Human Resouces ggTemplate Manual

8/9/2019 Human Resouces ggTemplate Manual

http://slidepdf.com/reader/full/human-resouces-ggtemplate-manual 1/44

>Insert Company Logo Here<

HR Policy &ProcedureManual



HR Policy and Procedure Manual

HR POLICY AND PROCEDURE MANUAL

Conten t s

.................................................................................................1HR POLICY AND PROCEDURE MANUAL.....................................................4WELCOME.....................................................................................5OUR COMPANY HISTORY.....................................................................6WHAT WE DO.................................................................................7OUR CLIENTS.................................................................................8OUR MISSION, ISION ! ALUES..........................................................."YOUR EMPLOYMENT........................................................................1#$USINESS ENIRONMENT..................................................................1%CODE O& CONDUCT POLICY...............................................................14DRESS CODE POLICY........................................................................16IT, INTERNET, EMAIL ! SOCIAL MEDIA POLICIES........................................18RECRUITMENT...............................................................................%%INDUCTION..................................................................................%'TRAININ( ! DEELOPMENT...............................................................%4PRO$ATION..................................................................................%5OCCUPATIONAL HEALTH ! SA&ETY.......................................................%6E)UAL EMPLOYMENT OPPORTUNITY *EEO+ ! ANTI $ULLYIN(........................%"PRE(NANCY AT WOR......................................................................''&LE-I$LE WORIN( ARRAN(EMENTS....................................................'6LEAE.........................................................................................'8PER&ORMANCE MANA(EMENT............................................................45PER&ORMANCE IMPROEMENT............................................................46(REIANCE COMPLAINTS..................................................................4"CON&LICT O& INTEREST....................................................................5#INTELLECTUAL PROPERTY ! SECURITY..................................................5%ENIRONMENTAL $EST PRACTICE.........................................................5' POLICIES ! DECLARATION................................................................54

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age 2 o& ""




WELCOME

Congratulations on your appointment and welcome to the team at $roud 'ppliances( )e are e*cited that youhave decided to +oin us and loo, &orward to a long- happy and success&ul partnership together. ur usiness isprimarily aout providing e*cellent customer service tp oth our customers- and the companies we wor, with. ouhave een hired ecause we elieve you can help us to deliver these high levels o& customer satis&action. )e want to ensure that your interactions with other $roud 'ppliances employees and our customers will re&lect thevalue that $roud 'ppliances places on &ast- dependale and cost e&&ective solutions. )e are a company that iscommitted to staying up to date with technological advancements. In order to serve you etter- we operate onlineand carry i$ads in the &ield &or &aster +o processing. )e are proud to e a green company- and we are currently inthe process o& uilding new eco&riendly premises to carry out our usiness operations.

3he purpose o& this %anual is to introduce you to the $roud 'ppliances- give you some in&ormation aout ourhistory- our clients and what we do. ou will also &ind in&ormation aout your terms and conditions andemployment- our e*pectations around your ehavior and our policies and procedures. 3his manual should eread in con+unction with your Contract o& 4mployment and +o description.

3his %anual is y no means an e*haustive guide to your employment with us. It has een developed to act as aresource and re&erence &or you. 3he policies within this %anual are easily listed and easily accessed via thecontents page. 3his %anual will e updated as re5uired as our usiness evolves and grows. ou will e noti&iedo& any changes as they occur. I& you have any 5uestions aout the content please do not hesitate to contact thegeneral manager at $roud 'ppliances on 0# 6## 2271.

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age o& ""




OUR COMPANY HISTORY

The story of Proud Appliances starts in 1991, when Nicholas Richards saw a gap in the appliance repair industry inWestern Australia. Starting off as a “one an !and", the copany now has # technicians, and ser$ice all of thePerth %etro area.

Proud Appliances aims to maintain the upmost levels of service for our customers, and this isrecognised by all of the leading home appliance brands in Australia, who choose us as their

leading authorised repair agent in WA.

Our company is steadily growing in size, and as such we have established plans to move out

premises from our warehouse in Subiaco, to a new and purpose built office and workshop in

Bayswater.

This new premises has also been designed to be ‘eco-friendly’ which is in align with our ethos

“repairing today’s appliances, for tomorrow’s environment”.

As we continue to grow, we also continue to streamline all of our processes. As such, all of our

technicians now use tablet computers whilst on the road, and update the jobs on site;

therefore the delay between first and second service is much less, and it provides and

extremely efficient service.

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age " o& ""




WHAT WE DO

't $roud 'ppliances we provide the &ollowing products and services to our clients!

)e repair the &ollowing appliances! Canopies and range hoods %icrowave ovens 8acuum cleaners Dyers )ashing machines Dishwashers vens Coo,tops $ortale air conditioners and heaters Co&&ee machines 9lenders

%oile appliance service- with our technicians doing the &ollowing areas!

:eil! ;outh o& iver- servicing all appliances =4ast

?e&&! :orth o& iver- servicing all appliances

%i,e! ;outh o& iver- servicing all appliances e*cept ovens @ coo,tops =)est

:ic,! 4ast o& iver- servicing all appliances e*cept ovens @ coo,tops

'drian!

:orth o& iver- servicing all appliances e*cept ovens @ coo,tops. 'lso does deliveries @ installations.8ladimir!

)or,shop. Deliveries @ Asecond manB on laour intensive +os.%artin!

)or,shop. ;ervicing all appliances.





OUR CLIENTS

't $roud 'ppliances- we service many companies- and we are proud to list the &ollowing clients!

's well as many more(





OUR MISSION, VISION & VALUES

M s s o n S t / te0en t

epairing todayEs appliances- &or tomorrowEs environment.

s on S t/ te0ent

We / 2e 3 2o to e P 2o .

/es

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age # o& ""




YOUR EMPLOYMENT

our employment with $roud 'ppliances is essentially governed y your contract o& employment- $roud'ppliances $olicies- in con+unction with this %anual. 3he &ollowing section provides general in&ormation regardingyour pay- conditions and our e*pectations o& you.

PAYROLL

our pay cycle is &ortnightly. ur pay cycle runs &rom )ednesday to 3hursday over a two wee, period and pays are

processed on )ednesday- &ortnightly. Depending on which an, you use- some people may e ale to access their pay on

3hursdays ecause this is the day payroll is actually processed.

$ays will e automatically deposited electronically into the an, account details provided to $roud 'ppliances.

3a*ation payments are automatically deducted &rom your salary. ;uperannuation payments are paid into your nominated&und as per industry standard =please see your contract &or &urther in&ormation.

CHAN( IN( PAY DETAILS

$lease advise the accounts department via email should you wish to change any pay details- or change or close your an,

account. $lease ensure you noti&y us in the &ortnight prior to the date you wish &or the change to e e&&ective y.

HOURS O& WOR

&&ice/9usiness hours are generally etween #am to ".0pm- %onday to Friday. our hours o& wor, will depend on usiness

needs and the re5uirements o& the wor, you are assigned.

our %anager will wor, with you to estalish your standard hours o& wor, and rea, times.

$roud 'ppliances adopts a common sense approach to managing wor, hours.

OERT IME AND ADD IT IONAL HOURS

&ateness for wor''ny asence or late arrival due to illness- in+ury or any other reason- and the e*pected duration o& leave must e personallyreported to your supervisor as soon as practicale =and prior to your normal starting time wherever possile. I& you areunale to do this personally- you are re5uested to as, someone to telephone on your ehal&.

;use5uent to this- you must ,eep your %anager in&ormed o& your progress. )herever possile you should ma,e dental-medical- usiness or other appointments outside your normal wor,ing hours.





It is essential that you are ready to commence wor, at your normal commencement time as other employees and the usinessdepend upon you and your contriution.





BUSINESS ENVIRONMENT

WOR AREAS

's many employees wor, in an open plan area- it is important that your wor,station and or des, remains clean and tidy and&ree o& o*es- papers and magaGines. ur e*pectation is that your wor,station will e cleared and tidied at the end o& every

day. 'ny items that re5uire storage should e put away- hard copy paper &iles should e ,ept to a minimum- with so&t copieso& &iles stored on the relevant shared drive electronically. Laptops should not e le&t on des,s overnight unless you haveyour own loc,ale o&&ice.

SECUR ITY

4ntry to the $roud 'ppliances premises during and / or outside o& normal usiness hours will e y way o& ,eys- i& you haveeen allocated ,eys.

It is the responsiility o& every $roud 'ppliances employee to ensure that this ,ey is ,ept in sa&e custody. It must e returnedon demand.

