Pernickety Recruitment pty ltd staff are not required to accept verbal abuse from any employee.
Pernickety Recruitment pty ltd staff will warn an employee that the language is unacceptable. Should such language continue, and you are on the telephone, the Pernickety Recruitment pty ltd staff member will hang up on you.
Should you be in the office, or on site you will be asked to leave until a more appropriate mannerism is adopted.
There are no exceptions to this policy
Repeated or blatant breaking of safety rules is against company policy and can lead to disciplinary procedures or instant dismissal.
Pernickety recognises its moral and legal responsibility to provide a safe and healthy work environment for employees on all of Pernickety sites and those of their clients.
It is the aim of Pernickety Recruitment to minimise the risk of injury to our employees and other persons, by adopting a planned and systematic approach to the management of occupational health, safety and welfare and providing the resources for its successful implementation.
Pernickety Recruitment aims to:
All new employees will receive a comprehensive session on health and safety during the induction program.
All employees will be required to read and understand all safety procedures relating to their place of work and will be required to sign a declaration stating that they understand and will adhere to the health and safety policies and procedures as required.
It is the responsibility of all employees to maintain their work area in a clean, safe condition at all times.
Employees will, as required, undergo a medical examination at the Company's expense by a doctor nominated by the Company, if there is reasonable doubt that the employee can carry out his/her duties in a safe manner.
Pernickety Recruitment acknowledges that it has a responsibility to assist employees to remain at work or to return to work as soon as possible following work related injury or illness. This is to be achieved in cooperation and consultation with the employee concerned.
The aim is to ensure that:
The Company will monitor and liaise with the recognised medical practitioner and/or insurance company until an employee is fully recovered and returns to normal duties. All contact made will be by the senior personnel only.
Smoking will not be allowed in any areas of the office or plant except in designated areas and at designated breaks.
Smoking will not be allowed in any Company vehicles.
It is a requirement to report all work related injuries, no matter how slight, to your supervisor. Cuts, scratches and other minor injuries may seem unimportant but could develop into something serious if neglected. Any personal injury, disease hazard or near miss should also be reported.
The relevant insurance company may not approve Workers Compensation claims unless the injury has been reported promptly to your supervisor. An incident/accident report must be completed in full, failure to do so may delay the decision on the claim.
Where you are required to attend a doctor the "First Medical Certificate" is to be returned to your supervisor as soon as possible. A first medical certificate must be obtained from a doctor within 24 hours of the injury occurring. (Please note: a chiropractor cannot issue a First Medical Certificate) If additional visits are required to the doctor, a progress report is to be handed to your supervisor. On completion of medical treatment a "Final Medical Certificate" will be provided and is to be handed to your supervisor.
You are covered by the Workers Compensation Act that covers any injuries incurred in the performance of your duties. Decisions on workers compensation are made by our insurer not the Company.
All Pernickety Employees and Sub contractors must be committed to the organisations occupational health and safety by providing feedback of potential hazards and suggestions for the improvement of health and safety on all sites (including client sites). As a Pernickety employee or sub contractor you'll undertake an Induction at the site whereby you will be working. All sites require you to wear safety footwear. If you don't have a pair we recommend you purchase them.
You will, as required, by the Company, undergo a medical examination at the Company's expense with a doctor nominated by the Company, if at any time, there is a reasonable doubt that they can carry out duties in a safe manner.
You must advise your supervisor of any medication you are taking which may affect your ability to work safely, and must provide a clearance from a registered medical practitioner that states their medication will not affect you being able to work safely.
The use of illegal drugs and other substances, and /or the consumption of alcohol during working hours or attending work whilst under the influence of drugs or alcohol will be considered grounds for instant dismissal. Random alcohol and drug testing may be carried out by a qualified person nominated by the Company.
Your responsibilities
To meet your obligations as a worker under the Occupational Health and Safety Act You need to:
Repeated or blatant breaking of safety rules is against company policy and will not be tolerated and may lead to disciplinary procedures or instant dismissal.
It is your responsibility to ensure that you know and understand all aspects of your job and carry them out to the best of your abilities.
