Our Service aims to support the active participation of children in our service. We support and respect our children, their families and our employees. We promote a child safe environment that is inclusive, transparent and promotes children’s participation. Children’s safety is paramount, and we aim to take all practical steps to protect children from all types of abuse, harm and neglect. We understand our responsibilities and statutory duty of care to comply with the Child Safe Standards to prevent and respond to allegations of child abuse.

All staff, students and volunteers carry out their responsibilities as mandatory reporters as required by law under the Child Protection Act 1999 (Qld) and maintain up to date with knowledge of child protection law and the Child Safe Standards.

Our staff are recruited through a rigorous and consistent screening and selection process to ensure they display the right personal qualities and experiences to provide high quality supervision and care to children. All staff are required to provide a current Working with Children Check before beginning employment and maintain/hold a current WWCC as a condition of their employment.

In relation to children, I will:

1. act in the best interests of all children
2. create and maintain safe, healthy, inclusive environments that support children’s agency and enhance their learning
3. provide a meaningful curriculum to enrich children’s learning, balancing child and educator-initiated experiences
   
4. understand and be able to explain to others how play and leisure enhance children’s learning, development and wellbeing
   
5. ensure childhood is a time for being in the here and now and not solely about preparation for the future
   
6. collaborate with children as global citizens in learning about our shared responsibilities to the environment and humanity
   
7. value the relationship between children and their families and enhance these relationships through my practice
   
8. ensure that children are not discriminated against on the basis of gender, sexuality, age, ability, economic status, family structure, lifestyle, ethnicity, religion, language, culture, or national origin
   
9. negotiate children’s participation in research, by taking into account their safety, privacy, levels of fatigue and interest
   
10. respect children as capable learners by including their perspectives in teaching, learning and assessment
    
11. safeguard the security of information and documentation about children, particularly when shared on digital platforms.
    

In relation to families, I will:

1. support families as children’s first and most important teacher and respect their right to make decisions about their children
2. listen to and learn with families and engage in shared decision making, planning and assessment practices in relation to children’s learning, development and wellbeing
3. develop respectful relationships based on open communication with the aim of encouraging families’ engagement and to build a strong sense of belonging
4. learn about, respect and respond to the uniqueness of each family, their circumstances, culture, family structure, customs, language, beliefs and kinship system
5. respect families’ right to privacy and maintain confidentiality.
   

In relation to colleagues, I will:

1. encourage others to adopt and act in accordance with this Code, and take action in the presence of unethical behaviours
2. build a spirit of collegiality and professionalism through collaborative relationships based on trust, respect and honesty
3. acknowledge and support the diverse strengths and experiences of colleagues in order to build shared professional knowledge, understanding and skills
4. use constructive processes to address differences of opinion in order to negotiate shared perspectives and actions
5. participate in a ‘lively culture of professional inquiry’ to support continuous improvement
6. implement strategies that support and mentor colleagues to make positive contributions to the profession
7. maintain ethical relationships in my online interactions.
   

In relation to communities and society, I will:

1. learn about local community contexts and aspirations in order to create responsive programs to enhance children’s learning, development and wellbeing
2. collaborate with people, services and agencies to develop shared understandings and actions that support children and families
3. use research and practice-based evidence to advocate for a society where all children have access to quality education and care
4. promote the value of children’s contribution as citizens to the development of strong communities
5. work to promote increased appreciation of the importance of childhood including how children learn and develop, in order to inform programs and systems of assessment that benefit children
6. advocate for the development and implementation of laws and policies that promote the rights and best interests of children and families.
   

In relation to myself as a professional, I will:

1. base my work on research, theories, content knowledge, practice evidence and my understanding of the children and families with whom I work
2. take responsibility for articulating my professional values, knowledge and practice and the positive contribution our profession makes to society
3. engage in critical reflection, ongoing professional learning and support research that builds my knowledge and that of the profession
4. work within the scope of my professional role and avoid misrepresentation of my professional competence and qualifications
5. encourage qualities and practices of ethical leadership within the profession
6. model quality practice and provide constructive feedback and assessment for students as aspiring professionals
7. mentor new graduates by supporting their induction into the profession
8. advocate for my profession and the provision of quality education and care.
   

