Policies and Guidelines

• Policies, Procedures, Forms and Tools
• Allergy Management Policy
• Anti-Discrimination Policy
• Anti-Harassment Policy
• Annual Hazard Review Form (Fillable PDF)
• Church Property Hire Agreement
• Church Life Team Policy
• Code of Conduct - Paid Staff and Ministerial
• Code of Conduct - Volunteer Worker
• Conflict of Interest Policy
• Computer Usage Policy 2025
• Detailed Action Plan for High Risks
• Event Risk Assessment and Action Plan
• Emergency Response Plan
• Employee & Organisational Record Retention Policy
• Firefighting Equipment Guidelines
• First Aid Guidance
• Focused Risk Management Plan
• Hazard Identification List
• Hazardous Substances Inventory
• Health And Safety Rules
• Hierarchy of Controls
• Hot Work Permit
• Housekeeping Checklist (Fillable PDF)
• Incident and Feedback Report Form
• Induction Checklist for New Employees/Voluntary Workers
• Job Safety Analysis / Safe Work Procedure Development
• Liability Release Form - Youth Activities
• Non Disclosure Agreement Policy
• Performance Review Policy
• Privacy Policy
• Register of Contractors
• Risk Management Policy Statement
• Safe Work Procedure Template
• Social Media Policy
• Safety Data Sheets Guidance Document
• Volunteer Child/Youth Leaders Application & Registration Form
• Volunteer Driver Application Form
• Volunteer Worker's Application & Registration Form
• Work Health and Safety Action Plan / Audit Tool
• Youth Camp Mobile Phone Policy

Policies, Procedures, Forms and Tools

At Generocity Church, "We believe the Spirit and structure are important. Our church functions best when structure serves what the Spirit is doing. We outwork this in humility and community. Philippians 2:3, Galatians 6:3 and 2 Corinthians 13:1".

Our policies, procedures, forms and tools are guidelines that provide the framework that enables us to lead with authenticity while ensuring the safety and wellbeing of our employees, church family, visitors and contractors. All GC leaders and GC workers (paid and unpaid) are responsible for the success of policies and procedures. Through these practical resources, we create environments where everyday people can grow as disciples and where our ministry can flourish with wisdom, excellence and integrity. 

Summary

Our approach to policies and procedures reflects two of our ministry philosophies to being "locationally motivated, centrally supported, and unified in our vision, values, and mission" and that "We believe the Spirit and structure are important."While many of our key policies are integrated directly into this handbook for easier reference and searchability, we maintain additional resources, forms and tools to support specific operational needs. Together, these create a comprehensive framework that enables our church to operate safely and effectively while being committed and intentionally becoming "everyday people have an eternal impact for an extraordinary God."

Through these guidelines and resources, we demonstrate proper stewardship of our responsibilities while maintaining an environment where the Spirit can move freely. This balance ensures we can fulfil our mission with both spiritual sensitivity and operational excellence.

Allergy Management Policy

The purpose of this policy is to establish guidelines for the effective management of food allergies and other allergic reactions within Generocity Church. This policy aims to ensure the safety and wellbeing of all individuals who participate in or attend church activities, events, and programs.

Scope

This policy applies to all staff, volunteers, members, and visitors of Generocity Church.

Policy

1. Allergy Awareness

• Generocity Church will promote allergy awareness among all staff, volunteers, and congregation members.

• Information on common food allergens and symptoms of allergic reactions will be made readily available.

• All staff and volunteers involved in food preparation and service will receive training on allergy management.

2. Allergy Information Collection

• Generocity Church will collect information on known allergies from all participants in church activities, events, and programs.

• Participants or their guardians (for minors) will be asked to provide details on any food, medication, or environmental allergies.

• This information will be stored securely and only shared with relevant staff and volunteers on a need-to-know basis.

3. Allergy-Friendly Environments

• Generocity Church will make reasonable efforts to provide allergy-friendly environments, particularly in food service areas.

• Ingredients for all food items served at church events will be clearly labeled, including common allergens.

• Separate preparation and serving areas will be maintained for allergen-free food options.

• Appropriate cleaning and sanitization procedures will be implemented to minimize cross-contamination risks.

4. Emergency Response

• Generocity Church will maintain readily accessible emergency response plans for managing allergic reactions.

• First aid kits containing epinephrine auto-injectors and other allergy-related medications will be available in key locations.

• Staff and volunteers will be trained on recognizing the signs of allergic reactions and administering appropriate first aid.

• Emergency contact information for participants with known allergies will be kept on file and accessible to relevant personnel.

5. Incident Reporting and Review

• Any allergic reactions or allergy-related incidents that occur during church activities will be promptly reported and documented.

• Generocity Church will review each incident to identify areas for improvement in allergy management and implement corrective actions as necessary.

Responsibilities

• The Safer Churches Coordinator is responsible for overseeing the implementation and ongoing review of this policy.

• All staff, volunteers, and congregation members are responsible for adhering to the guidelines outlined in this policy and reporting any allergy-related concerns or incidents.

Anti-Discrimination Policy

Generocity Church is committed to providing an environment free from discrimination for all staff, volunteers, congregation members, and visitors. This policy outlines our commitment to equal opportunity and fair treatment for all individuals regardless of their personal characteristics.

1. Scope This policy applies to all employees, volunteers, contractors, and members of Generocity Church in all church-related activities and interactions.

2. Legal Framework This policy complies with the following legislation:

• Anti-Discrimination Act 1977 (NSW)
• Australian Human Rights Commission Act 1986
• Age Discrimination Act 2004
• Disability Discrimination Act 1992
• Racial Discrimination Act 1975
• Sex Discrimination Act 1984

4. Definition of Discrimination Discrimination occurs when a person is treated less favorably than another person in a similar situation because of a personal characteristic that is protected by law. These characteristics include:

• Age

• Disability

• Race, color, descent, national or ethnic origin

• Sex, gender identity, sexual orientation

• Marital status

• Pregnancy or potential pregnancy

• Family or carer's responsibilities

• Religion

• Political opinion

• Social origin

5. Policy Statement Generocity Church does not tolerate discrimination in any form. We are committed to:

• Fostering an inclusive environment where all individuals are treated with respect and dignity

• Ensuring equal opportunity in all aspects of employment and church participation

• Making decisions based on merit, skills, and abilities

• Providing reasonable accommodations for individuals with disabilities

• Preventing and addressing any form of discrimination promptly and effectively

6. Responsibilities 

• Implementing and enforcing this policy
• Leading by example in creating an inclusive environment
• Addressing discrimination complaints promptly and fairly
• Treating others with respect and dignity
• Refraining from discriminatory behavior
• Reporting any witnessed or experienced discrimination
• Leadership Church leadership is responsible for:
• All Individuals All employees, volunteers, and members are responsible for:

7. Complaint Procedure

• Reporting Individuals who experience or witness discrimination should report it immediately to their supervisor, HR representative, or church leadership.
• Investigation All complaints will be taken seriously and investigated promptly, thoroughly, and confidentially.
• Resolution Appropriate action will be taken based on the investigation findings. This may include disciplinary action, up to and including termination of employment or church membership.

8. Training and Education Generocity Church will provide regular training on anti-discrimination to all employees and volunteers.

9. Policy Review This policy will be reviewed annually to ensure its effectiveness and compliance with current legislation.

10. Non-Retaliation Retaliation against individuals who report discrimination or participate in investigations is strictly prohibited.

 

By implementing this policy, Generocity Church affirms its commitment to creating a diverse, inclusive, and respectful environment for all.

Anti-Harassment Policy

Generocity Church is committed to providing a safe, respectful, and inclusive environment for all staff, volunteers, congregation members, and visitors. This policy outlines our stance against harassment in all its forms and the procedures for addressing any incidents of harassment.

1. Scope This policy applies to all employees, volunteers, contractors, and members of Generocity Church in all church-related activities and interactions, including online and social media communications.

2. Legal Framework This policy complies with the following legislation:

• Sex Discrimination Act 1984

• Racial Discrimination Act 1975

• Disability Discrimination Act 1992

• Age Discrimination Act 2004

• Fair Work Act 2009

• Anti-Discrimination Act 1977 (NSW)

• Work Health and Safety Act 2011 (NSW)

4. Definition of Harassment Harassment is any unwelcome conduct that a reasonable person would expect to offend, humiliate, or intimidate another person. It includes, but is not limited to:

• Bullying

• Sexual harassment

• Racial harassment

• Disability harassment

• Age-based harassment

• Religious harassment

• Stalking

• Cyberbullying

5. Forms of Harassment Harassment can take many forms, including:

• Verbal: offensive jokes, insults, threats

• Physical: unwelcome touching, physical assault

• Visual: displaying offensive materials, making offensive gestures

• Written: offensive emails, text messages, social media posts

• Exclusion: deliberately isolating or ignoring someone

6. Responsibilities

• 6.1 Leadership Church leadership is responsible for:

• Implementing and enforcing this policy

• Ensuring all staff and volunteers are aware of and understand this policy

• Addressing harassment complaints promptly and fairly

• Providing support to those affected by harassment

• 6.2 All Individuals All employees, volunteers, and members are responsible for:

• Refraining from any form of harassment

• Reporting any witnessed or experienced harassment

• Supporting those who report harassment

7. Reporting Procedure 

• Informal Resolution Individuals who experience harassment are encouraged to, if comfortable, address the issue directly with the person responsible.

• Formal Complaint If informal resolution is not successful or appropriate, a formal complaint should be made to:

• The individual's immediate supervisor

• The Human Resources representative

• A member of the church leadership team

• Documentation All formal complaints must be documented, including:

• Date, time, and location of the incident(s)

• Nature of the harassment

• Names of any witnesses

• Any action taken

8. Investigation Process 

• Timely Response All complaints will be acknowledged within 24 hours and investigated promptly.

• Confidentiality All investigations will be conducted with the utmost confidentiality.

• Impartiality Investigations will be conducted by an impartial party, either internal or external to the organization.

• Right to Respond The alleged harasser will be given the opportunity to respond to the allegations.

9. Outcomes and Disciplinary Action

• Findings The complainant and the alleged harasser will be informed of the investigation's findings.

• Disciplinary Action If harassment is found to have occurred, appropriate disciplinary action will be taken, up to and including termination of employment or church membership.

10. Support and Counselling Generocity Church will provide support and counselling services to individuals affected by harassment.

11. Training and Education All staff and volunteers will receive regular training on identifying, preventing, and responding to harassment.

12. Policy Review This policy will be reviewed annually to ensure its effectiveness and compliance with current legislation.

13. Non-Retaliation Retaliation against individuals who report harassment or participate in investigations is strictly prohibited and will result in disciplinary action.

 

By implementing this policy, Generocity Church affirms its commitment to creating a harassment-free environment for all.

Annual Hazard Review Form (Fillable PDF)

Download The Form Here

Church Property Hire Agreement

This agreement is made on the _____ of _______________, _______ between Generocity Church and the Hirer named below.

Owner of Property (Church): Generocity Church LTD

Address/Description of Property Hired: _______________________________________________________

Name of Hirer: _______________________________________________________

Phone Number of Hirer: _______________________________________________________

Email of Hirer: _______________________________________________________

Address of Hirer: _______________________________________________________

Suburb: __________________________________ State: _______ Postcode: __________

Hired from: Date: ____/____/____ Time: ________

Hired until: Date: ____/____/____ Time: ________

Agreed hire fee: $__________ Amount of bond: $__________

The hirer hereby agrees to the following conditions:

1. To hold harmless the owner of the property for all damages, costs, actions, demands and claims which may be sustained by or suffered by the owner or its employees arising out of the hire of the property.

2. To provide evidence of public liability insurance for an indemnity of not less than $10,000,000 covering any damage to the hired property or any legal liability that may arise from the use of the hired property.

3. To keep the hired property in good repair and condition, returning it in the same state as it was at the commencement of the period of hire.

4. To reimburse the owner for the cost of repairing any damage incurred to the hired property or its contents during the period of hire.

5. Not to permit alcohol to be consumed or brought onto the hired property.

6. To allow the owner or its employees access to the hired property during the period of hire for the purpose of inspection.

7. Not to remove from the hired property contents or fixtures belonging to the owner.

8. To use the hired property in a manner that will not annoy, disturb, interfere with or damage property belonging to the owner, tenants, occupiers of the hired property or occupiers of other properties in the neighbourhood.

9. Not to use the hired property in a manner which could cause a risk to the health and safety of others.

10. To comply with all applicable health and safety regulations, including any specific requirements related to infection control and social distancing.

11. To be responsible for cleaning, behaviour, and any damage caused during the hire period.

12. To sign in upon arrival at the site and sign out prior to leaving the site.

13. To report any incidents, accidents, or hazards to the church representative immediately.

14. To obtain written consent from the church before taking any photographs or videos on the premises.

15. To ensure that all activities conducted on the premises are consistent with the values and beliefs of the church.

I have read and agree to abide by the above conditions.

Signed (Hirer): _____________________________________________

Date: ____/____/____

Signed (Church Representative): _____________________________________________

Date: ____/____/____

 

Church Life Team Policy

The Church Life Team (CLT) is a vital component in our commitment to cultivating discipleship communities where lives are restored and transformed, as together we know, grow, live and share in the love of Jesus. Rooted deeply in our core values, the CLT serves to empower local leadership, foster vibrant community, and ensure the spiritual health and growth of each GC location. The CLT assists the Lead Pastor in the daily functioning of the local church.

This policy outlines the structure, responsibilities, and expected character of those called to serve on the Church Life Team. It reflects our unwavering dedication to seeing everyday people have an eternal impact for our extraordinary God.

1. Formation and Appointment of the Church Life Team

As a GC location matures and expands, the Church Life Team (CLT) is progressively developed to facilitate effective local leadership and ministry. The CLT is strategically comprised of:

• Department leaders (eg, Kids, Youth, Community, Creative, Finance)

• Emerging leaders

• Additional mature church members who embody our values - (when and where necessary). 

