EMPLOYEE HANDBOOK

Introduction
Welcome

Welcome to OZ Labour Force (“Company”). The following handbook contains policies and
procedures that will apply to your employment with the Company. The policies and procedures
contained in this handbook may be amended from time to time at the discretion of the Company, in
which case the amended policies and procedures will supersede the previous. Please note that these
policies and procedures do not form part of your Contract of Employment.

Acknowledgement

By signing below, you acknowledge that you have read and understood the policies and procedures
contained in this handbook:

Employee Signature Witness Signature

Employee Name (Block Letters) Witness Name (Block Letters)

Date………./………./……….. Date………./………./………..
Code of Conduct Policy
1. Introduction
1.1. The Company promotes a safe, supportive and professional working environment for all
employees.

1.2. This Code of Conduct outlines the standards of behaviour expected by the Company, and it is
the Company’s expectation that the principles in this Code of Conduct will be followed and
respected by each employee at all times.

2. Scope
2.1. This policy is applicable to all employees.

3. General Standards of Behaviour

3.1. Employees must, at all times:

i. behave honestly and with integrity and act with care and diligence in the performance of
their work;

ii. treat everyone, including but not limited to, colleagues, contractors, visitors, clients and
customers, with respect, courtesy and honesty;

iii. foster a work environment that encourages equal opportunity, embraces diversity and does
not tolerate discrimination or harassment of any kind;

iv. behave in a way that upholds the integrity and good reputation of the Company;

v. comply with all policies of the Company;

vi. comply with any lawful and reasonable directions of the Company;

vii. use the Company resources and assets in a proper manner and for a proper purpose;

viii. behave in a manner that ensures a safe and healthy workplace for all;

ix. not provide false or misleading information to the Company; and

x. not improperly their use duties, status, power or authority with the Company to gain, or
seek to gain, a benefit or an advantage for the employee or any other person or entity.

3.2. Employees must not engage in conduct which may cause offence, embarrassment or legal
liability to the Company, its clients or suppliers, another staff member or a member of the public.

3.3. Employees must immediately disclose to the Company any unethical, dishonest, fraudulent or
illegal behaviour, or any behaviour which violates Company policies, which the employee is
aware of or becomes aware of.

4. Time and Attendance

4.1. Employees are expected to be present and ready to commence work at their designated starting
time. It is not acceptable to arrive at the designated starting time and then spend time attending
to personal needs before commencement of work.
4.2. Lack of punctuality is considered a serious performance issue.

4.3. Employees are required to complete and submit timesheets on a weekly basis. Failure to
complete or submit a timesheet may result in a delay of the payment of wages.

5. Dress Code
5.1. Employees are required to wear the Company uniform during all working hours, unless directed
or authorised by the Company.

5.2. Employees should present for work well-dressed and groomed, and in clean attire.

5.3. The Company may issue directions about personal grooming from time to time.

5.4. Employees are required to wear PPE appropriate to the nature of the business and the worksite
during all working hours.

6. Ethics and Business Conduct

6.1. All employees must act with honesty, diligence, loyalty and good faith.

6.2. Employees must not engage in conduct which may cause offence, embarrassment or legal
liability to the Company, its clients or suppliers, another staff member or a member of the public.

6.3. Employees must immediately disclose to the Company any unethical, dishonest, fraudulent or
illegal behaviour, or any behaviour which violates Company policies, which the employee is
aware of or becomes aware of.

7. Confidentiality
7.1. The unauthorised use or disclosure of Confidential Information is strictly prohibited. Any breach
of confidentiality is viewed as serious misconduct.

7.2. All Confidential Information remains the property of the Company. Any Confidential Information
in the possession or control of an employee must be returned upon the termination of
employment, or earlier upon request by the Company.

7.3. If an employee is exposed to the confidential or business-sensitive information of a client, the

employee must take appropriate steps to ensure such information is treated with sensitivity and
discretion. Unless the information has been publicly released by the client, employees must not
disclose it to anyone except those within the Company whose positions require knowledge of the
information.

7.4. In this clause:

Confidential Information means all information (whether or not it is described as confidential)

in any form or medium concerning any past, present or future business operations or affairs of
the Company, or any customer, client, licensee, contractor or supplier of the Company, including
but not limited to:

i. trade secrets of the Company;

ii. information about the business and affairs of the Company such as products of the
Company, services offered by the Company, financial accounts and reports of the
Company and its customers, marketing and/or strategy plans, client proposals,
sales plans, client prospects, information about fees, pricing information, supplier
 lists, research, financing, inventions, designs, techniques, plans, diagrams, graphs,
procedures or processes, security information, sales and training materials, and
operational information and methods;
iii. details or contracts and arrangements with third parties including information about
customers, suppliers and contact persons of the Company, such as their specific
requirements, arrangements and past dealings with the Company;
iv. customer names and addresses, customer lists, business cards and diaries,
calendars or schedules;
v. all technical and non-technical data, formulae, patterns, programs, devices,
methods and research activities, ideas and concepts;
vi. all financial and accounting information, pricing lists, schedules and structures,
product margins and financial plans;
vii. remuneration details and investment outlays;
viii. intellectual property rights;
ix. manuals, computer databases and computer software; and
x. all other information obtained from the Company or obtained in the course of the
employee’s employment with the Company, that is by its nature confidential;
but excludes information that has come into the public domain other than by a breach of contract
or other unauthorised use or disclosure.

