Parliamentary Workplace Support Service Act 2023

This Part establishes the Parliamentary Workplace Support Service.

The functions of the PWSS include:

its human resources functions; and

its support function; and

its complaint resolution function; and

its policy development function; and

its education and training functions; and

to monitor, review and evaluate certain matters; and

to prepare and publish reports.

The PWSS may prepare reports about matters relating to the functions of the PWSS, IPSC or CEO. The PWSS must prepare a report each financial year about certain matters, including:

gender and diversity characteristics of parliamentarians and MOPS employees; and

gender equality in relation to remuneration for parliamentarians and MOPS employees; and

the employment of MOPs employees; and

the prevention of, and responses to, relevant conduct.

Parliamentarians must comply with certain training requirements, consultation requirements and requests for information under this Act. A failure to comply may result in details of the non-compliance being published in a public report.

The Parliamentary Workplace Support Service is established by this section.

Note 1: The PWSS does not have a legal identity separate from the Commonwealth.

Note 2: In this Act, PWSS means the Parliamentary Workplace Support Service—see section 5.

The PWSS consists of:

the CEO; and

the staff of the PWSS referred to in section 38; and

persons whose services are made available to the PWSS under section 39.

The PWSS has the following functions:

its human resources functions (under section 14);

its support function (under section 15);

its complaint resolution function (under section 16);

its policy development function (under section 17);

its education and training functions (under section 18);

to monitor, review and evaluate:

the matters covered by paragraphs 22(2)(a) to (f); and

other matters relating to any of its other functions;

to prepare and publish reports as mentioned in Division 3;

to make resources and facilities available to the IPSC, the PWSS Advisory Board and the PWSS Consultative Committee;

to assist the CEO in the performance of the CEO’s functions;

such other functions as are conferred on the PWSS by this Act or by any other law of the Commonwealth;

to do anything incidental to, or conducive to, the performance of the above functions.

Note: This subsection does not prevent another Commonwealth entity from performing a function that falls within the functions of the PWSS (including its human resources functions).

The PWSS has the following human resources functions:

(a) to advise and assist current and former parliamentarians in connection with their employment of MOPS employees, or their engagement of designated workers;

(b) to advise and assist current and former parliamentarians in connection with their obligations under:

policies and procedures determined by the PWSS under section 17; and

the Behaviour Codes that apply to them;

to advise and assist current and former MOPS employees in connection with their employment as MOPS employees, including in connection with their obligations under:

policies and procedures determined by the PWSS under section 17; and

the Behaviour Codes that apply to them;

(d) to advise and assist current and former designated workers in connection with their engagement as designated workers, including in connection with their obligations under policies and procedures determined by the PWSS under section 17;

(e) without limiting paragraphs (a), (b), (c) and (d)—to provide human resources services to parliamentarians, MOPS employees and designated workers in connection with the following:

the employment of MOPS employees;

the engagement of designated workers;

work health and safety matters that arise in connection with the duties of parliamentarians, MOPS employees or designated workers.

The support function of the PWSS is to provide support services to current and former Commonwealth parliamentary workplace participants under subsection (2).

The PWSS may provide support services in relation to alleged relevant conduct to a person who is a current or former Commonwealth parliamentary workplace participant in accordance with the following table:

For the purposes of this section, the provision of support services includes the provision of early intervention services.

The complaint resolution function of the PWSS is to provide services to current and former Commonwealth parliamentary workplace participants under subsection (2) to facilitate the independent resolution of complaints involving alleged relevant conduct.

(2) The PWSS may provide services to facilitate the independent resolution of complaints involving alleged relevant conduct to both of the following parties:

(a) one or more current or former Commonwealth parliamentary workplace participants who are alleged to have engaged in relevant conduct (the first party);

(b) one or more current or former Commonwealth parliamentary workplace participants who are affected by the alleged relevant conduct (the second party);

in accordance with the following table:

If the first party apologises to the second party for the alleged relevant conduct while the PWSS is providing services under this section to the parties, the making of the apology:

is not an admission of fault or liability; and

is not admissible in evidence against the first party in any civil proceedings in respect of the conduct.

Subsection (2A) does not apply in relation to conduct that would constitute an offence.

It is not a function of the PWSS under this section to:

investigate a complaint; or

make a finding of fact; or

arbitrate any matter.

However, paragraph (a) does not prevent the PWSS from seeking information for the purposes of providing a service mentioned in subsection (2).

For the purposes of this section, the provision of services to facilitate the independent resolution of complaints includes the provision of early intervention services.

The policy development function of the PWSS is to determine policies and procedures:

relating to workforce strategies for the employment of MOPS employees; or

for the purposes of supporting parliamentarians to discharge their obligations in relation to the employment of MOPS employees; or

(c) relating to work health and safety matters that arise in connection with the duties of parliamentarians, MOPS employees or designated workers; or

for the purposes of supporting Commonwealth parliamentary workplaces to be safe and respectful.

It is not a function of the PWSS under subsection (1) to determine a policy or procedure:

that applies only to a specified Commonwealth parliamentary workplace participant; or

for the terms or conditions of employment of a MOPS employee.

(3) A policy or procedure determined under subsection (1) may declare that it is a mandatory policy or procedure.

A parliamentarian must comply with a requirement of a mandatory policy or procedure that applies to the parliamentarian.

Note: The PWSS may take action in relation to a parliamentarian who fails to comply with such a requirement: see Division 4.

A mandatory policy or procedure must be determined by the CEO, by legislative instrument.

Before the CEO determines a mandatory policy or procedure:

the CEO must consult the PWSS Consultative Committee about the proposed mandatory policy or procedure; and

the CEO must have referred the proposed mandatory policy or procedure to the PWSS Advisory Board under section 44; and

one of the following must have occurred:

the PWSS Advisory Board was taken to have approved the proposed mandatory policy or procedure under subsection (4) of that section;

the PWSS Advisory Board has notified the CEO that it has decided to approve the proposed mandatory policy or procedure.

The PWSS must publish a policy or procedure determined under this section on its website.

The PWSS has the following education and training functions:

to provide and arrange for education of, and for informing, Commonwealth parliamentary workplace participants about:

the functions of the PWSS and the IPSC; and

(ii) work health and safety matters that arise in connection with the duties of parliamentarians, MOPS employees or designated workers; and

the Behaviour Codes; and

for parliamentarians and MOPS employees—matters relating to the employment of MOPS employees or establishing and maintaining safe and respectful workplaces;

without limiting paragraph (a)—to provide, or arrange for the provision of, education or training programs to parliamentarians and MOPS employees about matters referred to in that paragraph;

to develop and maintain, and make information available in relation to, a learning and professional development program for MOPS employees.

The CEO may, by legislative instrument, determine:

(a) that a specified education or training program provided under paragraph (1)(b) is a mandatory education or training program; and

requirements for the completion of a mandatory education or training program.

A parliamentarian must comply with a requirement determined under paragraph (2)(b) that applies to the parliamentarian.

Note: The PWSS may take action in relation to a parliamentarian who fails to comply with such a requirement: see Division 4.

The CEO must not determine under subsection (2) that an education or training program is a mandatory education or training program only for a specified parliamentarian or MOPS employee.

Before the CEO determines a mandatory education or training program or requirements for completing such a program:

the CEO must consult the PWSS Consultative Committee about the proposed program or requirements; and

the CEO must have referred the proposed program or requirements to the PWSS Advisory Board under section 44; and

one of the following must have occurred:

the PWSS Advisory Board was taken to have approved the proposed program or requirements under subsection (4) of that section;

the PWSS Advisory Board has notified the CEO that it has decided to approve the proposed program or requirements.

Subject to this Act and other laws of the Commonwealth, the PWSS:

has discretion in the performance or exercise of the functions or powers of the PWSS; and

(b) is not subject to direction by any person in relation to the performance or exercise of those functions or powers.

The PWSS has the privileges and immunities of the Crown in right of the Commonwealth.

The PWSS may prepare reports about matters relating to the functions of the PWSS, IPSC or CEO.

Without limiting subsection (1), at least once each financial year, the PWSS must prepare a report that contains information relating to the following:

gender and diversity characteristics of parliamentarians and MOPS employees;

gender equality in relation to remuneration for parliamentarians and MOPS employees;

(c) the employment of persons under the Members of Parliament (Staff) Act 1984 and the engagement of designated workers;

progress in the prevention of, and responses to, alleged relevant conduct that is engaged in:

(i) in the course of a core participant performing duties as a core participant; or

(ii) at places covered by paragraph (a) or (b) of the definition of Commonwealth parliamentary workplace in section 5;

(e) the culture and performance of workplaces covered by paragraph (a) or (b) of the definition of Commonwealth parliamentary workplace in section 5;

work health and safety matters connected with the duties of parliamentarians, MOPS employees and designated workers;

conduct complaints and conduct issue referrals received, and conduct issues dealt with, by the IPSC, including general information about:

the investigation of conduct issues; and

any actions taken as a result of those investigations.

The PWSS rules may prescribe details about a matter mentioned in any of paragraphs (2)(a) to (g) that must or must not be included in a report required by subsection (2).

The PWSS must publish a report required by subsection (2), and may publish any other report under this section, on its website.

Before the PWSS publishes a report under this section on its website, the PWSS must give each Presiding Officer a copy of the report.

A Presiding Officer of a House of the Parliament must cause a copy of the report to be presented to that House as soon as practicable after the Presiding Officer receives the copy under subsection (5).

The PWSS must not publish the report before a copy of the report has been presented to a House of the Parliament in accordance with subsection (6).

(8) This section does not limit Public Governance, Performance and Accountability Act 2013 (annual report for Commonwealth entities).section 46 of the

A report under this section must not include personal information (subject to section 23).

Note: Information that is de-identified (within the meaning of the Privacy Act 1988) is not personal information.

(10) To avoid doubt, a report under this section is not a periodic report for the purposes of Acts Interpretation Act 1901.section 34C of the

This section applies if a parliamentarian:

fails to comply with a request for information under subsection 64(1) within the period specified in the request; or

(b) fails to comply with a provision of the Members of Parliament (Staff) Act 1984 that requires the parliamentarian to consult with the PWSS before terminating the employment of a MOPS employee; or

fails to comply with a requirement determined under paragraph 18(2)(b) (completion of mandatory training or education program) that applies to the parliamentarian.

The CEO may determine that the PWSS will include details about the failure in a public report.

If the parliamentarian is a member of a Parliamentary party, the CEO must inform the Leader of the party of the CEO’s determination before the public report is given to the President of the Senate and the Speaker of the House of Representatives under subsection 22(5).

In considering whether details should be included in a public report, the CEO may have regard to any relevant matter and must have regard to the following:

the nature of the failure and the circumstances in which it occurred;

the reason (if any) given by the parliamentarian for the failure;

any previous failure by the parliamentarian of a kind covered by subsection (1);

the consequences of the failure;

if the failure relates to a person other than the parliamentarian—whether the inclusion of the details would identify the other person;

any submissions made under subsection (5) or (7) in relation to the failure.

Consultation with parliamentarians

Before the CEO makes a determination under subsection (2), the CEO must give the parliamentarian a written notice:

(a) stating that the CEO is proposing for the PWSS to include details about the failure in a public report; and

inviting the parliamentarian to make submissions to the CEO in relation to the proposal within a reasonable period specified in the notice.

The CEO must give the parliamentarian a written notice informing the parliamentarian of the CEO’s decision on the proposal.

Consultation with other persons

If:

the failure relates to a person other than the parliamentarian; and

the inclusion of details about the failure in a public report identifies, or is likely to enable the identification of, the person;

then before the CEO makes a determination under subsection (2), the CEO must give the person a written notice:

(c) stating that the CEO is proposing for the PWSS to include details about the failure in a public report; and

inviting the person to make submissions to the CEO in relation to the proposal within a reasonable period specified in the notice.

The CEO must give the person a written notice informing the person of the CEO’s decision on the proposal.

This section applies if a parliamentarian:

fails to comply with a request for information under subsection 64(1) within the period specified in the request; or

(b) fails to comply with a provision of the Members of Parliament (Staff) Act 1984 that requires the parliamentarian to consult with the PWSS before terminating the employment of a MOPS employee; or

fails to comply with a requirement of a mandatory policy or procedure that applies to the parliamentarian; or

fails to comply with a requirement determined under paragraph 18(2)(b) (completion of mandatory training or education program) that applies to the parliamentarian.

If the parliamentarian is a member of a Parliamentary party, the CEO must inform the Leader of the party of the failure.

This Part establishes the Independent Parliamentary Standards Commission.

The IPSC consists of:

the Commissioners; and

persons made available by the CEO to assist the IPSC to perform its functions.

