Employee Handbook - Template, Sample Form to Fill out Pro · AU-law

EMPLOYEE HANDBOOK

________ (ABN ________) of ________ ("Employer")

Last updated: ________

Welcome to ________

We believe that your success is our success. We have developed this Employee Handbook ("Handbook") to outline our policies and procedures and to guide you throughout your employment relationship with us.

This Handbook is intended as a guide. Except for those provisions which the law requires us to apply (including under the Fair Work Act 2009 (Cth) and applicable State or Territory legislation), it does not create contractual obligations and is not a promise or contract of employment. It is a tool to help you understand our general rules and expectations. As an employee of ________, this Handbook and its contents should be kept confidential.

Throughout this Handbook, we may refer to ________ using terms such as "we", "us", "our", "our organisation" or "Employer". We may refer to relevant employees using terms such as "you", "your" or "Employee".

Please take the time to review this Handbook, especially the sections relevant to your particular work relationship with us. If you have any questions, please reach out to your supervisor.

Thank you for joining us. We are delighted to have you on our team.

(1) APPLICATION OF HANDBOOK

(a) This Handbook applies to all of our workers, including full-time, part-time and casual employees, temporary and permanent employees, managers, supervisors, interns, apprentices, trainees and volunteers (together "Employees").

(b) This Handbook explains what we expect of Employees. Except where the law requires otherwise, it is not contractually binding and is not incorporated into any employment contract.

(c) Unless otherwise stated, this Handbook is effective immediately. We reserve the right to make changes as described under the "Policy Changes" section.

(2) ADDITIONAL DOCUMENTATION

(a) This Handbook sets out our general rules, policies and procedures, which apply to all Employees.

(b) In addition, Employees will be provided with an employment contract or similar document ("Contract").

(c) You should ensure that you are familiar with the terms of your Contract as well as this Handbook, together with any applicable modern award or enterprise agreement and the National Employment Standards under the Fair Work Act 2009 (Cth).

(d) If there is an inconsistency between this Handbook and your Contract, your Contract will prevail. Nothing in this Handbook or your Contract operates to exclude, modify or reduce any entitlement conferred by the National Employment Standards, any applicable modern award or enterprise agreement, or other applicable legislation.

(3) PURPOSE OF HANDBOOK

(a) This Handbook outlines our rules, policies, procedures and expectations regarding all Employees. Complying with this Handbook is a condition of working for us.

(b) While this Handbook strives to give as much information as possible, there may be situations it does not cover. It is not an exhaustive document and supplements our other documents, rules or policies as may arise from time to time.

(c) If you have specific questions about anything in this Handbook, please consult the appropriate individual or department at our organisation.

(4) POLICY CHANGES

(a) We may, from time to time and in our discretion, change the terms of this Handbook, provided that no change will reduce any minimum entitlement conferred by law.

(b) The terms of this Handbook may only be changed in writing. If we change the terms, we will give written notice to Employees and update the "Last Updated" date.

(c) Employees are responsible for being aware of policy changes after notice is received.

(5) INTERPRETATION OF THIS HANDBOOK

(a) Our reasonable interpretation of anything contained within this Handbook will generally govern, subject to any contrary requirement of law.

(b) Nothing contained herein should be construed to guarantee any kind of employment, any terms of employment, any continued employment or any specific relationship between any Employee and our organisation.

(c) Only a validly executed Contract can alter the terms of this general Handbook.

(6) DUTY OF GOOD FAITH AND FIDELITY

(a) You owe us a duty of fidelity and good faith.

(b) This duty includes acting in our legitimate interests and not harming our organisation through neglect or breach of this duty.

(c) You agree to faithfully perform your duties, as set out in this Handbook and in your Contract.

(d) You acknowledge that acting inconsistently with the faithful performance of your duties may constitute misconduct and may result in disciplinary action and/or termination of your employment, subject to applicable law.

