HPD Creative HR Policy

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HR Policies - Complete HPD Creative

HPD Creative

HPD Creative HR Policy

Manual

Copyright. All Rights Reserved. HPD

Creative -




Table of Contents

Introduction 6Welcome 7

Company Overview 9Standards of Conduct 13Privacy 14Data Security 16Complaints Procedure 17Professional and Ethical Framework 18Enforcement 19Compliance with the Professional and Ethical Framework 21Managing Breaches in the Professional and Ethical Framework 24Anti Bribery and Corruption 28Anti-Bribery and Corruption Policy 29Confidential Company Information 33

Definition 34Personal Use of Company Property 35Intellectual Property 36

Intellectual Property Definition 37Confidentiality of Employee Information 39Access to Employee Files 40

Employee request for Information to be supplied to others 41Dress Standards in the Workplace 42

Corporate Dress Standard 43Smart Casual 44

Recruitment and Induction 45

Recruitment of Staff 46Employment of Contractors 52

Minimum Employment Period 54Process 55

Induction 57Induction Process 58Conditions of Employment 61

Minimum Requirements 62General Protection 63

The National Employment Standards 65Wages and Salaries 67

Allowances 69Superannuation 70Personal Files 72

Hours of Work 74Overtime 76

Time Keeping Records 77Lunch Meal Breaks 78Days in Lieu 79

Flexible Working Arrangements 80Problem Resolution 82

Travel & Accommodation Expenses 84




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Travel Expenditures 85Conferences and Training 89Other Reimbursable Expenses 90Non-Reimbursable Expenses 91Responsibilities 92Travel Related Enforcement 94

Email and Internet Usage 95Definitions 96Use of company phones 97Email, Ownership and Monitoring 98Security and Maintenance 99Acceptable Use Policy 100Prohibited Use 102Courtesy 103Social Media 104Lawfulness 105Failure to follow policy 106Discipline 107

Leave 109Annual Leave 110Personal Leave 113

Compassionate Leave 115Parental Leave 116

Using personal leave during pregnancy 118Long Service Leave 123Long Service Leave Payments 125

Public Holiday 126Leave Without Pay 127

Community Service Leave 129

Armed Service Leave 130Performance Management 132

Performance Review and Reporting 133Performance Feedback 135

Performance Counselling 136Disciplinary Action 138

Diversity Policies and Guidelines 139Discrimination 140Harassment in the Workplace 142

Workplace Bullying 145Confidentiality 148

Security 150Building Security 151Security - Data 153

Physical Security - Keys 155Visitors 156

Property Loss or Damage 159Cessation of Employment 161

Retirement 162Resignation 163Notice of Termination 165

Redundancy or Retrenchment 166




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Dismissal 169Instant Dismissal 172Abandonment of Employment 174Exit Interviews 175References and Referees 176Continuing Professional Development and Education 177

Continuing Professional Development and Education 178Health, Safety and Environment 181Health, Safety and Environment Policies and Procedures 182Underlying Principles 183Injury Management and Return to Work 186Injury Management Underlying Principles 187Responsibilities 188Claim Procedure 191Alcohol and Other Drugs 193Alcohol and Other Drugs Policies and Procedures 194Prescription 196Alcohol and Drug Screening Processes 197

Consequences of Breaching this Policy 199Smoke Free Workplace 200Smoke free responsibilities 201

Prohibited Area 203Smoking Breaks 204

Assistance to quit smoking 205Breaches of the smoking policy 206Appendices 207

HR Policies and Procedures Manual Acknowledgement Form 208HR Policies and Procedures Manual Acknowledgement Form 208

Unsuccessful Job Application Letter Template 210

Unsuccessful Job Application Letter Template 210Recruitment Interview Guide 211

Recruitment Interview Guide 211Reference Check Proforma 219

Reference Check Proforma 219Pre-Employment Health Declaration 223

Pre-Employment Health Declaration 223Induction Checklist 227Induction Checklist 227

Employee Details Form 232Employee Details Form 232

Working from Home Agreement 234Working from Home Agreement 234Performance Appraisal Form 237

Performance Appraisal Form 237N/A: NOT APPLICABLE: The employee has held the position for insufficient time to assess

fairly and fully job performance. 237SECTION 3 - PERSONAL DEVELOPMENT PLAN 242

Emergency Contact Permission Form 243Emergency Contact Permission Form 243Anti-Bribery and Corruption Guidelines 245

Anti-Bribery and Corruption Guidelines 245




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Copyright. All Rights

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HPD Creative

Introduction


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Welcome

Policy Ref PN0001

Policy

Welcome

DescriptionHPD Creative has guidelines for all employees regarding employment with our company.

PurposeThe purpose of this policy is to eplain the general procedures relating to employee ! employer epectations.

"cope

The following guidelines are to #e adhered to #y all managers$ supervisors and employees.

Procedure

It gives us a great deal of pleasure to welcome you to HPD Creative.

%t HPD Creative$ we recognise the need to create and maintain a wor& environment in which employees feel

individually recognised and respected. We are particularly &een to see our employees develop their talents and

see& the opportunity to use them. To help us achieve this goal we need comprehensive and flei#le Human

Resources 'HR( and administration policies and practices that reflect the needs and priorities of our people.

This HR Policies Manual has #een compiled to assist staff$ management and the partners #y providingdetailed information in relation to conditions of employment and will assist you in familiarising yourself with HPD Creative$ our philosophy$ policies and procedures.

This Manual can #e accessed #y all staff. It is designed to provide details of wor&ing conditions$ #enefitsand relevant company policies. The information contained within should give you the #asic guidanceand foundation to understand the firm)s aims and goals.HPD Creative will at times modify$ revise or supplement policies and portions of this document as appropriate.

*mployees will #e notified of changes as they occur via email and company announcements. Therevised manual will #e availa#le on the shared drive.

*very effort has #een made to ensure that the information contained in this Manual is as complete andup+to+date as possi#le$ however$ ,uestions and situations that are not covered may arise and youshould spea& to your manager for assistance or referral in these cases.


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%ll employees need to ta&e responsi#ility for #eing familiar with the provisions of this Manual and towor& to its spirit and intent. "uggestions regarding topics for inclusion are welcome and employees areencouraged to refer any recommendations to their managers in the first instance.

It is our sincere wish that you gain pleasure and reward from your employment at HPD Creative and thatour association will #e a long and happy one.

Roslyn WestmanDirector

Copyright. All Rights Reserved. HPDCreative - Page 8




Company -verview

Policy Ref

PN0101

Policy

Company Overview

DescriptionThis document will provide an overview of the history and goals for HPD Creative.

PurposeThe purpose of this policy is to eplain the general procedures relating to our clients and their o#s.

"copeThe following guidelines are to #e adhered to #y all managers$ supervisors and employees.

Procedure

We offer complete proect and #randing solutions$ from campaign planning and design through to print$ we#$

signage and multimedia.

We have a good reputation for offering ,uality wor& and helping clients set and achieve their mar&eting

goals.

-ur Mission

Mission "tatement/

HPD Creative provides comprehensive$ mar&et+leading visual communication solutions to our clients in the

areas of mar&eting$ advertising and safety$ with consistent eceptional service in a prompt$ efficient$

professional manner.

-ur core #eliefs and values are #ased on the following principles/

1• *very o# and every client is treated with the same respect and honesty we epect ourselves

2• We #ac& our o#s completely and will not rest until our client is happy

3• We stand #y our word to our clients$ and deliver what we promise


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1• -ur ,ualified and professional staff colla#orate together to ensure our client)s success

2• 0uality$ speed and accuracy are valued highest

3• 0uotes are provided promptly #ased on providing the highest possi#le service at our #est price$

without comprising the finished result.

-ur 1ision of How We Want to 2e Perceived

3Company 1ision.3

The &ey points considered for our organi4ation mission are/

1• To #e the #est at what we do

2• Provide fast turnarounds on o#s

3• Delivery a ,uality service repeatedly

4• Do o#s our clients are complemented on from others

5• Creative ground+#rea&ing thin&ing and design

6• Pro#lem solving

7• Handle the complete mar&eting campaigns for clients

8• 5ot to compete on price$ #ut offer a service people are willing to pay for

In order to achieve this$ we will need to focus the way we wor&$ #oth internally and in our eternal relationships.

6or HPD Creative$ this means that we will/

Treat all users of our services as valued clients and act accordingly.

1alue the efforts of all our employees and reward them accordingly.

Develop supporting #usiness plans to achieve this change.

6or our clients$ this means that our #usiness processes will/

2e accessi#le to all.

2e transparent and open.

2e timely and responsive.

We will deliver these #usiness processes through #eing/

Professional in everything wedo. *fficient and ethical.

Recognised as a preferred employer within the wider #usiness community.

-ffice 7ocations-ur head office is located at 8 William "treet$ 9ladstone$ 0. :;<=


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Reserved. HPD

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-rganisational ChartCopyright. All Rights

Reserved. HPD

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HPD Creative

"tandards of Conduct


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Privacy

Policy Ref PN0003

Policy

Privacy

DescriptionHPD Creative has guidelines for all employees regarding Privacy

Purpose

The following "tandard of Conduct policies have #een documented to ensure that practices are standardised and madeconsistent throughout our organisation. They have also #een developed to ensure that legal areas are complied with at

all times$ especially those relating to the handling of confidential employer and employee information.

Managers ta&e on additional responsi#ilities in relation to standards of conduct. The following sectionsoutline areas that have significant legal ramifications. Managers must not only ensure they adhere to thefollowing policies and procedures themselves #ut must recognise they are responsi#le for theenforcement of these for the staff whom they are responsi#le.

The following sections are also designed to assist in creating a culture within HPD Creative of professionalism to #oth our eternal customers and our fellow colleagues.

"cope

%s with all policies and procedures these standards apply to any person operating within our wor&ingenvironment> this includes contractors and visitors to HPD Creative.The outlined conditions form part of the contract of employment for all staff within HPD Creative.

Procedure

The privacy policy implemented #y HPD Creative etends to and covers all operations and function of the organisation. %ll partners$ management$ employees$ contractors$ su#+contractors$ vendors$ serviceproviders$ customers$ agents or any other third parties that have access to and!or utilise personalinformation collected and!or held #y HPD Creative must a#ide #y this privacy policy.

The o#ective of the privacy policy is to ensure that a sound privacy foundation and framewor& isesta#lished and maintained #y HPD Creative and the company complies with the relevant Privacylegislation ? 'Privacy %ct @8<< 'C)th($ Privacy and Personal Information Protection %ct @88< '5"W($Privacy %mendment 'Private "ector( %ct A=== 'C)th( and others.

6urther Privacy training is covered in HPD Creative Induction Training Program that all employeescomplete as part of their induction.


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Ownership

%ll personal information collected$ held or shared #y HPD Creative must #e done so in accordance with its privacy

policy. HPD Creative retains the right to ta&e reasona#le steps to ensure that its privacy policy is properly adhered

to. 6or every operation or function of HPD Creative where personal information is collected$ the person to whom

the application is addressed is responsi#le for ensuring compliance with this privacy policy.It is the responsi#ility of all employees and other relevant parties to ensure that they understand andadhere to the privacy policy implemented #y HPD Creative and that they maintain up+to+date &nowledgeof changes or any new privacy policies and procedures.Ignorance of the eistence of any privacy policies and procedures will not #e an accepta#le ecuse for non+compliance.

Contractual %rrangementsHPD Creative will ensure that all contractual arrangements with third parties ade,uately address privacy issues.

Privacy "tatementsHPD Creative will ensure that a copy of the privacy policy is availa#le to all o# applicants and customers.

CollectionCollection of personal information #y HPD Creative will #e reasona#le$ lawful and not intrusive. % person must #e told/

our organisation)s name>

the purpose of collection>

that the person can get access to their personal information>and what happens if the person does not give the information.

Bse and Disclosure

HPD Creative will only use or disclose information for the purpose for which it was collected unless theperson has consented$ or the secondary purpose is related to the primary purpose and a person would

reasona#ly epect such use or disclosure$ or the use is for direct mar&eting in specified circumstances$ or incircumstances related to pu#lic interest such as law enforcement and pu#lic or individual health and safety.





Data "ecurity

Policy Ref

PN0004

Policy

Data Security

DescriptionHPD Creative has guidelines for all employees regarding Data "ecurity

PurposeThe following "tandard of Conduct policies have #een documented to ensure that practices are standardised and made

consistent throughout our organisation. They have also #een developed to ensure that legal areas are complied with atall times$ especially those relating to the handling of confidential employer and employee information.



"cope


Procedure

HPD Creative will ta&e all reasona#le steps to protect the personal information it holds from misuseand loss and from unauthorised access$ modification or disclosure.


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Complaints Procedure

Policy Ref

PN0005

Policy


DescriptionHPD Creative has guidelines for all employees regarding Complaints Procedure

PurposeThe following "tandard of Conduct policies have #een documented to ensure that practices are standardised and made

consistent throughout our organisation. They have also #een developed to ensure that legal areas are complied with atall times$ especially those relating to the handling of confidential employer and employee information.



"cope


Procedure

%ny complaints or re,uests for information regarding privacy must #e handled in accordance with thefollowing procedure/

Contact the Company Director ? The incum#ent of the position of "enior %dministrator will handleany complaints and eplain the procedure involved.

Confidentiality + %ny complaint will #e dealt with in the strictest of confidence.

-utside %ssistance + Whilst we will ma&e every effort to resolve any complaint within the organisation$ any person

who feels their privacy has #een #reached has the right to ta&e the complaint to the Privacy Commission


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HPD Creative

Professional and *thical

6ramewor&


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*nforcement

Policy Ref PN0006

Policy

Enforcement

DescriptionHPD Creative has guidelines for all employees regarding the *nforcement of Professionalism and *thics.

Purpose

To ensure that all employees are aware of the re,uired standard of #ehaviour at HPD Creative$ thecompany has developed a Professional and *thical 6ramewor&.

This Professional and *thical 6ramewor& details the standard of #ehaviour re,uired of all employees in respect tocompany+related actions and activities. 2ehaviour outside this code may result in summary dismissal.

HPD Creative considers any violation of this code to #e an important matter. The partners may ta&eappropriate disciplinary action$ including demotion$ reprimand and termination$ in response to violations.7ac& of &nowledge of the Professional and *thical 6ramewor& will not #e considered a legitimate ecuse.

HPD Creatives reputation and the trust and confidence of those with whom we deal with are among our mostvital corporate resources. -ur firm is committed to conducting its #usiness in a uniformly ethical manner and

pursuant to a standard of fundamental honesty and reasona#le dealing. This standard re,uires adherence toall laws$ regulations and normal ethical practices that apply to HPD Creatives #usiness activity.

HPD Creative considers respect for the highest ethical standards to #e more important than any short+term or

temporary gain the company or the employee may receive. The company policy strongly suggests that employees

act as leaders and set an eample among their #usiness$ personal and professional ac,uaintances.

"cope

%ll staff employed #y HPD Creative are epected to adhere to the standards set out in the Professionaland *thical 6ramewor& which include compliance with all federal$ state and local laws and regulations.

HPD Creative values staff$ and recognises that they are the organisation)s most valua#le resource. %ccordingly$ the provision of supervision$ support and a proper induction are seen as vital to ensuring staff carry out their roles and responsi#ilities properly and adhere to the Professional and *thical 6ramewor&.

To ensure all staff mem#ers are aware of their professional and ethical responsi#ilities$ staff will #eas&ed to sign a statement that they have read and understood the Professional and *thical 6ramewor&when commencing employment or contract wor& for HPD Creative.

Please refer to %ppendi @/ HR Policies and Procedures Manual %c&nowledgement 6orm.


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Procedure

It is not accepta#le to #reach the Professional and *thical 6ramewor& and staff whom fre,uently or seriously #reach the 6ramewor& may #e su#ect to disciplinary action.

However$ HPD Creative will aim to resolve any #reaches of the framewor& using a non+antagonistic andnon+udgmental approach. To this end$ HPD Creative is committed to offering staff ade,uate support or training to assist in the non+punitive resolution of any wor&+related difficulties. "upervision can provideguidance and support to address issues relating to #reaches of the 6ramewor&. *cept in the instanceof serious misconduct$ HPD Creative will wor& with staff to develop a management plan for resolvingpro#lems$ ensuring the plan reflects the needs of #oth the staff mem#er and the organisation.

%ll written warnings will #e issued using the Company Warning Proforma.

The warning process cannot #e instigated without the involvement and approval of the relevantmanager or partner.

%ll staff will #e informed of the nature of any warning meetings #eforehand and will #e given theopportunity to #ring a support person or advocate to the meetings.

%ny non+official advocates need to #e persons agreea#le to all parties.

%ny disagreements relating to warnings will #e documented in staff personnel files and on thewarning letters provided.

Warnings are cancelled after a maimum of si months if the #ehaviour ceases.


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Compliance with the Professional and *thical6ramewor&

Policy Ref

PN0007

Policy

Compliance with the Professional and Ethical Framework

DescriptionHPD Creative has guidelines for all employees regarding Compliance with the Professional and *thical 6ramewor&.

Purpose

To ensure that all employees are aware of the re,uired standard of #ehaviour at HPD Creative$ thecompany has developed a Professional and *thical 6ramewor&.



HPD Creatives reputation and the trust and confidence of those with whom we deal with are among our mostvital corporate resources. -ur firm is committed to conducting its #usiness in a uniformly ethical manner andpursuant to a standard of fundamental honesty and reasona#le dealing. This standard re,uires adherence toall laws$ regulations and normal ethical practices that apply to HPD Creatives #usiness activity.

HPD Creative considers respect for the highest ethical standards to #e more important than any short+term or temporary gain the company or the employee may receive. The company policy strongly suggests that employeesact as leaders and set an eample among their #usiness$ personal and professional ac,uaintances.

"cope



To ensure all staff mem#ers are aware of their professional and ethical responsi#ilities$ staff will #eas&ed to sign a statement that they have read and understood the Professional and *thical 6ramewor&when commencing employment or contract wor& for HPD Creative.

Please refer to %ppendi @/ HR Policies and Procedures Manual %c&nowledgement 6orm.

Procedure


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The company recognises employees are independent moral agents and sometimes may have apersonal$ moral or ethical stance that conflicts with participation in$ or compliance with$ certain policiesor procedures. Where a staff mem#er identifies a conflict of this type$ it is the individual)s responsi#ilityto ma&e their manager aware of the conflict as soon as possi#le. The manager will attempt to resolvethe conflict or ma&e alternative arrangements with the individual.

%ny decision to remove an employee from a particular role or responsi#ility #ecause of a personal$moral or ethical conflict of interest needs to ta&e into consideration the responsi#ilities and o#ligationsoutlined in the employee)s o# description. "taff should not refuse involvement or compliance if there isany possi#ility of danger to the life$ health or welfare of any person. Where the individual is unsatisfiedwith the outcome$ HPD Creative Complaints Procedure will apply.

*mployee 2ehaviour

*mployees are epected to #ehave honestly and with integrity$ care and diligence in the course of wor&for HPD Creative. %t all times$ staff must promote and preserve the trust inherent in the serviceprovider!client relationship and maintain a cooperative and colla#orative approach to wor&ingrelationships. *mployees are epected to treat clients$ HPD Creatives staff and any other persons they

come into contact with in the course of their wor& with respect and dignity.

Pu#lic Duty

"taff should give priority to their appointed duties and responsi#ilities$ ecept in emergencies. In theevent of an emergency$ such as a critical incident$ staff may act in a manner that protects and preservesthe safety$ integrity and dignity of clients$ other staff$ HPD Creative and the general pu#lic.

Privacy and Confidentiality

"taff must ensure the privacy$ autonomy and dignity of clients is maintained at all times. %ll staff shouldmaintain privacy of personal information and client confidentiality. Personal information is collected$used$ disclosed$ stored and destroyed in compliance with relevant privacy legislation. "taff must also

o#serve privacy and confidentiality in relation to HPD Creative staff and any privileged organisationalinformation. Refer to @.A Privacy and . Confidential Company Information.

Conflict of Interest

"taff must disclose any conflicts of interest 'real or apparent($ or matters that may affect their capacity toact with impartiality.

*mployees who perform any discretionary function 'for eample recruiting staff or contractors$ providingadvice$ policy development or review$ etc.( must declare any potential conflicts of interest to their manager or the "taff Partner. Wherever possi#le$ employees in such a position dis,ualify themselvesfrom any dealings that may raise a real or perceived conflict of interest."ituations where possi#le conflicts of interest may occur include #ut are not limited to the following/

The recruitment of friends or family mem#ers into the company as staff mem#ers or contractors. The provision of a service to family or friends.The provision of financial assistance #y a service to family or friends."taff #eing engaged in other employment of potential or perceived conflict.

"taff Performance"taff must fulfil their wor& o#ligations as outlined in their o# description."taff must comply with lawful and reasona#le direction given #y someone who has authority to give the direction.


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"taff should not #e physically or ver#ally intimidating or a#usive to other staff$ clients$ management or mem#ers of the pu#lic. %ny staff mem#er whose #ehaviour is called into ,uestion in this regard may #esu#ect to HPD Creatives disciplinary procedures. Please refer to @E. Diversity Policies and 9uidelines.

*,uity Principles

"taff must treat everyone with respect$ impartiality and courtesy. In particular$ staff must accord respectto the dignity$ values$ history$ religion and culture of the people with whom they wor&$ including clients$fellow staff$ management$ other organisations and mem#ers of the general pu#lic.

%ll staff ta&e responsi#ility for creating a wor&place free from #ullying$ harassment and discrimination #ased on age$

gender$ marital status$ career status$ pregnancy$ parenthood$ physical features$ seuality$ seual orientation$ social and

economic circumstances$ race$ disa#ility$ religious and political #eliefs and activities$ industrial activity or personal

association with a person who could #e discriminated against. Please refer to @E. Diversity Policies and 9uidelines.

Responsive "ervice

"taff must provide a flei#le and responsive service to all clients$ other staff and the general pu#lic$ providingall necessary and appropriate assistance. "taff must provide information and assistance promptly and in a

manner appropriate to the needs and situation of the person. The information is clear$ accurate$ current andcomplete$ and does not convey the staff mem#er)s own preudices$ assumptions or udgments.

Team Wor&

In recognition of the critical role teamwor& plays in the effective and efficient wor&ing of HPD Creative$everyone at HPD Creative is epected to #e courteous and responsive$ and contri#ute to a positivewor&ing environment. "taff should #e aware of the impact of their actions$ #ehaviour and attitudes onother staff and should endeavour to minimise any negative impact on the team. "taff should engage inopen and constructive communication with all other staff and management.

Capacity to Wor&

"taff must notify their manager or supervisor if they #ecome aware of a matter that may seriously impacttheir capacity to fulfil their role$ or may in any way ris& the health$ safety or well+#eing of themselves$other staff$ customers or mem#ers of the general pu#lic.

In addition$ if a manager or supervisor #ecomes aware of an issue impacting on a staff mem#er)scapacity to fulfil their role$ they raise the issue as soon as possi#le and in an appropriate forum.

HPD Creative has a responsi#ility to ensure steps are ta&en to minimise ris& or harm that may arise due to astaff mem#er)s personal situation. HPD Creative does not discriminate against staff due to such matters andendeavours to develop appropriate strategies to accommodate such changes to a staff mem#er)s situation.

Bse of Resources and Position

*mployees are re,uired to &eep up+to+date with changes in their area of wor& and to loo& for ways to improve

performance and achieve high standards of wor&. *mployees should use their authority$ availa#le resources and

information for the wor&+related purpose intended. While private use of e,uipment and resources may #eauthorised #y management$ the needs of clients and the company always ta&e precedence.

Private 2usiness"taff should not engage in private #usiness or wor& for other companies during their normal wor&ing hours.


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Managing 2reaches in the Professional and *thical6ramewor&

Policy Ref

PN0008

Policy

Managing Breaches in the Professional and Ethical Framework

Description

HPD Creative has guidelines for all employees regarding Managing 2reaches in the Professional and*thical 6ramewor&.

PurposeTo ensure that all employees are aware of the re,uired standard of #ehaviour at HPD Creative$ thecompany has developed a Professional and *thical 6ramewor&.



HPD Creatives reputation and the trust and confidence of those with whom we deal with are among our mostvital corporate resources. -ur firm is committed to conducting its #usiness in a uniformly ethical manner andpursuant to a standard of fundamental honesty and reasona#le dealing. This standard re,uires adherence to

all laws$ regulations and normal ethical practices that apply to HPD Creatives #usiness activity.HPD Creative considers respect for the highest ethical standards to #e more important than any short+term or temporary gain the company or the employee may receive. The company policy strongly suggests that employeesact as leaders and set an eample among their #usiness$ personal and professional ac,uaintances.

"cope



To ensure all staff mem#ers are aware of their professional and ethical responsi#ilities$ staff will #eas&ed to sign a statement that they have read and understood the Professional and *thical 6ramewor&when commencing employment or contract wor& for HPD Creative.Please refer to %ppendi @/ HR Policies and Procedures Manual %c&nowledgement 6orm.

Procedure


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9enerally$ HPD Creative will manage #reaches of the framewor& #y investigating each alleged #reach.The investigation will #e conducted #y the relevant manager who is re,uired to investigate any alleged#reaches of the framewor& and loo& at the evidence and information that su#stantiates the #reach.

If the allegation is su#stantiated$ then the perpetrator of the #reach will #e counselled as part of thewarning process. This counselling process is informal and its purpose is to provide the staff mem#er with the opportunity to respond to the allegations$ and to find ways to prevent the #reaches from re+occurring. While a warning is not an automatic outcome of investigation and counselling$ it is a processthat could occur at each stage of the investigation and counselling process.

7earning

In cases where this policy is applied$ a confidential and timely process of learning from and reflecting onits application will follow. The manager involved will guide this process. %ll staff mem#ers are alsoepected to complete training in **-$ WHF"$ 6air Trading and Privacy as re,uired.

The Directors are responsi#le for/

The speedy resolution of en,uiries into #reaches of the Professional and *thical 6ramewor& or serious misconduct.

*nsuring reports of serious misconduct or #reaches in the Professional and *thical 6ramewor&are thoroughly investigated and appropriate action is ta&en in accordance with this policy.9iving employees$ who #reach the Professional F *thical 6ramewor&$ warnings when appropriate.

"uspending employees 'when appropriate( under investigation for serious misconduct.

"ummarily dismissing staff who$ after investigation$ are found guilty of serious misconduct.

*nsuring all warnings$ suspensions and summary dismissals are properly documented.

*nsuring all written records of warnings 'ecept for ones relating to serious misconduct( areremoved after the period of time set out in this policy.

*nsuring employees are ade,uately trained in *,ual -pportunity$ Preventing Wor&place 2ullyingF Harassment and Information Privacy policies.

Managers are responsi#le for/

*nsuring employees have read and adhere to the Professional and *thical 6ramewor&.*nsuring the partners!managers are made aware of serious misconduct and #reaches in theProfessional and *thical 6ramewor& as soon as they occur.

Wor&ing together with the partners!manager to develop a plan to manage the #reach$ whileremaining supportive and respectful of the staff mem#er.

*nsuring employees are provided ade,uate supervision and training to prevent #reaches fromoccurring or re+occurring.

%ll staff mem#ers are responsi#le for/ %dhering to the Professional and *thical 6ramewor&.

Reporting to their supervisor!manager!partner any #reaches they have witnessed which are consideredto put at ris& the health and safety of other employees$ customers and the general pu#lic.

Compliance with the law

HPD Creatives policy is to o#ey the law and regulations of the 6ederal 9overnment of 'states within whichHPD Creative operates(. HPD Creative recognises that with the law$ many interpretations often eist andemployees who are untrained in the law may find it difficult to distinguish proper from improper conduct.

In such cases$ an employee should see& the advice of their manager or the Gposition #efore he or sheacts. The guidelines are/


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*mployees shall not participate in any scheme with competitors to limit competition$ fi prices$ or otherwise collude in the sale of wor& #y ourselves or others.

*mployees should not have an interest or e,uity in a #usiness which has interests that conflictwith those of HPD Creative.

*mployees shall not &nowingly participate in any meetings$ negotiations$ or discussions wheresuch practices are suggested$ offered or planned. In the event that a staff mem#er is un&nowinglyinvolved in such discussions$ they should promptly and une,uivocally refuse to participate in suchschemes and shall promptly report the matter to one of the partners.

*mployees should not use their position or authority to receive$ re,uest or contract any &ic&#ac&sor monetary gifts.


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%reas for Potential Conflict

*mployees have a responsi#ility to wor& in the #est interests of HPD Creative and to avoid situationsand actions that may #e$ or create the appearance of #eing$ in conflict with the company)s o#ectivesand principles. The following are eamples of activities that must #e avoided/

Holding a su#stantial financial interest in any enterprise with which HPD Creative has #usinessdealings 'e.g. competitors$ suppliers and clients(.

