop the complaint process immediately and follow the Child Protection Policy mandatory reporting steps without delay. Do not investigate — your legal obligation is to report immediately to the Principal, a director of the governing body, or directly to police/Department of Child Safety in accordance with legislation.

Determine if the complaint is a legitimate complaint or an issue or enquiry.

It is not a complaint when a student, parent or guardian: requests information e.g. about the College service or policy; requests a change in a service or requests a new service from the College; makes suggestions for improving a service from the College; expresses a concern about a situation in the College; or provides feedback on the performance of the College.

Record the complaint. Complaints from students, parents and guardians must be recorded in the College’s complaints register. Complaint records must be secure to ensure protection of privacy. Relevant details of the complainant, the complaint and desired outcome, must be recorded. Information recorded must be objective and factual. Complaints about the Principal, complex complaints and requests for internal review are to be forwarded to the Director of Colleges and must be recorded by the complaints receiving officer in the Board complaints register. Child protection reports are recorded in a separate secure child protection register (aligned with s.16(3) Accreditation Regulation).

Assess

Assessing a complaint involves: clarifying the problem; identifying causes and impacts; gathering information; and talking to relevant employees.

Resolve

Decide solution. Solutions include, providing explanations and reasons; suggesting a compromise; implementing specific actions; referring the complainant to a different process; or making improvements.

Wherever possible, complaints must be resolved immediately at the point where the complaint is received. When resolved, the complaint is updated in the register and closed.

Communicate

Communicate to the complainant the process used, progress made, outcomes decided and the reasons for the decision.

Close (or forward)

If resolved, close the complaint record. Record the outcome, including action to be taken and communications with the complainant. Then close the record. If unresolved, forward to a senior employee.

Response times

While every attempt will be made to promptly initiate a response and resolve complaints, the time required to resolve a complaint will depend on the nature and complexity of the complaint, as well as employee availability.

As a guide:

• simple complaints and reviews may take up to 20 working days.
• complaints requiring some assessment may take up to 45 working days.
• complex complaints* may take up to 90 working days or longer.

Receipt of written complaints or written requests for a review must be acknowledged by the receiving College or office as soon as possible.

These guiding timeframes apply during college terms. Additional time may be required if a complaint from a student, parent or guardian is submitted toward the end of a college term or outside of college academic terms.

The principal must ensure these timeframes are communicated to students, parents and guardians to ensure understanding of the time required by the College to resolve complaints.

Complaints that identify a potential or actual breach of legislation may be subject to specific timeframes.

Internal reviews

Internal review does not apply to matters involving mandatory reporting under the Child Protection Policy. These matters are referred directly to police and/or the Department of Child Safety.

Internal reviews are only undertaken when a complainant submits a written request for a review to the principal. An internal review assesses the merits of the:

• original complaint and
• process used by the College to resolve the complaint and
• outcome

The result of the internal review will either:

• support the original outcome decided or
• propose a modified, or new, Who performs an internal review

The principal will review the complaint resolution of a college employee

When a complainant submits to the principal a written request for a review of a college employee’s resolution or process used, the principal must perform the internal review and communicate the result to the complainant.

The Director of Colleges will review a complaint resolution of a principal

When a complainant submits to the principal a written request for a review of a principal’s resolution or process used, the Director of Colleges must coordinate the internal review in consultation with the Board and, if required, School Operations. A nominated Board delegate communicates the result to the complainant.

Complex complaints

Complex complaints exclude any matter involving suspected harm, sexual abuse, or likely sexual abuse, which must follow the Child Protection Policy and be reported immediately to the principal or police.

A complaint is complex when it raises several distinct matters or significant system-wide issues; requires legal advice or advice from an external third party; involves an issue that is notifiable under legislation; or requires the involvement of School Operations.

The principal must liaise with the Director of Colleges on complex complaints. If required, the Director of Colleges liaises with the School Operations to determine capacity and appropriate action.

Complaints about a Senior Leader must be forwarded to the Principal and Director of Colleges.

Awareness

Staff will be trained annually on the interface between the Complaints Handling Policy and the Child Protection Policy to ensure mandatory reporting obligations are not delayed or replaced by complaints processes. As per section 7(3)(a) of the Regulation, the college will inform staff, students and parents of its processes relating to complaints management in communications to them and it will publish these processes on its website.

• The College includes information about its Complaints Handling processes in staff inductions and in student/parent orientation materials.
• A copy of the Complaints Handling Policy and procedures is available on the College website and on request from the school office by any parent, student or staff member.

Whistleblower Protection Statement

 No complainant, reporter, or witness will be penalised or victimised for raising a matter in good faith, including mandatory reports under the Child Protection Policy.

At Australian International Islamic College (AIIC), we are committed to fostering a culture of integrity and accountability. Whistleblowers who disclose improper, unethical, or unlawful conduct in good faith are protected under relevant legislation, including the Corporations Act 2001 (Cth), Public Interest Disclosure Act 2010 (QLD), and Independent Commissioner Against Corruption Act 2017 (NT).

Protections:

• Confidentiality: Whistleblowers’ identities and disclosures are kept confidential unless required by law.
• Protection from Detriment: Individuals are protected from retaliation, harassment, or adverse actions resulting from their disclosure.
• Immunity: Whistleblowers are safeguarded against legal actions related to their disclosures made in good faith.

Reporting Mechanism:
Disclosures can be made to the Principal, Business Manager, or external authorities such as the Queensland Crime and Corruption Commission (CCC) or Northern Territory Independent Commissioner Against Corruption (ICAC).