ECA Code of Ethics (2019) Early Childhood Australia 

The National Quality Standard (NQS).

1. Educational program and practice
   
2. Children’s health and safety
3. Physical environment
   
4. Staffing arrangements
   
5. Relationships with children
   
6. Collaborative partnerships with families and communities
   
7. Governance and leadership
   

Assessment and Rating.

Education And Care Services National Law & Regulations.

Belonging, Being and Becoming: The Early Years Learning Framework for Australia (EYLF).

Regulatory Authorities.

Each state and territory has Regulatory Authorities that oversees the implementation and compliance of the NQF, ensuring services meet the set standards. 

NQF eLearning Modules.

1. The key components of the NQF
   
2. How the National Quality Standard (NQS) impacts daily practice
   
3. Understanding the Assessment and Rating process
   
4. Operational requirements under the National Law and Regulations
   
5. Effective implementation of the Approved Learning Frameworks, such as the Early Years Learning Framework (EYLF)
   

Programming and Curriculum.

1. Develop a strong sense of identity
2. Connect with and contribute to their world
3. Develop a strong sense of wellbeing
4. Become confident and involved learners
5. Become effective communicators
   

Daily Routine.

Your Own Contribution.

Educator Professional Development and Training.

1. All educators must complete Child Protection, Safe Sleep, and Lockdown and Emergency Evacuation refresher training at least every 12 months to ensure their knowledge remains current.
2. It is a condition of employment that educators maintain current First Aid, CPR, Asthma, and Anaphylaxis certifications and provide valid copies to the Service.
3. The Service may support additional professional development opportunities, provided they are pre-approved by the Nominated Supervisor and align with the needs of the Service and its educators.
4. After attending training or workshops, educators are required to complete a Professional Development Review and, with support from the Educational Leader, share key learnings with the wider team at a staff meeting.
5. All training or professional development funded or subsidised by the Service must be approved in advance by KAL Management or the Approved Provider. Only training deemed beneficial to the Service and the wider team will be eligible for financial support.
6. Educators are responsible for maintaining their own Professional Development Reflection record, demonstrating their commitment to ongoing reflective practice and professional growth, including consideration of philosophy, ethics, and the learning environment.
7. Professional Development Plans are reviewed with the Educational Leader and Nominated Supervisor as part of the regular Performance Review cycle.
8. Families will be informed of staff professional development and training to highlight our team’s commitment to quality education and care.
   

1. What are my understandings of each child, their culture and context?
   
2. What theories, philosophies and understandings shape and assist my work?
   
3. Who is advantaged when I work in this way? Who is disadvantaged?
4. What questions do I have about my work? What am I challenged by?
   
5. What am I curious about? What am I confronted by in relation to my own biases?
6. In what ways, if any, are the theories, knowledges and world views that I usually draw on to make sense of what I am doing, limit my practice?
7. Are there other theories or knowledge that could help me to understand better what I have observed or experienced? What are they? How might those theories and that knowledge affect my practice?
   
8.  Who is advantaged/included when I work this way? Who is disadvantaged, excluded or silenced?
   

Belonging, Being and Becoming: The Early Years Learning Framework for Australia V2.0. (p. 18)

Induction and Orientation.

A thorough induction and orientation will be provided at the commencement of your employment, including our commitment to being a child-safe organisation. This process will introduce you to our facilities, philosophy, policies, team members, families, programming and documentation practices, and, most importantly, the children. Ensuring continuity and a secure environment for children is always prioritised.

Emergency and Evacuation Management.

As part of your induction, you will receive information on emergency and evacuation procedures, management plans, risk assessments, and evacuation maps to ensure a safe working environment. Your role in emergency situations will also be covered. The Emergency Evacuation and Lockdown Policies provide clear guidance to help you confidently and effectively manage emergency situations, ensuring the safety and wellbeing of children, families, visitors, and staff.

WHS Induction.

