Packages / Workforce People Records
Workforce People Records
Employee, contractor, payroll, HR, and internal people-management records.
- Patterns
- 42
- As primary component
- 38
Patterns in this package
Completed employee conflict of interest declarations and conflict management plans that name the declaring employee (or panel member or contractor), describe the private interest or relationship, and record how the conflict is managed: procurement and tender evaluation declarations, selection panel declarations required by Directive 07/23, discipline decision-maker declarations under Directive 05/23, and Queensland public sector declarations tied to the work performance and personal conduct principles in Public Sector Act 2022 (Qld) s 40. Built conservatively: 75 already needs two populated structures. Councillor conflict declarations in published meeting minutes and registers of interests are public and are treated as decoys.
Detects Australian workplace drug and alcohol testing records - screening and confirmatory results under AS/NZS 4308 (urine) and AS/NZS 4760 (oral fluid), laboratory result phrasing (non-negative, cut-off concentrations in ng/mL), and breath/blood alcohol readings recorded in fitness-for-work programs.
Populated beneficiary and dependant nominations held by superannuation funds and employers: binding and non-binding (including lapsing and non-lapsing) death benefit nominations under Superannuation Industry (Supervision) Regulations 1994 reg 6.17A (made for SIS Act 1993 s 59(1A)), employer group life insurance beneficiary nominations, and HR dependant, next-of-kin and emergency contact records. Each record ties an identified member or employee to named family members, their relationship to the member and, on death benefit forms, the share each person receives, witness details and dates of birth. Bulk member extracts with TFNs and balances belong to superannuation-fund-member-statement-bulk, and super identifiers (USI, member number) on their own belong to global-top500-096-superannuation-identifiers.
Detects Australian enterprise agreement and enterprise bargaining content under the Fair Work Act 2009 - agreement text and drafts (single-enterprise and greenfields agreements, nominal expiry, better off overall test), Fair Work Commission agreement codes (AE followed by six digits), and bargaining process artefacts (notice of employee representational rights, protected action ballots, logs of claims).
Confidential employer-side enterprise bargaining material produced before an agreement is made: bargaining position papers, wage offer costings, costed claims matrices (management response to a union or employee log of claims) and negotiation strategy briefs that record the approved mandate, fallback positions and trade-offs. Bargaining is conducted under Fair Work Act 2009 (Cth) Part 2-4 (s 172 making an enterprise agreement, s 173 notice of employee representational rights, s 228 good faith bargaining requirements, s 229 bargaining orders) and, for the Queensland public sector and local government, Industrial Relations Act 2016 (Qld) chapter 4 collective bargaining (s 169 notice of intention to bargain, s 173 parties must negotiate in good faith). Published enterprise agreements, Fair Work Commission approval decisions, union newsletters and news reports are decoys; au-enterprise-agreement-document covers agreement text.
Detects HR, payroll and timesheet records showing that a named or numbered employee has taken or requested family and domestic violence (FDV) leave, and employee DFV support and workplace safety plans. Under Fair Work Act 2009 ss106A-106E every national-system employee is entitled to 10 days of paid FDV leave, and Fair Work Regulations 2009 reg 3.48 prevents FDV leave from being shown on pay slips because the record itself discloses that the employee is experiencing violence. Queensland public sector and state-system employees have DFV leave under the Industrial Relations Act 2016 (Qld) ss 52-54, and Queensland public service employees have additional support under Public Service Commission Directive 03/20 "Support for employees affected by domestic and family violence": confidentiality of disclosures, risk assessment and safety planning, changes to work location, hours, email addresses and telephone numbers, removal of public contact details, secure parking, flexible working arrangements, and support to transfer or relocate. Enterprise agreements and other directives and policies use the same terms.
Applications and employer case files for Fair Work Commission matters (Form F2 unfair dismissal application, Form F3 employer response, Form F8 general protections application involving dismissal; matter numbers such as U2024/1234) and Queensland Industrial Relations Commission (QIRC) applications and appeals, where the record names the applicant, respondent or employer and carries matter and dismissal/decision particulars. Published FWC/QIRC decisions are public and are treated as decoys.
