Please review the following documents by clicking on the link, be aware of those who impact our business and whose lives we affect by doing business. We are scrutinised by others daily, do your best to “DO IT RIGHT”.

• R1. Goals, Objectives & Targets
• R 2. Hazard & Risk
• R 3.  Internal & external factors
• R 4.  Interested parties
• R 6.  Training Matrix, Roles & responsibility

You will be required to actively participate in a rehabilitation program to enable your safe return to work.

Your Case Manager and Rehabilitation and Return to Work Coordinator / Supervisor will develop Return to Work Plans for you and will continue to monitor your progress until a return to work on pre-injury duties is achieved.

All workers have a right to claim workers compensation if they are injured at work or have a work-related illness. If you are injured at work, you must notify your Supervisor and complete an incident report.

To be eligible for compensation you will also need to complete the Workcover Claim Form as soon as possible. The form includes a notice of work-related injury. Ask your Supervisor for the appropriate forms.

A Workers Medical Certificate must be provided to your Supervisor to cover all time lost from work due to the workplace related injury.
Note: It is illegal to provide any misleading Workcover claim information.

The First Aid attendant will assess whether you do require additional medical treatment at a medical facility. If so, the First Aid attendant will notify your Supervisor and make transportation arrangements for you.

Injuries that are not noticeable at the time of an incident, e.g. strains, must be reported to your Supervisor by telephone as soon as possible when they present.

If you get out of hours medical treatment for a work-related injury or illness, you must notify your Supervisor at the start of the next scheduled workday / shift. This action will help to avoid problems with workers compensation should you make a claim in the future.

Prior to returning to work after a work-related injury or illness, you will need to present to your Supervisor a medical or Workcover certificate from your doctor stating that you are fit to return to pre-injury duties or able to undertake suitable / modified duties.

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You must report all injuries to your Supervisor immediately.

If an injury requires first aid treatment, it will be provided as soon as possible by a First Aid attendant.

The First Aid attendant will assess the extent and nature of the injury and determine if you require any further treatment at a medical facility.

A list of trained First Aiders is available in all of our site locations and site folders.

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An ‘incident’ is any event that results or could have possibly resulted in injury, illness, disease or damage to property, plant and equipment or the environment, this includes near misses.

If you are involved in or witnessed a workplace incident, you must report it to your Supervisor immediately, no matter how minor. Unless instructed by your Supervisor, do not alter the site where the incident occurred, other than to prevent further injury or harm occurring.

Where an incident is reported, your Supervisor will investigate the incident and where applicable, determine the reasons how and why the incident happened. Your Supervisor shall implement (where required) control measures to prevent it from happing again. You may be asked to be involved in the investigation and complete an incident report.

Incident reporting helps to identify hazards in the workplace. Something which causes a minor injury, or a near miss, could cause serious harm if left unaddressed.

By reporting to your Supervisor, you are helping to look after your own safety and the safety of those around you. Reporting also covers you in case you need medical attention, and it ensures you meet the claim requirements of workers compensation.

You must not leave the site due to illness or injury, whether personal or work related, without notifying your Supervisor first.

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As in all emergency situations protect yourself and others. Never attempt to fight a fire if it puts you at risk of injury.
Portable fire extinguishers and hose reels are provided to extinguish small fires. They are the first line of defence in the event of a fire. Prompt use of the correct fire extinguisher can prevent serious injury or damage.

Water extinguisher – Red
Water extinguishers are suitable for use on fires involving wood, paper, plastic and other solid combustible material. The stream of water should be directed at the base of the fire. Do not use water on electrical or fuel type fires.

Foam extinguisher – Blue
Use foam on flammable liquid fuel type fires such as petrol, oils, thinners, and solvents. Do not use these extinguishers on electrical fires.

Dry Chemical Powder (DCP) – Red with a Horizontal White Band
These can be used on all fires, but mainly for flammable liquid fires and fires involving live electrical equipment. Dry Chemical Powder is a non-conductive extinguishing agent. It is best used by spraying in a sweeping motion across the flames. These extinguishers are provided in company vehicles and mobile equipment.

Carbon dioxide – Red with a Horizontal Black Band
Carbon dioxide extinguishers can be used on all types of fires but are not always effective. They are best used on electrical and electronic equipment because there is no residue. The carbon dioxide is very cold when released, so use with care. Do not hold the end nozzle when using the extinguisher and do not use in an enclosed space.

