Policies

We are committed to providing a safe, healthy and productive workplace.

It is the personal responsibility of all workers and subcontractors to ensure that they are fit for duty and not impaired by alcohol or drugs. We recognize that alcohol and other drug abuse can have an adverse effect upon an individual’s ability to perform effectively and safely, therefore, endanger themselves, their fellow workers, and the public, along with possible risk to The Business.

Workers shall not perform any task whilst under the influence of alcohol or any other drug.

Unless provided for elsewhere where a worker in charge reasonably suspects that a worker is not fit for duty due to alcohol or drug impairment, the worker in charge shall not allow the worker to undertake duties until it can be determined that they are fit for work.

Workers shall not use, possess, distribute or sell alcoholic beverages, illicit or non-prescribed drugs or misuse legitimate prescription drugs while at work, we consider the misuse of drugs and alcohol in the workplace as serious misconduct. A worker found to have misused drugs and alcohol which adversely affects the safety of the workers or others in the workplace will be required to show cause as to why their employment should not be terminated.

The Business and any workers shall be prohibited from entry to site if under the influence of alcohol or any other drug.

Workers who are found to be in breach of this policy will be subject to the breaches procedure and depending on the circumstances their behavior may be treated as serious misconduct.

Affected workers who are in breach of this policy will be counselled and immediately stood down from duty and removed from the workplace.

We will make every effort to provide assistance and rehabilitation in the form of reference to medical help or counselling if required.

Personal leave or leave without pay may be negotiated to enable rehabilitation and counselling.

We are an equal opportunity employer. All workers are treated on their merits, without regard to race, age, sex, marital status or any other factor not applicable to the position. Workers are valued according to how well they perform their duties, their ability and enthusiasm to maintain company standards of service.

This policy applies to all employees and management in all stages of recruitment, selection, employment and performance appraisals.

Discrimination undermines proper working relations and may cause low morale, absenteeism and resignations. We do not tolerate any form of discrimination. We believe all workers have the right to work in an environment free of discrimination and harassment. Under Federal and State anti-discrimination laws, discrimination in employment on the following grounds is against the law:

• Sex
• Marital status
• Pregnancy
• Family responsibilities
• Breastfeeding
• Age
• Race
• Impairment
• Religion
• Trade union activity
• Criminal record
• Political belief and activity
• Social origin
• Sexual orientation; and /or
• Association with someone with an attribute above

Any reports of discrimination or harassment will be treated seriously and investigated promptly confidentially and impartially. Disciplinary action will be taken against anyone who harasses a co-worker or client.

The Business is committed to promoting Equal Employment Opportunity in all employment related activities including:

• Recruitment and selection;
• Placement and job assignments;
• Opportunities for promotion, transfer, training and other benefits;
• Decision making and resource allocation;
• Remuneration and rewards;
• Counselling or discipline; or
• Termination.

This code requires every employee, whatever their job, to observe the Guidelines set out below, and to show commitment to The Business in return for its commitment to them.

It provides a clear guide to appropriate workplace behaviour.

Commitment to The Business

To demonstrate our commitment to the Business we:

• ensure our actions do not bring The Business into disrepute
• disclose and resolve any conflicts of interests
• refrain from canvassing private business during work hours
• do not disclose confidential information, or use information for our own personal gain
• refuse inappropriate gifts and benefits from customers and suppliers
• only transact and approve expenditure for which we are authorised
• do not abuse, deface or wilfully damage the Business’s property.

Respect for Others

In dealing with customers, suppliers, and other employees, we:

• do not use language or behaviour that offends, harasses, or unfairly discriminates
• observe The Business’s smoke-free workplace policy
• do not work when affected by alcohol or recreational drugs
• abide by all safety rules and procedures operating within The Business and also comply with all relevant Federal and State occupational health and safety laws in order to provide a safe and healthy workplace for yourself, your fellow employees and visitors of The Business.

Customer Service

When dealing with internal and external customers we:

• are honest, courteous and helpful
• actively consult with and listen to the customer
• provide prompt attention, accurate information and meet commitments
• ensure our appearance is neat, clean and appropriate to the job, wearing a uniform if required.