Populated medical certificates and fitness-for-work clearances held by employers: practitioner certificates given as evidence for personal / sick leave (Fair Work Act 2009 s 107(3) lets an employer require evidence that would satisfy a reasonable person), certificates of fitness or capacity issued outside a workers' compensation claim, fitness-for-duty assessments, pre-employment medical clearances and return-to-work clearances. The records name the employee or patient, state a practitioner's opinion that the person is unfit, or fit for normal, restricted or modified duties over a stated period, and often carry a diagnosis, work restrictions and the practitioner's name and provider or registration number. Boundary: workers' compensation claim records, Form 132M work capacity certificates and Comcare certificates of capacity belong to au-qld-workers-compensation-claim; statutory WHS health monitoring reports (Schedule 14 chemicals, lead, asbestos, audiometry) belong to au-whs-health-monitoring-record. Both are excluded from this classifier's enforce tiers.
Populated employee pay slips and payroll wage records: the Fair Work pay slip (employer name and ABN, employee name, pay period, date of payment, gross and net amounts, deductions, superannuation contributions, hourly rate or annual salary, loadings and allowances - Fair Work Regulations 2009 regs 3.45-3.46) and the Queensland time and wages record kept by state and local government and other state-system employers (Industrial Relations Act 2016 (Qld) ss 339-340).
Psychosocial hazard registers and risk assessments kept by a person conducting a business or undertaking under the Work Health and Safety Regulation 2011 (Qld) Part 3.2 Division 11 (s 55A meaning of psychosocial hazard, s 55B meaning of psychosocial risk, s 55C duty to manage psychosocial risks, s 55D determining control measures) and the Managing the risk of psychosocial hazards at work Code of Practice 2022 (in force 1 April 2023). Register rows record a hazard (job demands, low job control, poor support, aggression from customers, remote or isolated work), a risk rating, controls and an owner for a team or work area. Most rows are aggregate; the higher tier is reserved for rows that identify an affected worker or link a complaint, grievance or claim. The Code's own text and example register, blank registers and training material are decoys. Complements au-workplace-harassment-psychosocial-complaint, which covers individual complaints.
Register of interests entries and lodgement forms for a Queensland local government's chief executive officer, senior executive employees, councillor advisors and persons related to them (spouse or dependent), kept under Local Government Regulation 2012 (Qld) ss 289-291 and schedule 5 (shareholdings and controlling interests, executive officer roles, trusts, self managed superannuation funds, land, liabilities, gifts, sponsored travel and other particulars). Unlike a councillor's register, which may be inspected by the public (s 293(1)) and is published as an extract (s 295), these registers are open only to councillors, the CEO and persons permitted by law (s 293(2)-(3)); access must be applied for in writing and logged (s 294), and disclosure outside those persons is an offence (s 297(2)). The public councillor register, its published extracts and councillor declarations in minutes are decoys.
Discipline records about an identified public sector employee under the Public Sector Act 2022 (Qld) and the Discipline Directive 05/23 (made under ss 100 and 222): show cause notices on disciplinary finding (allegation, particulars, the disciplinary ground under section 91 and the evidence, 14 days to respond), show cause notices on proposed disciplinary action (7 days), suspension notices, disciplinary findings and decision letters. Council and university discipline letters that use the same wording (show cause, allegation, particulars, disciplinary finding) are also caught. Overlaps global-top500-063-disciplinary-records (generic, being rebuilt separately); this classifier is the Qld-anchored, populated-record version.
Recruitment and selection records under the Recruitment and Selection Directive 07/23 (Public Sector Act 2022 (Qld) ss 46 and 222): selection panel reports, comparative and merit assessments documenting why the proposed successful applicant is "best suited", candidate scoring and ranking sheets, referee checks and panel recommendations for a named candidate and position. Council and university selection reports with the same structure are also caught. Overlaps global-top500-074-interview-evaluation-notes (generic phrase classifier being rebuilt separately).
Completed notifications and reports under the Queensland Reportable Conduct Scheme in the Child Safe Organisations Act 2024 (Qld), which commenced on 1 July 2026 and is regulated by the Queensland Family and Child Commission (QFCC). The head of an entity must give QFCC an initial notification within 3 business days of becoming aware of a reportable allegation or conviction, an interim report within 30 business days and a final report with the investigation findings. A populated record names the worker (name, date of birth, role, Blue Card or exemption notice number), the child, the head of entity or delegate, the type of reportable conduct (child sexual offence, sexual misconduct, ill-treatment, significant neglect, physical violence, or behaviour causing significant emotional or psychological harm), dates, and risk-management steps. The scheme page, the QFCC guideline, the Act and blank forms are decoys. Reportable conduct records from other states' schemes (NSW, Vic, ACT) that use the same labels can also reach 75; the Queensland-specific corroborative terms mostly lift only Queensland records to 85.