False or malicious reports will not be tolerated and may result in disciplinary action. AIIC is committed to investigating all valid disclosures and supporting whistleblowers throughout the process.

This policy ensures AIIC’s commitment to ethical conduct and compliance with NT and QLD laws.

PURPOSE

Australian International Islamic College is bound by the Australian Privacy Principles contained in the Commonwealth Privacy Act. This statement outlines the privacy policy of the school and describes how the school uses and manages personal information provided to or collected by it.

SCOPE

The policy applies to board members, employers, employees, volunteers, parents/guardians and students, contractors, and people visiting the school site; and describes the type of information the school collects, how the information is handled, how and to whom the information is disclosed, and how the information may be accessed.

RERFERENCE

• Australian Privacy Principles

• Privacy Act 1988 (Cth)

• Child Protection Policy

• Disabilities Policy

Exception in Relation to Employee Records:

Under the Privacy Act 1988 (Cth) (Privacy Act), the Australian Privacy Principles do not apply to an employee record held by the employing entity. As a result, this Privacy Policy does not apply to Australian International Islamic College’s treatment of an employee record, where the treatment is directly related to a current or former employment relationship between AIIC and employee.

Policy

This Privacy Policy sets out how Australian International Islamic College (referred to in this policy as “AIIC” or “the school”) manages personal information provided to or collected by it. AIIC is bound by the Australian Privacy Principles contained in the Privacy Act. AIIC may, from time to time, review and update this Privacy Policy to take account of new laws and technology, changes to AIIC’s operations and practices and to make sure it remains appropriate to the changing school environment.

What kinds of personal information does the School collect and how does the School collect it?

The type of information AIIC collects and holds includes (but is not limited to) personal information, including health and other sensitive information, about:

• students and parents and/or guardians (‘Parents’) before, during and after the course of a student’s enrolment at the School:

  • name, contact details (including next of kin), date of birth, gender, language background, previous school and religion;

  • parents’ education, occupation and language background;

  • medical information (e.g. details of disability and/or allergies, absence notes, medical reports and names of doctors);

  • conduct and complaint records, or other behaviour notes, and school reports; information about referrals to government welfare agencies;

  • counselling reports;

  • health fund details and Medicare number;

  • any court orders;

  • volunteering information; and

  • photos and videos at school

• job applicants, staff members, volunteers and contractors:

  • name, contact details (including next of kin), date of birth, and religion;

  • information on job application;

  • professional development history;

  • salary and payment information, including superannuation details;

  • medical information (e.g. details of disability and/or allergies, and medical certificates);

  • complaint records and investigation reports;

  • leave details;

  • photos and videos at school events;

  • workplace surveillance information;

  • work emails and private emails (when using work email address) and Internet browsing history

• other people who come into contact with the School including name and contact details and any other information necessary for the particular contact with the

Personal Information you provide:

AIIC will generally collect personal information held about an individual by way of forms filled out by parents or students, face-to-face meetings and interviews, emails and telephone calls. On occasions people other than parents and students provide personal information.

Personal Information provided by other people:

In some circumstances AIIC may be provided with personal information about an individual from a third party, for example a report provided by a medical professional or a reference from another school.

How will the School use the personal information you provide?

AIIC will use personal information it collects from you for the primary purpose of collection, and for such other secondary purposes that are related to the primary purpose of collection and reasonably expected by you, or to which you have consented.

Students and Parents

In relation to personal information of students and parents, AIIC’s primary purpose of collection is to enable AIIC to provide schooling to students enrolled at the school, exercise its duty of care, and perform necessary associated administrative activities, which will enable students to take part in all the activities of the school. This includes satisfying the needs of parents, the needs of the students and the needs of AIIC throughout the whole period the student is enrolled at the School.

The purposes for which AIIC uses personal information of students and parents include:

• to keep parents informed about matters related to their child’s schooling, through correspondence, newsletters and magazines

• day-to-day administration of AIIC

• looking after student’s educational, social and medical wellbeing

• seeking donations and marketing for AIIC

• to satisfy AIIC’s legal obligations and allow the school to discharge its duty of In some cases where AIIC requests personal information about a student or parent, if the information requested is not provided, AIIC may not be able to enrol or continue the enrolment of the student or permit the student to take part in a particular activity.

On occasions information such as academic and sporting achievements, student activities and similar news is published in School newsletters, magazines, website and social media platforms, this may include photographs and videos of student activities such as sporting events, school camps and school excursions. The School will obtain permissions [annually]

from the student’s parent or guardian (and from the student if appropriate) if we would like to include such photographs or videos in our promotional material or otherwise make this material available to the public such as on the internet.

Job applicants, Staff Members and Contractors

In relation to personal information of job applicants, staff members and contractors, AIIC’s primary purpose of collection is to assess and (if successful) to engage the applicant, staff member or contractor, as the case may be.

The purposes for which AIIC uses personal information of job applicants, staff members and contractors include:

• in administering the individual’s employment or contract, as the case may be

• for insurance purposes

• seeking donations and marketing for the School

• to satisfy the School’s legal obligations, for example, in relation to child protection

Volunteers

The School also obtains personal information about volunteers who assist AIIC in its functions or conduct associated activities, such as alumni associations, to enable AIIC and the volunteers to work together.

Marketing and Fundraising

AIIC treats marketing and seeking donations for the future growth and development of the school as an important part of ensuring that AIIC continues to provide a quality learning environment in which both students and staff thrive. Personal information held by AIIC may be disclosed to organisations that assist in the school’s fundraising, for example, the AIIC’s Foundation or alumni organisation or, on occasions, external fundraising organisations.