4mployees must ensure that all con&idential/sensitive documents are loc,ed away at night. ou should ma,e sure that yourpersonal elongings and valuales are loc,ed away and secured. $ersonal property is not covered y Company insurance.

()*+&) AN- %/+&) P*N) 0S)A)3echnicians are provided with a vehicle- i$ad and moile phone &or wor, use- and are re5uired to comply with$roud 'ppliances re5uirements concerning the use o& this e5uipment. In particular- use o& vehicles- i$ads andmoile phones is strictly &or wor, purposes only- and they are not &or private use.

$roud 'ppliances provides the vehicle &or the purposes o& allowing the employee to drive &rom their place o&residence- to the &irst +o o& the day and then return at the conclusion o& the last +o o& the day.

Circumstances where employees are re5uired to return the company vehicle include- ut are not limited to periods

o& unpaid leave- parental leave- long term sic, leave- loss o& drivers license- impairment prohiiting driving- reacho& the employers re5uirements regarding the use o& the vehicle- upon direction o& $roud 'ppliances.

ITCHEN AND $ATHROOMS

$lease ,eep the ,itchen and athroom areas clean at all times- cleaning up a&ter use. ou should e mind&ul that these arepulic areas and you should e respect&ul to others y always cleaning up a&ter yoursel&. I& you use dishes then wash themimmediately a&ter use.

I& there are any issues with these &acilities you should noti&y your %anager immediately.

WASTE $ INS

%ost individuals will have these under their des,. 3hese ins should e used &or any items which are not recyclale egplastics- metal- a pen- &ood scraps etc. $lease use your discretion and e mind&ul o& disposing &ood scraps in the o&&ice.Li5uids should not e poured/ placed into ins.





RECYCL IN( $ INS

$lease recycle where you can using the appropriate ins. nly paper and cardoard with N company- client or candidatein&ormation is to e placed into these ins. N general ruish is to e placed in these ins.)e also have a compost in in the sta&& ,itchen- &or all &ood scraps.

SECUR ITY DESPOSALSHREDDERS

$aperwor, with any sensitive or con&idential $roud 'ppliances in&ormation needs to e disposed o& y either eing shreddedor placed into the loc,ed security disposal in. 3he ,ey &or this in will e the responsiility o& the %anager. Documents to eplaced in the security ins include ut are not limited to!

• Company In&ormation

• Client in&ormation

• Forms

• 3erms and conditions

• $olicies

The noise factor3ry to avoid spea,ing across the o&&ice and respect peopleEs usy periods or meeting times. r i& someone is engrossed insomething at their computer or there are more than two people meeting with someone- it usually means they are usy. 3ryto tal, 5uietly when you are on the telephone and respect others around you.$lease e aware o& doors- and try to close them 5uietly as there is usually at least one sta&& memer on the phone at alltimes.





CODE OF CONDUCT POLICY

P23o se

3his policy a&&irms $roud 'ppliancesE elie& in responsile social and ethical ehaviour &rom all employees. 3his policy

clari&ies the standards o& ehaviour that $roud 'ppliances e*pects o& all employees.

P2 n9 3 e s

ur employees contriute to the success o& our organisation and that o& our Clients. $roud 'ppliances &ully endorse that all

employees are not deprived o& their asic human rights.

Furthermore- our employees have an oligation to the 9usiness- our Clients and themselves to oserve high standards o&integrity and &air dealing. nlaw&ul and unethical usiness practices undermine employee and Client trust- and can result indismissal.

Po 9:

ur Code o& Conduct policy applies to all employees and provides the &ramewor, o& principles &or conducting usiness-dealing with other employees- Clients and suppliers. 3he Code o& Conduct does not replace legislation and i& any part o& it isin con&lict- then legislation ta,es precedence. 3his policy is ased on the &ollowing!

- 'ct and maintain a high standard o& integrity and pro&essionalism

- 9e responsile and scrupulous in the proper use o& Company in&ormation- &unds- e5uipment and &acilities

- 9e considerate and respect&ul o& the environment and others

- 4*ercise &airness- e5uality- courtesy- consideration and sensitivity in dealing with other employees- clients and

suppliers

- 'void apparent con&lict o& interests- promptly disclosing to a $roud 'ppliances senior manager- any interest which

may constitute a con&lict o& interest

- $romote the interests o& $roud 'ppliances- $er&orm duties with s,ill- honesty- care and diligence

- 'ide y policies- procedures and law&ul directions that relate to your employment with $roud 'ppliances and/or

our Clients- 'void the perception that any usiness transaction may e in&luenced y o&&ering or accepting gi&ts- prior or during

providing service.- nder no circumstances may employees o&&er or accept money

- 'ny employee- who in good &aith- raises a complaint or discloses an alleged reach o& the Code- whilst &ollowing

correct reporting procedures- will not e disadvantaged or pre+udiced. 'll reports will e dealt with in a timely andcon&idential manner.

N2+-)NT+A&+3 4 %P)T+T+N

9oth during and a&ter your employment with $roud 'ppliances- the employee is re5uired to ,eep all company speci&icin&ormation con&idential- and not disclose- or allow in&ormation to e disclosed- to any third parties- e*cept as re5uired incarrying out the employment.

During your employment- you must not e engaged or concerned or interested- and agree not to wor,- either as anemployee or otherwise- in competition with $roud 'ppliances without prior written consent o& $roud 'ppliances.For the purposes o& this clause Aengaged or concerned or interestedB includes direct or indirect involvement as a principal-agent- partner- employee- shareholder- unit holder- director- trustee- ene&iciary- manager- consultant- adviser or &inancier.





$roud 'ppliances e*pects cooperation &rom all employees in conducting themselves in a pro&essional- ethical and socially

acceptale manner o& the highest standards.

'ny employee in reach o& this policy may e su+ect to disciplinary action- including termination.

;hould an employee have douts aout any aspect o& the Code o& Conduct- they must see, clari&ication &rom the manager.

3his policy will e regularly reviewed y $roud 'ppliances and any necessary changes will e implemented y the general

manager and the H director.

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age 1" o& ""




DRESS CODE POLICY

$roud 'ppliances o+ective in estalishing a sa&e and com&ortale environment includes setting some standards &or

wor,place dress code. 3his is to enale all people to pro+ect a pro&essional image that is in ,eeping with the needs o& ourclients and customers to trust us.

O; ; 9e E03 o :ees

&&ice employees are e*pected to dress usiness casual during wor, hours. 9ottoms may include neat +eans- slac,s ors,irt.

W/2e<ose&/9to 2: E03 o:eesD2 =e2 s

$roud 'ppliances provides a uni&orm consisting o& a company polo shirt. 'll sta&& are re5uired to wear dar, coloured

shorts or pants. :o other ottoms are permitted. Caps or eanies and +ac,ets should e those o&&ered y $roud'ppliances. ;teel capped oots are to e worn and provided y employees. 3his is a sa&ety re5uirement.

(ene2/

;ales/%anagement or other employees who attend meetings with clients or potential clients =valid only on meeting days

Clothing should consist o& a $roud 'ppliances shirt and lac, slac,s or s,irt. ?ac,ets should e the same colour as

ottoms and should have a collar. %anagement may re5uest an employee to wear $roud 'ppliances uni&orm on any

particular day. 3his may e due to client visits- or any other reason.

P2o< te C o t< n>

4mployees should not wear ripped clothing o& any sort- low cut clothing such as +eans and shirts- trac, suits =pants or windcheaters or thongs or open toed shoes.

S33 : /n P 29</s n>

)or,shop employees and technicians will e supplied with uni&orm when they commence employment. ni&orms mayneed to e ordered in- there&ore- employees will dress as per instruction &rom management until a uni&orm is distriuted.4mployees may purchase additional uni&orms at cost price. :ew uni&orms will e issued to sta&& when re5uired atmanagementEs discretion. )hen an employee leaves the company they are re5uired to give all issues uni&orms ac,.

M/ n ten/n9e

'll clothing worn- including uni&orm- should e clean and neatly pressed at all times.


http://humanresources.about.com/od/glossaryd/g/work_dress_code.htm

http://humanresources.about.com/od/glossaryd/g/work_dress_code.htm




IT, INTERNET, EMAIL & SOCIAL MEDIA POLICIES

I NTERNET USE

3he internet is provided y $roud 'ppliances &or usiness use only.

Failure to comply with these instructions is an o&&ence and will e su+ect to appropriate investigation. In seriouscases- the penalty &or an o&&ence- or repetition o& an o&&ence- may include dismissal. ;ta&& need to e aware thatsome &orms o& internet conduct may lead to criminal prosecution.

