Hi,<br><br><div class="gmail_quote">On Tue, Nov 29, 2011 at 2:12 PM, Russell Coker <span dir="ltr"><<a href="mailto:russell@coker.com.au">russell@coker.com.au</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex;">
<div class="im">On Tue, 29 Nov 2011, Brent Wallis <<a href="mailto:brent.wallis@gmail.com">brent.wallis@gmail.com</a>> wrote:<br>
> But does not any conference in Australia have to adhere to their state/NZ<br>
> equivalent of Worksafe (as is called in VIC)?<br>
><br>
> If so, then would not the framework associated with such institutions be<br>
> sufficient?<br>
<br>
</div>Presumably conferences such as "Sexpo" comply with all relevant worksafe laws.<br>
But the consensus of opinion is that we don't want LCA to be like Sexpo (even<br>
though it would be quite legal to do so provided that children were excluded).<br>
<br></blockquote><div>Touche...</div><div>But surely a G rating would cover this?</div><div> </div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex;">
So it seems quite clear that the minimum standards of workplace legislation do<br>
not address the issues that are being addressed by the CoC.<br></blockquote><div><br></div><div>Not so sure on that one.</div><div>Based on the discussions so far, I would say that just about all situations would be covered by Worksafe and a G rating.</div>
<div>Is there a specific example that wouldn't?</div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex;">
<div class="im"><br>
> Rules concerning bullying and discrimination are already there.<br>
> What's more, these rules are backed up by real laws with real bite should<br>
> the need arise.<br>
<br>
</div>Of course there is nothing stopping someone from making complaints to the<br>
police about criminal behavior. In fact the CoC indicates that the conference<br>
organisers will assist in filing a police report if appropriate.<br>
<br>
One thing to note is that criminal cases take a long time to process and for<br>
sexual offenses the probability of getting a conviction is extremely low.<br></blockquote><div> </div><div>Via Worksafe, the process is very rapid.</div><div><br></div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex;">
When the conference organisers deal with the issue they can do so rapidly and<br>
not be subject to a misogynist judge who thinks that the victim deserved it.<br>
<div class="im"><br></div></blockquote><div> </div><div>Conference organisers could still act immediately.</div><div>The law and consequences would come later.</div><div><br></div><div>Surely we are not qualified to make judgements on what could or could not happen in a court of law?</div>
<div><br></div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex;"><div class="im">
> IMHO the conference (any conference) is a place of work, and individual<br>
> behaviour should adhere to the same rules as any place of work.<br>
><br>
> Would that not cover what is needed?<br>
<br>
</div>Every company that I have worked for has had some sort of CoC that<br>
significantly exceeded the legal requirements. It may not have been printed<br>
but everyone has a good idea of what is acceptable.<br>
<br></blockquote><div>One could argue that what you talk about here is company culture, not a code.</div><div>The code provides the framework for a culture to develop.</div><div><br></div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex;">
Why should LCA be different from all the other workplaces which have rules<br>
that are more strict than legally required?<br>
<div class="HOEnZb"><div class="h5"><br></div></div></blockquote><div> </div><div>No need to be.</div><div>There is nothing I can find in the current proposals that would not be covered by:</div><div>A G rating.</div><div>
and</div><div>Adherence to the relevant Worksafe laws.</div><div><br></div><div>My suggestions here are about "leveraging" protections and laws that are already in place to achieve the required outcome.</div><div>
A form of code re-use if you will.</div><div><br></div><div>BW</div></div>