Employee Handbook
MANAGING DIRECTORS WELCOME
This handbook has been designed to help you understand your obligations and duties which flow from your
employment in the Rent A Fence WA team.
The temporary fencing industry of which you have chosen to be a part is a people and service industry. To
achieve this goal, we must work as a team.
We all have the same objective – THE SUCCESS
OF THE BUSINESS.
That is why working as a team is imperative.
The policies set out in this Handbook have been
created to ensure high standards of performance
are to our mutual benefit.
We hope this employment opportunity will be a long and rewarding one for both you and the Company.
Welcome to Rent A Fence WA!
Mark and Carla Turner
Mark & Carla Turner
Managing Director
Rent A Fence WA is a leading supplier of temporary fencing, barriers and portable toilets in Western Australia.
Nationally owned and proudly Australian. Rent A Fence has strong ties to customers in the mining and
resources, construction and events industry.
We have 2 depots, one is High Wycombe and one in Bunbury. Rent A Fence WA has been at its High
Wycombe location since 2005.
OUR VALUES
Integrity
Rent A Fence WA deals with its clients in an open and professional manner and provides clear
communications to support customer engagement and satisfaction.
Service
We focus on providing unparalleled service to our clients in four ways:
• Quality products and maintenance
• Next day delivery guarantee and reliable on-time delivery and turn-around times
• Dependability as a service provider
• An understanding that time has value for our clients
Accountability
Rent A Fence WA warrants the workmanship of repaired and manufactured products at our facilities over
east and all products and engineering of such to comply to the Australian Standard. The owners and
management encourage employees to embrace this intrinsic approach to accountability and make it our
point of difference.
DIRECTORS AND MANAGEMENT
We have been the successful agent of this National Company for WA for over 11 years, guiding and managing
team and staff to produce one of the most competent temporary fencing operations of its type.
Mark Turner Managing Director
Carla Turner Managing Director
Shayne Andrijich Operations Manager
Teya Ryan Office Manager
4.1 PURPOSE OF THE EMPLOYEE HANDBOOK
The Employee Handbook sets out the Employer’s rules and regulations, the policies and procedures relating
to your employment and also contains information on your benefits and protections. If you require any
clarification or additional information, please speak to your manager. All employees are required to comply
with the Employee Handbook. Therefore, we ask that you read the content carefully as you may be subject to
appropriate disciplinary action (up to and including termination) in the event that you breach the Employee
Handbook.
4.2 PRINCIPLE OF EQUALITY
The Employer is committed to providing equal opportunities and the principle of equality in accordance with
relevant legislative provisions. We are confident that you share our commitment in implementing these
policies.
We will not tolerate any unlawful discriminatory act or attitude in the course of your employment or in your
dealings with our clients, suppliers, contractors, members of the public or fellow colleagues. Acts of unlawful
discrimination, harassment or victimisation will result in disciplinary action.
4.3 GENERAL
Amendments to this Employee Handbook will be issued from time to time.
This Employee Handbook does not form part of your contract of employment, unless expressly stated
otherwise. However, in any event, the Employee Handbook may be considered when interpreting your rights
and obligations under your terms of employment.
4.4 ACCESS TO AWARD AND THE NATIONAL EMPLOYMENT STANDARDS
Where relevant, an electronic copy of the award and the National Employment Standards (NES) are available
on request.
JOINING THE ORGANISATION
5.1 INDUCTION
At the start of your employment, you may be required to complete an induction programme, during which all
of our policies and procedures (including, where relevant, those relating to Health and Safety) will be explained
and/or provided to you, as necessary. Information relating to these will be given to you at the induction.
5.2 PROBATIONARY PERIOD
The length of your probationary period is set out in your contract of employment. Casual employees are not
subject to a probationary period. During this period, your work performance and general suitability will be
assessed and, if it is satisfactory, your employment will continue. However, if your work performance is
assessed as generally unsuitable, the Employer may either take remedial action (which may include the
extension of your probationary period) or terminate your employment at any time prior to confirmation of your
employment.
We reserve the right not to apply full capability and disciplinary procedures during your probationary period.
5.3 EMPLOYEE TRAINING
At the commencement of your employment, you will receive any training necessary for your specific job. As
your employment progresses, your role may be extended to encompass new activities within the Employer’s
business. You are expected to participate in any training deemed necessary for you to perform your role at
the required standards.
5.4 TRAINING AGREEMENT
The Employer has a policy of encouraging its employees to undertake training in order to advance their career
to the benefit of both the Employer and the individual.
The Employer may agree to contribute to the cost of the training. In this event, you may be asked to enter into
a specific agreement for training (the Training Agreement). However, where the Employer has contributed
to your training and your employment is terminated, for whatever reason, the Employer will seek
reimbursement of the costs in line with the Training Agreement. Further details are available as applicable.
5.5 JOB DESCRIPTION
You may be provided with a job description to help illustrate your role. Amendments may be made to your job
description from time to time in relation to the Employer’s changing needs and your own ability.