The functions of the IPSC include:

assisting the Commissioners in the performance of their functions; and

publishing guidance about its functions and the functions of the Commissioners.

The Commissioners are able to investigate conduct issues that arise from a complaint or referral made to the IPSC, or that the Chair Commissioner becomes aware of in any other way.

A conduct issue is an issue of whether a person has engaged in relevant conduct. Relevant conduct means:

pre-Code conduct, which is certain conduct engaged in by parliamentarians, MOPS employees or non-core participants before the Behaviour Codes have commenced; or

post-Code conduct, which is conduct in breach of a Behaviour Code that is engaged in by any Commonwealth parliamentary workplace participant.

If a person is found to have engaged in such conduct, the Commissioners may:

recommend actions to be taken against the person; and

if the person is a current or former parliamentarian—impose sanctions on the person; and

if the person is a current member of a House of the Parliament and a serious breach finding is made—refer the finding to the Privileges Committee of that House.

Division 4 provides for internal reviews of decisions made by Commissioners.

Division 5 deals with the process for referring a serious breach finding to the Privileges Committee of a House of the Parliament.

Division 6 deals with information-gathering powers, confidentiality notices, and the circumstances in which an entrusted person may record or disclose information.

Division 7 sets out the Commissioners’ power to make public statements about conduct issues that were or are before the IPSC.

Division 8 provides protections and immunities for persons who make complaints about or refer conduct issues, or provide other information, under this Act.

Subdivision B—Key concepts for the IPSC

(1) A conduct issue is an issue of whether a person has engaged in, or is engaging in, relevant conduct.

Note: In this Act, relevant conduct means pre-Code conduct or post-Code conduct (see section 5).

(2) The person is the respondent for the conduct issue.

(1) Pre-Code conduct is conduct that:

is engaged in before the Code commencement day; and

consists of any of the following:

sexual assault;

assault;

sexual harassment;

harassment;

(v) another person being bullied at work (within the meaning of the Fair Work Act 2009);

unreasonable behaviour towards another person that creates a risk to work health or safety; and

(c) is engaged in by a person (the first person) covered by column 1 of an item of the following table; and

(d) affects a person (the second person) covered by column 2 of that item; and

meets the requirements in column 3 of that item.

(2) Post-Code conduct is conduct that:

is engaged in on or after the Code commencement day; and

is engaged in by a Commonwealth parliamentary workplace participant; and

constitutes or involves a breach of a Behaviour Code, as in force at the time of the conduct; and

either:

affects a Commonwealth parliamentary workplace participant; or

does not directly affect another person.

(1) Each of the following is a Behaviour Code:

(a) a determination, under subsection 13(2) of the Members of Parliament (Staff) Act 1984, that a MOPS employee must comply with a code or standard of behaviour (other than the Ministerial Staff Code of Conduct) as a term and condition of employment, as in force from time to time;

a code or standard of behaviour for persons in Commonwealth parliamentary workplaces that is approved, from time to time, by a resolution of both Houses of the Parliament.

(2) The Code commencement day is the first day on which both of the following are in force:

a determination mentioned in paragraph (1)(a);

a code or standard mentioned in paragraph (1)(b).

A conduct issue is before the IPSC if:

both of the following apply:

the issue arises from a conduct complaint or conduct issue referral made to the IPSC;

a Commissioner has not yet been assigned to deal with the issue; or

the Chair Commissioner has become aware of, and is considering whether to assign themselves to deal with, the issue; or

any other action is being taken in relation to the issue under this Part.

(1) The responsible Commissioner or Commissioners for a conduct issue covered by an item of column 1 of the following table are the Commissioners mentioned in column 2 of the item.

If a Commissioner who would be covered by column 2 of the table in subsection (1) is no longer a Commissioner, the Chair Commissioner is taken to be that Commissioner.

The Independent Parliamentary Standards Commission is established by this section.

Note 1: The IPSC does not have a legal identity separate from the Commonwealth.

Note 2: In this Act, IPSC means the Independent Parliamentary Standards Commission (see section 5).

The IPSC consists of:

the Commissioners; and

the persons referred to in paragraphs 40A(1)(a) and (b).

The IPSC has the following functions:

to assist the Commissioners in the performance of their functions;

its guidance function (under section 24BB);

such other functions as are conferred on the IPSC by this Act or by any other law of the Commonwealth;

to do anything incidental to, or conducive to, the performance of the above functions.

The guidance function of the IPSC is to develop and publish guidance about:

the functions and powers of the Commissioners; and

the functions of the IPSC.

The guidance must include information about:

the importance of early reporting to the police of relevant conduct that may constitute an offence; and

the consequences of failing to do so on future investigations and prosecutions of such conduct.

The IPSC has the privileges and immunities of the Crown in right of the Commonwealth.

A person may make a complaint to the IPSC if:

the complaint is about alleged post-Code conduct; and

the person was or is affected by the alleged conduct; and

the person was or is a Commonwealth parliamentary workplace participant at the time of the alleged conduct.

A person may also make a complaint to the IPSC if:

the complaint is about alleged pre-Code conduct; and

the person was or is affected by the alleged conduct; and

the person was or is a parliamentarian, MOPS employee or Parliamentary Service employee at the time of the alleged conduct.

(3) A complaint made under this section is a conduct complaint.

A conduct complaint must:

be made in writing; and

include the following:

details of the alleged conduct;

any evidence to support the complaint;

the complainant’s name and contact details.

The complainant may amend the complaint with the agreement of:

the investigating Commissioner for the conduct issue arising from the complaint; or

if there is no investigating Commissioner—the Chair Commissioner.

Parliamentarians generally

A parliamentarian may refer a conduct issue to the IPSC if:

the complainant or respondent is employed by the parliamentarian; or

the complainant’s or respondent’s predominant place of work is at an office provided to the parliamentarian:

(i) under the Parliamentary Business Resources Act 2017; or

(ii) at a place in the precincts (within the meaning of the Parliamentary Precincts Act 1988).

Presiding Officers

A Presiding Officer may refer a conduct issue to the IPSC if:

either:

the Presiding Officer is the President of the Senate or a person covered by paragraph 6(1)(d), and the respondent is a senator; or

the Presiding Officer is the Speaker of the House of Representatives or a person covered by paragraph 6(1)(e), and the respondent is a member of the House of Representatives; and

(b) the Presiding Officer is reasonably satisfied that the conduct concerned does not form part of proceedings in Parliament for the purposes of Parliamentary Privileges Act 1987.section 16 of the

Leaders of Parliamentary parties

The Leader of a Parliamentary party may refer a conduct issue to the IPSC if the respondent is or was, at the time of the conduct concerned:

a parliamentarian; and

a member of that party.

Application

To avoid doubt, subsection (1) is not limited by subsection (2) or (3).

The CEO may refer a conduct issue to the IPSC.

However, the CEO must not refer a conduct issue to the IPSC if the issue arises from an anonymous statement.

The CEO may, in writing, delegate the CEO’s power under subsection (1) to a member of the staff of the PWSS who is:

an SES employee or an acting SES employee; or

an APS employee who holds or performs the duties of an Executive Level 2 position or an equivalent position.

Note: Sections 34AA to 34A of the Acts Interpretation Act 1901 contain provisions relating to delegations.

In exercising a power under a delegation under subsection (3), the delegate must comply with any written directions of the CEO.

A conduct issue referral must:

be made in writing; and

include the following information:

details of the conduct issue;

any evidence relevant to the conduct issue;

the name and contact details of the referrer.

If the referrer became aware of the conduct issue because of a complaint made to the referrer:

the referral must not be made unless either:

the complainant consents to the referral; or

the referrer is reasonably satisfied that making the referral is necessary to comply with a duty or obligation under a work health and safety law; and

the referral must also include the name and contact details of the complainant.

To avoid doubt, this Subdivision does not require a person to refer a conduct issue to the IPSC.

Subdivision B—Dealing with conduct issues

The Chair Commissioner:

must assign a Commissioner to deal with a conduct issue arising from a conduct complaint or conduct issue referral; and

may, subject to section 24CE (conduct issues arising from anonymous statements), assign themselves to deal with a conduct issue that the Chair Commissioner becomes aware of in any other way.

(2) The Commissioner assigned to deal with a conduct issue is the investigating Commissioner for the conduct issue.

The Chair Commissioner may vary or revoke an assignment under paragraph (1)(a) at any time.

The Chair Commissioner must not deal with a conduct issue if the Chair Commissioner becomes aware of the issue because of an anonymous statement.

However, the Chair Commissioner must:

refer the conduct issue to be dealt with by the PWSS, if the Chair Commissioner is satisfied that the statement:

is not frivolous, vexatious, misconceived or lacking in substance; and

was made in good faith; and

if the contact details of the person who made the statement are known to the Chair Commissioner—take reasonable steps to contact the person and advise them of the services provided by the PWSS under section 15 (support function).

The investigating Commissioner must deal with a conduct issue by doing any of the following:

investigating the issue;

referring the issue under:

section 24CI (decision not to investigate—referral to PWSS); or

section 24CJ (decision not to investigate—referral to Agency Head etc.); or

section 24CK (decision not to investigate—referral under another law);

taking no action, or no further action, in relation to the issue.

The investigating Commissioner may make any preliminary inquiries, of any person, that the Commissioner considers necessary for the purposes of determining how to deal with a conduct issue.

This section does not limit the information, documents or things to which the investigating Commissioner may have regard in making a decision about how to deal with a conduct issue.

When Commissioner may decide to investigate

The investigating Commissioner may decide to investigate a conduct issue only if:

the Commissioner is satisfied on reasonable grounds that there is sufficient evidence or information to justify doing so; and

if the issue arose from a conduct complaint or conduct issue referral—either:

the Commissioner has consent to investigate the issue; or

the Commissioner is reasonably satisfied that a serious risk to work health or safety arises, or could arise, from the conduct concerned.

(2) For the purposes of this section, the investigating Commissioner has consent to investigate a conduct issue if:

the issue arose from a conduct complaint and the complainant has not withdrawn the complaint; or

all of the following apply:

the issue arose from a conduct issue referral for which there is a complainant;

the referral was made with the consent of the complainant;

the complainant has not withdrawn that consent; or

the issue arose from a conduct issue referral for which there is no complainant.

Commissioner may consult before deciding whether to investigate

Before deciding whether to investigate a conduct issue, the investigating Commissioner may consult with any person affected by the conduct concerned as the Commissioner considers appropriate.

When Commissioner must decide not to investigate etc.

The investigating Commissioner must decide not to investigate a conduct issue, or (if the investigation has started) not to investigate a conduct issue further, if:

the issue arose from a conduct complaint or conduct issue referral and at the time of the conduct concerned, both the complainant and respondent were non-core participants; or

at the time of the conduct concerned, the respondent was:

an APS employee who is not a MOPS employee; or

a Parliamentary Service employee; or

an Agency Head; or

the Secretary of a Parliamentary Department; or

the Parliamentary Librarian; or

an AFP appointee; or

(c) the conduct concerned forms part of proceedings in Parliament for the purposes of Parliamentary Privileges Act 1987; orsection 16 of the

the conduct concerned may constitute a serious offence against a person and the person does not consent to the investigation.

When Commissioner may decide not to investigate etc.

The investigating Commissioner may decide not to investigate a conduct issue, or (if the investigation has started) not to investigate a conduct issue further, if:

if the issue arose from a conduct complaint or conduct issue referral—the Commissioner is satisfied that the complaint or referral is frivolous, vexatious, misconceived or lacking in substance or was not made in good faith; or

if the issue arose from a conduct complaint or conduct issue referral and the Commissioner does not have consent to investigate the issue—the Commissioner is satisfied that it is unreasonable to continue the investigation, taking into account the progress of the investigation and fairness between the persons affected by the investigation; or

the Commissioner is satisfied that the conduct concerned:

would be more appropriately dealt with through a service provided under section 16 (complaint resolution function), or under another law of the Commonwealth or a law of a State or Territory; or

is being dealt with through a service provided under section 16 (complaint resolution function); or

is being dealt with under another law of the Commonwealth or a law of a State or Territory and it would be inappropriate to conduct an investigation under this Act at the same time; or

has already been dealt with under this Part, another law of the Commonwealth or a law of a State or Territory and there are no further matters concerning the conduct that warrant investigation; or

the conduct concerned is, or has been, the subject of criminal or civil proceedings (including any preliminary investigations or action that might lead to criminal or civil proceedings); or

if the respondent is a non-core participant—the Commissioner is satisfied that the issue would be more appropriately dealt with by the respondent’s employer; or

the Commissioner is satisfied it is inappropriate or impracticable for the issue to be investigated for any other reason.