Hold concurrently another role which the firm does not approve. %cceptance$ directly or indirectly$ from any vendor or supplier of services$ #y an employee or any mem#er of an

employee)s immediate family$ any vacations$ cash payment$ service or loan 'ecept from financial institutions(.

%cting as an eecutive$ officer and!or employee or otherwise for any #usiness with which HPDCreative has a competitive or #usiness relationship$ unless approved #y the "taff Partner.

Competing with HPD Creative in the purchase or sale of any &ind of service 'tangi#le or intangi#le(or diverting a #usiness opportunity from the company for the employee)s personal interest.

Bsing HPD Creatives assets 'e.g. funds$ client information$ facilities$ &now+how or personnel( for the #enefit of other #usiness or personal interests.

The employee should report to his or her manager any situation that is li&ely to cause the employee to have

a conflict #etween the interests of HPD Creative and another institution prior to dealings. The manager mustclear any such arrangement with the "taff Partner. Confirmation of this must #e recorded in writing.

Managers must #e sure that their employees understand and comply with this Code of Conduct.

6urther 6air Trading training is covered in HPD Creatives Training Program that all employees completeas part of induction.

-#ligation to Report

*ach employee has the direct o#ligation and responsi#ility to report any real or apparent violations of the Code of Conduct.*mployees should first report ,uestiona#le practices to their manager.

Depending on the seriousness of the situation$ the manager should ,uic&ly respond to the report and ta&e allnecessary action to ma&e sure that the violation is corrected or the situation clarified. If an employee is not

satisfied with the initial response$ he or she should appeal in writing directly to the GPosition.


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HPD Creative

%nti 2ri#ery and Corruption


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%nti+2ri#ery and Corruption Policy

Policy Ref PN0182

Policy

Anti-Bribery and Corruption Policy

Description

HPD Creative has guidelines for all employees regarding Anti-Bribery and Corruption

Purpose

The purpose of this policy is to explain the general procedures relating to our Anti-Bribery andCorruption Policy.

"cope

The following guidelines are to be adhered to by all managers, supervisors and employees.

Policy statement

HPD Creative (referred to as the Company) prohibits bribery and corruption in all business dealings

in every country. This policy applies to all its dealings whether they be with private organisations,

individuals, domestic or foreign governments, or their representatives.

Bribery involves making a payment of any amount or otherwise offering a benefit to any person

deliberately to:

distort a proper decision making process;

influence a person’s decision;

encourage them to secure an improper commercial advantage; or

enter into a dishonest arrangement.

The purpose of this policy is to:

(1)set out the Company’s responsibilities, and the responsibilities of those working for it, in

observing and upholding the Company’s position on bribery and corruption; and

(2)provide information and guidance to those working for HPD Creative on how to recognise and deal

with bribery and corruption issues.

This policy is endorsed by the HPD Creative Directors.



Who is covered by the policy?Copyright. All Rights Reserved. HPD

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This policy applies to all personnel engaged by HPD Creative and under the Company’s

operational control, wherever located (collectively referred to as "personnel" in this policy).

Compliance with this policy is the responsibility of all Company personnel (irrespective of an individual’s

particular role or responsibilities). The Company expects its suppliers, contractors and consultants to

uphold the same standards.

Procedure

Penalties and sanctions

Most countries have laws prohibiting bribery and corruption. However, many countries (including

Australia, the United States and the United Kingdom) also have laws that prohibit bribery and

corruption wherever committed.

A breach of these laws can be a serious offence, which may result in fines on the Company andemployees and imprisonment of employees. The appearance of a breach of these laws can have a

serious reputational impact on the Company. A breach of these laws may have serious consequences

for Company personnel, including termination where appropriate.

A breach of this policy by a third party (as defined below) will be regarded as an extremely serious

matter by the Company and the Company may exercise any contractual or civil remedy available to it in

order to address the matter.

Due diligence on third parties

HPD Creative and its personnel may also be held responsible for acts of bribery by third parties. The

use of third parties for the purpose of committing acts of bribery is prohibited.

In this policy, "third party" means any individual or organisation personnel come into contact with

during the course of their work for the Company, and includes actual and potential clients, customers,

suppliers, distributors, business contacts, consultants, agents, advisers, and government and public

bodies, including their advisers, representatives and officials, politicians and political parties.

Personnel must take reasonable precautions to ensure that third parties also comply with this policy,

including through the exercise of due care in selecting Company business partners to ensure they are

reputable, honest and qualified for their roles, and the inclusion of appropriate contractual protections

in terms of engagement with such parties.

Where personnel have concerns that a third party’s conduct may breach this policy, they must contact

the Marketing Director.

Gifts and hospitality

This policy does not prohibit bona fide and appropriate hospitality or promotional or other



legitimate business expenditure (given or received) to or from third parties.

The giving or receipt of gifts is not prohibited if the following requirements are met:


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All accounts, invoices, memoranda and other documents and records relating to dealings with third

parties, such as clients, suppliers and business contacts, should be prepared and maintained with

strict accuracy and completeness.


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Training and communication

Training on this policy forms part of the induction process for all new personnel. All existing personnel

will receive regular, relevant training on how to implement and adhere to this policy.

The Company’s zero tolerance approach to bribery and corruption must be communicated to all

suppliers, contractors and business partners at the outset of any business relationship with them and

as appropriate thereafter.

Who is responsible for the policy?

The Marketing Director has overall responsibility for ensuring this policy complies with the Company’s

legal and ethical obligations, and that all personnel comply with it.

The Marketing Director has primary and day to day responsibility for implementing this policy and

for monitoring its use and effectiveness. Management at all levels are responsible for ensuring

those reporting to them are made aware of and understand this policy and are given adequate and

regular training on it. Internal control systems and procedures will be subject to regular audits to

provide assurance that they are effective in countering bribery and corruption.

How to raise a concern

If at any time personnel have any questions about the application of this policy or need guidance or

assistance in a particular case, or if they want to report a circumstance they believe may be a breach

or may result in a breach of this policy, in the first instance they must call or meet with the Managing

Director. Personnel can do so on a confidential basis.

Guidelines

As a guide, set out in Appendix 12 are some practical guidelines to assist personnel in complying

with this Policy. This list is indicative only and does not address all potential circumstances to which

this Policy may apply.


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HPD Creative

Confidential Company

Information


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Definition

Policy Ref PN0009

Policy

Definition

DescriptionHPD Creative has guidelines for all employees regarding Definition

Purpose

Confidential company information is considered HPD Creative property and may #e used or disclosedonly with proper authorisation and only in the eercise of an employee)s duties.

"cope

HPD Creative will &eep the amount of information it considers confidential to a minimum. However$ it has theright to protect certain types of information especially that which might eopardise the company)s clients andsuppliers$ give competitors advantages and harm company investors and employees.

*ach employee must protect confidential information to which he or she has authorised access$ or to which he or

she gains inadvertent access. %ccess$ in itself$ never confers the privilege of disclosing the information.

*mployees must protect confidential information of customers.

The protection of confidential HPD Creative etends to confidential information of all employees$

suppliers and clients of HPD Creative.

ProcedureConfidential information includes$ #ut is not limited to/

all information regarding our clients and those of #usinesses related toHPD Creative> #usiness methods and mar&eting strategies>

financial affairs and accounting methods>supplier and client lists$ and client agreements>client information and other personal information>products$ components of products$ pricing policies and costing>

manuals$ procedures$ maintenance scheduling$ training materials and computer programming information> research and development>#udgets and strategies> orany information that could reasona#ly #e assumed to amount to confidential information.


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Personal Bse of Company Property

Policy Ref

PN0010

Policy

Personal Use of Company Property

DescriptionHPD Creative has guidelines for all employees regarding Personal Bse of Company Property

PurposeThe purpose of this policy is to eplain the general procedures relating to Personal Bse of Company Property


Procedure

*mployees may not use$ divert or appropriate HPD Creative property$ e,uipment$ services or assets for personal use or #enefit. The improper and unauthorised use of any of these will #e treated as theft.Bnder no circumstances is HPD Creatives intellectual property to #e ta&en from HPD Creativespremises without prior authorisation from the relevant partner.

%pprovals and %dvice*mployees are encouraged to discuss issues and concerns pertaining to HPD Creatives commitment to ethical #usiness

practices with their managers. %ll managers shall #e responsi#le for the enforcement of compliance with this policy.

%ny ,uestiona#le circumstances re,uiring investigation or interpretation under this policy should #ereferred to the Director.


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HPD Creative

Intellectual Property


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Intellectual Property Definition

Policy Ref PN0098

Policy

Intellectual Property Definition

DescriptionHPD Creative has guidelines for all employees regarding Intellectual Property Definition

Purpose

%s a company$ HPD Creative must protect its intellectual property from falling into unauthorised handsor #eing disclosed to other parties without its &nowledge or permission. *mployees must &eep allintellectual property secure and not access$ copy$ or disclose to anyone without proper authority.

*mployees must not misuse confidential information or intellectual property and must maintain theintegrity and security of any company documents or information for which they are responsi#le.


Procedure %ll inventions$ discoveries and improvements$ including software$ which may #e conceived or made #ythe employee 'whether alone or not( during the period of employment$ developed on company time or which is or may#e related to the company)s #usiness remains the property of HPD Creative.

6or this purpose/

1. The *mployee assigns to the firm/

all inventions$ discoveries and novel designs$ whether or not registra#le as designs under the Designs %ct @8=;$ patents under the Patents %ct @8EA and trademar&s under the TradeMar&s %ct @8EE> and

the entire copyright in all wor&s$ including #ut not limited to all literary and other wor&s asdefined in the Copyright %ct @8;< whether created #y the employee as a result of and in

the course of their employment$ either solely or ointly with others.2. The assignment under clause 'a( does not restrict the employee)s right to utilise the general epertise and

&nowledge accumulated #y the employee in the performance of their services under this agreement$ and the

employee is entitled to use routine procedures developed #y the employee in the performance of those

services$ #ut the employee may not ma&e reproduction or su#stantial reproduction of any of the intellectual

property assigned #y clause A'a( without the written licence of the company.

3. Where the employee ma&es any patenta#le process or article as a result of and in the course of the performance of their services$ the patent is owned #y the company.


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4. The employee is not to disclose or use without authorisation the intellectual property of thecompany 'Including/ the eclusive right to use trademar&'s($ service mar&'s($ #usiness plan's($software copyrights$ teaching materials$ research reports of special proects$ miscellaneouscopyright and all other intellectual property which #elongs to the company according to the law.

If there any dou#ts a#out any issue relating to intellectual property or confidential information$ consultyour manager or the appropriate partner. We consider failing to comply with the terms of this policy as afundamental #reach of your Contract of *mployment$ which may lead to termination.


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%ccess to *mployee 6iles

Policy Ref PN0011

Policy

Access to Employee Files

DescriptionHPD Creative has guidelines for all employees regarding %ccess to *mployee 6iles

Purpose

This policy ensures that information supplied to the company #y the employee as well as informationcollected during the course of employment of an employee$ is treated in the same way for allemployees. The application of this policy will not #e limited to ust employees of the company$ #ut alsoany other individual who supplies personal information to the company.


Procedure

*mployee information is confidential and will #e filed under loc& and &ey #y the %dministrator. Personnel

authorised to have access to these records include the/

%dministrator or the

Mar&eting Director.

-ther management may review these records only with the approval of the Mar&eting Director.


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*mployee re,uest for Information to #e supplied to others

Policy Ref

PN0012

Policy

Employee request for Information to be supplied to others

Description

HPD Creative has guidelines for all employees regarding *mployee re,uest for Information to #esupplied to others.

PurposeThis policy ensures that information supplied to the company #y the employee as well as informationcollected during the course of employment of an employee$ is treated in the same way for allemployees. The application of this policy will not #e limited to ust employees of the company$ #ut alsoany other individual who supplies personal information to the company.


Procedure

%n employee may re,uest written confirmation of employment and salary for personal reasons. Thesere,uests should #e referred to the Mar&eting Director who will issue and authorise the letter.


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HPD Creative

Dress "tandards in the

Wor&place


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Corporate Dress "tandard

Policy Ref PN0013

Policy

Corporate Dress Standard

DescriptionHPD Creative has guidelines for all employees regarding Corporate Dress "tandard

Purpose

HPD Creative maintains a professional #usiness image and environment for employees and clients> therefore$ theattire worn when involved in client service must #e appropriate to the environment and may vary according to the

employees) duties and visi#ility to the pu#lic. When an employee is or may #e in a position to meet a mem#er of

the pu#lic or a client then the employee must adhere to the following corporate dress standards.


Procedure

The HPD Creative dress standard is that all staff are to wear a uniform supplied #y HPD Creative$ or an e,uivalent

standard of dress depending on the client environment. %s a minimum$ smart casual is to #e worn. %ll clothing is to#e neat and clean in appearance. Ripped$ torn or damaged clothing is not to #e worn under any circumstances.





"mart Casual

Policy Ref

PN0014

Policy

Smart Casual

DescriptionHPD Creative has guidelines for all employees regarding "mart Casual

Purpose

HPD Creative maintains a professional #usiness image and environment for employees and clients> therefore$ the

attire worn when involved in client service must #e appropriate to the environment and may vary according to theemployees) duties and visi#ility to the pu#lic. When an employee is or may #e in a position to meet a mem#er of

the pu#lic or a client then the employee must adhere to the following corporate dress standards.


Procedure"mart Casual dress will apply every day. "mart Casual for males is slac&s and a smart short or long sleeve shirt$ or polo

top$ with ac&et or umper when re,uired$ together with appropriate footwear. 6or females$ slac&s or a s&irt and an

appropriately modest top or polo top are appropriate. eans may #e worn #ut they should #e neat in appearance.

Bnwashed$ torn or damaged clothing or trac&suits are not accepta#le for either gender at any time.


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HPD Creative

Recruitment and Induction


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Recruitment of "taff

Policy Ref PN0015

Policy

Recruitment of Staff

DescriptionHPD Creative has guidelines for all employees regarding Recruitment of "taff

Purpose-ur recruitment and induction policy and procedures are designed to/*nsure that the #est candidate is chosen for each o#.

*nsure that the firm is resourced with people who have the potential to develop and ta&e on morecomple and challenging roles.

Comply with all applica#le laws and regulations.*nsure that appropriate communications$ records and human resources controls are maintained.

The final selection of the person to fill the vacancy rests with the management in the particular area. Therole of management is to locate and select the most suita#le person for the vacancy and to ensure thatthe company complies with all 6ederal and "tate employment regulations.

"copeThis policy details the process and &ey steps that need to #e underta&en for the recruitment$ selectionand induction of the #est people into the company. The recruitment policy covers engagements with thecompany that are #ased on one of the following/

6ull time "taff

Part time "taff

6ied term contracts.

ProcedureMinimum Re,uirements

%ll recruitment must #e conducted in accordance with the following minimum re,uirements/ %pproval + %ll recruitment must #e approved #y the Gposition

o# %pplication 6orm + Must #e completed either at the recruitment agency or independently if applying directly for a position.

References + The manager responsi#le for the recruitment must ensure that written referencechec&s are completed prior to a formal offer of employment #eing communicated.

Proof of %ustralian Citi4en or Permanent Residence "tatus + This must #e carried out #eforeletters of offer are prepared.

Police and medical chec&s + These may #e carried out #efore 7etters of -ffer are prepared.


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-ffer of *mployment + %ll formal offers of employment must #e confirmed in writing #y issuing a7etter of -ffer. This letter must #e prepared #y the Gposition

Changes to the standard staff 7etter of -ffer + %ny changes to the standard staff 7etter of -ffer must #eapproved #y the "taff Partner in order to ensure the firm complies with all legal employment o#ligations.

Psychological assessment + Candidates may #e re,uired to undergo a psychological assessment#efore an offer of employment is made.

"ourcing Candidates

-nce a recruitment need is identified$ the most appropriate method of sourcing candidates needs to #edetermined. "ome options are/

%dvertising eternally in the press or theinternet. Internal promotion.Personal recommendation!referral.

Recruitment agencies.

o# Description % o# Description descri#es the following aspect of the position/

Jey Tas& %reas.Competencies re,uired in order to perform the o#.

0ualifications and eperience needed to perform the o#correctly. *vidence of *ffectiveness.

The replacement of an employee provides an ideal opportunity to review the &ey areas to #eaccomplished in the role and to suggest appropriate changes. o# Descriptions are to #e esta#lishedand modified in conunction with the immediate responsi#le manager and the Gposition.

%dvertising the Position

%ll o# advertisements need to clearly state the position$ s&ills and eperience re,uired and minimum,ualifications. This ena#les us to attract an appropriate pool of candidates. In addition$ the telephone

num#er$ contact person and address for written responses needs to #e included. To avoid legal recourse$always avoid discriminatory re,uirements such as se$ marital status$ age$ years of eperience etc. The o#Description is important in designing an advertisement that will attract suita#le candidates.

%dvertisements can #e placed directly under the Company logo or through a Personnel Recruitment agencywith or without declaring our company name. If further advice is re,uired$ please contact the Gposition.

"hort+listing Candidates

The hiring Manager will select the candidates for interview #ased on the selection criteria developedfrom the o# Description. To develop appropriate selection criteria for the position$ assistance can #egained from the immediate responsi#le manager and the Gposition.

%ll non+agency candidates upon arrival for the first interview are re,uired to fill in a o# %pplication 6orm.

%ll non+agency interviewed candidates who are not successful after #eing interviewed should receive timelywritten ac&nowledgment of this outcome. The Bnsuccessful 7etter Template can #e used as a guide.

If an agency is involved$ they will short list and interview candidates '#ased on a #rief given to themfrom the manager who is recruiting( and respond to candidates not successful after interview.The confidentiality of all applicants must always #e respected.

Conducting Interviews


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Depending on the level of the position$ several interviews may ta&e place during the selection process.This may include one+on+one interviews$ or #y a panel.

%n interview guide$ #ased on the selection criteria esta#lished for the position$ can assist in conducting interviews.The interview guide can #e developed in conunction with the immediate responsi#le manager and the Gposition.

The interview will flow from the guide and answers need to #e recorded and rated against the selection criteria.

During the initial interview process the leading applicant or applicants should #e interviewed #y at leasttwo persons familiar with the o# re,uirements$ to allow for a second opinion and o#ective assessment.The "taff Partner should also meet with short listed candidates for a #rief interview.

The following company topics should #e covered at some stage during the interview process/

2rief company history

-utline of the position

2enefits of wor&ing at HPD Creative

9eneral conditions of employment i.e. salary$ wor&ingconditions *mployee #enefits

Psychological %ssessmentPsychological assessment can #e an integral part of the recruitment process. It may #e used inconunction with the resume$ interview notes and reference chec&s to provide #alanced informationupon which to ma&e the selection decision for selected roles.

"hort+listed applicants for managerial roles and any other position as deemed necessary may #ere,uired to underta&e a psychological assessment.

% psychological assessment usually consists of a #attery of tests which provide a fairly accurate measure of candidate)s

cognitive s&ills such as ver#al$ numeric and a#stract reasoning$ as well as vocational interests and personality traits.

If psychometric testing is to #e used$ the following conditions are to apply/

-nly a trained and s&illed practitioner$ who is a registered psychologist$ should conductpsychometric testing. The company will nominate the practitioners to #e used.

The psychologist will provide a ver#al or full written report of the test scores and a detailed analysis of the

findings$ which will #e given to the recruiting manager. This data should always #e treated as strictly confidential

as it is sensitive information. It should #e read thoroughly and considered along with other data gathered as part

of the recruitment process. It should never #e used as the only criteria upon which a selection decision is #ased.

When interpreting the test data$ the psychologist needs to ta&e into account the positionspecification and the environment the person will #e wor&ing in. They will therefore need to #ethoroughly #riefed on the position parameters #efore these factors can #e considered.

*ach candidate has the opportunity to receive feed#ac& from the psychologist on their test results.This maintains the integrity of the process and can provide the candidate with valua#le informationwith which they can ma&e career and development decisions.

The data that is collected at the time of the psychological assessment will #e held #y the psychologist

involved$ in accordance with the guidelines laid down in the Code of Professional Conduct ? %ustralianPsychological "ociety. %ny written report will #e held in safe custody #y the Gposition.

%mendment to Remuneration

If the remuneration pac&age agreed to at the #eginning of the recruitment process needs to #eamended$ then the recruiting manager will need to get approval from the Gposition for this amendment.

Reference Chec&s


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-ffer and %cceptance of *mployment

The Gposition is responsi#le for issuing all 7etters of -ffer. The firm)s policy is to engage all staff personnel with a 7etter of -ffer of *mployment. -nce signed$ the 7etter of -ffer to the successfulcandidate #ecomes the contract of employment. The 7etter of -ffer sets out the terms and conditions of employment for the prospective employee and has the legal status of a common law contract.

6or any changes to the standard 7etter of -ffer$ refer to the Gposition to ensure the company complieswith all legal employment o#ligations. The 7etter of -ffer must include a duplicate copy for the applicantto sign and return as acceptance of the offer prior to commencement date.


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Bnsuccessful %pplicants

%ll candidates that have #een through the interview process either through an agency or having applieddirectly to the company and have not #een selected for the position should receive timely ver#al or written ac&nowledgment of this outcome.

To comply with Privacy laws the confidentiality of application details must #e respected #y either securely destroying or returning applications within a reasona#le time. If applicant details are maintainedon file for future opportunities$ ver#al or written permission from the applicant must #e o#tained andrecorded$ and the application filed in a secure place.





*mployment of Contractors

Policy Ref

PN0016

Policy

Employment of Contractors

DescriptionHPD Creative has guidelines for all employees regarding *mployment of Contractors

Purpose-ur recruitment and induction policy and procedures are designed to/*nsure that the #est candidate is chosen for each o#.

*nsure that the firm is resourced with people who have the potential to develop and ta&e on more comple and

challenging roles.Comply with all applica#le laws and regulations.*nsure that appropriate communications$ records and human resources controls are maintained.

The final selection of the person to fill the vacancy rests with the management in the particular area.The role of management is to locate and select the most suita#le person for the vacancy and to ensurethat the company complies with all 6ederal and "tate employment regulations.

"cope

This policy details the process and &ey steps that need to #e underta&en for the recruitment$ selectionand induction of the #est people into the company. The recruitment policy covers engagements with thecompany that are #ased on one of the following/

6ull time "taff

Part time "taff

6ied term contracts


%ll independent contractors not coming to HPD Creative via a recruitment agency must #e engaged in

accordance with the following minimum re,uirements/ %pproval/ The engagement of an independent contractor must #e approved #y the Mar&eting Director

References/ The manager responsi#le for the engagement of an independent contractor must ensure that

reference chec&s or other proof of s&ills and eperience are provided prior to entering into a formal agreement.

%greement/ %ll independent contractors must sign a Contractor %greement.

%ny changes to the standard agreement must #e approved #y the Mar&eting Director in order toensure the company complies with all legal employment o#ligations.

Contactor %greement


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The Independent Contractor accepts full responsi#ility for all employer o#ligations such as P%K* Ta deductions$

superannuation contri#utions$ payroll ta etc. % specific agreement is re,uired #etween HPD Creative and the

Contractor to clarify these responsi#ilities and to ensure that the contractor is a legitimate contractor and could not

#e deemed an employee under the Ta %ct. This agreement should #e discussed with the 6inance and

%dministration Manager and the 7egal Counsel$ as legal advice may #e re,uired on the content.

In the agreement$ particular attention should #e made to Wor&er)s Compensation Insurances. If thecontractor is responsi#le for Wor&er)s Compensation$ then evidence of the insurance policy is re,uired. If thecompany is responsi#le$ then details of payments made to the contractor should #e forwarded to theMar&eting Director. Contractor %greements are a commercial contract arrangement and are not to #emaintained within the personnel files or pay records. The immediate manager or the "enior %dministrator isresponsi#le for control of such agreements and for payment of invoices to such agreements.


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HPD Creative

Minimum *mployment

Period


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Process

Policy Ref PN0017

Policy

Process

DescriptionHPD Creative has guidelines for all employees regarding a Minimum *mployment Period

Purpose

The purpose of the Minimum *mployment Period 'previously referred to as Pro#ationary *mployment( is to ascertainwhether the employee has the s&ills and capacity to carry out the o# satisfactorily. "imilarly the employee may wish to

ascertain whether the wor& and wor&place meets their needs and re,uirements and fulfils their epectations.

This policy applies to all permanent and permanent part time employees.


Procedure

%ll permanent staff must #e initially employed on the #asis that new employees are not provided protection from

dismissal #y the 6air Wor& %ct. This is referred to as the 3Minimum *mployment Period3$ more commonly referredto as pro#ation. The pro#ationary period is ; months 'or @A months if the num#er of employees is under @E($ after

which$ in line with the 6air Wor& %ct$ dismissal laws apply unless otherwise agreed in writing #efore the employee

commences. The pro#ationary period must #e outlined in the 7etter of -ffer.

Prior to the epiration of the pro#ationary period$ the manager responsi#le must review regularly theemployee)s performance and$ on conclusion of the pro#ationary period$ conduct a formal meeting toac&nowledge the epiration of this period and discuss employee performance.

If$ during the performance reviews conducted during the pro#ationary period$ it is determined that theemployee is unsuita#le for continuing employment #y HPD Creative$ then the employment must #eterminated immediately in writing$ with appropriate notice$ usually one wee&$ or one wee&)s pay in lieu of notice. The proposed termination is to #e approved #y the Mar&eting Director. The employee may alsoterminate employment during this period #y giving one wee&)s notice.

The employee is to #e paid the accumulated annual leave entitlement up to the date of termination$ #ut not theaccumulated Personal!Carers 7eave credits. Permanent Part Time employees will #e paid on a pro rate #asis.


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Reserved. HPD

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HPD Creative

Induction


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Induction Process

Policy Ref PN0018

Policy

Induction Process

DescriptionHPD Creative has guidelines for all employees regarding Induction Process

Purpose

Induction prepares employees for their new roles and responsi#ilities and provides an introduction toHPD Creative and its operations$ culture and people. *very effort should #e made to ensure that it is apositive eperience. *ffective induction results in more satisfied and confident employees and assists usto assimilate and retain employees. The following is re,uired to #e in place/

1. %ll new staff must #e provided with the 35ew *mployee Welcome Pac&3 upon commencement. Thispac& contains the 6air Wor& "tatement which must #e issued to all new staff. They are re,uired to signthat they have received and read this statement in a register to #e &ept for that purpose.

2. %n introductory meeting #etween the relevant manager$ their team leader and the new employeemust #e arranged on the first day of employment.

3. %ll new staff must #e provided with a o# Description that clearly outlines their duties andperformance standards.

4. %ll new staff must #e ta&en through the HR Policies Manual and the Wor& Health and "afetyManual to ensure an understanding of HPD Creative policies and procedures$ after which they arere,uired to sign the %c&nowledgement 6orm.

5. %ll new staff will #e issued with an *mployee Hand#oo&$ summarising those aspects with which they must#e familiar as an employee of HPD Creative and for reference during their employment as re,uired.

The manager or team leader designated to conduct the induction must include the following/

1. %n overview of the area e.g. layout of wor& areas$ location of facilities ? &itchen$ first aidtrained personnel and first aid #o$ fire escapes$ toilets.

2. What the wor& area does and how it fits into the organisation. Discuss how the new employee)s positionfits into the team and the &ey tas&s$ wor& routine$ supervisory responsi#ilities and epectations.

3. % detailed review of the induction process. *nsure that the new employee understands the

following &ey areas/Terms and conditions of their employment contract

Daily time &eeping procedure$ including hours of wor&$ lunch$ morning andafternoon tea #rea&s

Pay procedures including timing$ method of payment and generaldeductions allowed 7eave entitlements and method of re,uesting"afety procedures and reporting of accidents

%ny security aspects they need to #e aware

of The company)s disciplinary procedure


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4. %n overview of the Company intranet and the information contained therein.

5. 6air Wor& Information "tatement.

"cope

The manager or team leader must arrange and conduct regular review meetings to monitor progress and providean informal time for ,uestions and further induction planning. *ffective induction is a oint responsi#ility.

Procedure

Pre+arrival

2efore commencement$ ma&e sure the new person has/ %ccepted a written offer of employment.The company telephone num#er and a contact for any ,ueries.

%t a suita#le time #efore the new person starts$ announce the appointment to all employees. *nsurethat all employees are aware of/

The new employee)s name$ position and to whom theywill report. Commencement date.

%ny other relevant information.