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5.6 PERFORMANCE AND REVIEW
The Employer’s policy is to monitor your work performance on a continual basis so that we can maximise your
strengths, and help you with any development areas.
5.7 AVAILABILITY
Availabilities are to be provided to the Employer in writing. Any changes to your availabilities must be provided
to management in writing. Changes to casual staff availability may result in less hours being offered and
changes to permanent availability may only occur by agreement with the Employer.
5.8 JOB FLEXIBILITY
Whenever necessary, you will transfer to alternative duties within the Employer’s business. During holiday
periods, for example, it may be necessary for you to take over duties normally performed by colleagues. This
flexibility is essential for operational efficiency as the type and volume of work is always subject to change.
5.9 MOBILITY
It is a condition of your employment that you are prepared, whenever applicable, to travel to any other of our
sites or client sites within a reasonable travelling distance. This mobility is essential to the smooth running of
the business.
5.10 CONVICTIONS AND OFFENCES
During your employment, you are required to immediately report to the Employer any convictions or offences
with which you may be potentially or have been charged
Remuneration
6.1 ADMINISTRATION
i) Payment
Wages are processed weekly on Tuesday and will normally arrive in your bank account by Wednesday,
depending on your bank. You will receive a payslip showing how the total amount of your pay has been
calculated. It will also show the deductions that have been made and the reasons for them, for
example, tax and agreed deductions.
Any pay queries that you may have should be raised with management. Your pay is to be considered
confidential and should not be discussed with other employees.
ii) Overpayments
If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from
your next payment. If this would cause hardship, arrangements may be made for the overpayment to
be recovered over a longer period.
iii) Tax
At the end of each tax year you will be given a summary statement showing the total pay you have
received during that year and the amount of deductions for tax and other matters. You should keep
this document in a safe place as you may need to produce them for tax purposes.
iv) Overtime
Additional hours worked to complete your ordinary duties, for example, staying back late to correct
your own erroneous work, will generally be considered reasonable additional hours and will not
ordinarily be paid as overtime.
6.2 SUPERANNUATION
Superannuation contributions will be made on your behalf in accordance with legislation.
6.3 TIME RECORDING
You are required to comply strictly with any time recording procedures relating to your work.
6.4 HOURS OF WORK
You may be rostered to work Monday to Friday. Currently, the usual business hours are 5.30am to 6.00pm,
but these hours may change from time to time.
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6.5 LATENESS/ABSENTEEISM
You are required to be present and ready to commence work at your rostered starting time. You must return
to work following authorised breaks, punctually and at the time you are to resume work.
In the event you are going to be late to work, or following an authorised break, you are required to notify your
manager as soon as possible and indicate when you expect to arrive.
If you are late to commence or return to work, the Employer will deduct an amount of pay equivalent to your
lateness. If you arrive for work more than one hour late without having previously notified the Employer, other
arrangements may have been made to cover your duties and you may be sent off the premises for the
remainder of the shift/day without pay.
All absences due to illness must be notified in accordance with the sickness reporting procedures set out in
this Employee Handbook.
Lateness or unauthorised absence may result in disciplinary action and/or loss of pay.
6.6 BREAKS
Breaks are to be taken when arranged by the Employer. You are required to adhere to the break length as
directed by management and be ready to commence work at the end of the break. You are required to notify
management immediately if you are struggling to take the break, so that it can be rectified or varied.
6.7 SHORTAGE OF WORK
If there is a temporary shortage of work for any reason, we will try to maintain your continuity of employment.
With your agreement, we may place you on reduced hours, or alternatively, temporary leave. If you agree to
be placed on reduced hours, your pay will be reduced according to time actually worked. If you are placed on
leave, this will be processed as leave without pay unless you elect to utilise any accrued leave entitlements.
6.8 STAND DOWN
The Employer may send you home where there is no useful work for you to do, such as during:
• breakdown of equipment
• industrial action or
• a cause which the Employer cannot reasonably be held responsible, such as natural disaster.
This list is not exhaustive. Generally, you will not be paid for this time. However, by agreement you may be
able to access accrued leave.
7.1 ANNUAL HOLIDAYS
You are entitled to accrue annual leave in accordance with the NES, unless otherwise stated in your contract
of employment. For the avoidance of doubt, casual employees are not entitled to annual leave. Your annual
leave pay will be at your normal basic pay unless shown otherwise in your contract of employment.
It is the Employer’s policy to encourage you to take all of your holiday entitlement in the current year.
You must complete the Leave Request Form and have it signed by management before you make any firm
holiday arrangements.
You must give at least four weeks’ notice of your intention to take annual leave of a week or more and one
week’s notice is required for odd single days.
Annual leave dates will normally be allocated on a “first come, first served” basis whilst ensuring that
operational efficiency and appropriate staffing levels are maintained throughout the year.
The Employer may experience busy periods during the year and therefore may not be able to accommodate
any requests for annual leave during these periods.