This section applies if the investigating Commissioner:

decides not to investigate a conduct issue, or not to investigate a conduct issue further; and

does so because:

the issue arose from a conduct complaint or conduct issue referral and at the time of the conduct concerned, both the complainant and respondent were non-core participants; or

the Commissioner is satisfied that the conduct concerned would be more appropriately dealt with through a service provided under section 16 (complaint resolution function).

This section also applies if the investigating Commissioner:

decides not to investigate a conduct issue; and

does so because:

the issue arose from a conduct issue referral for which there is a complainant; and

the Commissioner does not have consent to investigate the issue (within the meaning of subsection 24CH(2)); and

the Commissioner is not satisfied as required by subparagraph 24CH(1)(b)(ii) (which deals with serious risks to work health or safety).

The investigating Commissioner must, as soon as reasonably practicable, take reasonable steps to refer the conduct issue to be dealt with by the PWSS.

However, if the conduct issue arose from a conduct complaint or a conduct issue referral for which there is a complainant, the investigating Commissioner must not refer the issue under this section unless the complainant consents to the referral.

This section applies if the investigating Commissioner:

decides not to investigate a conduct issue, or not to investigate a conduct issue further; and

does so because, at the time of the conduct concerned, the respondent was:

an APS employee who is not a MOPS employee; or

a Parliamentary Service employee; or

an Agency Head; or

the Secretary of a Parliamentary Department; or

the Parliamentary Librarian; or

an AFP appointee.

The investigating Commissioner must, as soon as reasonably practicable, take reasonable steps to refer the conduct issue to be dealt with by:

(a) if the respondent is an APS employee of an Agency (within the meaning of the Public Service Act 1999)—the Agency Head of that Agency; or

if the respondent is a Parliamentary Service employee of a Parliamentary Department—the Secretary of that Department; or

if the respondent is an Agency Head—the Australian Public Service Commissioner; or

if the respondent is the Secretary of a Parliamentary Department—each Presiding Officer; or

if the respondent is the Parliamentary Librarian—the Secretary of the Department of Parliamentary Services; or

(f) if the respondent is an AFP appointee—the Commissioner of Police (within the meaning of the Australian Federal Police Act 1979).

However, if the conduct issue arose from a conduct complaint or a conduct issue referral for which there is a complainant, the investigating Commissioner must not refer the issue under this section unless the complainant consents to the referral.

This section applies if:

the investigating Commissioner:

decides not to investigate a conduct issue, or not to investigate a conduct issue further; and

does so because the Commissioner is satisfied that the conduct concerned would be more appropriately dealt with under another law of the Commonwealth or a law of a State or Territory; and

section 24CJ (decision not to investigate—referral to Agency Head etc.) does not apply.

The investigating Commissioner must, as soon as reasonably practicable, take reasonable steps to refer the conduct issue to be dealt with under the other law.

However, if the conduct concerned may constitute a serious offence against a person, the investigating Commissioner must not refer the issue under this section to the Australian Federal Police or the police force or police service of a State or Territory unless:

the person consents to the referral; or

the Commissioner is required to do so by or under a law of the Commonwealth, a State or a Territory, or a court/tribunal order.

Decision to investigate

The investigating Commissioner must take reasonable steps to give written notice of a decision to investigate a conduct issue to the following:

the respondent;

if any of the following applies—the respondent’s employer:

the issue did not arise from a conduct complaint or conduct issue referral;

the issue arose from a conduct complaint or conduct issue referral and the complainant consents to the giving of the notice;

the issue arose from a conduct issue referral for which there is no complainant;

the Commissioner is reasonably satisfied that the issue is relevant to a duty or obligation of the employer under a work health and safety law;

if the issue arose from a conduct complaint or conduct issue referral—the complainant;

if the issue arose from a conduct issue referral—the referrer.

A notice under subsection (1) must set out:

the reasons for the decision; and

details of the conduct issue concerned; and

the effect of section 24CP (requirement to cooperate); and

if the notice is given to the respondent or complainant—information about the services provided by the PWSS under section 15 (support function).

Decision not to investigate

The investigating Commissioner must take reasonable steps to give written notice of a decision not to investigate a conduct issue, or not to investigate a conduct issue further, to the following:

if the Commissioner has previously made the respondent aware of a matter relating to the issue (whether by giving a notice under this Act or otherwise)—the respondent;

any other person to whom the Commissioner has previously given a notice under this Act in relation to the issue;

if the issue arose from a conduct complaint or conduct issue referral—the complainant;

if the issue arose from a conduct issue referral—the referrer.

A notice under subsection (3) must set out the reasons for the decision.

This section applies if:

the investigating Commissioner gives notice of a decision to investigate a conduct issue to the respondent; and

the issue arose from a conduct complaint; and

the complainant amends the complaint after the notice is given.

The investigating Commissioner must, as soon as practicable, give written notice of the amended complaint to the respondent.

Subdivision C—Investigating conduct issues

This Subdivision applies if the investigating Commissioner decides to investigate a conduct issue.

The investigating Commissioner may investigate the conduct issue in such manner as the Commissioner thinks fit.

The investigating Commissioner must:

complete the investigation as quickly as the requirements of this Act and a proper consideration of the conduct issue permits; and

observe the requirements of procedural fairness when conducting the investigation.

Conduct issues may be investigated together.

This section applies if the respondent is:

a person covered by paragraph 6(1)(a) or (b); or

a MOPS employee.

The respondent must cooperate with any person who is performing functions, or exercising powers, under this Act in relation to the investigation.

Note: A failure to comply with this subsection may constitute a breach of a Behaviour Code.

This section applies if the respondent is not a parliamentarian.

The investigating Commissioner may recommend that the respondent’s employer suspend the respondent from duties:

if the Commissioner is reasonably satisfied that the employer should do so to comply with a duty or obligation under a work health and safety law; and

for a specified period of no longer than 30 days.

The investigating Commissioner must consult the respondent’s employer in determining:

whether to make the recommendation, if a recommendation has previously been made under this section in relation to the respondent; and

the period to be specified.

Subdivision D—Report of investigation into conduct issue

This Subdivision applies after an investigation into a conduct issue is completed.

(1) If the respondent is a current or former parliamentarian, the Chair Commissioner must, as soon as practicable, constitute a panel (the parliamentarian decision panel) for the conduct issue.

The parliamentarian decision panel must consist of:

the investigating Commissioner; and

2 other Commissioners.

The Chair Commissioner may reconstitute the parliamentarian decision panel at any time.

Anything done by the parliamentarian decision panel must be agreed to by a majority of the panel’s members.

The decision-maker must prepare a draft report on the investigation.

(2) The decision-maker for the conduct issue is:

if the respondent is a current or former parliamentarian—the parliamentarian decision panel for the issue; or

otherwise—the investigating Commissioner.

If the decision-maker is a parliamentarian decision panel:

the investigating Commissioner must provide to the panel relevant evidence and other material gathered during the investigation; and

the panel may request the investigating Commissioner to obtain such other evidence or material about the conduct issue as the panel requires; and

the panel must consider the evidence and other material in preparing the draft report.

The draft report must set out:

the decision-maker’s preliminary findings on the conduct issue, including whether the respondent has engaged in relevant conduct; and

a summary of the evidence and other material on which those preliminary findings are based; and

if there is a preliminary finding that the respondent has engaged in relevant conduct—any recommendations that the decision-maker proposes to make in relation to the respondent; and

if there is a preliminary finding that the respondent has engaged in relevant conduct and the respondent is a current or former parliamentarian—any sanctions that the decision-maker proposes to impose on the respondent; and

if:

there is a preliminary serious breach finding in relation to the respondent; and

the respondent is a current member of a House of the Parliament; and

there is a preliminary finding that it is appropriate for a parliamentary sanction to be imposed on the respondent;

whether the decision-maker proposes to refer the preliminary serious breach finding to the Privileges Committee of that House.

Note: The decision-maker is not required to propose a recommendation, sanction or referral, even if there is a preliminary finding that the respondent has engaged in relevant conduct.

This section applies if the draft report sets out:

a preliminary finding that is critical (either expressly or impliedly) of a person; or

a proposed recommendation to take an action in relation to a person; or

a proposed sanction to be imposed on a person; or

a proposed referral of a serious breach finding in relation to a person to the Privileges Committee of a House of the Parliament.

The decision-maker must give the person:

a statement setting out the preliminary finding or proposal; and

a reasonable opportunity to respond to the preliminary finding or proposal.

The decision-maker may, if the decision-maker considers it appropriate to do so, give a copy of the draft report to either or both of the following:

the respondent;

if the conduct issue arose from a conduct complaint or conduct issue referral—the complainant.

The decision-maker must exclude from the copy any information that the decision-maker is satisfied is sensitive information.

This section applies if:

before the draft report is prepared, the investigating Commissioner is satisfied as mentioned in subsection (2); or

after the draft report is prepared and before a decision is made under section 24CY, the decision-maker is satisfied as mentioned in subsection (2) of this section.

For the purposes of paragraphs (1)(a) and (b), the investigating Commissioner or decision-maker must be satisfied that:

it would be appropriate in the circumstances, taking into account the seriousness of the conduct concerned, for the respondent to apologise to a person affected by the conduct concerned; and

the conduct concerned would not constitute an offence.

The investigating Commissioner or decision-maker may facilitate, in such manner as they see fit, the making of the apology if:

the respondent consents to making the apology; and

the person consents to receiving the apology.

The making of the apology:

is not an admission of fault or liability; and

is not admissible in evidence against the respondent in any civil proceedings in respect of the conduct concerned.

The decision-maker may take the apology into account in making a decision under section 24CY.

Decision on conduct issue

After considering the responses (if any) given on the draft report, the decision-maker must decide:

whether the decision-maker is satisfied, on the balance of probabilities, that the respondent has engaged in relevant conduct; and

if the decision-maker is satisfied that the respondent has engaged in relevant conduct—whether to make any recommendations in relation to the respondent; and

if the decision-maker is satisfied that the respondent has engaged in relevant conduct, and the respondent is a current or former parliamentarian—whether to impose any sanctions on the respondent; and

if:

the decision-maker is satisfied that the respondent has engaged in relevant conduct that is serious; and

the respondent is a current member of a House of the Parliament; and

the decision-maker is satisfied that it is appropriate for a parliamentary sanction to be imposed on the respondent;

whether to refer the finding (the serious breach finding) that the respondent has engaged in the relevant conduct to the Privileges Committee of that House.

Note 1: To avoid doubt, a finding by the decision-maker that the respondent has engaged in relevant conduct is not a finding of guilt in relation to an offence against a law of the Commonwealth, a State or a Territory.

Note 2: The decision-maker is not required to make a recommendation, impose a sanction or make a referral, even if the decision-maker is satisfied that the respondent has engaged in relevant conduct.

Note 3: The decision-maker may, in making a decision under this section, take into account any apology made by the respondent that was facilitated by a Commissioner (see subsection 24CX(5)).

The decision-maker may decide to make a recommendation, impose a sanction or refer a serious breach finding only if the decision-maker is satisfied that doing so is necessary to promote appropriate conduct in Commonwealth parliamentary workplaces.

A decision made by the decision-maker comes into operation on:

if an application under section 24DA for review of the decision has been made within the period specified in that section—the day after the application is finally determined; or

if an application under section 24DA for review of the decision has not been made within the period specified in that section—the day after the end of that period.

Note: If a review panel varies or substitutes the decision, the decision as varied or the substituted decision is taken to be the decision of the decision-maker (see subsection 24DD(6)).

Recommendations that may be made

For the purposes of paragraph (1)(b), the following recommendations may be made:

if the respondent is a MOPS employee—a recommendation for the respondent’s employer to take any of the following actions within a specified period:

give the respondent a written reprimand;

require the respondent to undertake training or professional development;

require the respondent to enter into an agreement with the employer about the respondent’s future behaviour;

re-assign the respondent’s duties, if it is reasonably practicable to do so;

deduct from the respondent’s annual salary, by way of fine, an amount not exceeding 2% of that salary;

terminate the respondent’s employment;

(b) if the respondent is a non-core participant—a recommendation for a Presiding Officer to restrict or remove the respondent’s access to the precincts (within the meaning of the Parliamentary Precincts Act 1988) for a specified period;

if the respondent is a former MOPS employee—a recommendation for the respondent’s former employer to give the respondent a written reprimand;

if the respondent is neither a parliamentarian nor a MOPS employee—a recommendation for the respondent’s employer to take, within a specified period, any action that the decision-maker considers appropriate, taking into account the seriousness of the conduct concerned.

Sanctions that may be imposed

For the purposes of paragraph (1)(c), the following sanctions may be imposed:

a written reprimand;

a requirement that the respondent undertake training or professional development within a specified period;

a requirement that the respondent enter into an agreement with the IPSC about the respondent’s future behaviour.

