Working

Relationship

Guide

Congratulations on

joining Kelly & welcome

to the Kelly team!

This document covers some key items and

policies you need to know about working with

Kelly and includes the following information.

It is important you read this document carefully

to ensure your understanding of some key

aspects of working with Kelly.

We are committed to providing you with

assignments that match your employment

needs as well as providing you with support

and assistance while on assignment.

Working with Us When you are on assignment at a Client site,

we may not see you from day-to-day, but we

will keep in contact with you to ensure you are

happy in your role and enjoying your

assignment.

Once an assignment has been accepted, you are

required to make every effort to complete the

assignment. Punctuality is required, if you are

running late, please ensure your reporting

manager is notified.

We will ensure you have the information you

need to perform at your best and we will

provide you with feedback about your

assignment.

Temporary Work As a temporary employee, we are unable to

guarantee the amount of work provided to

you. It is important you are aware given the

nature of temporary work; some assignments

may end at short notice. We will endeavour to

work with you to find another assignment

should this occur.

Communication with Kelly

Please keep us up to date regarding:

• Your availability or change of availability

• Extension to your hours / assignment

length

• Offers of permanent employment by the

Client you are working for

• Any planned absences including holidays.

Please contact us immediately regarding:

• Any changes to your assignment (such as

tasks, location, hours etc) from the original

detail communicated and confirmed by

your Consultant

• Concerns about the safety of your work or

the working environment

• Any health and safety incidents that you

have been involved in

• Any issues or concerns you may have.

Absenteeism

If you are unable to attend your assignment for

any reason, please call your Kelly Branch as

soon as possible. If you leave a message

please do so clearly and a representative from

Kelly will be in touch with you. Please note:

you may be required to provide a medical

certificate.

You are required to advise Kelly three hours

before the commencement of your shift to

enable us to advise the client and find a

suitable replacement if required.

Failure to do so may mean cancellation of your

assignment with that specific client.

Getting Paid

It is your responsibility to submit a completed

timesheet each week. The following deadlines

apply:

a. You must submit your Timesheet by 9AM

ON MONDAY (FOR THE PREVIOUS WEEK)

READY FOR CLIENT APPROVAL.

b. Clients need to APPROVE timesheets by

10:30AM MONDAY

Recording your Timesheet Please refer to the Astute User Guide and/or

the Guide to your Astute Payroll Portal for

instructions on entering a timesheet.

PLEASE NOTE: It is important you take responsibility for

ensuring your Timesheet is submitted on time. Failure

to do so may result in your missing the pay period.

How you get paid

Your pay rate will be discussed with you prior

to the acceptance of an assignment. Your

hourly rate, shift times, overtime and other

allowances, and ordinary working hours will be

dictated by the legislation attached to the Kelly

Agreement/Award that you are being paid

under.

Your Consultant will provide you with this

information when the details of the

assignment are confirmed.

Pay availability

For all timesheets submitted in line with the

above deadlines, your funds will be direct

credited to your nominated bank account on

Thursday.

It is important to note that Public Holidays will

delay this payment by a day. You will be

advised in advance should this be the case.

Your payslip is emailed to your nominated

email address on Thursday.

Public Holidays As a temporary employee, it is agreed that,

except in unusual and pre-determined

circumstances, Public Holidays are not

considered to be days that you would

otherwise work. If, however, you are asked to

work on a Public Holiday and you agree to do

so, your pay will be dictated by the legislation

attached to the Kelly Agreement/Award that

you are being paid under.

Some important points:

• The pay week at Kelly runs from Monday at

0:00 – Sunday at 23:59.

• Your timesheet must be recorded as a 24-hour

clock and, as Lunch Breaks are unpaid, you

must record your start and stop time for lunch

break also.

• Include the week-ending date on your

timesheet (always the Sunday of that week)

PLEASE NOTE: If your timesheet is not submitted

by this deadline, you will not be paid until the

following pay period.