Due to the nature of the business, the Employer can only accommodate a limited number of employees taking
annual leave at the same time.
However, due to high operational demands, annual leave will not generally be approved for the December,
January, February period.
7.2 PUBLIC HOLIDAYS
Your entitlement to public holidays is in accordance with the NES, unless otherwise stated in your individual
contract of employment. However, due to the nature of the Employer’s work, you may be reasonably required
to work a public holiday. You will be given advance notice if work on a public holiday is required.
8.1 ENTITLEMENTS
You are entitled to be paid for personal leave in accordance with the NES, unless otherwise stated in your
contract of employment. For the avoidance of doubt, casual employees are not entitled to paid personal leave.
Paid personal leave accrues over the course of your employment.
Full time employees will accrue up to ten days of paid personal leave for each year of continuous service.
Part time and fixed-term employees are entitled to this entitlement on a pro-rata basis.
Personal leave accrues, and will be credited to you, progressively throughout the year.
Unused leave will not be paid out on termination.
You are entitled to take personal leave:
• because you are not fit for work due to a personal illness or personal injury affecting you or
• to provide care or support to a member of your immediate family, or a member of your household who
requires your care and support because of:
o a personal illness or injury affecting the member or
o a sudden or unexpected emergency affecting the member.
If your entitlement to personal leave is exhausted, you may take two days’ unpaid carer’s leave for each
occasion when a member of your immediate family or a member of your household requires your care and
support because of:
• a personal illness or personal injury affecting the member or
• a sudden or unexpected emergency affecting the member.
An immediate family member is a:
• spouse
• de facto partner
• child
• parent
• grandparent
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• grandchild
• sibling or
• child, parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner.
A household member is any person who lives with you.
8.2 NOTIFICATION OF PERSONAL LEAVE
You must notify the Employer by telephone on the first day of incapacity or at the earliest possible opportunity
and, in any case, by no later than 1 hour before your usual start time.
Emails are not an acceptable method of notification. Other than in exceptional circumstances notification
should be made personally to your manager.
You should try to give an indication of your expected return date and notify the Employer as soon as possible
if this date changes. The notification procedures should be followed on each day of absence, unless you are
covered by a doctor’s medical certificate.
If your incapacity extends to more than seven days you are required to notify us of your continued incapacity
once a week thereafter, unless otherwise agreed.
8.3 EVIDENCE
A medical certificate from a registered health practitioner or if not reasonably practical, a statutory declaration
is required for all personal leave, unless otherwise agreed by the Employer in specific circumstances.
The Employer retains the discretion to require evidence for carer’s leave. The Employer will notify you of this
requirement as appropriate.
8.4 RETURN TO WORK
You should notify your manager as soon as you know on which day you will be returning to work, if this differs
from a date of return previously notified.
On return to work after any period of personal leave, you may be required to attend a return to work interview
to discuss the state of your health and fitness for work. Information arising from such an interview will be
treated with strictest confidence.
You may be required to provide a certificate from your own doctor stating that you are fit to return to your
duties. This will always be required where you have suffered a workplace injury/illness that required medical
treatment. If you have been suffering from an infectious or contagious disease or illness such as rubella or
hepatitis, you must not report for work without clearance from your own doctor.
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8.5 GENERAL
Submission of a medical certificate may not always be regarded as sufficient justification for accepting your
absence. Sickness is just one of a number of reasons for absence and although it is understandable that if
you are sick you may need time off, continual or repeated absence through sickness may not be acceptable
to the Employer.
In deciding whether your absence is acceptable, the Employer will take into account the reasons for your
absences and extent of them, including any absence caused by sickness/injury. We cannot operate with an
excessive level of absence as all absence, for whatever reason, reduces the Employer’s ability to operate
successfully.
The Employer will not tolerate any non-genuine absences, and any such instances will result in disciplinary
action being taken.
If considered necessary, we reserve the right to ask your permission to contact your doctor and/or for you to
be independently medically examined..
9.1 PARENTAL LEAVE
If you or your partner become pregnant or are notified of a match date for adoption purposes you should notify
management at an early stage so that your entitlements and obligations can be explained to you.
Under the NES, employees who will have at least 12 months of continuous service as at the expected date of
birth of the child, are entitled to 52 weeks of unpaid parental leave. Casuals with regular on-going work are
also entitled to unpaid parental leave. You may request an additional 52 weeks of leave which will only be
refused by the Employer on reasonable business grounds.
Other forms of leave, such as annual leave and long service leave, may be taken concurrently with parental
leave, but when combined with the unpaid parental leave must not exceed the 52 week period.
Leave is available only to the primary caregiver of the child, except at the birth of the child where the other
parent is entitled to eight weeks of concurrent unpaid leave. Any parental leave taken by the other parent will
be deducted from the total entitlement of 52 weeks unpaid leave.
You must give the Employer at least ten weeks prior notice of your intention to take unpaid parental leave.