EMA IL USE

1. 4mail &acilities are provided &or &ormal usiness correspondence.2. 3a,e care to maintain the con&identiality o& sensitive in&ormation. I& emails need to e preserved- they

should e ac,ed up and stored o&&site.. %anagement has the right to access incoming and outgoing email messages to chec, i& an employeeEs

usage or involvement is e*cessive or inappropriate.

". :onessential email should e deleted regularly &rom the J;ent ItemsE- JIno*E and JDeleted ItemsE &oldersto avoid congestion.

7. 'll emails sent must include the approved usiness disclaimer.. 'll computer systems must e ,ept orderly- so that any sta&& memer can navigate the unit. It is each sta&&

memers responsiility to maintain their technological &iles- which includes their emails and des,top.

3o protect $roud 'ppliances &rom the potential e&&ects o& the misuse and ause o& email- the &ollowing instructionsare &or all users!

1. :o material is to e sent as email that is de&amatory- in reach o& copyright or usiness con&identiality- orpre+udicial to the good standing o& $roud 'ppliances in the community or to its relationship with sta&&-customers- suppliers and any other person or usiness with whom it has a relationship.

2. 4mail must not contain material that amounts to gossip aout colleagues or that could e o&&ensive-demeaning- persistently irritating- threatening- discriminatory- involves the harassment o& others orconcerns personal relationships.

. 3he email records o& other persons are not to e accessed e*cept y management =or persons authorisedy management ensuring compliance with this policy- or y authorised sta&& who have een re5uested toattend to a &ault- upgrade or similar situation. 'ccess in each case will e limited to the minimum needed&or the tas,.

". )hen using email a person must not pretend to e another person or use another personEs computer without permission.

7. %ass emailing- Areply to allB etc. that are not part o& the personEs duties- is not permitted.. Failure to comply with these instructions is a per&ormance improvement o&&ence and will e investigated.

In serious cases- the penalty &or reach o& policy- or repetition o& an o&&ence- may include dismissal.3his policy also applies to all employees- contractors and sucontractors o& $roud 'ppliances who!

- have an active pro&ile on a social or usiness networ,ing site such as Lin,edIn- Faceoo,- %y;pace-

9eo- Friendster or 3witter

- write or maintain a personal or usinessE log and/or

- post comments on pulic and/or private weased &orums or message oards or any other internet sites.





PRO&ESS IONAL USE O& SOC IAL MED IA

$roud 'ppliances e*pects its employees to maintain a certain standard o& ehaviour when using ;ocial %edia &or wor, and personal purposes.

3his policy applies to all employees- contractors and sucontractors o& $roud 'ppliances who contriute to orper&orm duties such as!

- maintaining a pro&ile page &or $roud 'ppliances on any social or usiness networ,ing site =including- ut

not limited to Lin,edIn- Faceoo,- %y;pace- 9eo- Friendster or 3witter

- ma,ing comments on such networ,ing sites &or and on ehal& o& $roud 'ppliances writing or contriuting

to a log and/or commenting on other peopleEs or usinessE log posts &or and on ehal& o& $roud'ppliances and/or

- posting comments &or and on ehal& o& $roud 'ppliances on any pulic and/or private weased &orums

or message oards or other internet sites.

P2o9e2e

:o employee- contractor or sucontractor o& $roud 'ppliances is to engage in ;ocial %edia as a representative oron ehal& o& $roud 'ppliances unless they &irst otain $roud 'ppliances written approval.

I& any employee- contractor or sucontractor o& $roud 'ppliances is directed to contriute to or participate in any&orm o& ;ocial %edia related wor,- they are to act in a pro&essional manner at all times and in the est interests o&$roud 'ppliances.

'll employees- contractors and sucontractors o& $roud 'ppliances must ensure they do not communicate any!

- Con&idential In&ormation relating to $roud 'ppliances or its clients- usiness partners or suppliers

- material that violates the privacy or pulicity rights o& another party and/or

- in&ormation- =regardless o& whether it is con&idential or pulic ,nowledge- aout clients- usiness partners

or suppliers o& $roud 'ppliances without their prior authorisation or approval to do so on any social orusiness networ,ing sites- weased &orums or message oards- or other internet sites.

P R + ( AT ) 5 P ) R S N A & 0 S ) 2 S + A & % ) - + A

P2o9e2e

$roud 'ppliances ac,nowledges its employees- contractors and sucontractors have the right to contriute

content to pulic communications on wesites- logs and usiness or social networ,ing sites not operated y$roud 'ppliances. However- inappropriate ehaviour on such sites has the potential to cause damage to $roud'ppliances as well as its employees- clients- usiness partners and/or suppliers.

For this reason- all employees- contractors and sucontractors o& $roud 'ppliances must agree to not pulish anymaterial- in any &orm- which identi&ies themselves as eing associated with $roud 'ppliances or its clients-usiness partners or suppliers.





'll employees- contractors and sucontractors o& $roud 'ppliances must also re&rain &rom posting- sending-&orwarding or using- in any way- any inappropriate material including ut not limited to material which!

- is intended to =or could possily cause insult- o&&ence- intimidation or humiliation to $roud 'ppliances or

its clients- usiness partners or suppliers

- is de&amatory or could adversely a&&ect the image- reputation- viaility or pro&itaility o& $roud 'ppliances

or its clients- usiness partners or suppliers and/or- contains any &orm o& Con&idential In&ormation relating to $roud 'ppliances or its clients- usiness partners

or suppliers.

. All employees, contractors and sub-contractors of Proud Appliances must comply with this policy. Any breach of this policy will be treated as a serious matter and may result in disciplinary action including termination of employmentor (for contractors and sub-contractors) the termination or non-renewal of contractual arrangements.

Other disciplinary action that may be taken includes, but is not limited to, issuing a formal warning, directing

people to attend mandatory training, suspension from the workplace and/or permanently or temporarily denying

access to all or part of Proud Appliances computer network.

For the purposes o& this policy- the &ollowing de&initions apply!

Social %edia includes all internetased pulishing technologies. %ost &orms o& ;ocial %edia are interactive-allowing authors- readers and pulishers to connect and interact with one another. 3he pulished material cano&ten e accessed y anyone. Forms o& ;ocial %edia include- ut are not limited to- social or usiness networ,ingsites =i.e. Faceoo,- Lin,edIn- video and/or photo sharing wesites =ie. ou3ue- Flic,r- usiness/corporate andpersonal logs- micrologs =i.e 3witter- chat rooms and &orums and/or ;ocial %edia!

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age 1# o& ""




INDUCTION

Po 9:

$roud 'ppliances will ma,e sure all new employees &eel welcome and are ready to start wor, sa&ely andcompetently through the use o& a proper &ormal Induction process which this manual &orms part o&.

P2o9e2e

Complete an induction plan &or each new starter with details o&!

• introductions

• welcome tea

• wor,place tour

• H@; procedures and evacuation

• usiness overview

• whoEs who

• nominated uddy• a wor,ing sa&ely plan

• training plan

• I3 system orientation

• copy o& the Fair )or, In&ormation ;tatement

• policy and procedural re5uirements- e.g. e5ual employment opportunity





TRAINING & DEVELOPMENT

Po 9:

$roud 'ppliances will give employees ade5uate training to do their +o sa&ely and competently. ur usinesselieves training is a twoway process. )e encourage employees to participate and to highlight any gaps in theirown s,ills or ,nowledge they elieve they have.

3raining includes internal onthe+o training- written instructions such as standard operating procedures-coaching- e*ternal training and courses. ;a&ety training ta,es precedence.

$roud 'ppliances commits to providing every employee with 3raining days annually.





PROBATION

Po 9:

3he month proationary period is a time &or oth the employee and the usiness to assess suitaility- &it andcompetency within a role. During this period the $roud 'ppliances commits to reviewing employee per&ormanceand at the end o& this time ongoing permanent employment will e con&irmed. .

P2o9e2e

1. se system to trac, and monitor proationary periods2. %anagers to give in&ormal and &ormal appraisal during the proation period.. Kive at least one &ormal appraisal &our wee,s e&ore the end o& proation.". 't the end o& the proation period- complete a &inal proation appraisal and advise the employee o& the

result via a &ormal written letter.





OCCUPATIONAL HEALTH & SAFETY

Po 9:

$roud 'ppliances will- as &ar as practicale- provide a sa&e wor, environment &or the health- sa&ety and wel&are o&our employees- contractors- visitors and memers o& the pulic who may e a&&ected y our wor,.

3o do this- $roud 'ppliances will!