Your workplace health and safety induction will cover key policies and procedures, including:

1. Hazard and incident reporting processes
   
2. Location of fire safety equipment and first aid kits
   
3. Use and location of Safety Data Sheets (SDS)
4. WorkCover procedures and security processes
   
5. WHS checklists for indoor and outdoor environments, bathrooms, and kitchens.
   

Duty Responsibilities.

You are responsible for completing several administrative tasks, including:

1.   Signing in and out at the start and end of each shift
   
2.   Accurately completing and submitting timesheets by the designated cut-off to ensure timely payment
   
3.   Promptly reporting any hazards to the Nominated Supervisor
4.   Reporting any workplace accidents, injuries, or near misses on the same day (where possible), with the incident form co-signed by a witnessing staff member. The Nominated Supervisor will guide next steps in accordance with WorkCover requirements. 

Probationary Period.

All new employees are subject to a six (6) month probationary period. This allows both you and the Service to assess suitability for the role. Probationary meetings will be held within your first month and again at the end of the probation period.

Probation Review

The Nominated Supervisor will complete a performance review before the end of your probation period. You will receive formal written confirmation of one of the following outcomes:

1.   Successful completion of probation
2.   Extension of probation
3.   Termination of employment

Appraisals.

Following probation, all permanent employees will receive a formal performance appraisal annually, including a review of Key Performance Indicators (KPIs).

Superannuation.

Employees who meet the earnings threshold are entitled to superannuation contributions at the statutory rate. Our default superannuation provider is CareSuper. If you would like your superannuation paid into a fund of your choice, you will need to complete the ‘Superannuation Standard Choice Form’, available from the Nominated Supervisor or online via the Australian Taxation Office (ATO) website.

Annual and Personal Leave.

Annual and Personal Leave will accrue in accordance with the relevant Award.

1.   Annual Leave: To request Annual Leave, you must submit an Annual Leave Request Form to the Nominated Supervisor. You will receive written confirmation once your request is reviewed. Please note, leave will not be approved for more than two (2) employees at the same time. Requests should be submitted at least two weeks in advance.
2.   Personal/Carer’s Leave: Personal Leave accrues as per the relevant Award. Full-time staff are entitled to 10 days of personal/carer’s leave per year, with pro-rata entitlements for part-time staff.
1. If you are unwell, you must notify the Service as early as possible and speak directly with the Nominated Supervisor or Responsible Person. A minimum of 4 hours’ notice is required.
2. You may be required to provide a medical certificate to support your leave.

Full-Time and Part-Time Employment.

Full-time and part-time employees are entitled to personal, maternity, and annual leave entitlements as outlined in the relevant Award, Enterprise Agreement, or employment contract. Generally, full-time employees are entitled to:

1.   4 weeks of annual leave after 12 months of service
2.   10 days of personal/carer’s leave per year (with supporting medical evidence when requested)
3.   Maternity leave in line with the Award and National Employment Standards

Casual Employment (Relief Staff).

1.   Regular casual educators are prioritised for relief shifts to support continuity for children, families, staff, and programming.
2.   New relief staff must arrive 30 minutes prior to their first shift to complete the induction process and review the Staff Handbook.
3.   Ongoing relief staff are encouraged to arrive 15 minutes prior to their shift to review the day’s routine, the program, children in the room, the staff communication book, and any other key information to ensure the day runs smoothly.
4.   Relief staff are expected to follow the guidance of the Room Leader and permanent educators for support and direction throughout the shift.
5.   Relief staff should introduce themselves to families, explain their role, who they are replacing, and how long they are expected to be at the Service. Room Leaders will assist in facilitating this introduction to support consistency and reassurance for families.
6.   All relief staff are required to maintain confidentiality and treat all information shared with them in a professional, sensitive manner, always prioritising the best interests of the child.
7.   All staff (including relief staff) are asked to take breaks promptly and return on time to minimise disruption to routines and to maintain required staff-to-child ratios.
8.   Staff are encouraged to maintain their health and keep immunisations up to date.
9.   Relief staff are equally responsible, alongside permanent staff, for adhering to Early Childhood Australia’s Code of Ethics.
   

As part of your employment, you are expected to adhere to these guidelines. Failure to do so may result in disciplinary action.