This can be done in accordance with the Employer’s leave application procedures.
When advising of your intention to take unpaid parental leave you must provide the following:
• a medical certificate indicating the expected date of birth of the child, or, where the leave is adoption
related, the expected date of placement
• an expected return date and
• details of any parental leave your partner intends to take.
9.2 COMPASSIONATE LEAVE
Full time and part time employees are entitled to two days’ paid compassionate leave for each occasion when
a member of your immediate family, a member of your household or your spouse’s immediate family:
• contracts or develops a personal illness that poses a serious threat to their life or
• sustains a personal injury that poses a serious threat to their life or
• dies.
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9.3 LONG SERVICE LEAVE
You are entitled to long service leave in accordance with the relevant laws of the state in which you are
employed. Long service leave should be taken as soon as reasonably practicable after you become entitled
to it.
9.4 COMMUNITY SERVICE LEAVE
You are entitled to community service leave in certain circumstances. Community service leave is for eligible
community service activities such as SES and volunteer fire fighting. Community service is generally unpaid.
Your entitlement for payment for Jury Duty will depend on the relevant state and federal legislation.
9.5 TIME OFF
Circumstances may arise where you need time off for medical/dental appointments, or for other reasons.
Where possible, such appointments should be made outside normal working hours. If this is not possible, time
off required for these purposes may be granted at the discretion of management and will normally be without
pay.
10.1 INTRODUCTION
The Employer recognises that from time to time there may be cause for an employee to work additional time
at the end of a work day or week pursuant to the performance of your duties.
In certain circumstances, and subject to your eligibility, the Employer will recognise these hours through the
provision of Time Off in Lieu (TOIL) for any additional hours you work in excess of your ordinary hours, as
stipulated in your contract of employment.
It is not expected that TOIL will be a standard or regular occurrence. No employee will be required to work
excessive overtime hours on a regular basis.
10.2 ELIGIBILITY
All employees are eligible for TOIL.
10.3 YOUR ENTITLEMENTS
TOIL may be offered to those employees who, by the nature of their role, are required or directed to work
additional hours to complete their duties. These circumstances may include where an employee is required
to travel for business reasons, or attend a training course outside of business hours at the direction of
management.
Additional hours worked to complete your ordinary duties, for example, staying back late to correct your own
erroneous work, will not ordinarily accrue towards TOIL.
TOIL accrues at the following rate:
• one hour worked equals one hour of TOIL.
10.4 YOUR RESPONSIBILITIES
Where you feel that additional hours are outside your normal duties, you are responsible for ensuring that any
additional hours are pre-approved by management as accruing towards TOIL. If you are unsure whether
additional hours will accrue as TOIL, you should seek clarification from management in advance.
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10.5 PROCEDURE
You will only be entitled to TOIL if this has been approved in advance by management.
You must keep a record of any additional hours worked and, if necessary, a written agreement in the form
required by the Employer. You must provide this to management by the end of the same pay period. This
record must include the date and time on which the additional hours were completed, the nature of the tasks
being performed during these hours, and the manager who approved these hours to accrue as TOIL.
Any TOIL must be taken at a mutually convenient time agreed between yourself and the Employer, but no
later than as provided for in the industrial instrument.
Any fraudulent or dishonest attempt to claim TOIL is considered serious misconduct and may lead to
disciplinary action, up to and including the termination of your employment
11.1 RIGHTS OF SEARCH
We have the right to carry out searches of you and your property (including vehicles) whilst you, or your
property, are on our premises or during the performance of your duties.
Where practicable, searches will be carried out in the presence of a colleague of your choice who is available
on the premises at the time of the search.
You may be asked to remove the contents of your pockets, bags, vehicles, etc.
Whilst you have the right to refuse to be searched, such refusal will constitute failure to follow a reasonable
management instruction, which may result in disciplinary action being taken against you.
We reserve the right to call the police at any stage.
11.2 IT AND COMPUTER POLICY
i) Virus protection
In order to prevent the introduction of virus contamination into the software system, the following rules
must be observed:
• unauthorised software including public domain software, magazine cover disks/CDs,
applications, or internet downloads must not be used and
• all software must be virus checked using standard testing procedures before being used.
ii) Use of computer equipment
In order to control the use of the Employer’s computer equipment and reduce the risk of contamination,
the following rules will apply:
• the introduction of new software and applications must first of all be checked and authorised by
management before general use will be permitted
• only authorised employees are permitted access to the Employer’s computer equipment
• only software that is used for business applications may be used on the Employer’s computer
equipment
• no software may be brought onto or taken from the Employer’s premises without prior
authorisation and
• unauthorised copying and/or removal of computer equipment and/or software will result in
disciplinary action up to and including termination.
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iii) Internet policy
The purpose of this policy is to provide a framework to ensure that the expectations and rules relating
to the use of the internet while performing duties for the Employer are clear.
