by clicking the arrows at the side of the page, or by using the toolbar.
by clicking anywhere on the page.
by dragging the page around when zoomed in.
by clicking anywhere on the page when zoomed in.
web sites or send emails by clicking on hyperlinks.
Email this page to a friend
Search this issue
Index - jump to page or section
Archive - view past issues
Whitehaven Coal Limited : Annual Report 2013
28 Whitehaven Coal Limited Annual Report 2013 Whitehaven has been a proud supporter of the recent comprehensive audit of the work skills of Gomeroi Indigenous people in the Narrabri region. The audit was a joint initiative between the Gomeroi people and local industry and was designed to identify the skills that already exist, opportunities for training, and the potential roles available for Gomeroi people in local industry. The Gomeroi Skills Audit was formed through an agreement between Whitehaven and the Gomeroi Traditional Owners Group as part of the development of the Narrabri Underground Coal mine. The audit was funded by the Cotton Catchment Communities CRC, the Gomeroi Traditional Owners Group, the Cotton Research and Development Corporation (CRDC), and Whitehaven. The Gomeroi Skills Audit focused on the Gomeroi people in the Narrabri region, Gomeroi descendants living o country, and the wider Aboriginal community. Gomeroi Country extends from the QLD border region across to much of north-western NSW including the towns of Walgett, Mungindi, Tamworth, Collarenebri, Moree, Narrabri, Gunnedah, Breeza, Quirindi, Coonamble, Inverell, Ashford and Muswellbrook. The project aimed to identify innate skills which could be further developed to equip Gomeroi people for employment opportunities. Through identifying the existing skills, more e ective training opportunities for Aboriginal workers are being identi ed. The outcomes of the Audit are the property of the community and the people who have volunteered for assessment. Case Study Gomeroi Skills Audit Workplace Behaviour Policy Whitehaven is committed to providing a workplace that is safe and where all employees, potential employees, clients, contractors and other external parties are free from discrimination, vili cation, sexual harassment, bullying and victimisation. Whitehaven introduced its Workplace Behaviour Policy, and conducted training in relation to it, in the second half of FY2012. This Policy is now fully integrated in our general induction process. The Policy addresses discrimination, sexual harassment, bullying, victimisation and complaint procedures. The policy applies to everyone who works at Whitehaven or on any Whitehaven site, including employees, potential employees and contractors. We also expect our clients and customers to behave in a manner which is consistent with this policy. Workplace agreements Subsequent to balance date Whitehaven's Rocglen and Sunnyside Open Cut (Production) Enterprise Agreement and the Open Cut Operations (Tarrawonga) Enterprise Agreement have been rati ed following detailed and ongoing engagement with the Construction, Forestry, Mining And Energy Union and our employees. Both of these Enterprise Agreements are valid for three years, and they can be found on the Fair Work Commission's website: www.fwc.gov.au Employee Assistance Programs During the year, Whitehaven introduced a second Employee Assistance Program (EAP). An EAP is a free-of-charge, workplace-based program designed to support the emotional, mental and general psychological wellbeing of all employees and includes services for immediate family members. It is a con dential, third-party service that assists employees and their families in dealing with issues that may include, but are not limited to, relationships, health, trauma, substance abuse, gambling and other addictions, nancial problems, depression, anxiety disorders, psychiatric disorders, communication problems and coping with change. Whitehaven now provides both a remote telephone counselling service and a combined phone/on-site service. 2 People
Annual Report 2012