5ominate a person in the wor& group to #e the new employees 3#uddy3$ for an initial period$ tohelp them settle in. The #uddy is there to deal with day+to+day issues.

Ma&e the appropriate administrative arrangements and ensure the wor& environment is prepared whereappropriate$ including the following/Wor&+station!telephone!PC and access.

"tationery if re,uired 'e.g. #usinesscards(. Internal phone listing.-ther o#+related e,uipment as appropriate.

%ppropriate Ngreeting and #riefing) meetings.

Day -ne!6irst Wee&9enerally most$ if not all$ of the following should occur/

The line manager should greet the employee on arrival and welcome the new employee tothe company. The team leader should welcome the employee.

The manager should eplain how the induction process wor&s and his role during this time.

The employee is to #e given the 35ew *mployee Welcome Pac&3 and the following forms are to

#e discussed$ completed and returned to administration/1- % signed acceptance copy of the 7etter of -ffer2- % signed ac&nowledgement of receipt of the 6air Wor& "tatement3- 5ew *mployee Details 6orm4- Ta 6ile 5um#er Declaration 6orm5- 2an& %ccount Details 6orm6- "uperannuation election 6orm7- HR Policies Manual %c&nowledgement 6orm


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The appropriate security access should #e arranged and eplained to the new employee.The team leader or manager should meet daily with the new employee$ to review and answer any ,uestions.

Meetings should #e held with other appropriate managers!team leaders with whom they will interactregularly$ for an overview of proects$ activities$ &ey responsi#ilities$ current issues and o#ectives.

%n informal meeting with other staff on the site should #e held as soon as possi#le.

Introduce the new person to their fellow employees and senior staff. 2rief the employee on the structureof the company$ eplaining the lines of authority within the company and within their wor& area.

Have your Ngreeting and #riefing) meeting with the new person and wor& through the Induction Chec&listas outlined a#ove. 9ive the employee their copy of the relevant manuals and information and ensurethat the employee understands the provisions regarding the pro#ationary employment period and thesu#se,uent review that will confirm continuing employment.

If relevant$ ointly prepare an Induction Plan to assist the employee to #ecome familiar with the remainingaspects of the o# and company over the first month. This is to ensure that the new employee spends sometime with the people$ internal and eternal$ with whom interaction is necessary for effective o# performance.

% record of the initial Induction should #e placed in *mployee)s 6ile including dates. This should includewho undertoo& the induction and any special matters that arose during the induction.

Remainder of the Pro#ation Period

% vital component of the Induction Period is the provision #y the supervising manager or team leader of regular feed#ac& on how the new employee is performing in their role. This feed#ac& should #e a two+way process$ with the new employee #eing as&ed to provide their feed#ac& on how they are finding theInduction Process and their introduction to HPD Creative$ our clients and the wor& to #e done.

If the new employee is not meeting the early epectation$ which should #e realistic$ of the supervisingmanager or team leader$ HPD Creative will commit whatever resources may #e appropriate to assist thenew employee to improve their performance. %s the time and money spent to find and recruit the newemployee can often #e significant$ it is usually a #etter option for HPD Creative to commit moreresources to assist the new employee to achieve the re,uired performance than to terminate them after

a num#er of months and repeat the recruitment process.

The final$ more formal$ feed#ac& session of the Induction Period should #e an official confirmation of thenew employee)s employment$ accompanied #y some form of cele#ratory activity.


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HPD Creative

Conditions of *mployment


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Minimum Re,uirements

Policy Ref PN0019

Policy

Minimum Requirements

DescriptionHPD Creative has guidelines for all employees regarding Minimum Re,uirements

Purpose

The employment conditions policies have #een documented to ensure that practices are standardisedand made consistent throughout the firm. They have also #een developed to ensure that legal areas arecomplied with at all times$ especially those relating to the health and safety and the duty of care thateists #etween employer and employee.

The documented employment conditions policies also assist in creating a culture within HPD Creative of professionalism to #oth our clients and our fellow colleagues.

"copeThe outlined conditions form part of the contract of employment for all staff within HPD Creative.

6ailure to adhere to company policy and procedures or failure to enforce company policy and

procedures will result in disciplinary action.

Procedure

The *mployment Conditions form part of the contract of employment for all staff within HPD Creative$regardless of wor& group or award coverage. These conditions are a compulsory part of the 6air Wor&

%ct and must #e complied with at all times.

Deviation from these policies may result in disciplinary action and!or termination of employment.

Managers should ensure that all new staff mem#ers are made aware of these Conditions of *mployment as part of the induction process.


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9eneral Protection

Policy Ref

PN0020

Policy

General Protection

DescriptionHPD Creative has guidelines for all employees regarding 9eneral Protection

Purpose

The employment conditions policies have #een documented to ensure that practices are standardised

and made consistent throughout the firm. They have also #een developed to ensure that legal areas arecomplied with at all times$ especially those relating to the health and safety and the duty of care thateists #etween employer and employee.



6ailure to adhere to company policy and procedures or failure to enforce company policy andprocedures will result in disciplinary action.

ProcedureThe 6air Wor& %ct/

provides general wor& protection for wor&place rights and protection for the eercise of

those rights$ protects freedom of association and involvement in lawful industrial activities$

provides for protection against discrimination$ and

deals with sham arrangements with respect to employment and independent contracting relationships.

The 6air Wor& %ct prohi#its an employer from eerting undue influence or undue pressure on anemployee in relation to a decision #y the employee to/

ma&e or not ma&e an arrangement under the 5ational *mployment "tandards$

ma&e or not ma&e an agreement or arrangement under a term of a modern award or

enterprise agreement$ agree to terminate an individual flei#ility arrangement$

accept a guarantee of annual earnings$ and


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agree or not agree to a deduction from amounts paya#le to the employee in relation to theperformance of wor&.


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Wages and "alaries

Policy Ref

PN0022

Policy

Wages and Salaries

DescriptionHPD Creative has guidelines for all employees regarding Wages and "alaries

Purpose






Procedure

"alaries!wages are paid Gas appropriate ? e.g. monthly$ half in arrears and half in advance$ on @E th of each month. Payments are made directly into the #an&$ #uilding society or credit union of your choice.Payslips are forwarded to all employees within one day of payment. %ll staff mem#ers are re,uired tocomplete the 2an& %ccount Details 6orm on commencement with HPD Creative.

The Mar&eting Director is to receive an email from your authorised team leader #y Grelevant period ?e.g. @=th of the month advising of any changes to your pay details$ otherwise you will #e paid the sameamount to the same account each pay period.

It is the individual)s responsi#ility to advise any change to account details. HPD Creative cannot #e held responsi#le for

any delays in processing that arise due to changes in your #an&ing or address details. %ny re,uests for changes to #an&details should #e forwarded to the "enior %dministrator at least @= days #efore salaries are paid.

Details re,uired for payments to #e processed are/2an& and 2ranch 5ame

2"2 5um#er in the formatOOO?OOO %ccount 5um#er

5ame on %ccount


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P%K* ta along with H*C" lia#ility where applica#le will #e deducted from an employee)s salary. %t theend of the financial year each employee will #e issued with a P%K9 Payment "ummary stating howmuch ta has #een deducted. This summary should #e used when completing your ta return.

%ll funds that are transferred are cleared so there is no need to wait #efore they can #e drawn upon.*mployees re,uiring a statement of earnings or replacement pay slips should re,uest this from 6inanceand %dministration. "hould an employee re,uire a reference of earnings or employment status whenapplying for a loan etc.$ the Gposition should #e given as a reference point.

In addition$ the Mar&eting Director should #e advised via email of who will call and when. Personaldetails will not #e provided without the prior consent of the employee.

%ll employees have the option to salary sacrifice. The Mar&eting Director is to #e notified$ together withthe provision of the appropriate documentation authorising the sacrifice.


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%llowances

Policy Ref

PN0023

Policy

Allowances

DescriptionHPD Creative has guidelines for all employees regarding %llowances

Purpose





6ailure to adhere to company policy and procedures or failure to enforce company policy and

procedures will result in disciplinary action.

Procedure5o allowances are paid #y HPD Creative.


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"uperannuation

Policy Ref

PN0024

Policy

Superannuation

DescriptionHPD Creative has guidelines for all employees regarding "uperannuation

Purpose






Procedure

During the term of employment$ HPD Creative will ma&e provisions for employee superannuation inaccordance with the re,uirements of the "uperannuation 9uarantee "cheme. In accordance withcurrent re,uirements$ 8.AE 'or the statutory minimum amount( of the employee)s #ase salary will #epaid into a fund on a monthly #asis or as re,uired #y law.

In addition$ employees may choose to ma&e further optional contri#utions as a salary sacrifice which will#e automatically deducted from wages.

%ll employees have the right to choose their own superannuation fund. Where employees don)t choosea superannuation fund$ superannuation contri#utions will #e paid into HPD Creatives defaultsuperannuation fund. %t present$ this is Gname of company fund.

HPD Creative is happy to give employees factual information a#out choice of superannuation fund$ its o#ligations and

how employees can nominate a fund as their chosen fund. However$ we are una#le to give advice a#out which

superannuation fund an employee should choose #ecause this could #e considered as providing financial advice and


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anyone providing financial advice is re,uired #y law to #e licensed #y the %ustralian "ecurities andInvestments Commission.


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Personal 6iles

Policy Ref

PN0025

Policy

Personal Files

DescriptionHPD Creative has guidelines for all employees regarding Personal 6iles

Purpose






Procedure %ll employees will have a centralised personal file.

In general$ the file contains an employee)s resume$ psychological appraisal 'if completed($ employmentcontract$ remuneration changes$ statement of health declaration$ passport copy$ performanceappraisals$ any formal disciplinary documentation$ and police and medical chec&s.

HPD Creative is additionally re,uired #y law to maintain the name of each instrument under which anemployee derives entitlements of employment. In the case of HPD Creatives employees this is a 7etter of -ffer which incorporates the standards set out in the 6air Wor& %ct.

*mployee files will contain/The signed 7etter of -ffer>whether an employee)s employment is full+time$ part+time$ temporary or casual>

the num#er of hours to #e wor&ed #y an employee per wee& and the actualhours wor&ed> pay records including salary adustments>

superannuation contri#utions record including super fundelection> annual leave records>


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personal and other leave records>

correspondence relevant to the employee)s employment with HPD Creative

evidence of %ustralian citi4enship or permanent residence status

police!medical chec&s>and termination records.

The contents of employee files are strictly confidential and access will #e limited to only authorised individuals. %llemployee records will #e maintained for a period of seven years upon termination of employment.

*mployees can as& to see their personnel file #y contacting their manager or the Gposition. *mployeesmay review their file in the presence of a manager and may ma&e copies of any of its contents.


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Where employees are late$ they will need to personally contact their team leader!manager to advise thisand when they can #e epected in the office. It is not accepta#le to call a fellow wor&er$ email the officeor leave a voicemail message on the switch#oard. Constant and continual lateness will not #e tolerated.


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-vertime

Policy Ref

PN0027

Policy

Overtime

DescriptionHPD Creative has guidelines for all employees regarding -vertime

Purpose






Procedure

The 6air Wor& %ct stipulates that employers must &eep records of overtime hours actually wor&ed$ the num#er of hours of overtime wor&ed each day 'if any($ or when the employee started and finished wor&ing overtime.

Where overtime is to #e wor&ed outside of the normal hours of wor&$ this is to #e approved in advance#y your manager and recorded on your wee&ly timesheet. Payment for the overtime at the relevantpenalty rates will #e made in your net monthly pay.


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Time Jeeping Records

Policy Ref

PN0028

Policy

Time Keeping Records

DescriptionHPD Creative has guidelines for all employees regarding Time Jeeping Records

Purpose






Procedure

The nature of the wor& underta&en #y HPD Creative re,uires that its employees wor& overtime withinthe definition of the %ct and therefore there is a re,uirement for individuals to &eep timesheets.

%ll employees are to su#mit detailed time sheets on a #asis agreed with their manager ? usually wee&ly.These sheets are to contain their name$ outline of all the proects that have #een wor&ed on that wee&$the hours allocated to each proect and the category of wor& that each o# falls under$ plus those hoursdedicated to administrative and other routine tas&s.


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7unch Meal 2rea&s

Policy Ref

PN0029

Policy

Lunch Meal Breaks

DescriptionHPD Creative has guidelines for all employees regarding 7unch Meal 2rea&s

Purpose






Procedure

7unch!Meal #rea&s are essential to good health and performance and should generally #e no less than =minutes long and no more than ;= minutes. If possi#le lunch must #e ta&en #etween @A/== noon to @/= pm.

Regularly ta&ing long and!or late lunches will not #e tolerated and may result in having the hours notwor&ed doc&ed from an employee)s pay.


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Days in 7ieu

Policy Ref

PN0030

Policy

Days in Lieu

DescriptionHPD Creative has guidelines for all employees regarding Days in 7ieu

Purpose






Procedure

Where significant wor& occurs outside of normal hours$ the company will arrange for the employee to ta&e aday in lieu for the hours wor&ed$ instead of paying overtime$ if this arrangement is suita#le to #oth theemployee and the company. The day is to #e ta&en as soon as is practica#le after the actual hours wor&ed.

"uch an arrangement is to #e discussed and agreed with your manager!team leader wherever possi#le#efore the wor& occurs$ or as soon as possi#le after the wor& occurred$ and a relevant entry is to #emade on the time log.


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6lei#le Wor&ing %rrangements

Policy Ref

PN0031

Policy

Flexible Working Arrangements

DescriptionHPD Creative has guidelines for all employees regarding 6lei#le Wor&ing %rrangements

Purpose






Procedure6lei#le wor&ing arrangements include/

changing hours of wor& 'e.g. wor&ing less hours or changing start or finishtimes( changing patterns of wor& 'e.g. wor&ing Nsplit shifts) or o# sharing(

changing the place of wor& 'e.g. wor&ing from home(.

*mployees can ma&e an application in writing to re,uest flei#le wor&ing arrangements$ such as avariation of wor&ing hours$ in accordance with the 6air Wor& %ct$ if the employee/

is a permanent or permanent part time employee who has #een with HPD Creative for atleast @A months or is a casual employee who/

has #een employed regularly and systematically for at least @Amonths$ or is li&ely to continue wor&ing regularly

is a parent or guardian of a child who is school age or younger is a carer 'as defined in the Carer Recognition %ct A=@=(

has a disa#ility

is EE or older

is eperiencing family or domestic violence


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is caring for or supporting an immediate family or household mem#er who re,uires care or support #ecause of family or domestic violence.

The employee)s re,uest must #e in writing and set out details of the change sought and the reasons for the

change. The employee will #e given a written response to the re,uest within A@ days$ stating whether the

re,uest has #een granted or refused. If the re,uest$ is refused reasons for the refusal will #e provided.

*mployees are encouraged to tal& a#out their wor&ing arrangements and the need for variation and$ where

possi#le$ an agreement will #e reached that meets #oth HPD Creative and the employee)s needs.

Refusal of Re,uest

HPD Creative can only refuse on Nreasona#le #usiness grounds). NReasona#le #usiness grounds)include when the new wor&ing arrangements/are too epensive for HPD Creative to implementwould result in a significant loss in efficiency or productivity

would #e li&ely to have a significant negative impact on customer service. -ther Nreasona#le#usiness grounds) include/

there isn)t any capacity to change the wor& arrangements of other employees affected

that it would #e impractical to change the wor&ing arrangements of other employees$ or recruit new employees.

To tell if there are Nreasona#le #usiness grounds) to refuse a re,uest for flei#le wor&ingarrangements$ HPD Creative will ta&e into consideration/

how the change would affect the wor&place)s finances$ efficiency$ productivity and customer service how easy it is for current staff to cover wor&

how easy it is to find someone else to do the wor&the arrangements needed to accommodate the employee)s re,uest.

HPD Creative will ma&e every effort to accommodate the re,uest #y negotiating with the employee toagree on a mutually accepta#le solution.


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Pro#lem Resolution

Policy Ref

PN0032

Policy

Problem Resolution

DescriptionHPD Creative has guidelines for all employees regarding Pro#lem Resolution

Purpose






Procedure

%ll employee grievances arising from matters dealt with in this Policy should first #e dealt with #y the immediatemanager or team leader. If a satisfactory resolution cannot #e met$ the Gposition should #e consulted.

The following procedure must #e utilised whenever an employee has$ or perceives that he!she has$ a o#+related pro#lem/The employee should first discuss the pro#lem with their immediate manager or team leader> and

If the employee is not satisfied with the result of the discussion$ then the manager!team leader and!or the employee should ma&e arrangements to discuss the pro#lem with the Mar&eting Director.

If the issue remains unresolved$ a full #riefing of the situation is to #e given to the Mar&eting Director.Direct discussion with the parties involved will #e underta&en to achieve a resolution.


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Reserved. HPD

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HPD Creative

Travel F %ccommodation

*penses


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Travel *penditures

Policy Ref PN0033

Policy

Travel Expenditures

DescriptionHPD Creative has guidelines for all employees regarding Travel *penditures

Purpose

*sta#lish guidelines for the travel and other #usiness+related epenses of HPD Creative employees for#usiness+related purposes.

*nsure that employees are aware of what is considered an accepta#le epense that will #eeligi#le for reim#ursement.

*nsure that there is fair and e,uita#le treatment of employees #y defining procedures for authorised #usiness travel and guidelines for epense reim#ursement.

This policy reflects our collective responsi#ility to conduct #usiness in a fiscally responsi#le manner.

"cope

This policy applies to any employee who is traveling for #usiness reasons$ for HPD Creative employeeswho ma&e travel arrangements$ and should #e used #y employees who review$ approve$ process$ or

record travel documentation.

HPD Creative management recognises that$ in some isolated cases$ #usiness related epenses mightneed to #e reviewed on a case+#y+case #asis> however$ this primarily applies if the epense in ,uestionis not covered #y this policy.

Procedure9eneral Procedures for Travel

*mployees are epected to eercise prudent #usiness udgement regarding epenses incurred on#ehalf of HPD Creative covered #y this policy. The general principles to #e followed are detailed #elow/

*mployee travel should #e via the lowest cost alternative$ consistent with good #usiness practices.

5either luury$ nor su#+standard modes of transportation and accommodations should #e used.Travellers shall contact the Mar&eting Director as soon as possi#le after they &now they needaccommodation as rates get more epensive as the date gets nearer.

In order to maintain control over ependitures$ any epense su#mitted which does not comply withthe guidelines of this procedure will not #e reim#ursed$ unless accompanied #y a valid eception#y management.

If #usiness travel is com#ined with personal travel ventures$ HPD Creative is responsi#le only for reim#ursing the #usiness portion of the trip.


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It is in the #est interests of travellers to retain all travel documentation in order to supportreim#ursement of actual epenses.

Travel %uthorisation and %pproval Prior to TravelIn principle/

%ll employees must have their travel plans approved #y the Gposition prior to commitment of travelplans. %ll travel arrangement will #e arranged #y the Gposition with the approval of the Gposition.

Travel must not under any circumstances #e authorised #y the traveller.

Bpon determination that a trip is necessary$ all travel must #e re,uested using the officialcompany Travel %uthorisation 6orm.

Travel %uthorisation 6orms must #e completed and signed #y the supervisor or departmentalmanager. This ensures that the travel is for authorised #usiness purposes. This form shouldinclude destination$ length of stay$ an outline of the trip agenda and estimated costs.

This form must #e completed prior to #oo&ing any travel and must #e su#mitted with theemployee)s epense report and travel receipts. 5o travel related epenses will #e reim#ursedunless the Travel %uthorisation 6orm is completed$ and su#mitted with the traveller)s epensereport to the 6inance and %dministration Department.

Transportation

(1) %ir Transportation/

%ir travel will #e via the most direct and economical means$ accommodating the safety andcomfort needs of the employee. The authorised standard for air travel is *conomy Class.

Kou must notify the Gposition as early as possi#le of necessary travel arrangements.

If you notify the Gposition of your travel plans seven 'L( days or more in advance$ your tripwill$ in most cases$ cost considera#ly less.

Bse of 35on+Refunda#le3 airfares is recommended. These fares are usually considera#lyless epensive than refunda#le un+restricted fares.

%ny upgrades to first class will not #e reim#ursed unless approval has #een granted prior totravel. Bnauthorised upgrades will #e paid for from personal funds.

HPD Creative will not #e responsi#le for additional tic&et purchases for missed departures.Btilisation of the N#est fare) that is availa#le for the ourney must override all personal airlinepreferences and!or the accrual of fre,uent flyer points.

(2) 9round Transportation

1. Tai and -ther 7ocal Transportation/

The cost of tais to and from places of #usiness$ hotels$ airports or railroad stations inconnection with #usiness activities is reim#ursa#le.

Prudent #usiness udgement is to #e applied when using tais.

*mployees are encouraged to use more economical services 'train$ hotel vans$ shuttles$etc.( where possi#le and depending on time constraints.

Tais$ coaches and other transfer transport epenses will #e met #y the Company for approved travel$ upon presentation of an official receipt.

Tai epenses from office to home will only #e reim#ursed after @=.== pm

Car rental may not #e the most effective method of local transport$ considering rental$ petrol andpar&ing charges$ time loss in ac,uiring and returning the car$ difficulty of driving in a strange city etc.

2. Company Car/Company car should not #e used for any non+#usiness purpose.

Wherever possi#le$ employee must refill gasoline prior to returning the company car for drop off. Damage or maintenance re,uirements to cars must #e notified immediately.


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3. Travel #y Private 1ehicle/ %n employee may use his or her own vehicle for the purpose of #usiness travel.

*mployees who use their own private vehicle are entitled to claim for mileage rates asspecified #y the %ustralian Ta -ffice.

The company will also reim#urse all actual auto tolls and par&ing fees$ with a receipt.

Mileage from employees home to regular assigned wor& locations is not a reim#ursa#leepense. However$ if the employee goes directly from home to another wor& assignmentother than the regular wor& location$ and the distance to the wor& assignment is greater thanthe distance to the regular wor& location> the employee can epense the difference.

In order to receive reim#ursement for mileage$ the employee must complete an epensereport specifying purpose of trip$ start and finish odometer reading$ point of origin$destination and time of trip.

6ines for par&ing or traffic violations will not #e reim#ursed.

%ccommodationThe following guidelines apply in regards to accommodation/

%ccommodation reservations shall #e arranged #y the Gposition.

%ll company authorised accommodation must meet with comfort$ convenience and cost standards.The employee is responsi#le for verifying the room rate upon chec&ing in. %ny discrepanciesshould #e reported to the Gposition.

%ll rooms will #e guaranteed for late arrival. *mployees must cancel the room reservation$ #yre,uired deadline$ if they will not need the room$ to avoid a 3no+show3 charge.

Meals

(1) Personal Meals

Personal Meal epenses are those incurred #y employees when dining alone on an out+of town#usiness trip. Personal meal epenses will #e reim#ursed up to the daily limits according to

%ustralian Taation -ffice regulations for each location. %mounts incurred in ecess of the daily limit will #e the o#ligation of the employee.

(2) Wee&end and 7ate 5ight Meals

If a manager approves wor&ing late into the evening or on wee&ends$ employees can #ereim#ursed for meal receipts$ dinner and lunch up to QA=. *mployees must su#mit actual receiptsfor reim#ursement on the epense report.

(3) 2usiness Meals

2usiness Meals are those meals ta&en with clients$ prospects or associates during which a #usinessdiscussion ta&es place. 2usiness meals will not #e restricted under the same daily limits as personalmeals/ %ctual$ reasona#le$ and necessary costs for meals will #e reim#ursed. These meals should #e

selected using common sense and #est udgment.

Reim#ursement may include a gratuity of @= of the #ill$ #efore 9"T.Meals viewed as lavish or etravagant will not #e reim#ursed.

Please chec& the amount of the service fee included in the receipt #efore you pay it. Do notpay any tip on top of the receipt amount if service fee is already included in the receipt.

%ccepta#le meal amounts for #rea&fast$ lunch and dinner are shown in G%ppendi.Receipts for all purchased meals must #e provided with the epense report.

2usiness *ntertainment

*ntertainment *penses include events such as nightclu#s$ theatre and sporting events$ when a#usiness discussion ta&es place immediately #efore$ during or immediately after the event.


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HPD Creative employees are epected to eercise due economy when providing hospitality or entertainmentfor guests and visitors. Hospitality and!or entertainment must at all times have a clear #usiness purpose.

*ntertainment epenses are reim#ursa#le only with management approval and must meet the followingconditions/

The employees specific assignment re,uires the entertainment of the companys customers or potential customers$ or others as appropriate.

The entertainment epense is fully receipted 'original receipts re,uired(*penses are authorised #y the employees manager I5 %D1%5C*.

5ame$ title and company of all attendees$ name and location of the esta#lishment where theevent too& place$ purpose of the entertainment must #e clearly specified.

9ratuities should normally #e @= of the cost of the services provided. % single gratuity will noteceed QE=.==

It is appropriate to offer and parta&e of an alcoholic #everage with a #usiness guest when the situationwarrants. When entertainment epenses are epected to eceed QA== for one event$ prior approval

from Gposition is re,uired to receive reim#ursement/

%lcoholic 2everages

In the event that employees choose to consume alcoholic #everages in connection with a #usinessfunction$ the company epects that employees will act responsi#ly and avoid ecess.

If an employee has any concerns that he!she is not capa#le of safely driving after such events$ thecompany will reim#urse the cost of alternative transportation to ensure that the employee does notplace themselves or others in danger.


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Conferences and Training

Policy Ref

PN0034

Policy

Conferences and Training

DescriptionHPD Creative has guidelines for all employees regarding Conferences and Training

Purpose

*sta#lish guidelines for the travel and other #usiness+related epenses of HPD Creativeemployees for #usiness+related purposes.

*nsure that employees are aware of what is considered an accepta#le epense that will #eeligi#le for reim#ursement.



"cope

This policy applies to any employee who is traveling for #usiness reasons$ for HPD Creative employeeswho ma&e travel arrangements$ and should #e used #y employees who review$ approve$ process$ or record travel documentation.


Procedure

%pproval for attendance at conferences$ seminars and trainings should generally #e approved #ythe relevant partner.

6lights and accommodation must #e #oo&ed through the %dministration Manager who will ensurethat the #est discounts are o#tained.

To facilitate #oo&ing arrangements$ the traveller must contact the Mar&eting Director for

arrangements to #e made as soon as possi#le.Registration fees for a conference can entitle the traveller to free meals at the conference venue.Claims for meals at other venues when these 3free3 conference meals are availa#le will not #e paid for.


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-ther Reim#ursa#le *penses

Policy Ref

PN0035

Policy

Other Reimbursable Expenses

DescriptionHPD Creative has guidelines for all employees regarding -ther Reim#ursa#le *penses

Purpose

*sta#lish guidelines for the travel and other #usiness+related epenses of HPD Creative

employees for #usiness+related purposes.*nsure that employees are aware of what is considered an accepta#le epense that will #eeligi#le for reim#ursement.

*nsure that there is fair and e,uita#le treatment of employees #y defining procedures for authorised#usiness travel and guidelines for epense reim#ursement.


"cope


HPD Creative management recognises that$ in some isolated cases$ #usiness related epenses might

need to #e reviewed on a case+#y+case #asis> however$ this primarily applies if the epense in ,uestionis not covered #y this policy.

Procedure-ther accepta#le reim#ursa#le travel epenses are/

-ffice services 'i.e. faes$ copies$ overnight delivery !postage( Currency conversion fees

2usiness gifts of reasona#le value with prior management approval. % receipt of purchase for the gift is mandatory as an unusual item of epense.

7aundry "ervice/ %ctual and reasona#le laundry epenses will #e reim#ursed. Receipts must #eprovided. This applies only after the employee has #een away from home for five consecutive

days$ or if the trip has #een unepectedly etended.Telephone/ In order to &eep company epenses in line with our #udget$ we re,uest that to theetent possi#le$ personal calls #e &ept #rief.


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5on+Reim#ursa#le *penses

Policy Ref

PN0036

Policy

Non-Reimbursable Expenses

DescriptionHPD Creative has guidelines for all employees regarding 5on+Reim#ursa#le

Purpose





"cope



Procedure

The Company will not reim#urse employees for any personal epenses$ which include$ #ut are notlimited to$ entertainment or meal epenses not directly related to or associated with the activeconduct of the companys #usiness. The company will not reim#urse #usiness entertainment ormeals epenses that are lavish or etravagant.


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Responsi#ilities

Policy Ref

PN0037

Policy

Responsibilities

DescriptionHPD Creative has guidelines for all employees regarding Responsi#ilities

Purpose



*nsure that there is fair and e,uita#le treatment of employees #y defining procedures for authorised#usiness travel and guidelines for epense reim#ursement.


