sec.300Existing requirements to disclose previous history of serious disciplinary action

### sec.300 Existing requirements to disclose previous history of serious disciplinary action This section applies if, before the commencement— a chief executive of a department proposed to appoint or second a person to, or employ a person in, the department; and the chief executive required the person, under the repealed Act, section 179A , to disclose to the chief executive particulars of any serious disciplinary action taken against the person; and the chief executive had not decided whether to appoint, second or employ the person. From the commencement— the repealed Act, section 179A , as in force immediately before the commencement, continues to apply in relation to the requirement despite the repeal of that section by this Act; and the chief executive may use the information disclosed under the requirement in making an assessment about the person’s suitability for the appointment, secondment or employment. (sec.300-ssec.1) This section applies if, before the commencement— a chief executive of a department proposed to appoint or second a person to, or employ a person in, the department; and the chief executive required the person, under the repealed Act, section 179A , to disclose to the chief executive particulars of any serious disciplinary action taken against the person; and the chief executive had not decided whether to appoint, second or employ the person. (sec.300-ssec.2) From the commencement— the repealed Act, section 179A , as in force immediately before the commencement, continues to apply in relation to the requirement despite the repeal of that section by this Act; and the chief executive may use the information disclosed under the requirement in making an assessment about the person’s suitability for the appointment, secondment or employment. - (a) a chief executive of a department proposed to appoint or second a person to, or employ a person in, the department; and - (b) the chief executive required the person, under the repealed Act, section 179A , to disclose to the chief executive particulars of any serious disciplinary action taken against the person; and - (c) the chief executive had not decided whether to appoint, second or employ the person. - (a) the repealed Act, section 179A , as in force immediately before the commencement, continues to apply in relation to the requirement despite the repeal of that section by this Act; and - (b) the chief executive may use the information disclosed under the requirement in making an assessment about the person’s suitability for the appointment, secondment or employment.