Working on Assignment

– Your Code of Conduct

Be Thorough & Productive

• Be willing to do your very best work. You represent not just yourself but Kelly and all our temporary staff

Make a Good Impression

• Dress appropriately for the Client’s environment

• Cleanliness and neatness are important

Be Dependable

• Punctuality and attendance

• Call your Kelly Consultant if you are running late

• Always let your Kelly Consultant know what you are doing and if you are experiencing difficulty

• Tell us the good news as well

Be Responsible

• If you accept a long term assignment please ensure you are available to complete it

• Should you be looking for permanent work, discuss this with your Kelly Consultant and ensure you book interviews outside of your normal work hours

Ask Questions

• You will need to ask questions when on assignment. Talk to your colleagues and supervisor

• Please remember to call your Kelly Consultant if there is anything you need to know

Be Professional

• Wages and personal details must NOT be discussed when on assignment. Discussing personal information could lead to cancellation of the assignment

• Confidentiality – refer to the Terms & Conditions of Employment

• Mobile phones should be SWITCHED OFF AT ALL TIMES during work hours

• Internet and email access is for professional use only

• Do not disclose information about the organisation that you may have found out during your assignment

Thank the Client

• Thank the Client for the opportunity

• Having done a good job, remind the Client they can contact your Kelly Consultant if they would like you back

Grievances If you are unhappy about an aspect of your work, please alert your Consultant. This includes if you believe you are being discriminated against, or are the subject of sexual harassment. All complaints will be taken seriously and investigated in a proper manner.

Workplace Bullying Policy

What is Bullying? Bullying at work is repeated unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. Single incidents of unreasonable behaviour may not be considered bullying, but can also create a risk to health and safety.

• Bullying at work is a hazard, and needs to be treated like any other hazard in the workplace – AIM TO ELIMINATE AND APPROPRIATELY MANAGE THE RISK OF HARM TO PEOPLE.

• It is unlawful in the workplace, during standard working hours and activities , and at other work-related activities regardless of the working hours, for example:

Training courses, conferences, field trips, work functions and office parties or events.

• Individuals as well as the business may be in breach of the law if bullying is not managed.

How can Bullying affect me? • Those affected are more likely to make mistakes that can cause injuries.

• General well-being and psychological health can be badly affected. The affects can be felt all day – not just during work hours.

• Everyone in the workplace deserves to be treated with dignity and respect. Bullying must not be

regarded as normal workplace behaviour.

Examples of Workplace Bullying Bullying can be a broad range of behaviours. Examples could include:

• Abusive, insulting or offensive language or comments.

• Unjustified criticisms or complaints.

• Continuously and deliberately excluding someone from workplace activities.

• Withholding information that is vital to effectively do a job.

• Setting unreasonable timelines or constantly changing deadlines.

• Setting tasks that are unreasonably below or beyond someone’s skill level.

• Denying access to information, supervision, consultation or resources.

• Spreading misinformation or malicious rumours.

• Changing work arrangements, such as rosters and leave, to deliberately inconvenience

someone or a group of people.

• Excessively micro-managing someone when there is no clearly articulated performance issue.

What is not Bullying?

Reasonable management actions carried out in a fair way is not bullying. For example:

• Setting performance goals, standards and deadlines

• Allocating work to a worker

• Rostering and allocating working hours

• Transferring a worker

• Deciding not to select a worker for promotion

• Informing a worker about inappropriate behaviour

• Implementing organisational changes

• Performance management processes

• Constructive feedback.

What to do if I feel Bullied or Witness Bullying Behviour?

1. Where possible, speak to the person who is demonstrating the negative behaviour. Tell the person concerned that you object strongly to this behaviour and do not want this repeated.

2. Raise the issue with your manager and your Kelly Services’ Consultant immediately and ask for their advice and assistance.

All complaints of bullying will be taken seriously, treated sensitively and in confidence.

The aim of the above processes is to identify inappropriate behaviours and obtain agreement that the

behaviours will cease and not be repeated.

If a situation is not resolved after following the above processes, human resources will work with you

and your consultant to resolve it through more formal channels.

Kelly Services has a ‘ZERO TOLERANCE’ to bullying in the workplace.

From 1 January 2010, this Fair Work Information Statement is to be provided to all new employees by their

employer as soon as possible after the commencement of employment. The Statement provides basic information

on matters that will affect your employment. If you require further information, you can contact the Fair Work

Infoline on 13 13 94 or visit www.fairwork.gov.au.

►The National Employment Standards

The Fair Work Act 2009 provides you with a safety net of minimum terms and conditions of employment through the National Employment Standards (NES).

There are 10 minimum workplace entitlements in the NES:

1. A maximum standard working week of 38 hours for full-time employees, plus ‘reasonable’ additional

hours.