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Where there is an emergency and an evacuation is required, you will hear an alarm or receive instructions to evacuate the area.

Follow these steps:

• Stop what you are doing and turn off any machinery (if it is safe to do so).
• Leave the area by the shortest, most practicable route (closing any fire doors along the way).
• Assist any injured people without placing yourself in danger.
• Assemble at the nominated area, or as directed by the Emergency warden / Supervisor.
• Remain in the emergency assembly point until you are told it is safe to leave or return to work.
• Do not re-enter the workplace until all clear is given by the Emergency warden. and
• Supervisors are responsible for ensuring that all personnel are present and identifying those who may be absent.

Emergency and evacuation procedures and plans are located adjacent to emergency exits for quick reference in an emergency.

Workplace exposure to passive smoking is a significant Work Health and Safety hazard. Smoking is banned in enclosed public places, workplaces, or shared areas. NOTE: Some of our worksites may be designated as Smoke Free.

Smoking is only permitted in designated areas and during designated work break times.

It is our policy that workers do not smoke at work in the interests of their own health.

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Fatigue is more than feeling tired and drowsy. In a work context, fatigue is a state of mental and / or physical exhaustion that reduces a person’s ability to perform work safely and effectively.

It can occur because of prolonged or intense mental or physical activity, sleep loss and / or disruption of the internal body clock.

Signs of fatigue include:

• Short term memory problems and an inability to concentrate, blurred vision or impaired visual perception. and
• Tiredness even after sleep, reduced hand-eye coordination or slow reflexes or a need for extended sleep during days off work.

We have policies and procedures relating to fatigue management and designated work breaks which allow you to stop, rest, re-energise and recuperate.

To further reduce the risk of fatigue, you should:

• Understand your sleep, rest and recovery needs and obtain adequate rest and sleep away from work.
• Seek medical advice and assistance if you have or are concerned about a health condition that affects your sleep and / or causes fatigue.
• Assess your own fitness for work before commencing work and monitor your level of alertness and concentration while you are at work.
• Avoid alcohol consumption.
• Eat a balance diet.
• Get regular exercise.

Talk to your Supervisor if you foresee yourself being impaired or experience fatigue which could cause a work health and safety risk e.g. because of a health condition, excessive work demands or personal circumstances.

In addition, keep a look out for signs of fatigue in your work mates and speak to them or your Supervisor should you have any concerns.

If you are being treated with prescribed drugs, you must report this to your Supervisor at the start of the shift. Some drugs may make you drowsy and can prevent you from safely using mechanical equipment. Your Supervisor needs to know if you have been prescribed these kinds of medications. When reporting this information to your Supervisor you need to bring in the medication box / bottle and any other information supplied with the medication.

All information relating to any prescribed medication you are being treated with will be maintained in strict confidence.

It is a requirement that you present for work in a fit state to do the work expected of you. You must not place yourself or others at risk by being under the influence of drugs or alcohol at work. Where you have been found to be in possession or supplying illicit drugs or mind-altering substances in the workplace, you will be immediately removed from site and reported to the local authorities.

In addition, you will face disciplinary actions in accordance with the discipline and inappropriate behaviour policy, which may include termination of your employment contract.

We have implemented a drug and alcohol policy to ensure a work environment free from risk to health and safety. You shall be required to comply with the policy and consent to random testing conducted by an accredited organisation.

We reserve the right to assess your fitness for work based on your activities outside the workplace (e.g. sports or second job). If you are not considered fit for work due to tiredness or injury you may be sent home.

We reserve the right to conduct testing for drugs and alcohol when they have reasonable grounds for believing that a person’s behaviour is unusual or erratic at the workplace or that a person is impaired by a drug or under the influence of alcohol.
We also reserves the right to conduct testing for drugs and alcohol on any worker who is involved in, or may have contributed to, any one of the following:

• An incident involving collision of any equipment or equipment damage. or
• An incident that results in the death or serious bodily injury of any person. or
• Requires a worker to receive medical treatment.

In line with our Alcohol and other Drugs Policy, where a worker refuses to give consent for screening, this will be deemed a non-negative result and the worker will be stood down and asked to immediately leave the workplace and not return until they have a certificate from a doctor of a negative test result.