• develop and maintain sa&e systems o& wor,- and a sa&e wor,ing environment

• consult with employees and health and sa&ety reps on sa&ety

• provide protective clothing and e5uipment- and en&orce its use

• provide in&ormation and training &or employees

• assess all ris,s e&ore wor, starts on new areas o& operation- &or e*ample- uying new e5uipment and

setting up new wor, methods- and regularly review these ris,s

• remove unacceptale ris,s to sa&ety

• provide employees and contractors with ade5uate &acilities =such as clean toilets- cool and clean drin,ing

water- and hygienic eating areas

ltimately- everyone at the wor,place is responsile &or ensuring health and sa&ety at that wor,place.

'll persons responsile &or the wor, activities o& other employees are accountale &or!

• identi&ying practices and conditions that could in+ure employees- clients- memers o& the pulic or the

environment

• controlling such situations or removing the ris, to sa&ety. I& unale to control such practices and conditions-

report these to their manager

• ma,ing sure wor,ers use personal protective e5uipment =$$4- training wor,ers to use $$4 correctly

•

ma,ing sure $$4 is maintained and wor,ing properly

$roud 'ppliances demands a positive- proactive attitude and per&ormance with respect to protecting health- sa&etyand the environment y all employees- irrespective o& their position.

M/n/ </n n> 3o 9:

It is $roud 'ppliancesE policy to provide all employees with a sa&e and healthy wor,place y identi&ying- assessingand controlling manual handling ris,s.

)hile management is responsile &or the health- sa&ety and wel&are o& all sta&&- all employees must report potentialand actual manual handling haGards.

:ever li&t or manually handle items larger or heavier than you can easily support. I& you are in any dout- do nothesitate to as, &or help.

Wo2?e2 s @ 9o03ens/t on 3o 9:





'll employees may e eligile &or wor,ersE compensation ene&its i& in+ured while at wor,.

I n 2: 3 2o9e 2e

I& there is an in+ury!

1. 3he &irst priority is medical attention. 3he in+ured wor,er or nearest colleague should contact one o& $roud'ppliances &irst aiders. For a serious in+ury also call an amulance.

2. 'ny employee who is in+ured on the +o- e*periences a sa&ety incident or a near miss- must report theincident to their manager.

. 3he manager must write a report in the egister o& In+uries- Incidents and :ear %isses. 3his standardreport must include!

• employeeEs name and +o details

• time and date o& in+ury

• e*act location the in+ury/incident occurred

• how the in+ury/incident happened

• details o& the in+ury/illness and the part/s o& the ody in+ured• names o& any witnesses

• name o& the person entering details in the egister

• date the employer was noti&ied

". $roud 'ppliances will let the in+ured employee ,now in writing that we have received noti&ication o& anyin+ury or illness reported in the egister.

3he manager must report serious in+uries to )or,;a&e immediately.

A 9o<o ! 2> s 3o 9:$roud 'ppliances is concerned y &actors a&&ecting an employeeEs aility to sa&ely and e&&ectively do their wor, to asatis&actory standard. 3he usiness recognises alcohol or other drug use can impair shortterm or longterm wor,per&ormance and is an occupational health and sa&ety ris,.

$roud 'ppliances will do its utmost to create and maintain a sa&e- healthy and productive wor,place &or allemployees. $roud 'ppliances has a Gero tolerance policy in regards to the use o& illicit drugs on their premises orthe attending o& other usiness related premises =e.g. clients while under the in&luence o& illicit drugs.Contravening either o& these points may lead to instant dismissal.

$roud 'ppliances does not tolerate attending wor, under the in&luence o& alcohol. 3his may result in per&ormanceimprovement action or dismissal.

$roud 'ppliances at times- ma,es alcohol availale to sta&& over the age o& 1#. Limiting the consumption o& anyalcohol made availale is the responsiility o& the employee. Driving over the legal limit or under the in&luence o&illicit drugs is illegal.





EQUAL EMPLOYMENT OPPORTUNITY (EEO) & ANTI BULLYING

Po 9:

3his policy applies to all sta&& including contractors and covers all wor,related &unctions and activities includinge*ternal training courses sponsored y $roud 'ppliances.

It also applies &or all recruitment- selection and promotion decisions.

3he o+ective o& $roud 'ppliances 45ual pportunity $olicy is to improve usiness success y!

• attracting and retaining the est possile employees

• providing a sa&e- respect&ul and &le*ile wor, environment

• delivering our services in a sa&e- respect&ul and reasonaly &le*ile way

D s9 2 0 n/t on , SeB/ H/2/s s0ent /n $ : n>

$roud 'ppliances is committed to providing a wor,place &ree &rom discrimination- se*ual harassment and ullying.9ehaviour that constitutes discrimination- se*ual harassment or ullying will not e tolerated and will lead to actioneing ta,en- which may include dismissal.

For the purposes o& this policy- the &ollowing de&initions apply!

D s 9 2 0 n/ t on

-irect discriination occurs when someone is treated un&avouraly ecause o& a personal characteristic that isprotected under )' law.

+ndirect -iscriination occurs when a rule seems neutral- ut has a discriminatory impact on certain people. Fore*ample a minimum height re5uirement o& &oot &or a particular +o might e applied e5ually to men and women-ut would indirectly discriminate on the asis o& se*- as women tend to e shorter than men.

Se6ual harassent includes unwelcome conduct o& a se*ual nature in circumstances in which it could reasonalye e*pected to ma,e a person &eel o&&ended- humiliated or intimidated a reasonale person- having regard to allthe circumstances- would have anticipated that the person harassed would e o&&ended- humiliated or intimidated.

Wor'place !ullying may include ehaviour that is directed toward an employee- or group o& employees- thatcreates a ris, to health and sa&ety e.g. physical and/or veral ause- e*cluding or isolating individuals or givingimpossile tas,s.

$roud 'ppliances provides e5ual opportunity in employment to people without discrimination ased on a personalcharacteristic protected under state and &ederal e5ual opportunity legislation.

nder ;tate legislation they include!

• age

• reast&eeding

• carer status

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age 2" o& ""




• disaility

• employment activity

• gender identity

• industrial activity

• law&ul se*ual activity

• marital status

• parental status

• personal association with someone having any o& these characteristics

• physical &eatures

• political activity/elie&

• pregnancy

• race

• religious activity/elie&

• se*

• se*ual orientation

'ny employee &ound to have contravened this policy will e su+ect to disciplinary action- which may includedismissal as outlined in the complaint procedure elow.

4mployees must report any ehaviour that constitutes se*ual harassment- ullying or discrimination to theirmanager.

4mployees will not e victimised or treated un&airly &or raising an issue or ma,ing a complaint.

Re/son/ e / s t0ent s

easonale ad+ustments are changes that allow people with a disaility to wor, sa&ely and productively.

$roud 'ppliances will ma,e reasonale ad+ustments &or a person with a disaility who!

• applies &or a +o- is o&&ered employment- or is an employee- and

• re5uires the ad+ustments in order to participate in the recruitment process or per&orm the genuine and

reasonale re5uirements o& the +o.

4*amples o& reasonale ad+ustments can include!

• reviewing and- i& necessary- ad+usting the per&ormance re5uirements o& the +o

• arranging &le*iility in wor, hours =see JFle*ile wor, arrangmentsE

• providing telephone typewriter =33 phone access &or employees with hearing or speech impairments• purchasing screen reading so&tware &or employees with a vision impairment

• approving more regular rea,s &or people with chronic pain or &atigue

• uying des,s with ad+ustale heights &or people using a wheelchair.





)hen thin,ing aout reasonale ad+ustments $roud 'ppliances will weigh up the need &or change with thee*pense or e&&ort involved in ma,ing it. I& ma,ing the ad+ustment means a very high cost or great disruption to the wor,place- it is not li,ely to e reasonale.

In some cases $roud 'ppliances can discriminate on the asis o& disaility- i&!

•

the ad+ustments needed are not reasonale- or• the person with the disaility could not per&orm the genuine and reasonale re5uirements o& the +o even

i& the ad+ustments were made.

P2o9e2e To 0/?e / 9o03 / n t

I& you elieve you are eing- or have een- discriminated against- se*ually harassed or ullied- you should &ollowthis procedure.

1. 3ell the o&&ender the ehaviour is o&&ensive- unwelcome- and against usiness policy and should stop =onlyi& you &eel com&ortale enough to approach them directly- otherwise spea, to your manager. eep a

written record o& the incident=s.2. I& the unwelcome ehaviour continues- contact your supervisor or manager &or support.. I& this is inappropriate- you &eel uncom&ortale- or the ehaviour persists- contact another relevant senior

manager. 4mployees may also lodge a complaint with the )' 45ual pportunity and Human ightsCommission- the 'ustralian Human ights Commission- or ta,e action under the air !ork Act "##$.