2. A right to request flexible working arrangements.

3. Parental and adoption leave of 12 months (unpaid), with a right to request an additional 12 months.

4. Four weeks paid annual leave each year (pro rata).

5. Ten days paid personal/carer’s leave each year (pro rata), two days paid compassionate leave for each

permissible occasion, and two days unpaid carer’s leave for each permissible occasion.

6. Community service leave for jury service or activities dealing with certain emergencies or natural

disasters. This leave is unpaid except for jury service.

7. Long service leave.

8. Public holidays and the entitlement to be paid for ordinary hours on those days.

9. Notice of termination and redundancy pay.

10. The right for new employees to receive the Fair Work Information Statement.

A complete copy of the NES can be accessed at www.fairwork.gov.au. Please note that some conditions or

limitations may apply to your entitlement to the NES. For instance, there are some exclusions for casual

employees.

If you work for an employer who sells or transfers their business to a new owner, some of your NES entitlements

may carry over to the new employer. Some NES entitlements which may carry over include personal/carer’s

leave, parental leave, and your right to request flexible working arrangements.

►Right to request flexible working arrangements

Requests for flexible working arrangements form part of the NES. You may request a change in your working

arrangements, including changes in hours, patterns or location of work from your employer if you require flexibility

because you:

• are the parent, or have responsibility for the care, of a child who is of school age or younger

• are a carer (within the meaning of the Carer Recognition Act 2010)

• have a disability

• are 55 or older

• are experiencing violence from a member of your family or

• provide care or support to a member of your immediate family or household, who requires care or support

because they are experiencing violence from their family.

If you are a parent of a child or have responsibility for the care of a child and are returning to work after taking

parental or adoption leave you may request to return to work on a part-time basis to help you care for the child.

Fair Work Information Statement

►Modern awards

In addition to the NES, you may be covered by a modern award. These awards cover an industry or occupation

and provide additional enforceable minimum employment standards. There is also a Miscellaneous Award that

may cover employees who are not covered by any other modern award.

Modern awards may contain terms about minimum wages, penalty rates, types of employment, flexible working

arrangements, hours of work, rest breaks, classifications, allowances, leave and leave loading, superannuation,

and procedures for consultation, representation, and dispute settlement. They may also contain terms about

industry specific redundancy entitlements.

If you are a manager or a high income employee, the modern award that covers your industry or occupation may

not apply to you. For example, where your employer guarantees in writing that you will earn more than the high

income threshold, currently set at $142,000 per annum and indexed annually, a modern award will not apply, but

the NES will.

►Agreement making

You may be involved in an enterprise bargaining process where your employer, you or your representative (such

as a union or other bargaining representative) negotiate for an enterprise agreement. Once approved by the Fair

Work Commission, an enterprise agreement is enforceable and provides for changes in the terms and conditions

of employment that apply at your workplace.

There are specific rules relating to the enterprise bargaining process. These rules are about negotiation, voting,

matters that can and cannot be included in an enterprise agreement, and how the agreement can be approved by

the Fair Work Commission.

You and your employer have the right to be represented by a bargaining representative and must bargain in good faith when negotiating an enterprise agreement. There are also strict rules for taking industrial action. For information about making, varying, or terminating enterprise agreements visit the Fair Work Commission website,

www.fwc.gov.au.

►Individual flexibility arrangements Your modern award or enterprise agreement must include a flexibility term. This term allows you and your

employer to agree to an Individual Flexibility Arrangement (IFA), which varies the effect of certain terms of your

modern award or enterprise agreement. IFAs are designed to meet the needs of both you and your employer.

You cannot be forced to make an IFA, however, if you choose to make an IFA, you must be better off overall.

IFAs are to be in writing, and if you are under 18 years of age, your IFA must also be signed by your parent or

guardian.

►Freedom of association and workplace rights (general protections)

The law not only provides you with rights, it ensures you can enforce them. It is unlawful for your employer to

take adverse action against you because you have a workplace right. Adverse action could include dismissing

you, refusing to employ you, negatively altering your position, or treating you differently for discriminatory

reasons. Some of your workplace rights include the right to freedom of association (including the right to become

or not to become a member of a union), and the right to be free from unlawful discrimination, undue influence and

pressure.

If you have experienced adverse action by your employer, you can seek assistance from the Fair Work

Ombudsman or the Fair Work Commission (applications relating to general protections where you have been

dismissed must be lodged with the Fair Work Commission within 21 days).