Workers' compensation claim records for an identified worker under the Workers' Compensation and Rehabilitation Act 2003 (Qld): the application for compensation, work capacity certificates (WorkCover / WorkSafe Form 132M, and the Comcare certificate of capacity equivalent), rehabilitation and return to work plans and suitable duties plans (WCRA ss 220, 226, 228), and claim decisions. Claim records combine health information (injury, diagnosis, capacity, restrictions, treating practitioner) with a claim, and WCRA s 572A prohibits obtaining or using such documents for employment purposes such as pre-employment checks. The WorkCover claim number format is not public, so it is matched only by its label.
Completed ATO Tax file number declaration (NAT 3092) and Superannuation standard choice form (NAT 13080) held by an employer: the form title or number together with populated fields such as a checksum-valid TFN, the payee's name or date of birth, the employee identification number, ticked residency or tax-free threshold answers, and the chosen fund's ABN, unique superannuation identifier (USI) or member number.
Statutory worker health monitoring records under the Work Health and Safety Regulation 2011 (Qld) and the model WHS Regulations: health monitoring reports for hazardous chemicals listed in Schedule 14 (including crystalline silica, isocyanates, cadmium and arsenic; ss 368, 374-378), lead (ss 406-418, blood lead levels) and asbestos (ss 435-444), audiometric testing for noise (s 58), plus pre-employment medicals and fitness-for-work / periodic medical assessments. The Regulation requires these reports to name the worker and date of birth, the registered medical practitioner and registration number, test results, disease advice, remedial recommendations and counselling needs, and to be kept as confidential records (30 years for hazardous chemicals and lead, 40 years for asbestos) not disclosed without the worker's written consent. Workplace drug and alcohol testing is out of scope (see au-drug-alcohol-test-result).
Outcome records of worker screening and background checks about an identified person: the AusCheck Critical Infrastructure Background Check Outcome (CIBCO) used for SOCI critical workers under the CIRMP Rules (LIN 23/006 s 9; enhanced requirements LIN 26/075 s 9A), with findings such as Unfavourable Criminal History, CIRMP security-relevant offence, meets / does not meet statutory criteria, Adverse or Qualified Security Assessment; NDIS / Queensland disability worker screening clearance, exclusion, interim bar or negative notice (Disability Services Act 2006 (Qld)); national police check / criminal history check results; and security clearance outcomes at the PSPF Policy 12 levels (Baseline, NV1, NV2, PV). Screening reference, clearance and application numbers have no public format and are matched only by label. Bare reference numbers are covered by au-police-check-reference; clearance mentions without an outcome record by global-security-clearance-reference.
Row-level workforce diversity and equal employment opportunity (EEO) extracts: HRIS or payroll exports prepared for Workplace Gender Equality Agency (WGEA) reporting, Queensland public sector MOHRI workforce data and the workforce diversity census, equity and diversity audits under the Public Sector Act 2022 (Qld) ss 27-29, and internal diversity dashboards' source data. Each row ties an employee identifier to diversity attributes such as Aboriginal and / or Torres Strait Islander status, disability, culturally and linguistically diverse (CALD) or non-English speaking background, language spoken at home, country of birth, gender and, where collected, sexuality. Aggregate reports, published workforce statistics and survey questionnaires are out of scope.
Complaints, reports and case records about sexual harassment, sex-based harassment, workplace bullying and psychosocial hazards that name the people involved: complainant and respondent details, incident date, location and alleged conduct, interim measures, investigation and outcome. Anchored on the Sex Discrimination Act 1984 (Cth) s 47C positive duty, the Work Health and Safety Regulation 2011 (Qld) psychosocial risk provisions (Part 3.2 Division 11) and the Managing the risk of psychosocial hazards at work Code of Practice 2022 (Qld). Overlaps global-top500-064-employee-grievance-reports and global-top500-079-workplace-investigation-files (generic phrase classifiers); this one requires populated party and incident fields.
A job applicant's own documents as held by recruiters, recruitment platforms and HR: a resume / CV, a cover letter with a selection criteria response, or a completed application form. Detected from CV section headings (employment history, work experience, education, referees, key skills, career objective), a populated candidate contact block (name with phone or email), employment date ranges and populated referee details. The panel's side of recruitment (interview notes, selection reports) and recommendation letters are covered by separate classifiers.
Detects sensitive employment case records about an identified worker: workplace investigations, disciplinary action and show cause notices, grievance and harassment complaints, workers compensation and return to work plans, termination and redundancy notices.