"cope



ProcedureManagers) Responsi#ilities/

Managers should &now current travel policy and inform their departmental staff as necessary of company policy and procedures.They are responsi#le for ensuring that$ within their #usiness units or departments/

proper authorisation for travel is o#tained #efore travel commitments aremade$ any travel ependiture is supported with detailed receipts$ and

time and epenses re,uired for the trip are ustified and other more cost+effective methods have#een assessed. They are responsi#le for approving epenses in accordance with policy.

*mployees) Responsi#ilities/

incur only epenses that are consistent with the #usiness needs and eercise care in determiningappropriate ependitures>

su#mit epense reports as outlined in the epense section on this policy$ on a timely #asis> and


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contact your department head or the Mar&eting Director prior to incurring any epenses if you areunclear as to your epense limit.

The Gpositions Responsi#ility/

*nsure that this Travel Policy is availa#le to all travellers$ travel arrangers$ epense approvers andnewly hired employees epected to travel.

*nsure that any epenses reim#ursed or paid for #y the company are in compliance with thisCorporate Travel Policy. Reim#ursements for epenses that are not in compliance with this policyre,uire the written approval of the Mar&eting Director.





HPD Creative

*mail and Internet Bsage


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Definitions

Policy Ref PN0104

Policy

Definitions

DescriptionHPD Creative has guidelines for all employees regarding Definitions.

Purpose

1oicemail$ email$ the internet and other electronic media can #e useful tools in performing wor& relatedtas&s. Therefore HPD Creative provides access to such electronic communications systems andencourages their use for wor&+related activities. However$ HPD Creative will not tolerate any improper use of voice mail$ e+mail$ the Internet or any other electronic medium.

The following "tandard of Conduct policies have #een documented to ensure that procedures andpractices are consistent throughout our company. They have also #een developed to ensure that legalareas are complied with at all times$ especially those relating to the use of electronic communications.


Procedure

6or the purposes of this policy$ IT e,uipment includes servers$ computers$ laptops$ printers$ scanners$copiers$ telephones$ mo#ile phones$ facsimile$ networ& hardware and ca#les$ and all other electronicdevices$ along with any software and systems re,uired for these devices.

The conditions outlined in this section form part of the contract of employment for all employees of HPDCreative.


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Bse of company phones

Policy Ref

PN0105

Policy

Use of company phones

DescriptionHPD Creative has guidelines for all employees regarding Bse of Company Phones.

Purpose

1oicemail$ email$ the internet and other electronic media can #e useful tools in performing wor& related

tas&s. Therefore HPD Creative provides access to such electronic communications systems andencourages their use for wor&+related activities. However$ HPD Creative will not tolerate any improper use of voice mail$ e+mail$ the Internet or any other electronic medium.



Procedure

It is recognised that$ from time to time$ employees will need to ma&e and accept personal calls during the courseof the wor&ing day. These calls are to #e &ept to a minimum. Bnder no circumstances are employees permitted toma&e long distance personal calls$ dial @8== information num#ers or any other chargea#le phone service.


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*mail$ -wnership and Monitoring

Policy Ref

PN0106

Policy

Email, Ownership and Monitoring

DescriptionHPD Creative has guidelines for all employees regarding *mail$ -wnership and Monitoring.

Purpose





Procedure

*+mail and computer systems 'including the information and applications resident on such system( to which the

company provides access are the sole property of HPD Creative. %lthough the company respects the individual

privacy of its employees$ that privacy does not etend to wor&+related conduct and use of the company)s system.

Thus$ employees should not use these systems for any communications which they wish to &eep private.

6urthermore$ employees should #e aware that HPD Creative monitors its electronic communicationssystems to ensure secure and efficient maintenance of our system. The company reserves the right tomonitor and access 'recover$ read$ copy or delete( any email or other communication made through itselectronic system including documents stored #y you on any company computer. %ccess to the Internet

may #e logged and monitored for potential a#use and unethical use. *ven after an electroniccommunication!file is deleted or an Internet session is closed$ it may #e possi#le for the company torecover or recreate that electronic communication$ file or Internet session.

*mployees found to #e #reaching these policies may #e su#ect to instant dismissal.


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"ecurity and Maintenance

Policy Ref

PN0107

Policy

Security and Maintenance

DescriptionHPD Creative has guidelines for all employees regarding "ecurity and Maintenance

Purpose





Procedure

Bsernames and passwords are used to maintain individual accounta#ility. Passwords must therefore not #eshared. *mployees should schedule any lengthy operations which may tie up HPD Creatives systems suchas large file transfers$ video streaming$ mass e+mailing etc. for off+pea& times. In the administration of thesystem$ large communication will #e automatically notified to the system administrator.

HPD Creative reserves the right to impose download limits. In general$ employees are encouraged to delete any

unnecessary e+mail or voicemail messages from the system regularly as retention of such messages can slow or

disa#le the system. %ll employees must adhere to limits set. Bsers of e+mail and Internet must ensure that

incoming or outgoing e+mails or files are scanned for viruses #efore they are run$ accessed or distri#uted.


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%ccepta#le Bse Policy

Policy Ref

PN0108

Policy

Acceptable Use Policy

DescriptionHPD Creative has guidelines for all employees regarding %ccepta#le Bse Policy

Purpose





Procedure

HPD Creatives management intention for pu#lishing an %ccepta#le Bse Policy is not to imposerestrictions that are contrary to the HPD Creative esta#lished culture of openness$ trust and integrity.HPD Creative is committed to protecting its employees$ partners and the company from illegal or damaging actions #y individuals$ either &nowingly or un&nowingly.

1oicemail$ email$ the internet and other electronic media can #e useful tools in performing wor&+relatedtas&s. Therefore HPD Creative provides access to such electronic communications systems andencourages their use for wor&+related activities. However$ HPD Creative will not tolerate improper use of voice mail$ e+mail$ the internet or any other electronic medium.

Internet!Intranet!*tranet+related systems$ including #ut not limited to IT assets$ computer e,uipment$software$ operating systems$ storage media$ networ& accounts providing electronic mail 'Internet mail($various #usiness applications$ we# #rowsing$ etc.$ are the property of HPD Creative. These systems areto #e used for #usiness purposes in serving the interests of the company and of our clients andcustomers in the course of normal operations.

*ffective security and due care of the HPD Creative IT assets is a team effort involving the participation andsupport of every HPD Creative employee and contractor who deals with information and!or information systems.


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It is the responsi#ility of every computer user to &now these guidelines$ and to conduct their activitiesaccordingly.


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Prohi#ited Bse

Policy Ref

PN0109

Policy

Prohibited Use

DescriptionHPD Creative has guidelines for all employees regarding Prohi#ited Bse

Purpose





Procedure

Bnder no circumstances is an employee of HPD Creative authorised to engage in any activity that isillegal under local$ state$ federal or international law while utilising HPD Creative + owned resources.


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Courtesy

Policy Ref

PN0110

Policy

Courtesy

DescriptionHPD Creative has guidelines for all employees regarding Courtesy

Purpose


tas&s. Therefore HPD Creative provides access to such electronic communications systems andencourages their use for wor&+related activities. However$ HPD Creative will not tolerate any improper use of voicemail$ e+mail$ the Internet or any other electronic medium.



Procedure

The use of a#usive$ vulgar$ or o#ectiona#le language on the Internet is unaccepta#le. %dditionally$using the Internet for the intentional harassment or harm of an individual or organisation is prohi#ited.


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"ocial Media

Policy Ref

PN0111

Policy

Social Media

DescriptionHPD Creative has guidelines for all employees regarding "ocial Media

Purpose





Procedure

The use of social media sites and the pu#lishing of #logs$ tweets and personal opinions on these sitescarry with it certain responsi#ilities. *mployees are to refrain from comments that can #e interpreted asslurs$ demeaning$ inflammatory$ etc. Respect the audience. Dont use ethnic slurs$ personal insults$o#scenity$ or engage in any conduct that would not #e accepta#le in HPD Creatives wor&place.*mployees should also show proper consideration for others privacy and for topics that may #econsidered o#ectiona#le or inflammatorysuch as politics and religion.

HPD Creative can and will monitor employee use of social media and social networ&ing we# sites$ even if the

employee is engaging in social networ&ing or social media use away from the office. Derogatory comments a#out

the company or individual employees within the company are not accepta#le under any circumstances and such

action will result in disciplinary proceedings against any employee found to have posted such content.


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7awfulness

Policy Ref

PN0112

Policy

Lawfulness

DescriptionHPD Creative has guidelines for all employees regarding 7awfulness

Purpose

1oice mail$ email$ the internet and other electronic media can #e useful tools in performing wor& related




Procedure

It is not accepta#le to use the HPD Creative networ&ing services$ resources or facilities for anypurposes that violate eisting state or federal laws$ regulations$ policies or procedures. Illegal usage will#ecome the responsi#ility of the user and will lead to disciplinary actions against the employee.


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6ailure to follow policy

Policy Ref

PN0113

Policy

Failure to follow policy

DescriptionHPD Creative has guidelines for all employees regarding 6ailure to 6ollow Policy

Purpose





Procedure

HPD Creative retains the right to monitor employee activities> management will monitor and auditInternet access for the purposes of assuring system security$ proper usage$ and for performance impact.The employee has no rights of privacy in their use of the Internet.


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Discipline

Policy Ref

PN0114

Policy

Discipline

DescriptionHPD Creative has guidelines for all employees regarding Discipline

Purpose





Procedure

6ailure to follow the Internet Bsage Policy will lead to disciplinary action against the employeeconcerned$ which may include reprimand$ loss of Internet access$ suspension$ termination$ or legalprosecution. %ll employee and contractor grievances should #e initially addressed #y the immediatemanager or team leader. If a satisfactory resolution cannot #e met$ the MD should #e consulted.

The following procedure must #e utilised whenever an employee or a contractor has a o# related pro#lem/

The employee or contractor should first discuss the pro#lem with their immediate manager> and

If the employee or contractor is not satisfied with the result of the discussion$ then the manager or employee can ma&e arrangements to discuss the pro#lem with the appropriate partner.

Where the issue remains unresolved$ a full #riefing of the situation is to #e given to the appropriatepartner. Direct discussion with the parties involved will #e underta&en to achieve a resolution.

Where a resolution is not resolved$ HPD Creative has esta#lished a telephone #ased service with aneternal agency Gname on Gphone num#er. This will provide staff and management with instant accessto practical HR advice and guidance.


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Reserved. HPD

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HPD Creative

7eave


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%nnual 7eave

Policy Ref PN0115

Policy

Annual Leave

DescriptionHPD Creative has guidelines for all employees regarding %nnual 7eave

Purpose

The various types of leave covered in this policy are an entitlement of all permanent full+time and part+ timeemployees. %ll leave entitlements have #een documented to ensure that practices meet the 6air Wor& %ct.

%ny employee who is unsure of their entitlement should contact the Gposition for clarification.

%ll employees are epected to update and #rief their immediate supervisor and co+wor&ers on any wor&in progress #efore going on leave.


Procedure %ll permanent employees are entitled to : wee&s 'A= days( paid annual leave accrued on a pro+rata #asis.

%nnual 7eave management is an important part of the #usiness to ensure employees are provided timefor rest and relaation to maintain well+#eing during their wor&ing life$ and avoid ecessive lia#ilities inthe company #alance sheet and unplanned cash strain on resources.

6or these reasons$ annual leave is not to #e ta&en in hourly amounts for personal reasons$ or to offset anemployee)s late arrival at wor&$ etc. Bnder the 7eave %ct @8:: '%mendment @($ %nnual 7eave should not #eta&en in #loc&s of less than @ wee&. Therefore$ alternative arrangements such as Personal 7eave$ days inlieu or 7eave without Pay should #e used. Re,uests to ta&e short periods of %nnual 7eave of less than @wee& are to #e discussed with your manager and the Gposition #efore such a re,uest will #e approved.

%pplying for %nnual 7eave

%n employee can ta&e paid annual leave when the employee)s manager has authorised the leave andthe employees leave #alance e,uals at least the amount of leave they want to ta&e.

%nnual 7eave in %dvance of *ntitlement %n employee is not entitled to ta&e paid annual leave if they have not accrued it. However$ at management)s


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discretion$ it may #e agreed that the employee can ta&e annual leave #efore it is accrued. Depending onthe circumstances this may #e leave granted without pay.

Contracted "taff

7eave of a#sence will #e granted on a negotiated #asis and dependent upon individual circumstances. "uch leaveshall #e on an unpaid #asis as the hourly rate or negotiated price will include a provision for annual leave.

7eave %pplication Process

*mployees wishing to ta&e annual leave must complete a 7eave %pplication 6orm that must #e approved and

signed #y the appropriate manager. 7eave applications should #e su#mitted to a manager where possi#le at least

si wee&s prior to leave. Where employees apply for etended leave of more than four wee&s$ applications should

#e made at least twelve wee&s prior to leave. It is the immediate managers responsi#ility to ensure that wor&

commitments are catered for when considering the personal needs of each employees leave re,uest. Managers

must ensure that the ta&ing of leave does not cause client dissatisfaction whilst also avoiding the accumulation of

outstanding leave. "upervisors should also ensure that the employee has ade,uate leave entitlements. The

approved 7eave %pplication 6orm must #e forwarded for processing and filing to the Gposition.

Refusing to %uthorise %nnual 7eaveHPD Creative is entitled to ta&e into account the operational re,uirements of the wor&place in decidingwhether to authorise annual leave. HPD Creative will not unreasona#ly refuse to authorise annual leave#eing ta&en or ta&e #ac& an authorisation.

Directing an *mployee to Ta&e %nnual 7eave

HPD Creative can direct an employee to ta&e leave if the employee has a large accumulated annualleave #alance.

Please note that a large accumulated annual leave #alance is considered to #e in ecess of ; wee&s for an employee wor&ing < hours per wee& over a A+year period.

HPD Creative can direct an employee to ta&e up to @!: of their ecess leave #alance at any one time inthis situation$ until the #alance is reduced to the amount accrued during the current leave year.

Pu#lic Holidays or "ic&ness occurring during %nnual leave

%n employee will not #e paid annual leave during a day or part of a day that is a pu#lic holiday whichfalls during the period of the employee)s a#sence from wor& on annual leave.

If a pu#lic holiday falls during a period when an employees is a#sent from wor& or the employee is sic&and ta&es paid sic& leave for the period of their illness$ the employee)s annual leave accrual will not #ereduced #y that day or period.

%ccumulation of %nnual 7eaveIt is the o#ligation of managers to monitor annual leave entitlements and ensure they are ta&en within @Amonths of the due date. Where it is not practical to grant or to ta&e annual leave in any year$ theemployee concerned will #e a#le to access this leave in the following year. 7eave should not #e allowedto accrue more than ; wee&s without the permission of the Gposition.In cases of accumulated leave inecess of ; wee&s) leave$ the firm may provide employees with four wee&s) notice to ta&e any leave.


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Reserved. HPD

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Personal 7eave

Policy Ref

PN0116

Policy

Personal Leave

DescriptionHPD Creative has guidelines for all employees regarding Personal 7eave

Purpose

The various types of leave covered in this policy are an entitlement of all permanent full+time and part+time

employees. %ll leave entitlements have #een documented to ensure that practices meet the 6air Wor& %ct.

%ny employee who is unsure of their entitlement should contact the Mar&eting Director for clarification.



ProcedurePersonal leave com#ines sic& leave and carer)s leave.

%ll permanent staff will accrue A wee&s '@= days( per annum paid personal leave for each completedyear of service$ or part thereof accrued on a pro+rata #asis.

Bnta&en personal leave will accumulate from year to year.

There is no limit on the amount of carer)s leave that can #e ta&en in any @A month period provided theemployee has accrued sufficient personal leave. Carer)s 7eave is only to #e used for loo&ing after amem#er of the employee)s immediate family.

Immediate family includes spouse$ child$ parent$ grandparent$ grandchild or si#ling of the employee as well as the

child$ parent$ grandparent or si#ling of the employee)s spouse 'in+laws( and step+children. % household mem#er is

considered as someone who the person may share a house with$ a girlfriend!#oyfriend$ partner or someone else

who is dependent on the person or who the person is particularly close to.

In the event that a staff mem#er has used up all their Carer)s 7eave entitlement$ an additional A daysunpaid carer)s leave is availa#le for each occasion if an immediate family mem#er$ or householdmem#er$ re,uires care or support #ecause of/a personal illness$ or inury of the mem#er> or


Creative - Page 113




an unepected emergency affecting the mem#er.

5otice and *vidence Re,uirements

%n employee must notify their manager as soon as reasona#ly practica#le when ta&ing personal leave$unless the circumstances are #eyond the employees control.

Medical Certificates must #e su#mitted for paid personal leave/where any time off on personal leave etends #eyond one wor&ing day>

where the a#sence ta&es place on a day prior to or following a pu#lic holiday$ wee&end or annualleave day> or

for each su#se,uent day off when the employee has ta&en three single days of personal leave inany given @A month period.

Certificates must #e signed #y a registered health practitioner. *mployees may ma&e a statutorydeclaration if a medical certificate is not reasona#ly attaina#le. In the case of an employees claim for paid carers leave$ the following applies/

a medical certificate from a medical practitioner is re,uired if the care and support provided #y theemployee is #ecause of a family mem#ers personal illness or inury> or

a statutory declaration may #e made #y the employee if the care and support is re,uired #ecauseof an unepected emergency affecting a family mem#er.

*mployees wishing to ta&e Personal!Carer)s leave must complete a 7eave %pplication 6orm that must#e approved and signed #y the appropriate manager upon their return.

The re,uired document must #e given to the relevant manager as soon as reasona#ly practica#le.

5otification of %#sence

%ny employee who is a#sent from wor& due to illness must notify their immediate manager at theearliest opportunity. *cept in emergency situations$ no employee is to have another person call in sic&on their #ehalf. 5otification via email is accepta#le.

*tended %#sences

Where an employee is a#sent from wor& #ecause of personal illness or inury and has used up their entitlement tosic& leave$ their manager may approve 7eave Without Pay. %n employee shall not #e entitled to #e paid sic& leave

for any period in respect of which he or she is entitled to wor&ers compensation payments.

Returning to Wor& %fter *tended %#sence

%n employee who has #een a#sent from wor& on sic& leave for more than two wee&s should not returnto wor& without a confirmation from the employee)s doctor that the employee is fit to resume wor&. The

company may as& the employee to attend a doctor nominated #y the company for a medical chec&+up'at the company)s epense( if no such certificate is provided.


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Compassionate 7eave

Policy Ref

PN0117

Policy

Compassionate Leave

DescriptionHPD Creative has guidelines for all employees regarding Compassionate 7eave

Purpose

The various types of leave covered in this policy are an entitlement of all permanent full+time and part+ time





Procedure %ll employees are entitled to ta&e up to two days of paid Compassionate 7eave for each occasion when amem#er of the employee)s immediate family or mem#er of the employee)s household contracts or developsa personal illness or sustains a personal inury that poses a serious threat to the mem#er)s life.

%n employee is also entitled to Compassionate 7eave if the family!household mem#er dies.

Compassionate leave may #e ta&en as a continuous period of two days or two separate periods of oneday each$ or any separate periods agreed #etween the manager and the employee.

The employee is re,uired to give his or her manager notice of the ta&ing of compassionate leave. 5otice must #egiven as soon as practica#le. Compassionate leave will #e recorded using the 7eave %pplication 6orm.


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Parental 7eave

Policy Ref

PN0118

Policy

Parental Leave

DescriptionHPD Creative has guidelines for all employees regarding Parental 7eave

Purpose






ProcedureParental leave provides the opportunity for employees to devote time to their child or children during thefirst year of their parenting relationship without disadvantaging those employees and their career. HPDCreative complies with all aspects of the 6air Wor& %ct and federal government)s Paid Parental 7eave"cheme$ as re,uired.

*ligi#ility for leave %n employee is eligi#le for @A months continuous leave$ if they have/

#een continuously employed #y HPD Creative for at least twelve months prior to the epected dateof the #irth or adoption of the child>

ta&en on the role of primary care+giver of a child whether through #irth or adoption.

*ighteen '@<( wee&s of parental leave are paid in accordance with the federal Paid Parental 7eave "cheme if theyhave also met the re,uirements of the federal government scheme in terms of wor& hours and income.

Parental leave etends for a maimum of @A months. %ccrued annual leave or long service leave may#e ta&en during the @A month leave period #ut not in addition to it. %nnual leave or long service leavemust #e applied for as a separate leave entitlement.

%ll entitlements to parental leave will normally apply once only within a twelve+month period.


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7eave for 5on Primary Care 9iver

Where an employee is not the primary care giver of a child #ut #ecomes a parent$ whether through #irth or

adoption$ they are also eligi#le for up to @A months) unpaid parental leave$ to #e ta&en at the conclusion of the

primary care giver)s leave$ ecept for a period of up to wee&s) concurrent leave 'see *mployee Couples Who

*ach Intend To Ta&e 7eave #elow(. The employee must have #een continuously employed #y Company for at

least twelve months prior to the epected date of the #irth or adoption of the child to #e eligi#le for this leave. The

total period of paid and unpaid leave for #oth care givers must not eceed A: months.

Continuity of "ervice

The period of time spent on parental leave is not treated as a #rea& in service. Periods of parental leavewill count as continuous service for calculation of entitlements for notice of termination and re,uests for flei#le wor&ing arrangements. It does not count as service for other entitlements such as paid annualleave or paid personal leave. %#sence on parental leave is not included in an employee)s period of service for the purpose of calculating long service leave.

*mployee)s Responsi#ilities-nce an employee #ecomes aware of the fact that they are going to #ecome a parent they should inform theGposition as soon as practica#le. In order to #e eligi#le for the entitlements within this policy an employee willnormally need to provide/ a minimum of @= wee&s written notice of their intention to ta&e parental leave. Thisena#les HPD Creative to plan for their a#sence and arrange for hand over> a minimum of : wee&s writtennotice of the dates on which an employee wishes to start or end the parental leave> a registered medicalpractitioners certificate confirming pregnancy and the epected date of #irth$

-R

a registered medical practitioners certificate confirming the employees partner is pregnant and the epected

date of #irth. In the case of employees also ta&ing on the role of primary care+giver$ a statutory declarationstating that they will #e ta&ing on the role of primary care+giver for a new child and that their partner is notreceiving paid parental leave from any employer or any other source must #e provided.

Relevant documentation which confirms the employees status as an adopting parent and gives the dateon which the parenting responsi#ility is epected to commence and$ in the case of employees alsota&ing on the role of primary care+giver$ a statutory declaration stating that the employee will #e ta&ingon the role of primary care+giver for a new child and that their partner is not receiving paid parentalleave from any employer or any other source.

*mployee Couples Who *ach Intend To Ta&e 7eave

If each mem#er of a couple employed #y HPD Creative wish to ta&e parental leave$ thenemployee couples can ta&e up to < wee&s unpaid parental leave at the same time and can ta&e itin separate periods e.g. A periods of A wee&s off each.

7eave for an *mployee Whose Partner is 5ot an *mployee of Company

%n employee whose partner is not an employee of HPD Creative is entitled to the same parental leaveentitlements$ #ut must ta&e these entitlements in accordance with the %ct$ as outlined a#ove.

%n employee who wishes to ta&e this leave is re,uired to su#mit the application in accordance with the


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adopting parentpartner of the adopting parentparent in a surrogacy arrangementpartner of a parent in a surrogacy arrangement$ or

same+se partner of the #irth mother$ #iological father or the adoptingparent and/

provide care for a child #orn or adopted from @ anuaryA=@ are an %ustralian resident

meet the wor& test$ which re,uires them to have wor&ed for/at least @= of the @ months #efore the Date the Dad and Partner Pay period starts$ and

at least = hours in that @= month period 'ust over a day a wee&($ with no more than an eightwee& gap #etween two consecutive wor&ing days

had an individual adusted taa#le income of Q@E= === or less in the financial year either #efore thedate of the claim or the date the Dad and Partner Pay period starts 'whichever is earlier($ and

are on unpaid leave or not wor&ing during the Dad and Partner Pay period

5otifying changes in circumstances

%n employee may etend the period of parental leave if/they provide at least A< days written notice to the Mar&eting Director #efore the original epiry dateof the leave and the firm is in agreement> and

the total period of parental leave already ta&en is less than the maimum of @A months.

"hould an employee wish to return to wor& earlier than advised$ they will need to ma&e this re,uest inwriting to the Gposition and approval will #e at the discretion of the Mar&eting Director.

In the event that an employee decides not to return to wor& at the end of parental leave$ the employeemust confirm this in writing to the Mar&eting Director$ giving the appropriate notice period$ as soon as itis practically possi#le.

Cancellation of Parental 7eave

Where parental leave needs to #e cancelled$ an employee is to contact the appropriate manager toarrange a return to wor&.

*tension of Parental 7eave

%n employee who ta&es unpaid parental leave for the availa#le parental leave period may re,uest HPDCreative to agree to an etension of unpaid parental leave for a further period of up to @A monthsimmediately following the end of the availa#le parental leave period. The period of the etension cannoteceed @A months$ and is further reduced #y periods of unpaid parental or special maternity leave thatthe other partner has already ta&en.

The re,uest must #e in writing and must #e given to HPD Creative at least : wee&s #efore the end of the availa#le parental leave period. If refused$ HPD Creative will provide a written response with detailsof the reasons for the refusal.

"pecial maternity leave % female employee can ta&e unpaid special maternity leave if she can)t wor& #ecause/

1• she has a pregnancy related illness> or

2• if her pregnancy ends for a reason other than the #irth of a living child$ within A<wee&s of the epected #irth date 'for eample$ if a child is still #orn(.


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If an employee needs to use unpaid special maternity leave$ she needs to give HPD Creative notice assoon as she can 'which may #e after the leave has started(. "he also is re,uired to tell HPD Creativehow long she epects to #e on leave.

If the special maternity leave is ta&en for a pregnancy related illness$ it ends either when the pregnancyends or the illness ends 'whichever is earlier(. If an employee is ta&ing special maternity leave #ecauseof a miscarriage or still #irth$ the leave can continue for as long as she is not fit for wor&.HPD Creative will re,uire evidence for the leave 'e.g. a medical certificate(.

To #e entitled to unpaid special maternity leave$ an employee needs to meet the eligi#ility criteria for unpaid parental leave.

"pecial Maternity 7eave does not reduce the amount of unpaid parental leave an employee can ta&e.

*mployees who ta&e special maternity leave are still entitled to ta&e the full @A months unpaid parental leave.

Replacement of *mployees on Parental 7eave

If employing replacement staff$ promoting or transferring an employee to cover periods of parental

leave$ the employer MB"T inform this employee of the temporary nature of the employment and therights of the employee who is #eing replaced.

Return To Wor& 6ollowing Parental 7eave

5ot less than four wee&s) notice in writing is re,uired prior to the epiration of parental leave of anemployee)s intention to return to wor&. The employee is entitled to return to their position heldimmediately prior to parental leave$ provided that position still eists within the company. If the positionno longer eists$ an employee is entitled to a compara#le position in status and pay to that of the former position$ which the employee is ,ualified and capa#le of performing.

Transfer to a "afe Role

*mployees shall have the right to transfer to a safe o# if$ in the opinion of a registered medical practitioner$a female employee is una#le to continue in her present position #ecause of illness or ris&s arising out of her pregnancy or ha4ards connected with that position. If transferred$ the employee is entitled to the sameentitlements$ full rate of pay and ordinary hours as her usual o#. Pregnant employees are entitled totransfer to a safe o# even if they haven)t wor&ed for HPD Creative for the re,uired @A months.

HPD Creative and the employee may also agree to wor& different hours.

Paid N5o "afe o#) 7eave

If HPD Creative cannot transfer the employee to a safe o#$ the employee can ta&e 'or #e re,uired tota&e( paid Nno safe o#) leave. The leave is only paid if the employee is entitled to ta&e unpaid parentalleave 'i.e. if they have wor&ed for the #usiness for @A months(.

*mployees who aren)t entitled to ta&e parental leave 'i.e. if they haven)t wor&ed for the #usiness for @Amonths( may get unpaid Nno safe o#) leave.During paid Nno safe o#) leave$ the employee will #e paid her #ase rate of pay for the ordinary hours shewould have normally wor&ed. Paid Nno safe o#) leave continues for the time in the medical certificate or until the pregnancy ends.This leave doesn)t affect the unpaid parental leave the employee is entitled to.

Termination of *mployment while on Parental 7eave


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%n employee on parental leave may terminate their employment at any time #y giving the appropriatenotice in writing.

HPD Creative will not terminate an employee on the grounds of their a#sence on maternity!paternityleave. However their employment may #e terminated for 3-perational Reasons3 meaning they will #eretrenched #ecause their position has #ecome redundant.