Further information in relation to alcohol and drug screening is available in the Alcohol and other Drugs Policy.
Workers, contractors, and visitors must not endanger their own or any other person’s health and safety at work by consuming drugs or alcohol. If you attend work in an unfit state due to drugs or alcohol, arrangements will be made to convey you to your accommodation or home.

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A hazard is anything that has the potential to cause harm or long-term health effects to a person / animal, or damage to plant, equipment, or the environment.

We have assessed all tasks including the operation of plant and equipment in order to identify hazards and risks to the health and safety of the workers and others.

We have taken steps to eliminate identified hazards where possible. Where this cannot be achieved, steps have been taken to control the risks using the “Hierarchy of Controls”. In addition, personal protective equipment (PPE) is provided where required.

Job Safety Analysis

A Job Safety Analysis (Job hazard analysis, Task hazard analysis, etc.) are developed by work teams prior to commencing any task that is not already covered by a procedure, or where a task varies from the standard safe work instruction. The Job Safety Analysis identifies the specific job steps, potential hazards or risks associated with job step (including the immediate work environment) and control measures that reduce the identified risks.

Job Safety Analysis shall be developed by the personnel conducting the task, signed by the work group, and reviewed by Supervisor prior to commencing the task.

Safe Operating Procedures (SOP)

We have developed a number of Safe Operational Procedures for all regular performed high risk tasks. Safe Operating Procedures are designed to guide workers in safely carrying out specific tasks or operating plant and equipment, in line with manufacturer’s instructions while undertaking their duties.

Your Supervisor will provide you with the relevant information, instruction, and training on any Safe Operational Procedures to a level of competency so you can undertake your duties safely. It is your obligation to comply with any reasonable instruction designed to protect your health and safety and undertake this training and comply with the instruction contained in the procedures.

Safe Operational Procedures folders are stored in all company vehicles, office/depot and located next to the operational controls of fixed plant and equipment.

Safe Work Method Statements (SWMS)
Safe Work Method Statements (similar to Job Safety Analysis) are developed in consultation with workers who are experienced in the subject matter and have sound knowledge of the task, plant, and equipment, this includes, but not limited to, the Safety Coordinator, Project Supervisors, Project Managers, Health and Safety Representatives and experienced workers. If you are involved in carrying out Construction Work, you will be provided with a Safe Work Method Statement.

Safe Work Method Statements steps out the process to complete the task, hazards are identified and associated with each step of the process and risk control measures are documented to manage the risks associate with the task.

Your Supervisor will provide information, instruction, and training to you on any Safe Work Method Statements you are required to use. It is your duty to undertake this training and carry out each key stage and implement the risk controls contained in the Safe Work Method Statements.

Safety Signs

You must follow the requirements of all safety signs. these apply to all persons on site. Safety signs alert you to hazards or conditions where a person’s health and safety may be placed at risk. If you’re unsure or do not know the meaning of a sign, ask your Supervisor, who will explain it to you.

All hazards, issues and complaints are to be reported as soon as practicable or by the end of the shift in which they occurred, to your direct Supervisor.

Should the matter remain unresolved, it will then be addressed between the workers’ Health and Safety Representative (if in place), and your direct Supervisor.

If still unresolved, it will then be referred to the General Manager/s to assist in resolution.

If still unresolved, it will then be referred to your General Manager/s.

All workers will be encouraged to discuss all Work Health and Safety matters with their direct Supervisor and any worker at any time in an informal manner. however, Work Health and Safety issues must first be directed through the individual’s direct Supervisor as per the steps set out in the above procedure which shall be communicated to workers in writing.

Where attempts to resolve a Work Health and Safety issue at the workplace is unsuccessful and the steps of the resolution procedure have been followed a worker may notify the Regulator, SafeWork for resolution by an inspector.

Where a worker is dissatisfied with the outcome of an investigation into unlawful discriminatory behaviour and or sexual harassment, the complainant may lodge a complaint with the Human Rights and Equal Opportunity Commission at any time within their statutory limits.

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Consultation and communication involves the sharing of information and the exchange of opinions between management and workers.

Consultation between Senior Management, Work Health and Safety personnel, Managers, Health, and Safety Representatives (HSRs) and workers on Health and Safety matters, can result in healthier and safer workplaces, improved issue or decision ownership, effective and robust outcomes, stronger commitment by everyone to implement decisions and greater cooperation and trust between all levels of the business.