This blend ensures diverse perspectives and a rich tapestry of gifts contributing to the team's effectiveness.

Appointment to the Church Life Team is a vital responsibility and rests solely with the Lead Pastors (LPs). While the wisdom and counsel of other mature members of the local team are highly valued and should be sought, the authority to appoint individuals to the CLT cannot be delegated to anyone else within the location. In special circumstances, the GC Executive team may also make appointments to a location's CLT. This central authority ensures alignment with the overarching vision and consistency in leadership development.

It is essential to note that some locations may also establish distinct Local Eldership Teams to address more significant pastoral issues of church governance and spiritual oversight. A separate, specific Local Eldership policy governs appointments to a Local Eldership Team.

2. Operational Framework of the CLT

The operational approach of the Church Life Team is designed to be adaptable, acknowledging the unique dynamics of each GC location. Its specific functionality may vary depending on factors such as the size of the location, the diverse gift sets of its church members and the individual leadership style of the Lead Pastor. This flexibility allows for a spectrum of effective CLT setups across our locations, all committed to our vision, values and mission.

For example, some very collaborative LPs may choose to meet monthly or even fortnightly, make every decision as a team and keep written notes. Others may meet once per term, plan out the term together, then work more one-on-one with team leaders as required.

While operational methods may differ, the following fundamental requirements ensure the CLT remains vibrant and effective in fulfilling its purpose:

• Active Development & Utilisation: The CLT must be actively developed and intentionally utilised as a key leadership body.

• Regular Convening: The team is required to meet at least once per term to ensure consistent oversight, planning, and collaborative decision-making, always in a spirit of Purposeful Prayer.

• Empowered Voice: Lead Pastors are committed to giving CLT members a genuine voice, fostering an environment where diverse perspectives are heard and valued.

• Intentional Growth: Dedicated space must be intentionally created for individuals beyond the Lead Pastors to grow in their abilities and leadership capacity, embodying our commitment to Humble Growth and the Leadership Cultural Imperative of a Multiplier Mindset.

• Annual Review: CLT members are encouraged to serve for one-year terms, allowing them and the Lead Pastor the opportunity to review appointments.  

3. Qualifications for Church Life Team Members

Serving on the Church Life Team is a calling that requires a demonstrable commitment to Christ-like character and biblical principles. Candidates for the CLT are expected to exhibit the following qualifications, drawing guidance from biblical imperatives (e.g., Titus 1, 1 Timothy 3):

3.1. Character and Integrity (Blameless & Above Reproach)

• Integrity & Moral Character: Blameless and above reproach (Titus 1:6-7; 1 Timothy 3:2), demonstrating good behaviour, character, and morals (1 Timothy 3:2).

• Spiritual & Ethical Purity: Righteous (Just) and Holy in their spiritual and ethical conduct (Titus 1:8).

• Reputation: Possessing a good and honest reputation (1 Timothy 3:7).

• Temperance: Not given to excessive wine or other substances (1 Timothy 3:3). Not greedy for money (1 Timothy 3:3).

3.2. Temperament and Self-Control

• Patience & Gentleness: Patient and gentle, not a brawler (1 Timothy 3:3).

• Humility & Self-Regulation: Not self-willed or easily offended (Titus 1:7). Must be self-controlled in all things (Titus 1:8).

3.3. Family Relationships

• Marital Fidelity (if applicable): One partner in marriage of opposite gender (1 Timothy 3:2).

• Singleness (if applicable): Purity, patience and value in singleness (1 Corinthians 7:8, 1 Corinthians 7:32-35, 1 Thessalonians 4:3-5, 1 Peter 3:1-4, Philippians 4:8).

• Household Management: Demonstrating ability to rule their own household well (1 Timothy 3:4-5; Titus 1:6).

3.4. Faith and Biblical Adherence

• Steadfast Faith: Holding fast and faithful to the Word, steadfast and stable in their beliefs (Titus 1:9-11).

3.5. Ministry Ability & Maturity

• Aptitude for Teaching & Pastoring: Must have an ability to teach (not exclusive to preaching) and pastor God’s Word and ways (1 Timothy 3:2).

• Spiritual & Emotional Maturity: Spiritually and emotionally mature and experienced in their Christian walk (1 Timothy 3:6), avoiding immaturity.

4. Leadership Cultural Imperatives: Who Our Leaders Agree to Be

Beyond individual qualifications, every CLT member is called to embody our Leadership Cultural Imperatives. These principles guide who our leaders agree to be and how they serve, ensuring our leadership aligns perfectly with our Vision, Values and mission.

1. We lead with a multiplier mindset - Hebrews 10:24,

We champion the call, gifts and talents of others, even when it means we go unseen. 

2. We lead with authenticity, integrity and humility - 1 Peter 5:2-3

Discipleship is our life, leadership is our privilege. If any task is below us, then leadership is beyond us.

3. We’re connected and accountable -  Ecclesiastes 4:9-10

We build strong connections based on shared values, responsibilities, and care for each other.

4. We have courageous conversations - Ephesians 4:15, Proverbs 27:6

We have the right conversation, at the right time, with the right people, in the right tone. 

5. We honour all people - Matthew 7:12, James 3:9

We choose to treat all people as being in the image of their Creator. 

6. We prioritise God’s presence - 2 Corinthians 3:18

We prioritise seeking God’s transforming presence rather than our performance. Leading to motivate a movement of people, rather than propagating programs for people.

5. Restoration: A Path to Healing and Accountability

In alignment with our commitment to fulfil scripture, we not only maintain leadership standards but also implement restorative pathways of healing and accountability. We humbly recognise that no one is sinless. We emphatically state that confessions of sin are never to be used to isolate or shame individuals. However, we hold the influence and responsibility of leadership with utmost seriousness, believing that leaders are called to embody higher standards for the protection and flourishing of the church community.

When a leader falls short of these standards, for the protection of both the church and the individual involved, our unwavering commitment is to assist leaders toward repentance and restoration. If a leader is found to be in open rebellion to the ways and words of Jesus, or exhibits an unhealthy relationship, attitude, or habit that compromises their leadership, they may be asked to take time out from their leadership role. During this period, they will be fully supported through a compassionate and intentional restorative process, guided by biblical principles and genuine care.

Should a leader's behaviour be found to cause harm to another person, our safer places policies will guide our response. 

6. Governance Clarification

It is important to clarify the distinction between the Church Life Team and the overarching governance structures of our organisation. There is no legal obligation for the CLT to adhere to a certain number of meetings, or to keep formal minutes. This level of stringent governance is the responsibility of the church's Board and Executive leadership, ensuring their compliance with legal and charitable requirements. The CLT, by contrast, functions as a vital, operational leadership body focused on the spiritual and practical life of the local church within the framework of our Vision and Values.

Code of Conduct - Paid Staff and Ministerial

This Code of Conduct is part of Generocity Church's (“GC”) commitment to provide emotionally and physically safe environments, an expectation of our Child Protection Policy, and a commitment to providing appropriate duty of care, including health and safety considerations. This Code of Conduct outlines the requirements and expectations for all workers who hold spiritual guidance roles within Generocity Church.

This Code of Conduct aligns with and supports the Vision, Values, and Mission outlined in the DREAM document (available in the handbook). All workers must read and understand both the DREAM document and this Code of Conduct as part of their commitment to Generocity Church.

This Code of Conduct uses "shall" to denote legal, biblical, and/or moral imperatives that must be implemented, and "expected" to denote strongly recommended good practices.

1. Introduction & Scope

This Code of Conduct applies to all workers in Generocity Church, whether in a paid worker or volunteer worker position. Workers in these positions serve as representatives of Christ and Generocity Church, and therefore must maintain high standards of personal and professional conduct.

2. Vision and Values Commitment

Vision Alignment

Workers shall support and contribute to our vision of creating discipleship communities across Australia, where everyday people live in a restorative and transformative relationship with Jesus.

Values in Action

Workers shall demonstrate Generocity Church's values through their conduct:

• Personal Impact (1 Peter 4:11)
  Workers shall use their gifts, talents, and resources to positively impact others and glorify God in their role.

• Thankful Hope (1 Thessalonians 5:18)
  Workers shall maintain a positive, faith-filled attitude in their work and interactions, demonstrating resilience and hope in challenging situations.

• People Matter (Matthew 22:37-39)
  Workers shall treat all individuals with dignity, respect, and care, actively demonstrating Christ's love in their interactions.

• Purposeful Prayer (Colossians 4:2)
  Workers are expected to maintain an active prayer life and participate in corporate prayer activities, recognising prayer as fundamental to our ministry.

• Spirit Led (John 16:13)
  Workers shall remain sensitive to the Holy Spirit's guidance in decision-making and ministry activities, seeking God's wisdom in their role.

• Humble Growth (Ephesians 5:21)
  Workers shall maintain a teachable spirit, actively participate in personal development opportunities, and submit to appropriate authority and accountability structures.

3. Mission Support

Discipleship Focus

Workers shall support our mission of "Connecting our communities to Christ by building disciples of courageous influence" by:

• Know Jesus: Supporting and facilitating opportunities for people to come to know Christ

• Grow in Jesus: Encouraging and enabling spiritual growth in others

• Live like Jesus: Modelling Christ-like behaviour and discipleship

• Share Jesus: Actively participating in outreach and evangelism initiatives

Community Engagement

Workers are expected to:

• Participate in Life-Giving Sunday Gatherings

• Support and promote Connect Groups

• Engage in Prayer and Fasting initiatives

• Contribute to Community Partners and Projects

• Support GC Conference and youth camp activities

4. Leadership Expectations

Cultural Imperatives

Workers shall demonstrate the following leadership qualities (Hebrews 13:7):

1. Multiplier Mindset (Hebrews 10:24)
   Workers shall champion the call, gifts, and talents of others, even when it means going unseen.

2. Authenticity, Integrity and Humility (1 Peter 5:2-3)
   Workers shall recognise that discipleship is our life and leadership is our privilege.

3. Connected and Accountable (Ecclesiastes 4:9-10)
   Workers shall build strong connections based on shared values, responsibilities, and care for each other.

4. Courageous Conversations (Ephesians 4:15)
   Workers shall have the right conversation, at the right time, with the right people, in the right tone.

5. Honouring All People (James 3:9)
   Workers shall treat all people as being made in the image of their Creator.

6. Prioritising God's Presence (2 Corinthians 3:18)
   Workers shall prioritise seeking God's transforming presence rather than their performance.

Servant Leadership

Workers shall embrace servant leadership as modelled by Jesus (John 13:3-14), avoiding any misuse of authority or position of trust.

5. Professional Conduct

Behavioural Standards

Workers shall:

• Act in the best interests of those they serve

• Not be abusive in any way toward others (spiritually, emotionally, physically, or sexually)

• Avoid offensive language (including swear words, sexual connotations, racial, religious, or gender-related slurs)

• Exercise caution with potentially addictive behaviours and harmful substances

• Refrain from using illicit substances

• Maintain appropriate behavioural boundaries

• Act with sexual integrity

• Use electronic communications responsibly and wisely

• Report concerns of harm according to ACC Safer Church Guidelines

• Respect intellectual property rights

• Disclose any potential conflicts of interest

• Be open to correction and act with humility

Financial Integrity

Workers shall:

• Not seek personal financial gain from their role

• Not misuse church relationships for financial gain

• Steward property and finances with accountability and transparency

• Report any financial concerns promptly

Confidentiality

Workers shall maintain strict confidentiality except when:

• Disclosure is required by law

• There are harm or risk of harm notifications

• There are safety concerns for any person

• Information is already in the public domain

• Disclosure aligns with the church's privacy policy

6. Safety and Compliance

Environmental Stewardship

Workers shall:

• Be good stewards of the environment (Genesis 2:15)

• Minimise environmental impact through responsible practices

• Report environmental concerns or hazards

Safer Churches

Workers shall:

• Create and maintain safe, welcoming environments

• Report concerns, hazards, or incidents promptly

• Cooperate with safety-related investigations

Compliance Requirements

Workers shall:

• Uphold all relevant Federal, State or Territory legislation

• Implement and support all church policies and procedures

• Complete required training and certifications

• For Pastoral Staff: Have and maintain, or be actively working toward an ACC PMC/OMC, which includes signing and adhering to the ACC Ministerial Code of Conduct. Generocity Church maintains the right to respond to any breach of our own or ACC Ministerial Code of Conduct

• Seek clarity when legislation and/or guidelines are unclear

7. Team Ministry

Accountability

Workers are expected to:

• Be accountable to their team

• Protect each other's integrity

• Participate in team meetings and development opportunities

Development

Workers shall:

• Undertake required role-specific training

• Pursue ongoing spiritual and professional development

• Contribute to the development of others

Collaboration

Workers are expected to:

• Embrace Generocity Church's vision, values, and mission

• Work cooperatively with other team members

• Share resources and gifts appropriately

• Support other locations' initiatives and celebrations

Implementation of this Code of Conduct

Any breach of this code involving a criminal offence will lead to a report being made to the relevant authorities. Any breaches relating to the harm or risk of harm of a child or young person will be dealt with under our Child Protection Policy. At the sole discretion of Generocity Church and following fair process, a worker may be stood down,  suspended and/or employment terminated depending on the severity of a breach of this Code.

 

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▢ I acknowledge that I have read and understood both the DREAM document and this Code of Conduct. 010d The Dream - Vision, Values & Mission

▢ I have read and understood this Code of Conduct and commit to upholding these standards in my role with Generocity Church.