(7) GENERAL CODE OF CONDUCT

In addition to any other obligations in this Handbook and your Contract, you are expected to:

(a) follow lawful and reasonable directions of your manager or supervisor, provided such directions do not pose a threat to the health or safety of any person or property;

(b) be proactive in performing your duties;

(c) be courteous, sensitive, considerate and honest at all times;

(d) work cooperatively with others to create a positive workplace;

(e) support the personal and professional development of other employees;

(f) treat all people with dignity, respect, courtesy and fairness;

(g) make decisions that may affect others in a manner which is impartial, reasonable, honest, transparent and fair;

(h) be respectful of the personal circumstances of others;

(i) be respectful of the cultural or ethnic backgrounds of others;

(j) actively address workplace conflict to seek a positive outcome;

(k) listen respectfully to different points of view;

(l) be proactive about workplace health, safety and wellbeing;

(m) be proactive about creating a workplace free from bullying, sexual harassment, harassment, victimisation and discrimination;

(n) avoid language or behaviour which is abusive, offensive, intimidating or discriminatory;

(o) avoid gossip or the spreading of rumours;

(p) comply with any other obligations related to your employment, whether set out in this Handbook, your Contract, any other policies, or otherwise communicated to you.

(8) EQUAL OPPORTUNITY EMPLOYMENT

(a) We are an equal opportunity employer.

(b) We are committed to providing employment conditions and opportunities which are fair and free from unlawful discrimination.

(c) We comply with our equal opportunity obligations under Australian law, including the Fair Work Act 2009 (Cth), the Racial Discrimination Act 1975 (Cth), the Sex Discrimination Act 1984 (Cth), the Disability Discrimination Act 1992 (Cth), the Age Discrimination Act 2004 (Cth) and applicable State or Territory anti-discrimination legislation.

(d) We are committed to ensuring employees are selected, promoted and rewarded based on merit.

(e) We are committed to ensuring all people have an equal opportunity to gain employment and to succeed at our organisation.

(f) If you have concerns regarding equal opportunity matters, please raise them with your manager or supervisor, a higher level manager, or any other support person named in this Handbook.

(9) COMPENSATION GENERALLY

(a) You will be compensated in the following manner:

________

(b) If a pay day falls on a weekend or public holiday, employees will be paid on the preceding business day.

(c) Your rate of compensation will be as set out in your Contract and will not be less than any applicable minimum rate under the National Minimum Wage, an applicable modern award or enterprise agreement.

(d) Any deduction from amounts payable to you will only be made where permitted by section 324 of the Fair Work Act 2009 (Cth), including where authorised in writing by you and principally for your benefit, or where authorised by law, an award or agreement.

(10) SUPERANNUATION

(a) We pay superannuation contributions in accordance with the Superannuation Guarantee (Administration) Act 1992 (Cth) at the prescribed rate.

(b) You may nominate a complying superannuation fund, or your contributions will be paid to our default fund or your existing stapled fund in accordance with law.

(11) INCOME TAX

We will withhold amounts from your salary or wages and remit them to the Australian Taxation Office under the Pay As You Go (PAYG) withholding system in accordance with the Taxation Administration Act 1953 (Cth).

(12) HOURS OF WORK AND PUNCTUALITY

(a) All rest and meal breaks shall be in accordance with any applicable modern award, enterprise agreement and the Fair Work Act 2009 (Cth). The following arrangements apply:

________

(b) You will be required to work the hours and schedule communicated to you, consistent with the maximum weekly hours provisions of the National Employment Standards. Your ordinary hours will usually be set out in your Contract and may be varied as reasonably required.

(c) Employees are required to attend work punctually and ready to work at scheduled start times.

(d) If you are unable to attend work at a scheduled start time, please notify your supervisor or manager as soon as possible.

(e) Unreasonable absenteeism or lateness may lead to disciplinary action.

(13) PROBATION

(a) For new hires, a probationary period may apply ("Probationary Period").

(b) Your Probationary Period will be as set out in your Contract and is distinct from any minimum employment period under the Fair Work Act 2009 (Cth).

(c) During your Probationary Period, we will monitor your progress and performance.

(d) During the Probationary Period, either party may terminate the employment by giving the notice required by the National Employment Standards and your Contract (or payment in lieu of such notice).

(e) After the Probationary Period ends, we may undertake a performance review and confirm your ongoing employment.

(14) PERFORMANCE REVIEWS

(a) You may be subject to performance reviews from time to time.

(b) During these reviews, you may discuss questions or concerns with your supervisor and your job performance will be reviewed.

(c) Positive performance reviews do not necessarily mean you will receive an increase in pay.