General Manager/s or their delegate and/or Supervisor shall consult with workers who are, or are likely to be, directly affected by an issue relating to Work Health and Safety.
General Manager/s or their delegate and/or Supervisor shall ensure:

• Relevant information about the Work Health and Safety issue is shared with relevant workers and workers shall be given an opportunity to express their views. and
• Workers are encouraged to contribute to the decision-making process relating to the Work Health and Safety issues and views of workers shall be taken into account when making decisions.
General Manager/s or their delegate and/or Supervisor shall involve and consult workers in the following when:
• Identifying hazards and assessing risks to health and safety arising from the work carried or to be carried out and making decisions about ways to eliminate or minimise those risks.
• Proposing changes to the workplace that may affect their health or safety.
• Monitoring the health and or the conditions of workers at any site.
• Making decisions about the adequacy of facilities for their welfare. and
• Providing information and training for workers.

Consultation provides the opportunity for workers experiences and ideas to be considered in decisions which may affect their health and safety while at work. Managers and Supervisors will keep you informed by communicating Work Health and Safety information on issues and outcomes via:

• Pre-start and toolbox meetings.
• Directly to each worker, emails, or memos on noticeboards. and
• Monthly Work Health and Safety statistics, safety alerts, bulletins, and posters.

Work Health and Safety Committees (where in place otherwise remove)

A Health and Safety Committee (HSC) enables a Person Conducting a Business or Undertaking (PCBU) and worker representatives (on behalf of workgroup/s), to meet regularly and work co-operatively to develop policies and procedures to improve Work Health and Safety outcomes.

The function of Health and Safety Committee is:

• Facilitating co-operation between the Person Conducting a Business or Undertaking and workers to instigate, develop and carry out measures to ensure the health and safety of workers.
• Assisting in developing health and safety policies, procedures, and systems for the workplace.
• Other functions agreed by the Person Conducting a Business or Undertaking and members of the Health and Safety Committee.
• Keep itself informed as to standards relating to health and safety generally recommended or prevailing in workplaces of a comparable nature and to review and make recommendations to the company on the rules and procedures at the workplace relating to the health and safety of workers.
• Recommend to the company and workers, the establishment, maintenance and monitoring of programs, measures and procedures at the workplace relating to the health and safety of the workers.
• To consider and make recommendations to the company as the Committee sees fit in respect of, any changes or intended changes to or at the workplace that may reasonably be expected to affect the health safety or of workers at the workplace.
• To consider such matters as are referred to the Committee by a Health and Safety Representative.
• To perform such other functions prescribed in the Work Health and Safety Regulations or given to the Committee, with its consent, by the employer.

As the Person Conducting a Business or Undertaking (PCBU) (your employer) shall ensure so far as is reasonably practicable:

• The health and safety of you and other workers while at work. and
• Other persons (visitors and volunteers) are not put at risk from work carried out as part of the business activities.

In addition, We will ensure so far as is reasonably practicable, that we supply and maintain:

• A work environment without risks to health and safety.
• Safe plant and structures.
• Safe systems of work.
• The safe use, handling and storage of plant, structures, and substances. and
• Any information, training, instruction, or supervision that is necessary to protect all persons from risks to their health and safety at the workplace.
Managers, Supervisors, Superintendents and Team Leaders represent management to ensure that safe systems of work are implemented in the workplace.

As a worker, you have a duty and obligation to:

• Take reasonable care that your actions or words do not adversely affect the health and safety of any other person.
• Co-operate with any reasonable policy or procedure relating to health or safety.
• Comply with your roles and responsibilities as identified in Work Health and Safety Policies and Procedures.
• Follow any reasonable instructions designed to protect your health and safety and adhere to while at work.
• Not deliberately ignore, disable, or damage equipment designed to protect your health and safety and the health and safety of others, e.g. guards, personal protective equipment etc.
• Take part in rehabilitation and return to work programs. and
• Not endanger yourself or others through the consumption of drugs or alcohol while at work.

Note: Managers, Supervisors, Superintendents and Team Leaders are also workers and therefore must comply with the duties of workers.

Safety Roles for Workers

We have implemented a safety role for the workers that allows you to be involved and contribute to the identification of Hazards and the consideration of control measures for risks associated with Principal Hazards, that are relevant to your work or the work you will be carrying out. Additionally, you will also be involved in the periodic review of Principal Hazard Management Plans.