Respectful and Authentic Relationships with Families and Colleagues.

We are committed to maintaining a positive and respectful workplace where all employees feel supported.

We expect all employees to treat their colleagues, families, and children with respect and courtesy. Obscene or offensive language is not permitted under any circumstances.

We are an equal opportunity workplace, free from discrimination and harassment. Any employee found engaging in discrimination, harassment, vilification, or using offensive language based on gender, race, religion, or any other attribute will face disciplinary action, which may include termination of employment.

We are a zero-tolerance workplace for racism. Our Service is committed to maintaining a psychologically safe environment by identifying, managing, and reducing psychosocial hazards in line with Workplace Health & Safety (WH&S) legislation. Sexual harassment, bullying, and discrimination have no place in our workplace.

Visitors.

Friends or family members are not permitted to visit you at work during rostered hours unless prior approval has been granted by Management. Your focus should remain on the children and the program at all times.

Grooming and Uniform Standards

Employees are provided with a uniform, and it is your responsibility to ensure your uniform is clean, well-presented, and in good condition when attending work.

Please adhere to the following grooming standards:

1.   Uniforms must be worn during work hours and may be laundered at the Service.
2.   Skirts, dresses, and shorts must be knee-length.
   
3. Tights, leggings, and other skin-tight clothing are not part of the approved uniform and must not be worn during work hours unless worn underneath other clothing.
4.   Enclosed, flat-soled shoes are required for safety (no heels or wedges).
5.   Clothing must be suitable for active and messy play.
6.   Clothing with offensive logos, slogans, or political statements is not permitted.
7.   Hair must be clean and tied back if long, ensuring it does not obstruct your vision.
8.   Makeup should be minimal and natural-looking.
9.   Fingernails must be clean and neatly trimmed.
10.   Good personal hygiene, including oral hygiene, is expected at all times.

Personal Calls and Mail.

Personal phone calls should not be made or received on the Service’s phones, except in emergencies. Personal mobile phones are not to be used or carried during work hours.

Personal mail or deliveries should not be directed to the Service without prior approval from Management.

Use of Work Email.

If you are provided with a work email address, it is to be used strictly for work-related purposes.

Passwords and access credentials are confidential and should not be shared with anyone unless explicitly authorised. It is your responsibility to ensure passwords are kept secure.

Use of the Internet and Online Services.

Access to external online services, including the internet, is provided for authorised work-related use only. Employees must maintain the highest ethical and professional standards in any communications transmitted, accessed, or downloaded using the Service’s internet connection.

Social Media Responsibility.

Employees with personal social media accounts must not post negative comments about the Service, its children, families, or colleagues.

If you choose to ‘like’ the Service’s social media page, your profile picture must be a professional and appropriate reflection of an early childhood educator. If your profile does not meet this standard, please do not engage with the Service’s page.

The Service does not recommend staff add families from the Service as friends on social media. Employees who choose to do so will still be considered representatives of the Service and are expected to uphold the Service’s Code of Conduct in all online interactions. Staff must not initiate ‘friend’ requests to families.

Smoking and Vaping.

In accordance with Queensland legislation and the Education and Care Services National Law and Regulations, we are committed to providing a smoke-free and vape-free environment at all times children are in our care.

Smoking or vaping is strictly prohibited on the premises and surrounding areas. Employees must also avoid wearing clothing with the scent of smoke while at work.

Smoking in public while wearing the Service uniform is not permitted. Repeated breaches may result in termination of employment.

Alcohol and Drugs.

In line with the Education and Care Services National Regulations, employees must not:

1.   Consume alcohol or be under the influence of alcohol while at work.
2.   Use, possess, or be under the influence of illegal drugs while at work.
3.   Drive any vehicle for work purposes while under the influence of alcohol or drugs.
4.   Bring alcohol or illegal drugs onto the premises.

If you suspect a colleague is affected by drugs or alcohol, you must immediately inform the Nominated Supervisor.

Employees undergoing prescribed treatment with medications that may affect their ability to work safely must notify the Nominated Supervisor. This information will be kept strictly confidential.