(15) PAY INCREASES

(a) Your rate of compensation may be altered as agreed between you and us, subject to applicable minimum rates.

(b) Any increase in pay or bonus is at our discretion and is not guaranteed.

(16) LEAVE GENERALLY

We comply with our leave obligations under the National Employment Standards in the Fair Work Act 2009 (Cth) and applicable State or Territory legislation.

(17) ANNUAL SHUTDOWN

(a) Our workplace generally shuts down for the following period(s) each year ("Annual Shutdown"):

________

(b) During any Annual Shutdown, you may be required to take annual leave to the extent permitted by any applicable modern award, enterprise agreement and the Fair Work Act 2009 (Cth).

(18) ANNUAL LEAVE

(a) Depending on the nature of your employment, you may be entitled to paid annual leave under the National Employment Standards.

(b) Details of your annual leave will be set out in your Contract and accrue in accordance with law.

(c) The taking of annual leave is subject to our approval, which will not be unreasonably refused.

(d) You must request annual leave in advance in accordance with the procedures set out in your Contract.

(19) PERSONAL/CARER'S LEAVE

(a) If you are unable to work because of personal illness or injury, you may be entitled to paid personal/carer's leave under the National Employment Standards.

(b) You may also take paid carer's leave to provide care or support to a member of your immediate family or household who requires care or support because of illness, injury or an unexpected emergency.

(c) "Immediate family" has the meaning given in the Fair Work Act 2009 (Cth), being your spouse or de facto partner (or former spouse or de facto partner), child, parent, grandparent, grandchild or sibling, or a child, parent, grandparent, grandchild or sibling of your spouse or de facto partner, including step and adoptive relations.

(d) If you need to take personal/carer's leave, you must notify us as soon as practicable and provide notice of the period or expected period of leave.

(e) Unused paid personal/carer's leave accrues from year to year in accordance with the National Employment Standards.

(f) We may require reasonable evidence (such as a medical certificate or statutory declaration) to support a claim for personal/carer's leave.

(g) You may also be entitled to unpaid carer's leave and compassionate leave in accordance with the National Employment Standards.

(h) Misuse of leave entitlements may result in disciplinary action.

(20) LONG SERVICE LEAVE

(a) Depending on your length of service, you may be entitled to long service leave under the applicable State or Territory long service leave legislation.

(b) The taking of long service leave is subject to our approval and reasonable requirements, consistent with the relevant legislation.

(21) PARENTAL LEAVE

(a) Eligible employees may be entitled to unpaid parental leave and related entitlements under the National Employment Standards, and to Commonwealth paid parental leave under the Paid Parental Leave Act 2010 (Cth).

(b) Any additional parental leave beyond statutory entitlements is at our discretion.

(c) You must provide the notice and documentation required by the Fair Work Act 2009 (Cth) and your Contract.

(22) COMMUNITY SERVICE LEAVE

(a) You may be entitled to community service leave under the National Employment Standards, including for jury duty and eligible emergency management activities.

(b) For jury duty, eligible employees may be entitled to make-up pay in accordance with the Fair Work Act 2009 (Cth).

(23) UNPAID LEAVE

In addition to statutory entitlements, you may be permitted to take other unpaid leave, subject to our approval and reasonable requirements.

(24) DRESS CODE AND PRESENTATION

Our dress code is as follows:

________

(25) CUSTOMER SERVICE

Please observe the following guidelines regarding customer service:

________

(26) CONFIDENTIALITY

(a) During your employment, you may have access to information that is confidential and/or commercially valuable to us ("Confidential Information"), which may include but is not limited to:

(I) information relating to your salary, wages or remuneration package;

(II) information relating to our business activities, practices and finances;

(III) our intellectual property and our data;

(IV) any evaluation material, design work, technologies, strategic plans, marketing strategies, innovations, creative plans, concepts or other ideas developed by or used by us;

(V) any information derived from the above; and

(VI) any copy of any Confidential Information,

but does not include information which:

(I) was lawfully known to or in your possession before disclosure, otherwise than through breach of an obligation of confidence;

(II) is or becomes publicly available through no fault of yours;

(III) is provided to you without restriction by a third party not in breach of any confidentiality obligation;

(IV) is provided to you by us marked "Non Confidential"; or

(V) is required by law or regulation to be disclosed, in which case disclosure is limited to the minimum necessary and, where practicable, after first consulting us.