►Termination of employment

Termination of employment can occur for a number of reasons, including redundancy, resignation and dismissal.

When your employment relationship ends, you are entitled to receive any outstanding employment entitlements.

This may include outstanding wages, payment in lieu of notice, payment for accrued annual leave and long service

leave, and any applicable redundancy payments.

Your employer should not dismiss you in a manner that is ‘harsh, unjust or unreasonable’. If this occurs, this may

constitute unfair dismissal and you may be eligible to make an application to the Fair Work Commission for

assistance. It is important to note that applications must be lodged within 21 days of dismissal. Special provisions

apply to small businesses, including the Small Business Fair Dismissal Code. For further information on this

code, please visit www.fairwork.gov.au.

►Right of entry

Right of entry refers to the rights and obligations of permit holders (generally a union official) to enter work

premises. A permit holder must have a valid and current entry permit from the Fair Work Commission and,

generally, must provide 24 hours’ notice of their intention to enter the premises. Entry may be for discussion

purposes, or to investigate suspected contraventions of workplace laws that affect a member of the permit

holder’s organisation or occupational health and safety matters. A permit holder can inspect or copy certain

documents, however, strict privacy restrictions apply to the permit holder, their organisation, and your employer.

►The Fair Work Ombudsman and the Fair Work Commission

The Fair Work Ombudsman is an independent statutory agency created under the Fair Work Act 2009, and is

responsible for promoting harmonious, productive and cooperative Australian workplaces. The Fair Work

Ombudsman educates employers and employees about workplace rights and obligations to ensure compliance

with workplace laws. Where appropriate, the Fair Work Ombudsman will commence proceedings against

employers, employees, and/or their representatives who breach workplace laws.

If you require further information from the Fair Work Ombudsman, you can contact the Fair Work Infoline on 13

13 94 or visit www.fairwork.gov.au.

The Fair Work Commission is the national workplace relations tribunal established under the Fair Work Act

2009. The Fair Work Commission is an independent body with the authority to carry out a range of functions

relating to the safety net of minimum wages and employment conditions, enterprise bargaining, industrial action,

dispute resolution, termination of employment, and other workplace matters. If you require further information,

you can visit the Fair Work Commission website, www.fwc.gov.au.

The Fair Work Information Statement is prepared and published by the Fair Work Ombudsman in accordance with section 124 of the Fair Work Act 2009. © Copyright Fair Work Ombudsman. Last updated: July 2017.

Workplace Health & Safety

Kelly is committed to ensuring the health and

safety of temporary and permanent employees,

and visitors to our offices, in accordance with the

relevant legislation.

This is demonstrated through our WHS Management system including: • Ongoing review and improvement of the WHS

Management System to ensure it remains relevant and complies with legislation.

• Completing a risk assessment, with periodic reviews for client workplaces.

• WHS induction and ongoing WHS information and training based on the needs identified through risk and task assessments of your assignment.

• Periodic risk assessments and the establishment of risk controls for all Kelly Services offices.

• Allocating responsibilities for WHS to all levels within Kelly and monitoring performance accordingly.

• Capturing, reviewing and reporting near misses and incidents, which are used to identify trends and risk control measures.

• Consultation with all employees

An effective WHS Management System is made

possible with the assistance of our employees and

on hire clients. By working together we can ensure

a safe and healthy environment for all.

As each worksite and role varies, the safe work

practices mentioned in this guide vary depending

on your worksite.

Even if you work in an office envioroment there

are safety measures to consider for example:

• Keep aisles, doors, stairways and access to fire-fighting equipment clear at all times.

• Do not use equipment with frayed electrical

cords, overloaded electrical outlets or

machinery that sparks. Report these hazards

to a supervisor.

• When completing tasks such as making

adjustments, removing jams or refilling toner,

turn off the electricity, beware of hot surfaces

and follow manufacturers’ instructions and

any safe work procedures.

Ensure you follow safety instructions from your

worksite supervisor and / or health and safety

representative if your assignment requires this.

You must also ensure that you understand what

you are required to do to follow the safety

procedures at each location you work at.

You must report hazards to your supervisor as

soon as you become aware. A hazard is a visible

thing or a situation that may cause harm or an

injury.

It is important to remember, if you have ANY

concerns about your safety or any other matter in

the workplace, contact your Consultant or Kelly

branch immediately.