Teamwork

We work together towards our goals by:

• being punctual and only leaving the business early after gaining prior approval
• reporting and accounting for any absences
• following lawful and reasonable instructions

Workers are at all times to conduct themselves in a pleasant, respectable and courteous manner during working hours or whilst displaying The Business’s name. All workers are expected to show respect for our clients with regards to their requests and their property. Workers should endeavour to undertake the following:

• Attend jobs promptly. Contact the office or client if delayed.
• Greet and thank clients courteously.
• Make every effort to protect client’s property e.g. carpets, walls, gardens etc. Without compromising safety.
• Inform customers of the work carried out and, where possible, ensure that they are aware of any changes made. Ensure they have understood changes and the client is satisfied e.g. instructions on how to set sensor lights, timers etc.
• Ensure that all work completed or left unfinished overnight is left safe and tidy.
• Ensure all work sites are kept as clean and neat as possible at all times.
• Use drop sheets where necessary to protect the client’s furnishings.
• Be aware of any requirements individual clients may have in respect to access to their work site e.g. commercial kitchens requiring hair nets to be worn.
• Workers should maintain a personal manner and appearance that will bring credit to the Business.
• Improve customer service with image and improved housekeeping.
• Market additional services or products to customers if appropriate.
• If an accident happens for whatever circumstances please report to management immediately.

We are committed to a policy of providing high quality products and services in a manner which will protect and improve the environment for all of our activities.

We will work closely with our clients, contractors, the community, industry and external agencies to establish the controls by which we can make a positive contribution towards innovative and cost-effective and sustainable environmental outcomes.

Responsible management of environmental issues is an essential part of achieving our business objectives.

Accordingly, we are committed to conducting our activities in ways which will:

• Improve our awareness and management of environmental risks and avoid, reduce and prevent pollution.
• Comply with environmental legislation and other requirements.
• Promote waste minimisation and energy management.

We, through our management and workers, will ensure our operations comply with this policy by developing, implementing and maintaining a system based on AS/NZS ISO 14001.

The Environmental Management System will:

• Set a clear policy direction for environmental issues and objectives.
• Contain measurable objectives and targets;
• Establish systems for auditing monitoring and reporting performance.
• Identify and promptly resolve any non-conformances and document any necessary procedural

This policy shall be reviewed on an annual basis.

We are committed to providing employment that ensure equal employment opportunities (EEO) and which are free from unlawful discriminatory practices. Our employees should be confident that they will be treated equitably according to their skills, experience, qualifications, abilities and achievements and given a fair chance to compete for career development opportunities within our business. Such employment conditions must reflect both relevant legislation and current community standards.

The Business is committed to promoting Equal Employment Opportunity in all employment related activities including:

• recruitment and selection;
• placement and job assignments;
• variations to terms of work;
• opportunities for promotion, transfer, training and other benefits;
• decision making and resource allocation;
• remuneration and rewards;
• counselling or discipline; or
• termination

If you have any questions or concerns about discrimination or inequitably in the workplace you should bring them to the attention of Management.

Managers and Supervisors must ensure that all employees are treated equitably and in accordance  with the Equal Employment Opportunity principles. They must also ensure that people who make complaints or witnesses who may assist in investigations are not victimised in any way.

What is discrimination?

Discrimination occurs when someone is treated less favorably on the basis of an attribute listed above. Discrimination may include (but not limited to):

• Offensive ‘jokes’ or comments about another employee’s racial or ethical background, sex, sexual preference, age, disability or physical appearance;
• Displaying pictures or posters which are offensive or derogatory;
• Expressing negative stereotypes of particular groups, e.g. “married women shouldn’t be working”;
• Judging someone on their political or religious beliefs rather than their work performance;
• Using stereotypes or assumptions to guide decision-making about a person’s career;
• Undermining a person’s authority or work performance because you dislike one of their personal characteristics.

The policy of selection based on merit is compatible with EEO principals.

EEO is the creation of conditions that ensures that all people have an equal chance to seek and obtain employment and promotion. EOP requires that workers are selected, promoted and treated on the basis of their individual talents and capabilities compared to the requirements of the position.