(b) You must keep the Confidential Information confidential and secure.

(c) You may only use the Confidential Information for the purpose of performing your duties.

(d) If in doubt whether information is Confidential Information, treat it as confidential until we confirm otherwise.

(e) Nothing in this clause prevents you from making a disclosure that is protected under the Fair Work Act 2009 (Cth) or other whistleblower or public interest disclosure legislation, or from disclosing the terms of your own employment.

(f) This clause survives termination of your employment.

(27) NO CONFLICT

During your employment, you must not, without our prior written consent, engage in any other employment or business activity (whether as employee, contractor, consultant or proprietor) which, on reasonable grounds, conflicts with our legitimate business interests.

(28) COMPUTER AND INTERNET USE GENERALLY

(a) Various communication methods may be used for work, including SMS, email, voicemail and instant messaging, on devices such as telephones, computers, the internet and mobile devices, together with their contents, files, data and operating programs ("e-correspondence").

(b) E-correspondence created on our systems is provided primarily for professional use and remains our property.

(c) The standards below are not comprehensive and we may implement further rules at any time.

(d) The following rules apply to e-correspondence that can identify us, that is accessed on our property, or that is accessed using our funds or equipment:

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(II) You must keep work e-correspondence reasonably accessible within our organisation. Passwords and codes used on our devices are our property and may be reset where necessary.

(III) We may, to the extent permitted by the Privacy Act 1988 (Cth) and applicable surveillance and workplace surveillance legislation, monitor your use of our systems and access e-correspondence and digital information. Any monitoring will be conducted lawfully and in accordance with our notified surveillance policy.

(IV) You must not encrypt communications or use anonymous correspondence on our systems, and must not access the e-correspondence of third parties or other employees except as permitted by us or reasonably required for your work.

(V) Devices for receiving and recording information must not be used to transmit Confidential Information other than in accordance with this Handbook.

(VI) Use of our communication services, websites and the internet is permitted for work purposes. Prior approval must be obtained before publishing information about our organisation, products or services in any electronic media.

(29) PERSONAL PHONE USE

(a) You may not make or receive personal phone calls while on duty, except with permission of your manager or supervisor.

(b) Where possible, make personal calls before or after work hours or during breaks.

(c) Personal mobile phone use outside designated breaks is discouraged.

(d) Personal mobile phones must be on silent or vibrate in the workplace, and privileges may be limited if use is disruptive.

(e) Personal phone conversations should not be held where employees are working or in common areas.

(f) Employees provided with a work mobile phone must use it professionally and without disrupting others.

(g) Mobile phones must be on silent or off during work meetings.

(h) Failure to comply may lead to disciplinary action up to and including termination.

(30) SOCIAL MEDIA AND PERSONAL EMAIL

(a) "Social Media" means mobile and web-based applications for user-generated content, communication and social interaction, including blogs, online communities, discussion forums, review sites and platforms such as X (Twitter), Facebook, LinkedIn, Snapchat, Instagram, TikTok, YouTube and similar.

(b) You are not permitted to use Social Media while on duty, except with permission of your manager or supervisor.

(c) You are not permitted to use personal email or conduct personal internet activity while on duty, except with permission.

(d) When using Social Media off duty, you must respect your confidentiality obligations and must not do anything that may unlawfully harm us, such as releasing Confidential Information.

(e) Our copyrights, proprietary information, trade marks and intellectual property must be respected.

(f) We may use Social Media to market our business and may ask you to support such activity.

(g) If you use Social Media as part of your role, you must conduct yourself professionally and respond to feedback courteously.

(h) Subject to law, we may retain professional Social Media contacts you gain in connection with your employment.

(i) Your work-related Social Media activity may be monitored in accordance with applicable surveillance laws. Breaches may result in disciplinary action up to and including termination.

(j) You are not permitted to:

(I) make defamatory or unlawful comments about our organisation, staff, customers, clients, partners or affiliates;

(II) publish photographs of staff, customers, clients, partners or affiliates without permission;

(III) discuss staff, customers, clients, partners or affiliates without permission;

(IV) communicate with any employee via Social Media in a manner that could reasonably be considered harassment or bullying;

(V) disclose Confidential Information about our organisation on Social Media.

