F4T Compliance Documents - Child Safety
Food4T Ltd. is committed to the safety and wellbeing of all children and young people under 18 years of age. We uphold the rights of every child as outlined in the United Nations Convention on the Rights of the Child, and the National Principles for Child Safe Organisations (2019).
We have zero tolerance for child abuse, neglect or exploitation.
This Code of Conduct applies to any person engaged by Food4T Ltd. in any capacity, including:
When working with children and young people, Food4T Ltd. staff, volunteers, and contractors must agree to:
When working with children and young people, Food4T Ltd. staff, volunteers, and contractors must not:
Food4T Ltd. is committed to promoting and protecting the interests, rights, safety, and wellbeing of children and young people. We have zero tolerance for child abuse, neglect, or harm. Food4T Ltd. is committed to complying with the Child Safe Standards introduced by the Victorian Government, which set out the compulsory minimum standards for organisations that provide services for children and young people. Food4T Ltd. is also committed to upholding the National Principles for Child Safe Organisations (2019) and embedding child safety and wellbeing into our culture, governance, and day-to-day practices.
Everyone working at Food4T Ltd. is responsible for the care and protection of children and for reporting information about child abuse.
This policy applies to all staff, contractors, and volunteers, and to the broad range of situations where interaction with children and young people may occur in the delivery of Food4T Ltd.’s services. This includes employees, executive officers, board members, officeholders, contractors, consultants, labour-hire workers, volunteers, interns, trainees, and any other individuals engaged in Food4T Ltd. programs or services.
The purpose of this policy is to:
Food4T Ltd. is committed to promoting and protecting the best interests of children. We uphold the rights of all children, consistent with the United Nations Convention on the Rights of the Child. Food4T Ltd. has zero tolerance for child abuse.
In continuing to implement and promote a child-safe system of work, Food4T Ltd. will:
*References for people wishing to volunteer who have been attending for at least 6 months may be obtained by verbal confirmation sought from other church ministry leaders of good standing who can attest to the character of the individual (to the best of their knowledge). References for people seeking employment in the ministry should be obtained in writing from previous employers, organisations or individuals of good standing.
This policy will be reviewed at least once every two years or sooner if legislation, best practice, or organisational needs require. Its effectiveness will be monitored through audits, feedback, incident reviews, and consultation with children, families, staff, and volunteers.
All staff, contractors, and volunteers are responsible for the safety and wellbeing of children and young people who engage with Food4T Ltd. All staff are expected to act in accordance with the Food4T Ltd.’s Child Safety Code of Conduct in their physical and online interactions with children and young people under the age of 18 years.
The board of Food4T Ltd. has ultimate responsibility for the detection and prevention of child abuse and for ensuring that appropriate and effective internal control systems are in place. The board is also responsible for ensuring that appropriate policies and procedures and a Child Safety Code of Conduct are in place.
The Executive Director of Food4T Ltd. is responsible for:
All managers must ensure that they:
All staff, volunteers and contractors share responsibility for the prevention and detection of child abuse, and must:
Food4T Ltd.’s recruitment procedure, including advertising, referee checks and pre-employment screening, emphasises child safety and wellbeing. The robust recruitment and selection process aims to ensure the recruitment of suitable staff and minimise the risk of recruiting individuals who may commit child abuse. The process aims to:
Food4T Ltd. requires all staff and volunteers to pass through the organisation’s recruitment and screening processes before commencing their engagement. All relevant staff who work directly with children must have current Working with Children Checks. Food4T Ltd. may also require police checks for applicants who work directly with children. Thorough reference checks will be undertaken as per internal procedure.
Once engaged, workers and volunteers must review and acknowledge their understanding of this policy.
Food4T Ltd. is committed to ensuring staff, contractors, and volunteers have access to appropriate induction and ongoing training in relation to their child safety responsibilities, including policies, procedures, external reporting obligations (e.g. mandatory reporting), and the Child Safety Code of Conduct.