4mployees should &eel con&ident that any complaint they ma,e is to e treated as con&idential as &ar as possile.

P2o9e2e To 2e9e =e / 9o03 / n t

)hen a manager receives a complaint or ecomes aware o& an incident that may contravene $roud 'ppliances

44 $olicies- they should &ollow this procedure.1. Listen to the complaint seriously and treat the complaint con&identially. 'llow the complainant to ring

another person to the interview i& they choose to.2. 's, the complainant &or the &ull story- including what happened- step y step.. 3a,e notes- using the complainantEs own words.". 's, the complainant to chec, your notes to ensure your record o& the conversation is accurate.7. 4*plain and agree on the ne*t action with the complainant.. I& investigation is not re5uested =and the manager is satis&ied that the conduct complained is not in reach

o& $roud 'ppliances 44 policies then the manager should!

• act promptly

• maintain con&identiality

• pass any notes on to the managerEs manager

I& an investigation is re5uested or is appropriate- &ollow the ne*t procedure.

P2o9e2e To n=es t >/ te / 9o03 / n t





)hen a manager investigates a complaint- they should &ollow this procedure.

1. Do not assume guilt.2. 'dvise on the potential outcomes o& the investigation i& the allegations are sustantiated.. Interview all directly concerned- separately.

". Interview witnesses- separately.7. eep records o& interviews and the investigation.. Interview the alleged harasser- separately and con&identially and let the alleged harasser ,now e*actly o&

what they are eing accused. Kive them a chance to respond to the accusation. %a,e it clear they do nothave to answer any 5uestions- however- the manager will still ma,e a decision regardless.

. Listen care&ully and record details.#. 4nsure con&identiality- minimise disclosure.6. Decide on appropriate action ased on investigation and evidence collected.10. Chec, to ensure the action meets the needs o& the complainant and $roud 'ppliances.11. I& resolution is not immediately possile- re&er the complainant to more senior management. I& the

resolution needs a more senior managerEs authority- re&er the complainant to this manager.12. Discuss any outcomes a&&ecting the complainant with them to ma,e sure where appropriate you meet their

needs.

Pos s e o t9o0es

I& a&ter investigation management &inds the complaint is +usti&ied- management will discuss with the complainantthe appropriate outcomes which may include!

• disciplinary action to e ta,en against the perpetrator =counselling- warning or dismissal

• sta&& training

• additional training &or the perpetrator or all sta&&- as appropriate

• counselling &or the complainant

• an apology =the particulars o& such an apology to e agreed etween all involved





PREGNANCY AT WORK

A= s n > o ; 3 2e>n/n9:

$roud 'ppliances encourages employees to in&orm their manager o& their pregnancy as soon as possile.However- we respect that an employee may not wish to advise us o& her pregnancy earlier than the minimumnotice period.

)e also respect an employeeEs wishes regarding when it is appropriate to tell colleagues aout the pregnancy.

;ee the $arental leave policy on page 4rror! e&erence source not &ound aout re5uirements &or ta,ing unpaidparental leaveincluding notice periods.

H/2/ s s0en t < e 3 2e>n/n t

$roud 'ppliances is committed to ensuring the sa&ety o& pregnant employees and considers harassment- ullyingand discrimination to e unacceptale ehaviour.

=;ee the 45ual 4mployment pportunity policy on page 2" &or our general policy and procedure on harassment-ullying and discrimination.

S/ ;e t : / t o 2?

$roud 'ppliances understands pregnancy to e a healthy and normal process and recognises that women havedi&&erent e*periences. )hen an employee noti&ies her manager that she is pregnant- the manager will as, theemployee to let them ,now i& they e*perience any changes to their wor, capacity during the pregnancy. 3heemployee and her manager will then discuss what is needed to ,eep the employee sa&e at wor, and ad+ustments will e made accordingly where possile.

ptions to reduce hours- change o& duties- light duties- rotated tas,s- provision o& a chair and provision o&additional rea,s are common ways to ensure sa&ety at wor,- and will e considered on a caseycase asis.

T2/ns ;e 2 to / s/ ;e o

I& itMs not sa&e =due to illness- ris,s or haGards &or a pregnant employee who is entitled to parental leave tocontinue in her usual position- she can e trans&erred to a Msa&e +oM with no change to terms and conditions.

3he employee needs to provide $roud 'ppliances with reasonale evidence that she is &it &or wor,- ut it would einadvisale to continue in her present position. $roud 'ppliances may insist on a medical certi&icate.

I& $roud 'ppliances canEt trans&er the employee to a sa&e +o- she may ta,e =or e re5uired y $roud 'ppliances tota,e paid Jno sa&e +oE leave &or the time stated in the medical certi&icate or until the pregnancy ends =either ygiving irth or otherwise.

M:o sa&e +oM leave is not sic, leave N it is a separate paid leave type =pregnancy no sa&e +o. 3his leave will epaid at the rate speci&ied in the award or agreement which- at a minimum- can e no lower than the employeeEsase rate o& pay &or her ordinary hours o& wor,. In the si* wee,s prior to the e*pected date o& the irth o& the child-

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age 2# o& ""




an employer may as, an employee on sa&e +o leave &or medical certi&icates stating that she would e &it toper&orm a sa&e +o- i& one were availale to her.

'n employee may e re5uired to ta,e unpaid parental leave =instead o& paid no sa&e +o leave i& she does notprovide a medical certi&icate within seven days or i& she provides a medical certi&icate stating she is not &it &or any

wor,.

Wo2? n> n t t<e 2 t<

' pregnant employee may wor, until the e*pected date o& irth o& her child. I& she wishes to continue wor,ing inthe last si* wee,s o& her pregnancy she may e re5uested to provide a medical certi&icate within seven dayscon&irming she is &it to wor,.

I& the medical certi&icate indicates the employee is not &it &or wor,- she may e re5uired to start parental leave orta,e a period o& unpaid leave as soon as practicale. =;ee the $arental leave policy on page 4rror! e&erencesource not &ound.

Ret 2n to o2?

I& the employee has agreed to contact during leave- then towards the end o& the leave period- the manager shouldcon&irm the employeeEs intention to return on the agreed date. 3he employee also may want to discuss anyre5uests &or &le*ile wor, arrangements at this time =see Fle*ile )or,ing 'rrangements policy on page 4rror!e&erence source not &ound.

'n employee must provide &our wee,s notice i& they want to e*tend their leave eyond the return date that wasinitially advised =see the $arental leave policy on page 4rror! e&erence source not &ound.

3he employee on parental leave has the right to return to the +o they held prior to going on leaveincluding any

promotion. I& that position no longer e*ists- the employee will e given whichever other availale position isnearest in status and remuneration to the position they held prior to going on leave.

I& an employee was placed in a sa&e wor, position prior to leave- the employee is entitled to return to the positionthey held immediately e&ore the sa&e wor, position.

I& the preparental leave position no longer e*ists- $roud 'ppliances will &ollow its redeployment and redundancyprocedures to determine i& a suitale alternative position is availale.

$ 2e/ s t ; ee n > / t o 2?

$roud 'ppliances aims to understand and support mothers in the wor,place- including accommodatingreast&eeding as much as possile e.g. providing a private space.

'n employee should discuss her needs with her manager and $roud 'ppliances will endeavour to ma,e a privatespace availale or other arrangements made y agreement. Depending on the employeeEs duties this may includecover while she is away &rom her wor, environment.





FLEXIBLE WORKING ARRANGEMENTS

4mployees may re5uest &le*ile wor,ing arrangements ased on parental and carer responsiilities. 4mployeesare encouraged to put the re5uest in writing.

3o comply with the 45ual pportunity 'ct- $roud 'ppliances will consider this re5uest- and consider all relevant

&acts and circumstances in deciding whether or not to agree to the re5uest. ;uch a re5uest will not e re&usedunless it is reasonale to do so.

Circumstances that may e relevant to determining whether a re&usal is or is not reasonale include!

• the nature o& the employeeMs wor, and parental or carer responsiilities

• the nature and cost o& the arrangements re5uired &or an employee to &ul&il their &amily or carer

responsiilities

• the &inancial circumstances o& the employer

• the siGe and nature o& the wor,place and the employerMs usiness

• the e&&ect o& the &le*ile wor,ing arrangements on the wor,place- including the &inancial impact on the

usiness

• the conse5uences &or the employer o& having the &le*ile wor,ing arrangements

• the conse5uences &or the employee o& not having the &le*ile wor,ing arrangements

ther &actors that might e relevant in a particular case include!

• when the arrangements are to commence

• how long the arrangements will last

• in&ormation that has een provided y the employee aout their situation

• the accrued entitlements o& the employee- such as personal- carerMs or annual leave

• whether any legal or other constraints a&&ect the &easiility o& the employer accommodating the

responsiilities- such as occupational health and sa&ety laws or award penalty rates.

In addition- under the :ational 4mployment ;tandards- employees who have at least 12 months continuousservice- with responsiility &or the care o& a child under school age- or &or care o& a child under 1# with a disaility

have the right to re5uest &le*ile wor,ing arrangements.

Fle*ile wor, arrangements will also e considered as a &orm o& reasonale ad+ustments to allow people with adisaility to wor, sa&ely and productively =see in&ormation on reasonale ad+ustments aove.

3his right applies to all employees including permanent &ulltime and parttime employees- as well as casualemployees- regardless o& role o& +o &unction.





4mployees must put such a re5uest in writing.

$roud 'ppliances will provide a written response granting or re&using the re5uest within 21 days and will onlyre&use such re5uests on reasonale usiness grounds. 3hese reasons will e detailed in the written re&usal.

O3t on s ;o 2 ; eB e o2? 3 2/9 t 9esFle*ile wor, options which may e considered y $roud 'ppliances include!

• permanent- parttime wor,

• graduated return to wor, =&or employees returning &rom parental leave- e.g. the employee returns part

time and then uilds up to &ulltime wor, &le*ile start and &inish times &or sta&& to accommodate child careand school pic,up re5uirements

• &le*ile rostering such as wor,ing split shi&ts

• +osharing where two or more employees share one &ulltime position- each wor,ing on a parttime

asis

• wor, &rom home

• purchased leave ="#/72 leave N where employees ta,e an additional &our wee,s leave per year yad+usting their salary to "# wee,s paid over the &ull 72 wee,s

• compressed hours N where the employee wor,s additional daily hours to provide &or a shorter wor,ing

wee, or &ortnight

3his is not an e*haustive list- and other options may e agreed.

4mployees utilising &le*ile wor, practices will e treated no less &avouraly than any other employee. Fle*ile wor,ing is not a arrier to promotion or supervisory responsiilities.





LEAVE

(ene2/ e/=e 3o 9:

nless speci&ied otherwise- employees re&erred to in this policy mean permanent &ulltime or parttime employees.

'll employees are entitled to leave in accordance with the relevant awards or agreements and statutory provisions.)here the entitlements or practices in this document con&lict- the applicale award- wor,place agreement-employment contract or employment law ta,es precedence.

'll planned leave has to e mutually agreed- and ta,e into account wor,loads and the employeeEs needs. Leavemust e approved in advance- e*cept when the employee canEt anticipate the asence. 'ny documents regardingleave will e ,ept on the employeeEs personnel &ile.

Ann/ e/=e 3o 9:

Leave entitlements are calculated &rom the date they started wor, and accrue in accordance with wor,place

relations legislation or industrial instruments. 'nnual leave counts towards continuous service =used whencalculating long service leave. 'pplications &or annual leave need to e lodged " wee,s in advance.

'n employee is e*pected to ta,e accrued annual leave &or usiness close down periods. I& insu&&icient leave isaccrued- $roud 'ppliances may direct an employee to ta,e unpaid leave.

$roud 'ppliances will decide on a caseycase asis whether it will agree with an employee to Jcash outE annualleave as permitted y wor,place relations legislation or any industrial instrument.

In some circumstances- leave in advance o& what leave has accrued may e approved. 3his is conditional on theemployee agreeing to the usiness deducting any advance in the event o& termination- or to the employee

accepting leave without pay.

Pe2 son/ * s 9? + e/=e 3o 9:

'n employee is entitled to a minimum o& 10 days o& personal/carerEs leave every 12 months which can all e ta,enas carerEs leave i& re5uired. 'n employee should noti&y his/her manager as soon as possile i& they are unale toattend wor, due to illness or in+ury. %anagement- at its discretion- may re5uest evidence such as a medicalcerti&icate showing that the employee was entitled to ta,e personal leave during the relevant period.

C/2e 2 s e/=e 3o 9 :

CarerMs leave is availale to an employee &or the care or support o& an ill &amily or household memer or i& anune*pected emergency a&&ects a &amily or household memer. It is typically part o& personal =sic, leave and isdealt with similarly to aove.

4mployees including casual employees are entitled to ta,e up to two days unpaid carerEs leave &or each occasiono& &amily or household memer illness or une*pected emergency. 'n employee cannot ta,e unpaid carerEs leave i&they could instead ta,e paid carerEs leave.Document valid when printed only Last printed 21/02/201 12!"#!00 $%

$age 2 o& ""




Co03/s s on/te e/=e 3o 9:

Compassionate leave is paid leave ta,en y an employee to spend time with a &amily memer/memer o& theemployeeEs household- who has a personal illness- or in+ury- that poses a serious threat to his/her li&e- or a&ter thedeath o& a &amily memer/memer o& the employeeEs household.

4ach employee is entitled to a period o& two days paid compassionate leave &or each occasion where a &amilymemer has died- or the employee needs to spend time with a seriously ill &amily memer. 'dditional unpaid leavemaye granted at management discretion.

Casual employees are entitled to two days unpaid compassionate leave &or each occasion.

Un3/ 3/2en t/ e/=e

4mployees =including a de &acto or same se* partner- or single person who are e*pecting a child or adopting achild are eligile &or 72 wee,s o& unpaid parental leave i& they are!

•

permanent &ulltime or parttime with at least 12 months service prior to the e*pected date o& irth oradoption placement

• casual with 12 months regular and systemic service who have a reasonale e*pectation o& continuing

regular and systematic wor,

'&ter irth or adoption- the parent with responsiility &or the care o& the child is entitled to unpaid parental leave.4mployees who are pregnant may commence leave up to si* wee,s e&ore the e*pected date.

4mployees may re5uest to e*tend their leave y a &urther 12 months =&or a total o& 2" months ma*imum- to esumitted in writing at least &our wee,s e&ore the end o& the original 12 months unpaid parental leave.

$roud 'ppliances will respond in writing within 21 days and may re&use only on reasonale usiness grounds. 3he written response will include details i& the re5uest is re&used.

P/2en t/ Le/=e t :3es

'vailale $arental Leave types at $roud 'ppliances include!

• $arental Leave

• Concurrent Leave

• ;pecial %aternity Leave

P/2en t/ Le/=e

I& you are the primary caregiver o& your child- you can access up to 72 wee,s o& $arental Leave. $arental leave isunpaid e*cept in the instances where an employee is eligile &or $arental Leave $ay in line with legislation.$arental Leave with $ay is descried in &ull in the &ollowing section.

Con9 2 2en t Le/=e





9oth employees o& an employee couple may ta,e leave at the same time &or a ma*imum period o& # wee,s. 3hisleave must e ta,en within 12 months o& the irth or adoption o& a child. 3he concurrent leave may e ta,en inseparate periods. 4ach period must e no shorter than 2 wee,s unless the employer agrees.

S3e9 / M/ te 2n t : Le/=e

npaid ;pecial %aternity Leave is availale to pregnant &emale employees in the case o& pregnancyrelatedillness or i& the pregnancy ends within 2# wee,s o& the e*pected date o& irth. 3he duration o& this leave should eagreed with $roud 'ppliances as soon as is practically possile- and any unpaid ;pecial %aternity leave willreduce the amount o& %aternity Leave you are entitled to ta,e y the same amount.

P2 0/2: C/2e> =e2 P/:

In line with legislation- eligile employees who are the primary caregiver may e entitled to 1# wee,s paid leave-paid at the minimum wage. $lease note that a childEs primary caregiver is the person who is most meeting thechildEs physical needs. 3his will usually e the irth mother o& a neworn child or the initial primary caregiver o& anadopted child- even i& your child is in hospital.

3his leave is not in addition to the 72 wee,s parental leave mentioned aove. 'ny periods o& unpaid and paid$arental leave must not e*ceed 72 wee,s in total.

4mployees may ta,e suse5uent periods o& paid $arental Leave- however- in order to e eligile &or this- you mustreturn to wor, and complete a minimum o& 12 months continuous service &ollowing your return &rom any previouspaid $arental Leave.

D/ /n P/2 tne2 P/:

I& your partner is the primary caregiver o& your child- you may e entitled to 2 wee,s o& Kovernment &unded paid

Dad and $artner $ay whilst on Concurrent Leave. It is your responsiility to chec, your entitlement to thispayment with the Department o& Human ;ervices.