(k) Nothing in this clause restricts your lawful right to discuss your own employment conditions or to engage in lawful industrial activity.

(31) EMPLOYER PROPERTY OR TOOLS

(a) In connection with your employment, you may be provided with the following items ("Items"):

________

(b) You are responsible for maintaining the Items in satisfactory condition (fair wear and tear excepted).

(c) You must account for the Items as and when required.

(d) Where the Items are lost, stolen or damaged through your negligence, we may seek reimbursement; any deduction from your pay will only be made where authorised by you in writing or otherwise permitted under section 324 of the Fair Work Act 2009 (Cth).

(e) You may only use the Items for work purposes except with manager approval.

(32) VEHICLES

Where we provide you with a vehicle ("Vehicle"), the following rules apply:

(a) You must ensure the Vehicle is only driven by persons who:

(I) are employees of our organisation;

(II) hold a current and valid driver licence for the Vehicle's class;

(III) are approved by us to drive the Vehicle; and

(IV) are not under the influence of drugs or alcohol.

(b) Before driving or permitting another person to drive the Vehicle, you must provide us with a copy of the current driver licence of each driver.

(c) You must notify us of any change to the status of any relevant driver licence.

(d) While being driven for work, the Vehicle is a place of work for the purposes of work health and safety legislation.

(e) Smoking is strictly prohibited in the Vehicle.

(f) You may not modify the Vehicle without our prior written approval, except for basic maintenance.

(g) We will arrange and pay for routine maintenance, but you must monitor basic maintenance requirements and notify us of issues.

(h) You must monitor and report, including:

(I) engine oil;

(II) engine coolant;

(III) washer fluids;

(IV) tyre air pressure;

(V) tyre tread; and

(VI) any required repairs, maintenance or faults.

(i) If you believe the Vehicle may be unsafe or unroadworthy, you must notify us and stop driving as soon as it is safe to do so.

(j) If the Vehicle is involved in any collision or traffic incident, you must notify us as soon as possible.

(k) You may use the Vehicle for reasonable personal use.

(l) The Vehicle must be parked in a secure area when not in use.

(m) When unattended, the Vehicle must be locked and secured, with valuables hidden from view.

(n) We take no responsibility for personal property stolen, lost or damaged in connection with your use of the Vehicle.

(o) Before any extended period of leave, you must return the Vehicle unless we say otherwise.

(p) During absences, we may require the Vehicle for other employees and may arrange collection.

(q) You must drive safely and defensively.

(r) You must obey all road rules and traffic laws.

(s) You must pay all fines and penalties arising from your use of the Vehicle, including speeding and parking fines.

(t) Where an insurance claim is made under the Vehicle's insurance policy ("Insurance") and you were using the Vehicle negligently, illegally or in breach of your obligations, you may be responsible for any insurance excess, subject to any deduction being permitted under section 324 of the Fair Work Act 2009 (Cth).

(u) Where your act or omission causes the Insurance not to respond, you may be liable to us for the resulting loss to the extent permitted by law.

(v) We may revoke Vehicle privileges at any time, including for breach of these rules.

(33) FUEL

The following arrangements apply for payment for fuel for the Vehicle:

________

(34) PARKING

When parking at work, please park carefully in designated parking areas.

(35) DRUGS AND ALCOHOL

(a) We are committed to a safe and professional workplace. Alcohol and drug misuse poses a health and safety risk.

(b) We expect employees to maintain high professional standards when representing our business and during work hours.

(c) Consumption, possession or distribution of illicit drugs, or being under their influence during work hours, is detrimental to a safe workplace.

(d) You are prohibited from consuming, possessing, distributing, or being under the influence of, illicit drugs during work hours.

(e) You are prohibited from consuming or being under the influence of alcohol during work hours, except with the express permission of your manager or supervisor.

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(36) SMOKING

Smoking and vaping are strictly prohibited at our workplace, consistent with applicable State or Territory tobacco and work health and safety legislation.

(37) DISCRIMINATION, HARASSMENT AND BULLYING

(a) Bullying, harassment, sexual harassment, victimisation and discrimination are unlawful and are not accepted at our organisation.