Training will be available to staff who are likely to come into regular contact with children and young people and will include how to identify, assess and minimise the risk of child abuse and detect potential signs of abuse.
Food4T Ltd. will ensure that child safety is a part of its overall risk management approach. The board is committed to identifying and managing risks and will receive regular training on child safety as deemed appropriate.
All staff, volunteers, and contractors are responsible for reporting child safety concerns to their supervisor or Food4T Ltd.’s Executive Director as soon as possible after receiving such information or forming a belief that a child is at risk. In situations where the supervisor or Executive Director is suspected of involvement, or if the person does not believe the matter is being appropriately addressed, the matter should be reported to the next highest level of supervision.
Supervisors must report complaints of suspected abusive behaviour or misconduct to the Executive Director and also to any external regulatory body such as the police. If any staff member, volunteer, or contractor has a reasonable belief that reportable conduct may have occurred, they must report the incident to the Executive Director directly and immediately. If the incident potentially involves a criminal offence, it must also be reported to the local police station or by calling 000 after consulting with the Executive Director if reasonably practicable.
Reportable conduct includes: a sexual offence, sexual misconduct, physical violence, behaviour causing significant emotional or psychological harm, or significant neglect of a child. Where a law enforcement agency is investigating, staff members must co-operate to the best of their ability.
Food4T Ltd. also works to ensure all children, young people, families and staff understand their obligations and know who to tell if they observe abuse, are a victim, or notice inappropriate behavior. The following table provides a summary of mandatory reporting requirements by state and territory in Australia:
State/Territory
Legislation
Mandated Reporters
When to Report
Victoria
Crimes Act 1958 (Vic)
Any person 18 years or older
When they form a reasonable belief that a sexual offence has been committed in Victoria against a child by another person of or over the age of 18 years.
Children, Youth and Families Act 2005 (Vic)
Registered medical practitioners, midwives, registered nurses, principals, and police.
When they form a belief on reasonable grounds that a child is in need of protection from physical injury or sexual abuse; the parents cannot or will not protect the child; and the belief is formed in the course of practising his/her position of employment.
Child Wellbeing and Safety Act 2005 (Vic)
The head of an entity that is affected by the Reportable Conduct Scheme.
When they become aware of a reportable allegation against an employee, volunteer or contractor of the entity.
New South Wales
Children and Young Persons (Care and Protection) Act 1998 (NSW)
Persons who deliver health care, welfare, education, children's services, residential services or law enforcement, wholly or partly, to children in their professional work or paid employment. Also, persons in a management position with direct responsibility for, or direct supervision of, the provision of these services.
When they have reasonable grounds to suspect that a child is “at risk of significant harm” and those grounds arise from the person’s work.
Crimes Act 1900 (NSW)
Any Person.
When the person knows or believes that a serious indictable offence has been committed (i.e. child abuse) and their information might be of assistance to police.
Queensland
Child Protection Act 1999 (QLD)
Approved teachers, doctors, registered nurses, police officers with child protection responsibilities, child safety employees, and licenced care services employees.
When they form a reasonable suspicion that a child has suffered, is suffering or is at an unacceptable risk of suffering significant harm caused by physical or sexual abuse; and the child may not have a parent able and willing to protect the child.
South Australia
Children’s Protection Act 1993 (SA)
Doctors, pharmacists, nurses, dentists, psychologists, police officers, social workers, teachers, family day care providers, and employees/volunteers in government, local government, or non-government agencies providing health, welfare, education, sporting, recreational, child care, or residential services. Also, ministers of religion (with some exceptions) and employees or volunteers in a religious or spiritual organisation.
When they have a reasonable grounds to suspect that a child has been or is being abused or neglected, and the suspicion is formed in the course of the person’s work (whether paid or voluntary) or carrying out their official duties.
Tasmania
Children, Young Persons and Their Families Act 1997 (TAS)
Registered medical practitioners, nurses and midwives, dentists, psychologists, police officers, principals and teachers, persons who provide child care, and employees or volunteers of government agencies and organisations that receive Australian Government funding for such services.
