Presentation on theme: "PLUS 8 Employee Handbook please read each section carefully and ensure you fully understand your obligations before starting work with PLUS 8 you must."— Presentation transcript:
1PLUS 8 Employee Handbook please read each section carefully and ensure you fully understand your obligations before starting work with PLUS 8 you must also read the full version of the PLUS 8 Occupational Health and Safety Manual please download a copy from the website
2What We DoWe seek, employ and hire talent to West Australian (GMT+8) hospitality sites, whether remote, regional or metro.PLUS 8 has developed an extensive state-wide and national network, enabling us to find and attract quality staff to work on an immediate basis, no matter where in the country they are located.With over 1200 employees recruited over the last 5 years, we have the scale to ensure our clients’ staffing requirements are met whilst always ensuring prompt, personalised service.The recruitment portfolio is divided into two divisions. Permanent placements for Metropolitan and Remote regions and Labour Hire for Metropolitan and Remote regions.Our consulting division specialises in restaurant and hotel management consultancy and mining camp facility management.
3PLUS 8 Organisation – Write Down These Numbers Speakeasy Australia Pty Ltd Trading as PLUS 8 RecruitmentPLUS 8 ConsultingHospitality ConsultingFacility ManagementPLUS 8 Hospitality Labour Hire & RecruitmentTemporary Labour HirePermanent PlacementsPO Box 74Scarborough WA 6019T:F:E:Emergency:
4Occupational Health and Safety PLUS 8 recognises its moral and legal responsibility to provide a safe and healthy work environment for employees, contractors, clients and visitors to site. This commitment extends to ensuring that operations do not place the local community at risk of injury, illness or property damage.Our OHS objective is to actively work towards elimination of injuries and fatalities. Our target is to have a 0 % of all injuries and incidents.ResponsibilitiesManagement are committed to:Integrating OHS into all aspects of PLUS 8 operationsCompliance with legislative requirements, current industry standards and co-operation with Regulatory bodies, as far as is reasonable.Exceeding legislative requirements and aiming for best practice systems of workMeasurable targets to ensure continued improvement reflected in accountability/key performance indicators at all levels.
5Occupational Health and Safety (continued) Provision and maintenance of a work environment that is safe and without risks to health.Consultation with employees and other parties to improve decision-making on OHS and environmental matters.Development, implementation and review of written safe work proceduresDistribution and communication of safety information and safe work proceduresInformation, instruction, training and supervision to employees, contractors, clients and visitors to ensure safetySupport and assist employees in effective injury management and rehabilitation.Review and assessment of OHS policy
6Occupational Health and Safety (continued) Employees are expected to:Take reasonable care for the health and safety of themselves and others at work;Co-operate with PLUS 8 to enable compliance with OHS legal obligationsParticipate in consultative arrangementsAssist management to meet OHS targets/key performance indicatorsParticipate in return to work programsThe PLUS 8 Occupational Health and Safety Plan is detailed in the PLUS 8 OHS Manual which you can request at any time and must request should you not have received (or downloaded it) and reviewed it.
7General Anti-Discrimination Policy We are committed to the principle of respecting and valuing diversity in our workplace.We achieve this by preventing discrimination on the basis (amongst others) of race, colour, sex, age, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.Any dispute concerning this issue will be dealt with under the dispute resolution procedures contained in the relevant policy outlined in this Handbook.Whilst it would be preferred that you allow us the opportunity to address any concerns, nothing in this provision should be read as preventing you from taking action in the appropriate anti-discrimination jurisdiction without accessing the dispute resolution procedures contained in this Handbook.ResponsibilityEach manager or supervisor is accountable, as part of his or her responsibility in directing the work of others, and for taking action to prevent discrimination of any type in his or her area. Failure to ensure compliance with this obligation is a serious issue and will result in disciplinary action where it can be established that supervisory staff have not acted in accordance with this policy.