Parents, staff, contractors and other members of the wider School community may from time to time receive fundraising information. School publications, like newsletters and magazines, which include personal information, may be used for marketing purposes.

If you would like to opt-out of direct marketing please contact the email the school administration at admin@aiic.qld.edu.au.

Who might the School disclose Personal Information to and store your information with?

AIIC may disclose personal information, including sensitive information, held about an individual for educational, legal, administrative, marketing and support purposes. This may include to:

• another school or staff at another school

• government departments (including for policy and funding purposes)

• medical practitioners

• people providing educational, support and health services to the School, including specialist visiting teachers, coaches, volunteers, counsellors and providers of learning and assessment tools

• assessment and educational authorities, including the Australian Curriculum, Assessment and Reporting Authority (ACARA) and NAPLAN Test Administration Authorities (who will disclose it to the entity that manages the online platform for NAPLAN)

• people providing administrative and financial services to AIIC;

• recipients of School publications, such as newsletters and magazines

• students’ parents or guardians

• anyone you authorise AIIC to disclose information to

• anyone to whom we are required or authorised to disclose the information to by law, including child protection laws.

Sending and Storing Information Overseas

AIIC may disclose personal information about an individual to overseas recipients, for instance, to facilitate a school exchange. However, AIIC will not send personal information about an individual outside Australia without:

• obtaining the consent of the individual (in some cases this consent will be implied)

• otherwise complying with the Australian Privacy Principles or other applicable privacy legislation.

AIIC may use online or ‘cloud’ service providers to store personal information and to provide services to AIIC that involve the use of personal information, such as services relating to email, instant messaging and education and assessment applications. Some limited personal information may also be provided to these service providers to enable them to authenticate users that access their services. This personal information may be stored in the ‘cloud’ which means that it may reside on a cloud service provider’s server which may be situated outside Australia.**

Sensitive Information

In referring to ‘sensitive information’, AIIC means: information relating to a person’s racial or ethnic origin, political opinions, religion, trade union or other professional or trade association membership, philosophical beliefs, sexual orientation or practices or criminal record, that is also personal information; health information and biometric information about an individual.

Sensitive information will be used and disclosed only for the purpose for which it was provided or a directly related secondary purpose, unless you agree otherwise, or the use or disclosure of the sensitive information is required by law.

Management and Security of Personal Information

AIIC ‘s staff are required to respect the confidentiality of students’ and parents’ personal information and the privacy of individuals. AIIC has in place steps to protect the personal information AIIC holds from misuse, interference and loss, unauthorised access, modification or disclosure by use of various methods including locked storage of paper records and password access rights to computerised records.

Data Breaches

It will be deemed that an ‘eligible data breach’ has occurred if:

• there has been unauthorised access to, or unauthorised disclosure of, personal information about one or more individuals (the affected individuals)

• a reasonable person would conclude there is a likelihood of serious harm to any affected individuals as a result

• the information is lost in circumstances where:

  • unauthorised access to, or unauthorised disclosure of, the information is likely to occur

  • assuming unauthorised access to, or unauthorised disclosure of, the information was to occur, a reasonable person would conclude that it would be likely to result in serious harm to the affected individuals.

Serious harm may include serious physical, psychological, emotional, economic and financial harm, as well as serious harm to reputation.

What must the school do in the event of an ‘eligible data breach’?

If AIIC suspects that an eligible data breach has occurred, it will carry out a reasonable and expedient assessment/investigation within 30 days.

If such an assessment/investigation indicates there are reasonable grounds to believe an eligible data breach has occurred, then AIIC will be required to lodge a statement to the Privacy Commissioner (Commissioner). Where practical to do so, the school entity will also notify the affected individuals. If it is not practicable to notify the affected individuals, AIIC will publish a copy of the statement on its website, or publicise it in another manner.

Exception to notification obligation

An exception to the requirement to notify will exist if there is a data breach and immediate remedial action is taken, and as a result of that action:

• there is no unauthorised access to, or unauthorised disclosure of, the information

• there is no serious harm to affected individuals, and as a result of the remedial action, a reasonable person would conclude the breach is not likely to result in serious harm.

Access and Correction of Personal Information

Under the Privacy Act, an individual has the right to seek and obtain access to any personal information which AIIC holds about them and to advise AIIC of any perceived inaccuracy. There are some exceptions to this right set out in the Act. Students will generally be able to access and update their personal information through their parents, but older students may seek access and correction themselves.

To make a request to access or to update any personal information AIIC holds about you or your child, please email the school administration at admin@aiic.qld.edu.au. AIIC may require you to verify your identity and specify what information you require. AIIC may charge a fee to cover the cost of verifying your application and locating, retrieving, reviewing and copying any material requested. If the information sought is extensive, AIIC will advise the likely cost in advance. If we cannot provide you with access to that information, we will provide you with written notice explaining the reasons for refusal.

The School will take reasonable steps to ensure that any personal information is accurate, up to date, complete, relevant and not misleading.

Consent and Rights of Access to the Personal Information of Students

AIIC respects every parent’s right to make decisions concerning their child’s education. Generally, AIIC will refer any requests for consent and notices in relation to the personal information of a student to the student’s parents. AIIC will treat consent given by parents as consent given on behalf of the student and notice to parents will act as notice given to the student.

