Student Name Student Number Unit Code/s & Name/s CHCLEG003 Manage legal and ethical compliance
Student Name Student Number Unit Code/s & Name/s CHCLEG003 Manage legal and ethical compliance
Assessment Type Case Study Assignment Project Other (specify)
Assessment Name Case studies Assessment Task No. AT2
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Instructions to Student For this assessment you are to assume the role of manager at a Community Services organisation where the three (3) case studies have occurred with staff.
Task 1 provide a strategic response for how management and the organisation will respond in each scenario
Task 2 use these situations to develop training aids for staff
General Instructions:
Your submission should be professionally presented (e.g. use headings and sub-headings, use page numbering, have your name in the footer, etc.) acceptable font size 10-12.
Number of Attempts:
You will receive up to two (2) attempts at this assessment task. Should your 1st attempt be unsatisfactory (U), your teacher will provide feedback and discuss the relevant sections / questions with you and will arrange a due date for the submission of your 2nd attempt. If your 2nd submission is unsatisfactory (U), or you fail to submit a 2nd attempt, you will receive an overall unsatisfactory result for this assessment task. Only one re-assessment attempt may be granted for each assessment task. For more information, refer to the Student Rules.
Information / Materials provided:
Students will be advised of appropriate templates or they will be provided.
Assessment Criteria:
To achieve a satisfactory result, your assessor will be looking for your ability to demonstrate the following key skills/tasks/knowledge to industry standard:
legal responsibilities and liabilities of managers and others in different types of organisation
legal and ethical frameworks (international, national state/territory, local), how these apply in the workplace, and the responsibilities of managers in the development and monitoring of policies and procedures, including those related to:
children in the workplace
codes of conduct
codes of practice
complaints management
continuing professional education
discrimination
dignity of risk
duty of care
human rights:
Universal declaration of human rights
relationship between human needs and human rights
frameworks, approaches and instruments used in the workplace
informed consent
mandatory reporting
practice standards
practitioner/client boundaries
privacy, confidentiality and disclosure
policy frameworks
records management
rights and responsibilities of workers, employers and clients
industrial relations legislation and requirements relevant to organisation specific requirements in the area of work, including:
key practices that are prohibited by law
auditing and inspection regimes
main consequences of non-compliance
need to apply for licences and associated mandatory training and certification requirements
statutory reporting requirements
business insurances required including public liability and workers compensation
accreditation requirements
requirements to develop and implement plans, policies, codes of conduct or incorporate certain workplace practices
work role boundaries responsibilities and limitations of different people
Reasonable adjustment:
Reasonable Adjustment can be made to the assessment tasks to ensure equity in assessment.If you have identified that you have a particular need please ensure that you have discussed with your assessor the possibility of reasonable adjustment.
Submission details Insert your details on page 1 and sign the Student Declaration. Include this template with your submission. It should include due date for submission
Upload your assessment file in Connect using the following convention:
[your surname]_[your first name]_CHCLEG003_AT2 - Example: Bond_James_CHCLEG003_AT2
Use the following link to the TAFE Queensland Learning Management System: Connect url: https://connect.tafeqld.edu.au/d2l/loginUsername; 9 digit student number
For Password: Reset password go to https://passwordreset.tafeqld.edu.au/default.aspx>
Instructions for the Assessor Students will need to provide
three (3) detailed responses to how management/organisations would respond (and other related factors) to the case studies provided;
three (3) documents detailing essential training for staff based on the case studies provided.
Ensure all legislation, practices and standards are accurate and that responses and training meets industry standards.
Refer to Benchmark Answers for assistance in determining the students understanding.
Skills must have been demonstrated in the workplace or in a simulated environment that reflects workplace conditions. The following conditions must be met for this unit:
use of suitable facilities, equipment and resources, including:
current legislation and regulations
workplace policies and procedures
modelling of industry operating conditions, including:
use of real/simulated organisation for which the candidate develops policies and procedures
integration of problem solving activities
WHS - A workplace health and safety assessment must be conducted of the work environment prior to the assessment and any hazards addressed appropriately.
Note to Student An overview of all Assessment Tasks relevant to this unit is located in the Unit Study Guide.
For these two (2) tasks you are to assume the role of Manager in a relevant community services organisation.
Task 1
There are three (3) Case Studies (provided below) of events that have occurred with staff from the organisation. As Manager, you are to develop a strategic response as to how you (and the organisation) responded in each of the scenarios.
Each Strategic Response should be 1-2 pages long and contain information that relates to the following
Legislation, standards and policies and procedures in the organisation that were breached;
What practices are prohibited or required by law;
Describe the job titles of people and other stakeholders who are required to take action, and what their responsibilities are ;
Include any statutory or mandatory reporting if necessary;
Any additional issues that can arise because of the scenario e.g. duty of care, code of conduct, conflict of interest.