8. Breach of this policy

8.1. Any employee who is found to have breached this policy may be subject to disciplinary action,
up to and including termination of employment.

9. Variations
9.1. This policy does not form part of any employee's contract of employment. The Company may
vary, replace or terminate this policy from time to time.
EEO, Discrimination, Bullying and Harassment Policy
1. Introduction
1.1. The Company supports equal employment in the workplace and eliminating unlawful
discrimination, bullying and harassment in the workplace. The policy is intended to provide
managers and employees with information to help the Company achieve its policy objectives by
outlining expectations of behaviour and procedures for dealing with complaints.

2. Scope
2.1. The EEO and Discrimination, Bullying and Harassment Policy is applicable to all employees.

2.2. Employees must comply with the policy at all times during work, when representing or acting on
behalf of the Company and at work related events and social functions.

2.3. Behaviour that is inconsistent with this policy will not be tolerated.

3. Equal Employment Opportunity

3.1. It is the policy of the Company that all persons in the workplace be treated on the basis of merit
and according to their skills and abilities. This shall include, but is not limited to, matters involving:

i. Recruitment, selection, transfers, promotions, performance reviews, training and

development, supervision and management of staff, counselling, disciplinary procedures
and termination of employment; and

ii. Remuneration practices and benefits.

3.2. An employee's gender, marital status, pregnancy, parental or family responsibilities, race, age,
physical or mental disability, sexual orientation, transgender, political or religious beliefs, social
origin trade union activity or inactivity or physical appearance will not form the basis of
employment decisions.

4. Discrimination and Harassment

4.1. The Company believes that all employees have a right to work in a productive environment in
which unlawful discriminatory conduct or harassment of others is not tolerated.

4.2. Unlawful discrimination and harassment can have many negative effects in the workplace.
Employees who are subjected to, or witness this type of treatment often feel intimidated or
anxious at work.

4.3. All forms of harassment and unlawful discrimination are considered unacceptable by the
Company and may lead to disciplinary action including termination of employment.

What is Unlawful Discrimination?

4.4. Unlawful discrimination may occur when an employee is treated less favourably than others
because of that person's individual characteristics or because that person belongs to a particular
group of people. Discrimination does not have to be calculated or intentional to be unlawful. The
intention of the person discriminating is irrelevant. Basically, two types of unlawful discrimination
can occur in the workplace:
 i. Direct Discrimination - this occurs when an individual treats another person less
favourably for an unlawful reason.

ii. Indirect Discrimination - this occurs when a policy or practice appears neutral but in fact
results in an individual or group being treated less favourably.

4.5. Employment decisions may be unlawful if they are made on the basis of a person’s:

i. Gender (including marital status, pregnancy or potential pregnancy);

ii. Race (including colour, nationality, ethnic or ethno-religious origin);

iii. Sexuality (including sexual preference, transgender status or homosexuality);

iv. Age;

v. Marital status;

vi. Family or carer's responsibilities;

vii. Pregnancy;

viii. Religion;

ix. Political opinion;

x. Criminal records;

xi. Disability; or

xii. Trade Union Activity.

Examples of Unlawful Discrimination

4.6. The following examples may constitute unlawful discrimination in the workplace:

i. A pregnant employee being pressured to resign prior to taking any maternity leave; or

ii. Making the decision not to hire an employee on the basis of the person's ethnicity.

4.7. It is illegal to discriminate on the basis that a person is perceived to have one of the above
attributes, even if they do not actually have that attribute. For example, it is illegal to discriminate
against a person because you think that the person has a disability, even if they do not in fact
have the disability.

What is Harassment?

4.8. Harassment is any uninvited or unwelcome behaviour that offends, humiliates or intimidates
another person, whether or not that effect is intended.

4.9. Harassment may occur as a single act, or as a series of incidents, persistent innuendoes or
threats. It can take many forms: it may be silent or loud, subtle or openly hostile; it can be private
or public.

4.10. Harassment may take the form of general bullying, or be specifically aimed at people with
particular or different characteristics. The latter type of harassment may amount to discrimination
which is unlawful.
 Sexual Harassment

4.11. Sexual harassment in the workplace, generally includes any unwelcome conduct of a sexual
nature which a reasonable person would find offensive. It may be physical, verbal or written.