P/2en t/ e/=e ;o 2 3/2 tne2 s

Kenerally- only the parent with responsiility &or the care and wel&are o& the child is entitled to ta,e unpaid parentalleave. However- up to three wee,s unpaid parental leave may e ta,en at the same time y oth memers o& anemployee couple- with the period o& concurrent leave starting on the day o& the irth =unless the manager agreesto other arrangements.

A33 : n> ;o 2 e/=e

'n employee wishing to ta,e unpaid parental leave must provide written notice at least 10 wee,s e&ore startingthe leave =or as soon as is practicale including the intended leave start and end dates.

Leave dates or any changes o& dates must e con&irmed at least &our wee,s e&ore the leave starts. 3he manager will con&irm the leave and any a&&ected entitlements such as continuous service in writing.

Ao3t onDocument valid when printed only Last printed 21/02/201 12!"#!00 $%

$age " o& ""




9ecause $roud 'ppliances recognises that the timing o& placement &or an adopted child may e uncertain-employees should ,eep their manager in&ormed o& any changes to the li,ely placement date and commencemento& leave.

Ot<e2 P/ e/=e

Annual lea$eI& the employee has paid annual leave availale- he or she may- in agreement with the manager- ta,e some or allo& that leave at the same time as the unpaid parental leave.

Tie off for antenatal appointents, adoption inter$iews or e6ainations$ersonal leave may e availale &or attendance at medical appointments. 'ppointment times and the availaility o&leave should e discussed with the manager.

'n employee may ta,e up to two days unpaid pre adoption leave. 4mployees must provide notice o& the leaveincluding e*pected leave period as soon as practicale =which may e a&ter the leave has started.

I& an employee re5uires more than two days preadoption leave- they should discuss their re5uirements with theirmanager.

&ea$e for pregnancy related illnessI& an employee is ill during her pregnancy- she may access her ordinary sic, leave entitlements- including anyaccrued leave.

I& an employee e*periences e*tended illness due to pregnancy- she can access unpaid Jspecial maternity leaveE &orthe period her treating doctor certi&ies is necessary. ;pecial maternity leave is included in the 72 wee,s availaleunpaid parental leave period.

3he employee must ma,e a special maternity leave application as soon as practicale which details the period o&leave re5uired. 3he manager may re5uest a medical certi&icate and i& so- this must e provided y the employee.

&oss of a child while pregnantI& the pregnancy ends within 2# wee,s e&ore the due date without a live irth- the employee may ta,e unpaidJspecial maternity leaveE &or the period her treating doctor certi&ies is necessary. npaid parental leave is notavailale in this situation- instead special maternity leave applies.

3he employee must ma,e a special maternity leave application as soon as practicale- speci&ying the e*pectedleave period and providing a medical certi&icate- i& this is re5uested y the manager.

$roud 'ppliances will e sensitive to the personal issues associated with this type o& leave.

-uring parental lea$e4ven though the employee is on leave- they will continue to e protected against discrimination as an employee.;ee the 45ual 4mployment pportunity policy on page 2".





$roud 'ppliances respects that some employees do not want any contact while on leave- and others do. 3hemanager should discuss with the employee what sort o& communication the employee would li,e while on leave-and record this agreement.

)hile an employee is on unpaid parental leave- $roud 'ppliances will ensure that the employee is considered and

,ept in&ormed o& signi&icant changes that may occur in the usiness.

)here a decision will have a signi&icant e&&ect on the status- pay or location o& the preparental leave position- the$roud 'ppliances will ta,e all reasonale steps to in&orm the employee and discuss the e&&ect o& the decision.During any restructures- employees on parental leave will e treated no less &avouraly than other employees and will e ,ept in&ormed o& the process.

I& an employee has applied &or less than 72 wee,s unpaid parental leave- they can e*tend the period o& leave onceto ta,e the total leave up to a ma*imum o& 72 wee,s. 3he employee must give at least &our wee,s notice prior tothe end date o& the original leave period. ' period o& unpaid parental leave may e reduced y agreement etween$roud 'ppliances and the employee.

'n employee can resign while on parental leave ut they must give the re5uired notice o& resignation as set out intheir contract.

4mployees should not underta,e any activity during leave which is inconsistent with the employment contract-including other employment and they should remain responsile &or the care o& the child.

3he employeeEs position may e &illed on a temporary asis while they are on leave. $roud 'ppliances will noti&ythe replacement employee that their employment in this role is temporary and that the pregnant employee has theright to return to the position.

T 0e n e 3o 9:

$roud 'ppliances &rom time to time- may grant time in lieu to an employee who is re5uired to wor, outside theirnormal hours. 3ime wor,ed towards time in lieu must e approved in advance unless e*ceptional circumstancese*ist- in which case management will consider granting approval a&ter the time is wor,ed.

3ime in lieu will e added to the employeeEs annual leave. $roud 'ppliances will record timeinlieu credits anddeits. Kenerally- employee should ta,e time in lieu in the same &inancial year within which they accrue it. 'manager must approve timeinlieu leave.

Le/=e t<o t 3/: 3o 9:

%anagement has the discretion to approve leave without pay that an employee is not otherwise entitled to.

2: t: 3o 9:

'n employee is entitled to paid leave &or +ury duty in accordance with legislation. 'n employee on +ury serviceshould supply the o&&icial re5uest to attend- the details o& attendance and the amount the court has paid them.$roud 'ppliances will reimurse the employee the di&&erence etween this amount and their ase salary. I& an





employee is asent ecause o& +ury service o& more than 10 days in total- the employer is only re5uired to pay theemployee &or the &irst ten days o& asence.

E0e2>en9: s e 2 = 9e s e/=e 3o 9 :

I& an employee needs to ta,e temporary asence &rom wor, ecause o& voluntary emergency managementactivities =&or e*ample- as a volunteer dealing with an emergency or natural disaster as a memer o& ;4;- CF' or'rmy eserve then they should as, management &or leave as soon as possile a&ter they ecome aware o& theneed to ta,e leave.

$roud 'ppliances will support such activities wherever possile- as an important community service.

$roud 'ppliances may re5uire evidence o& these activities at its discretion.





PERFORMANCE MANAGEMENT

Po 9:

3he purpose o& per&ormance management is to improve per&ormance. It is an ongoing process. It should includein&ormal and &ormal review. )e encourage a twoway process- that is- employees can also give management&eedac, on per&ormance.

'll employees will undergo a &ormal per&ormance review with their immediate managers at least times a year.

P2o9e2e

1. 3he manager and the employee agree on the date &or a per&ormance appraisal meeting to allow time toprepare.

2. 3he manager and employee will meet and openly and constructively discuss per&ormance over the period.. 3he manager and the employee will agree any o+ectives and outcomes &or the ne*t appraisal period.". 3raining and development will e considered as part o& the process.

7. :otes should e ta,en o& the meeting and copies ,ept.. utside o& this &ormal process- employees are encouraged to raise any issues they have when they arise.

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age # o& ""




PERFORMANCE IMPROVEMENT

Po 9:

)here warranted $roud 'ppliances will use improvement processes to improve per&ormance. ;hould suchimprovement processes e unsuccess&ul in improving an employeeEs per&ormance- $roud 'ppliances may decideto end an employeeEs employment. Depending on the circumstances- per&ormance improvement action mayinclude veral or written warnings- counselling or retraining.

$roud 'ppliances re5uires a minimum standard o& conduct and per&ormance which will e made clear toemployees in management appraisals. I& an employee does not meet this standard- $roud 'ppliances will ta,eappropriate corrective action- such as training. Formal per&ormance improvement procedures will generally onlystart when other corrective action &ails.

I& an employee delierately reaches usiness policy or procedure- or engages in misconduct- $roud 'ppliancesmay start improvement procedures- or- in cases o& serious misconduct or reach o& policy- may dismiss anemployee.

4ach employee must understand their responsiilities- e counselled and given the opportunity to reach thestandards e*pected o& them. $roud 'ppliances will give an employee the opportunity to de&end themselves e&oremanagement ta,es &urther action.

:ote! I& employees have a disaility that re5uires reasonale ad+ustments to e made to the wor,place or +o toallow you to wor, sa&ely and productively- they should raise this with their manager. $roud 'ppliances will onlyre&use such re5uests on reasonale usiness grounds.

P2o9e2e

1. $roud 'ppliances will advise the employee o& any short&all in their per&ormance- and give them anopportunity to respond.

2. nce they respond- the manager will consider their response and decide i& per&ormance improvementaction should e ta,en. $roud 'ppliances will provide support such as training where appropriate.