8Sexual Harassment Policy Sexual harassment of any employee is totally unacceptable and will not be tolerated under any circumstances. We are committed to ensuring that your working environment is free from sexual harassment and will take disciplinary action against any employee (or agent) who engages in conduct that breaches this policy.Sexual Harassment is Against the LawConduct that constitutes sexual harassment has the potential to breach both State and Federal legislation and may result in significant financial penalties and compensation be awarded against perpetrators and their employer.Application of this PolicyThis policy applies to everyone working with us, including consultants, managers, supervisors, temporary workers, contract workers, full-time, part-time and casual workers.This policy extends to and includes conduct that occurs in any work-related context, including conferences, work functions, office Christmas parties and business trips
9Sexual Harassment Policy (continued) Objective of this PolicyWe aim to:create a working environment which is free from sexual harassment and where all members of staff are treated with dignity, courtesy and respectprovide an effective procedure for complaints, based on the principles of natural justicetreat all complaints in a sensitive, fair, timely and confidential mannerencourage the reporting of behavior which breaches the sexual harassment policypromote appropriate standards of conduct at all times.What is Sexual HarassmentSexual harassment has been defined as any unwanted, unwelcome or uninvited behavior of a sexual nature which makes a person feel humiliated, intimidated or offended. Sexual harassment can take many different forms and may include physical contact, verbal comments, jokes, propositions, the display of offensive material or other behavior which creates a sexually hostile working environment.
10Sexual Harassment Policy (continued) Examples of Sexual Harassment The following are some examples of conduct that may be considered as sexual harassment: uninvited touching; uninvited kisses or embraces; smutty jokes or comments; making promises or threats in return for sexual favours; displays of sexually graphic material including posters, pinups, cartoons, graffiti or messages left on notice boards, desks or common areas; repeated invitations to go out after prior refusal; "flashing" or sexual gestures; sex-based insults, taunts, teasing or name-calling; staring or leering at a person or at parts of their body; unwelcome physical contact such as massaging a person without invitation or deliberately brushing up against them; touching or fiddling with a person's clothing; requests for sex; sexually explicit conversation; persistent questions or insinuations about a person's private life; offensive phone calls or letters; stalking; and offensive messages or computer screen savers. What is not Sexual Harassment Sexual harassment is not behaviour which is based on mutual attraction, friendship and respect. If the interaction is consensual, welcome and reciprocated it is not sexual harassment.
11Sexual Harassment Policy (continued) Procedure for Making a Complaint Any employee who has a complaint of sexual harassment by anyone, including supervisors, co-workers, or visitors has the right to complain and take action. It should be remembered that accusing another person of sexual harassment is a serious matter. However it is important that if you think or believe that you are being sexually harassed, or that another individual employed by us is being sexually harassed, you bring the problem to the attention of your supervisor or the directors. Any complaint will be handled in a confidential, impartial and sympathetic manner. Allegations of sexual harassment will be fully and impartially investigated and we will take appropriate action to ensure that any sexual harassment found to exist does not continue. This may include appropriate corrective or disciplinary action being taken against an offender, and in serious cases termination of employment. We will retain in confidence information and documentation of all allegations and investigation, except when disclosure is necessary in connection with legal or other administrative proceedings.
12Sexual Harassment Policy (continued) Consequences of Breaching this PolicyAny breach of this policy will result in disciplinary action. Depending on the severity of the case, consequences may include an apology, counseling, demotion or dismissal from your employment. Any employee that victimises or retaliates against a person who has complained of sexual harassment will be subject to immediate and serious disciplinary actionResponsibilityEach employee has an obligation to play their part in ensuring that sexual harassment does not occur in the workplace. If you believe that another employee is being sexually harassed you should bring the problem to the attention of your supervisor or the proprietors.Each manager or supervisor is accountable, as part of his or her responsibility in directing the work of others, and for taking action to prevent the occurrence of sexual harassment in his or her area. Failure to ensure compliance with this obligation is a serious issue and will result in disciplinary action where it can be established that supervisory staff have not acted in accordance with this policy.