As mentioned above, parents may seek access to personal information held by AIIC about them or their child by contacting the School Administration via email at admin@aiic.qld.edu.au. However, there will be occasions when access is denied. Such occasions would include where release of the information would have an unreasonable impact on the privacy of others, or where the release may result in a breach of the AIIC ‘s duty of care to a student.

The School may, at its discretion, on the request of a student grant that student access to information held by AIIC about them, or allow a student to give or withhold consent to the use of their personal information, independently of their parents. This would normally be done only when the maturity of the student and/or the student’s personal circumstances warrant it.

Enquiries and Complaints

If you would like further information about the way AIIC manages the personal information it holds, or wish to make a complaint about AIIC’s breach of the Australian Privacy Principles please contact the AIIC Principal on principal@aiic.qld.edu.au. AIIC will investigate any complaint and will notify you of the making of a decision in relation to your complaint as soon as is practicable after it has been made.

**If applicable

APPENDIX 1

Standard Collection Notice

1    The School collects personal information, including sensitive information about students and parents or guardians before and during the course of a student’s enrolment at the School. This may be in writing or in the course of conversations. The primary purpose of collecting this information is to enable the School to provide schooling to students enrolled at the school, exercise its duty of care, engage in marketing/fundraising and perform necessary associated administrative activities, which will enable students to take part in all the activities of the School.

2. Some of the information we collect is to satisfy the School’s legal obligations, particularly to enable the School to discharge its duty of care.

3. Laws governing or relating to the operation of a school require certain information to be collected and disclosed. These include relevant Education Acts, and Public Health and Child Protection* laws.

4. Health information about students is sensitive information within the terms of the Australian Privacy Principles (APPs) under the Privacy Act 1988. We may ask you to provide medical reports about students from time to time.

5. The School may disclose personal and sensitive information for educational, legal, administrative, marketing and support purposes. This may include to:

   • other schools and teachers at those schools;

   • government departments (including for policy and funding purposes);

   • medical practitioners;

   • people providing educational, support and health services to the School, including specialist visiting teachers, coaches, volunteers, and counsellors;

   • providers of learning and assessment tools;

   • assessment and educational authorities, including the Australian Curriculum, Assessment and Reporting Authority (ACARA) and NAPLAN Test Administration Authorities (who will disclose it to the entity that manages the online platform for NAPLAN);

   • people providing administrative and financial services to the School;

   • anyone you authorise the School to disclose information to; and

   • anyone to whom the School is required or authorised by law, including child protection laws, to disclose the information.

6. Personal information collected from students is regularly disclosed to their parents or guardians.

7. The School may use online or ‘cloud’ service providers to store personal information and to provide services to the School that involve the use of personal information, such as services relating to email, instant messaging and education and assessment applications. Some limited personal information may also be provided to these service providers to enable them to authenticate users that access their services. This personal information may reside on a cloud service provider’s servers which may be situated outside Further information about the School’s use of on online or ‘cloud’ service providers is contained in the School’s Privacy Policy.**

8. The School’s Privacy Policy, accessible on the School’s website, sets out how parents or students may seek access to and correction of their personal information which the School has collected and holds. However, access may be refused in certain circumstances such as where access would have an unreasonable impact on the privacy of others, where access may result in a breach of the School’s duty of care to a student, or where students have provided information in confidence. Any refusal will be notified in writing with reasons if appropriate.

9. The School’s Privacy Policy also sets out how parents and students can make a complaint about a breach of the APPs and how the complaint will be

10. The School may engage in fundraising Information received from you may be used to make an appeal to you. It may also be disclosed to organisations that assist in the School’s fundraising activities solely for that purpose. We will not disclose your personal information to third parties for their own marketing purposes without your consent.

11. On occasions information such as academic and sporting achievements, student activities and similar news is published in School newsletters and manes, social media and AIIC website this may include photographs and videos of student activities such as sporting events, school camps and school excursions. The School will obtain permissions [annually] from the student’s parent or guardian (and from the student if appropriate) if we would like to include such photographs or videos in our promotional material or otherwise make this material available to the public such as on the internet.

12. We may include students’ and students’ parents’ contact details in a class list and School directory.^

13. If you provide the School with the personal information of others, such as doctors or emergency contacts, we encourage you to inform them that you are disclosing that information to the School and why.

*  As appropriate

** If applicable

^ Schools may wish to seek specific consent to publish contact details in class lists and School directories

APPENDIX 2

Alumni Association Collection Notice

1. AIIC Alumni Association may collect personal information about you from time to time. The primary purpose of collecting this information is to enable us to inform you about our activities and the activities of AIIC and to keep alumni members informed about other members.

2. We must have the information referred to above to enable us to continue your membership of AIIC Alumni Association.

3. As you know, from time to time we engage in fundraising The information received from you may be used to make an appeal to you. It may also be used by AIIC to assist in its fundraising activities. If you do not agree to this, please advise us now.

4. AIIC Alumni Association may publish details about you in on social media and AIIC website. If you do not agree to this, you must advise us now.

5. The School’s Privacy Policy, accessible on the School’s website, contains details of how you may seek access to and correction of your personal information which the School has collected and holds, and how you may complain about a breach of the Australian Privacy Principles.

6. The School may use online or ‘cloud’ service providers to store personal information and to provide services to the School that involve the use of personal information, such as email services. Some limited personal information may also be provided to these service providers to enable them to authenticate users that access their services. This personal information may reside on a cloud service provider’s servers which may be situated outside Further information about the School’s use of on online or ‘cloud’ service providers is contained in the School’s Privacy Policy. *

7. If you provide us with the personal information of others, we encourage you to inform them that you are disclosing that information to the School and why.