All EOP legislation prohibits discrimination in employment (and other defined areas) on the grounds of sex, marital status, pregnancy, parental status, age, race, impairment, religion, political belief or activity, trade union activity, lawful sexual activity, breast feeding (goods and services area) and association with or relation to a person identified on the basis of any of the above attributes.

INTRODUCTION

The Company expects that staff members and contractors conduct themselves professionally, fairly and with integrity in all business dealings and relationships wherever the Company operates. Accordingly, the Company is committed to maintaining an organisational culture in which effective fraud, bribery and corrupt conduct prevention is an integral part of all Company activities and a core management capability. This is consistent with the Company’s Code of Conduct.

This Policy represents the commitment of the Company to effective fraud, bribery and corrupt conduct risk management and prevention.

It requires the cooperation and involvement of all staff members in preventing, detecting and responding to all instances of fraud, bribery and corrupt conduct against the Company, whether by staff members or persons external to the Company.

The Company will support staff members who come forward to report conduct which does not meet the standards required by the Company. Reports of wrongdoing will be taken seriously and addressed in accordance with the requirements of the Company’s governing documents and the law.

INTENT

The intent of this policy is to provide the framework to prevent fraud, bribery and corrupt conduct in the performance of the Company’s activities, while ensuring compliance with all applicable fraud, anti-bribery and corruption regulations.

Having in place good audit systems, active risk management strategies and detailing the obligations and responsibilities of staff members and contractors will ensure that the Company’s business is conducted in an honest, ethical and socially responsible manner.

RELEVANT DEFINITIONS

In the context of this document:

Bribery means the offering, promising, giving, accepting or soliciting of an advantage as an inducement for action which is illegal or a breach of trust. A bribe is an inducement or reward offered, promised or provided in order to gain any commercial, contractual, regulatory or personal advantage;

Corrupt conduct means, in the context of this document, dishonest activity in which an employee or contractor of the Company acts contrary to the interests of the Company and abuses his/her position of trust in order to achieve some personal gain or advantage for him or herself or for another person or entity. It may also involve conduct by the Company, or a person purporting to act on behalf of and in the interests of the Company, in order to secure some form of improper advantage for the Company either directly or indirectly.

Corrupt conduct may include:

• The improper use of knowledge, power or position for personal gain or the advantage of others;
• Acting dishonestly or unfairly, or breaching public trust;
• Unjustifiable manipulation of the procurement process by favouring one tenderer over others or selectively providing information to some tenderers. This frequently involves allowing tenderers to resubmit a ‘non-complying’ tender after being provided with the details of other bids;
• Preferentially selecting individual suppliers;
• Knowingly not selecting the most appropriate applicant;
• Giving preference for the taking of leave by individuals to the detriment of others due to personal association;
• Not applying the same rules equally to all employees because of personal association, for example, failure to address issues of late attendance, non-performance;
• Preferentially rostering staff members to the advantage of particular individuals due to personal association with those persons;
• Allocation of overtime regularly to particular individuals to the disadvantage of other persons equally entitled and equally efficient;
• Assessment and/or inappropriate recommendation of particular individuals over others because of personal associations, for such things as training courses, attending conferences, job or advancement opportunities;
• Manipulating/coercing selection panels to select or not select a particular applicant where it is demonstrable they do not meet selection criteria;
• Serious nepotism and cronyism where the appointee is inadequately qualified to perform the role to which he or she has been appointed; and
• A member of the public influencing a staff member to use their position in a way that is dishonest, biased or breaches public trust.
• Entity means, according to the Australian Standard on Fraud and Corruption Control, AS8001-2008 “a corporation, government agency, not-for-profit organisation or other entity engaged in business activity or transacting with other entities in a business-like setting”;

Evidence means, according to the Australian Standard on Fraud and Corruption Control, AS8001-2008, “oral testimony either given in legal proceedings or which a witness indicates he or she is prepared to give under oath or affirmation in legal proceedings and documents of any description than can legally be admitted as evidence in a Court of Law”;

Fraud means, according to the Australian Standard on Fraud and Corruption, AS8001-2008:

Dishonest activity causing actual or potential financial loss to any person or entity including theft of moneys or other property by employees or persons external to the entity and whether or not deception is used at that time, immediately before or immediately following the activity. This also includes the deliberate falsification, concealment, destruction or use of falsified documentation used or intended for use for a normal business purpose or the improper use of information or position for personal financial benefit.”