"uperannuation while on Parental 7eave

*mployee)s superannuation entitlements will remain unchanged as a result of ta&ing parental leave.However$ superannuation #enefits will #e 3fro4en3 for the period of leave. *mployees should suspendsuperannuation contri#utions whilst on leave.

%doption 7eave

%doption leave may #e ta&en in connection with the adoption of a child under the age of siteen yearswho has not previously lived continuously with the employee for a period of si months or more as atthe day of placement$ and is not a child or step+child of the employee or the employees spouse.

The maimum period of adoption leave is EA wee&s$ less the amount of related authori4ed leave ta&en

#y the employee. %dditional leave as indicated in the clause outlining provision for parental leave mayalso #e ta&en if the prime purpose for ta&ing the leave is to provide full time care to the child.

NJeeping in Touch) Days

Bnder the Paid Parental 7eave scheme$ employees have the option to &eep in touch with the wor&place$ withthe prior consent of HPD Creative. The purpose of the NJeeping in Touch) provision is to allow employees toremain connected with their wor&place without losing their entitlement to Parental 7eave Pay.

*mployees will #e considered as NJeeping in Touch) if they participate in a paid wor& activity for thepurpose of assisting the transition #ac& into the wor&place. The provision ensures that employees donot lose the entitlement to Parental 7eave Pay #y participating in paid wor& for the purpose of NJeepingin Touch). % paid wor& activity for the purpose of NJeeping in Touch) is designed to assist employees to/

refresh his or her s&ills#ecome familiar with new or updated processes#e involved in discussions or meetings that may affect his or her role.

*mployees can access up to @= NJeeping in Touch) days from when they #ecome the child)s primarycarer until the end of the Paid Parental 7eave period$ however they can)t ta&e a NJeeping in Touch) daywithin the first two wee&s following the #irth or adoption of the child. If an employee participates in a paidwor& activity for one hour or more in a day for the purpose of NJeeping in Touch)$ that day will count asone NJeeping in Touch) day toward the @=+day limit.

*mployee participation in a NJeeping in Touch) activity$ the arrangements for the activity and the type of paid wor& activity that an employee will perform will #e what is mutually agreed #etween HPD Creative

and the employee. *ither party can decide not to implement a NJeeping in Touch) activity. %ctivities couldinclude$ #ut are not limited to/

participating in a planning meeting$performing on+the+o# training$ and

performing wor& to #ecome familiar with the wor&place or his or her role #efore returning to wor&.

If an employee participates in a wor&place activity that he or she is not entitled to receive any paymentor #enefit for$ the activity will not count as a NJeeping in Touch) day or as returning to wor&.


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However$ NJeeping in Touch) does not prevent employees from voluntarily attending the wor&place to/visit colleagues$participate in social events$ orunderta&e other unpaid activities at wor&.

*mployees who perform paid wor& on a NJeeping in Touch) day will #e paid in accordance with their contract of employment.

Paid Wor& during Parental 7eave

If an employee participates in paid wor& #efore the end of the Paid Parental 7eave period for any purpose other than for NJeeping in Touch)$ the Parental 7eave Pay will stop. *mployees will also #e considered as havingreturned to wor& if they accesses more than @= NJeeping in Touch) days during the Paid Parental 7eave period.

Parental 7eave + "ee& %dvice

This is a comple entitlement which re,uires detailed understanding #efore underta&ing. *mployees arestrongly urged to consult with the Mar&eting Director prior to ma&ing arrangements for Parental 7eave.


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7ong "ervice 7eave

Policy Ref

PN0119

Policy

Long Service Leave

DescriptionHPD Creative has guidelines for all employees regarding 7ong "ervice 7eave

Purpose






Procedure*ntitlement to long service leave is determined according to the legislation of the state in which theemployee is employed at the time of the 3relevant event3 that triggers the entitlement 'i.e. reaching there,uisite length of service or termination of employment(.

6or the purpose of ascertaining an employee)s entitlement to long service leave$ employment is deemedto #e continuous notwithstanding most authorised a#sences. However$ a#sence due to maternity$paternity leave or leave without pay while the continuity of service is not #ro&en> do not count as servicefor accrual purposes and employees are re,uired to wor& an additional period e,uivalent to the durationof a#sence in order to ,ualify for long service leave.

Bpon attaining the defined period of continuous service with the company$ applications for long service leaveshould #e made on the 7eave %pplication 6orm #y the employee re,uiring leave$ giving a two months) noticeif leave is for a period not eceeding three wee&s otherwise si months) notice is re,uired. %n approved7eave %pplication 6orm must #e forwarded to the Human Resources -fficer for processing and filing.

The period of leave is not etended #y sic& leave or ury service$ which may occur during a period of long service leave.


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Reserved. HPD

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7ong "ervice 7eave Payments

Policy Ref

PN0120

Policy

Long Service Leave Payments

DescriptionHPD Creative has guidelines for all employees regarding 7ong "ervice 7eave Payments

Purpose






ProcedurePay %rrangements

*mployee salaries are electronically paid into the employees #an& account on a wee&ly #asis. This arrangementshall also apply to payments made whilst the employee is on leave. Re,uests for alternative pay arrangements

whilst on leave will only #e approved in special circumstances and must #e approved #y the Mar&eting Director.


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7eave Without Pay

Policy Ref

PN0122

Policy

Leave Without Pay

DescriptionHPD Creative has guidelines for all employees regarding 7eave without Pay

Purpose

The various types of leave covered in this policy are an entitlement of all permanent full+time and part+time





Procedure %pplications for leave without pay for periods of up to one month should #e made on the 7eave %pplication 6orm$ su#ect to management approval. *cept in etraordinary and ustifia#lecircumstances$ leave without pay shall not #e granted/

where an employee has an entitlement to accrued or pro rata annual leavewhere wor& commitments cannot #e met during the proposed leave.

*tended 7eave without Pay

Where an employee wishes to ta&e etended leave 'more than one month( without pay for overseas travel or educational purposes$ for eample$ this will #e su#ect to the Mar&eting Director approval. "uch applicationsmust #e supported with a written outline of the reasons and the #enefits to #e derived #y the employee.

%n application for etended unpaid leave will need to #e supported #y the direct manager #efore the"taff Partner will consider approval. "uch approval may #e su#ect to special HPD Creatives conditionsin respect to o# availa#ility upon return$ continuity of service etc.

Continuity of "ervice

When leave without pay is granted$ in most cases continuity of service will #e retained. However$ the period of

leave without pay will not count towards company service. 5o guarantees can #e made as to the availa#ility of the

employees eisting position upon return from etended leave without pay. 7ong service$ annual leave and


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other service+related #enefits shall all #e suspended during periods of leave without pay.


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Community "ervice 7eave

Policy Ref

PN0123

Policy

Community Service Leave

DescriptionHPD Creative has guidelines for all employees regarding Community "ervice 7eave

Purpose






Procedure*mployees$ including casual employees$ are entitled to ta&e leave to carry out certain communityservice activities such as/

ury service 'including attendance for ury selection(

a Nvoluntary emergency management activity) where all the followingapply/ the activity deals with an emergency or natural disaster

the employee engages in the activity on a voluntary #asis

the employee is a mem#er of$ or has a mem#er+li&e association with$ a Nrecognised emergencymanagement #ody)

the #ody re,uests the employee to engage in the activity$ or it would #e reasona#le to epect thatsuch a re,uest would have #een made if circumstances had permitted.

%ny employee who is re,uired to attend for ury Duty should provide a copy of the "ummons to theGposition. The company will pay normal salary and no leave need #e ta&en.

Where the employee attends for ury "ervice$ the company will re,uire a refund of the ury or witness fees.


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%rmed "ervice 7eave

Policy Ref

PN0171

Policy

Armed Service Leave

DescriptionHPD Creative has guidelines for all employees regarding %rmed "ervice 7eave

Purpose

The various types of leave covered in this policy are an entitlement of all permanent full+time and part+ timeemployees. %ll leave entitlements have #een documented to ensure that practices meet the 6air Wor& %ct.




ProcedureThe Defence 'Re+*sta#lishment %ct( @8;E covers employer responsi#ilities for employees who areDefensive 6orce Reservists. The following ta#le provides a summary of OKSs o#ligations to employeeson Defence 6orce "ervice.

Type of "ervice *mployment %nnual F "ic& 7eave 7ong "ervice 7eave "uperannuation

Protection entitlements entitlements1oluntary *mployment 5ot protected #y 5ot protected #y Period of defence

suspended legislation 6ederal 7egislation. service not*mployees under considered to #esome 6ederal service inawards accrue employment

entitlementsReservists called up *mployment *mployment *ntitlements accrue Depends onto serve suspended. continuous #ut category of fund

"tatutory provisions entitlements do not and terms of trusteist for employees accrue deedto apply to resumewor& or to #ereinstated on


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completion

Reservists on *mployment *ntitlements accrue *ntitlements accrue Depends onshort+term training suspended. category of fundor other service "tatutory provisions and terms of trustfied or under eist for employees deedregulation to apply to resume

wor& or #ere+instated oncompletion


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HPD Creative

Performance Management


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Performance Review and Reporting

Policy Ref PN0125

Policy

Performance Review and Reporting

DescriptionHPD Creative has guidelines for all employees regarding Performance Review and Reporting

Purpose

It is the policy of HPD Creative that employee performance will #e formally reviewed on a si+monthly andannual #asis. The purpose of the review is to recognise strengths$ identify areas for development and toconstruct future plans that reflect the aspirations of the individual as well as the re,uirements of the firm.

Performance reviews provide an opportunity to identify any needs or concerns that employees mayhave with regard to their performance o#ectives$ development needs and!or aspirations andmanagement support and resourcing.

The ultimate aim of performance management is to ensure the ongoing economic via#ility of the company #ycreating a wor&force of individuals who are highly motivated and constantly deliver high ,uality outcomes. Toachieve this aim$ we are committed to providing each staff mem#er with the following/

Performance 6eed#ac& which is regular and constructive.

% Performance Improvement Plan which reviews the/alignment #etween Company and Individual goals>

areas for performance improvement identified in the performance feed#ac&session> and training or other learning programs to #e underta&en



HPD Creative is committed to effective performance management$ through regular formal and informalfeed#ac& and review$ and open communication.

%ll managers are re,uired to/

Conduct an annual review of all staff in compliance with the performance review procedure.Report completion and results of performance review to the Gposition and!or Gposition.

Ta&e appropriate corrective action to any performance related pro#lems.


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Review procedure

The review process will #e conducted in May!une and Decem#er each year so that financialadustments to #udgets$ wor& plans and salaries can commence on @ uly each year. In addition$informal performance reviews are mandatory for all employees and are to #e conducted regularly at themanager)s discretion$ #ut at least ,uarterly as a minimum. %ll new employees are re,uired to undergo aformal performance review prior to completion of their pro#ationary period.

2oth the employee and reviewing manager must/Prepare in advance for the review.Discuss and review the employee)s performance.

Review previous and identify new personal developmentgoals. Develop and agree on an individual learning plan.

Discuss what training!development the employee will re,uire to achieve the new goals ando#ectives they have agreed to.

Review the employee)s o# description and update to reflect any changes."ign the review form and let the employee &eep a copy and file a copy in the employee)s personnel file.


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Performance 6eed#ac&

Policy Ref

PN0126

Policy

Performance Feedback

DescriptionHPD Creative has guidelines for all employees regarding Performance 6eed#ac&

Purpose

It is the policy of HPD Creative that employee performance will #e formally reviewed on a si+monthly and

annual #asis. The purpose of the review is to recognise strengths$ identify areas for development and toconstruct future plans that reflect the aspirations of the individual as well as the re,uirements of the firm.



Performance 6eed#ac& which is regular and constructive. % Performance Improvement Plan which reviews the/

alignment #etween Company and Individual goals>areas for performance improvement identified in the performance feed#ac&session> and training or other learning programs to #e underta&en


Procedure

The purpose of performance feed#ac& is to review the employee)s performance to ensure thatperformance is on trac&.

If there are any areas where performance deviates from epectations then an improvement plan is to #edeveloped.

6eed#ac& can also #e a valua#le motivational tool when praise is given for good performance andencouragement and support provided where performance needs to #e improved.


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Performance Counselling

Policy Ref

PN0127

Policy

Performance Counselling

DescriptionHPD Creative has guidelines for all employees regarding Performance Counselling

Purpose








Procedure

-ccasionally there will #e employees who do not meet performance epectations. -ur o#ective is toensure in such a situation the employee concerned clearly understands what those epectations areand what is re,uired for them to meet those epectations.

"uch a situation re,uires a formal process of counselling that is intended to provide clear feed#ac& tothe individual and provide the opportunity to resolve the pro#lem. We aim to raise the performance ofthe employee to an accepta#le standard$ to minimise or entirely eliminate the pro#lem and to achievea continuing or improved relationship #etween the employee and the company.

Managers need to move ,uic&ly to address continuing su#standard performance #ecause ignoring it will send a


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message to the employee concerned$ and other staff mem#ers who are aware of it$ that thecompany is indifferent to performance standards.

Minimum Re,uirements

With the eception of serious misconduct$ discussions around performance pro#lems must #econducted in accordance with the following performance counselling procedure/

Identify and clearly communicate the cause of poor performance and ta&e appropriatecorrective action. -ngoing performance pro#lems must #e reported to the Mar&eting Director

"uch a situation re,uires a formal process of counselling that is designed to provide clear feed#ac&to the individual and provide the opportunity to resolve the pro#lem. The purpose is to raise theperformance of all employees to an accepta#le standard.

If the employee fails to respond to$ or ignores$ performance counselling then disciplinary actionmay #e necessary.


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Disciplinary %ction

Policy Ref

PN0128

Policy

Disciplinary Action

DescriptionHPD Creative has guidelines for all employees regarding Disciplinary %ction

Purpose








Procedure

If performance review and counselling are una#le to effect an accepta#le and sustainedperformance improvement or if a case of wilful misconduct or a maor offence occurs$ whichdoes not warrant instant dismissal$ then a formal #ut fair process of discipline should #egin.

Minimum Re,uirements2efore the process #egins discussion with and approval from the Mar&eting Director must occur/

Discussion and approval of the "taff Partner must #e o#tained prior to enforcing disciplinaryaction. Written warnings must #e completed$ signed and filed in the employee)s personnel file.

Report the outcomes of the disciplinary action to the Mar&eting Director .


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HPD Creative

Diversity Policies and

9uidelines


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Discrimination

Policy Ref PN0129

Policy

Discrimination

DescriptionHPD Creative has guidelines for all employees regarding Discrimination

Purpose

The purpose of this policy is to ensure that all employees at HPD Creative are treated e,ually in allemployment matters regardless of se$ nationality$ religion$ handicap$ marital status$ personalassociation$ seuality and pregnancy and that they are a#le to perform their o# re,uirements in anenvironment that is free from discriminating$ harassing or #ullying #ehaviour.

This policy applies to all matters of employment including recruitment$ selection$ placement$ transfers$performance review$ promotions$ training and development and terminations. It also applies toremuneration practices$ #enefits and all other conditions of employment.

6urther *,ual *mployment -pportunity training is covered in HPD Creatives Training Program that allemployees complete as part of induction.


Procedure

HPD Creative is committed to HR policies that provide for e,ual employment opportunity. This policy ofe,ual treatment is without regard to age$ race$ religion$ se$ seual orientation$ marital status$ ordisa#ility. It includes$ #ut is not limited to employment$ training$ promotion and compensation.

It is the company)s policy that e,ual treatment of employees and applicants is the fairest and#est way to maintain an environment which fosters the highest possi#le performance.

We will provide e,ual career opportunities #ased solely on merit$ which means that progress at HPDCreative will depend on the individual s&ills$ ,ualifications$ a#ilities and aptitude of the individual concerned.

Where necessary$ we will provide special programs to address any issue identified as ano#stacle to e,ual opportunity. In this regard$ the company will #e fulfilling its legal o#ligationsunder Commonwealth %nti+discrimination 7egislation$ and under "tate %nti+Discrimination 7aws.


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The firm)s Discrimination -fficer is the Mar&eting Director .

Minimum 9uidelinesIt is the responsi#ility of all staff to provide a wor&ing environment free of discriminatory #ehaviour.

It is also the responsi#ility of all staff to report any signs of this unwanted #ehaviour to their Manager$ the Discrimination -fficer or another senior staff mem#er.

Management MB"T ta&e all alleged complaints seriously and act on them in accordance with theoutlined procedure$ ensuring that confidentiality is maintained at all times.

%ny person that is privy to alleged complaints MB"T ensure confidentiality at all times and thatcompany procedures are adhered to.

%ll managers and employees #oth individually and collectively are responsi#le for theunderstanding and implementation of the company)s e,ual employment opportunity policy.

Complaints ProcedureHPD Creative has esta#lished a procedure which is designed to eliminate discrimination and toensure that no one is victimised or penalised for ma&ing a complaint.

"hould you wish to ma&e a complaint you must adhere to the following procedure/

Contact the Discrimination -fficer/ This person will listen to your complaint and eplain the various options

that are open to you. The officer will eplain the complaint resolution process to you and discuss with you the

options availa#le$ i.e. whether the process should #e formal or informal and who the most appropriate

mediator will #e for your situation. The final choice of that mediator will #e at your discretion.

%lternative Complaint %venues/ If you do not feel comforta#le approaching your internalDiscrimination -fficer$ the company has made availa#le an eternal coordinator. To access this

you can phone our -rganisation Psychologist '%ttaina#le "olutions( on =L :8L< ;E:. They willlisten to your complaint and discuss the most appropriate net steps.

Confidentiality/ %ny complaint will #e dealt with in strictest confidence. The Discrimination-fficers have #een advised of the need for this and have agreed to maintain strict confidentiality.

-utside %ssistance/ Whilst we will ma&e every effort to resolve any complaint within theorganisation$ any person who feels they have #een discriminated against has the right to ta&e thecomplaint to the *,ual -pportunity Commission.


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Harassment in the Wor&place

Policy Ref

PN0130

Policy

Harassment in the Workplace

DescriptionHPD Creative has guidelines for all employees regarding Harassment in the Wor&place

Purpose

The purpose of this policy is to ensure that all employees at HPD Creative are treated e,ually in all

employment matters regardless of se$ nationality$ religion$ handicap$ marital status$ personalassociation$ seuality and pregnancy and that they are a#le to perform their o# re,uirements in anenvironment that is free from discriminating$ harassing or #ullying #ehaviour.




ProcedureMinimum 9uidelinesIt is the responsi#ility of all staff to provide a wor&ing environment free of Harassment

It is also the responsi#ility of all staff to report any signs of this unwanted #ehaviour to their Manager$the Discrimination -fficer or another senior staff mem#er.


%ny person that is privy to alleged complaints MB"T ensure confidentiality at all times and thatcompany procedures are adhered to.

%ll managers and employees #oth individually and collectively are responsi#le for the understandingand implementation of the company)s seual harassment policy.


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%ny employee who is determined$ after an investigation$ to have engaged in seual harassment inviolation of this policy will #e su#ect to appropriate sanctions up to and including termination.

Definition

There is no single$ universally accepted definition of seual harassment. However$ the definition adoptedshould #e consistent with the legal definition to avoid any confusion. The most important element toemphasise in any definition is that seual harassment is unwelcome #ehaviour of a seual nature.

6or eample$ seual harassment can #e defined in the following way/

3"eual harassment is any unwanted$ unwelcome or uninvited #ehaviour of a seual nature whichma&es a person feel humiliated$ intimidated or offended. "eual harassment can ta&e many differentforms and may include physical contact$ ver#al comments$ o&es$ propositions$ the display of offensivematerial or other #ehaviour which creates a seually hostile wor&ing environment.3

*amples of seual harassment in the wor&ing environment

uninvited touching>uninvited &isses or em#races>

smutty o&es or comments>

ma&ing promises or threats in return for seual favours>

displays of seually graphic material including posters$ pinups$ cartoons$ graffiti or messages left onnotice #oards$ des&s or common areas>

repeated invitations to go out after prior refusal> seual gestures>

se+#ased insults$ taunts$ teasing or name+calling>staring or leering at a person or at parts of their #ody>

unwelcome physical contact such as massaging a person without invitation or deli#erately #rushingup against them>

touching or fiddling with a person)s clothing e.g. lifting up s&irts or shirts$ flic&ing #ra straps$ or putting hands in a person)s poc&et>

re,uests for se>seually eplicit conversation>

persistent ,uestions or insinuations a#out a person)s privatelife> offensive phone calls$ letters or "M" messages.

Criminal 2ehaviour "ome types of harassment may also #e offences under the criminal law. These include/

Physical molestation or assault> Indecent eposure>

"eual assault>"tal&ing>

-#scene communications 'telephone calls$ "M" messages$ letters etc.(.

If an employee or manager suspects that a criminal incident has occurred$ the individual concernedshould #e advised to report the matter to the police.

What is 5-T considered seual harassment


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"eual harassment is not #ehaviour which is #ased on mutual attraction$ friendship and respect. If theinteraction is consensual$ welcome and reciprocated it is not seual harassment.

"ituations in which harassment may occur

% person may #e harassed #y a supervisor or manager$ co+wor&er$ contractor$ service provider or client. %lthough not all these situations would necessarily give rise to a complaint under the legislation$ itma&es good sense to have these internal procedures for dealing with any harassment which couldaffect the welfare of employees.

Harassment is not ust unlawful during wor&ing hours or in the wor&place itself. The #ehaviour is unlawful inany wor&+related contet$ including conferences$ wor& functions$ office Christmas parties and #usiness trips.


%ny employee who feels that he!she is a victim of seual harassment #y any supervisor$ manager$ other employee$ client or any other person in connection with their employment should #ring the matter to theimmediate attention of the Discrimination -fficer.

HPD Creative has esta#lished a procedure$ which is designed to eliminate discrimination and!or ensurethat no one is victimised or penalised for ma&ing a complaint.


Contact the Discrimination -fficer/ This person will listen to your complaint and eplain the variousoptions that are open to you. The officer will eplain the complaint resolution process to you and discusswith you the options availa#le$ i.e. whether the process should #e formal or informal and who the mostappropriate mediator will #e for your situation. The final choice of that mediator will #e at your discretion.

%lternative Complaint %venues/ If you do not feel comforta#le approaching your internalDiscrimination -fficer$ the Company has made availa#le an eternal coordinator. To access this youcan phone the eternal coordinator on Gphone num#er. They will listen to your complaint and

discuss the most appropriate net steps.

Confidentiality/ %ny complaint will #e dealt with in strictest confidence. The Discrimination -fficershave #een advised of the need for this and all have agreed to maintain strict confidentiality.

-utside %ssistance/ whilst we will ma&e every effort to resolve any complaint within the organisation$any person who feels they have #een discriminated against has the right to ta&e the complaint to the*,ual -pportunity Commission.

Do not ignore seual harassment thin&ing it will go away. "ilence gives the impression that seualharassment is accepta#le.


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Wor&place 2ullying

Policy Ref

PN0131

Policy

Workplace Bullying

DescriptionHPD Creative has guidelines for all employees regarding Wor&place 2ullying

Purpose


employment matters regardless of se$ nationality$ religion$ handicap$ marital status$ personalassociation$ seuality and pregnancy and that they are a#le to perform their o# re,uirements in anenvironment that is free from discriminating$ harassing or #ullying #ehaviour.




ProcedureHPD Creative is committed to providing a wor& environment free from #ullying.

Minimum 9uidelines

It is the responsi#ility of all staff to provide a wor&ing environment free from 2ullying. It is also theresponsi#ility of all staff to report any signs of nature to the Discrimination -fficer.


%ny employee that is privy to alleged complaints MB"T ensure confidentiality at all times and thatcompany procedures are adhered to.

%ll managers and employees #oth individually and collectively are responsi#le for theunderstanding and implementation of the company)s wor&place #ullying policy.


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Definition

-ne definition of wor&place #ullying is 3the repeated less favoura#le treatment of a person #y anotheror others in the wor&place$ which may #e considered unreasona#le and inappropriate wor&placepractice. It includes #ehaviour that intimidates$ offends$ degrades or humiliates a wor&er.3 '"ource

%CTB0!0CCI!0ld 9ovt Department of Wor&place Health and "afety(.

2ullies usually utilise power attri#uted to their status$ s&ills or position in the wor&place$ and #othmen and women can #e the targets and!or the perpetrators. Wor&place #ullying can occur #etween a wor&er and a manager or supervisor$ or #etween co+wor&ers.

2ullying #ehaviour can range from very o#vious ver#al or physical assault to very su#tle psychologicala#use. This #ehaviour may include/physical or ver#al a#use$

yelling$ screaming or offensive language$

ecluding or isolating employees$

psychologicalharassment$ intimidation$

assigning meaningless tas&s unrelated tothe o#$ giving employees impossi#le o#s$deli#erately changed wor& rosters to inconvenience particular employees$ and!or

undermining wor& performance #y deli#erately withholding information vital for effectivewor& performance.

Wor&place #ullying #y any mem#er of staff is deemed to #e unaccepta#le #ehaviour and will #esu#ect to disciplinary action.

The 5ature of 2ullying

2ullying #ehaviour can range from serious to a less serious nature> however one+off incidents can stillconstitute #ullying. %lso$ where continued$ such #ehaviour can undermine the standard of conduct

within a wor& area$ which may erode the well#eing of the individual or group #eing targeted and lead tolower overall staff performance.

The a#sence of complaints is not necessarily an indication that no #ullying is occurring. The personsu#ected to #ullying #ehaviour does not always complain. This is not necessarily #ecause the act isdeemed as trivial$ #ut #ecause the person may lac& the confidence to spea& up on their own #ehalf orfeel too intimidated or em#arrassed to complain.

What is 5-T considered to #e 2ullying

Wor&place #ullying must not #e confused with legitimate comment and advice 'including relevantnegative comment or feed#ac&( from managers and supervisors on the wor& performance or wor&

related #ehaviour of an individual or group.

The process of providing feed#ac& to staff during a formal performance appraisal$ or counselling staff regardingtheir wor& performance$ will not always #e free of stress. Managers should manage these processes withsensitivity$ #ut they should not avoid their responsi#ility to provide full and fran& feed#ac& to staff.

Bnsu#stantiated allegations of wor&place #ullying that are designed to put pressure on a staff mem#er are alsoconsidered to #e a form of wor&place #ullying and as such$ are considered to #e unaccepta#le #ehaviour.


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Possi#le discipline outcomes could include one of the following possi#ilities/

Counselling

Demotion

Censure

Dismissal

The firm)s Discrimination -fficer is the Mar&eting Director.


HPD Creative has esta#lished a procedure$ which is designed to stop #ullying and ensure thatstaff are not victimised or penalised for ma&ing a complaint.


%pproach the -ffender/ it may #e appropriate for you to attempt to resolve the issue #y telling theoffender that his or her #ehaviour is unaccepta#le and that you want it to stop. If the offender is toldthat the conduct is distressing$ it will often result in the #ullying ceasing.

Contact the Discrimination -fficer/ This person will listen to your complaint and eplain the various options

that are open to you. The officer will eplain the complaint resolution process to you and discuss with you the

options availa#le$ i.e. whether the process should #e formal or informal and who the most appropriate

mediator will #e for your situation. The final choice of that mediator will #e at your discretion.

1• %lternative Complaint %venues/ If you do not feel comforta#le approaching your Discrimination -fficer$ theCompany has made availa#le an eternal coordinator. To access this you can phone the eternal coordinator on Gphone num#er. They will listen to your complaint and discuss the most appropriate net steps.

Confidentiality/ %ny complaint will #e dealt with in the strictest of confidence. The Discrimination

-fficer has #een advised of the need for this and all have agreed to maintain strict confidentiality.

-utside %ssistance/ Whilst we will ma&e every effort to resolve any complaint within theorganisation$ any person who feels they have #een discriminated against has the right to ta&e thecomplaint to Wor&"afe 5ew "outh Wales.


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Confidentiality

Policy Ref

PN0132

Policy

Confidentiality

DescriptionHPD Creative has guidelines for all employees regarding Confidentiality

Purpose


employment matters regardless of se$ nationality$ religion$ handicap$ marital status$ personalassociation$ seuality and pregnancy and that they are a#le to perform their o# re,uirements in anenvironment that is free from discriminating$ harassing or #ullying #ehaviours.




Procedure

Bnder federal anti+discrimination law an employer$ regardless of their si4e$ may #e legally responsi#lefor discrimination and harassment which occurs in the wor&place or in connection with a personsemployment unless it can #e shown that all reasona#le steps have #een ta&en to reduce this lia#ility.This legal responsi#ility is called vicarious lia#ility.