Worker’s Full Name: __________________________________________________

Worker’s Signature: __________________________________________________ Date: __________

This declaration and accompanying relevant documentation is to be permanently kept

 

Code of Conduct - Volunteer Worker

Codes of Conduct are a part of Generocity Church's (“GC”) commitment to provide emotionally and physically safe environments, an expectation of our Child Protection Policy, and a commitment to providing appropriate duty of care, including health and safety considerations. This Code of Conduct shows how Generocity Church is committed to creating safe environments for everyone. It outlines what we expect from our volunteers who serve in non-leadership roles at Generocity Church events and activities.

This Code of Conduct aligns with and supports the Vision, Values, and Mission outlined in the DREAM document (available in the handbook). All volunteers must read and understand this Code of Conduct as part of their commitment to Generocity Church.

In this document:

• "shall" means you must do this (it's required)

• "expected" means this is strongly encouraged as best practice

1. Introduction & Scope

This Code of Conduct applies to all volunteers of Generocity Church. Volunteers in these positions contribute to the church's mission and therefore must maintain appropriate standards of conduct. Note that Pastoral Staff are subject to additional requirements including maintaining Australian Christian Churches (ACC) credentials and adhering to the ACC Ministerial Code of Conduct.

2. Vision and Values Commitment

Vision Alignment

Volunteers are expected to respect and uphold Generocity Church's Vision, Values, and Mission as outlined in the DREAM document.

Values in Action

As a volunteer, you'll show these values through your actions:

• Personal Impact (1 Peter 4:11)
  Volunteers are expected to use their gifts and abilities to serve others effectively.

• Thankful Hope (1 Thessalonians 5:18)
  Volunteers are expected to maintain a positive attitude in their service.

• People Matter (Matthew 22:37-39)
  Volunteers shall treat all individuals with dignity, respect, and care.

• Purposeful Prayer (Colossians 4:2)
  Volunteers are expected to support the prayer life of the church.

• Spirit Led (John 16:13)
  Volunteers are expected to be open to guidance in their service.

• Humble Growth (Ephesians 5:21)
  Volunteers shall be open to feedback and willing to learn.

3. Service Commitment

Team Engagement

Volunteers are expected to:

• Participate in their assigned ministry areas with dedication

• Support their team members

• Follow reasonable directions from their team leader

• Attend required training sessions

• Communicate clearly about availability and responsibilities

Servant Heart

Volunteers shall:

• Serve with a willingness to help others (John 13:3-14)

• Undertake all aspects of their volunteer role with dedication

• Avoid any misuse of authority or position

• Acknowledge when they need help or additional training

4. Professional Conduct

Behavioural Standards

Volunteers shall:

• Act in the best interests of those they serve

• Choose language and behaviours that are encouraging and uplifting

• Avoid offensive language (including swear words, sexual connotations, racial, religious, or gender-related slurs)

• Not volunteer while under the influence of any illicit substance or alcohol

• Maintain appropriate behavioural boundaries

• Use electronic communications responsibly and wisely

• Report concerns according to ACC Safer Church Guidelines

• Respect intellectual property rights

• Disclose any potential conflicts of interest

• Be open to correction and act with humility

Financial Integrity

Volunteers shall:

• Not seek personal financial gain from their role

• Not misuse church relationships for financial gain

• Handle any church property or finances with care and honesty

• Report any financial concerns promptly

Confidentiality

Volunteers shall maintain strict confidentiality except when:

• Disclosure is required by law

• There are harm or risk of harm notifications

• There are safety concerns for any person

• Information is already in the public domain

• Disclosure aligns with the church's privacy policy

5. Safety and Compliance

Environmental Stewardship

Volunteers shall:

• Be good stewards of the environment (Genesis 2:15)

• Minimise environmental impact through responsible practices

• Report environmental concerns or hazards

Safer Churches

Volunteers shall:

• Help maintain safe, welcoming environments

• Report concerns, hazards, or incidents promptly

• Cooperate with safety-related investigations

Compliance Requirements

Volunteers shall:

• Uphold all relevant Federal, State or Territory legislation

• Follow church policies and procedures

• Complete required training

• Ask questions if you're unsure about anything

Conflict of Interest Policy

The purpose of this policy is to protect the integrity of Generocity Church's decision-making process, to enable our stakeholders to have confidence in our integrity, and to protect the integrity and reputation of our volunteers, staff, and leadership.

Scope

This policy applies to all Generocity Church personnel, including volunteers, staff, and leadership (elders/board members).

Policy

Generocity Church personnel have an obligation to act in the best interests of the church and avoid situations where their personal interests or relationships could interfere with their judgment or ability to make decisions objectively.

A conflict of interest can arise when an individual's personal, financial, or other interests or relationships could influence or appear to influence the performance of their duties and responsibilities with the church. This includes, but is not limited to:

• Having a financial interest in a transaction or arrangement that the church is considering.

• Accepting gifts, entertainment, or other favors from individuals or entities that do business or seek to do business with the church.

• Using the church's time, resources, equipment, or information for personal gain.

• Serving in a leadership or decision-making role for the church while also serving in a similar role for another organization that has competing interests.

• Hiring or supervising a family member or close personal friend.

All Generocity Church personnel are required to disclose any actual, potential, or perceived conflicts of interest to their supervisor or the church leadership team. Disclosed conflicts will be reviewed, and a determination will be made on how to manage the conflict, which may include:

• Removing the individual from the decision-making process.

• Requiring the individual to abstain from participating in discussions and votes on the matter.

• Requiring the individual to divest themselves of the conflicting interest.

• Terminating the individual's relationship with the church.

Generocity Church personnel who fail to disclose conflicts of interest or who do not cooperate in the management of disclosed conflicts may be subject to disciplinary action, up to and including termination of employment or volunteer service.

Responsibilities

• All Generocity Church personnel are responsible for being aware of this policy and for disclosing any actual, potential, or perceived conflicts of interest.

• Supervisors and church leadership are responsible for reviewing disclosed conflicts of interest and determining appropriate management strategies.

• The church leadership team is responsible for overseeing the implementation and enforcement of this policy.

 

Computer Usage Policy 2025

This policy establishes guidelines for the appropriate use of church-owned computers, devices, and network resources by all staff members and volunteers where applicable. This includes desktop computers located in church buildings, church-purchased laptops, tablets, and any other technology equipment owned by the church. This policy applies to all full-time, part-time, and volunteer staff who have access to church technology resources, whether used on church premises or taken off-site for approved ministry purposes.

Important Note: This policy covers church computer usage only. Minors (individuals under 18) are generally prohibited from using church computers and laptops except under specific, supervised circumstances as outlined in the Minor Usage section below.

Church computer equipment and network access are provided to support ministry activities and administrative functions. This includes desktop computers in offices, meeting rooms, and ministry spaces, as well as church-purchased laptops that may be assigned to staff for ministry use. All usage should align with our Christian values and the mission of the church. Staff members are expected to use technology resources responsibly, ethically, and in accordance with applicable laws, whether using equipment on church premises or off-site for approved ministry activities.

Minor Usage Restrictions

General prohibition 

Minors (individuals under 18 years of age) are prohibited from using church-owned computers, laptops, and network resources except under the limited circumstances outlined below.

permitted minor usage  

Minor usage of church technology is restricted to:

• Supervised educational activities during formal church programs (youth group, Sunday school, etc.) with direct adult supervision

• Presentation purposes where a minor is participating in a church service or program under staff supervision

• Emergency situations with explicit staff authorization and direct supervision

required guardrails for minor usage

When minor usage is permitted:

• Adult staff member must be present and actively supervising at all times

• Internet access must be filtered and monitored

• Usage must be limited to specific, pre-approved activities

• Parents/guardians must provide written consent for any regular computer usage

• All minor usage must be documented with supervising adult, date, time, and purpose

• Minor usage sessions should be kept to minimum necessary duration

• No private or unsupervised access to church computers or laptops

prohibited minor activities

       Minors are strictly prohibited from:

• Using church computers without direct adult supervision

• Accessing church-owned desktop/laptops independently

• Having login credentials or passwords for church systems

• Using church technology for personal activities or entertainment

• Taking church-owned portable devices off church premises

Staff Acceptable Use

Ministry and administrative activities  

• Church administration, record keeping, and financial management

• Communication with congregation members and ministry partners

• Planning and coordinating church events and programs

• Educational content creation and ministry resource development

• Professional development related to ministry responsibilities.

limited personal use   

• Brief personal email checks during breaks or lunch periods

• Occasional personal research that does not interfere with work duties

• Emergency family communications

• Personal banking or appointments during designated break times

Prohibited Activities

strictly forbidden

• Accessing, downloading, or distributing pornographic, sexually explicit, or inappropriate material

• Viewing or sharing content that promotes violence, hatred, discrimination, or illegal activities

• Gambling or participating in online gaming during work hours

• Downloading or installing unauthorised software, games, or applications

• Accessing social media for extended periods during work hours (brief checks acceptable during breaks)

• Using church resources for personal business ventures or commercial activities

• Sharing confidential church information, financial data, or personal member information

• Attempting to bypass network security measures or access restricted systems

child protection considerations 

• All staff must be aware that minors have very limited access to church technology

• Report any unauthorised minor usage immediately to church leadership

• Ensure appropriate supervision protocols are followed when minors are present in areas with computer access

• Maintain awareness of screen content when minors may be present in the vicinity

security violations  

• Accessing systems or files without proper authorisation

• Downloading files from suspicious or untrusted sources

• Opening email attachments from unknown senders

• Installing peer-to-peer file sharing software

• Attempting to hack, modify, or damage computer systems
  
  Internet and Email Guidelines
  
  professional communications

• Use professional language and tone in all church-related communications

• Include appropriate signatures with church contact information

• Respond to ministry-related emails in a timely manner

• Avoid forwarding chain letters, jokes, or non-essential content during work hours

    social media considerations 

• Remember that staff members represent the church in online interactions

• Maintain professional boundaries when interacting with congregation members online

• Avoid posting controversial content that could reflect poorly on the church

• Report any concerning online interactions involving church members

Data Protection and Privacy 

confidential information

• Protect all confidential church information, including financial records, personnel files, and member data

• Use secure methods when transmitting sensitive information

• Log out of systems when stepping away from computers

• Report any suspected data breaches immediately to church leadership

backup and storage 

• Save important work files to designated church network folders

• Avoid storing church files on personal devices or cloud services

• Regularly backup critical ministry materials according to church procedures

Software and Hardware Management 

Authorised Software

• Only install software that has been approved by church leadership or IT personnel

• Use licensed software appropriately and in compliance with license agreements

• Report any software malfunctions or security concerns promptly

Hardware Care and Equipment Management

• Handle all equipment with care and report damage immediately

• Keep workstations clean and free from food and beverages

• Shut down computers properly at the end of each work day

• Secure church-owned laptops when not in use, including proper storage and transport

• Church-purchased laptops remain church property and must be returned upon request or end of employment

• Notify church leadership before taking church-owned laptops or equipment off church premises

• Use appropriate protective cases and follow safe transport procedures for portable equipment

• Do not loan church equipment to family members or non-church personnel

• Ensure church-owned laptops are returned to designated secure locations when not assigned to specific staff

Monitoring and Enforcement

Monitoring Notice

The church reserves the right to monitor computer and internet usage on all church-owned equipment to ensure compliance with this policy and to protect church resources adhoc. This includes desktop computers in church buildings and church-purchased laptops regardless of location of use. Staff members should have no expectation of privacy when using church equipment or networks, whether on church premises or off-site. Church-owned laptops may be subject to remote monitoring and management software to ensure security and policy compliance. All minors will need a parent/guardian to be present for any/all of the following discipline steps. 

Progressive Discipline

Violations of this policy may result in:

1. Verbal warning and additional training

2. Written warning and temporary restriction of computer privileges

3. Suspension from duties

4. Termination of employment or volunteer position

Serious violations involving illegal activities, security breaches, or inappropriate content may result in immediate disciplinary action.

Reporting and Support

Technical Issues

• Report technical problems to designated IT support personnel

• Do not attempt to repair equipment without proper authorisation

• Document and report any suspected security incidents immediately

Policy Violations

• Report suspected policy violations to immediate supervisor or Senior Pastor

• All reports will be handled confidentially and investigated appropriately by the Safer Churches/WHS Person

• No retaliation will be tolerated against staff members who report violations in good faith

Training and Acknowledgment

All staff members will receive training on this policy and must sign an acknowledgment form indicating they understand and agree to comply with these guidelines. Regular refresher training may be provided as needed.

Policy Updates

This policy will be reviewed annually and updated as necessary to address new technologies, security concerns, or ministry needs. Staff will be notified of any policy changes and provided with updated training as required.

Contact Information

For questions about this policy or to report concerns, contact:

• Senior Pastor - Ps Caleb Dwyer

• Safer Churches/WHS - Ps Angela Mitchell 

• HR - Ps Tash Eagle 

• IT Support Personnel - Ps Nathan Keenan

Detailed Action Plan for High Risks

Overview

This form must be completed when a HIGH risk issue is identified. Complete one form for each high-risk issue.