* If applicable

APPENDIX 3

Employment Collection Notice

1. In applying for this position, you will be providing Australian International Islamic College with personal information. We can be contacted at 724 Blunder Road, Durack 4077, admin@aiic.qld.edu.au, 07 3372 1400.

2. If you provide us with personal information, for example, your name and address or information contained on your resume, we will collect the information in order to assess your application for We may keep this information on file if your application is unsuccessful in case another position becomes available.

3. The School’s Privacy Policy, accessible on the School’s website, contains details of how you may complain about a breach of the Australian Privacy Principles and how you may seek access to and correction of your personal information which the School has collected and holds. However, access may be refused in certain circumstances such as where access would have an unreasonable impact on the privacy of Any refusal will be notified in writing with reasons if appropriate.

4. We will not disclose this information to a third party without your consent unless otherwise permitted.

5. We are required to conduct a criminal record check regarding whether you are or have been the subject of an Apprehended Violence Order and certain criminal offences under Child Protection law. *

6. The School may use online or ‘cloud’ service providers to store personal information and to provide services to the School that involve the use of personal information, such as email services. Some limited personal information may also be provided to these service providers to enable them to authenticate users that access their services. This personal information may reside on a cloud service provider’s servers which may be situated outside Further information about the School’s use of on online or ‘cloud’ service providers is contained in the School’s Privacy Policy. *

7. If you provide us with the personal information of others, we encourage you to inform them that you are disclosing that information to the School and why.

* If applicable

APPENDIX 4

Contractor/Volunteer Collection Notice

1. In offering, applying or agreeing to provide services to the School, you will be providing AIIC with personal We can be contacted at 724 Blunder Road, Durack 4077, admin@aiic.qld.edu.au, 07 3372 1400.

2. If you provide us with personal information, for example your name and address or information contained on your resume, we will collect the information in order to assess your We may also make notes and prepare a confidential report in respect of your application.

3. You agree that we may store this information for 5 years from date of

4. The School’s Privacy Policy, accessible on the School’s website, contains details of how you may complain about a breach of the Australian Privacy Principles and how you may seek access to and correction of your personal information which the School has collected and holds. However, access may be refused in certain circumstances such as where access would have an unreasonable impact on the privacy of Any refusal will be notified in writing with reasons if appropriate.

5. We will not disclose this information to a third party without your consent unless otherwise permitted to.

6. We are required to conduct a criminal record check regarding whether you are or have been the subject of an Apprehended Violence Order and certain criminal offences under Child Protection law.*

7. The School may use online or ‘cloud’ service providers to store personal information and to provide services to the School that involve the use of personal information, such as services relating to email, instant messaging and education and assessment applications. Some limited personal information may also be provided to these service providers to enable them to authenticate users that access their services. This personal information may reside on a cloud service provider’s servers which may be situated outside Further information about the School’s use of on online or ‘cloud’ service providers is contained in the School’s Privacy Policy. *

8. If you provide us with the personal information of others, we encourage you to inform them that you are disclosing that information to the School and why.

* If applicable

1. Purpose

This refund policy outlines the conditions under which fees may be refunded to families enrolled at the school.

2. Eligibility for Refunds

Refunds may be granted under the following circumstances:

• Withdrawal from School: If a student withdraws from the school prior to the start of the term, a full refund of tuition fees paid for that term will be issued. Withdrawals, after the term has started, will be subject to a pro-rated refund based on the number of weeks attended.
• Overpayment: If fees are overpaid, a refund will be issued for the excess amount upon request.

3. Non-Refundable Fees

The following fees are non-refundable:

• Enrolment Fees
• Excursion Fees
• Fees for materials or services that have already been provided
• Any other fees specified as non-refundable at the time of payment

4. Requesting a Refund

To request a refund, parents/guardians must complete a refund request form and submit it to the school office along with any necessary documentation (e.g., proof of withdrawal, payment receipts).

5. Processing Time

Refunds will be processed within 2-4 weeks of the request being approved. The refund will be issued via the original payment method whenever possible.

6. Policy Review

This policy will be reviewed annually and may be updated as necessary to reflect changes in school operations or regulations.

WORKPLACE HEALTH & SAFETY

PURPOSE

The purpose of this policy is to outline the Australian International Islamic College governance framework for achieving excellence in health and safety and the protection of the environment in which it operates.

SCOPE

Australian International Islamic College board, all officers, all workers and other persons at the school, including students and parents

RESPONSIBILITY

Principal

POINT OF CONTACT

Workplace Health and Safety Officer

Policy Statement

Australian International Islamic College is committed to providing and maintaining a safe and healthy workplace for all workers (including contractors and volunteers) as well as students, visitors and members of the public. Hazards and risks to health and safety will be eliminated or minimised, as far as is reasonably practicable.

In line with the Work Health and Safety Act 2011 (Qld) and the Work Health and Safety Regulation 2011 (Qld), this means that Australian International Islamic College will ensure, so far as is reasonably practicable:

• that the school complies with all legislation relating to health and safety;
• to eliminate or minimise all workplace hazards and risks as far as is reasonably practicable;
• to provide information, instruction and training to enable all workers to work safely;
• to supervise workers to ensure work activities are performed safely;
• to consult with and involve workers on matters relating to health, safety and wellbeing;

• to provide appropriate safety equipment and personal protective equipment;
• to provide a suitable injury management and return to work program

This commitment is in line with Australian International Islamic College responsibility under the Education (Accreditation of Non-State Schools) Regulation 2017 to comply with the requirements of the Work Health and Safety Act 2011.