A breach of this policy may result in disciplinary action, including termination of employment.

Reporting Absences (Calling in Sick).

If you are unable to attend work due to illness, you must notify the Nominated Supervisor (or assigned nominee) at least four (4) hours before your shift starts. Messages must not be left with colleagues.

Failure to notify the Nominated Supervisor or Responsible Person and failure to attend your shift may be considered abandonment of employment, which could result in termination.

You may be asked to provide evidence, such as a medical certificate from a registered practitioner or a statutory declaration, to confirm your eligibility for paid sick or carer’s leave. If evidence is not provided when requested, you may not be paid for your absence.

Immunisation.

As a condition of employment, you are required to provide a complete record of your immunisation history. You are also responsible for ensuring your immunisation records are kept up to date throughout your employment.

Responsibilities.

1.   Refrain from engaging in workplace politics, gossip, or internal disputes. All matters observed or discussed within the workplace must be treated as STRICTLY CONFIDENTIAL.
   
2.   All information shared with families and external professionals must also be treated as STRICTLY CONFIDENTIAL.
   
3.   Information regarding children is only to be shared with authorised organisations, and only when necessary to support the child’s wellbeing or safety.
   
4.   Understand your job description and responsibilities, and ensure your conduct aligns with Early Childhood Australia’s Code of Ethics, which sets the professional standards you will be held accountable to.
   
5.   Familiarise yourself with and adhere to the Service’s Work Health and Safety (WHS) policies and procedures — safety is a top priority.
   
6.   Be fully aware of your obligations as a Mandatory Reporter and ensure you follow the required procedures.
   
7.   Implement and support strategies and systems that promote a child safe organisation, always prioritising the safety and wellbeing of children in your care.
   
8.   Understand your obligation to report any allegations of reportable conduct involving employees or volunteers.
   
9.   Always represent the Service in a professional manner, both within the workplace and when wearing the uniform outside the Service, as you are a visible representative of our organisation.
   
10.   Actively contribute to the review and revision of policies, procedures, and the Quality Improvement Plan (QIP) to support continuous improvement and best practice at the Service.
    

Meals And Snacks.

Employees who bring their own food to the Service are asked to be mindful of children’s allergies and the Service’s nutrition policy. Meals and snacks are to be consumed during scheduled breaks in the designated staff lunchroom, rather than in the presence of children. For the safety and wellbeing of the children, please ensure any personal food items are not stored in fridges used for children’s food.

Equal Employment Opportunity.

Equal employment opportunity extends beyond recruitment and applies to all aspects of employment. Management and Supervisors are responsible for maintaining a supportive, inclusive, and non-discriminatory work environment for all employees.

We are committed to ensuring that all employees and potential employees have fair and equal opportunities for recruitment, development, and career progression within the Service. Employee progress is regularly reviewed every three months in collaboration with the Nominated Supervisor. All employees participate in Professional Development Plans, working with the Educational Leader to identify opportunities for individual growth, professional development, and career advancement.

We recognise that fostering a workplace free from discrimination promotes a healthier, happier, and more productive environment for all. All employees and prospective employees will be treated with fairness and respect, free from discrimination on any grounds.

Compliance.

All employees are required to adhere to the Service’s policies and procedures, along with all expectations outlined in this handbook.

It is your responsibility to ensure that your residential address, telephone number, email address, and bank details are kept up to date at all times. These details can be updated directly through your employee portal.

Wages and Payroll

Parental Leave.

1.   Provide financial support for parents during their time off work to care for their newborn or recently adopted child.
   
2.   Promote child and maternal health and development.
   
3.   Encourage women’s participation in the workforce.
   
4.   Support work/family balance.
   

1.   Retain valuable and skilled staff by encouraging them to stay connected with the workforce when they become parents.
   
2.   Enhance family-friendly workplace conditions.
   
3.   Increase workforce participation among parents.
   

Termination of Employment.

Dismissal May Occur for The Following Breaches of Discipline.