Ask you supervisor or manager about any special safety procedures required, equipment necessary, special environments, weights and repetitions involved and rest periods you are entitled to.
If you are unsure that you are able to meet the physical or skill requirements of the position, this should be discussed with your supervisor prior to starting work.
If you are safe and asked to perform duties which you do not feel you have the skill level, strength or training to do, then DO NOT DO IT, and let your supervisor know immediately about the situation.
If you are injured during the course of work it is imperative to report the incident immediately. All injuries must be reported to your consultant or Pernickety management. Your consultant or manager will then instruct you what to do next.
Pernickety Recruitment recognises the unique skills and experience of all employees and insures all have the opportunity to compete equally for all positions. All employees are selected based on merit.
All sites will be free of any form of discrimination.
The General Manager is the senior executive responsible for EEO.
All management and supervisory personnel on site are required to be aware of their EEO responsibilities.
Responsibility for maintaining a discrimination free workplace rests with every line manager and supervisor.
All grievances will be treated as a priority and investigated and resolved as quickly as possible.
The Company complies with all legislative provisions and all employees must be made aware of applicable legislation and how it relate to their performance and actions.
There will be no discrimination in employment on any of the following grounds: Race, Colour, Marital status, Sex, Religion, Political opinion, National extraction or social origin, Age, Irrelevant Criminal record, Nationality, Physical or intellectual disability, impairment Sexual preference or trade union activity.
The Company ensures that women have the same opportunities as men for appointment and promotion to all positions based on merit, skills and qualifications required for the position.
No form of harassment will be tolerated including sexual harassment or harassment related to a disability or any other reason.
Other forms of harassment include:
Workplace bullying is behaviour that harms, intimidates, offends, degrades or humiliates an employee.
It causes the loss of trained and talented employees, reduces productivity and morale and creates legal risks for the Company .
Pernickety Recruitment is committed to providing all employees a work environment that is free from bullying. The Company will:
The Company monitors perceptions to ensure all employees have equal career opportunities and any other gender specific workplace issues.
Employees should raise any complaints with their supervisor, or person above them if the complaint relates to the Supervisor. All complaints will be treated seriously, with respect, promptly and confidentially.
Any form of harassment, bullying or discrimination can have serious effects on an employee causing many symptoms of ill health.
No contractor/employee will partake in any behaviour that can be deemed to be sexual harassment. In the event that a sexual harassment claim is made against a contractor they will cease to act in that manner.
A Pernickety Manager will, within a reasonable time frame, attend the workplace from which a discrimination claim has been received, with the express Intention of resolving the issues that have been raised. Pernickety undertake to:
Pernickety clients, upon becoming aware of any incident or claim of discrimination, shall immediately notify Management. The client will, in conjunction with a Pernickety Representative, attempt to arrange a conciliation meeting between all parties involved and shall agree to enforce the outcome of such meeting.
A high standard of conduct is expected from all Company staff, however from time to time some staff may fail to meet the Company's standard of work performance or behaviour. If a staff member fails to meet the standard required, he/she will be given the opportunity to modify their behaviour and so improve their performance. They will be invited to respond to any criticisms and will always be treated in a fair manner.
The disciplinary procedures that under normal circumstances will be adopted are: -
If an employee's work performance is considered below standard he/she will be counselled so that they have a clear understanding of the precise area of poor performance or behaviour and the improvements required.
An assessment should be made to insure the lack of performance is not due to poor instructions, inadequate equipment or insufficient training being provided. The supervisor will make a note on the employee's file as a record of the issue.
If poor work performance or behaviour is not corrected through counselling, or due to the nature of the issue more formal disciplinary action is required, a verbal warning will be issued. A review date will be agreed to, and a formal record will be made of the warning and retained on the employee's file.
If the employee fails to improve their work performance or to modify behaviour a written warning will be issued.
A written warning will clearly state:-
A significant breach of the employee's contract of employment or unacceptable behaviour that does not warrant dismissal may result in the immediate issue of a first and final warning, even though no previous warnings have been issued. Examples where this may occur include: abuse of equipment, being absent from the workplace without permission or advice, a serious safety issue or not reporting damage.