Definitions

Definitions relevant to this policy include:

• Person Conducting a Business or Undertaking
• Officer
• Dangerous incident
• Due diligence
• Health and safety representative
• Reasonably practicable
• Serious injury or illness
• Worker
• Psychosocial hazards: Aspects of work that may cause psychological harm (e.g., bullying, high job demands, exposure to traumatic content, role conflict, poor supervisor support).
• Psychological injury: Mental health conditions resulting from or worsened by work (e.g., anxiety, burnout, depression).

Responsibilities

Australian International Islamic College acknowledges that a duty under the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011 cannot be transferred or delegated to another person.

Australian International Islamic College also acknowledges that in accordance with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011:

1. More than one person can concurrently have the same duty
2. Each duty holder must comply with that duty to the standard required by the legislation even if another duty holder has the same duty
3. If more than one person has a duty for the same matter, each person—
   1. retains responsibility for their duty in relation to the matter; and
   2. must discharge their duty to the extent to which they have the capacity to influence and control the matter or would have had that capacity but for an agreement or arrangement purporting to limit or remove that capacity; and
   3. must, so far as is reasonably practicable, consult, cooperate and coordinate activities with all other persons who have a duty in relation to the same matter

The specific roles and responsibilities of a Person Conducting a Business or Undertaking, Officers, Workers and Other Persons are outlined below.

Person Conducting a Business or Undertaking

In its legal role as a Person Conducting a Business or Undertaking, Australian International Islamic College must undertake its role and responsibilities under the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011 as follows:

Australian International Islamic College will ensure, so far as is reasonably practicable, the health and safety of:

1. Workers engaged, or caused to be engaged by the school; and
2. Workers whose activities in carrying out work are influenced or directed by the school; while they are at work in the school.
3. Australian International Islamic College will ensure, so far as is reasonably practicable, that the health and safety of other persons is not put at risk from work carried out as part of the conduct of the school.
4. Australian International Islamic College will also ensure, so far as is reasonably practicable—
   1. the provision and maintenance of a work environment without risks to health and safety; and
   2. the provision and maintenance of safe plant and structures; and
   3. the provision and maintenance of safe systems of work; and
   4. the safe use, handling and storage of plant, structures and substances; and
   5. the provision of adequate facilities for the welfare at work of workers in carrying out work for the school, including ensuring access to those facilities; and
   6. the provision of any information, training, instruction or supervision that is necessary to protect all persons from risks to their health and safety arising from work carried out as part of the conduct of the school; and
   7. that the health of workers and the conditions at the school are monitored for the purpose of preventing illness or injury of workers arising from the conduct of the school.
5. Australian International Islamic College will ensure, so far as is reasonably practicable, that the school, the means of entering and exiting the school and anything arising from the school are without risks to the health and safety of any
6. Australian International Islamic College will ensure, so far as is reasonably practicable, that the fixtures, fittings and plant are without risks to the health and safety of any person.
7. Australian International Islamic College will ensure the provision of consultation, cooperation and issue resolution in relation to work health and safety as required under the relevant provisions of the legislation
8. Australian International Islamic College will ensure compliance when reporting notifiable incidents under the relevant provisions of the legislation

9. Australian International Islamic College governing body must also undertake its role and responsibilities under the Education (Accreditation of Non-State Schools) Regulation 2017 by complying with the Work Health and Safety Act 2011.

Officers

In their legal role as Officers, Australian International Islamic College’s board members, principal and members of the executive leadership team must undertake their role and responsibilities under the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011 as follows:

1. If Australian International Islamic College has a duty or obligation under the legislation, an officer will exercise due diligence to ensure that the school complies with that duty or obligation.
2. Due diligence includes taking reasonable steps—
   1. to acquire and keep up-to-date knowledge of work health and safety matters; and
   2. to gain an understanding of the nature of the operations of Australian International Islamic College and generally of the hazards and risks associated with those operations; and
   3. to ensure that Australian International Islamic College has available for use, and uses, appropriate resources and processes to eliminate or minimise risks to health and safety from work carried out as part of the conduct of the school; and
   4. to ensure that Australian International Islamic College has appropriate processes for receiving and considering information regarding incidents, hazards and risks and responding in a timely way to that information; and
   5. to ensure that Australian International Islamic College has, and implements, processes for complying with any duty or obligation of the school under the legislation; and
   6. to verify the provision and use of the resources and processes mentioned

Workers

In their legal role as Workers, employees of Australian International Islamic College contractors and subcontractors and their employees, employees of a labour hire company who has been assigned to work in the school, outworkers, apprentices, trainees, students gaining work experience and volunteers, must undertake their role and responsibilities under the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011 as follows:

1. take reasonable care for his or her own health and safety; and

2. take reasonable care that his or her acts or omissions do not adversely affect the health and safety of others; and
3. comply, so far as the worker is reasonably able, with any reasonable instruction that is given by Australian International Islamic College to allow compliance with the legislation; and
4. co-operate with any reasonable policy or procedure of Australian International Islamic College relating to health or safety at the school, that has been notified to

Responsibilities of Others at the School

In their legal role as Other Persons at the school, board members, students, parents and visitors, must undertake their role and responsibilities under the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011 as follows:

1. take reasonable care for his or her own health and safety; and
2. take reasonable care that his or her acts or omissions do not adversely affect the health and safety of others; and
3. comply, so far as the person is reasonably able, with any reasonable instruction that is given by Australian International Islamic College

Psychosocial Health and Safety Clause

1. Purpose

This clause establishes the College’s approach to identifying, managing and minimising psychosocial hazards in the workplace. It reflects current requirements under the relevant Work Health and Safety / Occupational Health and Safety legislation and codes of practice, and recognises the unique demands of school environments. The College commits to taking reasonable and proportionate steps to support the psychological and physical wellbeing of workers, while ensuring that operational realities, workload cycles and educational demands are appropriately balanced.