The theft of property belonging to the Company by employees or contractors where deception is not used is also considered ‘fraud’.

• Fraudulent activity may include dishonest conduct such as:
• Accepting bribes;
• Falsification and manipulation of commercial material;
• Theft and unauthorised use of intellectual property;
• Taking inducements, including donations or sponsorships, or award a contract for the provision of goods or services;
• Making or using forged or falsified documents or signatures;
• Manipulation of leave and other entitlements;
• Manipulation of financial transactions;
• False documentation in support of invoices;
• Misuse of credit card;
• Theft of Company revenue in the form of cash, cheques, money order or other negotiable instrument;
• Manipulation of travel and other expense claims;
• Falsification of financial statements;
• Theft and abuse of Company staff members time and property, for example operation of a private business using Company facilities and time, whether for profit or not-for-profit;
• Theft of plant and equipment;
• Inappropriate disposal of Company assets in contravention of the Company’s fixed asset policy;
• Misuse of one’s position to gain an unfair or unjust advantage;
• Unauthorised or unlawful alteration of personal information;
• Unresolved conflicts of interest that disadvantage the Company;
• Release or use of misleading or inaccurate information for the purposes of deceiving, misleading or to hide wrongdoing;
• Misappropriation, or the unauthorised or unlawful destruction of data; and
• Failing to provide information where there is a legal obligation to do so.

Investigation means a search for evidence connecting or tending to connect a person with conduct that infringes the criminal law or the policies, procedures, codes and guidelines by the Company;

Maladministration means conduct that involves action or inaction of a serious nature that is contrary to law, unreasonable, unjust, oppressive or improperly discriminatory or based wholly or partly on improper motives;

Secret commission means, according to the Australian Standard on Fraud and Corruption Control, AS8001-2008, a payment in money or in kind which will or is intended to cause a person to act in a way that is contrary to the interests of the Company, is contrary to this policy on a given issue or is against the public interest. Secret commissions, by definition, will typically be paid without the knowledge or express or implicit agreement of the Company and include payments intended to influence the outcome of a specific action or event as well as the actions generally over a period of time;

Senior Executive means a Company staff member holding the Chief Operating Officer, Chief Financial Officer, or Deputy Chief Operating Officer of the Company;

Senior Manager means a Company staff member holding the position of Director;

Serious means, according to the Australian Standard on Fraud and Corruption Control, AS8001-2008, in the context of a risk or event, likely to have more than an immaterial impact on the Company, if it occurred, with the potential to threaten the business’ economic viability in the short, medium or long term or to have a noticeable impact on the Company’s business reputation”;

Staff member means anyone engaged by or associated with the Company and includes all permanent, casual, or contracted staff (whether full-time or part-time), or those holding Company offices or who are a member of a Company committee; and

Theft means inappropriate disposal of a Company asset with the intent to deprive the Company of it permanently.

POLICY

The Company is committed to maintaining an environment in which fraud, bribery and corrupt conduct is not tolerated. The Company has a zero tolerance to fraud, bribery and corrupt conduct.

The Company will take steps to ensure that staff members and subcontractors know of their obligations in relation to fraud, bribery and corrupt conduct, including identification and reporting of suspected fraud, bribery and corrupt conduct.

If the Company becomes aware of allegations of fraud, bribery or corrupt conduct, will investigate the allegations. The level of enquiry will depend on the seriousness of the issue. Accordingly, the Company will take appropriate disciplinary action which may include termination of employment or non-renewal of an appointment or contract.