When they believe or suspect on reasonable grounds, or know, that a child has been or is being abused or neglected; or there is a reasonable likelihood of a child being killed or abused or neglected by a person with whom the child resides. This also applies to unborn children.
ACT
Children and Young People Act 2008 (ACT)
Doctors and nurses, teachers, police officers, school counsellors, child care workers, public servants who work with children, the public advocate, and others who, in the course of their employment, have contact with or provide services to children.
When the person believes on reasonable grounds that a child has experienced, or is experiencing sexual abuse or non-accidental physical injury, and that belief is formed in the course of the person’s work.
Ombudsman Act 1989 (ACT)
The head of a designated entity (e.g. an administrative unit, health service provider, school, etc.).
When they become aware of a reportable allegation or any reportable conviction involving an employee, volunteer or contractor of the entity.
Western Australia
Children and Community Services Act 2004 (WA)
Doctors, nurses, midwives, police officers, teachers and boarding supervisors.
When, in the course of their work, they believe on reasonable grounds that a child has been the subject of sexual abuse or is the subject of ongoing sexual abuse.
Northern Territory
Care and Protection of Children ACT 2007 (NT)
Any Person. Additionally, registered health practitioners have specific obligations.
When the person believes on reasonable grounds that a child has suffered or is likely to suffer harm or exploitation; or a child under 14 has been or is likely to be a victim of a sexual offence; or a child under 18 has been or is likely to be a victim of a sexual offence in the context of a special care relationship. Registered health practitioners have additional reporting obligations.
Domestic and Family Violence Act (NT)
A Person.
When the person believes on reasonable grounds that the life or safety of a person (i.e. a child) is under serious or imminent threat because domestic violence has been, is being or is about to be committed.
If the appropriate child protection service or the police decide to investigate a report, all employees, contractors, or volunteers must co-operate fully with the investigation. The Executive Director will consult with the authorities to determine whether an internal investigation is appropriate. If it is decided that an internal investigation will not conflict with any official proceedings, the Executive Director may decide to conduct one, and all employees, contractors, and volunteers must co-operate fully. Any such investigation will be conducted according to the rules of natural justice.
The Executive Director will make every effort to keep any such investigation confidential, but other staff members may need to be consulted. After an initial review, the Executive Director shall coordinate the investigation with the appropriate investigators and law enforcement officials, with legal representatives involved as deemed appropriate.
If it is alleged that a staff member, contractor, or volunteer may have committed an offence or breached the organisation’s policies, the person concerned may be stood down (with pay, where applicable) while an investigation is conducted. If the investigation concludes that on the balance of probabilities an offence (or a breach of the organisation’s policies or Code of Conduct) has occurred then disciplinary action may follow, up to and including dismissal or cessation of involvement with the organisation. The findings of the investigation will be reported to any external body as required.
Food4T Ltd. will respect the privacy of the individuals involved unless there is a risk to someone’s safety. Food4T Ltd. will have safeguards and practices in place to ensure that any personal information considered or recorded remains confidential. In accordance with privacy laws, everyone is entitled to know how the personal information will be recorded, what will or can be done with it, and who may be able to access it.
Every two years, and following every reportable incident, a review shall be conducted to assess whether the organisation’s child protection policies or procedures require modification to better protect the children under the organisation’s care.
This Code of Conduct is endorsed by the Food4T Ltd. Board of Directors.
I, the undersigned, in my role as (position/role with Food4T Ltd.), acknowledge that:
Date:13 March 2026
LocationF4T Melbourne CBDF4T HamptonF4T ElwoodF4T BlackburnF4T MitchamF4T ScoresbyF4T Cranbourne WestF4T Frankston SouthF4T Mt MarthaF4T RosneyF4T Coffs HarbourF4T PenrithF4T Northern BeachesF4T Sydney CBDF4T Shell HarbourF4T BurpengaryF4T NorthlakesF4T Modbury NorthF4T Murray BridgeF4T Adelaide CBDF4T Perth CBDF4T RosnyF4T Head Office
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