. I& the employee is given a veral warning- the manager should ma,e a note o& it- date it and sign it.". 3he manager will advise the employee in clear terms what they see as the per&ormance prolem or the

unacceptale conduct. 3o highlight the de&iciency they should use speci&ic e*amples- and re&er to thecorrect policy or procedure.

7. 3he manager will allow the employee to respond e&ore ma,ing a decision and consider the employeeEsresponses. 3he employee may have a support person present at such meetings.

. 3he manager will decide i& more action is needed.. I& a written warning is to &ollow- the manager is to!

• document it and give the employee a copy

• give the employee the opportunity =and their support person the opportunity to sign the warning

• ,eep a copy on &ile

#. 3he warning must clearly de&ine!

• the de&iciency





• a clear e*planation o& the e*pected standard

• y when the employee needs to achieve it

• how the usiness will help the employee achieve the improvement re5uired

• conse5uences o& &ailing to improve

6. 3he manager concerned will ,eep a record o& all meetings- training and/or coaching given and a summary

o& discussions- and put a copy on the employeeEs personnel &ile. 3his should include date- location andtime o& discussion.

10. 3hey will continue to support the employee and note the support they give- &or e*ample- training orcounselling.

1. I& the employeeEs per&ormance or conduct doesnEt improve- the manager will give the employee a &inal written warning and &ollow steps "N10 aove. 3his document needs to warn the employee in clear terms$roud 'ppliances will terminate their employment i& there is not enough improvement- and a sustainedimprovement intheir per&ormance.

Note! some circumstances +usti&y going straight to a second or &inal warning.

(2os s o 2 se 2 o s 0 s9on9t 3o 9:

;ummary =instant dismissal &or gross or very serious misconduct is possile =depending on the &acts involved.%anagement should see, advice e&ore ta,ing this step.

P2o9e2e

1. 3he manager is to investigate the alleged o&&ence thoroughly- including tal,ing to witnesses- i& any.2. 3he manager should as, the employee &or their response to the allegation =ta,ing notes o& this discussion

and allow them to have representation. 3he manager should also have a witness present. 3he managershall give genuine consideration to the employeeEs response and circumstances.

. I& still appropriate- &ollowing a thorough investigation- the manager can terminate/dismiss the employee.". 3he manager should ,eep a &ile o& all evidence collected and action ta,en in these circumstances.7. $roud 'ppliances will send the employee a letter o& termination noting rie& details.

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age "0 o& ""




CONFLICT OF INTEREST

Po 9:

Con&lict o& interest arises whenever the personal- pro&essional or usiness interests o& an employee are potentiallyat odds with the est interests o& $roud 'ppliances.

'll employees are re5uired to act in good &aith towards $roud 'ppliances. 4mployees need to e aware o& thepotential &or a con&lict o& interest to arise and should always act in the est interests o& $roud 'ppliances.

's individuals- employees may have private interests that &rom time to time con&lict- or appear to con&lict- with theiremployment with $roud 'ppliances. 4mployees should aim to avoid eing put in a situation where there may e acon&lict etween the interests o& $roud 'ppliances and their own personal or pro&essional interests- or those o&relatives or &riends. )here such a con&lict occurs =or is perceived to occur- the interests o& $roud 'ppliances wille alanced against the interests o& the sta&& memer and- unless e*ceptional circumstances e*ist- resolved in&avour o& $roud 'ppliances.

P2o9e2e

4mployees must!

• declare any potential- actual or perceived con&licts o& interest that e*ist on ecoming employed y $roud

'ppliances to management

• declare any potential- actual or perceived con&licts o& interest that arise or are li,ely to arise during

employment y $roud 'ppliances to management

• avoid eing placed in a situation where there is potential- actual or perceived con&lict o& interest i& at all

possile

I& an employee declares such an interest- $roud 'ppliances will review the potential areas o& con&lict with theemployee and mutually agree on practical arrangements to resolve the situation.

4mployees must disclose any other employment that might cause a con&lict o& interest with $roud 'ppliances totheir manager. )here there are e*ternal involvements that do not represent a con&lict o& interest- these must nota&&ect per&ormance or attendance whilst wor,ing at $roud 'ppliances. I& such involvement does a&&ect per&ormanceor attendance it will e considered a con&lict o& interest.

4mployees must not set up or engage in private usiness or underta,e other employment in direct or indirectcompetition with $roud 'ppliances using ,nowledge and/or materials gained during the course o& employment with$roud 'ppliances.

4ngaging in other usiness interests during wor, hours will result in strong per&ormance improvement action.

Failure to declare a potential- actual or perceived con&lict o& interest or to ta,e remedial action agreed with $roud'ppliances in a timely manner- may result in per&ormance improvement proceedings including dismissal.





INTELLECTUAL PROPERTY & SECURITY

'll intellectual property developed y employees during their employment with $roud 'ppliances- includingdiscoveries or inventions made in the per&ormance o& their duties related in any way to the usiness o& $roud'ppliances- will remain the property o& $roud 'ppliances.

4mployees may e given access to con&idential in&ormation- data- usiness property- ,eys to premises or anyother usiness related property/in&ormation in the per&ormance o& their duties. 3his must e protected and usedonly in the interests o& $roud 'ppliances.

4mployees must not!

• disclose or use any part o& any con&idential in&ormation outside o& the per&ormance o& their duties and in

the interests o& $roud 'ppliances or

• authorise or e involved in the improper use or disclosure o& con&idential in&ormation

during or a&ter their employment without the 4mployerMs written consent- other than as re5uired y law.

JCon&idential in&ormationE includes any in&ormation in any &orm relating to $roud 'ppliances and related odies-

clients or usinesses- which is not in the pulic domain.

4mployees must act in good &aith towards $roud 'ppliances and must prevent =or i& impractical- report theunauthorised disclosure o& any con&idential in&ormation. Failure to comply with this policy may result inper&ormance improvement proceedings including dismissal- and $roud 'ppliances may also pursue monetarydamages or other remedies.





ENVIRONMENTAL BEST PRACTICE

Po 9:

$roud 'ppliances will comply with all local- state and &ederal laws and regulations on!

• disposing o& haGardous waste =including 4$'Es list o& prescried industrial waste- trade waste =i.e. waste

added to the sewer and waste water

• sa&e handling- storage and transport o& haGardous waste and dangerous goods

• noise

• land use

• air pollution and caron emissions

P2o9e2e

$roud 'ppliances will set targets each year to increase energy and water e&&iciency- and see, opportunities &orreducing and recycling waste. 3o do this- we will!

Keneral

• investigate ways to reduce consumption or recycle waste

• pulish monthly energy and water use on the sta&& notice oard including savings made- and report on

greenhouse gas emissions

• give pre&erence to maintenance and other contractors using green products

4nergy

• uy electrical and lighting systems rated as energy e&&icient

• use accredited Kreen$ower- either in part or whole

)ater

• uy appliances rated as water e&&icient

• uy pluming devices =e.g. taps with uiltin &low restrictors in ,itchen and washing up areas- or add

these to e*isting &ittings

)aste

• loo, &or opportunities to e*change waste on the waste e*change dataase website

(wasteexchange.net.au)

Document valid when printed only Last printed 21/02/201 12!"#!00 $%$age " o& ""




POLICIES & DECLARATION

ou must read all the policies contained in this document and listed elow. Company policies are a part o& your employment contract

and there&ore must e read and understood to ensure you are &ully aware o& your responsiilities as an employee o& $roud 'ppliances

$lease read and tic, o&& each o& these policies to indicate you are aware o& the rules and responsiilities you have whilst employed y

$roud 'ppliances.

1 Code o& Conduct $olicy2 Dress Code $olicy I3- 4mail and Internet $olicy" ecruitment @ ;election $olicy7 Induction $olicy 3raining @ Development $olicy $roation $olicy# ccupational Health @ ;a&ety $olicy6 44 and 'nti9ullying $olicy10 $regnancy at wor, policy

11 Fle*ile )or, 'rrangements $olicy12 Leave $olicy1 $er&ormance %anagement $olicy1" $er&ormance Improvement $olicy17 Kross @ ;erious %isconduct $olicy1 Krievance and Complaint $olicy1 Con&lict o& interest $olicy1# Intellectual $roperty @ ;ecurity $olicy16 4nvironmental 9est $ractice

E03 o :ee De9 / 2 / t o n

I have read and understand the contents o& this manual along with the aove policies and I agree to the terms o& conditionso& these documents.

)ployees Nae7

)ployees Signature7

-ate7

Human Resouces ggTemplate Manual

Documents

Transcript of Human Resouces ggTemplate Manual