%ll reasona#le steps is not defined in the legislation #ecause what is reasona#le for a large corporationmay not #e reasona#le for a small #usiness. Rather it is wor&ed out on a case+#y+case #asis. However$it does mean that employers must actively implement precautionary measures to minimise the ris& of discrimination and harassment occurring.

HPD Creative is legally lia#le for the unlawful #ehaviour of its employees$ during the course of employment$ and must demonstrate it has ta&en every reasona#le step to prevent it.

The company is totally committed to ensuring complainants can discuss allegations in an environmentthat is non+threatening and provides complete privacy.


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HPD Creative

"ecurity


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2uilding "ecurity

Policy Ref PN0133

Policy

Building Security

DescriptionHPD Creative has guidelines for all employees regarding 2uilding "ecurity

Purpose

It is the o#ective of HPD Creative to provide an environment in which team mem#ers can feel safe fromattac& and loss of personal property. The following policy and procedures have #een developed toprevent disruption to the wor&ing environment as a result of theft of or malicious damage to facilities$e,uipment$ information or data$ and reduce the ris& of inury or death resulting from attac&$ theft$ or accidental misuse of e,uipment or material #y unauthorised people.


Procedure

%t HPD Creative$ we #elieve security is the responsi#ility of all employees. -ur policy therefore putsgreat emphasis on reporting of incidents as they occur or a#out to occur. More importantly everyoneshould #e conscious of the need to #e actively involved in preventing security violations. %ll securitypro#lems and violations are to #e addressed in a constructive and preventative manner.

%ll employees are re,uired to a#ide #y the following/Do not leave any doors or windows open or unloc&ed. They should all #e chec&ed prior to departure.

Ma&e sure that all cup#oards$ filing ca#inets and storage areas are &ept loc&ed at all times$ with onlyappropriate staff access.

%ll laptops are to #e either ta&en home or loc&ed away at the end of each wor& day.

*nsure that all PC)s and PC monitors are closed down and switched off properly after use. The onlyeception to this is the server$ which remains on at all times.

Do not allow strangers to access office areas without appropriate identification i.e. name andcompany details or without an appointment. Where needed$ direct visitors to the waiting area inreception and advise the person with whom they have an appointment to meet them there.

When you see anything of a suspicious nature$ contact your supervisor + or if not availa#le$ contacta Manager. Ta&e any details down on paper and supply the relevant report to management.

Bnder 5- circumstances are any files$ stoc&$ e,uipment or goods relating to HPD Creative to #eta&en off HPD Creative premises without permission.

Correspondence$ dis&s$ etc.$ containing confidential information should #e put away when not in use


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overnight.

Des&s should #e cleared at the end of each wor&ing day> not only does this help withprofessionalism$ it helps with security.

The a#ove are only samples and your responsi#ility is not limited to these incidents. Please advise yourmanager of any #reaches or potential #reaches in security.

%ll security incidents must #e recorded in writing and su#mitted to the Mar&eting Director .





"ecurity + Data

Policy Ref

PN0134

Policy

Security - Data

DescriptionHPD Creative has guidelines for all employees regarding "ecurity + Data

Purpose

It is the o#ective of HPD Creative to provide an environment in which team mem#ers can feel safe from

attac& and loss of personal property. The following policy and procedures have #een developed toprevent disruption to the wor&ing environment as a result of theft of or malicious damage to facilities$e,uipment$ information or data$ and reduce the ris& of inury or death resulting from attac&$ theft$ or accidental misuse of e,uipment or material #y unauthorised people.


Procedure

HPD Creative stores and maintains large amounts of personal information and other sensitive data. It is the

responsi#ility of staff to protect all HPD Creatives data. This includes the data of clients and suppliers.

Bnder no circumstances are staff permitted to/access data or systems to which the individual has no legitimate access>

remove data from company premises unless in the legitimate course of employment> ena#le unauthorised individuals to access the data>

disclose data in a way which violates applica#le policy$ procedure or other relevant regulations or laws> or inappropriately modify or destroy data.

*mployees are reminded that passwords are &eys for access to information. Kou are accounta#le foryour password$ it is IMP-RT%5T you ta&e the appropriate steps to protect it/don)t share your password>

don)t use names$ #irth dates or repetitive characters> and

if you write your password down$ don)t identify it as such and &eep it somewhere safe$ not in or onyour des& or near the terminal.

%ll confidential correspondence must #e put into the loc&a#le paper #in.

If waste paper is collected from your location$ please ensure that/It contains no information that$ if disclosed pu#licly or to competitors$ would cause Company to lose its


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competitive edge in new product information$ mar&eting$ sales leads or administrative capa#ility.It is collected #y specific security disposa#le arrangement.

1iolations may result in disciplinary action up to and including dismissal$ and!or civil or criminalprosecution under applica#le law.


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Physical "ecurity + Jeys

Policy Ref

PN0135

Policy

Physical Security - Keys

DescriptionHPD Creative has guidelines for all employees regarding Physical "ecurity + Jeys

Purpose




ProcedureIssue of Jeys

When company &eys are issued to an employee each &ey is allocated specifically to that employee.Jeys should not #e transferred to other employees without consulting the Mar&eting Director.

% register of any persons who have access to &eys or who are given &eys is &ept with the Mar&etingDirector . If you are given &eys it is K-BR responsi#ility to ensure that they are &ept safe and if youlose your &eys you may incur costs to install new loc&s and &eys cut.

Please advise the Mar&eting Director immediately if you lose or misplace your &eys.


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1isitors

Policy Ref

PN0136

Policy

Visitors

DescriptionHPD Creative has guidelines for all employees regarding 1isitors

Purpose




Procedure

%ll commercial visitors are to #e met upon arrival and provided supervised access to the HPD Creative premises.

1isitors are to #e escorted #y a HPD Creative employee at all times whilst they are on the premises.

6air Wor& Inspectors

-verview of Powers

% 6air Wor& Inspector has powers to perform a num#er of tas&s related to compliance withCommonwealth wor&place laws.

The types of matters 6air Wor& Inspectors may investigate include/

pay slip and time and wages record+&eepingre,uirements> freedom of association>

right of entry #y unions>

underpayments of wages and entitlements$ including entitlements related to terminating an employee>coercion$ undue influence or pressure and misleading and deceptive conduct in agreement ma&ing>

transfer of #usiness>

sham contracting arrangements>unprotected industrial action>and discrimination.

*ntering Premises


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% 6air Wor& Inspector may enter premises during wor&ing hours if/

they #elieve the 6air Wor& %ct A==8 or a 6air Wor& instrument 'e.g. an award( applies to the wor&place$ andrecords or documents relevant to compliance are on the premises 'including documents on a computer(.

The 6air Wor& Inspector must give you their name and show their identity card to you as soon as theycan. They must not enter any residential premises$ unless they reasona#ly #elieve people wor& there.

While on PremisesWhen a 6air Wor& Inspector is on premises they may/inspect any wor&$ process or o#ect>interview anyone 'a person can refuse to #e interviewed(>as& someone to tell them who has or who can access a record or document>

re,uire the person with access to a record or document to hand it over on the spot or within aspecific timeframe>

inspect and ma&e copies of any record or document &ept on the premises 'hardcopy or oncomputer(> and ta&e samples of any goods or su#stances in line with the regulations.

6air Wor& Inspector)s %ssistants % 6air Wor& Inspector)s assistant can enter premises with the 6air Wor& Inspector if the assistant isneeded and ,ualified to help with the investigation. %ssistants could include IT specialists$ forensicaccountants or interpreters.

%ssistants must not do anything more than help the 6air Wor& Inspector apply their compliancepowers. %ctions done #y the assistant are ta&en to #e the actions of the 6air Wor& Inspector.

%s&ing for a persons name and address

If a 6air Wor& Inspector reasona#ly #elieves a person has contravened Commonwealth wor&place laws$they can re,uire them to give their name and address. If the 6air Wor& Inspector reasona#ly #elieves thedetails are wrong$ they can re,uire that the person provide more information$ including formal identification.

To do this$ the 6air Wor& Inspector must show their identity card and tell the person that$ if they do notcomply with the re,uest for more information$ they may #e contravening the law.

%s&ing for and &eeping records or documents

% 6air Wor& Inspector can re,uire any person$ not ust the person under investigation$ to give them any record ordocument that may help them find out whether someone has contravened Commonwealth wor&place laws.

% 6air Wor& Inspector can re,uire a person to hand them the original records or documents$ inspect them$ma&e copies or record them$ and can &eep them for as long as they need to. However$ they cannot legallysei4e the records or documents 'this means they cant ta&e records or documents without giving notice(.

If they &eep a record or document$ they must let the person who produced it 'or anyone entitled tohave it($ inspect and copy the record or document at all reasona#le times.

In general$ 6air Wor& Inspectors will not &eep the original of a record or document unless its notpractical to ma&e a copy.

Bnion -fficials


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Right of entryBnion officials can enter a wor&place to/

hold discussions with employees who are entitled to #e represented #y theunion$ loo& into a suspected #reach of an award or agreement$

loo& into a suspected #reach of federal wor&place relationslaws$ or loo& into a suspected #reach of WHF" laws.

What unions can do when they enterWhen a union official enters the wor&place to investigate a suspected #reach they can/

inspect any wor&$ process or o#ect that relates to the suspected#reach$ tal& to any person a#out the suspected #reach/

who agrees to #e interviewed$ andwhos entitled to #e represented #y the union

as& the person who occupies the premises or employer to let them loo& at!copy any record or documentthat directly relates to the suspected #reach 'it must #e on the premises in hardcopy or on computer(.

What unions can)t do % union official cant as& to see the records of a non+union mem#er 'unless the non+union mem#er gives their permission$ or the union official is allowed to under a 6air Wor& %ustralia order(.

% union official cant hold discussions with employees during paid wor& time. Discussions mustta&e place during meal times or other #rea&s.

%ccessing records + in detail

Records$ including employees personal information$ such as time sheets$ can only #e accessed ifthey directly relate to the suspected #reach.

-nce the union has an employees personal information$ strict rules govern what the union can dowith this information. The union cannot disclose any of the information unless there are special

circumstances$ such as where theres a serious threat to pu#lic health or safety.


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Property 7oss or Damage

Policy Ref

PN0137

Policy

Property Loss or Damage

DescriptionHPD Creative has guidelines for all employees regarding Property 7oss!Damage

Purpose




ProcedurePersonal Property

HPD Creative does not ta&e responsi#ility for loss and damage of employees) personal property.*mployees are as&ed to not #ring valua#le items or large amounts of cash to wor&. Where anemployee does have items of value in their possession they are as&ed to store those items securely.

%ny loss or damage to personal property must #e reported immediately to your manager. Whereappropriate HPD Creative will conduct a full investigation regarding any loss or damage to propertyand will involve legal authorities if re,uired.

Company Property

*mployees who are issued with laptop computers$ mo#ile phones and tools for their individual use while oncompany #usiness will #e held personally responsi#le for their security and maintenance in good wor&ing order.

Bnder this arrangement should a laptop computer$ mo#ile phone or tools #e lost or damaged theresponsi#le employee may #e re,uired to pay for a replacement.

Reporting "ecurity Incidents

Written reports should #e prepared and su#mitted to one of the partners or the "enior %dministratorimmediately after a security+related incident has occurred. The report should cover any and all informationrelating to who$ what$ when$ where$ why and how aspects of the incident. If time is a critical factor$ thereport should #e made first over the telephone and later confirmed in writing #y email.


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The following types of incidents must #e reported/

criminal acts on company property$ including gam#ling$ possession or use of narcotics$ and moneylending at unreasona#le rates of interest>

theft or misappropriation of company assets>

loss$ theft or suspected theft of proprietary information. %lso any inadvertent or unauthoriseddisclosure of proprietary data>

damage to company property or an employees personal property while on company premisesinvolving actual or suspected mischief$ vandalism or criminal negligence>

natural or man+made disasters> andattempts #y persons to misrepresent themselves as employees or agents.


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HPD Creative

Cessation of *mployment


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Retirement

Policy Ref PN0138

Policy

Retirement

DescriptionHPD Creative has guidelines for all employees regarding Retirement

Purpose

The following section covers a range of circumstances where an employee)s employment with HPDCreative ceases. This includes circumstances initiated #y either the employer or the employee. There isa wide range of laws relevant to termination of employment. The following section deals with departuresin general and covers #oth legal compliance re,uirements as well as suggested procedures.


ProcedureRetirement procedures are essentially the same as resignation procedures.

It is epected that any employee wishing to retire ta&es the appropriate steps to minimise the impact onHPD Creative. Retirement can affect staff morale and the operation of the company. *mployees shouldgive their intention to retire as soon as practical. %dvance notice is important as more often theindividual will #e a senior person$ with a long history within the organisation.


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Resignation

Policy Ref

PN0139

Policy

Resignation

DescriptionHPD Creative has guidelines for all employees regarding Resignation

Purpose

The following section covers a range of circumstances where an employee)s employment with HPD

Creative ceases. This includes circumstances initiated #y either the employer or the employee. There isa wide range of laws relevant to termination of employment. The following section deals with departuresin general and covers #oth legal compliance re,uirements as well as suggested procedures.


Procedure

It is epected that any employee wishing to resign ta&es the appropriate steps to minimise the impacton HPD Creative. Resignations can affect staff morale and the operation of the company. *mployees

should give their intention to resign in writing in accordance with their employment contract.

The company may pay out an employee in lieu of the notice period where it is revealed that theemployee is going to wor& for a competitor or where the wor&ing relationship has #ro&en down.

6inal "alaries!wages are paid fortnightly as per the normal pay schedule$ and will #e paid into theemployee)s nominated #an& account no later than the Gday following the end of the fortnight. 6inalpayment will include #alance of any accrued %nnual 7eave.

The company may also pay out the employee in lieu of the notice period or part of the notice period$ atthe re,uest of the employee$ where the early departure is not considered detrimental to the #usiness.

%ll company property and e,uipment allocated to the employee for use during his or her period of employmentmust #e recovered. The property should #e in good condition$ allowing for reasona#le wear and tear.

The value of any lost or damaged company property or e,uipment should #e recovered from anemployee #efore the termination is finalised. It can only #e recovered from the statutory entitlementswith eplicit$ written permission from the employee.

The resigning employee must not remove$ copy or ta&e any confidential or #usiness sensitive information 'please


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see the Intellectual Property and Confidentiality Policy contained within the "tandards of Conduct section(.


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5otice of Termination

Policy Ref

PN0140

Policy

Notice of Termination

DescriptionHPD Creative has guidelines for all employees regarding 5otice of Termination

Purpose




Procedure

%ll employees must #e given notice in writing. The notice of termination provisions in the 5ational*mployment "tandards apply to employers and employees ali&e.

The actual notice is determined #y the period of the employee)s continuous service at the time that thenotice is given to the employee$ in accordance with the following ta#le.

Period of Continuous "ervice 5otice Period5ot more than @ year @ wee&

More than @ year #ut not more than years A wee&s

More than years #ut not more than E years wee&s

More than E years : wee&s

The period is increased #y @ wee& if the employee is over :E years old and has completed at least Ayears) continuous service with HPD Creative at the end of the day the notice is given. These provisionswill #e clarified in each individual 7etter of -ffer.

5otice of termination does not apply to instant dismissal where no notice period is re,uired.


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Redundancy or Retrenchment

Policy Ref

PN0141

Policy

Redundancy or Retrenchment

DescriptionHPD Creative has guidelines for all employees regarding Redundancy!Retrenchment

Purpose




ProcedureDefinition of NRedundancy)

%n employee is entitled to redundancy pay if the employee)s employment is terminated at HPD

Creatives initiative #ecause the company no longer re,uires the o# to #e done #y anyone.

The 6air Wor& %ct '6W%( states that an employee will #e genuinely redundant if/

his!her o# is no longer re,uired to #e performed #y anyone #ecause of changes in theoperational re,uirements of the #usiness>

the company has complied with any consultation re,uirements in a modern award or enterpriseagreement> or

it was not reasona#le in all the circumstances to redeploy the employee within thecompany 'or an associated entity of the company(.

When faced with the difficult tas& of ma&ing employee)s position redundant$ HPD Creative will ensurethat the re,uisite steps re,uired #y law are followed.

This includes #ut is not limited to procedural re,uirements as well as providing statutory noticeperiods and severance pay entitlements. 2efore a retrenchment decision is made all possi#leavenues for retraining or redeployment will #e canvassed$ including offers of positions at a lessergrade$ should that #e a via#le alternative.

-rdinary Pay"ection @@8 of the 6W% provides that an employee is entitled to #e paid at the scale of redundancy pay at the


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employee)s N#ase rate of pay for his or her ordinary hours of wor&).

"ection @; of the 6W% defines N#ase rate of pay as the rate of pay paya#le to the employee for his orher ordinary hours of wor&) to eclude/

incentive+#ased payments and#onuses$ loadings$

monetary allowances$overtime and penalty rates$ orany other separately identifia#le amounts.

*empt *mployees

The redundancy pay provisions of the 5ational *mployment "tandards do 5-T apply to the followingcategories of employees/the employee)s period of continuous service with HPD Creative is less than @A months> or

an employee employed for a specified period of time$ for a specified tas&$ or for the period of aspecified season$ or

a casual employee$ or

an employee to whom a training arrangement applies and whose employment is for a specifiedperiod of time$ oran employee is an apprentice$ or

an employee to whom an industry+specific modern award applies or a redundancy scheme in anenterprise agreement incorporated from a modern award.

7eaving during notice period

% modern award may provide that an employee given notice of termination of employment incircumstances of redundancy may terminate their employment during the period of notice.

The employee is entitled to receive the #enefits and payments they would have received had theyremained in employment until the epiry of the notice$ #ut is not entitled to payment instead of notice.

o# "earch

%n employee given notice of termination #ecause of redundancy will #e allowed up to one day)s time+off without

loss of pay during each wee& of notice for the purpose of see&ing other employment. Where the employee has

already ta&en one day off during the notice period for this purpose$ the company can as& the employee for proof of

attendance at an interview for any su#se,uent days off. % statutory declaration would #e sufficient proof.

5otice and "everance *ntitlements

%ll employees will #e provided the re,uisite notice period and severance pay entitlements inaccordance with the relevant statutory re,uirements.

-ther *ntitlements1• the employee will #e given reasona#le time during company hours to attend interviews>

2• outplacement services may #e used depending on the position and other surrounding circumstances. The

outplacement process helps the employee deal with their changing circumstances$ assists them in searchingfor another o# and most importantly focuses them ahead in a positive way rather than letting them dwell on

the negative aspects of the situation 'these services will #e provided #y Gcompany if re,uired(>

3• retrenchments will #e handled in a professional manner that ena#les the employee to depart withdignity and with a positive perception of the company> and


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1• if a retrenchment does occur$ it is important that the situation is eplained fully and openly toother staff otherwise this may leave them with a feeling of insecurity and unease.


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Dismissal

Policy Ref

PN0142

Policy

Dismissal

DescriptionHPD Creative has guidelines for all employees regarding Dismissal

Purpose




Procedure

Dismissal results in the termination of employment #ecause of unsatisfactory performance or#ehaviour. The company views this as a serious matter and one that must #e managed carefully.

Proper process is very important in relation to dismissals under the 6air Wor& legislation.

In order to defend a claim of unfair dismissal$ HPD Creative has put into place proper disciplinarypolicies and procedures which allow proper investigation of any under+performance and provide thechance for an employee to achieve set performance criteria.

Managers must have valid reasons and have given procedural fairness. The remedies if these are notapplied may #e/reinstatement> orcompensation$ up to ; months) pay 'If reinstatement is not appropriate(.

The &ey eemptions to claims of unfair dismissal are/

1• if an employee has not completed the 3Minimum Period of *mployment3 'Pro#ation( of ;months '@A months for companies with under @E employees($ or

2• if the employee)s salary pac&age is in ecess of Q@A8$== per annum 'as at @st uly A=@(. Thisfigure will #e indeed annually in line with movements in the Minimum Wage.

9eneral Protections

The 6air Wor& %ct sets out a streamlined set of 39eneral Protections3 against discriminatory orwrongful treatment. The 9eneral Protections prohi#it/


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ta&ing adverse action against a person #ecause they have a 3wor&place right3$coercing another person to eercise or not eercise a wor&place right$

eerting undue pressure on employees to ma&e agreements or arrangements$

&nowingly or rec&lessly ma&ing a false or misleading representation a#out a person)s wor&place rights$ta&ing adverse action against a person #ecause of their union mem#ership status or involvement or

non+involvement in industrial activity$an employer discriminating against an employee or prospective employee$

dismissing an employee #ecause of temporary a#sence from wor& through illness or inury$ and various conduct relating to 3"ham3 contracting arrangements.

Principles of Nfairness) and Nreasona#leness)

% person will #e considered unfairly dismissed if 6W% is satisfied that the dismissal was harsh$unust$ or unreasona#le and the dismissal was not a case of genuine redundancy.

The ,uestion of the Nreasona#leness) or Nfairness) of a dismissal is often su#ect to the discretion of theindividual tri#unal mem#er if a matter does proceed eventually to ar#itration.

6or an employee to ,ualify to claim for an unfair dismissal he or she must have #een continuouslyemployed #y HPD Creative for at least @A months.

5o employee may #e dismissed without/the company having a valid reason>formal warnings having #een issued unless there are grounds for instant dismissal>

an employee having #een provided documented performance counselling and training$ and theopportunity to improve their performance or #ehaviour>

careful consideration of the circumstances and conse,uences>discussion and approval from the Gposition> and

correct dismissal procedures are followed.

Prohi#ited 9rounds for Termination5o employee may #e terminated on the #asis of/

race$ colour$ gender$ seual preference$ age$ physical or mental a#ility$ marital status$ familyresponsi#ilities$ pregnancy$ religion$ political opinion$ national etraction or social origin>

temporary a#sence from wor& #ecause of illness or inury>union mem#ership or participation in union activities>

the lodgement of a complaint>

poor wor& performance 'unless this adheres to the mandatory warning procedure andcounselling guidelines(>

non+mem#ership of trade union>acting as employee representative 'or see&ing to(>

filing of complaint against employer 'or participating in thecomplaint(> prescri#ed unlawful discrimination grounds>a#sence from wor& during parental leave> ortemporary a#sence due to voluntary emergency management activity.

The company cannot unreasona#ly refuse to allow the employee to have a support person present toassist at any discussions relating to dismissal.


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Record Jeeping ?Termination of employment

If an employee)s employment is terminated$ "ection sEE '@=( of the 6air Wor& %ct re,uires the creationof an employee record that the employer must ma&e and &eep 'for seven years(. The record must set out/name of the person who terminated the employment> and

how the termination too& place + #y consent$ #y notice$ summarily or in some other way 'need toinclude details(.

The employees) personnel file must also #e &ept for seven years.





Instant Dismissal

Policy Ref

PN0143

Policy

Instant Dismissal

DescriptionHPD Creative has guidelines for all employees regarding Instant Dismissal

Purpose




Procedure

Instant dismissal re,uires the employee to leave the company employment immediately. Instantdismissal re,uires prior approval of the Mar&eting Director.

5o employee may #e instantly dismissed without/the organisation having a valid reason for instant dismissal$

careful consideration of the circumstances and the conse,uences$discussion and approval to proceed #e o#tained from the Gposition$

the employees legal entitlements are chec&ed and the termination letter is carefully worded andprepared$ and

a meeting is arranged to notify the employee that he or she is to #e dismissed without notice.

9rounds for Instant Dismissal

HPD Creative reserves the right to terminate the employee)s employment without notice where theemployee is guilty of gross or serious misconduct including #ut not limited to conduct such as/

engages in any act or omission constituting misconduct in respect of the employee)sspecified duties$ including #reaches of site safety re,uirements and refusal to carry out alegal and lawful direction #y management>

wilfully fails or wilfully neglects to eercise$ perform or carry out the employee)s powers$ functionsor duties as specified>

commits a serious #reach of the provisions contained within these policies and procedures>

engages in conduct which eposes the organisation to potential ris& including damage toreputation or standing>


Creative - Page 172




%#andonment of *mployment

Policy Ref

PN0144

Policy

Abandonment of Employment

DescriptionHPD Creative has guidelines for all employees regarding %#andonment of *mployment

Purpose




Procedure

The a#andonment of employment #y an employee provides grounds for the company to terminate theemployment contract. If an employee fails to report to wor& for three consecutive days and there are no

mitigating circumstances then action on the employee)s employment contract can #e initiated.

However$ there is an o#ligation on the part of HPD Creative to attempt to contact the a#sent employee#y phone$ email or even physically visiting their home. The attempted contact should occur more thanonce. "hould the employee return to wor&$ then HPD Creative is entitled to see& evidence of the reasonfor the a#sence and$ in the a#sence of such evidence$ can ta&e the first steps in performance managingthe employee leading to eventual termination.

If after @= wor&ing days there has #een no contact from the employee$ after ma&ing the re,uiredattempts at contact detailed a#ove$ then a letter of termination is to #e sent #y registered mail to theaddress currently recorded for the employee$ with the appropriate termination payment.

Details of the attempts at contact and the su#se,uent action ta&en should then #e placed on theemployee)s file for future reference if re,uired.


Creative - Page 174




*it Interviews

Policy Ref

PN0145

Policy

Exit Interviews

DescriptionHPD Creative has guidelines for all employees regarding *it Interviews

Purpose




Procedure

The information collected ena#les us to improve our performance!management of our human resources. %structured eit interview will #e conducted with every person who leaves the company voluntarily.


Creative - Page 175




References and Referees

Policy Ref

PN0146

Policy

References and Referees

DescriptionHPD Creative has guidelines for all employees regarding References and Referees

Purpose




Procedure

%ll employees are entitled to a statement of service upon departure. This will confirm dates of employment and confirm your role within HPD Creative.

The Mar&eting Director or relevant manager may #e prepared to provide personal references ineceptional circumstances.


Creative - Page 176




HPD Creative

Continuing Professional

Development and*ducation


Creative - Page 177




Continuing Professional Development and *ducation

Policy Ref PN0147

Policy

Continuing Professional Development and Education

Description

HPD Creative has guidelines for all employees regarding Continuing Professional Development and*ducation Policy

Purpose

The purpose of this policy is to spell+out HPD Creatives approach to and management of professional andpersonal development for all employees. It particularly addresses the re,uirement for professional staff tomeet their association)s Continuing Professional Development re,uirements in order to maintain the currencyof their s&ills and &nowledge and their eligi#ility to practice and contri#ute to the firm)s activities.

The firm encourages all staff to improve their capa#ilities and credentials$ where these processes willassist them in their present and future roles with the company. %ny support to staff under the terms of this policy must emanate from properly developed individual development plans. %ll study leave must #eapplied for using the "tudy %pplication 6orm availa#le from the company office.


ProcedureContinuing Professional Development and *ducation

HPD Creative recognises the importance of Continuing Professional Development 'CPD( for all our professional staff. -ngoing education is important for an accountant)s individual &nowledgedevelopment$ for the added value to client service and for the opportunity to pursue the goal of #ecoming a leader in their area of professional activities.

It is compulsory for each professional employee at HPD Creative to attend sufficient CPD to satisfythese re,uirements and it is the responsi#ility of each professional to ensure that the minimumre,uirements are met in each period.

%fter CPD %ttendance

%fter attending the CPD$ the employee is epected to prepare a #rief summary paper and presentation of the

material covered and &nowledge gained at the Program. The employee should also provide a copy of any papers

received at the CPD to the Mar&eting Director so that su#ects covered #y the papers can #e circulated

electronically. It is desira#le that the employee then present their summary of the professional development


Creative - Page 178




activity at an in+house CPD event.

In+House CPDThe firm itself provides significant opportunities for CPD through/

In+house presentations$ including regular meetings andpresentations the availa#ility of video and audio tapes

the firms annual conference.

HPD Creative recognises of the value of CPD #eyond minimum re,uirements and is open at all times toproposals #y employees to attend relevant CPD. *ach application to attend CPD will #e considered onits merits and in accordance with this policy.

Programs Covered #y this Policy

The programs set out #elow cover educational and training courses underta&en through Higher *ducation Institutions$ the %ustralian Institute of Management and other recognised training andeducation institutions. These courses include/

"hort term courses or seminars 'up to one wee& in duration( run #y the %IM and other recognised

training institutions.Part time Degree$ 9raduate Diploma$ Post 9raduate Degree$ Diploma or Certificate Courses run #yinstitutions such as T%6*.

*ligi#ility %n employee may #e eligi#le to apply for assistance to underta&e a course or courses of study$ which is/part of an individual development plan$ and#eneficial and directly related either to their current position or future career prospects with the company.