Event Details

Event Name: ____________________________________________
Event Date: ____________________________________________
Event Location: ____________________________________________
Risk Manager: ____________________________________________

High-Risk Issue Details

Risk Category:
☐ Property     ☐ Financial     ☐ Operational     ☐ People     ☐ Reputational     ☐ Compliance

Hazard Identified (Insert specific hazard from the Risk Register): ___________________________________________________________________________________________________

Current Risk Rating: HIGH

Likelihood (Before Control): _________ (1-5)
Consequence (Before Control): _________ (1-5)

Detailed Description of the High-Risk Issue (Provide a comprehensive description of the risk, its potential impacts, and why it's considered high-risk):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

 

Proposed Solution

Elimination / Control Measure (Describe in detail the proposed solution or mitigation strategy. Reference the Hierarchy of Controls zz Hierarchy of Controls):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Expected Outcome (Describe how this solution is expected to reduce the risk level):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Resources Required

Financial Resources (List any financial resources needed to implement the solution):
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Human Resources (List personnel needed and their roles in implementing the solution):
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Material Resources (List any equipment, supplies, or other materials needed):
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Implementation Timeline

Start Date: _____/_____/__________
Completion Date: _____/_____/__________

Key Milestones:

1. ___________________________________________________________ Expected: _____/_____/__________

2. ___________________________________________________________ Expected: _____/_____/__________

3. ___________________________________________________________ Expected: _____/_____/__________

Risk Re-assessment

Likelihood (After Control): _________ (1-5)
Consequence (After Control): _________ (1-5)
New Risk Rating: ___________________________ (Low, Medium, High, Very High)

Monitoring and Review

Monitoring Process (Describe how the implementation and effectiveness of the solution will be monitored):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Review Schedule (Set dates for reviewing the effectiveness of the solution):
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Approval

Submitted by: ________________________________________________________________________
Role: ________________________________________________________________________
Date: _____/_____/__________

Approved by: ________________________________________________________________________
Role: ________________________________________________________________________
Date: _____/_____/__________

Signature: ________________________________________________________________________

Additional Notes

___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

 

Event Risk Assessment and Action Plan

Download The Assessment & Action Plan Template Here

Emergency Response Plan

Use this template to create a plan for your location.

[CAMPUS NAME]

[Address of the specific location]

In Case of Emergency:

1. Call 000 immediately

2. Provide the operator with:

• Street name and number

• Nearest cross streets/landmarks

• Nature of the emergency

• Your name and phone number

Evacuation Procedure:

1. Remain calm and follow instructions from emergency wardens

2. Exit the building using the nearest safe exit

3. Do not use elevators

4. Assist any persons with special needs

5. Proceed to the designated assembly point: [SPECIFY LOCATION]

6. Do not re-enter the building until authorised by emergency services

Emergency Contacts:

• Fire Warden: [NAME AND CONTACT]

• First Aid Officer: [NAME AND CONTACT]

• Local Lead Pastors: [NAME AND CONTACT]

Remember:

• Do not waste time collecting personal belongings

• Stay with your group at the assembly point

• Report any missing persons to the Fire Warden

Create an Emergency Evacuation Plan that includes

• Emergency Exits

• Assembly Point

• Fire Extinguisher Locations

Employee & Organisational Record Retention Policy

Employee & Organisational Record Retention Policy

Version 1.0 | Approved: March 2026 | Next Review: March 2027

1. Purpose

This policy sets out how Generocity Church stores, manages, and disposes of employee and organisational records in compliance with Australian law, including the Fair Work Act 2009, the Privacy Act 1988, ATO requirements, NSW employment legislation, and child safety obligations.

Proper record retention protects the church, its employees, and the people we serve — particularly children. It also ensures we can meet our legal obligations and respond to any audit, dispute, or investigation with confidence.

2. Scope

This policy applies to:

• All paid employees and pastoral staff

• Contractors and volunteers in roles with ongoing obligations (e.g. child-facing roles)

• All campuses and ministry arms of Generocity Church, including Generocity Kids and The Horizon Project

It applies to records held in any format — paper, digital, or cloud-based (including Xero, Google Workspace, Basecamp, and any church management systems).

3. Retention Schedule

The table below sets out minimum retention periods for key record categories. Where multiple obligations apply, retain records for the longest applicable period.

4. Responsibilities

CHURCH LEADERSHIP / SENIOR PASTOR

• Approves this policy and any significant changes

• Ensures the organisation has adequate systems to meet these obligations

CHURCH ADMINISTRATOR / OPERATIONS

• Maintains the master record register in GC Admin File > Employee File on drive

• Oversees secure storage and disposal of records

• Coordinates annual review of this policy

CAMPUS PASTORS

• Ensure campus-level records are captured and stored appropriately

• Report to church administration when records are due for review or destruction

ALL STAFF

• Handle records in accordance with this policy

• Do not destroy records without authorisation

• Notify church administration if a dispute arises that may affect records

5. Storage & Security

All employee records must be stored securely and only accessed by authorised personnel. This includes:

• Digital records: password-protected, stored in approved systems (e.g. Google Workspace with appropriate sharing restrictions)

• Physical records: stored in locked cabinets, accessible only by the church administrator and senior leadership

• Cloud-based payroll/accounting (e.g. Xero): ensure accounts remain active and records are exportable before downgrading or cancelling subscriptions

Records must not be stored on personal devices unless secured and backed up to the organisation's systems.

6. Record Destruction

When records have met their minimum retention period and are no longer required, they must be disposed of securely:

• Paper records: shred or use a certified document destruction service

• Digital records: permanently deleted (including from cloud backups where practicable) but listed on the Record Destruction Section of the policy

• USB / physical media: physically destroy or use certified e-waste disposal

Records must NOT be destroyed if:

• A dispute, complaint, or legal claim is pending or reasonably anticipated

• An audit or investigation has been notified

• The record relates to a child safety matter (retain indefinitely)

RECORD OF DESTRUCTION

All record destruction will be kept in a separate register as looks like this for example:

7. Privacy

All records containing personal information must be handled in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs). This includes:

• Collecting only the information necessary for employment and ministry purposes

• Ensuring employees can access records about themselves on request

• Not disclosing personal information to third parties without consent, except where required by law

8. Policy Review

This policy will be reviewed annually, or earlier if there are changes to relevant legislation. The church administrator is responsible for initiating the review.

Authorised by

Name: Ps Tash Eagle 

Role:   HR Executive Pastor 

Date:  25th March 2026

Firefighting Equipment Guidelines

Fire safety is a critical aspect of church management. This guide outlines the types of firefighting equipment commonly found in our churches, their proper use, and maintenance requirements. It is essential that all staff and volunteers familiarise themselves with this information to ensure the safety of all church occupants in the event of a fire.

Types of Fire-Fighting Equipment

In churches, the most common types of fire-fighting equipment are:

1. Portable fire extinguishers

2. Fixed hose reels

3. Fire hoses and hydrants

4. Sprinkler systems

5. Fire blankets

1. Portable Fire Extinguishers

Portable fire extinguishers are the most versatile and commonly used firefighting equipment. Different types of extinguishers are designed for different types of fires.

Important Notes:

• Water and Foam extinguishers are dangerous if used on electrical fires.

• Carbon Dioxide extinguishers are not specially suitable outdoors.

• Vaporising Liquid extinguishers containing BCF or Halon are no longer permitted. Contact the supplier for proper disposal.

2. Fixed Hose Reels

• Wall-mounted in accessible locations or in a cabinet

• Connected to a constant water supply

• Suitable for fires involving ordinary combustibles (wood, paper, rubbish, textiles)

• Must NOT be used on live electrical equipment

3. Fire Hoses and Hydrants

• For use only by the fire authority or a qualified fire-fighting team

• Unqualified people must not use them

4. Sprinkler Systems

• Designed to detect, control, and/or extinguish fires

• Sprinkler heads are activated by heat

• Automatically alert the fire authority when activated

• Require a maintenance contract and regular testing

5. Fire Blankets

• Suitable for small fires in pans, trays, etc.

• Ideal for use in kitchens for fat fires

• Can be used to suppress flames on a person whose clothing has caught fire

• Work by depriving the fire of oxygen

Maintenance and Testing

• All firefighting equipment must be regularly checked and maintained.

• It is recommended to outsource maintenance to professionals to ensure equipment is in good working order.

• Keep detailed records of all maintenance activities.

• Check local regulations for specific maintenance requirements, as they may vary by state/territory.

Training and Familiarisation

• All employees and voluntary workers should familiarise themselves with the location and proper use of fire extinguishers.

• Consider providing basic training for staff and volunteers, potentially through the local fire authority.

• Identify any congregation members with fire warden training who can assist the church with their expertise.

Emergency Procedures

In the event of a fire:

1. Ensuring people's safety is the first priority.

2. Only attempt to extinguish a fire if it is safe to do so and you are trained in the use of firefighting equipment.

3. Follow the church's established evacuation procedures.

4. Call emergency services (000) immediately.

Additional Considerations

• Ensure clear signage indicating the location of firefighting equipment.

• Keep areas around fire fighting equipment clear and easily accessible.

• Include fire safety information in new staff and volunteer inductions.

• Conduct regular fire drills to ensure all occupants are familiar with evacuation procedures.

First Aid Guidance

First Aid is the emergency care of injured or sick persons. It aims to:

• Preserve life

• Promote recovery

• Prevent the injury or illness from becoming worse

First Aid Kits

Requirements

• Risk Assessment: NSW Work Health and Safety (WHS) regulations require that a risk assessment be conducted to determine the necessary contents and number of first aid kits. The assessment should consider the nature of the work, the size of the workforce, and the proximity to medical services.

• Specific NSW Requirements: As per the NSW WHS Regulation 2017, workplaces must comply with specific requirements for first aid. This includes the provision of appropriate first aid kits based on the risk assessment, which may include items like emergency asthma inhalers or EpiPens, depending on the identified risks.

• Location of Kits: First aid kits must be placed in accessible locations, clearly signposted, and easily accessible to all workers. In larger workplaces or multi-level buildings, multiple kits may be required to ensure timely access.

Maintenance

• Preferred Maintenance Method: To ensure compliance with WHS regulations and maintain the safety of all personnel, it is strongly recommended to utilize a professional service, such as that provided by St John, for the regular inspection, cleaning, and replenishment of first aid kits. This service includes:

• Individual inspection of kit contents for integrity and expiry dates.

• Replacement of missing, used, or damaged items to meet WHS Regulation requirements.

• Re-stocking of kits based on an agreed schedule aligned with your workplace risk assessments.

• Compliance tagging and signing off of each kit.

• Inspection and maintenance of specialised equipment, such as Automatic External Defibrillators (AEDs) and Emergency Oxygen, to ensure they are operation-ready.

• Updates on any legislative changes relevant to your workplace.

Contact St John for First Aid Kit Maintenance and Restocking:

• Phone: 1800 785 646

• Website: www.stjohnnsw.com.au

• Email for E-Stock Requests: restock@stjohnnsw.com.au

• Customer Service Inquiries: customer.service@stjohnnsw.com.au

St John provides professional and compliant first aid services, ensuring that your workplace remains safe and adheres to all relevant WHS regulations. Consider scheduling regular maintenance visits or placing web orders as needed.

• Regular Inspections: Even if using a professional service, first aid kits should still be checked regularly, at least every 12 months, or after any use. This ensures that all items are present and in good condition.

• Record Keeping: A detailed logbook must be maintained to record all first aid treatments provided. The log should include the date, time, details of the incident, and treatment administered. This log should be kept secure and confidential.

• Responsible Person: A designated responsible person should be appointed to oversee the professional maintenance of the first aid kits. Their name and photograph, along with the trained first aider's information, should be displayed on the front of the first aid cabinet.

Contents

• Basic First Aid Kit: Based on the risk assessment, a Basic First Aid Kit should be provided in workplaces with 25-50 employees or for smaller congregational settings. The kit should include items as per NSW guidelines.

• Occupational First Aid Kit: Workplaces with more than 50 employees, or higher-risk environments, require an Occupational First Aid Kit. The contents of this kit should meet or exceed the requirements set by NSW regulations.

• Analgesics: Analgesics should not be included in the first aid kit. However, they may be kept by a responsible person and made available provided their use is noted and explained.

• Resuscitation Masks: Persons using an approved resuscitation face mask must have received recent training in its use to ensure proper application during emergencies.

Additional Notes

• The contents of the first aid kits should be compliant with the requirements of the NSW WorkCover Authority. It is advisable to check with the local WorkCover Authority for any updates or specific state-based requirements.

First Aid Rooms and Facilities

Requirements for First Aid Rooms

• According to NSW WHS regulations, workplaces with a significant number of employees or those engaged in high-risk activities may require a dedicated first aid room. This room should be equipped with necessary supplies and should meet the criteria set out by NSW regulations.

• Checklist for First Aid Room:

• A sink with hot and cold water

• First aid treatment table or bed

• Hygienic hand-washing facilities

• Appropriate lighting and ventilation

• First aid kit that meets the workplace's risk assessment requirements

• A phone or communication device for emergencies

• A logbook for recording treatments

Training

Accredited Training

• All designated first aiders must hold a current first aid certificate from a nationally recognized training provider. NSW regulations require that this training be updated regularly—every three years for first aid, with CPR skills refreshed annually.

Emergency Procedures

• First aiders must be familiar with the workplace’s emergency procedures, including evacuation routes, emergency contacts, and specific protocols related to the nature of the workplace or event.

WHS Consultation

• Workers should be consulted about the provision of first aid in the workplace as required by NSW WHS regulations. This consultation process should be documented and reviewed regularly.

Signage and Communication

• Signage: Clear and compliant signage must be used to indicate the location of first aid kits and rooms. Signage should meet the standards set by NSW WHS regulations.

• First Aid Information: First aid information, including emergency numbers, the location of kits, and the identities of trained first aiders, should be displayed prominently throughout the workplace or venue.

Additional Considerations

Automated External Defibrillator (AED)

• Consider the provision of an Automated External Defibrillator (AED), especially in high-traffic or high-risk environments. NSW regulations support the availability of AEDs in workplaces, particularly where there is a significant risk of cardiac arrest.

Other Recommendations

1. Supply at least one Basic First Aid Kit: Ensure a Basic First Aid Kit is available, especially in small workplaces or congregational settings.

2. Trained First Aider at Services: A trained first aider should be present at all services.

3. Trained First Aider at Large Functions: Ensure that a trained first aider is available at large church functions or events.

4. Regular Review and Update: The first aid plan, including kits, training, and procedures, should be reviewed regularly to ensure compliance with current NSW regulations and workplace needs.