1.   Reporting to work under the influence of alcohol or drugs
   
2.   Refusal to complete mandatory additional training
3.   Immoral, inappropriate, or indecent behaviour while at the service
4.   Misuse of company equipment and/or resources
5.   Refusal to work as directed
6.   Possession of a dangerous weapon at the service
7.   Bringing disrepute to the service
8.   Disreputation of the relationship between the service and its families
9.   Disclosure of confidential information
10.   Falsification of documents
11.   Fraternising with families
12.   Theft, abuse, or destruction of company property
13.   Interfering with work schedules, falsifying reports, documents, or wage information
14.   Failing to report for work
15.   Walking off the job
16.   Failure to follow policies, procedures, or the Code of Conduct
17.   Use of vulgar language or disrespectful conduct towards families, management, or colleagues
18.   Publishing false, malicious, or harmful statements about any client, employee, supervisor, the service, or its offerings on social media or any other platform
19.   Failure to return lost property, which will be treated as theft
20.   Inability to maintain or hold a current Working with Children Check (WWCC)
    

Disciplinary Action.

1. Unauthorised absences
2. Having personal visitors while on shift
3. Excessive personal phone calls
   
4. Unauthorised solicitation or distribution of money or materials
   
5. Poor work performance
   
6. Carelessness
7. Lack of enthusiasm
8. Neglect of personal hygiene
   
9. Taking excessive breaks
10. Failing to report health, fire, or safety hazards
    
11. Repeated tardiness 
    

Grievances - Handling Complaints.

The service is committed to maintaining a fair and equitable workplace, with procedures in place for resolving grievances. Conflict is a natural part of any work environment, and it is important to address and resolve issues promptly to maintain a positive and productive atmosphere.

Unresolved conflict can lead to stress, low morale, and reduced productivity, while a well-managed resolution can lead to improved relationships, higher productivity, and a better work environment.

All staff are expected to contribute to creating a positive, open, and healthy work culture. Grievances, whether small or large, should be dealt with in a timely and thorough manner. Employees should see conflict as an opportunity for growth, learning, or improving relationships.

Conflict Resolution Training and Resources.

1. All employees are encouraged to have a look at any free training material & self-study guides for Conflict Resolution or
2. Staff are encouraged to utilise free training and self-study guides on Conflict Resolution or communication skills as part of their professional development.
3. A grievance is any issue or complaint related to the work environment.
4. All grievances should be addressed directly between the involved parties.
5. Employees should utilise conflict resolution skills and behave respectfully, without oppression or discrimination. Everyone involved must acknowledge the grievance and work together to resolve it.

Grievance Procedures.

Harmonious staff relations are essential for the service. Staff should feel that their professionalism is respected and that they are involved in decision-making processes that affect their work.

When a grievance cannot be resolved informally, the following steps should be followed:

1.      The aggrieved staff member should contact their immediate supervisor or the Nominated Supervisor, who will act as the mediator. The mediator will interview the involved parties, clarify the facts, seek advice if needed, explore options, and create a plan for resolution.

2.      If a resolution is not reached at this stage, the mediator will escalate the issue to KAL Child Care Management, providing a report that includes the nature of the grievance, the steps taken, the solutions proposed, and the recommended course of action.

3.      Once an agreement is reached, a report level outlining the details of the grievance, the resolution, and the plan of action, will be provided to all parties.

Resolution of Grievances.

Grievances are considered resolved when all involved parties agree to a solution and the cause of the grievance has been addressed. Any necessary measures to repair damage or distress should be implemented, and agreed-upon strategies should be followed to prevent future conflict.

If a grievance cannot be resolved after following the outlined procedures, it may be necessary to consider disciplinary action.

Confidentiality.

Mediators should maintain discretion and confidentiality throughout the process. Any breach of confidentiality may result in charges of misconduct. However, confidentiality cannot be guaranteed if there is a risk of harm, the need for disciplinary action, or if employer liability is involved.

No action will be taken against a person who is the subject of a formal complaint until they have been informed of the allegations and given the opportunity to respond. 

Support Person.

Staff members may nominate a support person to attend grievance meetings with them. This person can be anyone the staff member feels comfortable with.

Policies and Procedures

You can access all policies and procedures online via The KAL Hub.