This policy will be implemented in a way that ensures:

• Compliance with relevant legislative requirements, standards and prevailing community standards of best practice;
• Compliance with the Company Quality Policy;
• There is adequate training and available information on fraud, bribery and corrupt conduct detection and prevention;
• The investigation procedure is fair to both the person suspected of fraud, bribery or corrupt conduct and the person or people who suspect fraud, bribery or corrupt conduct has occurred; and

Possible Areas of Potential Fraud, Bribery and Corruption

Fraud, bribery and corruption can potentially occur in different areas of the Company. Some examples of conduct which could constitute fraud, bribery, corrupt conduct, maladministration or serious and substantial waste of public money are included below.

This is not an exhaustive list and examples are not mutually exclusive to a particular area.

High risk areas and activities:

Staff members working in these areas or performing these activities should use particular caution:

• Procurement of goods and services;
• Recruitment;
• Capital works projects, real estate management and maintenance;
• IT system access, data management and contracting for IT supplies and services;
• Financial and accounting activities;
• Paid external work;
• Tendering management;
• Intellectual property management;
• Payroll;
• Management of external suppliers and service providers.

Specific responsibilities and authorities

Senior Executives and Senior Managers are responsible for ensuring compliance with the Fraud, Bribery and Corrupt Conduct Prevention Policy in local level activities.

All staff members must be committed to prevention, detection and reporting of fraud, bribery and corrupt conduct throughout the Company:

• All staff members are required to avoid any activity that may lead to, or suggest, a breach of this policy; and
• Staff members must notify the relevant Manager or the Director, Strategic Services and Governance as soon as possible if a conflict with or breach of this policy has occurred, or may occur in the future.

Reports of incidents of fraud and corrupt conduct can arise from within the Company.

Any staff member who breaches this Policy will be investigated and face disciplinary action, which could result in dismissal for serious misconduct.

Where evidence of fraud, bribery or corrupt conduct is found to be of a serious nature and a prima facie case has been established, and on advice from the company.

It is our policy to at all times minimise the effects of and eliminate lost time resulting from disputation. Furthermore it is clearly recognised that it is in the best interest of all parties to achieve prompt resolution of disputes.

It is therefore agreed that the most effective procedure to achieve this goal is for the responsibility for resolution to remain as close to the source as possible. It is with this strategy foremost in mind that all parties agree to strictly adhere to the dispute settlement procedure as follows:

• In the first instance of a dispute, the worker and direct worker in charge shall make every effort to genuinely resolve any matter prior to any involvement of a third party.
• All work shall continue without interruption whilst the worker discusses the dispute with the employer’s representative and concerted efforts shall be made by all parties to resolve the issue as quickly as possible.
• No dispute shall be referred to a higher level until a genuine attempt to resolve the matter has been made between the parties.
• In the event that the matter cannot be resolved at this level, the workers and/or worker in charge shall raise that matter with management for resolution.
• Failing a satisfactory settlement being achieved following the above process, the dispute may, in accordance with the dispute resolution procedure contained in the Award, be referred to the Fair Work Commission where a decision made shall be binding on all parties.

All workers agree to avoid becoming involved in any disputes that do not directly concern The Business, or themselves. If the worker is under a workplace agreement then the dispute resolution clause in the agreement will apply.

We are committed to providing a safe and healthy working environment for our workers and for contractors and visitors to the workplace.

This will be achieved by;

• The adoption and promotion of the provisions and compliance of the relevant legislation.
• Significant importance being placed on the areas of hazard/risk management and injury prevention strategies.

We understand the creation and maintenance of a safe and healthy working environment is a major part of our overall responsibilities, and that all workers with management or supervisory responsibilities are personally accountable for the health and safety of workers and visitors in their specific work areas.

In conjunction with this policy, individual safe work procedures, risk assessments and safe work method statements have been prepared in consultation with relevant workers and issued.

We expect workers, at all levels within the organisation, including contractors and visitors to our workplaces, to follow safe work practices as prescribed under the legislation and in our policies and procedures.  They shall make every effort to eliminate work related injuries and illness to themselves and others.

We will provide adequate resources, including regular training on work health and safety to manage and maintain the system, fulfil measurable objectives and targets, and provide and promote rehabilitation. We constantly strive for continual improvement to our system, which has been based upon AS/NZS 4801.