Legal Note

The contents of this document are provided as a guide only. It does not represent a definitive list or legal view. You are advised to seek your own professional advice on all aspects pertaining to this document and related matters. Regular updates should be made in accordance with any changes to NSW regulations.

Focused Risk Management Plan

Focused Risk Management Plan

This focused risk management plan is to be completed when there are High or Medium risks involved with the event.

Event Details

Event Name: ________________________
Event Date: ________________________
Risk Manager: ________________________

High and Medium Risk Summary

Total Number of High Risks: ______
Total Number of Medium Risks: ______

Detailed Action Plans for High Risks

For any HIGH RISKS complete a Detailed Action Plan for each and attach here.

Consolidated Action Plan for Medium Risks

Provide an overview of actions to address all MEDIUM risks
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Ongoing Monitoring Process

Frequency of Risk Reassessment: ________________________

Method of Monitoring:
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Responsible Person for Monitoring: ________________________

Escalation Procedure

In case risks increase or new high risks emerge:

1.  

   ---

    

2.  

   ---

    

3.  

   ---

    

Post-Event Review

Date for Post-Event Risk Review: _____/_____/____________

Key Areas to Evaluate:

1.  

   ---

    

2.  

   ---

    

3.  

   ---

    

Approval

Prepared by: ________________________________________________
Role: ________________________________________________
Date: _____/_____/____________

Approved by: ________________________________________________
Role: ________________________________________________
Date: _____/_____/____________

Signature: ________________________________________________

Additional Notes

___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

Hazard Identification List

A hazard is a source of danger that could result in an accident if undue care is not exercised. This Hazard Identification List is a crucial tool for maintaining a safe environment in our church. By identifying potential hazards, we can take proactive steps to eliminate or control them, thereby preventing accidents and injuries to our staff, volunteers, and congregation members.

Importance of Completing This List

1. Safety: Identifying hazards is the first step in ensuring the safety of everyone who uses our church facilities.

2. Legal Compliance: It helps us meet our obligations under Occupational Health & Safety legislation.

3. Risk Management: By addressing hazards, we can reduce the risk of accidents and potential liability.

4. Stewardship: Proper hazard management demonstrates good stewardship of our church resources.

Tips for Completing the Hazard Identification List

1. Walk-through Inspection: Conduct a thorough walk-through of all church premises, including buildings, grounds, and equipment.

2. Fresh Perspective: Involve someone who is not familiar with the property, as a fresh pair of eyes will often see things that have been overlooked by people familiar with the site.

3. Consult Others: Involve other people who know the site well, including staff and regular volunteers.

4. Consider All Hazard Types: Look for physical, chemical, biological, ergonomic, and psychosocial hazards.

5. Think Broadly: Consider hazards in church grounds, including risks from trees, open drains, creeks, or waterways.

6. Use the Hierarchy of Controls: When identifying control measures, consider the hierarchy: Elimination, Substitution, Engineering Controls, Administrative Controls, and Personal Protective Equipment.

7. Be Specific: When describing hazards and control measures, be as specific as possible to ensure clear understanding and effective action.

8. Prioritise: Assign a priority level to each hazard based on its potential risk and the likelihood of occurrence.

9. Assign Responsibility: Clearly indicate who is responsible for implementing each control measure.

10. Set Deadlines: Establish realistic completion dates for addressing each hazard.

11. Regular Review: This list should be reviewed and updated regularly, at least annually or when significant changes occur in the church's operations or environment.

Hazard Identification Questions

When identifying hazards, ask yourself and others these questions. If the answer is yes to any one, then a hazard exists and requires assessing and controls put in place before starting work or activity:

1. Can you be struck or contacted by anything while doing this step of the task or activity so as to cause injury?

2. Can you strike against anything or make injurious contact with anything?

3. Can you be caught in or between anything?

4. Can you strain or overexert yourself?

5. Can you slip or trip or fall on anything or in any way?

6. Can you be exposed to any injurious conditions such as gas, heat, electricity etc.?

7. Can you injure another person?

8. Can any damage to equipment occur?

9. Can any pollution to the environment occur?

Remember, the goal is to create a comprehensive list that will help us maintain a safe environment for all who use our church facilities. Your diligence in completing this list contributes significantly to our overall safety management efforts.

Instructions for Completing Each Column

Campus Name:______________________________

Hazardous Substances Inventory

Instructions for Completing This Inventory:

1. Identify all substances used or stored on church premises, including cleaning products, office supplies, gardening chemicals, and any other potentially hazardous materials.

2. For each substance, obtain a Material Safety Data Sheet (MSDS) from the manufacturer or supplier.

3. Determine whether each substance is classified as hazardous based on the information in the MSDS.

4. Ensure that MSDSs are posted or readily accessible at the point of use for all hazardous substances.

5. Review and update this inventory at least annually or whenever new substances are introduced to the workplace.

6. Ensure that all staff and volunteers who may come into contact with these substances are aware of this inventory and have access to the MSDSs.

7. Store all hazardous substances securely, out of reach of children and unauthorized persons.

8. Provide appropriate personal protective equipment (PPE) for handling hazardous substances as indicated in the MSDSs.

9. Train relevant staff and volunteers on the proper handling, use, and storage of hazardous substances.

10. Maintain a central file of all MSDSs in addition to those posted at points of use.

Remember, proper management of hazardous substances is crucial for maintaining a safe environment for all church staff, volunteers, and visitors. If you have any questions about completing this inventory or managing hazardous substances, please consult with your local Occupational Health and Safety authority.

 

Campus Name:______________________________

Signed OH&S Co-ordinator: ______________________________

Signed Employee/Voluntary Worker Representative: ______________________________

Document Dated (dd/mm/yyyy): ____/____/________

Next Review Date (dd/mm/yyyy): ____/____/________

Health And Safety Rules

1. No Smoking:
   Smoking is strictly prohibited in all church buildings and work areas. Designated smoking areas should be clearly marked and positioned away from entrances, exits, and high-traffic zones.

2. No Alcohol or Non-Prescription Drugs:
   The use of alcohol or non-prescription drugs in the workplace is forbidden. Prescription medications must be used as directed by a healthcare professional.

3. Observe All WHS Regulations:
   All staff, volunteers, and contractors must know and comply with Workplace Health and Safety (WHS) regulations, including the use of personal protective equipment (PPE) and adherence to safe work practices.

4. Emergency Response and Evacuation:
   Be familiar with and follow the emergency response procedures, including fire evacuation plans, the location of emergency exits, and assembly points. Participation in regular emergency drills is mandatory.

5. Work at Heights:
   Any work conducted at heights must be approved by the WHS Coordinator. Fall prevention systems, such as harnesses or guardrails, must be used, and only trained personnel should carry out such tasks.

6. Qualified Personnel Only:
   Do not perform tasks for which you are not trained or qualified. This includes electrical work, plumbing, and other specialised maintenance tasks that require specific certifications.

7. Personal Responsibility for Safety:
   Every individual is responsible for their own safety and the safety of others. Do not engage in actions that could endanger yourself or others, and always follow safety guidelines.

8. Hazard and Incident Reporting:
   Report any hazards, unsafe conditions, near misses, or incidents immediately to the WHS Coordinator. Timely reporting can prevent accidents and injuries. Incident reports should be submitted within 24 hours.

9. Maintain Clean Workspaces:
   Work areas must be kept clean and free from clutter. A tidy environment reduces the risk of accidents and promotes a safe and efficient workplace.

10. Safe Manual Handling:
    When lifting or moving heavy items, assess the load and seek assistance or use mechanical aids if necessary. Do not attempt to lift beyond your capacity.

11. Use of Tools and Equipment:
    Ensure that all tools and equipment are used according to the manufacturer's instructions and WHS guidelines. Damaged or defective equipment should be reported and taken out of service immediately.

12. First Aid:
    Be aware of the location of first aid kits and defibrillators. Only trained personnel should administer first aid, and all incidents requiring first aid must be reported to the WHS Coordinator.

13. Visitor Safety:
    All visitors to the site must be briefed on relevant safety protocols and accompanied by a staff member. Ensure that visitors sign in and out of the premises.

14. Infection Control:
    Follow all infection control procedures, including regular hand washing, the use of PPE when necessary, and adherence to any posted hygiene protocols in workspaces and common areas.

15. Electrical Safety:
    Only qualified personnel are permitted to perform electrical work. All electrical equipment must be regularly inspected and maintained. Report any electrical hazards immediately.

 

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Signed

WHS Coordinator: ____________________________________

Document Dated: ____/____/________

Hierarchy of Controls

The Hierarchy of Controls is a system used in workplace health and safety to minimise or eliminate exposure to hazards. It is a fundamental principle in most states' Occupational Health & Safety legislation and guides the priority of control measures to address identified hazards.

When looking at problems identified on church properties, the hierarchy of controls should be considered to decide on control measures to be implemented. Options 1, 2, and 3 represent the best methods of addressing problems identified, as they require some physical change to the property, equipment being used, or the manner in which the task is being carried out. Using one of these approaches will usually be effective. Options 4 and 5 are the least effective, as they rely heavily on the person performing the task and are therefore not foolproof.

Table of Controls

When implementing control measures, always start at the top of the hierarchy (Elimination) and work your way down. Only use a lower-level control when it is not reasonably practicable to implement a higher-level control.

Remember, the goal is to create the safest possible environment for all who use your church facilities. Your diligence in applying the Hierarchy of Controls contributes significantly to your overall safety management efforts.

 

Hot Work Permit

Permit No: _________________________________________

A. Proposal

To be completed by the person responsible for carrying out the work.

Location of work: _____________________________________________________

Nature of work: _______________________________________________________

I have examined the above location and the precautions listed on the Hot Work Permit Checklist have been completed. I understand the precautions to be taken.

Signed: _____________________________________ Date: _____/____/________ Time: _______

Name (Print): ______________________________ Position: __________________________________

Company: __________________________________

B. Agreement

To be completed by the church official responsible for overseeing the work.

This Hot Work Permit is issued subject to the following conditions:

Time of issue: _______ Time of expiry: _______

A final check of the work area shall be made not before: _______

Additional conditions required: __________________________________________________________

Signed: _____________________________________ Date: _____/____/________ 

Name (Print): ______________________________ Position: __________________________________

C. Fire Watch

To be completed by the worker or contractor responsible for the work before returning this permit to the issuer.

The work area and all adjacent areas to which sparks and heat might have spread have been inspected and found to be free of fire following completion of work.

Time inspection completed: _______ (at least 1 hour after work was completed)

Signed: _____________________________________ Date: _____/____/________ 

Name (Print): ______________________________ Position: __________________________________

Company: __________________________________

Hot Work Permit Checklist

Fire Protection (tick appropriate boxes)

☐ Fire extinguisher suitable for the type of possible fire is available and operable
☐ Fire hose is available and operable (where applicable)
☐ Sprinklers are in service (where applicable)

Precautions within 10 metres of work

☐ Flammable liquids, dust, lint, and oily deposits removed
☐ Explosive atmosphere in area eliminated
☐ Floors swept clean
☐ Combustible floors wet down, covered with damp sand or fire-resistant sheets
☐ Remove other combustibles where possible. Otherwise, protect with fire-resistant tarpaulins or metal shields
☐ All wall and floor openings covered
☐ Fire-resistant tarpaulins suspended beneath work

Work on walls or ceilings

☐ Construction is non-combustible and without combustible covering or insulation
☐ Combustibles on the other side of walls moved away

Work on enclosed equipment

☐ Enclosed equipment cleaned of all combustibles
☐ Containers purged of flammable liquids/vapours

Fire watch/hot work area monitoring

☐ Fire watch will be provided during and for at least 30 minutes after work, including any coffee or lunch breaks
☐ Fire watch is supplied with suitable extinguishers
☐ Fire watch is trained in the use of this equipment and in sounding the alarm
☐ Fire watch may be required for adjoining areas, above, and below
☐ Monitor hot work area for 4 hours after job is completed

Other precautions taken

☐ ___________________________________________ ☐ ___________________________________________

Remember: If you cannot comply with these precautions, do not proceed with the Hot Work.

 

Housekeeping Checklist (Fillable PDF)

Download the Checklist Here

Incident and Feedback Report Form

If you or anyone you know is in immediate danger, please call 000 for assistance.
For immediate personal support, please call Lifeline: 13 11 14.

Thank you for taking the time to reach out. Your decision to share your experience—whether it’s a WHS Incident/Hazard, a Safer Churches Concern, or General Feedback—is vital in helping us maintain a safe, respectful, and supportive environment for everyone within our church community. Please know that the details you provide will be handled with the utmost confidentiality and care, respecting privacy at all times.

Every submission is taken seriously. Our dedicated team will review your report or feedback thoroughly. Depending on the nature of your submission, it will be directed to the appropriate team or person (such as the Safer Churches Officer, WHS Officer, relevant Department Leader, Campus Lead Pastor, Executive Team, or the GC Board) to ensure it is investigated and addressed in line with our church’s policies and values. We are committed to resolving concerns promptly, and we also love sharing positive feedback with our teams as we nurture a culture of care and celebration.

By submitting this form, you are playing an important role in upholding the safety, integrity, and well-being of our community. We truly appreciate your trust and cooperation.

• To submit this report online (preferred): Visit https://incident.generocitychurch.com.au or scan this QR code: (Insert QR Code here on paper form)

• To upload a completed paper form: Visit https://incident.generocitychurch.com.au/incidentupload

• To talk to someone directly or have someone call you: Please leave a message at 1300 240 831.

Please Note: Generocity Church will fulfil all reporting obligations according to National and State legislation, including mandatory reports to the Department of Communities and Justice, police, or other government statutory authorities. It is an offence to provide false or misleading information.

Understanding Report Categories

To help us direct your report effectively, please select the category that best describes your submission:

• WHS Incident / Hazard: Choose this for matters related to physical safety incidents, injuries, accidents, near-misses, or potential hazards involving Generocity Church activities, property, equipment, or environment. (Examples: Slips/trips/falls, equipment malfunction risk, unsafe conditions, activity injury).