Deduction of amounts from salary

If the decision-maker recommends that an amount be deducted from the respondent’s salary by way of fine:

the fine may be deducted from a payment of salary made to the respondent; or

2 or more amounts that in total equal the fine may be deducted from 2 or more payments of salary made to the respondent.

The decision-maker must prepare a final report on the investigation that sets out:

the decisions made by the decision-maker; and

any other findings on the conduct issue that the decision-maker thinks fit to make; and

a summary of the evidence and other material on which those decisions and findings are based.

The decision-maker must, as soon as practicable after preparing the final report, give a copy of the report to:

the respondent; and

if the conduct issue arose from a conduct complaint or conduct issue referral—the complainant; and

if the respondent is a MOPS employee—the respondent’s employer.

If an application under section 24DA for review of a decision set out in the report has not been made within the period specified in that section, or has been made and dismissed, the decision-maker must give a copy of the report to:

if the conduct issue arose from a conduct issue referral—the referrer; and

if the report contains a decision to recommend that a Presiding Officer take an action—that Presiding Officer; and

if both of the following apply—the Prime Minister:

the respondent is a Minister (whether or not the respondent was a Minister at the time of the conduct concerned);

the report contains a finding that the respondent has engaged in relevant conduct; and

if the respondent is a member of a Parliamentary party and both of the following apply—the Leader of that Parliamentary party:

the respondent is a Presiding Officer;

the report contains a decision to refer a serious breach finding in relation to the respondent to the Privileges Committee of a House of the Parliament; and

if both of the following apply—the respondent’s employer:

the respondent is not a MOPS employee;

the report contains a decision to recommend that the employer take an action; and

if all of the following apply—the respondent’s former employer:

the respondent is a former MOPS employee;

the report contains a decision to recommend that the respondent’s former employer give the respondent a written reprimand;

it is reasonably practicable to do so.

Note: If an application for review has been made and has not been dismissed, a copy of the final report may be given to some of the persons mentioned in this subsection after the review is completed (see subsection 24DE(4)).

If the respondent is a parliamentarian or MOPS employee, the decision-maker may give a copy of the report to the CEO for purposes connected with the performance or exercise of the CEO’s functions or powers.

The decision-maker must exclude from a copy of a report given under this section any information that the decision-maker is satisfied is sensitive information.

This Division applies in relation to a decision made under section 24CY by the decision-maker for a conduct issue.

Who can apply

The respondent for the conduct issue may apply to the IPSC for review of the following decisions:

a decision to make a finding that the respondent has engaged in relevant conduct;

if the respondent is a core participant—any or all of the following:

a decision to make one or more recommendations in relation to the respondent;

a decision to make a particular recommendation in relation to the respondent;

a decision to impose one or more sanctions on the respondent;

a decision to impose a particular sanction on the respondent;

a decision to refer a serious breach finding in relation to the respondent to the Privileges Committee of a House of the Parliament.

If the conduct issue arose from a conduct complaint or conduct issue referral, the complainant may apply to the IPSC for review of the following decisions:

a decision to make a finding that the respondent has not engaged in relevant conduct;

if the respondent is a core participant—any or all of the following:

a decision to make one or more recommendations in relation to the respondent;

a decision to make a particular recommendation in relation to the respondent;

a decision to impose one or more sanctions on the respondent;

a decision to impose a particular sanction on the respondent;

a decision to refer a serious breach finding in relation to the respondent to the Privileges Committee of a House of the Parliament;

if a finding is made that the respondent has engaged in relevant conduct—either or both of the following:

a decision not to make a recommendation in relation to the respondent;

a decision not to impose a sanction on the respondent;

if a serious breach finding is made in relation to the respondent—a decision not to refer the finding to the Privileges Committee of a House of the Parliament.

If the respondent for the conduct issue is a MOPS employee, the respondent’s employer may apply to the IPSC for review of a decision to make a recommendation for the employer to take an action in relation to the respondent.

Requirements for application

An application for review of a decision must:

be made in writing; and

set out the reasons for making the application; and

be made within:

28 days after the applicant is given, under section 24CZ, a copy of the final report that sets out the decision; or

if the period within which the application may be made is extended under section 24DB—the extended period.

A person may apply to the Chair Commissioner to extend the period during which the person may apply for review of a decision.

The application must:

be made in writing; and

set out the reasons for making the application; and

be made within 28 days after the person is given, under section 24CZ, a copy of the final report that sets out the decision.

The Chair Commissioner may extend the period if the Chair Commissioner considers that there are reasonable grounds to do so.

The Chair Commissioner must give written notice of an application made under section 24DA to:

the respondent for the conduct issue concerned; and

if the conduct issue concerned arose from a conduct complaint or conduct issue referral—the complainant; and

if the respondent is a MOPS employee—the respondent’s employer.

The notice must set out the effect of section 24DG (requirement to cooperate).

Review panel

(1) The Chair Commissioner must, as soon as practicable after an application for review of a decision (the original decision) is made under section 24DA, constitute a panel (the review panel) to deal with the application.

The review panel must consist of 3 Commissioners, which must not include any Commissioner who made, or was involved in making, the original decision.

The Chair Commissioner may reconstitute the review panel at any time.

Review panel may dismiss application

The review panel may, at any time, dismiss the application if satisfied that the application:

is frivolous, vexatious, misconceived or lacking in substance or was not made in good faith; or

has no reasonable prospects of success; or

is otherwise an abuse of the process of the IPSC.

Process for review

(5) After reviewing the original decision, the review panel must make a decision (the review decision):

affirming the original decision; or

varying the original decision; or

setting aside, and making a decision in substitution for, the original decision.

If the review panel makes a review decision mentioned in paragraph (5)(b) or (c), the original decision as varied, or the decision made in substitution for the original decision, is taken to be a decision of the Commissioner or parliamentarian decision panel that made the original decision.

Notice of review decision

The review panel must, as soon as practicable after the review decision is made, give written notice of the decision and the reasons for the decision to:

the applicant for the review; and

if the conduct issue concerned arose from a conduct complaint or conduct issue referral—the complainant; and

if the conduct issue concerned arose from a conduct issue referral—the referrer; and

the respondent for the conduct issue concerned; and

if both of the following apply—the Prime Minister:

the respondent for the conduct issue concerned is a Minister (whether or not the respondent was a Minister at the time of the conduct);

the review decision is to make, or affirm the original decision to make, a finding that the respondent has engaged in relevant conduct; and

if the respondent for the conduct issue concerned is a MOPS employee—the respondent’s employer; and

if the review decision is to make, or affirm the original decision to make, a recommendation for a person to take an action—that person.

The notice under subsection (1) must also be given to the Leader of a Parliamentary party if:

the respondent for the conduct issue concerned is a Presiding Officer who is a member of that party; and

the review decision is to refer, or affirm the original decision to refer, a serious breach finding in relation to the respondent to the Privileges Committee of a House of the Parliament.

If the respondent for the conduct issue concerned is a parliamentarian or MOPS employee, the notice under subsection (1) may be given to the CEO for purposes connected with the performance or exercise of the CEO’s functions or powers.

Copy of final report

The review panel must also give a copy of the final report that sets out the original decision to:

if the conduct issue concerned arose from a conduct issue referral—the referrer; and

if the original decision was to make a recommendation for a Presiding Officer to take an action and the review decision affirms the original decision—that Presiding Officer; and

if all of the following apply—the Prime Minister:

the respondent for the conduct issue concerned is a Minister (whether or not the respondent was a Minister at the time of the conduct);

the original decision was to make a finding that the respondent has engaged in relevant conduct;

the review decision affirms the original decision; and

if the respondent for the conduct issue concerned is a member of a Parliamentary party and all of the following apply—the Leader of that Parliamentary party:

the respondent is a Presiding Officer;

the original decision was to refer a serious breach finding in relation to the respondent to the Privileges Committee of a House of the Parliament;

the review decision affirms the original decision; and

if all of the following apply—the employer of the respondent for the conduct issue concerned:

the respondent is not a MOPS employee;

the original decision was to make a recommendation for the employer to take an action;

the review decision affirms the original decision.

Sensitive information

The review panel must exclude any information that the panel is satisfied is sensitive information from:

a notice given under subsection (1); and

a copy of a report given under subsection (4).

A review panel may review a decision in such manner as the members of the panel think fit.

The review panel must:

complete the review as quickly as the requirements of this Act and a proper consideration of the matters before the panel permits; and

observe the requirements of procedural fairness when conducting the review.

Anything done by the review panel must be agreed to by a majority of the panel’s members.

This section applies in relation to a review of a decision on a conduct issue if the respondent for the issue is:

a person covered by paragraph 6(1)(a) or (b); or

a MOPS employee.

The respondent must cooperate with any person who is performing functions, or exercising powers, under this Act in relation to the review.

Note: A failure to comply with this subsection may constitute a breach of a Behaviour Code.

This Division applies if:

both of the following apply:

the decision-maker for a conduct issue decides to refer a serious breach finding in relation to the respondent to the Privileges Committee of a House of the Parliament;

an application under section 24DA for review of a decision has not been made within the period specified in that section, or has been made and dismissed; or

a review panel makes a review decision to refer, or affirm the original decision to refer, a serious breach finding in relation to the respondent for a conduct issue to the Privileges Committee of a House of the Parliament.

The decision-maker or review panel must, as soon as practicable:

refer the serious breach finding to the Privileges Committee; and

give a statement to the Committee that sets out such information as the decision-maker or review panel considers necessary to assist the Committee to understand the reasons for the decision.

Notice of proposal to include identifying information—other than for respondent parliamentarians

Before including identifying information in the statement, the decision-maker or review panel must give the person concerned a written notice stating that they are proposing to include the information in the statement.

Subsection (2) does not apply if the identifying information relates to the respondent.

Requirement to consult on proposal to include identifying information

The written notice must also invite the person to:

make submissions to the decision-maker or review panel in relation to the proposal; and

do so within the period specified in the notice, which must be a reasonable period.

If the person makes the submissions, the decision-maker or review panel must:

have regard to the submissions in deciding whether or not to include the identifying information; and

give the person written notice of their decision.

The Privileges Committee must:

decide whether to recommend that the House impose on the respondent:

any parliamentary sanctions; and

any other sanctions that the Committee considers necessary to promote appropriate conduct in Commonwealth parliamentary workplaces; and

report the Committee’s decision to the House.

Note: The Committee may decide not to recommend that the House impose any sanction on the respondent.

The Privileges Committee must make the decision within:

60 calendar days after the referral of the serious breach finding; or

if the Committee requires additional time to make the decision—such longer period after the referral as the Committee resolves.

At any time after the Privileges Committee reports its decision to recommend that the House impose a sanction on the respondent, the House may resolve to impose:

that sanction; and

any other sanction that the House considers necessary to promote appropriate conduct in Commonwealth parliamentary workplaces.

Deduction of fines

If the House resolves to deduct an amount from the respondent’s salary by way of fine, the relevant Secretary may:

deduct the fine from a payment of salary made to the respondent; or

deduct 2 or more amounts that in total equal the fine from 2 or more payments of salary made to the respondent.

(3) For the purposes of subsection (2), the relevant Secretary is:

if the House is the House of Representatives—the Secretary of the Department of the House of Representatives; or

if the House is the Senate—the Secretary of the Department of the Senate.

To avoid doubt, this Division does not limit the power of a House of the Parliament to suspend, or take any other action in relation to, a member of that House, whether or not the member is the subject of a serious breach finding.

Application

This section applies if:

the investigating Commissioner for a conduct issue has reasonable grounds to believe that a person has information, or a document or thing, that is relevant to:

a preliminary inquiry mentioned in section 24CG in relation to the issue; or

the investigation of the issue under Subdivision C of Division 3; or

the preparation of a report under Subdivision D of Division 3 on the issue; or

a review panel dealing with an application for review under Division 4 has reasonable grounds to believe that a person has information, or a document or thing, that is relevant to the review.

Notice to give information etc.

The Commissioner or panel may, by written notice given to the person, require the person to:

give any such information to the Commissioner or panel; or

produce any such document or thing to the Commissioner or panel; or

attend an interview with the Commissioner or panel, including to make a statement or answer questions.

Note: This does not affect the law relating to parliamentary privileges and immunities (see section 67).

The notice must:

if the notice requires the person to give information or produce a document or thing—specify:

the period (which must be at least 14 days after the notice is given to the person) within which the person is required to comply with the notice; and

the manner in which the person is required to comply with the notice; and

if the notice requires the person to attend an interview—specify:

a time and place at which the person is to attend; and

the nature of the matter to which the interview will relate; and

(c) in any case—state the effect of sections 24FA (when compliance with notice is not required) and 24FB (offence—failure to comply with notice to give information etc.) of this Act, and sections 137.1 and 137.2 of the Criminal Code (false or misleading information or documents).

