Checklist · Anti-Discrimination & Industrial Relations
Compare a workplace policy with the duties opened for this file
Comparison of an existing policy with section 61 of the Disability Discrimination Act 1992, if the policy is put forward as an action plan, and with the positive duty as the Fair Work Ombudsman page states it.
- Kind
- Checklist. Steps or checks to work through and tick off.
- Where it applies
- Commonwealth
- AI use
- Yellow You and the tool draft together, with you directing. You check every statement you rely on.
- Law stated as at
- 22 October 2026
- Status
- Maintained. Checked on 22 October 2026 against the 2 authorities it cites, for Commonwealth.
- Version
- 1
- Source
- Written for this library
When to use it
Use when a client already has a workplace policy and wants it set beside the duties that were opened. It does not score the policy. The positive-duty guidelines were not opened, so this is not a map against those guidelines.
Used for these tasks
- Compare a workplace policy to the applicable discrimination duties
- Map the client's measures against the positive-duty standards
Each task page says how far AI may help with the task and what the lawyer must review.
How AI may be used
AI may quote a clause the principal marks and place it in the row the principal names. The principal decides whether the clause meets the duty.
AI may
- Quote the clause number and the words the principal has highlighted
- Leave the conclusion column blank
AI must not
- Must not mark a policy as compliant
- Must not add a duty from a guideline that was not opened
- Must not draft a replacement policy
The lawyer checks
- If the document is put forward as an action plan, each of section 61(a) to (f) is accounted for or marked absent
- The positive-duty row uses only the Ombudsman's statement of the duty
- A gap is recorded as a gap, not filled with a new clause
Method: how the Green, Yellow and Red levels are decided. This is guidance for planning, not legal advice.
Read the full text
The full text is available after you log in. It is free. When you log in you can:
- read the whole precedent, with its drafting notes beside it;
- copy it, or download it as a Word file or Markdown;
- add it to your firm’s knowledge base, so colleagues can find it;
- let the AI tools you connect read it from that knowledge base.
The summary, the law it rests on and the AI-use guidance above stay public. Privacy.
More in Anti-Discrimination & Industrial Relations
- Complaint to the Australian Human Rights Commission (complainant): written complaint and statement of particulars
- Respondent's response to an Australian Human Rights Commission complaint
- Application for an exemption or renewal of an exemption (QCAT Form 20)
- EEOC Form 5 charge of discrimination
- Employer statement on the published gender pay gap
- Disability action plan contents and Commission lodgement
- Referral of a matter, non-disciplinary (QCAT Form 35)
- Positive duty prevention plan (sexual harassment and sex discrimination)
- Reasonable adjustments request and response record (Disability Discrimination Act)
- Complainant's contentions on a referral (QCAT, Anti-Discrimination Act 1991)
- General protections dismissal application (Fair Work Commission Form F8): completion guide and 21-day checklist
- Notice of Employee Representational Rights (NERR): issue and service guide
- Check a right-of-entry notice and record the site response
- Deed of settlement and release for a discrimination or general protections claim
- Respondent's contentions on a referral (QCAT, Anti-Discrimination Act 1991)
- General protections (dismissal) claim assessment memo
- Record of forums for a work-related sexual harassment matter
- AI recruitment and HR tool discrimination-risk audit checklist
- Fair Work Commission generative AI disclosure and checking checklist (from 20 October 2026)
All precedents for Anti-Discrimination & Industrial Relations · Tasks and AI use in this area