• Safer Churches Concern: Choose this if your report concerns the safety, welfare, or protection of a child, young person, or vulnerable adult. This includes concerns about behaviour (by any person), neglect, potential breaches of our Child Protection Policy or Code of Conduct. Remember to call 000 first if anyone is in immediate danger.

• General Feedback: Choose this for providing compliments, suggestions for improvement, or raising concerns/complaints about church services, processes, ministries, non-safety related conduct, or other general church matters.

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Section 1: Report Type Selection

1.1 What type of report are you making? (Please circle ONE and complete the sections indicated)

• (A) WHS Incident / Hazard -> Complete Sections 2, 3, 6, 7, 8

• (B) Safer Churches Concern -> Complete Sections 2, 4, 6, 7, 8

• (C) General Feedback - > Complete Sections 2, 5, 6, 7, 8

Section 2: General Details (Complete for ALL Report Types)

2.1 Date and Time of Incident / Observation / Feedback Relevance:
Date: ___________________________
Time: ___________________________ (Approximate if needed)

2.2 Location:
(Specific campus, area, ministry, online platform, etc.) ___________________________________________________________________________________________________

2.3 Names & Roles of Individuals Involved / Witnesses:
(List all known people - victim, witness, subject of report, staff, volunteer, member, etc.  
Name: __________________________________________________ Role: ___________________________ 
Name: __________________________________________________ Role: ___________________________ 
Name: __________________________________________________ Role: ___________________________

(use space below to include any other relevant individuals or witnesses)

Section 3: WHS Incident / Hazard Details (Only complete if you selected A in Section 1)

3.1 Detailed Description: (Describe what happened or the hazard observed. Focus on facts: sequence, conditions, actions, objects involved.)

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3.2 Was there any injury involved? (Circle) Yes / No
If Yes, describe injury & medical assistance provided: _____________________________________________

3.3 Was there any Property Damage? (Circle) Yes / No
If Yes, describe damage & if reported to maintenance/security: _____________________________________________

3.4 Were safety protocols followed? (Circle) Yes / No / Unsure / Not Applicable
If No, please explain why not: _____________________________________________

3.5 For Hazards: Is the hazard still present? (Circle) Yes / No / Unsure

3.6 For Hazards: Mitigation Measures Taken?
(Describe any steps taken already) ______________________________________________________________
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 4: Safer Churches Concern Details (Only complete if you selected B in Section 1)

Reminder: If anyone is in immediate danger, call 000 first.

4.1 Name(s) of Child(ren)/Young Person(s)/Vulnerable Adult(s) of Concern:
(If known) ___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

4.2 Name(s) & Role(s) of Person(s) whose behaviour caused concern:
(If applicable/known) _____________________________________________

4.3 Detailed Description:
(Describe the concern, behaviour, disclosure. Be factual: what did you see/hear? Who said what? When? Where? Who else was present?)

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4.4 Is the child/young person/vulnerable adult safe now? (Circle) Yes / No / Unsure *  
If No/Unsure, describe current safety status/concerns: _______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

4.5 Reported to Police or Child Protection Services? (Circle) Yes / No *  
If Yes, provide details (Agency, date, ref#): ______________________________________________________
___________________________________________________________________________________________________

4.6 Immediate Actions Taken?
(Describe any steps you/others took regarding this concern) ___________________________________________________________________________________________________
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

4.7 Previous Concerns?
(Are you aware of prior related concerns involving these individuals?) ___________________________________________________________________________________________________
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 5: General Feedback Details (Only complete if you selected C in Section 1)

5.1 Nature of Feedback: (Circle ONE)

• Compliment / Positive Feedback

• Suggestion for Improvement

• Concern / Complaint

• Other (Specify: _____________________)

5.2 Detailed Description: (Provide details about your feedback/compliment/suggestion/concern)

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5.3 Desired Outcome (Optional):
(What would you ideally like to see happen?)
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5.4 Who should review this feedback? (Please circle ONE)

• Campus Lead Pastor (This is the standard process for local feedback)  

• Executive Leadership (Senior Pastor, Executive Pastor, Business Manager, Board Representative) (Select this if you prefer the Campus Lead Pastor not be the primary reviewer)

Section 6: Follow-Up & Notification (Complete for ALL Report Types)

6.1 Immediate Follow-Up Actions Taken:
(Describe any other steps taken immediately after the incident/observation, if not covered in Sections 3, 4 or 5)
___________________________________________________________________________________________________
___________________________________________________________________________________________________
___________________________________________________________________________________________________

6.2 Who else was notified about this incident/concern/feedback? (If anyone) ___________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 7: Attachments (Complete for ALL Report Types)

7.1 Supporting Documents/Images:
(Please list or describe any items you are attaching separately) _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Section 8: Reporter Information (Your Details)

Providing your details is helpful for follow-up but optional if you wish to remain anonymous (unless legally required for mandatory reporting, e.g., for Safer Churches concerns reported by staff/volunteers). Information is kept confidential as per our privacy policy and legal obligations.

8.1 Your Full Name:
___________________________________________________________________________________________________

8.2 Your Role/Position:
(e.g., Member, Volunteer, Staff, Visitor)
___________________________________________________________________________________________________

8.3 Contact Information:
Email: ___________________________
Phone: ___________________________

8.4 May we contact you about this report? (Circle) Yes / No

8.5 If Yes, preferred method? (Circle) Email / Phone

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Section 9: Submission Instructions

Please submit the completed form via one of these methods:

• Email: info@generocitychurch.com (Scan or photograph all pages)

• Secure Upload: https://incident.generocitychurch.com.au/incidentupload

• In Person: Deliver to the Church Office / Designated Officer (Specify Role/Location if applicable, e.g., Hand to Campus Administrator)

What Happens Next: Your report will be reviewed by the appropriate team members (Safer Churches Officer, WHS Officer, Executive/Pastoral staff). You may be contacted for further details if you provided contact information and permission, or if required by law. Appropriate investigation, resolution, and follow-up actions will be taken in line with church policy and legal requirements.

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Thank you for taking the time to submit an incident report. Your input is crucial in helping us maintain a safe and supportive environment at Generocity Church.

Induction Checklist for New Employees/Voluntary Workers

Induction Checklist for New Employees/Voluntary Workers

Name of Employee/Volunteer: ______________________________
Position: ______________________________
Date of Induction: ____/____/____

Please tick when completed:

Introduction to staff and key personnel

Tour of facilities and explanation of access procedures

Explanation of role and responsibilities

Review of Generocity Church's Child Protection Policy

Completion of Safer Places training

Review of Code of Conduct

Explanation of reporting procedures for incidents or concerns

Information on emergency procedures and evacuation plans

Location of first aid facilities

Completion of necessary paperwork (e.g., tax forms, volunteer agreements)

Explanation of Generocity Church’s mission and values

Overview of programs and ministries

Information on training opportunities

Explanation of supervision and support available

I confirm that I have received and understood the above induction information:

Signature of Employee/Volunteer: ______________________________
Date: ____/____/____

Induction conducted by: ______________________________
Signature: ______________________________
Date: ____/____/____

 

Job Safety Analysis / Safe Work Procedure Development

This form is used to systematically break down a job into its component steps, identify potential hazards associated with each step, and develop safe procedures to eliminate or control these hazards. Completing this form helps ensure the safety of workers and volunteers by thoroughly analyzing tasks before they are performed.

When to Use This Form

Use this form:

• Before starting a new job or task

• When procedures for an existing job change

• After an accident or near-miss incident

• Periodically to review and improve safety procedures

Instructions for Completing the Form

1. Observe the job being performed.

2. Break the job down into a sequence of basic steps.

3. Identify potential hazards associated with each step.

4. Develop recommended safe procedures for each hazard.

5. Review the analysis with workers who perform the job.

Use one sheet for each job analysed.

Task: ______________________________________ Prepared by: ______________________________

Participants: ______________________________ Reviewed by: ______________________________

Date (dd/mm/yyyy): ____/____/____

List any Personal Protective Equipment required:

Remember:

• Be as specific as possible when describing job steps, hazards, and safe procedures.

• Involve workers who actually perform the job in the analysis process.

• Review and update this analysis periodically or when job procedures change.

• Use this completed form to train workers on safe job procedures.

Liability Release Form - Youth Activities

Liability Release Form (Youth Activities)

Child's Information:

• Name: ______________________________

• Date of Birth: ____/____/____

• Address: ________________________________________________________

Parent/Guardian Information:

• Name: ______________________________

• Phone:

• (H) ______________________________

• (W) ______________________________

• (M) ______________________________

Emergency Contact:

• Name: ______________________________

• Phone:

• (H) ______________________________

• (W) ______________________________

• (M) ______________________________

Activity Details:

• Name of Activity: ______________________________

• Date(s): ____/____/____ to ____/____/____

• Location: ______________________________

Medical Information:

• Doctor's Name: ______________________________
  Phone: ______________________________

• Any medical conditions or allergies:
  ______________________________________________
  ______________________________________________

 

Consent and Release:
I, the undersigned parent/guardian of the above-named child:

1. Give permission for my child to participate in the above-named activity.

2. Understand and acknowledge that this activity involves risks.

3. Authorise Generocity Church to obtain any necessary medical treatment for my child in case of injury or illness, and agree to pay for any such medical treatment.

4. Release Generocity Church, its staff, and volunteers from any liability related to my child's participation in this activity.

Photo/Video Release:
□ I give permission for Generocity Church to use photos/videos of my child for promotional purposes.
□ I do not give permission for photos/videos of my child to be used.

Signature of Parent/Guardian: ______________________________________________
Date: ____/____/____

Non Disclosure Agreement Policy

As a staff member or volunteer of Generocity Church, I understand that during my time as staff or volunteer, I may have access to confidential and sensitive information about church members, finances, operations, and ministry activities. I recognise that maintaining confidentiality is essential to preserving trust, protecting individuals, and supporting the mission of the church.

Types of Confidential Information

I understand that confidential information includes, but is not limited to:

Personal and Pastoral Information

• Personal counseling sessions, pastoral care discussions, and prayer requests

• Medical conditions, health concerns, and family crises shared in confidence

• Mental health struggles, addiction issues, or personal challenges

• Marital problems, family conflicts, or relationship difficulties

• Financial hardships, employment issues, or personal circumstances

• Information shared during confession, spiritual direction, or pastoral counseling

Church Member Information

• Personal contact information, addresses, and phone numbers

• Attendance records and participation in church activities

• Giving records, donation amounts, and financial contributions

• Disciplinary matters, church discipline proceedings, or membership issues

• Background check results and volunteer screening information

• Children's information and family details

Financial and Administrative Information

• Church budget details, financial statements, and revenue information

• Salary information for staff members and compensation details

• Vendor contracts, business relationships, and operational agreements

• Strategic planning discussions and future ministry initiatives

• Personnel matters, hiring decisions, and employment issues

• Legal matters, insurance claims, or potential liability issues

Ministry and Operational Information

• Confidential ministry discussions and leadership decisions

• Internal conflicts, disagreements, or sensitive church matters

• Security procedures, access codes, and safety protocols

• Donor information and major gift discussions

• Property matters, acquisitions, or facility planning

Confidentiality Obligations

General Principles

I agree to maintain strict confidentiality regarding all sensitive information I encounter in my role. I will not disclose, discuss, or share confidential information with anyone who does not have a legitimate need to know, including:

• Family members, friends, or acquaintances

• Other church members or volunteers

• Community members or neighbors

• Social media platforms or online forums

• Other churches or religious organisations

Professional Boundaries

I understand that confidential information shared with me is not meant for casual conversation or gossip. 

I will:

• Treat all confidential information with the utmost respect and discretion

• Avoid discussing sensitive matters in public areas, hallways, or casual settings

• Refrain from sharing information even when asked directly by curious individuals

• Maintain confidentiality even after my service with the church ends

Communication Guidelines

When confidential information must be shared for legitimate ministry purposes, I will:

• Only share information with authorised church leadership

• Obtain appropriate permission before sharing sensitive details

• Share only the minimum information necessary to accomplish ministry goals

• Use secure communication methods when discussing sensitive matters

• Verify the need-to-know basis before sharing any confidential information

Specific Protections

Pastoral Care and Counseling

Information shared during pastoral counseling, prayer sessions, or spiritual guidance remains strictly confidential unless:

• The individual gives explicit written consent to share specific information

• There is imminent danger of harm to the individual or others

• Legal requirements mandate disclosure (such as suspected child abuse)

Financial Information

All financial information, including individual giving records and church financial details, will be kept strictly confidential and shared only with authorised personnel for legitimate church business purposes.

Personnel Matters

Information about staff employment, performance evaluations, salary details, and personnel decisions will remain confidential and will not be discussed with unauthorised individuals.

Child Protection

Information about children and youth, including family situations, behavioral concerns, or personal details, requires special protection and will only be shared according to established child protection protocols.