Person may notify Commissioner or panel if unable to attend interview

If:

the notice requires the person to attend an interview; and

there is a reason why it is not reasonably practicable for the person to do so;

the person may, within 7 days after receiving the notice, notify the Commissioner or panel of the reason.

Note: A person commits an offence if the person fails to comply with a requirement of a notice under this section unless it is not reasonably practicable for the person to do so (see section 24FB).

(1) A person (the recipient) is not required to comply with a requirement of a notice given to the recipient under section 24F if subsection (2) or (3) of this section applies.

Information etc. relating to support services

This subsection applies if the requirement relates to information, a document or a thing obtained or brought into existence in the course of, or for the purposes of, providing a service under section 15 (support function).

Information etc. relating to informant’s identity

This subsection applies if:

(a) the requirement relates to information, a document or a thing given by a person (the informant), whether directly or indirectly:

to another person who works in a professional capacity as a journalist; and

in the normal course of the journalist’s work as a journalist; and

the journalist reasonably believes that the informant has provided the information on the express or implied understanding that the informant’s identity would not be disclosed; and

compliance with the requirement would disclose the identity of the informant or enable that identity to be ascertained; and

the recipient is:

the journalist; or

the journalist’s employer; or

assisting the journalist and employed or engaged by the journalist’s employer; or

assisting the journalist in the recipient’s professional capacity.

If the journalist is a staff member of a Commonwealth entity, the reference in subsection (3) to the journalist’s employer is taken to include a reference to:

(a) if the accountable authority (within the meaning of the Public Governance, Performance and Accountability Act 2013) of the entity is a single person—that person; or

if the accountable authority (within the meaning of that Act) of the entity is a governing body or other group of persons:

the chief executive officer (however described) of the entity (unless subparagraph (ii) applies); or

if the PWSS rules prescribe another person as the head of the entity—that other person.

(5) For the purposes of subsection (4), the following are staff members of a Commonwealth entity:

(a) an official (within the meaning of the Public Governance, Performance and Accountability Act 2013) of the entity;

an individual who is employed by, or engaged in assisting:

the entity; or

a staff member of the entity on behalf of the entity or the Commonwealth.

A person commits an offence if:

the person is required to give information, produce a document or thing or attend an interview in accordance with a notice given to the person under section 24F; and

the person fails to comply with the requirement.

Penalty: 30 penalty units.

Subsection (1) does not apply if it is not reasonably practicable for the person to comply with the requirement.

Note: A defendant bears an evidential burden in relation to the matter in subsection (2) (see subsection 13.3(3) of the Criminal Code).

Conduct of interview

(1) If a person (the interviewee) is required under section 24F to attend an interview with an investigating Commissioner or review panel, the interview must take place in private.

The Commissioner or panel may conduct the interview in such manner as the Commissioner or panel thinks fit.

Subject to subsection (8), the following are entitled to be present at the interview:

a support person for the interviewee;

a legal practitioner engaged by the interviewee.

Note: A support person for the interviewee may be approved under subsection (4) of this section or subsection 24FI(2) (see the definition of that term in section 5).

Support persons

On application by the interviewee, the Commissioner or panel must, in writing, approve a person as a support person for the interviewee if satisfied that the presence of the person at the interview would not prejudice any process, or any action, taken in accordance with Division 3 or 4.

An approval under subsection (4) is not a legislative instrument.

Legal practitioners

If a legal practitioner engaged by the interviewee is present during the interview, the Commissioner or panel must:

allow the interviewee to consult with the legal practitioner in private and provide reasonable facilities for that consultation; and

allow the legal practitioner to give advice to the interviewee.

Directions about conduct that unreasonably interferes with interview

If:

a person mentioned in subsection (3) is present during the interview; and

the Commissioner or panel is of the opinion that the person is engaging in conduct that unreasonably interferes with the interview;

the Commissioner or panel may direct the person to cease engaging in the conduct.

A person who fails to comply with a direction under subsection (7) is no longer entitled to be present during the interview.

This section applies if a document or thing is produced to an investigating Commissioner or review panel under section 24F.

The Commissioner or panel:

may make copies of the document or thing, or take extracts from the document; and

may retain possession of the document or thing for such period as is necessary for the purposes of the performance of the Commissioner’s or panel’s functions.

While the Commissioner or panel retains the document or thing, the Commissioner or panel must allow a person who would otherwise be entitled to inspect the document or view the thing:

to do so at all reasonable times; and

to copy the document or thing.

Subsection (3) does not apply if:

possession of the document or thing by the person could constitute an offence; or

inspecting or copying the document or thing (as the case requires) would compromise or damage the document or thing; or

the Commissioner or panel is satisfied that allowing the person to inspect the document or view the thing would prejudice the performance of the Commissioner’s or panel’s functions.

This section applies if an investigating Commissioner or review panel is satisfied that a document or thing produced to the Commissioner or panel under section 24F is not required (or is no longer required) for the purposes of the performance of the Commissioner’s or panel’s functions.

The Commissioner or panel must take reasonable steps to return the document or thing to the person from whom it was received, or to the owner if that person is not entitled to possess it.

However, the Commissioner or panel does not have to take those steps if:

possession of the document or thing by the person could constitute an offence; or

the document or thing may otherwise be retained, destroyed or disposed of under a law of the Commonwealth or a State or a Territory, or a court/tribunal order; or

the document or thing is forfeited or forfeitable to the Commonwealth or is the subject of a dispute as to ownership.

Self-incrimination

Nothing in this Subdivision affects the right of a person to refuse to answer a question, give information, or produce a document, on the ground that the answer to the question, the information or the production of the document might tend to incriminate the person.

Legal professional privilege

Nothing in this Subdivision affects the right of a person to refuse to answer a question, give information, or produce a document, on the ground that:

the answer to the question or the information would be privileged from being given on the ground of legal professional privilege; or

the document would be privileged from being produced on the ground of legal professional privilege.

Other legislation not affected

The fact that this section is included in this Subdivision does not imply that the privilege against self-incrimination or legal professional privilege is abrogated in:

any other provision of this Act; or

any other Act.

Subdivision B—Confidentiality notices

This Subdivision applies to information that:

relates to any process, or any action, taken in accordance with Division 3, 4 or 5 in relation to a conduct issue that was or is before the IPSC; and

has not been lawfully made available to the public.

Confidentiality notices

(1) The responsible Commissioner or Commissioners may, by written notice given to a person (the recipient), impose such conditions on:

the making of a record of the information by the recipient or other persons; and

the disclosure of the information by the recipient or other persons;

as the responsible Commissioner or Commissioners considers appropriate to do any or all of the following:

prevent prejudice to:

any process, or any action, taken in accordance with Division 3, 4 or 5; or

the fair trial of any person or the impartial adjudication of a matter; or

the proper enforcement of the law;

protect the identity of:

a complainant, respondent or any other person affected by the conduct issue; or

any person who has given, or who the responsible Commissioner or Commissioners reasonably believe may give, information to the responsible Commissioner or Commissioners in connection with the conduct issue;

prevent unreasonable detriment to a complainant, respondent or any other person affected by the conduct issue;

prevent the publication of sensitive information.

A notice under subsection (1) must:

set out the effect of sections 24FI (disclosures etc. to which confidentiality notices do not apply) and 24FJ (offence—failure to comply with confidentiality notice); and

specify the period for which a condition is in force.

Period of notice

The period specified in the notice must end:

if paragraph (b) does not apply—no later than the end of the day on which the conduct issue is concluded; or

if the responsible Commissioner or Commissioners are satisfied that it is appropriate for the period to end at a later time in order to do any or all of the things mentioned in paragraphs (1)(c) to (f)—that later time.

(4) For the purposes of paragraph (3)(a), a conduct issue is concluded:

if a decision on the issue is made under section 24CY and an application under section 24DA for review of the decision is made within the period specified in paragraph 24DA(4)(c)—when that application is finally determined; or

if a decision on the issue is made under section 24CY and an application under section 24DA for review of the decision is not made within the period specified in paragraph 24DA(4)(c)—when that period ends; or

otherwise—when the issue is dealt with in accordance with section 24CF.

(1) A condition imposed on a person (the recipient) under subsection 24FH(1) does not apply to:

the making of a record or disclosure:

that is required or authorised by or under this Act, another law of the Commonwealth, a law of a State or Territory or a court/tribunal order; or

that is required by or under, or for the purpose of obtaining advice in relation to, a contract of insurance; or

that is required by or under, or for the purpose of obtaining advice in relation to, a policy of insurance issued by the Commonwealth; or

to protect life or safety; or

the making of a disclosure:

to the PWSS for the purpose of a service provided under section 15 (support function) to the recipient; or

by the recipient to the recipient’s employer, or to a person who supervises or manages the recipient, if the disclosure is of information that does not reveal the conduct issue; or

to a legal practitioner for the purpose of obtaining legal advice or representation in relation to a conduct issue, or a process or action taken in accordance with Division 3, 4 or 5; or

to a medical practitioner or psychologist for the purpose of obtaining medical or psychiatric care, treatment or counselling (including psychological counselling); or

by the recipient to a support person for the recipient.

Note: A support person for the recipient may be approved under subsection 24FC(4) or subsection (2) of this section (see the definition of that term in section 5).

On application by the recipient, the responsible Commissioner or Commissioners must, in writing, approve a person as a support person for the recipient if satisfied that:

the recipient intends to make the disclosure to the person for the purpose of seeking support from the person; and

the making of the disclosure to the person would not prejudice any process, or any action, taken in accordance with Division 3, 4 or 5.

An approval under subsection (2) is not a legislative instrument.

A person commits an offence if:

the person engages in conduct; and

the person’s conduct breaches a condition under subsection 24FH(1).

Penalty: Imprisonment for 6 months or 30 penalty units, or both.

Subdivision C—Secrecy of information

A person who is or was an entrusted person commits an offence if:

the person (whether directly or indirectly and whether while, or after ceasing to be, an entrusted person):

makes a record of any information; or

discloses any information; and

the person obtained the information in the course of or for the purposes of:

performing functions or duties, or exercising powers, under this Part; or

assisting another person to perform functions or duties, or exercise powers, under this Part.

Penalty: Imprisonment for 6 months or 30 penalty units, or both.

Subsection (1) does not apply if the making of the record, or the disclosing of the information, is authorised by sections 24FL to 24FR.

The person may make a record of, or disclose, information (including personal information) if:

the person makes the record, or discloses the information, for purposes connected with the performance or exercise of functions or powers under this Act or another Act; and

the information does not relate to a conduct issue involving conduct that may constitute a serious offence against another person.

Note: A defendant bears an evidential burden in relation to the matter in this section (see subsection 13.3(3) of the Criminal Code).

(1) This section applies if the information relates to a conduct issue involving conduct that may constitute a serious offence against another person (the potential victim).

The person may make a record of the information (including personal information) for purposes connected with the performance or exercise of functions or powers under this Act or another Act.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

The person may disclose the information (including personal information) if the disclosure is:

other than to the Australian Federal Police or the police force or police service of a State or Territory; and

for purposes connected with the performance or exercise of functions or powers under this Act or another Act.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

The person may disclose the information (including personal information) to the Australian Federal Police, or the police force or police service of a State or Territory, if any of the following applies:

the potential victim consents to the disclosure;

the disclosure is for the purposes of deciding how to deal with the conduct issue;

the disclosure is required by or under another law of the Commonwealth, a law of a State or a Territory, or a court/tribunal order.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

The person may make a record of, or disclose, information (including personal information) if the making of the record or the disclosure is required or authorised under this Act or another Act.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

To avoid doubt, and without limiting subsection (1), the disclosure of information is authorised under this Act if:

the investigating Commissioner refers a conduct issue to another person in accordance with this Act; and

the information is disclosed as part of the referral; and

the investigating Commissioner is satisfied that the disclosure is necessary to enable the other person to take appropriate action in relation to the issue.

The person may make a record of, or disclose, information (including personal information) if the person reasonably believes that it is necessary to lessen or prevent a serious threat to the life, health or safety of any individual, or to public health or safety.

Note: A defendant bears an evidential burden in relation to the matter in this section (see subsection 13.3(3) of the Criminal Code).

The person may make a record of, or disclose, information (including personal information) if the information has already been lawfully made available to the public.

Note: A defendant bears an evidential burden in relation to the matter in this section (see subsection 13.3(3) of the Criminal Code).

The person may make a record of, or disclose, information (including personal information) to a court, tribunal, authority or person that has the power to require the production of documents or the answering of questions.

