Plans to restrict the use of non-disclosure agreements for workplace s-xual harassment cases, in Victoria, appear unlikely to be accompanied by recommended OHS changes allowing unions to initiate civil remedy proceedings for safety breaches, and making workplace harassment a notifiable incident.
Employers that choose to implement mandatory COVID-19 vaccination policies in Victoria, for workplace health and safety purposes, will have the power to collect the "vaccination information" of employees, contractors and volunteers, under amendments commencing next week.
Employers will be required to implement "prevention plans" for psychosocial hazards ranging from aggression and bullying to high job demands, under proposed Victorian provisions that were informed, in part, by agreed changes to the national model WHS laws.