Workers within their area of control are expected to exercise proper care and use of Company property and equipment in the course of employment. We require all workers to report any damage to property and equipment to their Supervisor immediately, whether you have caused it yourself or not.

Workers within their area of control shall ensure all confidential / sensitive documents are locked away at night. You should make sure that your personal belongings and valuables are locked away and secured. Personal property is not covered by Company insurance.

The removal of Company products, materials, or equipment from the premises without authorisation will not be tolerated and may lead to instant dismissal. Permission for the removal of Company products, materials or equipment can only be given by Management and must be in writing.

Our management reserves the right to inspect any vehicle, bag, or container at its discretion upon a worker entering or exiting the company property.

Keys / Security Passes

It is the responsibility of every worker to ensure that keys / security passes issued to workers are kept in safe custody. Keys / security passes must be returned upon request from management. If building access devices are lost or misplaced, you must notify your Supervisor immediately so that they can be cancelled.

Entering Premises Out of Hours

There will be no entry into our premises outside of normal business hours unless prior permission has been obtained from Management.

Recycling Bins

Please recycle where you can using the appropriate bins. Only paper and cardboard with NO company, client or candidate information is to be placed into these bins. NO general rubbish is to be placed in these bins.

Waste Bins

Most individuals will have waste bins under their desk. These bins should be used for any items which are not recyclable e.g. plastics, metal, pens, food scraps, etc. Please use your discretion and be mindful of disposing food scraps in the office. Liquids should not be poured / placed into bins.

Questions or Concerns

Your Supervisor is responsible for you when you are on site and any problem or change affecting your employment should be referred to them. If your Supervisor is unable to resolve your problem, they may direct you to an appropriate person or obtain the information and get back to you with an answer.

Please keep the kitchen and bathroom areas clean at all times, cleaning up after use. You should be mindful that these are public areas, and you should be respectful to others by always cleaning up after yourself. If you use dishes, then wash them immediately after use. Fridge contents (except condiments) will be disposed each Friday afternoon.

If there are any issues with these facilities, you should notify your Supervisor immediately.

It is important that your work area (e.g. office areas, mobile plant, mobile cabins, control rooms and sites) remains clean and tidy at all times, free of boxes, papers, and magazines. Our expectation is that your work area will be cleared and tidied at the end of every day.

Any items that require storage should be put away, hard copy paper files should be kept to a minimum, with soft copies of files stored on the relevant shared drive electronically. Laptops should not be left on desks overnight unless you have your own lockable office.

Mobile plant cabins shall be swept out at the end of every shift with any rubbish removed and placed in the relevant bins provided. Dash boards will be wiped over and windows and mirrors cleaned.

Dress Standards

All Workers, without exception, are always to be neat and clean in person and wear appropriate attire. Dress standards affect both your ability to do your work safely and the impressions of customers and visitors to the workplace.

As guide you must ensure:

• hair is neatly trimmed or styled
• clothing and accessories are appropriate to the position held, and meet job requirements and professional capacity - footwear and head covering complies with Work Health and Safety requirements
• jewellery and body piercing must not pose a Work Health and Safety risk and must be business-like - externally visible body piercing is to be limited, except for bona fide religious or cultural requirements

The worker acknowledges that through the performance of their obligations to or otherwise, the worker will or may obtain access to, or become aware of, (whether authorised or not) confidential information which is, or may be, of commercial value to
During the period of the workers employment with, and thereafter, the worker will not, without first obtaining the written consent disclose, divulge, communicate to, or otherwise place at the disposal of any third party, in any form whatsoever or by any means howsoever, and will keep in the strictest confidence all and any confidential information.
Nothing contained or implied in this Agreement will be construed as obliging as the PCBU to consent to such request
Where disclosure of any confidential information is permitted by to any person (whether subject to terms or not) and unless in writing expressly waives compliance with this clause, the Worker will be obliged, prior to making any disclosure of such confidential information, to advise each person to whom disclosure is to be made that the information is imparted in confidence

Confidentiality
Many workers have been placed in a position of trust because of their work and are therefore privy to confidential information regarding the organisation. You are reminded that revealing any type of confidential information to unauthorised persons or tampering with or altering organisation records and/or property is a violation of that trust, which can result in disciplinary action up to and including dismissal and may also be subject to civil and/or criminal proceedings.
If you have any doubts about what is considered confidential information or a breach of trust, you should seek advice from your Supervisor.