Note: A defendant bears an evidential burden in relation to the matter in this section (see subsection 13.3(3) of the Criminal Code).

Disclosure with consent

The person may disclose information (including personal information) that relates to a conduct complaint or conduct issue referral if:

the disclosure is to the employer of:

the complainant; or

the respondent for the conduct issue concerned; and

the complainant has consented to the disclosure; and

the disclosure is in accordance with that consent.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

Disclosure for work health and safety reasons

The person may disclose information (including personal information) that relates to a conduct complaint or conduct issue referral if:

the disclosure is to the employer of:

the complainant; or

the respondent for the conduct issue concerned; and

the person is satisfied that the information is relevant to a duty or obligation of the employer under a work health and safety law.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

This section applies if:

a conduct issue was or is before the IPSC; and

any matter relating to the issue is already publicly available.

The responsible Commissioner or Commissioners may publish a statement containing information about the conduct issue if they are satisfied that doing so:

would afford fairness to any person; or

is otherwise necessary to correct erroneous reporting.

This section has effect subject to section 24GC (requirements for including identifying information in IPSC public statements).

This section applies if, in relation to a conduct issue that was or is before the IPSC:

a parliamentarian decision panel imposes a sanction on a parliamentarian, and another parliamentarian decision panel has previously made a finding that the parliamentarian has engaged in relevant conduct; or

a parliamentarian decision panel imposes a sanction on a parliamentarian and the parliamentarian fails to comply with the sanction.

The responsible Commissioner or Commissioners may publish a statement containing information about the conduct issue, which must include the identity of the parliamentarian.

However, before doing so, the responsible Commissioner or Commissioners must give the parliamentarian a written notice stating that they are proposing to publish the statement.

This section has effect subject to section 24GC (requirements for including identifying information in IPSC public statements).

The content and level of detail to be included in an IPSC public statement are to be determined by the responsible Commissioner or Commissioners concerned.

Notice of proposal to include identifying information—other than for respondent parliamentarians

Before including identifying information in an IPSC public statement, the responsible Commissioner or Commissioners must give the person concerned a written notice stating that they are proposing to include the information in the statement.

Subsection (1) does not apply if:

the statement is published under section 24GA (public statements about parliamentarians); and

the identifying information relates to the parliamentarian whose conduct is the subject of the statement.

Requirement to consult on proposal to include identifying information

The written notice must also invite the person to:

make submissions to the responsible Commissioner or Commissioners in relation to the proposal; and

do so within the period specified in the notice, which must be a reasonable period.

If the person makes the submissions, the responsible Commissioner or Commissioners must:

have regard to the submissions in deciding whether or not to include the identifying information; and

give the person written notice of their decision.

A person makes a protected disclosure if:

the person makes a conduct complaint; or

the person makes a conduct issue referral; or

the person gives information about a conduct issue to the IPSC, a Commissioner or the CEO; or

the person gives information to a parliamentarian and either:

the parliamentarian uses the information to make a conduct issue referral; or

the person does so with the intention that the parliamentarian will use the information to make a conduct issue referral (whether or not the conduct issue referral is actually made); or

the person gives information, or produces a document or thing, to a Commissioner or review panel:

under section 24F; or

in compliance with a request made by the Commissioner or panel.

Causing detriment to another person

(1) A person (the first person) commits an offence in relation to another person (the second person) if:

the first person engages in conduct; and

engaging in the conduct results in detriment to the second person; and

when the conduct is engaged in, the first person believes or suspects that the second person, or any other person:

has made a protected disclosure; or

may have made a protected disclosure; or

proposes to make a protected disclosure; or

could make a protected disclosure; and

the belief or suspicion is the reason, or part of the reason, for engaging in the conduct.

Penalty: Imprisonment for 2 years or 120 penalty units, or both.

Threatening to cause detriment to another person

(2) A person (the first person) commits an offence in relation to another person (the second person) if:

the first person engages in conduct; and

engaging in the conduct consists of, or results in, a threat to cause detriment to the second person; and

the first person is reckless as to whether the second person fears that the threat will be carried out; and

when the conduct is engaged in, the first person believes or suspects that the second person, or any other person:

has made a protected disclosure; or

may have made a protected disclosure; or

proposes to make a protected disclosure; or

could make a protected disclosure; and

the belief or suspicion is the reason, or part of the reason, for engaging in the conduct.

Penalty: Imprisonment for 2 years or 120 penalty units, or both.

Subsection (2) applies whether or not the threat mentioned in paragraph (2)(b) is:

express or implied; or

conditional or unconditional.

Exception—reasonable administrative action

Subsections (1) and (2) do not apply if the conduct engaged in by the first person is administrative action that is reasonable to protect the second person from detriment.

Note: A defendant bears an evidential burden in relation to the matter in this subsection (see subsection 13.3(3) of the Criminal Code).

No requirement to prove matters related to protected disclosure

In a prosecution for an offence against this section, it is not necessary to prove that any person:

has made a protected disclosure; or

may have made a protected disclosure; or

proposes to make a protected disclosure; or

could make a protected disclosure.

Note 1: For actions that constitute detriment, see the definition of that term in section 5.

Note 2: Proof of intention, knowledge or recklessness will satisfy a fault element of recklessness (see subsection 5.4(4) of the Criminal Code).

If a person makes a protected disclosure:

the person is not subject to any civil, criminal or administrative liability (including disciplinary action) for making the disclosure; and

no contractual or other remedy may be enforced, and no contractual or other right may be exercised, against the person on the basis of the disclosure.

Without limiting subsection (1):

the person has absolute privilege in proceedings for defamation in respect of the disclosure; and

a contract to which the person is a party must not be terminated on the basis that the disclosure constitutes a breach of the contract.

Subsection (1) does not prevent the making of the disclosure from giving rise to a conduct issue.

Section 24HB does not apply to civil, criminal or administrative liability (including disciplinary action) for knowingly making a disclosure that is false or misleading.

Without limiting subsection (1), section 24HB does not apply to liability for:

(a) an offence against Criminal Code (about false or misleading information or documents) that relates to the disclosure; orsection 137.1 or 137.2 of the

(b) an offence against Criminal Code (about forgery) that relates to the disclosure.section 144.1 or 145.1 of the

To avoid doubt, whether a person’s disclosure of their own conduct is a protected disclosure does not affect the person’s liability for the conduct.

(1) If, in civil or criminal proceedings (the primary proceedings) instituted against a person in a court, the person makes a claim (relevant to the proceedings) that, because of section 24HB, the person is not subject to any civil, criminal or administrative liability for making a particular disclosure:

the person bears the onus of adducing or pointing to evidence that suggests a reasonable possibility that the claim is made out; and

if the person discharges that onus—the party instituting the primary proceedings against the person bears the onus of proving that the claim is not made out; and

the court must deal with the claim in separate proceedings; and

the court must adjourn the primary proceedings until the claim has been dealt with; and

none of the following:

any admission made by the person in the separate proceedings;

any information given by the person in the separate proceedings;

any other evidence adduced by the person in the separate proceedings;

is admissible in evidence against the person except in proceedings in respect of the falsity of the admission, information or evidence; and

if the person or another person gives evidence in the separate proceedings in support of the claim—giving that evidence does not amount to a waiver of privilege for the purposes of the primary proceedings or any other proceedings.

(2) To avoid doubt, a right under Evidence Act 1995 not to be compelled to give evidence is a privilege for the purposes of paragraph (1)(f) of this section.section 126K of the

Section 24HB has effect despite any other provision of a law of the Commonwealth, unless:

the provision is enacted after the commencement of this section; and

the provision is expressed to have effect despite this Division or section 24HB.

There is to be a Chief Executive Officer of the PWSS.

The CEO’s functions are:

to manage the affairs of the PWSS and IPSC; and

to ensure the PWSS performs its functions; and

to assist the IPSC and the Commissioners to perform their functions and exercise their powers.

The CEO is to be appointed by the Minister.

There is to be a Chief Executive Officer of the Parliamentary Workplace Support Service.

Note: In this Act, CEO means the Chief Executive Officer of the PWSS—see section 5.

The functions of the CEO are:

to manage the affairs of the PWSS and IPSC; and

to ensure the PWSS performs its functions; and

to assist the IPSC and the Commissioners to perform their functions and exercise their powers; and

any other functions conferred on the CEO by or under this Act or another law of the Commonwealth.

Subject to this Act and other laws of the Commonwealth, the CEO:

has discretion in the performance or exercise of the functions or powers of the CEO; and

(b) is not subject to direction by any person in relation to the performance or exercise of those functions or powers.

The CEO is to be appointed by the Minister by written instrument.

Note: The CEO may be reappointed: see Acts Interpretation Act 1901.section 33AA of the

(2) A person must not be appointed as the CEO unless the Minister is satisfied that the person has skills, knowledge or experience in one or more of the following fields:

parliamentary workplaces;

human resources, work health and safety or industrial relations;

public administration or corporate governance.

(3) Before the Minister appoints a person as the CEO, the Minister:

must consult with the Leader of each Parliamentary party that:

does not form part of the Government; and

has at least 5 members who are senators or members of the House of Representatives; and

(b) may consult with such other parliamentarians as the Minister considers appropriate.

The CEO holds office on a full-time basis.

The CEO holds office for the period specified in the instrument of appointment. The period must not exceed 5 years.

The appointment of a person as the CEO is not invalid because of a defect or irregularity in connection with the person’s appointment.

The Minister may, by written instrument, appoint a person to act as the CEO:

during a vacancy in the office of the CEO (whether or not an appointment has previously been made to the office); or

during any period, or during all periods, when the CEO:

is absent from duty or Australia; or

is, for any reason, unable to perform the duties of the office.

Note: For rules that apply to acting appointments, see sections 33AB and 33A of the Acts Interpretation Act 1901.

(2) A person must not be appointed to act as the CEO unless the Minister is satisfied that the person has skills, knowledge or experience in one or more of the following fields:

parliamentary workplaces;

human resources, work health and safety or industrial relations;

public administration or corporate governance.

The CEO is to be paid the remuneration that is determined by the Remuneration Tribunal. If no determination of that remuneration by the Tribunal is in operation, the CEO is to be paid the remuneration that is prescribed by the PWSS rules.

The CEO is to be paid the allowances that are prescribed by the PWSS rules.

(3) This section has effect subject to the Remuneration Tribunal Act 1973.

The CEO has the recreation leave entitlements that are determined by the Remuneration Tribunal.

The Minister may grant the CEO leave of absence, other than recreation leave, on the terms and conditions as to remuneration or otherwise that the Minister determines.

The CEO must not engage in paid work outside the duties of the CEO’s office without the Minister’s approval.

The CEO may resign the CEO’s appointment by giving the Minister a written resignation.

The resignation takes effect on the day it is received by the Minister or, if a later day is specified in the resignation, on that later day.

Misbehaviour, incapacity or unsatisfactory performance

The Minister may terminate the appointment of the CEO:

for misbehaviour; or

if the CEO is unable to perform the duties of the CEO’s office because of physical or mental incapacity; or

if the performance of the CEO has been unsatisfactory for a significant period of time.

Bankruptcy etc.

The Minister may terminate the appointment of the CEO if:

the CEO:

becomes bankrupt; or

applies to take the benefit of any law for the relief of bankrupt or insolvent debtors; or

compounds with the CEO’s creditors; or

makes an assignment of the CEO’s remuneration for the benefit of the CEO’s creditors; or

the CEO is absent, except on leave of absence, for 14 consecutive days or for 28 days in any 12 months; or

the CEO engages, except with the Minister’s approval, in paid work outside the duties of the CEO’s office (see section 33); or

(d) the CEO fails, without reasonable excuse, to comply with Public Governance, Performance and Accountability Act 2013 (which deals with the duty to disclose interests) or rules made for the purposes of that section.section 29 of the

Consultation before termination

(3) Before the Minister terminates the appointment of the CEO under subsection (1) or (2), the Minister:

must consult with the Leader of each Parliamentary party that:

does not form part of the Government; and

has at least 5 members who are senators or members of the House of Representatives; and

(b) may consult with such other parliamentarians as the Minister considers appropriate.

A failure to comply with paragraph (3)(a) does not affect the validity of a termination.

The CEO holds office on the terms and conditions (if any) in relation to matters not covered by this Act that are determined by the Minister.

There is to be:

a Chair Commissioner of the IPSC; and

at least 6, and not more than 8, other Commissioners of the IPSC.

The Commissioners’ functions include:

dealing with conduct issues in accordance with Divisions 3 to 6 of Part 2A; and

preparing and publishing IPSC public statements in accordance with Division 7 of Part 2A.

Commissioners are to be appointed by the Governor-General.