Authorised employees are encouraged to make use of the internet as part of their professional
activities. This includes, but is not limited to, accessing the internet on Employer devices. Attention
must be paid to ensuring that published information has relevance to normal professional activities
before material is released in the Employer’s name. Where personal views are expressed, a disclaimer
stating that this is the case should be clearly added to all correspondence.
The availability and variety of information on the internet means that it can be used to obtain material
reasonably considered to be offensive. The use of the internet to access and/or distribute any kind of
offensive material, or material that is not work-related, leaves an individual liable to disciplinary action
up to and including termination.
The Employer will not tolerate the use of the internet at work for unofficial or inappropriate purposes,
including:
• accessing websites which put the Employer at risk of viruses, compromising copyright or
intellectual property rights
• using Employer devices to access the internet for inappropriate or illegal purposes
• using social media in breach of the Employer’s social media policy
• accessing the Employer’s internet on personal devices
• connecting, posting or downloading any information unrelated to their employment and, in
particular, pornographic or other offensive material and
• engaging in computer hacking and other related activities, or attempting to disable or
compromise the security of information contained on the Employer’s computers.
You are reminded that these activities may constitute a criminal offence.
iv) Email
The use of the work email system (work email) is encouraged as its appropriate use facilitates
efficiency. Used correctly, it is a facility that is of assistance to the Employer. However, inappropriate
use causes a number of problems, including distractions, time wasting and legal claims. The policy
sets out the Employer’s position on the correct use of work email.
Unauthorised or inappropriate use of work email may result in disciplinary action up to and including
summary termination.
Work email is available for communication and matters directly concerned with the legitimate business
of the Employer. Employees using work email should:
• comply with Employer communication standards
• only send emails to those to whom they are relevant
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• not use email as a substitute for face-to-face communication or telephone contact
• not send inflammatory emails (i.e. emails that are abusive or may be perceived as abusive)
• be aware that hasty messages sent without proper consideration can cause upset, concern or
misunderstanding
• if the email is confidential, ensure that the necessary steps are taken to protect confidentiality
and
• be aware that offers or contracts transmitted by email are as legally binding on the Employer
as those sent on paper.
The Employer will not tolerate the use of work email for unofficial or inappropriate purposes, including:
• any messages that could constitute bullying, harassment or other detriment
• personal use (eg social invitations, personal messages, jokes, cartoons, chain letters or other
private matters)
• on-line gambling
• accessing or transmitting pornography
• social media
• transmitting copyright information and/or any software available to the user or
• posting confidential information about other employees, the Employer or its customers or
suppliers.
v) Monitoring
The Employer considers any and all data created, stored or transmitted upon the systems (the
Systems) as work product and as such, expressly reserves the right to monitor and review any data
upon the Systems, including your usage and history, on an intermittent basis without notice.
In addition to this, the Employer has the right to protect its business interests and confidentiality. This
includes the right to survey, audit and/or monitor the Systems, including but not limited to:
• monitoring sites users visit on the internet
• monitoring time spent on the internet
• reviewing material downloaded or uploaded and
• reviewing emails sent and received.
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Information reports will be available to the Employer which can subsequently be used for matters such
as system performance and availability, capacity planning, cost re-distribution and the identification of
areas for personal development.
For the avoidance of doubt, the Employer reserve the right to monitor all internet and email activity by
you for the purposes of ensuring compliance with the Employer’s policies and procedures and for
ensuring compliance with the relevant regulatory requirements and you hereby consent to such
monitoring. Information acquired through such monitoring may be used as evidence in disciplinary
proceedings.
11.3 SOCIAL MEDIA
Whilst social media can be used to strengthen the Employer’s brand and overall image of the business, work
related issues or materials being placed on social media can adversely affect the Employer, a customer/client,
colleague or others.
Social media is a mechanism for communication and sharing, rather than one specific program, activity or
object. It is often a website or other electronic application that enable users to create and share content or to
participate in social networking.
To protect the mutual interest of all involved, work related matters must not be placed on social media at any
time either during or outside of working hours and this includes access via any mobile computer equipment,
including mobile phone or other devices unless approved in advance. Work-related usually means that the
Employer, its clients, suppliers, employees, contractors or any other associated parties can be identified and
be in some way connected back to your relationship with the Employer.
Where you have been authorised in relation to work related matters, you must not bring the Employer, its
clients, suppliers, contractors or any other associated parties into disrepute through the content of your usage.
While representing the Employer on social media, it is expected that you will exhibit a professional and
courteous attitude with clients, your colleagues, suppliers and other members of the public and ensure that
you act in the Employer’s best interests at all times.
All employees are prohibited from using social media (whether on the Employer’s devices or their own
personal device) during work time for personal reasons.
Any breach of this policy will be considered serious and may result in disciplinary action.
11.4 PHONES AND OTHER DEVICES
The Employer’s phones, computers, laptops and other devices are to be used for business purposes only.
Any unauthorised personal use may be repayable by you and may result in disciplinary action up to and
including termination. The Employer reserves the right to request to deduct the appropriate sums from your
salary in the event that repayments are not made.