Tabular HRIS, payroll or reporting exports of staff personal details that do not carry TFNs: a CSV, spreadsheet or pipe/tab-delimited header row of HR column labels (employee / staff ID, name, date of birth, home address, position / classification, commencement or termination date, employment status) followed by populated staff rows. Detected from the extract's own structure, so it fires wherever the file lands (code repositories, reporting databases, file shares, test data folders), not only in HR-branded systems.
Detects individual employment contracts, contracts of employment and letters of offer for a named or numbered employee, with commencement, remuneration or classification terms.
Detects performance reviews, appraisals, performance and development agreements and performance improvement plans for an identified employee, with a rating, review period or review date.
Detects disciplinary records about an identified employee: written, formal or final warnings, disciplinary findings and outcomes, and show cause notices (including Queensland public sector notices under Public Sector Act 2022 s 91 and Discipline Directive 05/23) with allegations, particulars, the disciplinary ground or response dates.
Detects employee grievance and workplace complaint records (including bullying and harassment complaints) naming a complainant, respondent or employee, with lodgement or incident dates, a reference number or a finding.
Detects right-to-work and visa entitlement verification records for an identified employee or candidate: Visa Entitlement Verification Online (VEVO) check results and printouts, work entitlement checks and US Form I-9 records, carrying the holder plus visa fields such as the visa subclass, the 13-digit visa grant number, transaction reference number (TRN) or visa evidence number, grant / expiry / must-not-arrive-after dates, period of stay, and Migration Regulations 1994 Schedule 8 visa conditions (for example 8101, 8104, 8105, 8107, 8547, 8607, 8608).
Detects records of an identified employee's trade union membership or delegate status: payroll deduction authorities, membership numbers, join dates and dues. Union membership is sensitive information under the Privacy Act 1988 (Cth).
Detects salary reviews, pay increases and compensation adjustment histories for an identified employee, with current/new salary amounts, percentage increases, classification/step or effective dates.
Detects bonus and incentive allocations (STI/LTI awards, bonus pool allocations, performance bonuses) for an identified employee or participant, with award amounts, percentage of base, scorecard results or payment dates.
Detects manager and supervisor notes, feedback and observations about an identified employee or direct report, with meeting dates, capability ratings, concerns raised or agreed actions.
Detects interview evaluations, panel notes, candidate assessments and selection reports (including Queensland public sector selection reports under Recruitment and Selection Directive 07/23) for an identified candidate or applicant, with scores, recommendations or interview dates.
Detects succession plans, succession registers and talent reviews that name incumbents, successors or employees, with readiness, flight-risk or potential ratings or target critical roles.
Detects reduction-in-force and redundancy selection lists, voluntary separation offers and employees-requiring-placement records that name employees, with separation dates, redundancy or severance amounts, years of service or placement status.
Detects timesheets, time and attendance records and Queensland time and wages records for an identified employee, with shift start/finish times, ordinary or overtime hours, or pay period dates.
Detects leave applications, leave requests and absence records for an identified employee (annual, sick/personal, carer's, compassionate, parental, long service leave, leave without pay), with leave type, dates, hours/days taken or balances.
Detects exit interview, exit survey and separation interview records for an identified departing employee, with reasons for leaving, last day or resignation date, rehire eligibility or satisfaction scores.
Detects completed employee tax withholding declarations and elections: ATO Tax file number declaration (NAT 3092) and withholding declaration (NAT 3093), US Form W-4 and UK starter checklist, with the payee identified and a TFN/SSN, residency or tax-free threshold answer, filing status or payer ABN.
Detects completed employee tax and superannuation forms: PAYG payment summaries and employee income statements, superannuation standard choice form (NAT 13080), US Form W-2 and UK P60/P45, with the payee identified and TFN/SSN, gross payments or tax withheld amounts, USI/member number, payer ABN or financial year.
Detects references to trade union membership: union member status, union dues, shop stewards, collective bargaining unit membership and union local numbers. GDPR Article 9 lists trade union membership as a special category of personal data with no fixed format — detectable only by topic vocabulary. Topic-grade detector.
Populated staff work rosters and shift schedules (duty rosters, on-call rosters, nursing and custodial post rosters, control room shift patterns), detected from the roster's own structure: repeated shift time ranges, a day or date column header over rows of shift codes (D, N, E, L, AM, PM, RDO, OFF, OT, OC, AL, on call, leave), and site or role context. Staff names are NOT required, because a roster with names removed still shows when a site is staffed or thinly staffed and where a particular line or post will be.