Exceptions to Confidentiality

I understand that confidentiality may be limited or overridden in the following circumstances:

• Mandatory reporting requirements for suspected child abuse, elder abuse, or vulnerable adult abuse

• Imminent danger where disclosure is necessary to prevent serious harm to an individual or others

• Legal obligations such as court orders, subpoenas, or other legal requirements

• Explicit written consent from the individual to share specific information

• Church discipline procedures following established biblical and church governance protocols

Social Media and Technology

I agree to maintain confidentiality in all forms of communication, including:

• Not posting about church matters, member situations, or ministry activities on social media

• Avoiding the sharing of photos or information about church members without consent

• Being cautious about electronic communications that could compromise confidentiality

• Not using church member information for personal purposes or non-church activities

Consequences of Breach

I understand that breach of this confidentiality agreement may result in:

• Immediate removal from my position or volunteer role

• Loss of access to church facilities and information systems

• Potential legal action if the breach causes harm or violates laws

• Damage to relationships and trust within the church community

Ongoing Obligations

Duration of Agreement

This confidentiality agreement remains in effect:

• Throughout my entire period of service with the church

• After my service ends, for an indefinite period

• Even if I transfer to another church or ministry organization

• Until specifically released in writing by authorised church leadership

Continuing Education

I agree to:

• Participate in confidentiality training as required by the church

• Stay informed about privacy policies and confidentiality best practices

• Seek guidance from leadership when uncertain about confidentiality issues

• Report any potential breaches of confidentiality that I become aware of

Acknowledgment and Agreement

By signing below, I acknowledge that:

• I have read and understand this confidentiality agreement

• I agree to abide by all confidentiality requirements outlined above

• I understand the serious nature of maintaining confidentiality in ministry

• I will seek clarification from church leadership if I have questions about confidentiality

• I commit to upholding the highest standards of discretion and trustworthiness

Staff/Volunteer Information

Name: ________________________________________________ Date: _________________

Position/Role: ________________________________________________________________

Department/Ministry Area: __________________________________________________

Signature: ____________________________________________________________________

Church Leadership Authorisation

Supervisor/Pastor Name: ____________________________________________________

Title: __________________________________________________________________________

Signature: _____________________________________________ Date: _________________

Resources and Support

If you have questions about confidentiality requirements or encounter situations where you're unsure about appropriate disclosure, please contact:

• Senior Pastor: Ps Caleb Dwyer

• Executive Team: Ps Ang Mitchell or Ps Tash Eagle 

• Church Administrator: Mel Naveau

Performance Review Policy

SCOPE

Pastors and staff who are not meeting required standards will have these issues addressed as soon as performance difficulties are identified. Generally, unsatisfactory performance means not meeting agreed ministry objectives, pastoral care standards, administrative tasks, timeframes, or quality of work. Agreed standards are communicated through position descriptions, ministry plans, termly catch ups, annual goals, or other formal documentation.

Dealing with unsatisfactory performance requires a staged process which is transparent, consistently applied, considers the unique nature of ministry work, and has regard to any personal circumstances of the staff member. Restoration and improvement of performance is the primary goal, reflecting our Christian values of grace, growth, and reconciliation.

This procedure applies to all church staff where performance issues are identified, including:

• Senior pastoral staff

• Campus pastors and cross campus ministry leaders

• Administrative staff

• Part-time and casual employees

• Volunteers

BIBLICAL FOUNDATION

This procedure is grounded in biblical principles of:

• Restoration: "Brothers and sisters, if someone is caught in a sin, you who live by the Spirit should restore that person gently" (Galatians 6:1)

• Clear Communication: "If your brother or sister sins, go and point out their fault, just between the two of you" (Matthew 18:15)

• Accountability: "As iron sharpens iron, so one person sharpens another" (Proverbs 27:17)

• Due Process: "Do not entertain an accusation against an elder unless it is brought by two or three witnesses" (1 Timothy 5:19)

PROCEDURAL STEPS

Responding to Unsatisfactory Performance

The key stages for addressing unsatisfactory performance are:

• Prayer and pastoral care throughout the process

• Early intervention and informal support

• Undertaking an improvement program under pastoral supervision

• Formal disciplinary action (if restoration efforts are unsuccessful)

Pastoral and Operational Management

Where there is an incident or general level of substandard performance involving a specific staff member that requires action, the relevant supervisor (Senior Pastor, Campus Pastor, or designated ministry leader) will:

Initial Response:

• Pray for wisdom and the staff member's wellbeing before taking action

• Speak to the staff member concerned privately in a spirit of restoration

• Address the matter which is unacceptable with grace and clarity

The supervisor will:

• Identify and record the unacceptable performance, behavior, or attitude with specific examples 

• Allow the staff member to provide an appropriate response and context

• Explore any underlying issues (personal, spiritual, or professional challenges)

• Identify and agree on the expected performance, behavior, or attitude

• Identify and agree on the staff member's committed response and growth plan

• Identify and agree on the supervisor's committed response and support

• Identify and agree on timeframes and expectations for improvement

• Commence action that will support, equip, and mentor the staff member

• Monitor and evaluate the staff member's progress with regular check-ins

Documentation: A written record will be kept of the content and outcomes of any meeting by the supervisor, with a copy presented to the staff member. These records will be kept confidential unless the matter escalates. All documentation will be handled with sensitivity to the pastoral nature of church ministry.

Immediate Action Required: Unsatisfactory performance should be addressed by supervisors as soon as it is identified, balanced with pastoral sensitivity. The nature of the unsatisfactory performance should be clearly communicated with specific examples and biblical guidance where appropriate.

Supportive Strategies: The following strategies can be implemented for unsatisfactory performance:

• Provide mentoring and pastoral support programs

• Ensure ministry expectations are reasonable, achievable, and clearly articulated

• Develop personal growth plans that address both professional and spiritual development

• Ensure clear understanding of ministry standards and church culture

• Provide professional development and ministry training opportunities

• Offer pastoral counseling or external support if personal issues are affecting performance

• Remove any identified barriers to effective ministry performance

• Consider temporary reduction of responsibilities to allow for restoration

STAGE 1 – IMPROVEMENT UNDER PASTORAL SUPERVISION

If informal support and meetings fail to improve performance, a formal response will be required. This stage maintains a pastoral approach while establishing clear expectations.

Formal Meeting Requirements: A meeting must be held to outline concerns, including:

• Opening with prayer for wisdom and restoration

• A clear statement that this concerns unsatisfactory performance requiring formal intervention

• Clarification of ministry expectations and church standards

• Explanation of how the staff member's performance has differed from expectations with specific examples

• Opportunity for the staff member to respond to concerns and provide context

• Discussion of any personal or spiritual factors affecting performance

• Advice of the staff member's right to use the church's Grievance Policy if there is disagreement

• Closing with prayer for the improvement process

Supervision and Documentation:

• Supervisors will keep records of all communications and meetings

• The Senior Pastor must be informed when any staff member reaches Stage 1

• Campus Pastors will inform the Executive Team of all formal performance management actions

Improvement Plan Implementation: This stage involves implementing a written improvement plan that includes:

• Clear ministry and performance goals for successful improvement

• Spiritual development objectives where applicable

• Timeline for completion of the plan (typically 3-6 months)

• Regular check-in meetings (weekly or fortnightly)

• Support resources (mentoring, training, counselling)

• Growth metrics that are measurable and achievable

Formal Documentation: A performance support letter outlining the concerns, agreed actions, timeframes, and outcomes will be prepared by the supervisor and provided to the staff member. This letter will include:

• An official warning that lack of improvement could result in progression of the performance management process

• The complete improvement plan

• Available support resources

• Affirmation of the church's commitment to the staff member's restoration and success

A copy should be provided to the Executive Team  and kept in the staff member's confidential personnel file.

Ongoing Support:

• Regular monitoring by the supervisor during the agreed timeframe

• Scheduled progress meetings with documented outcomes

• The Senior Pastor will be kept informed of progress

• Appropriate pastoral care, mentoring, and professional support will be offered

• Consideration of workload adjustments if necessary

STAGE 2 – FORMAL MEETING WITH EXECUTIVE TEAM

Notification: A letter outlining the progression to Stage 2 will be prepared by the supervisor and provided to the staff member. This letter will include:

• A second official warning concerning the matter

• Notice that continued unsatisfactory performance could result in dismissal

• Confirmation of the meeting date, time, and attendees

• Reminder of support available

Meeting Participants: The supervisor will arrange a meeting including:

• The supervisor (ie Lead Pastor)

• Senior Pastor (or designated senior leader)

• HR/Executive Pastor (if applicable)

• The staff member

• A support person chosen by the staff member (pastor, mentor, or friend)

Meeting Process:

• Opening with prayer for wisdom and restoration

• Details of the performance issues and previous improvement attempts will be presented

• The staff member will be given full opportunity to respond and provide context

• Focus on achieving agreed improvement within a reasonable timeframe

• Establishment of a checkpoint date for review

• Agreement on additional interventions, support, or accountability measures

• Reaffirmation of hope for restoration and the church's investment in the staff member

• Official warnings will be confirmed and documented

• Closing with prayer for the path forward

STAGE 3 – DISCIPLINARY ACTION (SENIOR PASTOR)

If the staff member has been given reasonable opportunity to improve performance through Stages 1 and 2 but has not demonstrated sufficient improvement, disciplinary action may be necessary.

Decision Process: This decision should be made in consultation between supervisors and the Senior Pastor (or Church Board for senior pastoral positions). The decision process must include:

• Prayer for wisdom and the staff member's future wellbeing

• Review of all documentation and improvement efforts

• Consideration of extenuating circumstances

• Assessment of the impact on church ministry and community

• Consultation with Church Board for significant disciplinary actions

Disciplinary Action Options:

• Formal written caution with extended improvement period

• Written reprimand with specific conditions

• Demotion of responsibilities or role change

• Suspension with or without pay (for serious matters)

• Dismissal from employment

Procedural Fairness: Principles of procedural fairness will be applied, ensuring:

• The staff member can respond to allegations of continued unsatisfactory performance

• Opportunity to make representations regarding any proposed disciplinary action

• All previous steps and documentation are reviewed

• Pastoral care continues throughout the process

Formal Notification: The Senior Pastor will advise the staff member in writing that performance remains unsatisfactory and may lead to disciplinary action. The notification will include:

• Specific details of unsatisfactory performance against improvement program criteria

• Statement that performance remains below required standards

• Notice that disciplinary action is being considered with potential implications

• Summary of the complete process to this point

• Opportunity for final restoration efforts if appropriate

• Right to provide written submission within 21 days

• Right to request interview with Senior Pastor (accompanied by support person)

• Assurance of continued pastoral care regardless of employment outcome

Decision Considerations: The following factors will be considered:

• Duty of care to congregation and community served

• The facts and documented evidence

• Impact of unsatisfactory performance on ministry and mission effectiveness

• Nature and seriousness of the performance issues

• The staff member's experience, training, and position

• Any mitigating circumstances (health, family, spiritual struggles)

• The staff member's overall employment and ministry history

• Potential for restoration in current or alternative role

• Effect of proposed action on the staff member and their family

• Impact on church community and witness

Final Decision Documentation: In matters where disciplinary action is taken, the Senior Pastor will write to the staff member including:

• Acknowledgment that the staff member's response has been fully considered

• The disciplinary action being implemented

• Reference to relevant employment history and improvement efforts

• Expression of ongoing pastoral care and support available

• Information about transition support (counseling, career guidance, references)

• Prayer for the staff member's future ministry and wellbeing

DEALING WITH UNSATISFACTORY PERFORMANCE - FLOWCHART

Process Flow:

1. Staff member identified as experiencing performance difficulties

2. Informal support and mentoring provided

3. Assessment: Improvement achieved? → Yes: Continue monitoring → No: Progress to Stage 1

4. Formal improvement program implemented under pastoral supervision

5. Assessment: Required performance met? → Yes: Case closed with continued support → No: Progress to Stage 2

6. Formal meeting with senior leadership

7. Assessment: Satisfactory improvement? → Yes: Case reviewed and closed → No: Referred to Senior Pastor for disciplinary decision

8. Senior Pastor makes final decision with appropriate consultation

9. All outcomes communicated with pastoral care and support

SPECIAL CONSIDERATIONS FOR CHURCH MINISTRY

Pastoral Staff Considerations

• Spiritual and emotional demands of pastoral ministry recognised

• Sabbatical or ministry leave considered as restoration option

• ACC support and resources accessed where appropriate

• Congregation impact carefully managed with sensitivity

Confidentiality and Church Community

• Strict confidentiality maintained throughout process

• Pastoral care for families of staff members undergoing performance management

• Communication strategy for any changes in staff roles or departures

• Protection of church’s witness to wider community and unity

Restoration Focus

• Primary goal is restoration rather than punishment

• Spiritual mentoring and counseling integrated throughout process

• Alternative ministry opportunities explored where appropriate

• Long-term relationship preservation with staff members where possible
  
  
  
  RELATED POLICIES & FORMS 

• Staff Code of Conduct 

• Staff Confidentiality Agreement

• Staff Grievance Policy

• Stage 1 Staff Performance Support Template Letter (request from HR only)

• Stage 2 Staff Performance Support Template Letter (request from HR only)

• Stage 3 Staff Performance Support Template Letter (request from HR only)

• Stage 3 Final Decision Performance Support Template Letter (request from HR only)

• Staff Performance Appraisal Questions (request from HR only)

Privacy Policy

Link to Privacy Policy Document

 

Register of Contractors

Risk Management Policy Statement

Generocity Church is committed to the proactive management of risk to safeguard our:

• People, including staff, volunteers, and congregation members

• Physical and intellectual assets

• Environment in which we operate

• Quality and professionalism of all our activities and services

• Compliance with business and legal obligations

• Reputation and standing within the community

Commitment to Risk Management

Risk Management is integral to our mission and vision as a church, enabling us to fulfil our purpose with integrity and excellence. Our goal is to implement best practices in identifying, assessing, and controlling risks to ensure that Generocity Church remains a safe, welcoming, and thriving community.

Approach to Risk Management

To achieve our risk management objectives, we will:

• Develop, maintain, and continually improve risk management standards tailored to our church’s operations and activities.

• Implement a systematic process for risk identification, evaluation, and control, ensuring that all risks are managed in a practical and cost-effective manner.

• Foster a culture of continuous improvement in risk management across all levels of the church.

Responsibility and Accountability

Risk management is an ongoing and shared responsibility, requiring active participation from all employees, volunteers, contractors, and other stakeholders associated with Generocity Church. By reducing the possibility and impact of accidents, incidents, and losses, we protect the well-being of our community and the integrity of our mission.