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Personal mobile phones, mp3 players and other personal devices should not be used during work time, other
than in emergencies and should be stored away or not brought into the workplace. Should you need to be
contacted during work time, attempts should be made through the business phone.
11.5 SURVEILLANCE
Surveillance may be conducted in the workplace. If you are a new employee the surveillance may already be
in place and could start immediately on commencement of work.
Surveillance may be conducted using:
• Internet usage recording devices, such as data capture, web browsing and email history captured on
servers, and keystroke recognition
• any form of visual recording devices including all types of camera, such as CCTV cameras
• any form of audio recording devices and
• electronic recording devices in any part of the workplace.
The surveillance may be conducted at any time and any employee may be subject to surveillance. The
surveillance may be continuous or intermittent at the Employer’s discretion. The Employer may, at their
discretion, disclose the surveillance records for any reason that is not barred by privacy legislation.
You may consult with the Employer regarding any concerns about the surveillance. All cameras are visible
and recording devices (including cameras) will not be placed in bathrooms or change rooms.
The purpose of the surveillance is to ensure the safety and security of employees, visitors and property. The
Employer reserves the right to review and use the CCTV in disciplinary proceedings.
12.1 BEHAVIOUR AT WORK
You should behave with civility towards fellow colleagues, clients and members of the public, whilst at work.
Rudeness will not be permitted. Objectionable or insulting behaviour or bad language may result in disciplinary
action up to and including termination.
You should use your best endeavours to promote the interests of the Employer and shall, during normal
working hours, devote the whole of your time, attention and abilities to the Employer and its affairs.
Any involvement in activities which could be construed as being in competition with the Employer is not
allowed.
12.2 CUSTOMER SERVICE EXPECTATIONS
You are required to adhere to essential standards of customer service. Specifically:
• attend to customers and your jobs promptly
• introduce yourself by name
• acknowledge customers by name when possible
• greet and thank customers courteously
• listen and respond in an attentive way to customer inquiries
• be polite, friendly and welcoming when communicating with customers, whether it be in person or by
any other means
• do not swear or speak crudely in front of customers
• respect and protect customer property and
• protect confidential information relating to customers.
This list is not exhaustive.
12.3 FRIENDS AND FAMILY IN THE WORKPLACE
Friends and family must not be in the workplace, unless approved in advance by the Employer, due to an
emergency or for genuine business reasons. It is your responsibility to ensure that friends and family are not
in the workplace for longer than necessary.
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12.4 CONFLICT OF INTEREST
You may not be involved, employed or engaged in any activity which may be or is likely to create a conflict of
interest. The Employer may take whatever action it determines appropriate to avoid the actual or potential
conflict of interest. Such action may include: transfers, reassignments, changing shifts, or, where the Employer
deems such action appropriate, termination of employment.
12.5 WASTAGE
We maintain a policy of “minimum waste”, which is essential to the cost-effective and efficient running of the
business.
You are able to promote this policy by taking extra care during your normal duties by avoiding unnecessary
or extravagant use of services, time, energy, etc. The following points are illustrations of this:
• handle machines, equipment and stock with care
• turn off any unnecessary lighting and heating
• keep doors closed whenever possible
• double side printing, including re-using scrap paper, where possible
• ask for other work if your job has come to a standstill and
• start with the minimum of delay after arriving for work and after breaks.
Further:
• any damage to vehicles, stock or property (including non-statutory safety equipment) that is the result
of your carelessness, negligence or deliberate vandalism will render you liable to pay the full or part of
the cost of repair or replacement
• any loss to the Employer that is the result of your failure to observe rules, procedures or instruction, or
is as a result of your negligent behaviour or your unsatisfactory standards of work, will render you liable
to reimburse to us the full or part of the cost of the loss and
• in the event of an at fault accident whilst driving one of the Employer’s vehicles you may be required
to pay the cost of the insurance excess.
In the event of failure to pay, the Employer reserves the right to request to deduct such costs from your pay.
13.1 CHANGES IN PERSONAL DETAILS
You must notify the Employer of any changes in your personal details including but not limited to your name,
address, telephone number, emergency contact so that we can maintain accurate records.
13.2 SECONDARY EMPLOYMENT
You are expected to devote the whole of your time and attention during working hours to our business. If you
propose taking up additional employment with an Employer or pursuing separate business interests or any
similar venture, you must discuss the proposal with your manager in order to establish the likely impact of
these activities on both yourself and the Employer. You will be asked to give full details of the proposal and
consideration will be given to:
• working hours
• competition, reputation and credibility
• conflict of interest and
• health, safety and welfare.
You will be notified in writing of the Employer’s decision. The Employer may refuse to consent to your request.
If you work without consent this could result in the termination of your employment.
If you already have any other employment or are considering any additional employment, you must notify the
Employer so that we can discuss any implications arising from such employment, i.e. working time, health
and safety issues or conflicts of interest.