Username – Policies@kal.net.au

Password - KAL-PolicyAccess2025!

Manual Handling in Early Childhood.

1. Understanding the Risks of Manual Lifting.

1.   Lifting children (e.g., in and out of cots, highchairs, and play equipment)
2.   Frequent bending and twisting (e.g., picking up children or toys)
3.   Pushing or applying force (e.g., large strollers)
4.   Awkward postures (e.g., sitting on the ground or balancing children on one hip)
5.   Sudden movements (e.g., reaching for a falling object or child)
6.   Repetitive tasks (e.g., changing nappies or setting up activities)
   

2. Safe Lifting Guidelines for Children

1. Clear the area: Ensure there are no obstacles in your path before lifting.
2. Evaluate the child: Consider the child's size and weight before attempting to lift. If necessary, ask for assistance.
   

1. Stand close: Position yourself close to the child to minimise strain.
2. Foot position: Place your feet shoulder-width apart for stability.
3. Bend your knees: Always bend from your knees, not your back, to lower yourself to the child’s level.
4. Keep your back straight: Avoid bending at the waist and use the strength of your legs to lift.
   

1. Firm grip: Ensure a secure hold on the child—support them by the underarms or torso.
   
2. Lift smoothly: Avoid sudden or jerky movements.
   
3. Avoid twisting: Always turn with your feet, not your torso, to prevent strain.
   

1. Keep the child close: Hold the child close to your body to reduce the load on your back.
   
2. Take small steps: Walk slowly and steadily, ensuring a clear path ahead.
   

1. Bend your knees: When placing the child down, bend your knees and lower them gently to the surface.
   
2. Avoid sudden movements: Lower the child carefully and slowly. 

3. Safe Lifting Guidelines for Other Items

1.   Clear the area: Ensure the path is clear of obstacles.
2.   Evaluate the load: Consider the weight and size of the item. If it’s too heavy or awkward, ask for help or use lifting aids.
   

1.   Stand close to the item: Keep the load as close to your body as possible.
2.   Foot position: Place your feet shoulder-width apart for balance.
3.   Bend your knees: Use your legs to lower yourself to the object.
4.   Keep your back straight: Avoid bending at the waist.
   

1.   Secure grip: Ensure a firm grip on the item with both hands.
2.   Lift smoothly: Use your legs to lift, not your back.
3.   Avoid twisting: Turn your whole body by pivoting with your feet rather than twisting at the waist.
   

1.   Keep the item close: Hold the item close to your body to reduce strain.
2.   Move carefully: Take small steps, ensuring the path is clear and you can see where you're going.
   

1.   Bend your knees: When placing the item down, bend your knees and lower it carefully.
2.   Avoid sudden movements: Place the item down smoothly to avoid injury.
   

4. Lifting Strategies to Minimise Injury

1.   Lunge Strategy: For getting down to the child’s level or lifting them up. Step one leg back, lowering the back knee to the floor. This allows you to keep your back straight and your legs strong.
   
2.   Golfer’s Lift: For picking up light objects like toys, use a nearby chair or piece of furniture for support. Pivot at the hips and lift with your legs.
   
3.   Forward Lean/Hip Hinge: For lifting from waist height, brace one leg and hinge forward from the hip. This is helpful when lifting children in and out of car seats or leaning over cots.
   
4.   Squat Technique: For low-level lifting, squat down with weight through your heels and your knees aligned with your ankles. This is ideal when picking up children from strollers or lifting items from the floor.
   
5.   Engage Abdominals: Before lifting, pull in your abdominal muscles to support your back and reduce strain.
   

Safe Work Factsheets.

1.  Using cots, highchairs and change tables in early childhood education and care
2.  Working at low levels in early childhood education and care
3.  Storing supplies and equipment in early childhood education and care
4.  Conducting administrative tasks in early childhood education and care
5.  Maintaining indoor and outdoor areas in early childhood education and care

General First Aid.

1.   Serious incidents: Always refer to a staff member with First Aid training for serious incidents. A First Aid-qualified staff member will be on duty at all times, in compliance with Education and Care Services National Regulations (Reg.136).
   