(b) We are committed to providing a workplace which is safe, inclusive, professional and free from such conduct, and to meeting our positive duty to eliminate sexual harassment under the Sex Discrimination Act 1984 (Cth).

(c) We comply with our legal obligations under the Fair Work Act 2009 (Cth), Commonwealth anti-discrimination legislation, applicable State or Territory anti-discrimination legislation and work health and safety laws.

(d) Every employee has the right to be treated with dignity and respect, and the obligation to treat others likewise.

(e) We do not permit discrimination against any person based on a protected attribute, including:

(I) race;

(II) nationality;

(III) ancestry;

(IV) ethnic or national origin;

(V) colour;

(VI) religion or religious belief;

(VII) disability, injury or disease;

(VIII) medical record;

(IX) age;

(X) sex;

(XI) sexual orientation;

(XII) gender identity;

(XIII) intersex status;

(XIV) marital or relationship status;

(XV) family or carer's responsibilities;

(XVI) pregnancy or breastfeeding;

(XVII) being subjected to family and domestic violence;

(XVIII) political opinion;

(XIX) engagement in lawful industrial activity; or

(XX) trade union membership or non-membership.

(f) No member of our organisation is exempt from these obligations. We encourage reporting of any breach.

(g) If you have concerns about bullying, harassment, sexual harassment, victimisation or discrimination, you may seek confidential support in the manner described in the section headed "How to Make a Complaint or Seek Support" below. You may also have rights to apply to the Fair Work Commission or a relevant human rights or anti-discrimination body.

(38) BREACH OF HANDBOOK

(a) Employees are expected to maintain our standards of conduct and performance.

(b) We have a disciplinary process that may apply if you fail to meet these standards.

(c) The following non-exhaustive list sets out conduct that may result in disciplinary action:

(I) unsatisfactory job performance or lack of professionalism;

(II) interfering with the work of other employees;

(III) abusing, threatening violence against, or engaging in violence with another person;

(IV) disorderly or dangerous conduct;

(V) fraud;

(VI) deceit;

(VII) dishonesty;

(VIII) theft or unauthorised possession of property;

(IX) wilful damage to property;

(X) misuse of our equipment, facilities, resources, computers, systems or software;

(XI) insubordination;

(XII) spending time on personal matters during work hours;

(XIII) the use or possession of illegal drugs or weapons;

(XIV) smoking in a smoke-free area;

(XV) breach of safety rules, policies or procedures;

(XVI) failure to perform assigned tasks;

(XVII) failure to comply with our rules, policies or procedures;

(XVIII) gross negligence;

(XIX) excessive tardiness or absences;

(XX) time wasting;

(XXI) sleeping during work hours;

(XXII) unexcused absence;

(XXIII) sexual harassment;

(XXIV) indecent conduct;

(XXV) breach of confidentiality;

(XXVI) encouraging others to engage in unacceptable conduct;

(XXVII) holding yourself out as authorised to represent our organisation when you are not;

(XXVIII) conduct that unlawfully harms our reputation;

(XXIX) any other breach of your Contract or this Handbook; or

(XXX) any other violation of our rules or policies.

(39) DISCIPLINARY PROCEDURE

(a) If you engage in conduct we consider unacceptable, including the conduct described in the "Breach of Handbook" section, we may take disciplinary action against you following a fair and reasonable process.

(b) The nature and extent of any disciplinary action will depend on the seriousness of the conduct and the circumstances of each case. You will generally be informed of the concern, given an opportunity to respond, and allowed to have a support person present at any disciplinary meeting.

(c) Depending on the circumstances, disciplinary action may include:

(I) a verbal warning;

(II) a written warning;

(III) a final written warning;

(IV) suspension (with pay where required by law);

(V) demotion; or

(VI) termination of employment.

(d) We are not required to follow any particular sequence of disciplinary action and will act reasonably and proportionately in the circumstances, consistent with the Fair Work Commission's Small Business Fair Dismissal Code (where applicable) and principles of procedural fairness.

(e) In cases of serious misconduct, we reserve the right to terminate your employment immediately without notice, to the extent permitted by the Fair Work Act 2009 (Cth) and the Fair Work Regulations 2009 (Cth).