You may not under any circumstances, whether directly or indirectly, undertake any other duties of whatever
kind during your hours of work with the Employer or whilst on Employer premises. Unless approved by the
Employer, you may not under any circumstances perform services similar to what are performed for the
Employer at your residence or at any other site in exchange for compensation.
13.3 BANKING AND EXPENSES
We will reimburse you for any reasonable expenses incurred where these are authorised by management.
You must provide receipts for any expenditure.
You are required to ensure that the use of any Employer card and/or bank accounts is limited to business
related expenses and is completed in a safe and secure manner.
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13.4 EMPLOYEE’S PROPERTY AND LOST PROPERTY
We do not accept liability for any loss of, or damage to, property that you bring onto the premises. You are
requested not to bring personal items of value onto the premises and, in particular, not to leave any items
overnight
If you believe that the Employer or any of its officers or employees is involved in any form of wrongdoing such
as:
• committing a criminal offence
• failing to comply with a legal obligation
• endangering the health and safety of an individual
• environmental damage or
• concealing any information relating to the above,
you should, in the first instance, report your concerns to management who will treat the matter with complete
confidence. If you are not satisfied with the explanation or reason given to you, you should raise the matter
with the appropriate organisation or body, eg the police, the Environment Protection Agency or the health and
safety regulator.
You will not suffer any detriment as a result of any genuine attempt to bring to light matters of concern.
However, if this procedure has not been invoked in good faith (eg for malicious reasons or in pursuit of a
personal grudge), then you may be subject to disciplinary action up to and including termination
We recognise that during your employment with us you may find yourself less capable of conducting your
duties. This might commonly be because either the job changes over a period of time and you fail to keep
pace with the changes, or you change (perhaps because of health reasons) and you can no longer cope with
the work. We retain discretion in respect of the capability procedures to take account of your length of service
and to vary the procedures accordingly.
15.1 JOB CHANGES/GENERAL CAPABILITY ISSUES
If we have general concerns about your ability to perform your job or if the nature of your job changes, we will
try to ensure that you understand the level of performance expected of you and that you receive adequate
training and supervision. Concerns regarding your capability will normally first be discussed in an informal
manner and you will be given time to improve.
If your standard of performance is still not adequate, you will be warned in writing that a failure to improve and
to maintain the performance required could lead to your termination. We will also consider the possibility of a
transfer to more suitable work if possible.
If there is still no improvement after a reasonable time and we cannot transfer you to more suitable work, or if
your level of performance has a serious or substantial effect on the Employer to its detriment, you will be
dismissed with the appropriate notice.
15.2 PERSONAL CIRCUMSTANCE/HEALTH ISSUES
Personal circumstances may arise which do not prevent you from attending work but which prevent you from
carrying out your normal duties (eg a lack of dexterity or general ill health). If such a situation arises, we will
normally need to have details of your medical diagnosis and prognosis so that we have the benefit of expert
advice.
Under normal circumstances, this can be most easily obtained by asking your own doctor for a medical report.
Your permission is needed before we can obtain such a report and we will expect you to co-operate in this
matter should the need arise. When we have obtained as much information as possible regarding your
condition and after consultation with you, a decision will be made about your future employment with the
Employer in your current role or, where circumstances permit, in a more suitable role.
There may also be personal circumstances which prevent you from attending work, either for a prolonged
period or for frequent short absences. Under these circumstances, we will need to know when we can expect
your attendance record to reach an acceptable level. This may again mean asking your own doctor for a
medical report or by making whatever investigations are appropriate in the circumstances. When we have
obtained as much information as possible regarding your condition, and after consultation with you, a decision
will be made about your future employment with the Employer in your current role or, where circumstances
permit, in a more suitable role.
16.1 INTRODUCTION
This policy sets standards of performance and behaviour expected by the Employer, together with the
procedure to be followed in the event of disciplinary issues. The policy aims to help promote fairness and
order in the treatment of individuals. It is the Employer’s aim that the rules and procedures should emphasise
and encourage improvement in the conduct of individuals where they are failing to meet the required
standards, and not be seen merely as a means of punishment. We reserve the right to amend these rules and
procedures where appropriate.
Every effort will be made to ensure that any action taken under this procedure is fair, with you being given the
opportunity to state your case.
The following rules and procedures should ensure that:
• the correct procedure is used when requiring you to attend a disciplinary hearing
• you are fully aware of the standards of performance, action and behaviour required of you
• disciplinary action, where necessary, is taken speedily and in a fair, uniform and consistent manner
• you will only be disciplined after careful investigation of the facts and the opportunity to present your
side of the case
• at all disciplinary hearings, rather than investigatory meetings, you have the right to be accompanied
by a support person at all stages of the formal disciplinary process
• you will not normally be dismissed for a first breach of discipline, except in the case of serious
misconduct and
• if you are disciplined, you will receive an explanation of the penalty imposed.
On some occasions temporary suspension on contractual pay may be necessary in order that an uninterrupted
investigation can take place. This should not be regarded as disciplinary action or a penalty of any kind.