Use of Confidential Information

The Worker will use the confidential information solely for the purpose of performing the Worker's obligations under this Agreement.

Return of Information

The worker will, immediately upon request of at any time, disclose and deliver up to , or as may in writing direct, all or any confidential information which is in a physical form, recorded or stored by any electronic means or otherwise howsoever, including copies of the confidential information, whether such copies be in the same form as the original or capable of being recreated into such or other form by any method or process.

It is our policy that computers, software, and other technology are resources to be used only for company purposes. Workers required to use computers and software will be given confidential passwords. It is the individual's responsibility to ensure these passwords are never left unprotected or unsecured.

Guidelines for Acceptable Use

Our technology, regardless of type (e.g. email, internet, company telephones and mobile telephones, software, discs, photocopiers, facsimiles), is not to be used in any unlawful manner or as a device for delivery of offensive or objectionable communications. It must not be used in any way that is or may be destructive to the organisation, its workforce or anyone associated with the organisation. nor to its clients or suppliers. nor to the general public.

Social media

Social media posts including photos of the workplace, workers, clients, or our Company logo ARE NOT PERMITTED unless approved in writing by Senior management.

Personal Mobile Telephones

We discourage the use of personal mobile telephones during work periods. Whilst we recognise that from time to time it may be necessary for Workers to be contacted through this medium Workers should keep the use of personal mobile telephones to a minimum. In consideration of others, before the commencement of duties, Workers should turn their phones to discreet mode and secure them.

Conflict of Interest

All business dealings and personal behaviour is to be in our best interests without favour or preference to third parties or personal considerations. If you engage in any activity which adversely prejudices your ability to carry out your responsibilities in the best interests of the organisation, or which benefits others in competition with the organisation, you will be considered to have a conflict of interest which constitutes serious misconduct subject to disciplinary action.
Workers must disclose any actual or potential conflicts of interest they may have in relation to our business activities and their involvement with such as a private individual or otherwise interested party.

Contact with Media

To ensure we present a consistent and positive image in its dealings with the media the authority to speak with the media rests solely with our nominee(s). This authority can be delegated only by the nominee.
All media enquiries shall be referred to the nominee without any personal opinion being expressed whatsoever.

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We are committed to ensuring a healthy and safe workplace that is free from workplace harassment. Workplace harassment is unacceptable and will not be tolerated under any circumstances.
A person is subjected to 'workplace harassment' if the person is subjected to repeated behaviour, other than behaviour amounting to sexual harassment, by a person, including the person's PCBU or a co-worker or group of co-workers of the person that -

• is unwelcome and unsolicited
• the person considers to be offensive, intimidating, humiliating, or threatening
• a reasonable person would consider to be offensive, humiliating, intimidating, or threatening

'Workplace harassment' does not include reasonable management action taken in a reasonable way by the person's PCBU in connection with the person's employment.
A worker who is being harassed can contact their Supervisor or the Senior Manager for information and assistance in the management and resolution of a workplace harassment complaint.
Disciplinary action will be taken against a person who harasses a Worker or who victimizes a person who has made or is a witness to a complaint.
Complaints of alleged workplace harassment or sexual harassment found to be malicious, frivolous, or vexatious may make the complainant liable for disciplinary action.

Workplace Grievances

A workplace grievance is defined as a situation which involves two or more people with different expectations and views, each one taking a position and acting on what they believe is right. In addition, the organisation has a perspective that must also be considered. Grievances are often the result of unresolved issues, problems, or conflicts that have been avoided or not addressed to the satisfaction of those involved which results in one party making a complaint against another (often seeking the support of others in the process).
Most grievances can be resolved by communicating initial concerns with the other person(s) involved in a clear, timely and non-confrontational manner. Making a genuine effort to resolve the reason for any difference of opinion and/or conflict directly if possible is always the best option. If this is not possible or effective, then the process of conciliation through a supervisor/manager should be undertaken and must be submitted in writing.
In some situations, an external party may be required to facilitate conciliation activities. Anonymous complaints/grievances will not be supported. If you have a grievance your privacy and confidentiality will be protected as much as possible however, the process of natural justice will provide the other party a right of reply.