There is to be:

a Chair Commissioner of the IPSC; and

at least 6, and not more than 8, other Commissioners of the IPSC.

At least 4 Commissioners must be women.

A Commissioner has the following functions:

to deal with conduct issues in accordance with Divisions 3 to 6 of Part 2A;

to prepare and publish IPSC public statements in accordance with Division 7 of Part 2A;

such other functions as are conferred on a Commissioner by this Act or by any other law of the Commonwealth;

to do anything incidental to, or conducive to, the performance of the above functions.

Subject to this Act and other laws of the Commonwealth, a Commissioner:

has discretion in the performance or exercise of the functions or powers of a Commissioner; and

is not subject to direction by any person in relation to the performance or exercise of those functions or powers.

Appointment by Governor-General

A Commissioner (including the Chair Commissioner) is to be appointed by the Governor-General, by written instrument, on the recommendation of the Minister.

Qualification for appointment

A person must not be appointed as a Commissioner unless the Minister is satisfied that:

the selection of the person for the appointment is the result of a process that:

was merit-based; and

included public advertising of the position; and

one or more of the following apply:

the person is enrolled as a legal practitioner and has been so enrolled for a period of 5 years;

the person is a former Commonwealth judicial officer;

the person is a former judge of the Supreme Court of a State or Territory;

the person has skills, knowledge or experience in investigating workplace misconduct.

Before the Minister makes a recommendation to the Governor-General:

the Minister must have referred the proposed recommendation to the Parliamentary Joint Committee under section 59H; and

one of the following must have occurred:

the Parliamentary Joint Committee is taken to have approved the proposed recommendation under subsection 59H(4);

the Parliamentary Joint Committee has notified the Minister that it has decided to approve the proposed recommendation.

A person must not be appointed as a Commissioner (including as the Chair Commissioner) if the person has previously been appointed as the Chair Commissioner.

Period of appointment

A Commissioner (including the Chair Commissioner) holds office for the period specified in the instrument of appointment. The period must not exceed 5 years.

A Commissioner (other than the Chair Commissioner) may be reappointed (other than as the Chair Commissioner) on one occasion after the Commissioner’s first appointment.

A Commissioner (other than the Chair Commissioner) may be reappointed as the Chair Commissioner.

Basis of appointment

A Commissioner (including the Chair Commissioner) holds office on a part-time basis.

The Minister may, by written instrument, appoint a person to act as a Commissioner:

during a vacancy in the office of a Commissioner (whether or not an appointment has previously been made to the office); or

during any period, or during all periods, when a Commissioner:

is absent from duty or Australia; or

is, for any reason, unable to perform the duties of the office.

Note: For rules that apply to acting appointments, see sections 33AB and 33A of the Acts Interpretation Act 1901.

A person must not be appointed to act as a Commissioner unless the Minister is satisfied that the person is qualified, as mentioned under paragraph 36E(2)(b), to be appointed as a Commissioner.

Despite subsections 36E(4), (6) and (7), a person may be appointed to act as a Commissioner (including as the Chair Commissioner) if the person has previously been appointed as a Commissioner (including as the Chair Commissioner).

Subject to subsection (2), a Commissioner must, as soon as practicable after being appointed as a Commissioner, complete:

a course of training relating to trauma awareness; and

a course of training relating to gender-based violence; and

any other courses of training prescribed by the PWSS rules.

Subsection (1) does not apply to an acting Commissioner who has completed the courses of training mentioned in that subsection within the period of 2 years before their appointment as an acting Commissioner.

A Commissioner is to be paid the remuneration that is determined by the Remuneration Tribunal. If no determination of that remuneration by the Tribunal is in operation, a Commissioner is to be paid the remuneration that is prescribed by the PWSS rules.

A Commissioner is to be paid the allowances that are prescribed by the PWSS rules.

(3) Subsections (1) and (2) have effect subject to the Remuneration Tribunal Act 1973.

The Minister may grant leave of absence to the Chair Commissioner on the terms and conditions that the Minister determines.

The Chair Commissioner may grant leave of absence to another Commissioner on the terms and conditions that the Chair Commissioner determines.

A Commissioner may resign the Commissioner’s appointment by giving the Governor-General a written resignation.

The resignation takes effect on the day it is received by the Governor-General or, if a later day is specified in the resignation, on that later day.

The Governor-General may terminate the appointment of a Commissioner if each House of the Parliament, in the same session of the Parliament, presents an address to the Governor-General praying for the removal of the Commissioner on one of the following grounds:

misbehaviour;

the Commissioner is unable to perform the duties of the Commissioner’s office because of physical or mental incapacity.

The Governor-General must terminate the appointment of a Commissioner if the Commissioner:

becomes bankrupt; or

applies to take the benefit of any law for the relief of bankrupt or insolvent debtors; or

compounds with the Commissioner’s creditors; or

makes an assignment of the Commissioner’s remuneration for the benefit of the Commissioner’s creditors.

The staff of the PWSS are to be persons engaged under the Public Service Act 1999.

The CEO and the staff together constitute a Statutory Agency for the purposes of the Public Service Act 1999.

The PWSS may be assisted by other officers and employees, including officers and employees of Agencies (within the meaning of the Public Service Act 1999).

The CEO may engage consultants to assist the PWSS.

The CEO must make available staff of the PWSS, and other persons assisting the PWSS, to assist the IPSC as required by the Chair Commissioner.

The Commissioners may engage consultants.

PWSS and IPSC officials are not liable to civil proceedings for things done in good faith in the performance or exercise of functions, powers or duties under this Act.

(1) The staff of the PWSS must be persons engaged under the Public Service Act 1999.

(2) For the purposes of the Public Service Act 1999:

the CEO and the staff of the PWSS together constitute a Statutory Agency; and

the CEO is the Head of that Statutory Agency.

The PWSS may be assisted:

(a) by officers and employees of Agencies (within the meaning of the Public Service Act 1999); or

by officers and employees of authorities of the Commonwealth; or

by officers and employees of a State or Territory; or

by officers and employees of authorities of a State or Territory;

whose services are made available to the PWSS in connection with the performance of any of its functions.

The CEO may, on behalf of the Commonwealth, engage consultants to assist in the performance of the functions of the PWSS.

The CEO must, to such extent as the Chair Commissioner reasonably requires, make available the following persons to assist the IPSC to perform its functions:

the staff of the PWSS;

persons whose services are made available to the PWSS under section 39;

consultants engaged under section 40.

A person made available to assist the IPSC is subject to the directions of the Chair Commissioner in relation to that assistance.

Assisting the IPSC

The Chair Commissioner may, on behalf of the Commonwealth, engage consultants to assist in the performance of the IPSC’s functions.

A consultant engaged under subsection (1) to assist the IPSC is subject to the directions of the Chair Commissioner in relation to that assistance.

Assisting a Commissioner

A Commissioner may, on behalf of the Commonwealth, engage consultants to assist in the performance of the functions of that Commissioner.

A consultant engaged under subsection (3) to assist a Commissioner is subject to the directions of that Commissioner in relation to that assistance.

(1) This section applies to the following persons (the protected persons):

the CEO;

the Commissioners;

the staff of the PWSS;

persons whose services are made available to the PWSS under section 39;

consultants engaged under section 40;

persons made available under section 40A to assist the IPSC;

consultants engaged under section 40B.

A protected person is not liable to civil proceedings in relation to an act done, or omitted to be done, in good faith, in the performance or purported performance, or exercise or purported exercise, of the protected person’s functions, powers or duties under this Act.

This Part establishes the Parliamentary Workplace Support Service Advisory Board.

The main function of the PWSS Advisory Board is to advise the CEO on the performance of the functions of the PWSS or CEO.

Members of the PWSS Advisory Board are to be appointed by the Minister.

The Parliamentary Workplace Support Service Advisory Board is established by this section.

Note: In this Act, PWSS Advisory Board means the Parliamentary Workplace Support Service Advisory Board—see section 5.

The functions of the PWSS Advisory Board are:

to advise the CEO in relation to the performance of the functions of the PWSS or CEO; and

to consider in accordance with section 44:

proposed mandatory policies or procedures; and

proposed mandatory education or training programs, and proposed requirements for completing those programs; and

such other functions as are conferred on the PWSS Advisory Board by this Act or by any other law of the Commonwealth.

However, it is not a function of the PWSS Advisory Board to:

direct the activities of the PWSS; or

give or seek advice or information about, or in relation to, a particular person or case.

The PWSS Advisory Board may give advice as mentioned in subsection (1):

on the PWSS Advisory Board’s own initiative; or

at the request of the CEO.

The PWSS Advisory Board may invite representatives of the PWSS to attend a meeting of the PWSS Advisory Board.

The PWSS Advisory Board must approve or reject any of the following referred to the PWSS Advisory Board by the CEO:

proposed mandatory policies or procedures;

proposed mandatory education or training programs, and proposed requirements for completing those programs.

Decision to approve or reject

The PWSS Advisory Board must make a decision under subsection (1) within:

14 calendar days after the referral; or

if, within the first 14 calendar days after the referral, the PWSS Advisory Board notifies the CEO that it requires additional time to consider the referral—44 calendar days after the referral.

As soon as practicable after making the decision, the PWSS Advisory Board must give the CEO written notice of the decision.

The PWSS Advisory Board is taken to have approved:

a proposed mandatory policy or procedure; or

a proposed mandatory education or training program; or

proposed requirements for completing a mandatory education or training program;

if the PWSS Advisory Board does not give notice under subsection (3) within the period specified in paragraph (2)(a) or (b) as the case requires.

The PWSS Advisory Board consists of the following members:

a Chair;

at least 3, and not more than 4, other members.

At least 2 members of the PWSS Advisory Board must be women.

At least one member of the PWSS Advisory Board must be:

a former Commonwealth judicial officer; or

a former judge of the Supreme Court of a State or Territory.

A member of the PWSS Advisory Board is to be appointed by the Minister by written instrument.

Note: A member of the PWSS Advisory Board may be reappointed: see Acts Interpretation Act 1901.section 33AA of the

(2) A person is not eligible for appointment as a member of the PWSS Advisory Board unless the Minister is satisfied that the person has skills, knowledge or experience in one or more of the following fields:

parliamentary workplaces;

human resources, work health and safety or industrial relations;

public administration or corporate governance.

In appointing a person as a member of the PWSS Advisory Board, the Minister must have regard to the desirability of ensuring that there is a balance of skills, knowledge and experience in the fields listed in subsection (2) among members of the PWSS Advisory Board.

However, subsections (2) and (3) do not apply to the appointment of a person as required by subsection 45(3).

(5) Before the Minister appoints a person as the Chair, or as a member, of the PWSS Advisory Board, the Minister:

must consult with the Leader of each Parliamentary party that:

does not form part of the Government; and

has at least 5 members who are senators or members of the House of Representatives; and

(b) may consult with such other parliamentarians as the Minister considers appropriate.

A member of the PWSS Advisory Board holds office on a part-time basis.

The appointment of a person as a member of the PWSS Advisory Board is not invalid because of a defect or irregularity in connection with the person’s appointment.

A member of the PWSS Advisory Board holds office for the period specified in the instrument of appointment. The period must not exceed 5 years.

Acting Chair of the PWSS Advisory Board

The Minister may, by written instrument, appoint a person to act as the Chair of the PWSS Advisory Board:

during a vacancy in the office of the Chair of the PWSS Advisory Board (whether or not an appointment has previously been made to the office); or

during any period, or during all periods, when the Chair of the PWSS Advisory Board:

is absent from duty or Australia; or

is, for any reason, unable to perform the duties of the office.

Note: For rules that apply to acting appointments, see sections 33AB and 33A of the Acts Interpretation Act 1901.

Acting member of the PWSS Advisory Board (other than the Chair)

The Minister may, by written instrument, appoint a person to act as a member of the PWSS Advisory Board (other than the Chair of the PWSS Advisory Board):

during a vacancy in the office of a member of the PWSS Advisory Board (other than the Chair of the PWSS Advisory Board), whether or not an appointment has previously been made to the office; or

during any period, or during all periods, when a member of the PWSS Advisory Board (other than the Chair of the PWSS Advisory Board):

is absent from duty or Australia; or

is, for any reason, unable to perform the duties of the office.

Note: For rules that apply to acting appointments, see sections 33AB and 33A of the Acts Interpretation Act 1901.

A member of the PWSS Advisory Board is to be paid the remuneration that is determined by the Remuneration Tribunal. If no determination of that remuneration by the Tribunal is in operation, a member of the PWSS Advisory Board is to be paid the remuneration that is prescribed by the PWSS rules.

A member of the PWSS Advisory Board is to be paid the allowances that are prescribed by the PWSS rules.