Integration of Risk Management Activities

Risk management will be integrated into all aspects of our church operations, including:

• Education and Training: Providing ongoing education and training in risk management for all staff and volunteers to ensure awareness and competence in managing risks.

• Standards and Procedures: Developing and applying risk management standards that align with best practices and legal requirements.

• Surveys and Inspections: Conducting regular surveys, inspections, and audits to identify and mitigate potential risks in our facilities and activities.

• Risk Control and Reporting: Implementing and monitoring risk control measures and reporting progress to church leadership to ensure continuous improvement and compliance.

Commitment to Continuous Improvement

Our challenge and commitment for the future is to embed risk management into the very fabric of our church culture and operations. The active involvement and support of everyone within the church community are essential to achieving an effective and resilient risk management framework.

 

Safe Work Procedure Template

Task Name: 

• Date Prepared: 

• Date Reviewed: 

• Prepared by: 

• Reviewed by: 

 

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1. Personal Protective Equipment (PPE) Required

[List all required PPE for this task]

 

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2. Tools and Equipment Required

[List all tools and equipment needed for this task]

 

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3. Potential Hazards

[List all potential hazards associated with this task]

 

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4. Pre-Task Safety Checks

• [Insert pre-task safety check]

• [Add more as needed]

 

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5. Safe Work Procedure Steps

 

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6. Emergency Procedures

[Outline specific emergency procedures related to this task, including contact information and first aid measures]

 

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7. Clean-up Procedures

[List steps for proper clean-up and waste disposal after completing the task]

 

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8. Training Requirements

[List any specific training required to perform this task safely]

 

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9. Related Documents

[List any related policies, procedures, guidelines, or manuals]

 

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10. Approval

• Approved by: 

• Signature: 

• Date: 

 

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11. Important Notes

• Review and Update: Regularly review and update this SWP, especially when changes in the task process or environment occur.

• Training: Ensure all workers are trained on this procedure before performing the task.

• Accessibility: Keep this document easily accessible to all relevant personnel.

 

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Social Media Policy

The purpose of this Social Media Policy is to provide guidelines for the appropriate and responsible use of social media by all staff, volunteers, and members of Generocity Church. This policy aims to protect the church's reputation, maintain the integrity of its online presence, and ensure the safety and wellbeing of all individuals associated with the church.

Scope

This policy applies to all employees, volunteers, contractors, and members of Generocity Church who engage in any form of social media activity, whether on official church accounts or personal accounts, where the church may be identified or discussed.

Guiding Principles

1. Representation: Recognise that your online presence and activity reflects on Generocity Church, even when posting in a personal capacity. Be mindful that you are seen as a representative of the church.

2. Responsible Communication: Ensure that all social media content is above reproach in terms of language, imagery, and opinions expressed. Avoid making statements that could be perceived as divisive, discriminatory, or harmful.

3. Confidentiality: Protect the privacy and confidentiality of church members, staff, and sensitive information. Obtain permission before posting images or content related to others.

4. Alignment with Church Values: Uphold the Christian values and mission of Generocity Church in your social media activity. Avoid content that could undermine the church's reputation or effectiveness.

5. Timeliness and Accuracy: Commit to regularly updating and correcting information on social media channels to maintain relevance and accuracy.

Guidelines for Personal Use

1. Separation of Personal and Professional: Maintain a clear distinction between your personal social media activity and any official church-related content or accounts. Avoid posting official church media or communications on your personal channels.

2. Protecting Confidentiality: Do not disclose or discuss any confidential information, sensitive details, or personal information about church members, staff, or activities without explicit permission.

3. Intellectual Property: Respect the intellectual property rights of Generocity Church by refraining from using the church's trademarks, logos, or copyrighted material without authorisation.

4. Responding to Criticism: If you encounter negative or disparaging remarks about Generocity Church, refrain from engaging in heated debates. Instead, notify the church's Communications/Media Team, who will determine if an official response is necessary.

Guidelines for Official Church Accounts

1. Authorised Users: Only designated and trained personnel are permitted to manage and post content on official Generocity Church social media accounts.

2. Consistent Branding: Ensure that all official church social media accounts maintain a consistent visual identity, messaging, and alignment with the church's brand guidelines.

3. Timely and Responsive: Commit to regularly updating and monitoring official church social media accounts, responding to inquiries and comments in a timely manner.

4. Protecting Confidentiality: Avoid sharing any confidential or sensitive information about church members, staff, or activities on official social media channels without explicit permission.

5. Compliance with Policies: Ensure that all content and activity on official church social media accounts adhere to the guidelines outlined in this policy, as well as other relevant church policies, such as the Anti-Harassment Policy and Anti-Discrimination Policy.

Enforcement and Consequences

Failure to comply with this Social Media Policy may result in disciplinary action, up to and including termination of employment or volunteer status. Generocity Church reserves the right to monitor and moderate all social media activity related to the church and take appropriate action to protect its reputation and interests.

Linkage to Other Policies

This Social Media Policy should be read in conjunction with the following Generocity Church policies and guidelines:

• Core Risk Management Framework 

• Anti-Harassment Policy

• Anti-Discrimination Policy

• Child Protection Policy

By adhering to this Social Media Policy, Generocity Church aims to maintain a positive online presence, protect the privacy and safety of its community, and uphold the church's Christian values and mission.

Safety Data Sheets Guidance Document

Safety Data Sheets (SDS), formerly known as Material Safety Data Sheets (MSDS), are crucial documents for ensuring the safe handling, storage, and use of chemicals in our church environment. This guidance document will help you understand what SDSs are, why they're important, and how to use them effectively.

What are Safety Data Sheets?

Safety Data Sheets are documents containing important safety, first aid, and other information on any chemical sold under a trade or chemical name. They provide essential details about potential hazards and proper handling procedures for various substances used in our church facilities.

Why are SDSs Important?

1. Legal Requirement: All hazardous goods used in the workplace must be accompanied by an SDS.

2. Safety: They provide crucial information for the safe handling and storage of chemicals.

3. Emergency Response: SDSs contain vital information for first aid and emergency procedures.

How to Obtain SDSs

1. From the Manufacturer: The manufacturer of the product is legally obligated to provide SDSs.

2. When to Get Them: Obtain SDSs for all hazardous goods used in the church immediately.

3. How to Request: Contact the supplier via telephone, email, or fax. They will send the SDS by post, email, or fax.

Key Information in an SDS

A proper SDS should cover the following areas:

1. Product Identification:

• Name of Product

• Description

• Supplier's name and telephone number

2. Composition:

• Chemical name

• Ingredients and impurities

3. Emergency Information:

• Fire response

• Spill procedures

• Over-exposure guidelines

4. First Aid:

• Procedures for inhalation, ingestion, etc.

5. Storage:

• Handling instructions

• Special container requirements

• Incompatible substances

• Transport information

6. Physical Data:

• Boiling point

• Melting point

• Other relevant physical properties

7. Hazard Information:

• Potential health effects

• Environmental hazards

8. Personal Protection:

• Recommended protective equipment

• Exposure controls

Implementing SDS Management at Generocity Church

1. Designate a Responsible Person: Assign someone to manage and maintain the SDS collection.

2. Create an Inventory: List all chemicals and substances used in church facilities.

3. Obtain SDSs: Collect SDSs for all items in your inventory.

4. Organise and Store: Keep SDSs in a central, easily accessible location. Consider both physical and digital copies.

5. Train Staff and Volunteers: Ensure everyone knows where to find SDSs and how to read them.

6. Regular Review: Update your SDS collection at least annually or when new substances are introduced.

7. Emergency Preparedness: Include SDS locations in your emergency response plans.

Conclusion

Proper management of Safety Data Sheets is an essential part of maintaining a safe environment at Generocity Church. By following these guidelines, we can ensure that we're prepared to handle chemicals safely and respond effectively in case of an emergency.

Remember, safety is everyone's responsibility. If you have any questions about SDSs or chemical safety, please contact the business manager.

Volunteer Child/Youth Leaders Application & Registration Form

Volunteer Child/Youth Leader's Application & Registration Form

Thank you for your interest in serving as a volunteer child/youth leader at Generocity Church. Please complete this form in addition to the general "Volunteer Worker's Application & Registration Form."

Personal Information:

• Full Name: ______________________________

• Date of Birth: ____/____/____

• Are you over 18 years of age? □ Yes □ No

Previous Experience:

• Have you worked in a Child/Youth ministry position previously? □ Yes □ No
  If yes, where? ______________________________

• Referee from previous Child/Youth Ministry position:

• Name: __________________

• Contact Number: __________________

Qualifications:

• Please provide details of any professional qualifications related to working with children or youth:

 

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Declarations:

• Have you ever been convicted of child abuse or neglect? □ Yes □ No

• Have any allegations or complaints involving misconduct with children ever been made against you? □ Yes □ No

• Is there anything in your past that would call into question your suitability to be entrusted with the care of children or youth? □ Yes □ No

If yes to any of the above, please provide details:

 

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I hereby declare that:

1. The information provided is true and correct to the best of my knowledge.

2. I have never been convicted of any criminal offenses related to the physical or sexual abuse of children.

3. I agree that Generocity Church may conduct a police check and contact my referees.

4. I have read and agree to the Volunteer Code of Conduct

Signature: __________________________

Name: __________________________

Date: ____/____/____

Volunteer Driver Application Form

This form must be attached to a completed "Volunteer Worker's Application & Registration Form".

Driver Information

Motor Vehicle Accident History (Last 5 Years)

Traffic Infringements, Convictions, or Prosecutions (Last 5 Years)

Licence Cancellation or Suspension

I confirm that the information I have supplied on this form is true and correct to the best of my knowledge. Should it be found the answers are untrue, I understand that may be grounds for dismissal from the position held.

Signed: ________________________________________________  Date: ______________

 

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For Office Use Only:

 

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This form should be kept on file along with a copy of the driver's current driver's licence.

 

Volunteer Worker's Application & Registration Form

Applicant Information

Employment Information

Church Involvement

Work Skills

Criminal History

Ministry Involvement

Referees

Declaration

I confirm that the information I have supplied on this form is true and correct to the best of my knowledge. Should it be found the answers are untrue, I understand that may be grounds for dismissal from the position held.

I accept that Generocity Church may contact the referees mentioned in this document.

I agree to release and hold harmless from liability any person or organisation that provides information, and that a copy of this application can be sent to any referee mentioned herein.

I also agree to hold harmless Generocity Church, its officers, employees and volunteers in relation to their use of this application or information contained herein.

I waive any rights I may have to inspect references provided on my behalf.

▢ I have read and signed a Volunteer Worker Code of Conduct

Signed: ___________________________________________  Date: ____/____/________

 

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For Office Use Only

This form should be kept on file along with any other relevant documentation.

 

Work Health and Safety Action Plan / Audit Tool

To assist in compliance with WHS Legislation and ensure a safe environment for all staff, volunteers, and visitors at Generocity Church.

Instructions: For each element, indicate the person responsible for action, target completion date, and actual completion date. Use the "Comments" column for any additional notes or follow-up required.

Action Plan Review

Youth Camp Mobile Phone Policy

At GC Youth Camp, we're all about creating a fun, engaging, and safe environment where every
camper feels connected and has an unforgettable experience. We believe that a balanced
approach to technology can enhance this experience, promoting both social interaction and
healthy habits.

SCOPE

To ensure all campers feel connected and have fun throughout camp, while also prioritising
their well-being, including a good night's sleep and minimising impulsive device-related
behaviours.

GUIDELINES

• Daytime Connection: Campers will have access to their mobile phones throughout the
  day. This allows them to capture memories, share exciting moments, and connect
  briefly with family if needed. We encourage campers to use their phones responsibly
  and in a way that doesn't detract from participating in camp activities and connecting
  with their peers face-to-face.
• Evening Device hand in: To promote a restful night's sleep and encourage positive
  social interactions free from digital distractions, all mobile phones will be collected and
  securely locked in a designated storage box each evening after supper.
• Morning Device Return: Phones will be returned to campers each morning at
  breakfast. This allows for a clear break from screens, fostering a calmer evening
  environment and encouraging campers to wind down naturally.

WHY

This policy has been designed with your child's well-being in mind:

• Minimising Impulsive Behaviours: Removing devices overnight helps reduce the
  likelihood of impulsive behaviours such as late-night social media use, online gaming, or
  accessing inappropriate content, which can sometimes occur without direct supervision.
• Ensuring Safety and Security: Centralising phone storage overnight adds an extra
  layer of security for valuable devices and safety for all campers.

CONCERNS

We understand that some parents may have specific concerns or require special arrangements
regarding their child's phone usage. If you have any concerns, please do not hesitate to discuss
them directly with your child's youth leader in your location prior to or upon arrival at camp.
We are committed to working with families to find solutions that support both the individual
needs of the camper and the overall positive experience for everyone at camp.
We appreciate your cooperation in helping us create a memorable, fun, and healthy camp
experience for all!

ACKNOWLEDGEMENT AND AGREEMENT

We have read and understood the Mobile Phone - Youth Camp Policy and agree to support
and follow the guidelines during the Youth Camp. We understand that these measures are in
place to ensure a safe, engaging, and positive experience for all campers.

Camper's Agreement
I agree to follow the mobile phone guidelines as outlined in the policy, including turning in my
device each evening and using my phone respectfully throughout the day.

Camper’s Full Name: ___________________________________

Camper’s Signature: ___________________________________ Date: _______________

Parent/Guardian Agreement
I support the Mobile Phone Policy for Youth Camp and will encourage my child to comply. I
understand I can raise concerns or special circumstances with my child's youth leader.

Parent/Guardian Full Name: _______________________________

Parent/Guardian Signature: _______________________________ Date: _______________

Contact Phone: _________________________________________