N.B. Feel free to discuss this with your Manager, co-workers or other key players in the workplace to support your findings.
Task 2
These three (3) situations (case studies provided below) have occurred in the workplace and you are going to use this opportunity to provide training for all staff. Develop three (3) information/education sheets targeted at Direct Support Workers. Each document is to address the following points:
Describe the key ethical issues presented in each scenario.
What risk do these issues pose to the service user/resident/client and what could happen if this is not resolved?
What steps should the staff member take to resolve this issue, including who should they speak with and in what timeframe?
What reporting needs to be done regarding this issue and who should this report be provided to?
List the legislation and/or ethical considerations that affect, direct or safeguard the clients in the scenario; and explain what it requires the staff member and/or service provider to do.
Which set of service standards need to be considered regarding how the service and the staff respond to the issues identified?
List some places (organisations or websites) which could provide further information or fact sheets about the ethical issues presented within each scenario?
What issues need to be considered with regards to confidentiality?
What qualifications need to be maintained for all staff?
It is expected that these responses are presented using a fact sheet type of template, which is designed to be used as a training tool. This should be approximately 1-3 pages in length (or more), and should be written using the above headings as points 1 9.
Submit the following documents to your Assessor for marking:
The three (3) strategic responses you wrote in Task 1 to the case studies supplied.
The three (3) information
Case Study 1:
Tim has been using your service for two (2) years and during that time he has received 15 hrs a week support. Recently, Tims support plan has been changed and he now receives 10 hrs a week. Tim has been supported by Simon (his support worker) for those 2 years, but due to the changes to Tims support plan, Simon will no longer be his support worker. However Simon will still be working at the same service.
Tim wanted to thank Simon for the support he has provided over time. At the end of Simons last shift which was from 11:00 to 14:00 (3 hours), Tim decided to give Simon a gift of $100 cash to thank him for his service and pay him for his work. Simon thanks Tim for the gift and accepts the $100 dollars.
Later that day Simon was talking to another support worker (Linda) and tells Linda that he received $100 from Tim to say thank you for supporting him. Linda tells Simon that he shouldnt have taken the money as under organisational policy and procedure, support workers must not accept gifts from clients. Simon replied its ok since I wont be working with Tim anymore. Linda reports this to their supervisor.
Case Study 2:
Yui is a 25 year old woman who has a spinal cord injury that she sustained 12 years ago in a car accident and requires support for personal support needs and community access. Yui has a daughter Maeve who is four (4) years old. Currently Maeve is quite unwell with a respiratory infection. Yui receives 36 hours of support a week, provided by multiple support workers.
One of the support workers is Sammy who is new to the disability support organisation. Sammy supports Yui for 5 hrs every Wednesday and Saturday and 2 hrs on Thursday and Monday (14 hrs a week). Sammy also has a young child Marnie who is unable to attend her early childhood service as she has a Foot and Mouth disease-related rash.
At the start of Sammys shift, Yui mentioned she wanted to go shopping for a dress to wear to a party she is going to. Sammy agrees readily and suggests they make a day of it and take Marnie and Maeve along with them to lunch and shopping. Yui is a little surprised at the suggestion and after Sammy leaves she calls the service provider and makes a complaint.
Case Study 3:
Bill and Ted are both support workers who support Kelly for 20 hours a week (they each work 10 hours). Bill supports Kelly on Mondays, Tuesdays, and Saturdays. Ted supports Kelly on Wednesdays, Thursdays and Fridays. Kelly doesnt get support on Sundays because she visits her family and they support her on their own (this is on Kellys Support Plan).
Bill and Ted help each other with supporting Kelly via shared notes and verbally providing information about upcoming events that fall on their rostered workdays. As per Kellys service plan, Bill meets Kelly at 1pm every Tuesday at a local caf after she has finished work. While Kelly is having lunch they prepare a list of tasks to be done while they are in town. When Bill arrives, Ted (the other support worker) is having lunch with Kelly. Kelly says Ted came to pick me up after I finished work about ten minutes ago.
Ted adds, I know that Kelly would be coming here for lunch so I thought Id join her. Bill then asked if Ted got called in to work today, which Ted replies No, Im off today but I didnt want to sit inside all day, so I decided to join Kelly and you with shopping as I need to buy some things too.
Bill explains to Ted that he shouldnt be undertaking social activities with clients when he is not rostered to work and if Ted wants to go shopping, then of course he can - but he cant be socialising with clients when not on shift as it is a breach of professional boundaries. Ted says he understands and leaves after paying for Kellys and his own meal.
Bill finishes his shift with Kelly and reports the events of the day to his team manager. The Team Manager advises Bill to complete an Incident Report.