(40) TERMINATION OF EMPLOYMENT

(a) Either you or we may terminate your employment by giving the notice required under your Contract and the National Employment Standards in the Fair Work Act 2009 (Cth), or payment in lieu of such notice.

(b) We may terminate your employment immediately, without notice, in cases of serious misconduct, to the extent permitted by law.

(c) On termination, you must return all of our property, including any Items, Confidential Information and other materials in your possession or control.

(d) Nothing in this Handbook limits any right you may have to make an unfair dismissal, general protections or other application under the Fair Work Act 2009 (Cth).

(41) PERSONAL SECURITY

(a) We are not responsible for personal property lost or stolen during your employment.

(b) Please report any theft, attempted theft, vandalism or similar incident to your manager or supervisor.

(c) Employees are responsible for securing their personal property and should avoid bringing valuable items to work.

(42) WORK HEALTH AND SAFETY

(a) All employees are responsible for maintaining safe workplaces and promoting workplace safety, consistent with the applicable work health and safety legislation.

(b) Any workplace accident, injury, hazard or near miss must be reported immediately.

(c) You must comply with all applicable work health and safety laws and our relevant policies, procedures and directions ("WHS Rules").

(d) You must ensure you understand any applicable WHS Rules and raise any questions with a manager or supervisor.

(e) You must take part in any safety programmes or training as reasonably required.

(f) You must use and wear any applicable safety equipment as required.

(g) You must only perform tasks for which you are authorised, qualified, trained and licensed.

(h) If you genuinely believe a task is unsafe, you may cease or refuse the task and contact your manager or supervisor (or a higher level manager) to discuss the matter.

(i) You must ensure you understand any safety training provided and raise any questions promptly.

(j) You must notify us of any injury, illness or other matter that may increase risk to any person or property at our workplace.

(43) HOW TO MAKE A COMPLAINT OR SEEK SUPPORT

(a) We strive to create a workplace that is positive and supportive for all employees.

(b) We encourage any employee with a complaint or who requires support to come forward.

(c) To raise a complaint or seek support, you may contact your manager or supervisor, or alternatively the following contact person:

________

(d) If you are not comfortable raising a complaint with your manager or supervisor, you may take the matter to a higher level manager or the contact person above. Complaints will be handled confidentially and fairly.

(44) FIRST AID

(a) If an ambulance is required, call 000.

(b) Please notify your manager or supervisor if an ambulance has been called.

(45) EMERGENCY EVACUATIONS

(a) In some cases it may be necessary to evacuate a workplace.

(b) In the case of an evacuation:

(I) follow the directions of any managers, supervisors or emergency support personnel;

(II) move quickly, calmly and quietly to the nearest safe location;

(III) do not use elevators;

(IV) report any persons unaccounted for to a manager, supervisor or emergency support personnel immediately;

(V) leave behind personal belongings;

(VI) assist any visitors or staff who seem disoriented; and

(VII) do not re-enter the workplace until instructed by a manager, supervisor or emergency support personnel.

(46) FIRE

If you discover a fire at the workplace:

(a) raise the alarm immediately;

(b) if safe to do so, attack the fire with appropriate fire fighting equipment;

(c) if the fire service is required, call 000;

(d) if unsafe to attack the fire, evacuate and follow the "Emergency Evacuations" procedures; and

(e) notify your manager or supervisor if the fire service has been called.

(47) EMERGENCIES GENERALLY

(a) In case of emergency, please contact your manager or supervisor.

(b) Follow the directions of any managers, supervisors or emergency support personnel.

(48) PRIVACY

(a) We collect, hold, use and disclose personal information about you in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles, and our Privacy Policy.

(b) We will only collect personal information reasonably necessary for our functions or activities, including the administration of your employment.

(c) Our Privacy Policy is available from:

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(49) GOVERNING LAW

This Handbook is governed by the laws of ________ and the Commonwealth of Australia, and the parties submit to the jurisdiction of the courts and tribunals of that State or Territory and the Commonwealth.

(50) FURTHER INFORMATION

We thank you for reviewing this Handbook. If you have further questions or wish to discuss any matter in connection with this Handbook, please speak to a manager or supervisor.

(51) ACKNOWLEDGEMENT

By signing below, the Employee acknowledges having read and understood this Handbook and agrees to comply with it:

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Employee Signature

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Employee Name

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Date