"cope of Company %ssistance

The assistance recommended for employees who enrol in courses of study as part of an approvedindividual development plan can #e provided in a num#er of com#inations. These are set out #elow/

6eesThe company may meet the full cost or a percentage of fees under the following conditions/

The employee will #e re,uired to pay the full cost of the fees at the commencement of the course of study. The company will then reim#urse the fees or a percentage of them 'for that portion of thecourse( at the successful completion of each term or semester.

*mployees will #e epected to complete the course within the normal time period. The company willwithdraw support where su#ects are repeatedly deferred or failed$ unless there are etenuatingcircumstances.

6or courses other than those descri#ed a#ove$ if the staff mem#er leaves the company within twelvemonths of completing a course paid for #y the company$ the cost of the course is to #e completely

refunded #y the employee and will #e deducted from monies owed to the employee on termination.

Time -ff

Courses of study should normally #e ta&en outside normal wor&ing hours> however$ where the coursedoes not offer this option$ then time off wor& may #e granted. Consideration will #e given to employeesfor the granting of one day off per su#ect per term for study leave and time to attend eaminations.

The epectation here is that it is a Ngive and ta&e) situation with staff epected to ma&e up the time ta&en off


Creative - Page 179




HPD Creative

Health$ "afety and

*nvironment


Creative - Page 181




Health$ "afety and *nvironment Policies andProcedures

Policy Ref

PN0148

Policy

Health, Safety and Environment Policies and Procedures

DescriptionHPD Creative has guidelines for all employees regarding Health$ "afety and *nvironment Policies and Procedures

PurposeHPD Creative is committed to achieving and maintaining a safe and healthy wor&place for everyonewho wor&s for or visits us$ including our employees$ contractors$ consultants$ clients$ suppliers$ visitorsand the general pu#lic.

We also aim to #e recognised as a responsi#le company that is committed to #est practice health andsafety management in all of our #usiness activities.

"cope

This Policy applies to everyone who wor&s for us$ including our permanent and temporary employees$contractors and consultants.

This policy also operates with relevant awards$ agreements$ legislation and other company policiesincluding #ut not limited to the Code of Conduct and 9rievance Policy.

This policy is supplemented #y other more detailed Wor& Health and "afety 'WHF"( policies containedin the WHF" Manual.

Procedure

It is our policy to comply with all WHF" legislation and ma&e every reasona#le effort to ensure thehealth$ safety and welfare of our employees$ contractors$ consultants and visitors.

This policy should #e read in conunction with the WHF" Manual.


Creative - Page 182




Bnderlying Principles

Policy Ref

PN0149

Policy

Underlying Principles

DescriptionHPD Creative has guidelines for all employees regarding Bnderlying Principles

Purpose

HPD Creative is committed to achieving and maintaining a safe and healthy wor&place for everyone

who wor&s for or visits us$ including our employees$ contractors$ consultants$ clients$ suppliers$ visitorsand the general pu#lic.

We also aim to #e recognised as a responsi#le company that is committed to #est practice health andsafety management in all of our #usiness activities.

"cope

This Policy applies to everyone who wor&s for us$ including our permanent and temporary employees$contractors and consultants.

This policy also operates with relevant awards$ agreements$ legislation and other company policies

including #ut not limited to the Code of Conduct and 9rievance Policy.

This policy is supplemented #y other more detailed Wor& Health and "afety 'WHF"( policies containedin the Wor& Health and "afety Policy Manual 'WHF" Manual(.

ProcedureThe underlying principles of the policy are/

"afety is an integral part of everything our company does and an essential re,uirement to thesuccess and growth of our #usiness.

"afety is a shared responsi#ility for everyone who wor&s or visits our wor&place.

We will provide information$ instruction$ training and supervision to ena#le employees and

customers to complete their wor& tas&s safely.-ur team has a duty of care to ensure that they wor& in a manner that is not harmful to their ownhealth and safety and the health and safety of others.

*mployer Responsi#ilities %s a company$ we are responsi#le for/providing and maintaining safe systems of wor&>implementing arrangements for the safe use$ handling$ storage and transport of any chemicals or ha4ardous


Creative - Page 183




materials>

maintaining the wor&place in a safe condition 'e.g. ensuring fire eits are not #loc&ed$ emergencye,uipment is servicea#le$ and the wor&site is generally tidy(>

providing ade,uate facilities 'e.g. clean toilets$ cool and clean drin&ing water$ and hygienic eating areas(>

providing ade,uate information$ instruction$ training and supervision to wor& in a safe and healthy manner>consulting with team mem#ers on matters that may directly affect your health$ safety or welfare at wor&>

and

ensuring that other people 'such as our customers$ visitors and the general pu#lic( are notendangered #y the conduct of our #usiness.

Manager Responsi#ilities % manager in HPD Creative is responsi#le for/

Ma&ing sure everyone in the team has read and understood this WHF" policy and#ehaves in ways consistent with the epectations set out

*nsuring the health$ safety and welfare of the team at wor&Providing and maintaining a safe system and place of wor& for their team

*nsuring their team is provided with ade,uate information$ instruction$ training and supervision

to safely perform their wor&*nsuring all incidents are reported within A: hours of the occurrence or of #ecomingaware of the occurrence

Consulting with their team on wor&place health and safety matters*nsuring that contractors and visitors are made aware of our safety proceduresTa&ing appropriate action when team mem#ers do not meet the epectations set out in this policy

Team Mem#er Responsi#ilities %s a team mem#er you are responsi#le for/Reading and understanding this policy and adhering to the guidelines set out

Complying with WHF" legislation and any specific WHF" instructions$ procedures or trainingprovided #y the company in order to ensure a safe wor&place

Ta&ing reasona#le care of your own health and safety and that of other people who may #eaffected #y your actions

*nsuring that your actions do not put others atris& Maintaining a clear and orderly wor& area

Identify and report ha4ards and ris&s in your wor&place #efore they result in incidents and inuries

Identifying and reporting to your manager all #ehaviours and activities that are li&ely to causeha4ards in the wor&place

Report all incidents to your manager within A: hours$ whether or not it results in aninury Jnowing the *mergency *vacuation Procedure for your wor&place

"afety in the Wor&place

The company re,uires our employees$ contractors$ consultants and visitors to eercise a duty of careto ensure their own safety and to protect the health$ safety and welfare of any other person #y/

Bsing protective e,uipment and clothing when re,uired

Promptly reporting all wor&place ha4ards and any accidents thatoccur Complying with any instructions that they are given

*mployee Health


Creative - Page 184




If you are feeling unwell$ we encourage you to use the sic& leave entitlements availa#le to you torecover$ and epect you to remain away from the office until you are no longer contagious.


Creative - Page 185




HPD Creative

Inury Management and

Return to Wor&


Creative - Page 186




Inury Management Bnderlying Principles

Policy Ref PN0150

Policy

Injury Management Underlying Principles

DescriptionHPD Creative has guidelines for all employees regarding Inury Management Bnderlying Principles

Purpose

This policy outlines the procedures we will follow in the unfortunate event that you are inured or #ecome ill while carrying out your wor& duties. It is guided #y legislation and our goal to achieve the#est outcome for everyone involved. This policy is outlined in more detail in our Wor& Health and "afetyPolicy Manual 'WH" Manual(.

"copeThis policy applies to all permanent employees.

This policy also operates with relevant awards$ agreements$ legislation and other company policies.

In the unfortunate event that you are inured or #ecome ill while carrying out your wor& duties$ we will

manage the reha#ilitation process so you have the chance to recover and return to wor& as soon as possi#le.

ProcedureWe are committed to/

where applica#le$ ensuring the wor&ers compensation and reha#ilitation process is commencedimmediately following an inury in a manner consistent with medical advice>

ensuring inured team mem#ers return to wor& as soon as possi#le>

providing an inured team mem#er with suita#le duties as part of a Return to Wor& Plan developedwith the manager 'or our nominated reha#ilitation provider( and the nominated treating doctor>

ensuring that participation in a reha#ilitation program will not preudice the recovery process of aninured team mem#er> and

consulting with inured team mem#ers to ensure the reha#ilitation programs are effective.

This policy relies upon the cooperation and commitment of #oth manager and team mem#ers.


Creative - Page 187




Responsi#ilities

Policy Ref

PN0151

Policy

Responsibilities

DescriptionHPD Creative has guidelines for all employees regarding Manager Responsi#ilities

Purpose

This policy outlines the procedures we will follow in the unfortunate event that you are inured or

#ecome ill while carrying out your wor& duties. It is guided #y legislation and our goal to achieve the#est outcome for everyone involved. This policy is outlined in more detail in our Wor& Health and "afetyPolicy Manual 'WH" Manual(.

"copeThis policy applies to all permanent employees.This policy also operates with relevant awards$ agreements$ legislation and other company policies.

In the unfortunate event that you are inured or #ecome ill while carrying out your wor& duties$ we willmanage the reha#ilitation process so you have the chance to recover and return to wor& as soon as possi#le.

ProcedureManager Responsi#ilities

%s a manager you are responsi#le for/

Ma&ing sure everyone in your team has read and understood this policy and #ehaves in waysconsistent with the epectations set out

Ta&ing appropriate action when team mem#ers do not meet the epectations set out in this policy

Informing and training your team in the process of identification and prevention of wor&placeincidents and inuries

%ttending to an inured team mem#er as soon as possi#le

5otifying the Gposition of all incidents and inuries #y phone immediately upon receiving advice froma team mem#er

Recording all incidents and inuries using the Ha4ard ! Incident Report 6orm as soon aspossi#le after the incident occurs 'and within A: hours(

Completing an entry in the Register of Incidents 'see detail in the WH" Manual(.

5otifying our insurer within :< hours of any incident and completing and su#mitting the*mployer Inury Claim 6orm where a wor&ers compensation claim applies

5otifying the Gposition immediately of any initial and su#se,uent time off relating to the inury sothese a#sences are correctly coded and the team mem#er is correctly paid for any time off wor&

%ssisting in the identification of suita#le!modified duties if re,uired


Creative - Page 188




Participating and cooperating with the insurer in the development of a Return to Wor& Plan for aninured team mem#er

Implementing and monitoring a Return to Wor& Plan for the inured employee

6orwarding any certificates!invoices received from the team mem#er to the insurer uponreceiving it Maintaining the confidentiality of details pertaining to individual claims

Team Mem#er Responsi#ilities

%s a team mem#er we epect you to/Read and understand this policy and follow the guidelines set outIdentify and report ha4ards and ris&s in your wor&place #efore they result in incidents and inuries

Report all incidents to your manager$ whether or not it results in an inury and complete and return aHa4ard ! Incident Report 6orm within A: hours

If you are inured at wor&$ we epect you to/5otify your manager as soon as possi#le after the incident occurs 'and within A: hours(

Record all incidents and inuries using the Ha4ard!Incident Report 6orm as soon as possi#le after

the incident occurs 'and within A: hours(Complete an entry in the Register of IncidentsProvide a medical certificate to support any claim for wor&ers compensationComplete a Wor&er)s Inury Claim 6orm if applica#le and return it within :< hours of receiving it

Bnderta&e appropriate medical treatment and comply with advice and specified medicalrestrictions and!or constraints

9ive consent for your nominated treating doctor to provide information for the purposes of inury management and return to wor& planning

Participate and cooperate in the development and implementation of a Return toWor& Plan Ma&e all reasona#le efforts to return to wor& as soon as possi#le.

Wor&ers Compensation Insurer Responsi#ilities

-ur wor&ers compensation insurer is responsi#le for/Ma&ing initial and ongoing lia#ility decisions on any claimMa&ing payment of accounts and reim#ursement of epenses

Contacting the inured team mem#erNs nominated treating doctor and manager within days of receipt of claim

Maintaining ongoing contact with all parties and providing assistance in the return to wor& process

Role of 5ominated Treating Doctor

In the case of a wor&ers compensation claim$ the inured team mem#er must nominate a treatingdoctor who is responsi#le for/

Completing appropriate Wor&Cover Medical Certificates that specify fitness for wor& includingspecific wor& restrictions

%rranging appropriate treatment for inured team mem#er %dvising on the suita#ility of duties offered #y the employer

Providing information to the insurer and employer in relation to inury management and returnto wor& plans for inured team mem#er

Role of Reha#ilitation Provider


Creative - Page 189




In some cases it may #e necessary to involve a reha#ilitation provider who will assist with theformulation$ implementation and monitoring of a Return to Wor& Plan$ in consultation with the teammem#er$ manager$ insurer and nominated treating doctor.


Creative - Page 190




Claim Procedure

Policy Ref

PN0152

Policy

Claim Procedure

DescriptionHPD Creative has guidelines for all employees regarding Claim Procedure

Purpose

This policy outlines the procedures we will follow in the unfortunate event that you are inured or

#ecome ill while carrying out your wor& duties. It is guided #y legislation and our goal to achieve the#est outcome for everyone involved. This policy is outlined in more detail in our Wor& Health and "afetyPolicy Manual 'WH" Manual(.

"copeThis policy applies to all permanent employees.This policy also operates with relevant awards$ agreements$ legislation and other company policies.

In the unfortunate event that you are inured or #ecome ill while carrying out your wor& duties$ we willmanage the reha#ilitation process so you have the chance to recover and return to wor& as soon as possi#le.

Procedure % claim for wor&ers compensation can #e su#mitted for any wor& related incident that/results in time lost from wor&

incurs a medical cost 'e.g. Doctors consultationfee( involves daily ourney inury ! incident

occurs during travel #etween home and the wor&place

If a wor&ers compensation claim is to #e lodged$ we will provide wor&ers compensation claimforms to the inured team mem#er and their manager for completion.

Kou should discuss the su#mission of a claim and the procedures to #e followed with the Gposition.

More detailed procedures are contained in the WHF" Manual.

If there)s a pro#lem

If you have a grievance a#out anything to do with inury management and return to wor&$ you shouldrefer to the 9rievance Procedure.

Where the issue relates to the reha#ilitation program$ it is epected that you should initially see& to resolve itthrough discussion$ mediation and oint pro#lem solving$ ta&ing into consideration the confidentiality of the


Creative - Page 191




issue.

"hould issues not #e resolved through the a#ove mechanisms$ your manager should spea& to theGposition for guidance.

Where to go for HelpThe WHF" Manual has more detail on the procedures to #e followed. Please refer to this first.Please contact the Gposition to determine the Inury Management Coordinator 'IMC( for the company.

Please contact the IMC if you have had an incident or inury at wor& or have any ,uestions a#outwor&ers compensation$ a claim or a non+wor& related inury.

Kou can also contact the IMC for general advice and information a#out Inury Management and Return to Wor&.


Creative - Page 192




HPD Creative

%lcohol and -ther Drugs


Creative - Page 193




%lcohol and -ther Drugs Policies and Procedures

Policy Ref PN0162

Policy

Alcohol and Other Drugs Policies and Procedures

DescriptionHPD Creative has guidelines for all employees regarding %lcohol and -ther Drugs Policies and Procedures

Purpose

%s part of our duty of care to provide a safe and healthy wor& environment$ HPD Creative is committedto maintaining a wor&place free from the effects of alcohol and other drug use.

This policy sets out our epectations and the preventative measures we will ta&e to minimise any ris&associated with the consumption of alcohol and other drugs.

"cope

This Policy applies to everyone who wor&s for us$ including permanent and temporary employees$contractors and consultants.

ProcedurePolicy

Kou are epected to present to wor& in a fit state to carry out your duties and have a legal responsi#ilityfor your own safety and that of your colleagues.

This means you must not commence wor&$ or return to wor&$ while under the influence of alcoholor other drugs.

If you #reach this policy and the guidelines set out$ you will #e managed in accordance with theCounselling and Disciplinary Policy.

This policy should #e read in conunction with the WHF" procedures. Kou may face disciplinary

action or termination.

Bnderlying principlesWe recognise that the use of alcohol and other drugs may/

impair your capacity to perform your o# safely$ efficiently and with respect for your colleagues and customers

pose a ris& of inury or threat to the well#eing of you$ your colleagues$ our customers or any other parties


Creative - Page 194




Responsi#ilitiesManager)s Responsi#ilities

%s a manager you are responsi#le for/

Ma&ing sure everyone in your team has read and understood this policy and #ehaves in waysconsistent with the epectations set out

Ta&ing appropriate action when team mem#ers do not meet the epectations set out in this policy

Team Mem#er)s Responsi#ilities %s a team mem#er you are responsi#le for/Reading and understanding this policy and adhering to the epectations set out


Creative - Page 195




Prescription

Policy Ref

PN0163

Policy

Prescription

DescriptionHPD Creative has guidelines for all employees regarding Prescription Drugs

PurposeThe purpose of this policy is to eplain the general procedures relating to Prescription.

"cope


Procedure

If you are ta&ing prescription medication$ we epect you to chec& with your doctor to esta#lish if theuse of the drug will impact on your wor& performance. Where this may #e the case$ you will need too#tain this advice in writing and provide it to your manager.


Creative - Page 196




%lcohol and Drug "creening Processes

Policy Ref

PN0164

Policy

Alcohol and Drug Screening Processes

DescriptionHPD Creative has guidelines for all employees regarding %lcohol and drug screening processes

Purpose



"cope


Procedure

If your #ehaviour or wor& performance indicates that you may #e under the influence of alcohol or other drugs at wor&$ the company will follow the formal investigation process to determine whether you have#reached this policy.

The company may also/

%s& you to eplain your #ehaviour at the time and if no reasona#le or satisfactory response is given$may as& you to undergo a medical eamination at a local hospital or medical centre to ascertainwhether you are under the influence of alcohol or drugs and not return to wor& until the following day

If we do as& you to undergo a medical eamination and go home$ you will #e invited to the formalinvestigations meeting on your return to wor&.

If you refuse to undergo testing you may find it difficult to provide evidence to disprove any allegation of a policy #reached.

In the a#sence of medical evidence to disprove an allegation$ the company will ma&e any decision itfeels is reasona#le and ustified$ given o#servation$ witness statements and any other sources of evidence which are relevant to the investigation.

Kou will not #e treated harshly$ unfairly or unustly #y this policy.


Creative - Page 197





Reserved. HPD

Creative - Page 198




Conse,uences of 2reaching this Policy

Policy Ref

PN0165

Policy

Consequences of Breaching this Policy

DescriptionHPD Creative has guidelines for all employees regarding Conse,uences of 2reaching this Policy

Purpose



"cope


Procedure

If you do not meet the epectations set out in this policy$ you may #e su#ected to disciplinary action inaccordance with our Performance Counselling and Disciplinary %ction policies up to and includingimmediate termination of your employment.





HPD Creative

"mo&e 6ree Wor&place


Creative - Page 200




Informing offenders of the companyNs commitment to 0uit "mo&ing Programmes

Team Mem#er Responsi#ilities %s a team mem#er you are responsi#le for/

Reading and understanding this policy and adhering to the epectationsset out Reporting #reaches to the Gposition.


Creative - Page 202




Prohi#ited %rea

Policy Ref

PN0167

Policy

Prohibited Area

DescriptionHPD Creative has guidelines for all employees regarding Prohi#ited %reas

Purpose

HPD Creative is committed to meeting our o#ligations under WHF" legislation and ensuring$ as far as

is reasona#ly practica#le$ that everyone who wor&s on$ or visits our premises is safe from inury and ris&to their health.

%s part of these o#ligations$ we will provide a smo&e+free wor&place.

"cope


Procedure

"mo&ing is prohi#ited in/ %ll company #uildingsMaor thoroughfares and pathways surrounding company #uildings

Within three metres of access points to company #uildings such as doors$ windows$ near air+conditioning vents and ducts

"u#stantially enclosed courtyards ! warehouses !garages Company owned or leased vehicles

-ther areas designated as N5o "mo&ing %reasN #y signage


Creative - Page 203




"mo&ing 2rea&s

Policy Ref

PN0168

Policy

Smoking Breaks

DescriptionHPD Creative has guidelines for all employees regarding "mo&ing 2rea&s

Purpose




"cope


Procedure

"mo&ing #rea&s are not permitted outside of designated #rea& periods.


Creative - Page 204




%ssistance to ,uit smo&ing

Policy Ref

PN0169

Policy

Assistance to quit smoking

DescriptionHPD Creative has guidelines for all employees regarding %ssistance to 0uit "mo&ing

Purpose




"cope


Procedure

We will encourage and promote 0uit "mo&ing Programmes to anyone interested in ,uitting/

0uit 7ine + Telephone @ @< :< http/!!www.,uitnow.info.au!


Creative - Page 205




2reaches of the smo&ing policy

Policy Ref

PN0170

Policy

Breaches of the smoking policy

DescriptionHPD Creative has guidelines for all employees regarding 2reaches of the "mo&ing Policy

Purpose




"cope


Procedure

*veryone who wor&s at or visits us has the right to report a #reach of this policy #y contacting a mem#er of the management team or the Gposition.

If you do not meet the epectations set out in this policy$ you may #e su#ected to disciplinary action inaccordance with our Performance Counselling and Disciplinary %ction process.

There are also provisions under the Wor& Health and "afety Regulations for penalties for personssmo&ing in an enclosed wor&place.


Creative - Page 206




HPD Creative

%ppendices


Creative - Page 207




HR Policies and Procedures Manual %c&nowledgement6orm

Policy Ref

PN0172

Policy

HR Policies and Procedures Manual Acknowledgement Form

Procedure

%ppendi @

HR Policies and Procedures Manual %c&nowledgement 6ormThe intent of the Human Resources Policies and Procedures Manual is to provide a statement of guidelines dictating how the company intends to manage employees and employee related matters.

%s an employee you are re,uired to read the contents of this HR Policies and Procedures Manual#ecause it details the terms and conditions of your employment with 'a##reviated name(. %ll employeesmust ac&nowledge understanding of these policies and procedures #y completing this form.

I$ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU have read the HR Policies and Procedures Manualand I understand the terms and conditions contained within. 2y signing this ac&nowledgement I agree toa#ide #y these terms and conditions throughout my employment with 'a##reviated name(. I understand thatany maor changes to the HR Policies and Procedures Manual will #e communicated to me and I am

re,uired to read and understand these changes as they also form part of this ac&nowledgement.

I understand that the Policies and Procedures implemented #y 'a##reviated name( etend to and cover all operations and functions of the #usiness.

I agree to underta&e training in relation to the standards epected of me as an employee and shall readwor&shop notes and complete eercises as re,uired.

I shall report any related wea&nesses that come to my attention or any incidents!complaints that maypossi#ly constitute a #reach of 'a##reviated name() Policies and Procedures.

"igned/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUDated/

5ame/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUPosition/

7ocation/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Please return signed ac&nowledgement to the Gposition.


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Reserved. HPD

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Bnsuccessful o# %pplication 7etter Template

Policy Ref

PN0173

Policy

Unsuccessful Job Application Letter Template

Procedure

%ppendi A

Bnsuccessful o# %pplication 7etter Template

Dear '5ame($

'Position Title( Position

Than& you for considering us as a potential employer in your recent application for the a#oveposition. We do appreciate the time and effort you spent in applying for the position.

We had many applications and unfortunately you have not #een successful on this occasion. We wouldencourage you to apply for any suita#le roles we may advertise in the future. To this end$ we would li&e to &eep

your application of file in case roles of a similar nature occur in the future for which you may #e suita#le.

We wish you well in your future o# search activities.

Kours sincerely $

'5ame(

Position

'a##reviated name(


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Recruitment Interview 9uide

Policy Ref

PN0174

Policy

Recruitment Interview Guide

Procedure

%ppendi

Recruitment Interview 9uide

The #enefits of a good selection processes are significant. % good selection decision shouldresult in the most capa#le person #eing appointed. This should lead to the desired levels ofproductivity$ a good fit with colleagues and clients. This outcome$ in turn$ improves morale andwor& group cohesion$ increasing the employing organisations productivity. These #enefits arenot merely theoretical/ they ma&e a measura#le contri#ution to the organisations #ottom line.

The Interviewing Process

The interview process consists of ; essential steps.

1. %nalysing the o#Reviewing the o# description

Bnderstanding the s&ills and competenciesre,uired Developing an interview plan

2. Preparing for the Interview

Reviewing the resumes

Planning #y your ,uestions

Bnderstanding your legal responsi#ilities

3. -pening and "tructuring the Interview

Ma&ing 3small tal&3

Ma&ing the applicant

comforta#le Introducing yourself

"tructuring the interview

4. 9athering Information


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Bsing different types of ,uestions

5. Telling$ "elling and Closing

Descri#ing the o# and what is

re,uired "elling the company

Descri#ing 3where to from

here3 Than&ing the applicant

6. *valuating the Candidates

Rating responses

Integrating the data

Reaching a decision

1. %nalysing the o#This process is designed to confirm what incum#ents in a o# do and how they do it. However$ mostrecruitment!selection situations you encounter will simply re,uire you to review the eisting o#description to ensure that the content is current and therefore accurately reflects what is re,uired tosuccessfully meet the re,uirements of a o#.

If in this process$ you discover that the o# description is outdated$ then prepare a revised one. The o#analysis process which precedes the preparation of a o# description re,uires appropriate people 'i.e.current incum#ents$ supervisors$ reporting managers( to review what are the tas&s re,uired of persons in a

o# and what s&ills$ &nowledge$ competencies etc are re,uired to successfully perform these tas&s.

A. Preparing for the Interview

Preparing Kourself

Having reviewed the o# description$ create your interview ,uestions ensuring theyade,uately address the essential duties and responsi#ilities and &ey competencies.

Review applicant information i.e. resumes and application forms etc

Things to loo& for/

Date prepared ? is it old of current Have there #een any changes since it was last prepared

*ducational #ac&ground ? is this consistent with what is re,uired for the o#

*mployment history ? what is the average length of service Does eperience

correspond to the re,uirements of the o# %re there any gaps-rganisation of resume ? is it well presented and logical

Preparing the *nvironment

Redirect any potential interruptions

%rrange the room so that it is 3non+threatening3 to

applicant Don)t ma&e the applicant waitCopyright. All Rights Reserved. HPD

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Ma&e sure the interviewing area is as comforta#le$ noise free and as private as possi#le

3. -pening and "tructuring the Interview

When greeting the applicant it is important to/

"mileV

Remem#er to introduce yourself and your role particularly if you are not the reportingsupervisor!team leader!manager

%ct in a friendly and welcomingway *sta#lish eye contact

Display a sincere tone of voice and interested #odylanguage Demonstrate and interest in the applicant)s comfort

When ma&ing small tal&/

Jeep it limited to generic topics such as travel to the interview$ the weather$ par&ing$ or something of interest on the resume

7imit it to A to minutes.

"tructuring the Interview

The &ey things that you want to communicate to the applicant a#out the structure of the interview include/

Kou want to find out a#out theapplicant Kou will #e ta&ing notes

Kou will descri#e the o# and what is re,uired

Kou will try and answer all the applicants,uestions How long the interview will ta&e

Kou may also want to eplain your #ac&ground with the organisation

4. 9athering Information

Remem#er you ma&e a difference to the applicant)s eperience of the interview and theorganisation and ultimately their choice if selectedV

%pplicants are fre,uently put off #y interviewers who/

Dominate the tal&ing time-ver or under structure the interview

%s& irrelevant 'or discriminatoryVVVV(,uestions Don)t read resumes

%re una#le to tal& specifically a#out the

o# Do not introduce themselves %re poorly preparedDo not follow+up properly

Research shows that on over one third of cases the interviewer was the maor reason why anapplicant chose to wor& for a particular companyV

Tips for *ffective 1er#al "&ills


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%s& comprehensive!open+ended ,uestionsRefer to the applicant #y name throughout the interview6ollow+your interview guide$ #ut allow for some flei#ility so that the interview 3feels3 relaed

Bse summary+pro#es to help focus the more tal&ative applicants. % summary+pro#e #rieflysummarises and refocuses the interview through a ,uestion. 6or eample$ if the applicant istal&ing in generalities you might say/ 3Kou sound very ecited a#out the challenges you faced.Tell me eactly what your role was in this proect.3

Kou can also use 3summary+pushes3 to refocus the more tal&ative applicants. % summary+push#riefly summarises and reminds the applicant of the time constraints. 6or eample$ 3That soundsli&e a great opportunity$ however$ #ecause of time$ I do need to move on to some other things.3

Bse restatements and reflections

Tips for *ffective 5on+ver#al "&ills

2e pleasant$ smile$ even though nothing funny is happeningVBse facial animation i.e. eye contact$ facial epressions

Bse varied posture to indicate interest and animation*ncourage reticent applicants #y head+nodding$ 3uh+hmms3 and pauses

Do not show disapproval or any form of communication that would discourage information provision

Developing Kour 0uestions

Kou can influence how well an interview goes #y the &inds of ,uestions you as&. In addition to all thenon+ver#al #ehaviour$ the ,uestions are a crucial part of conducting a successful interview.

