Internet usage policy
This Internet Usage Policy applies to all people using the Guest Wireless Internet service of the Catholic Parish of Port Melbourne/Middle Park. All guests who wish to use this service are required to acknowledge that they have read and understood and agree to abide by the rules hereunder.

Access to the Service
The Service is a free  service provided by the Catholic Parish of Port Melbourne/Middle Park for guests using parish facilities. Your access to the Service is completely at the discretion of the Catholic Parish of Port Melbourne/Middle Park, and your access to the Service may be blocked, suspended, or terminated at any time for any reason including, but not limited to, violation of this Agreement, actions that may lead to liability for the Catholic Parish of Port Melbourne/Middle Park, disruption of access to other Users or networks, and violation of applicable laws or regulations. the Catholic Parish of Port Melbourne/Middle Park may revise this Agreement at any time. You must accept this Agreement each time you use the Service and it is your responsibility to review it for any changes each time.

Acceptable Use of the Service
Your access to the Service is conditioned on legal and appropriate use of the Service. Your use of the Service and any activities conducted online through the Service shall not violate any applicable law or regulation or the rights of the Catholic Parish of Port Melbourne/Middle Park or any third party.

The use of the Service for the following activities is prohibited:

Spamming and Invasion of Privacy
Sending of unsolicited bulk and/or commercial messages over the Internet using the Service or using the Service for activities that invade another’s’ privacy.

Intellectual Property Right Violations
Engaging in any activity that infringes or misappropriates the intellectual property rights of others, including patents, copyrights, trademarks, service marks, trade secrets, or any other proprietary right of any third party.

Defamatory or Abusive Language
Using the Service to transmit, post, upload, or otherwise making available defamatory, harassing, abusive, or threatening material or language that encourages bodily harm, destruction of property or harasses another.

Forging of Headers
Forging or misrepresenting message headers, whether in whole or in part, to mask the originator of the message.

Hacking
Accessing illegally or without authorization computers, accounts, equipment or networks belonging to another party, or attempting to penetrate security measures of another system. This includes any activity that may be used as a precursor to an attempted system penetration, including, but not limited to, port scans, stealth scans, or other information gathering activity.

Distribution of Internet Viruses, Trojan Horses, or Other Destructive Activities

Obscene or Indecent Speech or Materials
Using the Service to advertise, solicit, transmit, store, post, display, or otherwise make available obscene or indecent images or other materials. Certain content or web sites may be filtered or unavailable due to inappropriate content.

Other Illegal Activities
Using the Service for any illegal activity. The Catholic Parish of Port Melbourne/Middle Park will notify and fully cooperate with law enforcement if it becomes aware of any use of the Service in any connection with any illegal activity.

Disclaimer
You acknowledge (i) that the Service may not be uninterrupted or error-free; (ii) that viruses or other harmful applications may be available through the Service; (iii) that the Catholic Parish of Port Melbourne/Middle Park does not guarantee the security of the Service and that unauthorized third parties may access your computer or files or otherwise monitor your connection.

THE SERVICE AND ANY PRODUCTS OR SERVICES PROVIDED ON OR IN CONNECTION WITH THE SERVICE ARE PROVIDED ON AN “AS IS”, “AS AVAILABLE” BASIS WITHOUT WARRANTIES OF ANY KIND.

No Consequential Damages
UNDER NO CIRCUMSTANCES WILL  the Catholic Parish of Port Melbourne/Middle Park OR ITS OFFICERS, EMPLOYEES OR AFFILIATES BE LIABLE FOR ANY DAMAGES OR LOSSES WHATSOEVER AND HOWSOEVER SUSTAINED BY A USER OF THIS SERVICE.

All terms and conditions as stated in this document are applicable to all users of the Internet connection. All terms and conditions as stated in this document reflect an agreement of all parties and should be governed and interpreted in accordance with the policies and procedures mentioned above.

User compliance
By clicking the ‘back’ button in your browser you are verifying that you have understood and will abide by this Internet Usage Policy and that should you commit any violation of this policy, your access privileges may be revoked and/or appropriate legal action may be taken.

Click the ‘back’ button in your browser to return to the login page.

The purpose of this policy is to outline the Parish’s Anti-discrimination in the Workplace Policy and the Grievance Procedures to be followed in all Grievance Disputes. This policy is not a term of any contract, including any contract of employment. This policy may be varied by the Parish from time to time.

Background

The Church teaches that each person has an intrinsic value and dignity. The exposure of an individual to various forms of discrimination and/or harassment is incompatible with these teachings. Such conduct is unlawful under both Commonwealth and Victorian legislation and is not tolerated in our parish.