Sexual harassment is unwelcome sexual conduct which makes a person feel offended, humiliated and/or intimidated where that reaction is reasonable in the circumstances.
Sexual harassment can take various forms and includes (but not limited to):

• unwelcome touching, hugging, or kissing
• staring or leering
• sexually suggestive comments or jokes
• sexually explicit pictures, screen savers or posters
• unwanted invitations to go out or requests for sex
• sexually explicit emails or SMS messages

Conduct of this nature does not have to be repeated to be classified as sexual harassment. a single incident may be sufficient. Sexual harassment may also be a criminal offence in some cases.
We consider sexual harassment an unacceptable form of behaviour that will not be tolerated under any circumstances. Under the Federal and State anti-discrimination laws, sexual harassment in employment is prohibited.
It is our goal to create an environment free from sexual harassment and it is the responsibility of all workers to support this goal.
Managers and Supervisors must ensure all Workers are treated equitably and are not subject to sexual harassment. They must also ensure people who make complaints, or witnesses, are not victimized in any way.
If you believe you are being sexually harassed, you must act. Individual workers should appropriately and clearly discourage unwelcome attention at the time it occurs. Do not ignore sexual harassment thinking it will go away - often it just gets worse.

If you believe you are being sexually harassed, you should contact your Supervisor and outline the complaint. If your complaint involves your Supervisor or you are unable to contact your Supervisor, you should raise your complaint with the next level of Management.
Any reports of sexual harassment will be treated seriously and investigated promptly, confidentially, and impartially. Complaints may be lodged verbally, but preferably in writing.
Disciplinary action will be taken against anyone who sexually harasses a co-worker, customer, supplier, or any other person in the workplace. Discipline may involve a warning, formal counselling, demotion or.

Incidents of theft, assault, fraud, or other serious misconduct shall be deemed to be in violation of the workers terms of employment and will be subject to disciplinary action up to and including instant dismissal.

Workers whose behaviour is unsafe or does not respect people and property within the workplace may be subject to disciplinary action, up to and including dismissal. Such incidents may include, but are not limited to:

• using obscene, inappropriate, or harsh language or gestures towards fellow workers or visitors
• threatening, intimidating, or coercing Workers while on duty, or while off duty if the conduct bears a relationship to employment
• showing signs of alcohol intoxication or appearing under the influence of drugs while on duty
• failure to comply with work time recording activities
• failure to observe safety rules or inappropriate use of safety equipment
• repeated lateness or absenteeism without just cause

A Medical Certificate is required stating that you are unfit for work when:

• You have two (2) days in a row absent from work due to sickness, and
• You are absent on either a Friday or Monday (first or last day of shift cycle).

Your Supervisor may also require a medical certificate that are not related to the above described.

This induction does not cover your engagement conditions, that will be discussed and agreed separately however be aware of the following.
Performance Review
Performance reviews focus on:
• Individual Performance.
• Skills and knowledge. and
• Level of decision-making.

Your performance is reviewed 12 monthly. The reviews are designed to provide feedback on your strengths, weaknesses and any development needs identified by us that will assist you to further your career and will be the basis for on-going negotiations for your remuneration.

Reimbursement of Expenses
We will reimburse workers for pre-approved expenses properly incurred by workers in the proper performance of their duties.
Reimbursement will be subject to workers providing us with receipts or other evidence of payment and of the purpose of each expense, in a form reasonably required by us provided that all claims are made on a timely basis, signed by the appropriate Supervisor, and supported with the necessary substantiating documentation.

Air monitoring and personal health monitoring programs may be undertaken from time to time. Your cooperation with such initiatives is required to meet legislative requirements, improve working conditions and to assess for early signs of adverse health effects. We will arrange and pay for the medical assessments where required.

This confidential medical information gathered ensures we are aware of any conditions you may have so we can manage your employment and ensure your health and safety is not placed at risk while at work.

Our Policies and Procedures are contained in the MYHSEQ Management System of . Your Supervisor will provide access to these as part of your Induction.

We have adopted the following Policies to guide our business. The procedures associated with these policies are outlined in the Procedures manual.

• Fitness for Work Policy
• Work Health and Safety Policy
• Harmonised WH&S Legislation Policy
• Environmental Policy
• Drug & Alcohol Policy
• Fire Prevention Policy
• Staffing Policy
• Equal Employment Opportunities Policy
• Privacy Policy
• Rehabilitation Policy
• Transportation Policy
• Quality Policy
This Course is to be read in line with the Policies and Procedures.

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