2. Guiding Principles

The College adopts the following guiding principles:

• Psychosocial health is part of overall workplace safety and will be addressed so far as is reasonably practicable.
• School environments involve high student contact, community interactions and peak-period workloads; therefore, psychosocial risk controls must be realistic, balanced and context-appropriate.
• Staff have a shared responsibility to maintain safe conduct, communicate early, and contribute to a positive environment.
• The College’s focus is on early identification, good faith response, and continuous improvement—not punitive attribution unless required under law.

3. Definitions

A psychosocial hazard is any factor in the design or management of work, the work environment, or interactions at work that may cause psychological strain or elevate risk to health and safety.

4. Responsibilities

4.1 College Leadership

College Leadership will:

• Take reasonably practicable steps to identify and assess psychosocial hazards.
• Implement risk controls that are appropriate, feasible and proportionate to the nature of the work.
• Respond to reports or concerns in a timely and respectful manner.
• Ensure managers have access to guidance, training and support on managing psychosocial risks.
• Review controls periodically and after significant changes, incidents or feedback.
• Maintain records in line with legislative requirements.

4.2 Managers and Supervisors

Managers and Supervisors are responsible for:

• Encouraging early reporting of issues before they escalate.
• Supporting staff through clear communication, reasonable allocation of duties and timely feedback.
• Monitoring team wellbeing within the limits of their role and authority.
• Addressing inappropriate behaviour, or escalating it where necessary, following established procedures.
• Applying risk controls in a practical and balanced manner that reflects both safety requirements and the operational needs of the school.

4.3 All Workers

All workers must:

• Take reasonable care for their own health and safety and that of others.
• Report hazards, concerns, or incidents at the earliest opportunity.
• Follow reasonable instructions, policies and procedures designed to manage psychosocial risks.
• Contribute to a respectful, professional and safe working environment.

5. Psychosocial Hazard Management Process

5.1 Identification

The College will identify potential psychosocial hazards using reasonable methods such as:

• Staff feedback and wellbeing discussions
• Incident, behaviour or concerns reporting
• Review of workload patterns or operational changes
• Observations by managers
• Consultation with Health & Safety Representatives (where applicable)

The College recognises that not every source of stress constitutes a workplace hazard. School-based work inherently involves fluctuating demands, interpersonal challenges and emotionally charged situations; these factors will be assessed in context.

5.2 Assessment

Where a potential hazard is identified, the College will assess the associated risk by considering:

• likelihood of harm
• severity and duration
• contributing factors
• available resources and practical controls

Assessments will be proportionate and will not impose unreasonable burdens on staff or the organisation.

5.3 Control Measures

Using the hierarchy of controls, the College will aim to:

1. Eliminate hazards where reasonably practicable; or
2. Minimise risks through balanced controls such as:

• improved work design or scheduling
• clearer communication around roles, deadlines or expectations
• structured support, supervision or debriefing
• reasonable conflict-management processes
• environmental or administrative adjustments
• targeted training or professional learning

Information and training may form part of risk control, but will not be relied upon as the sole measure unless higher-level controls are not reasonably practicable.

5.4 Monitoring and Review

Controls will be monitored and reviewed:

• after implementation,
• after incidents or reports,
• when significant organisational changes occur, or
• as part of routine WHS reviews.

Reviews will consider both staff wellbeing and operational feasibility.

6. Reporting and Confidentiality

Concerns or incidents may be raised with managers, HR, WHS representatives or through established reporting channels. Reports will be handled sensitively and confidentially, with outcomes focused on resolution and improvement rather than fault-finding, except where legislative obligations apply.

The College may triage matters based on seriousness, available evidence and impact on school operations.

7. Limitations and Reasonable Expectations

The College acknowledges that:

• High-stress periods (e.g. assessment cycles, enrolments, event management, or community incidents) are inherent in school operations; these will be managed, not eliminated.
• Not all interpersonal or workload stressors amount to psychosocial hazards under legislation.
• The College’s obligations are subject to the “reasonably practicable” standard, and the availability of resources, staffing and organisational constraints.

8. Continuous Improvement

The College is committed to ongoing improvement in psychosocial health and safety through consultation, reflective practice and measured implementation of wellbeing initiatives that support educational quality and operational integrity.

9. Legal Obligations

Under WHS law, AIIC has a duty to eliminate or, where not possible, minimise psychosocial hazards in the same way we treat physical risks.

10. Guiding Principles

• Psychological safety is a shared responsibility.
• Early intervention and respectful support matter.
• We will never discriminate or penalise staff for disclosing mental health challenges.
• Mental health and wellbeing are treated with the same seriousness as physical safety.

11. Roles and Responsibilities

12. Key Controls and Processes

• EAP Access: Free confidential support services are available to all staff. [Insert access details]
• Incident Reporting: Use standard forms to report mental or emotional injury.
• Return to Work: Modified duties and wellbeing-focused reintegration plans.
• Training and Awareness: Managers and staff will receive training on psychosocial hazards and responses.