2.   Incident reporting: Complete an Incident, Injury, Trauma, and Illness Record immediately after an accident or near-miss. Do not leave this until later. Any head trauma must be reported to the family right away, regardless of how minor the injury appears.
   

1.   Rest the affected area to prevent further bleeding.
   
2.   Once bleeding is controlled, wash the area under running water.
   
3.   If necessary, wash the surrounding skin with soap and water, then towel dry.
4.   For deep wounds with separated edges, bring the edges together and hold with an adhesive strip.
   
5.   Dress the wound with a gauze bandage.
   

1.   Rest the affected area.
   
2.   Apply ice (wrapped in a wet cloth) to reduce pain, swelling, and bleeding.
   
3.   Apply pressure to the area to slow blood flow.
   
4.   Elevate the body part above heart level to reduce blood flow to the injured tissue.
   
5.   Do not apply lotions, ointments, or oily dressings.
   
6.   Avoid breaking or pricking blisters.
   
7.   Do not apply towels, cotton wool, or adhesive dressings directly to the wound.
   

1.   Flood the area with running cold tap water for about 10 minutes.
   
2.   Remove jewellery and clothing from the affected area, unless stuck to the skin.
   
3.   Cover the burn with a sterile, non-stick dressing.
   

1.   Refer to the Safety Data Sheet (SDS) for the specific product.
   
2.   Flood the affected area with large volumes of water.
   
3.   Continue to wash with running water for an additional 20 minutes to dilute any remaining chemicals.
   
4.   Dress the affected area as you would a standard burn.
   

General Safety Guidelines.

1.   Always work with safety in mind and report hazards immediately.
   
2.   Keep hallways and doors clear to ensure safe emergency evacuation.
3.   Walk, do not run (especially on stairs).
4.   Do not stand on chairs or furniture—there’s a risk of falling.
5.   Open doors slowly to avoid surprise encounters.
6.   Inform your colleague before leaving the room for safety and security purposes.
7.   Report all accidents immediately, no matter how minor they may seem.
8.   Practise good hand-washing techniques.
9.   Be familiar with emergency evacuation procedures. 

Cleaning Safety.

1.   Chemicals - Always read and follow instructions on the packaging.
2.   Adhere to the cleaning schedule and seek approval from the Nominated Supervisor before introducing new products.
3.   Never mix chemicals together.
4.   Only use chemicals in their original, labelled containers.
5.   Follow the manufacturer's guidelines and refer to Safety Data Sheets (available on site).
6.   Always secure lids on containers after use to prevent spills.
7.   Do not sniff or taste chemicals.
8.   If chemicals spill on your hands, wash them immediately.
9.   If unsure, consult the Nominated Supervisor regarding the proper handling of chemicals.
10.   In the case of a chemical spill, isolate the area and inform the Nominated Supervisor.
    

Electrical Safety.

1.   Regularly inspect equipment, especially cords and plugs, for damage. If damaged, do not use the equipment and report it.
2.   Keep electrical cords dry and away from dampness to prevent electrical accidents.
3.   Avoid tripping over power cords.
4.   Always turn off the power before disconnecting cords from the socket.
5.   Disconnect equipment by holding the plug, not by pulling the cord.
6.   Do not use faulty equipment—report it immediately.
7.   Do not attempt electrical repairs or tamper with electrical installations.
8.   Replace child safety covers on sockets when no longer in use.

Preventing Slips and Trips

1.   Wear shoes with slip-resistant soles and heels to prevent falls and protect your feet.
2.   Be alert for objects that could cause tripping.
3.   Pick up objects and cover any protruding items to prevent injury.
4.   When using mops or brooms, leave them upright and out of children’s reach.
5.   Display warning signs on wet or slippery floors.
6.   Clean up spills immediately to prevent slips.
7.   Complete the appropriate paperwork if a slip or fall occurs while on duty, regardless of whether it involves a staff member or visitor.

Remember: Safety is everyone’s’ responsibility. Always prioritise safety, work with caution, and report any accidents, no matter how small, to help maintain a safe environment.