An employee may be stood down without pay in lieu of dismissal at the discretion of the management.
Dismissal may result from
Issues for which an employee may be instantly dismissed
The Company may terminate the employment of an employee without notice or payment in lieu if they are found guilty of serious misconduct, including but not limited to;
If dismissed by summary termination, an employee will only be entitled to be paid for work up to the time of their dismissal.
When an employee is dismissed he/she must be advised in writing of the reason for the dismissal.
All employees are to act in a law abiding manner with the highest ethical and professional standards with other employees, customers, shareholders and the general public, at all times.
The Company has a reputation for integrity and all employees must act in a manner to ensure this reputation is maintained.
All people must be treated in a dignified and courteous manner.
Any employee who has a potential conflict of interest between working for the Company and any other activities they participate in must declare the conflict to their supervisor who will pursue the matter and confer with the appropriate management before advising the employee of the Company position.
Any employee who has any direct or indirect pecuniary or other interest that may in any way compromise the performance of their duties must advise the Company accordingly.
No employee should accept gifts, gratuities or entertainment unless it is of a nominal value.
Any gifts received must be offered independently of any business decisions.
Confidential information of which an employee becomes aware or generates in the course of their employment, is to be used solely for the purpose of performing their duties and should not be disclosed to third parties.
On termination of employment employees must return to the Company, all Company property including but not limited to confidential information.
Obligations regarding the disclosure of confidential information continue indefinitely
Access to the Internet, Intranet and Email has been provided to employees for the benefit of the Company, its employees and its clients. Every employee has a responsibility to maintain and enhance the Company's public image and to use the Internet, Intranet and Email system in a productive and lawful manner. To ensure all employees are responsible, productive Internet, Intranet and Email users the following guidelines have been established for using these systems.
All Internet use should be for professional reasons. Employees are responsible for seeing that the Internet, Intranet and Email is used in a professional and lawful manner. Internet based Chat channels, instant messages and email may be used only to conduct official company business or to gain technical or analytical advice.
Limited personal use is permitted, providing it is reasonable and does not interfere with an employer's normal workload nor affect the integrity or profitability of the Company or its IT systems. It can not be for personal gain and it must not be detrimental to the Company image. The Company may monitor this usage to ensure these conditions are met.
The Internet, Intranet and Email communication system is not to be used to create or otherwise deliver any harassing, offensive, obscene, defamatory or disruptive messages. Among those which are considered offensive are any messages which contain sexual implications, racial slurs, gender-specific comments or any other comment that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin or disability. Employees are expressly prohibited from accessing pornographic websites.
The Internet, Intranet and Email system shall not be used to send (upload) or receive (download) copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior written authorization.
Each employee is responsible for the content of all text, audio and images that they obtain or send over the Internet, Intranet and Email system. Transmission of profane, harassing, offensive, obscene, defamatory or disruptive language or images through the system is strictly prohibited. All messages communicated on the Internet, Intranet and Email should have the employee's name attached and no messages should be transmitted under an assumed name. In additional, users may not attempt to obscure the origin of any messages.
Copyrighted materials belonging to entities other than this Company may not be transmitted by staff members on the Internet, Intranet or via Email. One copy of copyrighted material may be downloaded for your own personal use in research. Users are not permitted to copy, transfer, rename, add or delete information or programs belonging to other users unless given express permission to do so by the owner. Failure to observe copyright or license agreements may result in disciplinary action from the Company or legal action by the copyright owner.
All messages created, sent, retrieved or archived over the Internet, Intranet and Email are the property of the company and should be considered public information. The Company reserves the right to access and monitor all messages and files on the company system as deemed necessary and files on the computer system as deemed necessary and appropriate. Internet, Intranet and Email messages are public communication and are not private. All communications including text and images can be disclosed to law enforcement or other third parties without prior consent of the sender or the receiver.
An employee should not have an expectation of privacy in the use of these systems of communication. The Company may monitor all websites visited via the Internet and all emails received and sent.
Any employee who violates this policy or uses the Internet, Intranet or Email for improper purposes shall be subject to discipline, up to and including termination.
Any employee who discovers a violation of this policy shall notify his/her manager immediately.