4.12. Certain conduct that may be tolerated socially could constitute sexual harassment in the
workplace when it is unwelcome. At the same time, sexual harassment must not be confused
with conduct that has the consent of all involved.

4.13. The Company is committed to maintaining a working environment which is free from sexual
harassment. The Company regards sexual harassment as a serious issue and aims to treat any
complaints in a sensitive, fair and confidential manner.

Examples of Sexual Harassment

4.14. The following examples may constitute sexual harassment when they are offensive to an
employee, regardless of any innocent intent on the part of the offender:

i. The public display of pornography, including on the Internet;

ii. Continued use of jokes containing sexual innuendo;

iii. Intrusive enquiries into another employee's private life, their sexuality or physical
appearance;

iv. Persistent requests from a colleague to go for a drink where such requests have been
consistently declined;

v. Persistent staring or leering at a person or parts of their body;

vi. Sexually offensive telephone calls;

vii. Requests for, or expectations of, sexual activity under threat, or in exchange for favours or
promises of preferential treatment;

viii. Deliberate or unnecessary physical contact, such as patting, pinching, fondling, deliberate
brushing up against another body, or attempts at kissing;

ix. Public displays of nudity - commonly referred to as flashing; or

x. Sexual violence at the most extreme, sexual assault and forced attempts at sexual
intercourse.

5. Victimisation
5.1. Victimisation occurs when a person victimises another person who lodges a discrimination or
harassment complaint or takes certain related actions.

5.2. Victimisation of others is unlawful. The intention of such protective measures is to ensure that a
person who wants to use or does use their statutory rights to protect themselves against
discrimination or harassment, is not further disadvantaged by other detriments being imposed on
them.

5.3. Disciplinary action will be taken against an employee who is found to have engaged in threatening
or other inappropriate action against a person who has complained of bullying, discrimination or
harassment.
6. Bullying
6.1. Workplace bullying is repeated, unreasonable behaviour directed towards a person, or a group
of persons, that causes a risk to health and safety. For the purposes of this policy, the following
are defined

6.2. Bullying may be direct or indirect and may include, but is not limited to:

i. putting new staff through "initiation rituals";

ii. verbal abuse, threats, sarcasm or other forms of demeaning or intimidating language or
communication;

iii. constant negative criticism or "nit-picking";

iv. threatening to take unjustified action against a person unless they comply with
unreasonable requests;

v. placing unreasonable work demands on people, such as overloading them with work;

vi. deliberately isolating a staff member by refusing to talk to or interact with them.

What is not bullying?

6.3. Many things that happen at work are generally not considered to be bullying, although some
experiences can be uncomfortable for those involved. Differences of opinion, performance
management, conflicts and personality clashes can happen in any workplace, but do not
necessarily result in bullying.

6.4. Reasonable management of workers carried out in a reasonable manner is not bullying.
Managers have the right, and should, manage their staff. This includes directing the way in which
work is performed, undertaking performance reviews and providing feedback (even if negative)
and disciplining and counselling staff. According to Safe Work Australia, examples of reasonable
management action include:

i. setting reasonable performance goals, standards and deadlines in consultation with

workers and after considering their respective skills and experience;

ii. allocating work to a worker in a transparent way;

iii. fairly rostering and allocating working hours;

iv. transferring a worker for legitimate and explained operational reasons;

v. deciding not to select a worker for promotion, following a fair and documented process;

vi. informing a worker about unsatisfactory work performance in a constructive way and in
accordance with any workplace policies or agreements;

vii. informing a worker about inappropriate behaviour in an objective and confidential way;

viii. implementing organisational changes or restructuring, and

ix. performance management processes.

7. Responsibilities
7.1. All employees have a responsibility to:

i. Comply with this policy;

ii. Monitor the working environment to ensure that acceptable standards of conduct are
observed at all times;

iii. Model appropriate behaviour;

iv. Ensure that all employment, advancement and training decisions are consistent with this
policy;

v. Seek appropriate advice and assistance when dealing with formal or informal complaints.

vi. When appropriate, deal with sensitive information in a confidential manner.

8. What if you do have a complaint

8.1. Employees who become aware of a breach or suspected breach of this policy are encouraged
to discuss the matter with his or her Manager on a confidential basis.

8.2. An employee who believes they are the victim of discrimination, bullying or harassment may deal
with the matter:

Informally - by confronting the person with whom they are aggrieved; and/or

Formally - by using the Company's grievance procedure.

8.3. Should the employee elect to raise a formal grievance, the Company may carry out an
investigation. Alternatively, the Company may take whatever action it deems necessary to
attempt to resolve the employee's grievance.

8.4. If after an investigation by the Company, an employee's complaint or statement is found to be

false and malicious, disciplinary action may be taken against the employee.

8.5. If an employee's complaint is substantiated, the Company may take disciplinary action against
the perpetrator. Depending upon the seriousness of the breach of this policy, such action may
include termination of employment.

9. Breach of this policy

9.1. Any employee who is found to have breached this policy may be subject to disciplinary action,
up to and including termination of employment.

10. Variations
10.1. This policy does not form part of any employee's contract of employment. The Company may
vary, replace or terminate this policy from time to time.
Grievance Policy
1. Introduction
1.1 The Company is committed to promoting a healthy and productive work environment. The
Company recognises that disputes and grievances may arise in the workplace and acknowledges
the rights of employees to raise these concerns. The Company's grievance procedure is an
important tool to help the Company achieve this goal.

1.2 Employees are encouraged to proactively manage legitimate concerns, issues or complaints,
regardless of their nature or severity, in accordance with the grievance procedure.

2. Scope and Purpose

2.1 This policy is applicable to all employees of the Company.

2.2 The purpose of this policy is to create and maintain a productive workplace and an effective
means for encouraging team members to promptly communicate their concerns and deal with
grievances.

3. Definitions
3.1 The following definitions apply for the purposes of this policy:

A Grievance is any type of problem, concern or complaint related to an employee’s work or the
work environment. A personal grievance may be about any act, behaviour, omission, situation or
decision impacting on an employee that the employee thinks is unfair or unjustified. A grievance
can relate to almost any aspect of employment, for example:

i. A workplace communication or interpersonal conflict;

ii. A workplace health and safety issue;

iii. An allegation of discrimination or harassment;

iv. Concerns regarding allocation of work, job design, or performance management; and

v. Concerns regarding the interpretation and application of conditions of employment.

Manager is any person occupying a supervisory role or a position, which is directly or indirectly
responsible for supervision and management of staff.

3.2 If an employee has a workplace complaint or grievance, the employee should apply the following
procedure:

Step 1 First, the employee should attempt to resolve the matter directly with the
parties involved.

Step 2 If the employee is unable to resolve the grievance directly with the parties
involved, or it is inappropriate to do so, the employee should refer the
grievance to his or her Manager. To do this the employee must advise his or
her Manager of the nature and details of the grievance and the preferred
outcome.

3.3 Reasonable time limits must be allowed for the completion of the various stages of the
 procedure.

4. Breach of this policy

4.1 Any employee who is found to have breached this policy may be subject to disciplinary action,
up to and including termination of employment.

5. Variations
5.1 This policy does not form part of any employee’s contract of employment. The Company may
vary, replace or terminate this policy from time to time.
Social Media Policy
1. Introduction
1.1 The purpose of this policy is to ensure the Company’s employees appropriately use Social Media
Applications. It has also been developed to ensure that employees adhere to their obligations to
protect the Confidential Information and Intellectual property of the Company and treat others
with respect.

2. Scope
2.1 This policy covers all team members and is not limited to Company premises or standard working
hours. It extends to all occasions that team members engage with, or communicate in any form
on Social Media Applications which may have a link to the Company.

2.2 This policy is also applied, as appropriate to the relationship with customers, clients, vendors and
any other business parties of the Company.

2.3 This policy should be read in conjunction with the Grievance Policy, EEO, Discrimination Bullying
and Harassment Policy and the Internet and Email Policy.

3. Definitions
3.1 “Confidential Information” includes but is not limited to any trade secrets or confidential
information relating to or belonging to the Company, including but not limited to any such
information relating to: customers or clients; customer lists or requirements; suppliers; terms of
trade; pricing lists or pricing structures; marketing information and plans; Intellectual Property;
inventions; business plans or dealings; technical data; employees or officers; financial
information and plans; designs; product lines; any document identified as being confidential by
the Company; research activities; software and the source code of any such software; but does
not include information which,

i. is generally available in the public domain; and

ii. was known by the employee prior to the disclosure by the Company, its employees,
representatives or associates.

3.2 “Intellectual Property” means all intellectual proprietary rights whether registered or
unregistered and whether existing under statute, at common law or in equity throughout the world
including, without limitation:

i. all trademarks, trade names, logos, symbols, get up, brand names or similar rights,
registered or unregistered designs, patents, copyright, circuit layout rights, trade secrets
and the right to have Confidential Information kept confidential; together with

ii. any application or right to apply for any of the rights referred to in paragraph (a) above.

4. Policy
4.1 The Company has a legitimate business interest and right to protect its Confidential Information
and its reputation. As such, this policy applies to all information and online communications made
by employees via Social Media Applications that refer or relate to an employee’s employment,
 interactions with other employees or any communications that directly or indirectly relate or refer
to the Company.

5. Social Media Applications

5.1 Social Media Applications include, but are not limited to:

i. Social Networking sites e.g. Facebook, MySpace, Google Plus, LinkedIn;

ii. Video and Photo sharing websites e.g. Flickr, YouTube;

iii. Micro-blogging sites e.g. Twitter;

iv. Weblogs, including corporate blogs, personal blogs or blogs hosted by tradition media
publications, web leads such as RSS feeds;

v. Forums and discussion boards such as Whirlpool, Yahoo! Groups or Google Groups;

vi. Instant messaging services such as Communicator+;

vii. Online Encyclopaedias such as Wikipedia;

viii. Any other web sites that allow individual users or companies to use simple publishing tools.

5.2 Social Media Applications is not limited to websites and this policy applies to any other electronic
application (such as mobile phone based, or hand held/PDA device based applications) which
provides for the sharing of information to user groups or the public at large.

5.3 Online communications may include posting or publishing information via Social Media
Applications, uploading and/or sharing photos or images, direct messaging, status “updates” or
any other form of interaction and/or communication facilitated by social media.

6. Use of Social Media Applications During Work Time

6.1 Employees of the Company must not use Social Media Applications during work time.

7. Responsibility
7.1 The Company employees must:

i. not disclose any Company related information on any Social Media Application unless
otherwise authorised by Management or the Company;

ii. ensure that they do not encourage, aid or abet other persons to use social media
inappropriately;

iii. ensure they do not disclose any information about fellow Company employees on any
Social Media Applications or similar;

iv. under no circumstances take photos of Company employees, events or workplaces to be

posted on any Social Media Applications unless otherwise authorised by Management or
the Company;

v. ensure no material is published or disclosed that is obscene, defamatory, threatening,

harassing, discriminatory or hateful to another person or entity including the Company, its
 officers, directors, employees, agents or representatives, its clients, partners, suppliers,
competitors or contractors;

vi. ensure they notify their manager, supervisor or the appropriate contact person in the
Company should they be aware any material which may damage the Company or its
reputation

vii. ensure that they do not make any online communication that is in any way disparaging or
unfavourable about the Company and/or is likely to bring the Company into disrepute or
ridicule;

viii. maintain and protect the Confidential Information of the Company in their communications
and not use the name the Company or any other like title identifying the Company in any
domain name, or in the title of any blog or any other personal site that may be established;

ix. not use or display any of the Company’s Intellectual Property in any online communications
without the express written consent of senior management of the Company.

7.2 Any online communication to or facilitated by Social Media Applications using the Company’s
information systems may be subject to the Company’s Workplace Surveillance policy or
equivalent, where applicable.

7.3 Employees who do choose to reveal or imply their place of employment on Social Media
Applications or a personal site should be aware that they are potentially increasing exposure for
both themselves and the Company. Employees are responsible and accountable for information
that they put forward via social media and should monitor their posts accordingly.

8. Posting on behalf of the Company

8.1 Employees are not to post on behalf of the Company without the Company’s written consent.

8.2 The Company reserves the right to request that employees remove any published content where
published on a social media site, if not suitable or if inappropriate.

9. Breach of this Policy

9.1 An employee who acts in breach of this policy or any other Company policy may face disciplinary
action, up to and including termination of employment.

9.2 In cases where the Company has incurred costs due to an employee’s breach of this policy, the
company may seek to recover such costs from the employee.

10. Variations
10.1 This policy does not form part of any employee's contract of employment. The Company may
vary, replace or terminate this policy from time to time.
Privacy Policy
1. Introduction
1.1 From time to time the Company is required to collect, hold, use and/or disclose personal
information relating to individuals (including, but not limited to, its customers, contractors,
suppliers and employees) in the performance of its business activities.

1.2 This document sets out the Company's policy in relation to the protection of personal information,
as under the Privacy Act 1988 (Cth) the ("Privacy Act") and the Australian Privacy Principles
("APPs").

1.3 The APPs regulate the handling of personal information.

2. What is Personal Information?

2.1 Personal information means information or an opinion (including information or an opinion
forming part of a database), whether true or not, and whether recorded in a material form or not,
about an individual whose identity is apparent, or can reasonably be ascertained, from the
information or opinion.

3. Employee Records
3.1 This policy does not apply to the collection, holding, use or disclosure of personal information
that is an employee record.

3.2 An employee record is a record of personal information relating to the employment of an

employee. Examples of personal information relating to the employment of the employee include,
but are not limited to, health information and information about the engagement, training,
disciplining, resignation, termination, terms and conditions of employment of the employee.
Please see the Act for further examples of employee records.

4. Kinds of Information that the Company Collects and Holds

4.1 The Company collects personal information that is reasonably necessary for one or more of its
functions or activities.

4.2 The type of information that the Company collects and holds may depend on your relationship
with the Company. For example:

i. Candidate: if you are a candidate seeking employment with the Company, the Company
may collect and hold information including your name, address, email address, contact
telephone number, gender, age, employment history, references, resume, medical history,
emergency contact, taxation details, qualifications and payment details.

ii. Customer: if you are a customer of the Company, the Company may collect and hold
information including your name, address, email address, contact telephone number,
gender and age.

iii. Supplier: if you are a supplier of the Company, the Company may collect and hold
information including your name, address, email address, contact telephone number,
business records, billing information, information about goods and services supplied by
you.
 iv. Referee: if you are a referee of a candidate being considered for employment by the
Company, the Company may collect and hold information including your name, contact
details, current employment information and professional opinion of candidate.

v. Sensitive information: the Company will only collect sensitive information where you
consent to the collection of the information and the information is reasonably necessary
for one or more of the Company’s functions or activities. Sensitive information includes,
but is not limited to, information or an opinion about racial or ethnic origin, political opinions,
religious beliefs, philosophical beliefs, membership of a trade union, sexual preferences,
criminal record, health information or genetic information.

5. How the Company Collects and Holds Personal Information

5.1 The Company must collect personal information only by lawful and fair means. The Company will
collect personal information directly from you if it is reasonable or practicable to do so.

5.2 The Company may collect personal information in a number of ways, including without limitation:

i. through application forms;

ii. by email or other written mechanisms;

iii. over a telephone call;

iv. in person;

v. through transactions;

vi. through our website;

vii. through surveillance camera;

viii. by technology that is used to support communications between us;

a) through publically available information sources (which may include telephone

directories, the internet and social media sites);

b) direct marketing database providers;

5.3 When the Company collects personal information about you through publicly available
information sources, it will manage such information in accordance with the APPs.

5.4 At or before the time or, if it is not reasonably practicable, as soon as practicable after, the
Company collects personal information, the Company must take such steps as are reasonable
in the circumstances to either notify you or otherwise ensure that you are made aware of the
following:

i. the identity and contact details of the Company;

ii. that the Company has collected personal information from someone other than you if you
are unaware that such information has been collected;

iii. that collection of personal information is required by Australian law, if it is;

iv. the purpose for which the Company collects the personal information;

v. the consequences if the Company does not collect some or all of the personal information;

vi. any other third party to which the Company may disclose the personal information;
 vii. the Company's privacy policy contains information about how you may access and seek
correction of personal information held by the Company and how you may complain about
a breach of the APPs; and

viii. whether the Company is likely to disclose personal information to overseas recipients, and
the countries in which those recipients are likely to be located.

5.5 Unsolicited personal information is personal information that the Company receives which it
did not solicit. Unless the Company determines that it could have collected the personal
information in line with the APPs or the information is contained within a Commonwealth record,
it must destroy the information to ensure it is de-identified.

6. Purposes for which the Company Collects, Holds, Uses and/or

Discloses Personal Information
6.1 The Company will collect personal information if it is reasonably necessary for one or more of its
functions or activities.

6.2 The main purposes for which the Company may collect, hold, use and/or disclose personal
information may include but are not limited to:

i. recruitment functions;

ii. customer service management;

iii. training and events;

iv. surveys and general research; and

v. business relationship management.

6.3 The Company may also collect, hold, use and/or disclose personal information if you consent or
if required or authorised under law.

Direct marketing:

6.4 The Company may use or disclose personal information (other than sensitive information) about
you for the purpose of direct marketing (for example, advising you of new goods and/or services
being offered by the Company).

6.5 The Company may use or disclose sensitive information about you for the purpose of direct
marketing if you have consented to the use or disclosure of the information for that purpose.

6.6 You can opt out of receiving direct marketing communications from the Company by contacting
the Privacy Officer in writing or if permissible accessing the Company’s website and
unsubscribing appropriately.

7. Disclosure of Personal Information

7.1 The Company may disclose your personal information for any of the purposes for which it is was
collected, as indicated under clause 6 of this policy, or where it is under a legal duty to do so.

7.2 Disclosure will usually be internally and to related entities or to third parties such as contracted
service suppliers.
7.3 Before the Company discloses personal information about you to a third party, the Company will
take steps as are reasonable in the circumstances to ensure that the third party does not breach
the APPs in relation to the information.

8. Cross-border disclosure of personal information:

8.1 The Company is not likely to disclose personal information to overseas recipients.

8.2 Before the Company discloses personal information about you to an overseas recipient, the
Company will take steps as are reasonable in the circumstances to ensure that the overseas
recipient does not breach the APPs in relation to the information.

9. Access to Personal Information

9.1 If the Company holds personal information about you, you may request access to that information
by putting the request in writing and sending it to the Manager. The Company will respond to any
request within a reasonable period, and a charge may apply for giving access to the personal
information.