-pen 0uestions/

7ead to open$ informative interviewsRe,uire the applicant to provide details and eamples2egin with words or phrases li&e 3tell me a#out$3 3descri#e$3 3how$3 3when$3 etc

Closed 0uestions/

7ead to closed$ less information interviews

%llow the applicant to answer in a 3yes3 or 3no3 manner

%re helpful when you want specific$ definitive answer

Remem#er to avoid the over use of ,uestions #eginning with 3why.3 Bnless very carefully phrased$3why3 ,uestions can easily put the candidate on the defensive #y suggesting that motive and!or#ehaviour may have #een inappropriate.

The #est predictor of how a person will #ehave in the future is H-W$ not why$ he or she #ehaved in the past.

0uestions Types

In a selection interview$ time is of the essence. Interviewers want to gather as much information aspossi#le that is specifically relevant to the position and that will ena#le a ro#ust selection decision. Withthis in mind it is important to thin& a#out the &inds of ,uestions used in most interviews$ which ones aremost useful and when to use themV

There are three types of information gathered in an interview. Information addressing the applicants/


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*perience"elf+evaluation or opinion2ehaviour i.e. how they have #ehaved in specific situations

*perience 0uestions

These ,uestions provide information a#out past wor& eperience$ credentials and responsi#ilities.These are the most commonly as&ed ,uestions in interviews. However$ most of the information can #efound in the resume or application. These ,uestions do not tell us a#out #ehaviour$ how they wenta#out specific tas&s or what results they achieve. Do not spend a lot of time using this type of ,uestion.However$ these ,uestions can put the applicant at ease at the start of the interview.*amples/

1. What were your duties in your last o#

2. What ,ualifications do you have

3. Descri#e a typical day in your current!most recent o#

4. What si4e #udget!team did you manage

"elf+evaluation!-pinion 0uestions

These descri#e what the applicant thin&s a#out a given topic. They can elicit self+evaluation$strengths!wea&nesses$ li&es!disli&es$ goals$ ideas a#out the future etc. These ,uestions can alsocreate opportunities for #ehavioural pro#es as they can facilitate transfer from a discussion a#out#road eperience to more specific eamples of past #ehaviour. This type of ,uestioning needs to #econtrolled as an articulate applicant can appear very competent> however this type of ,uestion doesnot provide any evidence of an applicant)s actual level of competence.

*amples

1. What would you descri#e as your strengths and your wea&nesses

2. How would you descri#e your effectiveness in interpersonal relationships

3. What did you li&e #est a#out your previous o#

4. What do you thin& is the most important part of your current o#

2ehaviourally #ased 0uestions

2ehaviourally #ased interviewing is a form of ,uestioning that focuses on the past wor&+relatedperformance of candidates. The ,uestion process is designed to allow candidates to show how theyhave demonstrated specific competencies in past situations. 2ehavioural interviewing is #ased on theassumption that past #ehaviour is the #est predictor of future #ehaviour.

2ehaviourally #ased ,uestions are competency+#ased/ they focus on past eamples ofdemonstrated a#ility rather than as&ing hypothetical ,uestions. In short$ they as& when did youdemonstrate... rather than what would you do if...

The advantage with this type of ,uestion is that you can design specific #ehavioural ,uestions to

determine which candidates possess the particular competencies re,uired for a o#.-ne strategy for preparing for #ehavioural interviews is to use the "T%R Techni,ue$ as outlined #elow.

% typical #ehavioural ,uestion will re,uire the applicant to respond in three parts. The "T%R,uestions!response is as follows/"ituation or

What was the situation or tas& that the applicant needed toTas& accomplish

It must #e a specific event or situation$ not a generaliseddescription of what has #een done in the past.


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How did it turn out

What did you do the net time you faced thissituation What did your supervisor say a#out that

What feed#ac& did you receive

Managing Interview ChallengesChallenge @/ "ilenceV

This applicant tends to find it difficult to come up with the answers to ,uestions and responds with silence.

"teps to ta&e/

1. %llow a calculated pause.Wait a#out @E+A= seconds to provide the applicant with time thin& of a response.

2. Ma&e a statement assuring that it is -J.

3I realise that it is sometimes difficult to come up with a specific eample> ta&e some time tothin& of one.3

Bse encouraging non+ver#als as well.

3. Restate the ,uestion ? chec& for understanding.

Choose different words which may give the applicant a #etter understanding of the,uestion or trigger an idea.

Challenge A/ Difficulty coming up with a specific eampleThis applicant insists that a specific eample is hard to identify.

"teps to ta&e/

1. "ympathetically persist

3I realise that it can #e difficult to come up with a specific eample. What a#out the mostrecent time that it occurred or perhaps in another situation or role3

"ympathise #ut reassert your need for a specific eample.

2. Restate the ,uestion.Choose a different way to as& the ,uestion which may clarify the ,uestion$communicate persistence$ and provide the applicant with additional time to thin&.

3. %llow a calculated pauseProvide some additional time to allow the applicant time to thin& of an eample.

Challenge / 9iving generalisations

The applicant may appear to answer the ,uestion #ut rally descri#es a credential or opinion insteadof actual #ehaviour. 7oo& for the following &ey words/ Typically> always> we> generally> that is.

"teps to ta&e/

1. %ssume responsi#ility for the incorrect response.

3I didn)t as& that ,uestion very wellwhat I am really loo&ing for is a specific eample of what you did.3

2. Restate the ,uestion.

Choose a different way to as& the ,uestion$ stressing the need for the description of aspecific situation.

3. %llow a calculated pause!persist sympathetically.


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Reserved. HPD

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Reference Chec& Proforma

Policy Ref

PN0175

Policy

Reference Check Proforma

Procedure

%ppendi :

Reference Chec& Proforma

Reference Chec& Completed #y/ UUUUUUUUUUUUUUUUUUUUUUUUUUUU Date/ UUU ! UUU ! UUUU

Candidate)s 5ame/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Position %pplied for #y Candidate/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Referee)s 5ame/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUU Phone 5um#er/ UUUUUUUUUUUUU

Referee)s Position and -rganisation/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 'While wor&ing with the potential candidate(

Referee)s Current Position!-rganisation/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 'If different from a#ove(

5otes/This form is to #e attached to the candidate)s personal file.

If the referee declines to give a reference$ note of this should #e placed on the candidate)s file.

If the referee declines to accept responsi#ility for reference comments this should #e noted and thereference destroyed.

"T%5D%RD 0B*"TI-5"

Kour name has #een given to us #y Gname of candidate as a referee. The information you give may#e used to assess the potential employment of Gname of candidate. Do you understand and acceptthat any comments we note may #e accessed #y Gname of candidate under the Privacy %ct Kes!5o

Will you allow us to write your comments down Kes!5o

Did Gname of candidate report directly to you Kes!5o

If not$ what was the relationship #etween you


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What was your position during Gname of candidateNs employment

What was Gname of candidate)s position during his!her employment

Could you confirm what period Gname of candidate wor&ed with your organisation and how longyou were Gname of candidate)s Manager

Can you give an indication of Gname of candidate)s attendance at wor& and punctuality

What were Gname of candidate)s &ey responsi#ilities in this position

What would you consider Gname of candidate)s maor strengths to #e

Were there any areas where Gname of candidate)s performance did not meet the o# re,uirements

Can you share with me how Gname of candidate handles a fast paced or changing environment ?what techni,ues does Gname of candidate adopt to meet these challenges and complete tas&s

Did Gname of candidate ever wor& as part of a team If so how would you descri#e his!her team style


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How would you descri#e Gname of candidate)s relationship and communication style with/

1• Colleagues/

2• Customers/

3• "upervisors!Management/

What do you thin& motivates Gname of candidate

What style of management do you thin& supports Gname of candidate to perform at their #est

'Insert competencies or selection criteria relevant to the o# selection criteria and gather evidence ofthe #ehaviours they demonstrate$ which indicates either their proficiency or s&ill level(

Competency *amples of 2ehaviours'*vidence of competence(

@A

:

E

;

Did Gname of candidate wor& to JPIs If so$ please provide eamples and did Gname of candidate

meet these JPIs

-verall how would you rate Gname of candidate)s performance while employed with you -utstanding!Highly Competent! Competent! %de,uate! Bnsatisfactory

What was the reason Gname of candidate left the organisation


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%re there any general comments you would li&e to ma&e a#out Gname of candidate

We are considering Gname of candidate for a position of Gposition title. Do you #elieve that he!shewould #e suited to this type of role

9iven the right circumstances and the opportunity$ would you consider re+employing Gname of candidate

May we contact you again in the future should we re,uire any further information regardingGname of candidate


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Pre+*mployment Health Declaration

Policy Ref

PN0176

Policy

Pre-Employment Health Declaration

Procedure

Appendix 5

Pre-Employment Health Declaration

*mployment with 'a##reviated name( is conditional on the applicant #eing suita#le for employmentand fully a#le to perform the inherent re,uirements for the position.

When completing the health declaration you as an applicant for employment must do so in the full &nowledge ofthe position as outlined in the relevant o# description and!or selection criteria discussed at interview.

The primary purpose of this pre+employment health declaration is to assist 'a##reviated name( to ensurethat no person is placed in an environment or given tas&s that will result in physical or mental harm. It isnot the intention of the pre+employment health declaration to deny a person employment solely #ecauseof disa#ility$ illness or inury. The health declaration is re,uired so that 'a##reviated name( may ta&e theappropriate and reasona#le action to ensure the employee)s health$ safety and well#eing.

Kou are re,uired to disclose to 'a##reviated name( any pre+eisting illness$ disease$ inury$ aliment orcondition that you have suffered or continue to suffer of which you are aware and could reasona#ly #eepected to foresee$ and could #e affected #y the nature of the proposed employment.

Privacy

'a##reviated name( ta&es your privacy seriously. %ll details provided on this form are treatedconfidentially. The completed health declaration form will #e retained on your personnel file$ which is&ept secure at all times. Where employment is not ta&en up$ for whatever reason$ all documentsrelating to your application will #e retained for si months and then destroyed.

'a##reviated name( and its employees may use the information in your health declaration for the purpose of

assessing your suita#ility for employment in the role applied for. 6urther$ 'a##reviated name( may disclosethat information to its legal advisers for the purpose of o#taining legal advice concerning your healthdeclaration and any legal proceedings in which your health declaration is relevant.

"hould any circumstances change that may affect your capacity to perform the inherent re,uirementsof the position that you are underta&ing$ you are o#liged to inform your manager as soon as thesecircumstances are &nown.


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Section 1 – Personal Details

*mployment with 'a##reviated name( is conditional on the preferred applicant completing this Pre+employment health declaration form and returning it to the Gposition.

Position applied for/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

7ocation/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU Position num#er 'if &nown(/ UUUUUUUUU

9iven 5ame's(/

6amily 5ame or "urname

If your name has changed please state

your previous name's(

%ddress for all correspondence/

Postcode

Telephone 5o/ Wor&/ ' ( UUUUUUUUUUUUUUUUUUUUUUUUUUU

Home/ ' ( UUUUUUUUUUUUUUUUUUUUUUUUUUU


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Section 2 – Health Status'Please attach additional information in the space provided. The space #elow is insufficient for your answer(

1. %re you aware of any circumstances regarding your health or capacity to wor&that would interfere with your a#ility to perform the duties of the position

In answering this ,uestion Kes or 5o you are also covering factors such as/ eisting oreposure to infectious diseases$ ta&ing of medication!treatment on a regular #asis 'daily$wee&ly$ monthly( if yes$ what adustments do you need to perform the genuine andreasona#le re,uirement of the employment 'if any(

5o G Kes G If Kes$ please provide details.

2. Do you have an eisting inury or condition or pre+eisting inury or condition thatcould #e affected #y the nature of the proposed employment

*isting is a condition for which treatment is still #eing received. Pre+eisting is where aninury or condition!s is present #ut treatment is not re,uired. If yes please provide detailsof the inury or condition's(. If yes$ what adustments do you need to perform the genuineand reasona#le re,uirements of the employment 'if any(


3. Have you ever wor&ing with any su#stances or in any conditions which mayhave #een ha4ardous to your health 'e.g. as#estos eposure$ toic chemicals$stressful or noisy environments( and for which you need a modified wor&place

If yes$ what specific adustments or modifications can #e made 'if any( to ensure yourwor&place is safe and without further ris& to your health3



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:. Have you ever #een medically retired from a previous position


Section 3 - Declaration

I$ of

'%pplicant)s 5ame(

'%pplicant)s %ddress(

Do solemnly and sincerely declare that the contents of this form are true and correct in every particular$and ma&e this solemn declaration conscientiously #elieving the same to #e true and correct and I amaware that rendering or ma&ing a false declaration to #e punisha#le for wilful and corrupt perury.

The information stated is true and complete to the #est of my &nowledge and no informationconcerning my past or present state of health has #een withheld. I here#y agree to undergo a healthassessment #y a medical practitioner if deemed necessary #y 'a##reviated name(.

I am aware that I may #e re,uired to undergo a health assessment or testing.

I understand that any wilfully incorrect or misleading answer or material omission which relates to any ofthe ,uestions #efore mentioned may ma&e me ineligi#le for employment$ or if employed$ lia#le todismissal. I understand that this pre+employment health declaration may form part of my file.

Declared at/2efore me/In the "tate of Ginsert this UUUUUUUUUUUUUU day of UUUUUUUUUUUUUUUUUUUU A=UUU "ignature of Witness/"ignature of %pplicant/


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Induction Chec&list

Policy Ref

PN0177

Policy

Induction Checklist

Procedure

Appendix 6

Induction Checklist

Date/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

5ew *mployee/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

5ominated Manager/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

"e,uence %ctivity Person Date Initials

5um#er Responsi#le Completed

Pre+Commencement*nsure letter of offer has #een signed andreturned #y new staff mem#er to 6inance and

%dministration Manager.5egotiate the start date with appointee andadvise nominated manager of date.

-nce letter of offer!start date is confirmed$contact new staff mem#er to discuss/arrival details$ transport and near#y

par&ing facilitiesgeneral information a#out the office

location and accessremind the new hire to #ring #an&ing

details and a completed Ta *mployment

Declaration on their first day 'the latter can #e provided on the first day if necessary(.

%dvise staff in the wor&place of the start date

of the new staff mem#er and organise &eycontact appointment times 'e.g. managers$&ey support staff$ IT support if re,uired(.


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5ominate an Induction Manager'prefera#ly of the same level and in thesame team( to help the new staffmem#er for the first few wee&s.

"etup a 3Wor&place Induction3 file to giveto the new staff mem#er$ if possi#le/

create first day$ first wee&$ firstmonth and su#se,uent months)Induction schedule

any manuals$ staff listings$firm)s structure etc.

ensure new staff mem#er)s details areadded to wor&place email and phone lists

provide staff mem#er with contactdetails of &ey staff mem#ers

include calendars of any trainingand development programs

-rganise the new staff mem#er)s wor& area/

ensure clean and clear wor&

space organise IT connectivity

organise appropriate stationery

arrange phone connection if necessary

-rganise a 3Welcome3 morning! afternoontea with colleagues on the first day

6irst Day

Welcome staff mem#er and go throughthe schedule for first day

*plain the role$ responsi#ilities andepectations of new staff mem#er andhow their position relates to theircolleagues in the firm

-utline &ey contacts and their roles tostaff mem#er

Plan and eplain wor& for the first wee&

Introduce staff mem#ers to wor&area colleagues

Complete and return all employment forms to6inance and %dministration Manager 'TaDeclaration$ #an&ing details$ etc.(


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9o through with the new staff mem#er the ITapplications and processes 'high level only(

*plain WHF" and emergency practiseand complete the WHF" chec&list.

*plain other &ey policies and practices$such as wor& hours$ dress code$ the3*lectronic Communications3 policy andother policies and practices of significance.Where applica#le$ have the new employeesign the document to indicate that theyhave read and understood the policies.

Provide the new staff mem#er with somewor& to #e completed in the afternoon ofthe first day$ in order that they have theopportunity to feel that they are ma&ing acontri#ution from the very #eginning.

6irst Wee&

Provide more detailed information on firm)smission and goals and where the new staff

mem#er)s position fits in the structure.

Discuss roles and epectations in moredetail$ especially the initial stages of thenew employee)s contri#ution to the firm.

*plain the Performance Review process.

Discuss the main responsi#ilities of theposition and agree on short+term goals tocoincide with the Performance Reviewmeeting to #e held within the first twowee&s. Record any prior training received#y the new staff mem#er and identify anyshort+term training and development needs.

Diarise a time for the Performance Review

and Planning meeting within the first two

wee&s from commencement of employment.

*plain relevant filing and recordsystems$ internal and eternal mailprocesses$ setup voicemail access.

Provide any necessary feed#ac& on newstaff mem#er)s approach to andcompletion of wor&.


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"chedule regular 3catch up3 meetings andinform staff mem#er of any other regulararea!department meeting dates orwor&place practices.

Complete and return all "uperannuation

applications and documents.

Identify and #oo& any training and

development re,uired #y the new staffmem#er in the first three to si months.

6irst Month

Hold the Performance Review discussionwithin the first two wee&s. ointly set goalsfor the period of pro#ationary employmentand the su#se,uent three months.Discuss on+going staff developmentopportunities in more detail.

"ee& feed#ac& from new staff mem#erand address any issues related to theirintegration into the wor&place.

"u#se,uent Months

Hold the Performance Review discussions at

least every four wee&s$ providing feed#ac& to

the new staff mem#er on their progress and

the perceived performance of their wor&.

"ee& feed#ac& from the new employeeregarding any issues$ pro#lems or o#stacles

they are encountering in their wor&.

%t least one day #efore the conclusion ofthe sith months of employment$ conduct afull review meeting with the new staff

mem#er to confirm 'or otherwise( theiremployment. Provide detailed feed#ac& on

their performance during the pro#ationaryperiod and the reasons for the confirmation'or otherwise( of employment.

During the confirmation discussion$ provide a

structured opportunity for the new staff

mem#er to give feed#ac& to the manager and

6inance and %dministration Manager of their

view of how well their eperience in the first

si months has met their epectations and

any idea they have a#out how practices in the


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firm might #e changed for the #etter'the 35ew *yes3 discussion(.

6inally$ discuss and agree the detailed

Performance Review for the new staff

mem#er for the period #etween these

meetings and the net planned series offirm+wide performance review meetings.

Copyright. All Rights Reserved.

HPD Creative - Page 231




*mployee Details 6orm

Policy Ref

PN0178

Policy

Employee Details Form

Procedure

Appendix 7

Employee Details Form

5ame/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU D-2/ UUUUUUUUUUUUUUUUUUUUUUUUUU %ddress/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

"u#ur#/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUU Postcode/ UUUUUUUUUUU Country/ UUUUUUUUUUUUUUUUUUU

"e/ M ! 6

Ta 6ile 5o/ UUUUUUUUUUUUUUUUUUUUUUUUUU H*C" De#t/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

"uperfund/ UUUUUUUUUUUUUUUUUUUUUUUUUUU Mem#er 5o/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

5et of Jin/ UUUUUUUUUUUUUUUUUUUUUUUUUU Relationship/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Day time phone/ UUUUUUUUUUUUUUUUUUUUUU Mo#ile/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Doctor/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUU Phone/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

2an&/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 2ranch/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

2"2/ UUUUUUUUUUUUUUUU %ccount 5um#er/ UUUUUUUUUUUUUUUUUU %ccount 5ame/ UUUUUUUUUUUUUUUUUUUU

2an&/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU 2ranch/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

2"2/ UUUUUUUUUUUUUUUU %ccount 5um#er/ UUUUUUUUUUUUUUUUUU %ccount 5ame/ UUUUUUUUUUUUUUUUUUUU

Employment Details:

*mployee 5um#er/ UUUUUUUUUUUUUUUUUUUU %nnual Rate/ Q UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Date Commenced/ UUUUUUUUUUUUUUUUUUUUU Hourly Rate/ Q UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

"ection/ UUUUUUUUUUUUUUUUUUUUUUUUUUUU 7ocation/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

Deduction Options:

1oluntary Ta/ Q UUUUUUUUUUUUUUUUUUUUUU "alary "acrifice/ Q UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU




Mem#ers %fter Ta/ Q UUUUUUUUUUUUUUUUU

*mployment Category/

6ull Time/ UUUUUUU Part Time/ UUUUUUU Casual/ UUUUUUU Permanent/UUUUUUU


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2) %ll e,uipment owned or leased #y the company will remain the property of the company orleasor$ and the employee agrees that the company may have access to the home+#ased wor&site during hours of wor& or after provision of A: hours) notice for the removal of thee,uipment. In removing the e,uipment the company will ta&e all reasona#le care to minimisedamage to the home+#ased wor& site and!or property. If damage to the site is caused #y thecompanys actions$ the employer is responsi#le for repairs$ replacement or compensation.

3) The company or contracted leasor will maintain the e,uipment and!or software owned or leased #y the company.

4) The employee agrees to notify the company if any pro#lems or difficulties arise with the operation of the company e,uipment and allow access as re,uired to replace$ service or repair the e,uipment.

5) If it is agreed that the employees e,uipment is to #e used at the home+#ased wor& site forthe companys wor&$ the percentage of costs of maintenance$ repair and insurance of thee,uipment will #e agreed #etween the company wor& unit and the employee. The manner inwhich consuma#les will #e supplied will also #e agreed. These agreements will #edocumented and attached to this %greement.

4. "ecurity of assets and information

"ecurity of information shall #e as applied for the companys office #ased employment. It is agreed the employeeshall ta&e all reasona#le precautions necessary to secure the companys e,uipment and procedures.

5. Conditions of employment and variations in the conditions of employment

1) The terms and conditions of the employment #etween the company and the employee thatapply at the employees usual place of employment also apply at the home+#ased wor& site.In particular the following will not #e altered #y this %greement/1• any applica#le legislation$ awards or agreements2• level of position and related remuneration

2) The company and the employee engaged in wor& at the home+#ased wor& site may agree tovary any of the terms and conditions of the home+#ased wor& agreement with the eception of

E'a( a#ove. %ny variation must #e agreed to #y #oth the company and the employee andmust #e in writing and attached to this %greement.

6. Hours of wor&!overtime

1) The employee agrees to maintain an accurate and up to date record of hours wor&ed atthe home+#ased wor& site. The hours to #e wor&ed will #e within the normal span of hoursof the employees hours of wor&$ and shall #e agreed to and attached to this %greement.

2) The home+#ased wor& site may #e used for overtime provided the wor& is agreed to #y thecompany and the employee prior to the overtime #eing carried out. 5o meal allowance isapplica#le for overtime performed at the home+#ased wor& site.

7. Communication

The employee agrees to #e contacta#le and availa#le for communication with the company during theperiods in which home+#ased wor& is carried out.

8. Performance

The company and the employee agree to esta#lish and implement an agreed procedure$ appropriateto the wor&$ #y which the performance of the employee at the home+#ased wor& site can #emonitored. % copy of this must #e attached to this %greement.

9. Termination of the home+#ased wor& arrangement


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The agreement may #e terminated #y either party prior to epiry$ provided that the party wishing toterminate gives reasona#le notice.

It is agreed that reasona#le notice shall #e four wee&s if the previously agreed period for home+#ased wor& wasfor si months/ or two wee&s if the previously agreed period for home+#ased wor& was less than si months.

G"ignature #loc& ? company

G"ignature #loc& ? employee


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Performance %ppraisal 6orm

Policy Ref

PN0180

Policy

Performance Appraisal Form

Procedure

Appendix 10

Performance Appraisal Form

5ame/ Date of Review/ UUUUUUU

o# Title/ Team!Dept/ UUUUUUUUUU

6or period from UUUUUUUUUUUUUUUU ToUUUUUUUUUUUUUUUU

Rating Scale

*OC***D" *OP*CT%TI-5"/ Performance is consistently a#ove the re,uirements of theposition. The employee is a very capa#le performer and one of the #est in that o# dimension.

M**T" *OP*CT%TI-5"/ Performance consistently meets the #asic re,uirements of the positionand the employee)s performance is increasing with their eperience in the position.

5**D" IMPR-1*M*5T/ Performance dimension often meets the #asic re,uirements of the position$however there is room and a need for improvement in some aspects of the employee)s performance.

B5%CC*PT%27*/ Performance is consistently #elow the #asic re,uirements of the position andfailure to improve may result in a decision to terminate.

5!%/ 5-T %PP7IC%27*/ The employee has held the position for insufficient time to assess fairlyand fully o# performance.

SECTION 1 – OBJECTIVES-2*CTI1* @ M*%"BR* TIMI59

R*1I*W C-MM*5T R%TI59

-2*CTI1* A M*%"BR* TIMI59


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-2*CTI1* M*%"BR* TIMI59


-2*CTI1* : M*%"BR* TIMI59


-2*CTI1* E M*%"BR* TIMI59



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SECTION 3 - PERSONAL DEVELOPMENT PLAN

"BMM%RK -6 "TR*59TH"

"BMM%RK -6 R*0BIR*D TR%I5I59 %5D D*1*7-PM*5T

C%R**R D*1*7-PM*5T -2*CTI1*"

R*1I*W*R)" C-MM*5T"

5ame/

Date/ "ignature/

*MP7-K**)" C-MM*5T"

5ame/

Date/ "ignature/


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*mergency Contact Permission 6orm

Policy Ref

PN0181

Policy

Emergency Contact Permission Form

Procedure

Appendix 11

Emergency Contact Permission Form

In the event of an accident or illness$ please provide the following details/

*mployee

%ddress

Phone Mo#ile /

Contact + @

Relationship Daytime 5um#er/

Contact + ARelationship Daytime 5um#er/

Doctor

"urgery

Phone

Medications

%llergies

-ther


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I understand that this information will #e confidential and only used in an emergency situation or in theevent of #eing a#sent from wor& without prior notice or having failed to contact your supervisor prior to8 am on day of a#sence.

"igned/ UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU Date ! !


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%nti+2ri#ery and Corruption 9uidelines

Policy Ref

PN0183

Policy

Anti-Bribery and Corruption Guidelines

Procedure

Appendix 12

Anti-Bribery and Corruption Guidelines

"et out #elow are a num#er of guidelines to assist personnel to comply with this Policy. The list is notintended to #e ehaustive and is for illustrative purposes only.

%lways/

1• conduct appropriate due diligence in selecting and engaging third parties. Whereappropriate this should include/

o consideration of the #ac&ground$ reputation$ #eneficial ownership$ epertise and,ualifications of the third party> and

o consideration of the prospective third party)s associates and connections withgovernment and pu#lic officials>

2• communicate the Company)s anti+#ri#ery re,uirement to third parties in writing and ensure that$

where appropriate$ third parties are re,uired to provide regular certificates of compliance withapplica#le #ri#ery and corruption laws>

3• fully understand applica#le legal re,uirements$ the recipient)s own rules and the Company)sapproach to offering or accepting gifts or hospitality>

4• ensure that all ependiture is accurately recorded>

5• anticipate and plan in advance for new or potential circumstances where #ri#ery or corruption may occur>

6• ac&nowledge the necessity of compliance with anti+#ri#ery laws when setting &eyperformance indicators 'JPIs( and do not penalise individuals and teams for failing to meetJPIs as a result of such compliance> and

7• immediately report any indication of improper payments or any concerns regarding the legitimacy of a

payment in cash or in+&ind that the Company is intending to ma&e. If dissatisfied with the outcome of

the discussion$ personnel should raise the matter with the Company)s Mar&eting Director.

5ever/


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1• offer anything of value to a government official or other person to o#tain an actual or perceived improper advantage>

2• allow secret commissions$ N&ic&+#ac&s) or similar corrupt payments to #e made. This includesarrangements made with politically influential individuals$ companies or organisations where thefees are disproportionate to the legitimate services offered>

3• ma&e a payment to any person 'in cash or in+&ind( for a service which the Company is notnormally entitled. *amples include paying a pu#lic official to wor& overtime$ to wor& duringlocal holidays or to underta&e duties #eyond the scope of their normal o# description>

4• do anything to encourage or facilitate someone else$ including an agent or representative of the Company$ to ma&e an improper payment>

5• agree to demands for facilitation payments to epedite a routine administrative action> and

6• esta#lish a Nslush) fund.

2e cautious of/

1• a commission that is disproportionate to the services provided>

2• any re,uest to ma&e a payment that appears suspicious or to a name not related to thetransaction$ including #ut not limited to a charity or foundation>

#ac&ground information a#out eisting or potential third+party representatives that suggest theymay #e underta&ing activities that could #e considered improper.


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HPD Creative HR Policy

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