13Workplace Bullying Policy We consider bullying an unacceptable form of behaviour which will not be tolerated in the workplace under any circumstances.What Constitutes BullyingWorkplace bullying is repeated, unreasonable behaviour directed toward an employee, or group of employees, that creates a risk to health and safety.The following types of behaviour, depending on the circumstances, may be considered to be bullying:verbal abusebelligerence or rudeness towards another employeeexcluding or isolating employeespsychological harassmentintimidationassigning meaningless tasks unrelated to the jobgiving employees impossible assignmentsdeliberately changed work rosters to inconvenience particular employeesdeliberately withholding information vital for effective work performance
14Workplace Bullying Policy (continued) The list is not exhaustive and other types of behaviour may also constitute bullying. Bullying can result from one instance of this type of behaviour such as an incident of verbal abuse; however, it is more commonly a course of conduct over a period of time. Bullying is the work used to describe certain types of unacceptable behaviour. Unacceptable behaviour makes the workplace uncomfortable, unpleasant and often unsafe. What is not Bullying Bullying is not managers or supervisors carrying out their required responsibilities in relation to the investigation of complaints or the management of unsatisfactory performance. Bullying does not include reasonable and legitimate actions of your employer in managing your or another employees performance, workload, or other duties.
15Workplace Bullying Policy (continued) Procedure for Making a Complaint You should report the matter to your supervisor or the proprietors who will deal with your complaint. Any complaint will be handled in a confidential, impartial and sympathetic manner. Allegations of workplace bullying will be fully and impartially investigated and we will take appropriate action to ensure that any workplace bullying found to exist does not continue. This may include appropriate corrective or disciplinary action being taken against an offender, and in serious cases termination of employment. We will retain in confidence information and documentation of all allegations and investigation, except when disclosure is necessary in connection with legal or other administrative proceedings.
16Workplace Bullying Policy (continued) Consequences of Breaching this Policy Any breach of this policy will result in disciplinary action. Depending on the severity of the case, consequences may include an apology, counselling, demotion or dismissal from your employment. Any employee that victimises or retaliates against a person who has complained of bullying will be subject to immediate and serious disciplinary action. Responsibility Each employee has an obligation to play their part in ensuring that bullying does not occur in the workplace. If you believe that another employee is being bullied you should bring the problem to the attention of your supervisor or the proprietors. Each manager or supervisor is accountable, as part of his or her responsibility in directing the work of others, for taking action to prevent the occurrence of workplace bullying in his or her area. Failure to ensure compliance with this obligation is a serious issue and will result in disciplinary action where it can be established that supervisory staff have not acted in accordance with this policy.
17Environmental Policy - Summary PLUS 8 is committed to conducting our business in an environmentally aware and responsible manner. We seek the co-operation of our employees and business partners in ensuring our organisational practices are conducted with minimal environmental impact.ObjectiveTo work with employees, contractors, visitors and business partners to achieve compatibility between economic development and the maintenance of the environment to minimise harm.PLUS 8 will endeavour to minimise impact on the following:Atmospheric emissionsSite contamination and spillsNoise Emission and Vibration impactsDamage to flora and faunaStorm water managementUnnecessary energy consumption
18Employee Code of Conduct Whilst employed with PLUS 8 it is necessary for you to familiarise yourself with our Code of Conduct and abide by its requirements at all times no matter where you are on assignment.You agree to:Behave honestly and with integrity in the course of your employment with PLUS 8Act with care and due diligence in the course of your duties towards yourself and colleaguesComply with any lawful and reasonable direction given by a PLUS 8 manager or a Client who has the authority to provide such directionBehave and conduct yourself in a way that upholds the values, integrity and good reputation of PLUS 8Report any accidents or hazards to the relevant safety representative on site as soon as possible
19Employee Code of Conduct (continued) Conduct yourself in a professional and reasonable manner at all times whilst at work and sociallyAdhere to the Client’s Code of Conduct regarding dress standards and requirements for travelling to and from site any rules and regulations regarding residing and working on the Client’s premisesConduct yourself in an orderly and contained manner when frequenting wet mess facilities (if allowed), being mindful and responsible regarding the level of any alcohol consumed and at all times ensuring the safety of yourself and your colleagues .Keep any PLUS 8 and Client information confidential at all times. Such information is provided to you in order to ensure you can perform your role and must not be used for any other purpose.Disciplinary action may result should any employee fail to follow and adhere to the above Code of Conduct. If such breach of the Code of Conduct is found to be of a serious nature then the employee’s assignment may be terminated with immediate effect.