13. Risk Areas Monitored

• Workload and time pressure
• Role clarity and conflict
• Support from colleagues and leaders
• Workplace relationships and bullying
• Exposure to distressing or traumatic information
• Change management and communication

14. Confidentiality

All disclosures and reports relating to mental health or psychosocial hazards are handled sensitively and in accordance with privacy legislation.

Appendix A: Psychosocial Hazard Reporting Template

Implementation of this Workplace Health & Safety Policy

Implementation under the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011

In practice, Australian International Islamic College commitment to protecting workers and other persons against harm to their health and safety means that it will implement the following measures in line with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011:

• A risk management process
• Provide information, training, instruction and supervision
• Provide a process for consultation, cooperation and issue resolution Further details of these measures are provided below.

Risk management process

Australian International Islamic College Risk Management Policy provides further guidance on the process and approach to managing risks at the school.

Provide information, training, instruction and supervision

In accordance with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011, Australian International Islamic College will ensure that appropriate information, training, instruction and supervision is provided to workers to enable them to perform their work without risk to their health or safety, as far as is reasonably practicable

This information, training, instruction and supervision will be suitable and adequate, having regard to:

• The nature of the work carried out by the worker; and
• The nature of the risks associated with the work at the time the information, training, instruction or supervision is provided; and
• The control measures

Australian International Islamic College will ensure, so far as is reasonably practicable, that the information, training and instruction is provided in a way that is readily understandable by any person to whom it is provided.

Australian International Islamic College Risk Management Policy provides further guidance on the information, training, instruction and supervision provided to workers at the school.

Provide for consultation, cooperation and issue resolution

Australian International Islamic College acknowledges its duty to consult, so far as is reasonably practicable, with workers who carry out work for the business or undertaking, who are or are likely to be, directly affected by a matter relating to work health or safety. Where more than one person has a duty for the same matter, each person, must, so far as is reasonably practicable, consult, cooperate and coordinate activities with all other persons who have a duty in relation to the same matter.

Australian International Islamic College will consult with workers in relation to the following health and safety matters in accordance with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011:

1. when identifying hazards and assessing risks to health and safety arising from the work carried out or to be carried out by the school;
2. when making decisions about ways to eliminate or minimise those risks;
3. when making decisions about the adequacy of facilities for the welfare of workers;
4. when proposing changes that may affect the health or safety of workers;
5. when making decisions about the procedures for—
   • consulting with workers; or
   • resolving work health or safety issues at the workplace; or
   • monitoring the health of workers; or
   • monitoring the conditions at any workplace under the management or control of Australian International Islamic College or
   • providing information and training for workers; or
6. when carrying out any other activity prescribed under the relevant When consulting with workers, Australian International Islamic College will ensure:
7. that relevant information about the matter is shared with workers; and

1. that workers be given a reasonable opportunity—
   • to express their views and to raise work health or safety issues in relation to the matter; and
   • to contribute to the decision-making process relating to the matter; and
2. that the views of workers are taken into account by Australian International Islamic College
3. that the workers consulted are advised of the outcome of the consultation in a timely way; and
4. that records of the consultation process and outcome are retained

Australian International Islamic College Complaints Handling Policy and Procedures provide further guidance on resolving work health and safety issues.

Training

Australian International Islamic College school will train its staff on this policy and any related processes relating to the health, safety and conduct of staff and students on their induction and will refresh training annually or every two years.

Implementing the Processes

Australian International Islamic College will ensure it is implementing this policy and any related processes relating to the health, safety and conduct of staff and students by auditing compliance with this policy and related processes annually.

Accessibility of Processes

This policy and any related processes relating to the health, safety and conduct of staff and students are accessible at aiic.qld.edu.au and will be available on request from the school administration.

Complaints Procedure

Suggestions of non-compliance with this policy and any related processes may be submitted as complaints under Australian International Islamic College Complaints Handling Policy.

Compliance and Monitoring

In line with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011 and its duties Australian International Islamic College is committed to monitoring the health of workers and the conditions at the school.

Australian International Islamic College has implemented an Incident Reporting Form (copies kept with administration) which requires workers and other persons to report any hazards or incidents resulting in potential or actual harm to health and safety. Australian International Islamic College will regularly monitor, collate and report on hazards and incidents in accordance with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011.

Australian International Islamic College is also committed to reporting notifiable incidents to Workplace Health and Safety Queensland in accordance with the Work Health and Safety Act 2011 and the Work Health and Safety Regulation 2011. Notifiable incidents include the death, serious injury or illness of a person or a dangerous incident, arising out of the conduct of the school.

Appendix A:

Psychosocial Hazard Reporting Template

This template is to be used by any staff member to report a psychosocial hazard or incident in the workplace. All reports are confidential and will be managed in line with the AIIC Psychosocial Risk Management Policy.

1. Reporter Details

Name: ___________________________________________

Position: _________________________________________

Campus/Location: _________________________________

Date of Report: ___________________________________

2. Incident or Hazard Description

Date and Time of Incident/Hazard: ___________________

Location of Incident/Hazard: ________________________

Describe what happened (include who was involved, what was said or done, and the impact on you or others):

3. Type of Psychosocial Hazard (tick all that apply)

☐ High workload or time pressure

☐ Bullying or interpersonal conflict

☐ Exposure to traumatic content

☐ Lack of support or supervision

☐ Role ambiguity or conflicting demands

☐ Workplace isolation or exclusion

☐ Other (please describe): _________________________________

4. Action Taken (if any)

Describe any actions you have already taken or support you have sought (e.g. EAP, supervisor conversation):

5. Desired Outcome

What would you like to see happen in response to this report?

6. Signature

Signature: ___________________________