Application

This policy applies to all workplace participants including staff (e.g. priests, brothers, sisters, seminarians and employees), volunteers, contractors, agents and clients of both the Archdiocese and the Parish while at any workplace of the parish and/or engaged in any work-related activity connected with this workplace.

Prohibition of Unlawful Discrimination

All people to whom this policy applies are prohibited from engaging in unlawful discrimination in relation to any other person while at a parish workplace and/or engaged in any work-related activity. This prohibition applies to all at a common workplace. It is irrelevant whether each person is an employer, an employee or neither. If they are employees, it is irrelevant whether their employers are the same or different.

Consequences For Breach of Policy

Where a person is found to have breached any of his or her obligations under this policy, disciplinary action may be taken. This may include the termination of his or her employment.

Definition of Unlawful Discrimination

Any practice that involves treating one person or group less favourably than another, or causing them disadvantage, is discrimination. Such discrimination will be unlawful if it is based on a ground or grounds which the law has identified as being unacceptable, unless a relevant exception applies. The prohibited grounds of discrimination include sex, marital status, pregnancy, family responsibilities, race, disability and age. Other prohibited grounds of discrimination are set out in applicable legislation.

Preventing Unlawful Discrimination

Bearing in mind the values of Catholic social teaching, employers to whom this policy applies will endeavour to prevent unlawful discrimination and aim to:

• Take positive, reasonable and proportionate action to eliminate discrimination, sexual harassment and/or victimisation in the workplace;
• Make reasonable adjustments for a person offered employment or for an employee with an impairment;
• Promote the development of a culture supportive of employment equality and diversity;
• Provide equal employment opportunities by identifying and removing unlawful barriers to participation and progression in employment;
• Appoint and advance workers on the basis of merit;
• Prevent unlawful discrimination against workers on the grounds outlined in Commonwealth and Victorian legislation, and
• Treat seriously all reported incidents of alleged unlawful discrimination and take appropriate steps in response to such incidents.

What Can You Do if You Consider You Are the Subject of Unlawful Discrimination?

Complainants are encouraged to use our internal processes to address concerns regarding discriminatory conduct, but are free to refer the matter to an external body such as the Equal Opportunity and Human Rights Commission at any time. The complainant may raise the issues with their parish priest/administrator or the Archdiocese’s Human Resources manager. If the matter is raised parish priest/administrator, the Archdiocese’s Human Resources Manager is to be informed. If the complaint relates to a priest, brother, sister or seminarian, the Vicar General of the Archdiocese is to be informed.

The complainant will be asked to provide an account of the allegation/s. the person with whom the issues were raised will ten take appropriate steps to investigate the allegations or to refer the matter to an appropriate person for investigation. Any investigation will include putting the allegations to the person whose actions are alleged to have breached this policy. In addition, witnesses or other relevant people may be interviewed regarding aspects of the complaint.

A finding will be made regarding whether this or any other Archdiocesan policy has been breached. Recommendations for action will then be made and implemented.

This complain procedure has the following features:

• Confidentiality : Ordinarily only the people directly involved in the investigation or attempted resolution of a complaint will have access to information about the complaint. Procedural fairness will require that the accused person be told of the matter at an appropriate stage of the investigation. This will be handled sensitively. There will be exceptional circumstances when information cannot be kept completely confidential (for example when physical threats are involved, when the matter has been referred to an external body and/or when it is necessary to disclose information to conduct the investigation to protect the interests of other members of staff or people in the workplace).
• Impartiality : All parties will have a chance to tell their side of the story. No assumptions will be made and, to the extent possible, no action will be taken until all relevant information has been collected and considered.
• No Repercussions : No actions will be taken against anyone for making or helping someone to make a genuine complaint. Steps will be taken to ensure that anyone making such a complaint is not victimised.
• Promptness : All complaints will be dealt with as quickly as possible.
• Outcome: The outcome of a complaint could take a variety of forms, including: no further action, an apology, alteration of behaviour, removal of offending material, conciliation, training or counselling, re-assignment of one or both parties to another position or location, or even termination of employment. At any stage during the investigation, the investigating person may determine that the complaint warrants no further action, or refer it to the police as a criminal matter.
• Follow Up : Once the complaint has been determined, arrangements may be made for ongoing counselling and support for the complainant and/or the person who was found or nor to have engaged in the discriminatory conduct, where appropriate.

The Application of the Above Principles and Procedures For Complaints Other Than Discrimination

The above principles, policy and procedures will be followed in matters other than unlawful discrimination, including the failure to appropriately report suspected instances of non-protection of children and young people. They will also apply, where appropriate, to other matters that may arise within the parish.

This statement was published on 7 August 2017.

PRIVACY POLICY