20Inductions and Other Testing Requirements All staff must complete a drug and alcohol test with a pre work medical. PLUS 8 will deduct the testing cost out of your first wage. You must disclose any form of medication that may conflict with the test to both PLUS 8 and the medical clinic. This will NOT influence your employment with PLUS 8 in any way . You will be required to complete some inductions that allow you to work on mine sites and some metropolitan sites. These induction cards are yours to keep and you will cover the cost of the induction. PLUS 8 will deduct any induction costs out of your wages. Federal Police Clearance is required for some sites and you are encouraged to have this certification as it will provide more job opportunities with PLUS 8 through our clients. It is of importance to have this clearance requested as soon a possible due to the time it takes to obtain the clearance. A GSDU form is required should you be placed on a gold or diamond site . This document is similar to a Police clearance and will check to see if you have committed any criminal offence within Australia and/or your native country.
22Timesheets, Payroll and Employment Census PLUS 8 requires all staff to (i) complete the Employee Census form (ii) complete a tax file number declaration form (iii) acknowledge contents of this handbook; and (iv) sign the PLUS 8 OHS manual before commencement of work.Your Work Visa (if applicable) and Photo ID is also required before commencement of any work with PLUS 8You must be legally allowed to work in Australia.You must be over the age of 18You must be able to pass a drug and alcohol test as well as a pre work medical.Timesheets are to be filled out as demonstrated on the next page and are available for download from the PLUS 8 website.All time sheets (signed by Client and Employee) are to be faxed or ed through to PLUS 8 head office by 12:00 noon MondayPLUS 8 payroll is processed weekly, every Tuesday.
23Timesheet Completion - Example PLUS 8Dean McGlynnWeekly Time Sheet with BreaksEmployee name:JOHN SMITHFAX:SITE:PANNAWONICAWeek ending:MondayTuesdayWednesdayThursdayFridaySaturdaySundayDATEStart8:00 AMTotal Hours7:00 AM9:00 AMFinish2:00 PM6.002:00 AM7.001:00 PM4.005.0012:00 PMMeal Break2:30 PM1:30 PM8:00 PM5.509:00 PM7.5011.5012.509.5073 hoursmlEmployee signatureDateManager signature
24UniformsAll staff working in remote areas must have steel cap boots with laces (no slip-on boots)Chefs: (i) chequered or black pants (ii) white chef Jackets with long sleeves.(iii) chef hat , flat tops or beret caps and bandanas are not acceptable). (iv) white, black or blue stripe apron.Cleaners and Utilities Remote: (i) two tone high visual long sleeve shirts (colour depending on site) (ii) light weight pre-shrink drill pants (blue) (iii) steel cap boots with laces.Kitchen hands and dining room attendants: (i) PLUS 8 polo shirt (ii) light weight pre-shrink drill pants (blue) (iii) steel cap boots with laces.Housekeeping Metro: Hotel required uniform or PLUS 8 housekeeping uniform depending on establishment.Housekeeping and uniforms required for remote areas are to be purchased by the staff, you will be reimbursed for the cost of your uniforms when they are returned to PLUS 8 in good and well laundered condition.
25AcknowledgementI have read the PLUS 8 Employee Handbook and furthermore have read the full PLUS 8 Occupational Health and Safety manual (available for download online) and fully understand my obligations and responsibilities whilst employed by PLUS 8 Recruitment.Acknowledged By:Date of Induction: