sec.140AChief executive to give particular information to chief executive (employment screening)

### sec.140A Chief executive to give particular information to chief executive (employment screening) This section applies if the chief executive— amends, suspends or cancels a person’s certificate of approval under this division (a disciplinary action ); and reasonably believes the disciplinary action may be relevant to the functions or powers of the chief executive (employment screening) under the Working with Children Check Act 2000 . The chief executive must give written notice of the disciplinary action to the chief executive (employment screening). A notice under subsection (2) must state the following— the person’s name and address; the person’s date and place of birth; that disciplinary action has been taken against the person, without stating anything further about the disciplinary action. Subsection (5) applies if the chief executive (employment screening)— requests further information about the disciplinary action; and notifies the chief executive that the person holds a working with children authority or has made a working with children check application. The chief executive must give the chief executive (employment screening) a written notice stating the following— the form of disciplinary action taken; when the conduct happened that constituted a ground for the disciplinary action; the nature of the conduct that constituted a ground for the disciplinary action; any other information about the disciplinary action the chief executive considers may be relevant to employment screening under the Working with Children Check Act 2000 , chapter 8 , including, for example, details about the nature of the disciplinary action. A notice given under subsection (2) or (5) must not contain information that identifies, or is likely to identify, a particular child. If the chief executive gives the chief executive (employment screening) information under subsection (5) about disciplinary action and the disciplinary action is set aside on review or appeal, the chief executive must notify the chief executive (employment screening) of the following— the disciplinary action has been set aside; the reasons given by the entity that set the disciplinary action aside for setting it aside. s 140A ins 2004 No. 49 s 53 sch amd 2005 No. 40 s 48 ; 2006 No. 17 s 3 sch sub 2010 No. 5 s 39 amd 2014 No. 28 s 13 ; 2019 No. 18 s 86 (2) sch 2 ; 2024 No. 49 s 130 (2) sch 4 pt 2 (sec.140A-ssec.1) This section applies if the chief executive— amends, suspends or cancels a person’s certificate of approval under this division (a disciplinary action ); and reasonably believes the disciplinary action may be relevant to the functions or powers of the chief executive (employment screening) under the Working with Children Check Act 2000 . (sec.140A-ssec.2) The chief executive must give written notice of the disciplinary action to the chief executive (employment screening). (sec.140A-ssec.3) A notice under subsection (2) must state the following— the person’s name and address; the person’s date and place of birth; that disciplinary action has been taken against the person, without stating anything further about the disciplinary action. (sec.140A-ssec.4) Subsection (5) applies if the chief executive (employment screening)— requests further information about the disciplinary action; and notifies the chief executive that the person holds a working with children authority or has made a working with children check application. (sec.140A-ssec.5) The chief executive must give the chief executive (employment screening) a written notice stating the following— the form of disciplinary action taken; when the conduct happened that constituted a ground for the disciplinary action; the nature of the conduct that constituted a ground for the disciplinary action; any other information about the disciplinary action the chief executive considers may be relevant to employment screening under the Working with Children Check Act 2000 , chapter 8 , including, for example, details about the nature of the disciplinary action. (sec.140A-ssec.6) A notice given under subsection (2) or (5) must not contain information that identifies, or is likely to identify, a particular child. (sec.140A-ssec.7) If the chief executive gives the chief executive (employment screening) information under subsection (5) about disciplinary action and the disciplinary action is set aside on review or appeal, the chief executive must notify the chief executive (employment screening) of the following— the disciplinary action has been set aside; the reasons given by the entity that set the disciplinary action aside for setting it aside. - (a) amends, suspends or cancels a person’s certificate of approval under this division (a disciplinary action ); and - (b) reasonably believes the disciplinary action may be relevant to the functions or powers of the chief executive (employment screening) under the Working with Children Check Act 2000 . - (a) the person’s name and address; - (b) the person’s date and place of birth; - (c) that disciplinary action has been taken against the person, without stating anything further about the disciplinary action. - (a) requests further information about the disciplinary action; and - (b) notifies the chief executive that the person holds a working with children authority or has made a working with children check application. - (a) the form of disciplinary action taken; - (b) when the conduct happened that constituted a ground for the disciplinary action; - (c) the nature of the conduct that constituted a ground for the disciplinary action; - (d) any other information about the disciplinary action the chief executive considers may be relevant to employment screening under the Working with Children Check Act 2000 , chapter 8 , including, for example, details about the nature of the disciplinary action. - (a) the disciplinary action has been set aside; - (b) the reasons given by the entity that set the disciplinary action aside for setting it aside.