9.2 There are certain circumstances in which the Company may refuse to grant you access to the
personal information. In such situations the Company will give you written notice that sets out:

i. the reasons for the refusal; and

ii. the mechanisms available to you to make a complaint.

10. Correction of Personal Information

10.1 If the Company holds personal information that is inaccurate, out-of-date, incomplete, irrelevant
or misleading, it must take steps as are reasonable to correct the information.

10.2 If the Company holds personal information and you make a request in writing addressed to the
Privacy Officer to correct the information, the Company must take steps as are reasonable to
correct the information and the Company will respond to any request within a reasonable period.

10.3 There are certain circumstances in which the Company may refuse to correct the personal
information. In such situations the Company will give you written notice that sets out:

i. the reasons for the refusal; and

ii. the mechanisms available to you to make a complaint.

10.4 If the Company correct personal information that it has previously supplied to a third party and
you request us to notify the third party of the correction, the Company will take such steps as are
reasonable to give that notification unless impracticable or unlawful to do so.

11. Integrity and Security of Personal Information

11.1 The Company will take such steps (if any) as are reasonable in the circumstances to ensure that
the personal information that it:

i. collects is accurate, up-to-date and complete; and

ii. uses or discloses is, having regard to the purpose of the use or disclose, accurate, up-to-
date and complete.
11.2 The Company will take steps as are reasonable in the circumstances to protect the personal
information from misuse, interference, loss and form unauthorised access, modification or
disclosure.

11.3 If the Company holds personal information, it no longer needs the information for any purpose
for which the information may be used or disclosed, the information is not contained in any
Commonwealth record and the Company is not required by law to retain the information, it will
take such steps as are reasonable in the circumstances to destroy the information or to ensure
it is de-identified.

12. Anonymity and Pseudonymity

8.2. You have the option of not identifying yourself, or using a pseudonym, when dealing with the
Company in relation to a particular matter. This does not apply:

i. where the Company is required or authorised by or under an Australian law, or a

court/tribunal order, to deal with individuals who have identified themselves; or

ii. where it is impracticable for the Company to deal with individuals who have not identified
themselves or who have used a pseudonym.

11.2 However, in some cases if you do not provide the Company with your personal information when
requested, the Company may not be able to respond to your request or provide you with the
goods or services that you are requesting.

12 Complaints
8.3. You have a right to complain about the Company’s handling of your personal information if you
believe the Company has breached the APPs.

12.2 If you wish to make such a complaint to the Company, you should first contact the Privacy Officer
in writing. Your complaint will be dealt with in accordance with the Company’s complaints
procedure and the Company will provide a response within a reasonable period.

12.3 If you are unhappy with the Company’s response to your complaint, you may refer your complaint
to the Office of the Australian Information Commissioner.

13 Privacy Officer Contact Details

13.1 The Company's Privacy Officer can be contacted in the following ways:

i. Telephone number: 1300 883 027

ii. Email address: [email protected]

iii. Postal address: 69 Alexandra Place Murarrie QLD 4172

14 Breach of this Policy

14.1 Any employee who is found to have breached this policy may be subject to disciplinary action,
up to and including termination of employment.

15. Variations
15.1 This policy does not form part of any employee's contract of employment. The Company may
vary, replace or terminate this policy from time to time.
Workplace Surveillance Policy
1. Introduction
1.1 The Company is committed to ensuring the security of the workplace, Company equipment and
persons in the workplace.

1.2 This policy sets out guidelines to assist the Company and its employees comply with the
requirements of the legislative requirements in relation to the surveillance activities carried out
by the Company.

1.3 This policy provides employees with written notice of workplace surveillance. By reading and
acknowledging receipt of this policy you provide the Company with permission to monitor the
workplace as appropriate and in line with relevant legislative requirements.

2. Scope
2.1 Where applicable, this policy applies to computer, video and tracking surveillance activities
carried out by the Company in the workplace.

3. Camera Surveillance
3.1 The Company may carry out overt camera surveillance of its operations and equipment at all
workplaces. This camera surveillance is carried out for the purpose of maintaining the security of
the workplace, equipment and persons in the workplace.

3.2 Cameras and/or camera casings are clearly visible and signs notify people that they may be
under camera surveillance at entrances to workplaces that are under camera surveillance. Such
camera surveillance is continuous and ongoing.

3.3 Camera surveillance images are recorded and stored in a secure location and may be accessed
by the Company's authorised representatives at a later date.

4. Data Security
4.1 The Company will take reasonable steps to protect the personal information it holds from misuse
and loss and from unauthorised access, modification or disclosure.

5. Breach of this policy

5.1 Any employee who is found to have breached this policy may be subject to disciplinary action,
up to and including termination of employment.