Drug & Alcohol Policy

Policy Statement

Kelly Services is committed to a safe, healthy and

productive workplace and recognises that the

inappropriate use of alcohol and other substances -

whether legal and illegal - can contribute to health

and safety risks, workplace accidents and poor work

performance. At all times during the course of their

employment, employees must not be impaired by

alcohol or drugs.

This policy details Kelly Services stance relating to

substance use, including disciplinary action where

appropriate.

Key points:

• Kelly Services have a duty of care to all internal

and temp employees to provide a safe

workplace and conditions, Kelly services will

therefore act on any reported instances of

substance use or relating suspicious behaviour.

Any employee who considers that they have a

substance use problem is encouraged to seek

confidential advice and assistance through

Human Resources and can contact the external

assistance provider. The relevant WHS

coordinator and temp employee’s consultant

will assist with this as part of performance

management.

• Any employee or contractor found to be in

possession of, consuming, solicitation or

under the influence of illegal drugs or alcohol

on Kelly premises, client sites, or at any

function arranged by either company, will be

subject to that company’s disciplinary

procedure and may lead to termination of

employment/contract.

• Any Temporary employee found to be in

possession of, consuming, solicitation or

under the influence of illegal drugs or alcohol

on Kelly premises, client sites, or at any

function arranged by either company, through

pre-employment, incident or random testing

will have their application discontinued or

terminated from employment. They will not

be used for the current role nor any others

moving forward.

• Kelly internal and temp employees may

undergo pre-employment testing, as well as in

the event of an incident occurring and

suspicion of impairment. Only Kelly temp

employees will be subjected to random

testing. Kelly temp employees will also

undergo Drug and Alcohol testing in

accordance with their host employer. All Kelly

internal and Kelly temp employees can have

non-negative tests sent for confirmation and

will have a right of reply.L POLICY

• Employees who are taking prescription and/or

non-prescription medication which may affect

their work performance, their own safety and

the safety of others must notify their manager

and consultant prior to commencing work. All

employees shall provide to their consultant or

branch manager written medical instructions

by an approved medical practitioner for that

persons, instructions of use and relevant side

effects.

• Kelly Services Drug and Alcohol Policy will be

upheld at all times by all Kelly internal and

temp employees. Under no circumstances will

Kelly internal or Kelly temp employees under

the age of 18 years be served alcohol.

• All Drug and Alcohol testing will be conducted

to relevant Australian Oral, Urine and BAC

standards. AS/NZ 4308:2008 (Urine), AS

4760:2006 (Oral), AS 3547:1997 (BAC).

• All Kelly internal and Kelly temp employees

will be subject to a performance management

plan with disciplinary actions being taken.

Potential termination of employment may

occur at the discretion of the performance

management team.

Kelly Branch Locations

KELLY SERVICES AUSTRALIA HEAD

OFFICE

Level G, 15 Castlereagh Street

Sydney NSW 2000

Phone: 02 9246 6000

Fax: 02 9246 6793

Website: http://info.kellyservices.com.au

NEW SOUTH WALES

Wetherill Park, Industrial & Trades 8/55 Newton Road Wetherill Park NSW 2164 Phone: 02 9827 0900 Fax: 02 9827 0999

Parramatta, Commercial Level 2, 2/60 Phillip Street Parramatta NSW 2150 Phone: 02 9865 8383 Fax: 02 9865 8393

QUEENSLAND

Brisbane Emirates House, Level 17 167 Eagle Street, Brisbane Qld 4000 Phone: 07 3405 3333 Fax: 07 3405 3300 Email: brisbane@kellyservices.com Gold Coast Level 15, Corporate Centre One 2 Corporate Court, Bundall Qld 4217 Phone: 07 5558 5761 Email: goldcoast@kellyservices.com

VICTORIA

Melbourne Level 4, 152 Elizabeth Street Melbourne VIC 3000 Phone: 03 8549 7699

Mulgrave Level 2, 11/799 Springvale Road, Mulgrave, VIC 3170 Phone: 03 8549 7670 Fax: 03 8549 7680

WESTERN AUSTRALIA

Perth Level 1, Quayside, 2 Mill Street, Perth WA 6000 Phone: 08 9229 1800 Fax: 08 9229 1899

SOUTH AUSTRALIA

Adelaide Level 2, 70 Hindmarsh Square Adelaide SA 5000 Phone: 08 8367 4180 Fax: 08 8367 4188 Email: adelaide@kellyservices.com