(3) This section has effect subject to the Remuneration Tribunal Act 1973.

A member of the PWSS Advisory Board must give written notice to the Minister of any direct or indirect pecuniary interest that the member has or acquires and that conflicts or could conflict with the proper performance of the member’s duties.

A member of the PWSS Advisory Board who has a direct or indirect pecuniary interest in a matter being considered or about to be considered by the PWSS Advisory Board must disclose the nature of the interest to a meeting of the PWSS Advisory Board.

The disclosure must be made as soon as possible after the relevant facts have come to the member’s knowledge.

The disclosure must be recorded in the minutes of the meeting.

Unless the PWSS Advisory Board otherwise determines, the member:

must not be present during any deliberation by the PWSS Advisory Board on the matter; and

must not take part in any decision of the PWSS Advisory Board with respect to the matter.

For the purposes of making a determination under subsection (5), the member:

must not be present during any deliberation of the PWSS Advisory Board for the purpose of making the determination; and

must not take part in making the determination.

A determination under subsection (5) must be recorded in the minutes of the meeting of the PWSS Advisory Board.

The Minister may grant leave of absence to the Chair of the PWSS Advisory Board on the terms and conditions as to remuneration or otherwise that the Minister determines.

The Chair of the PWSS Advisory Board may grant leave of absence to a member of the PWSS Advisory Board on the terms and conditions that the Chair determines.

A member of the PWSS Advisory Board may resign the member’s appointment by giving the Minister a written resignation.

The resignation takes effect on the day it is received by the Minister or, if a later day is specified in the resignation, on that later day.

The Minister may terminate the appointment of a member of the PWSS Advisory Board:

for misbehaviour; or

if the member is unable to perform the duties of the member’s office because of physical or mental incapacity.

The Minister may terminate the appointment of a member of the PWSS Advisory Board if:

the member:

becomes bankrupt; or

applies to take the benefit of any law for the relief of bankrupt or insolvent debtors; or

compounds with the member’s creditors; or

makes an assignment of the member’s remuneration for the benefit of the member’s creditors; or

the member fails, without reasonable excuse, to comply with section 50 (disclosure of interests); or

the member is absent, except on leave of absence, from 3 consecutive meetings of the PWSS Advisory Board.

Consultation before termination

(3) Before the Minister terminates the appointment of a member of the PWSS Advisory Board under subsection (1) or (2), the Minister:

must consult with the Leader of each Parliamentary party that:

does not form part of the Government; and

has at least 5 members who are senators or members of the House of Representatives; and

(b) may consult with such other parliamentarians as the Minister considers appropriate.

A failure to comply with paragraph (3)(a) does not affect the validity of a termination.

A member of the PWSS Advisory Board holds office on the terms and conditions (if any) in relation to matters not covered by this Act that are determined by the Minister.

The PWSS rules may prescribe matters relating to the operation of the PWSS Advisory Board.

If no PWSS rules are in force for the purposes of subsection (1), the PWSS Advisory Board may operate in the way it determines.

This Part enables:

the PWSS or IPSC to disclose information to certain entities and persons; and

certain entities and persons to disclose information to the PWSS or IPSC; and

the PWSS to disclose information to the IPSC; and

the IPSC to disclose information to the PWSS.

However, that information may only be disclosed or used if it is reasonably necessary for the performance of functions, or the exercise of powers, of the PWSS, IPSC, entity or person.

The PWSS may request some Commonwealth entities or persons to give the PWSS information for the purposes of a public report.

The CEO and the Chair Commissioner may enter into arrangements with certain entities and persons relating to the disclosure and use of information.

The PWSS may request a parliamentarian or MOPS employee to give the PWSS specified information. A failure by a parliamentarian to comply with the request may result in the non-compliance being published in a public report.

Authorisation to disclose information—to and by various entities and persons

The PWSS or IPSC may disclose information (including personal information) to:

another Commonwealth entity; or

an individual who holds any office or appointment under a law of the Commonwealth; or

a Presiding Officer;

if the disclosure is reasonably necessary to assist the entity, individual or Presiding Officer to:

perform any of the functions or activities of the entity, individual or Presiding Officer; or

exercise any of the powers of the entity, individual or Presiding Officer.

The IPSC may also disclose information (including personal information) to a State or Territory law enforcement entity if the disclosure is reasonably necessary to assist the entity to:

perform any of the functions or activities of the entity; or

exercise any of the powers of the entity.

A Commonwealth entity, an individual who holds any office or appointment under a law of the Commonwealth, or a Presiding Officer may disclose information (including personal information) to the PWSS or IPSC if the disclosure is reasonably necessary to assist:

the PWSS or IPSC to perform any of its functions or exercise any of its powers; or

the CEO to perform any of the CEO’s functions or exercise any of the CEO’s powers; or

a Commissioner to perform any of the Commissioner’s functions or exercise any of the Commissioner’s powers.

Authorisation to disclose information—between PWSS and IPSC

The PWSS may disclose information (including personal information) to the IPSC if the disclosure is reasonably necessary to assist:

the IPSC to perform any of its functions or exercise any of its powers; or

a Commissioner to perform any of the Commissioner’s functions or exercise any of the Commissioner’s powers.

The IPSC may disclose information (including personal information) to the PWSS if the disclosure is reasonably necessary to assist:

the PWSS to perform any of its functions or exercise any of its powers; or

the CEO to perform any of the CEO’s functions or exercise any of the CEO’s powers.

Parliamentarians not taken to be office-holders etc.

To avoid doubt, a parliamentarian does not hold an office or appointment under a law of the Commonwealth for the purposes of paragraph (1)(b) or subsection (2).

Rules applying to disclosures

Information may be disclosed under subsection (1), (1A), (2), (2A) or (2B) on the initiative, or at the request, of the PWSS, IPSC, Commonwealth entity, individual, Presiding Officer, or State or Territory law enforcement entity (as the case requires).

Subsections (1) to (2B) do not apply to a disclosure of information if:

the disclosure would, apart from this section, constitute an offence against a law of the Commonwealth; and

that law does not contain an exception or defence for a disclosure authorised by a law of the Commonwealth.

Subsection (1) does not apply to a disclosure of information by the IPSC to a person or entity if:

the information relates to a conduct complaint or a conduct issue referral; and

the person or entity is the employer of:

the complainant; or

the respondent for the conduct issue concerned; and

the complainant does not consent to the disclosure.

Subsections (1) and (1A) do not apply to a disclosure of information by the IPSC to the Australian Federal Police, or the police force or police service of a State or Territory, if the information relates to a conduct issue involving conduct that may constitute a serious offence against a person, unless:

the person consents to the disclosure; or

the disclosure is for the purposes of deciding how to deal with the issue; or

the disclosure is required by or under another law of the Commonwealth, a law of a State or a Territory, or a court/tribunal order.

(6) Before disclosing information under subsection (1) that was obtained by the PWSS in the course of performing its review function under Parliamentary Workplace Support Service Amendment (Independent Parliamentary Standards Commission) Act 2024), the PWSS must have regard to whether the disclosure would be likely to result in harm to an individual to whom the information relates (other than mere damage to the individual’s reputation).section 19 (as in force immediately before the repeal of that section by the

Authorisation to use information

Information disclosed to a person or entity under subsection (1), (1A), (2), (2A) or (2B) may be used by the person or entity for the purposes of performing the functions, or exercising the powers, of the person or entity.

Note: This section constitutes an authorisation for the purposes of the Privacy Act 1988 and other laws.

The PWSS may, in writing, request a person covered by subsection (2) to give the PWSS, within a specified period, specified information (including personal information) for the purposes of the PWSS preparing a report required by subsection 22(2).

This subsection covers the following persons:

the Secretary of the Department;

the Chair Commissioner;

a Secretary of a Parliamentary Department;

if a Commonwealth entity is specified in the PWSS rules for the purposes of this paragraph—the Head (however described) of the Commonwealth entity;

if an office or appointment under a law of the Commonwealth is specified in the PWSS rules for the purposes of this paragraph—the individual holding that office or appointment.

A person covered by subsection (2) must comply with a request given to the person under subsection (1) unless doing so would constitute an offence against a law of the Commonwealth.

The PWSS may:

use the information for the following purposes:

preparing a report required by subsection 22(2);

monitoring and reviewing matters relating to any of its functions; and

disclose the information in a report required by subsection 22(2) (subject to sections 22 and 63).

Note 1: This section constitutes an authorisation for the purposes of the Privacy Act 1988 and other laws.

Note 2: Subsection 22(9) provides that a report under section 22 must not include personal information (subject to section 23).

The CEO may make an arrangement, in writing, with:

the Chair Commissioner; or

the Head (however described) of a Commonwealth entity; or

an individual who holds any office or appointment under a law of the Commonwealth; or

a Presiding Officer;

relating to:

the disclosure of information to, or by, the PWSS under subsection 61(1), (2), (2A) or (2B) or 62(3); or

the use by the PWSS, IPSC, other Commonwealth entity, individual, or Presiding Officer of information disclosed under any of those subsections.

Without limiting subsection (1), an arrangement made under that subsection may make provision for the confidentiality of information disclosed in accordance with the arrangement.

The PWSS must ensure that an arrangement made under subsection (1) is published on its website.

An arrangement made under subsection (1) is not a legislative instrument.

If an arrangement under subsection (1) is in force, then:

the disclosure to, or by, the PWSS of information to which the arrangement applies is not authorised under subsection 61(1), (2), (2A) or (2B) or 62(3); and

the use of information to which the arrangement applies is not authorised under subsection 61(7) or 62(4);

if the disclosure or use of the information would contravene the arrangement.

The Chair Commissioner may make an arrangement, in writing, with:

the Head (however described) of a Commonwealth entity; or

an individual who holds any office or appointment under a law of the Commonwealth; or

a Presiding Officer; or

a State or Territory law enforcement entity;

relating to:

the disclosure of information to, or by, the IPSC under subsection 61(1), (1A), (2), (2A) or (2B); or

the use by the PWSS, IPSC, Commonwealth entity, individual, Presiding Officer, or State or Territory law enforcement entity of information disclosed under any of those subsections.

Without limiting subsection (1), an arrangement made under that subsection may make provision for the confidentiality of information disclosed in accordance with the arrangement.

The IPSC must ensure that an arrangement made under subsection (1) is published on its website.

An arrangement made under subsection (1) is not a legislative instrument.

If an arrangement under subsection (1) is in force, then:

the disclosure to, or by, the IPSC or the Chair Commissioner of information to which the arrangement applies is not authorised under subsection 61(1), (1A), (2), (2A) or (2B); and

the use of information to which the arrangement applies is not authorised under subsection 61(7);

if the disclosure or use of the information would contravene the arrangement.

The PWSS may, in writing, request a parliamentarian to give the PWSS, within a specified period, specified information (including personal information):

that relates to any of the following matters in relation to a person who is or was a MOPS employee employed by, or a designated worker engaged by, the parliamentarian:

the person’s name;

whether the person is or was a MOPS employee or a designated worker;

matters relating to when, and the circumstances in which, the person was employed as a MOPS employee or engaged as a designated worker;

matters relating to when, and the circumstances in which, the person ceased to be employed as a MOPS employee or engaged as a designated worker; or

that relates to work health and safety matters arising in connection with the duties of parliamentarians or MOPS employees; or

that is reasonably necessary for the purposes of providing a service under section 16 (complaint resolution function) to a person who is or was a MOPS employee employed by, or a designated worker engaged by, the parliamentarian.

Paragraph (1)(c) does not apply if the alleged relevant conduct referred to in section 16 was engaged in by the parliamentarian.

The period specified in the request must be reasonable in the circumstances.

The request must include details about the effect of Division 4 of Part 2 (taking action against parliamentarians for certain non-compliance).

A parliamentarian must comply with a request under subsection (1) within the period specified in the request, and may comply with any other request by the PWSS for information (including personal information), unless doing so would constitute an offence against a law of the Commonwealth.

Note: This subsection constitutes an authorisation for the purposes of the Privacy Act 1988 and other laws.

This section does not limit the power of the PWSS to request information from a parliamentarian or any other person.

The PWSS may, in writing, request a MOPS employee to give the PWSS, within a specified period, specified information (including personal information) that relates to:

any of the functions or powers of the PWSS; or

any of the functions or powers of the CEO.

The period specified in the request must be reasonable in the circumstances.

A MOPS employee may comply with a request under subsection (1) within the period specified in the request, and may comply with any other request by the PWSS for information (including personal information), unless doing so would constitute an offence against a law of the Commonwealth.

Note: This subsection constitutes an authorisation for the purposes of the Privacy Act 1988 and other laws.

This section does not limit the power of the PWSS to request information from a MOPS employee or any other person.