6. Variations
6.1 This policy does not form part of any employee's contract of employment. The Company may
vary, replace or terminate this policy from time to time.
Work Health and Safety Policy
1. Introduction
1.1 The Company is committed to providing each of our workers with a safe and healthy place in
which to work, and that our work practices will not compromise the health or safety of others
present at the workplace.

1.2 To achieve this policy, the Company will make every reasonable effort in the areas of hazard and
risk identification, risk assessment, control and review as well as health preservation and
promotion. These aspects of working conditions will be given top priority in our organisations’
plans, procedures, programs and job instructions.

2. Scope
2.1 This policy applies to employees and contractors of the Company (“workers”).

3. Policy
3.1 The Company is committed to eliminating the possibility of risk or harm arising for its workers:

i. in any workplace under its management and control;

ii. from the conduct of its business;

iii. in the workplace environment;

iv. from the plant or systems of work used by its workers; and

v. from the facilities it provides for the welfare of its workers.

3.2 The Company will do everything which is reasonably practicable to reduce or eliminate a health
or safety risk.

3.3 The Company will provide adequate information, instruction, training and supervision to its
workers to enable them to perform their work safely.

3.4 Health and safety at work is both an individual and shared responsibility of all workers. The
following areas of responsibility are essential to the success of the policy:

4. Senior management
4.1 Senior Management is required to actively pursue the goals of this policy through the following
approaches:

i. taking all reasonably practicable steps to ensure compliance with statutory workplace
health and safety requirements;

ii. devising and administering a comprehensive health and safety risk management program;

iii. devising and administering a return to work program;

iv. holding regular senior management and supervisor meetings to discuss health and safety
performances; and

v. taking effective action to provide and maintain safe and healthy working conditions for all
workers and others affected by the Company’s undertaking.
5. Managers and Supervisors
5.1 Managers and supervisors will be held accountable for working conditions under their control and
for the extent of information, instruction, training and supervision given on health and safety
matters to workers and others. They are to provide the initiative and follow-up action to maintain
this policy within their own areas.

6. Workers
6.1 Workers share responsibility for their own safety and that of their co-workers and others affected
by work practices. The success of this Company’s health and safety program rests on the
willingness of everyone to cooperate and work collectively so as to eliminate, minimise and
control health and safety risks.

6.2 The Company is committed to effective consultation and engagement with workers on work
health and safety matters. We recognise that there are times that we share a primary duty of
care with other duty holders in regards to our workers health and safety and therefore we are
committed to consult, cooperate and coordinate activities with other duty holders to produce the
required health and safety outcomes.

6.3 Workers are responsible for ensuring that their own work environment is conducive to good
workplace health and safety by:

i. complying with workplace health and safety laws, policies, procedures, work instructions
and safe work method statements provided by the Company and its clients;

ii. taking care for their own health and safety and the health and safety of others who may be
affected by their actions;

iii. taking action to avoid, eliminate or minimise hazards;

iv. immediately reporting all known or observed hazards to the Company’s management staff;

v. immediately reporting any work-related injury to or near-miss incidents to the Company’s

management staff;

vi. actively participating in the management of health and safety risks;

vii. not wilfully placing at risk the health, safety or wellbeing of others at the workplace; and

viii. being familiar with emergency and evacuation procedures and cooperating with directions
from emergency or evacuation wardens.

7. Procedure to resolve health and safety issues

7.1 The Company uses a health and safety management system that:

i. identifies workplace hazards;

ii. assesses risks to health from those hazards; and

iii. implements appropriate measures to control those risks.

7.2 If a worker identifies a health or safety issue in the workplace, the worker should notify the
Company’s management staff both verbally and in writing. If the worker identifies a health or
 safety hazard onsite a client’s premises they must also notify the nominated onsite
supervisor/facilities manager/security for that premises.

7.3 If a worker requires emergency assistance in relation to health or safety, the worker must first
phone ‘000’ for the appropriate emergency services.

7.4 For the purpose of resolving the health and safety issue as quickly and effectively as possible,
the Company will investigate any issue raised by a worker and consider:

i. the seriousness of the issue;

ii. the number and location of workers affected by the issue;

iii. whether appropriate temporary measures are possible or desirable;

iv. how long it will take to permanently resolve the issue; and

v. who on the Company’s behalf is responsible for performing and overseeing any action
agreed necessary to resolve the issue.

7.5 After an issue is resolved, the Company will endeavour to circulate to all affected workers a
written record detailing the issue and matters relating to its resolution.

7. Breach of this policy

7.1 Any employee who is found to have breached this policy may be subject to disciplinary action,
up to and including termination of employment.

8. Variations
8.1 This policy does not form part of any employee's contract of employment. The Company may
vary, replace or terminate this policy from time to time.