Work Health and Safety is important and we all have an obligation to ensure a safe and healthy working environment.  We encourage everyone to actively participate so that we may achieve this goal.

This policy shall be reviewed on an annual basis.

Electrical Contractors License

We do not condone or tolerate the performance of electrical work outside of a worker’s employment with us particularly where the electrical work is such that The Business could otherwise perform the work.

Under the various Acts which license electrical contractors in each state, an electrical contractor’s members of the public.

Significant penalties exist for performing electrical contracting work to the public including for members outside of the immediate family and friends without a contractor’s licence.

There are in some states, circumstances in which electrical workers can perform electrical work without holding an electrical contractors license.

For instance, a licensed electrician may perform electrical work for themselves or a relative at premises owned or occupied by either them self or a relative. A relative of is defined in the relevant Act.

Alternatively, a licensed electrician, in some states, make minor emergency repairs to make electrical equipment electrically safe.

Given the increasing liability and subsequent loss of personal assets in the event if an accident or injury or relatives, we encourage all electrical workers to engage an electrical contractor who holds appropriate Public Liability and Consumer Protection to perform the electrical work.

Failure to abide by this Policy may result in disciplinary action including termination. We do not accept any liability for work performed of a private nature of which is not contracted and invoiced by us.

Company Vehicles

A Business vehicle must not be used under any circumstance to perform private work or used outside of related travel (unless specific written permission has been granted).

Unless special permission has been granted to the driver, a Business vehicle may only be used to travel to and from work and during work hours. The vehicle must not be used on weekends, public holidays or leave except in the event if a work-related call out.

Failure to abide by these procedures may result in disciplinary action including termination.

Vehicle Stock

Our stock, equipment and materials must not be used for personal use or in connection with private work under any circumstance, Stock, equipment and materials can only be used with the approval of management. Permission will be given to the extent that a licensed electrical worker may make minor emergency repairs to make electrical equipment electrically safe. Regular audits and monitoring of stock levels will be conducted.

Misuse of The Business’s stock, equipment and materials is considered theft and serious misconduct.

Soliciting Clients

A worker has an obligation under their employment to serve us “faithfully”. As such a duty of fidelity exists which acts to prevent a worker from soliciting clients from us or any other previous employer.

It is unlawful to solicit our clients to service a new business. It is also unlawful to recruit workers, who are presently working for us, or to remove copy or memorise any of our valuable information, including client databases, if the intent or outcome is to cause us economic loss.

Workers must conduct themselves and act in a manner that serves in our best interests. This includes acting and behaving in a manner which places us in a positive light at all times.

Failure to abide by this Policy may result in disciplinary action including termination.

We are dedicated to the quality policy that will ensure that our products and services fully meet the requirements of our customers at all times. The goal of the company is to achieve a high level of customer satisfaction at all times. Commitment to the implementation of supporting managerial and business operational systems is essential to realizing that goal.

We believe in the concept of client and supplier working together in pursuing this policy and in continually striving for improvements in quality.

The quality policy is based on 3 fundamental principles:

1. Ensuring that we fully identify and conform to the need of our customers
2. Looking at our internal processes, identifying the potential for errors a taking the necessary action to eliminate them.
3. Everyone understanding how to do their job and doing it right the first time.

To ensure that the policy is successfully implemented, workers will be responsible for identifying customer requirements, and ensuring that the correct procedures are followed the meet those requirements.

Measurable objectives and targets will be established to ensure that the requirements of this policy and continual improvement are maintained.

The quality policy principles and objectives will be communicated and available to workers and extremal interested parties.

Within this Policy we are committed to operating our company under the disciplines and control of a system conforming to the International Standards AS/NZS IS0 9001, planned and developed jointly with our other management functions.

We are all committed to operating continuously to his standard and we will maintain the necessary quality approvals consistent with our customer requirements.

We will constantly review and improve our services to ensure tasks are completes in the most cost effective and timely manner for the benefit of all our customers.

We shall ensure that all our personnel understand and fully implement our policies and objectives and are able to perform their duties effectively through an ongoing training and development program.

This policy shall be received on an annual basis.