16.2 DISCIPLINARY RULES
It is not practicable to specify all disciplinary rules or offences that may result in disciplinary action, as they
may vary depending on the nature of the work. In addition to the specific examples of unsatisfactory conduct,
misconduct and serious misconduct shown in this policy, a breach of other specific conditions, procedures
and practices set out elsewhere in this Employee Handbook or that have otherwise been made known to you,
will also result in this procedure being used to deal with such matters.
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16.3 RULES COVERING UNSATISFACTORY CONDUCT AND MISCONDUCT
You will be liable to disciplinary action if you are found to have acted in any of the following ways:
• failure to abide by the Employer’s health and safety policies and procedures and your general health
and safety responsibilities
• actions which could threaten the health and safety of yourself, your colleagues or others
• persistent absenteeism and/or lateness
• unsatisfactory standards or output of work
• rudeness towards customers/clients, members of the public or your colleagues, objectionable or
insulting behaviour, harassment, bullying or bad language
• failure to devote the whole of your time, attention and abilities to our business and its affairs during
your normal working hours
• unauthorised use of email, internet and/or social media
• failure to carry out all reasonable instructions or follow our rules and procedures
• use of the Employer’s vehicles without approval or the private use of our commercial vehicles without
authorisation
• failure to report any incident whilst driving the Employer’s vehicles, whether or not personal injury or
vehicle damage occurs
• if your work involves driving, failure to report immediately any type of driving conviction, or any
summons which may lead to your conviction
• carrying unauthorised goods or passengers in the Employer’s commercial vehicles or the use of the
Employer’s vehicles for personal gain
• loss of driving licence where driving on public roads forms an essential part of the duties of the role
• unauthorised use or negligent damage or loss of our property and
• failure to report immediately any damage to property or premises caused by you.
This list is not exhaustive.
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16.4 SERIOUS MISCONDUCT
Occurrences of serious misconduct are significant because the penalty may be termination without notice,
even without any previous warning being issued. It is not possible to provide an exhaustive list of examples
of serious misconduct. However, any behaviour or negligence resulting in a fundamental breach of your
contractual terms that irrevocably destroys the trust and confidence necessary to continue the employment
relationship will constitute serious misconduct. Examples of offences that will normally be considered to be
serious misconduct include serious instances of:
• theft or fraud
• physical violence or bullying
• deliberate damage to property
• deliberate acts of unlawful discrimination or harassment
• possession, or being under the influence, of illegal drugs at work and
• breach of the Employer’s health and safety policies and procedures and your general health and safety
responsibilities or any actions that endangers the lives of, or may cause serious injury to, employees
or any other person.
16.5 DISCIPLINARY PROCEDURE
Disciplinary action taken against you may be based on the following procedure:
Offence 1
st occasion 2
nd occasion 3
rd occasion 4
th occasion
Unsatisfactory
conduct
Formal verbal
warning
Written warning Final written
warning
Termination
Misconduct Final written
warning
Termination
Serious misconduct Termination
We retain discretion in respect of the disciplinary procedures to take account of your length of service and the
severity of the misconduct to vary the procedures accordingly. If you have a short amount of service you may
not be in receipt of any warnings before termination, but you will retain the right to a disciplinary hearing.
If a disciplinary penalty is imposed it will be in line with the procedure outlined above, which may encompass
a formal verbal warning, written warning, final written warning, or termination, and full details will be given to
you.
Rent a Fence WA 31
There may be occasions where the performance or conduct of an employee is serious enough to by-pass one
of the above steps and move immediately to a first and final written warning but not a summary termination.
This option might be used in circumstances where the Employer’s policy is breached but it is not so serious
as to warrant instant termination.
In all cases, warnings will be issued for misconduct, irrespective of the precise matters concerned and any
further breach of the rules in relation to similar or entirely independent matters of misconduct will be treated
as further disciplinary matters and allow the continuation of the disciplinary process through to termination if
the warnings do not change behaviour.
16.6 GENERAL NOTES
If you are in a supervisory or managerial position then demotion to a lower status at the appropriate rate of
pay may be considered as an alternative to termination, except in cases of serious misconduct.
Serious misconduct offences will result in termination without notice.
It is important that if you feel dissatisfied with any matter relating to your employment you should have an
effective means by which to raise such a grievance and, where appropriate, have it resolved.
Nothing in this procedure is intended to prevent you from informally raising with your manager any matter you
may wish to mention. Informal discussion can frequently solve problems without the need for a written record.
However, if you wish to raise a formal grievance you should normally do so in writing from the outset.
If you feel aggrieved at any matter relating to your work (except harassment, for which there is a separate
procedure), you should first raise the matter with your manager, explaining fully the nature and extent of your
grievance. You will then be invited to a meeting at a reasonable time and location at which your grievance will
be investigated fully. You must take all reasonable steps to attend this meeting. You will be notified of the
decision, in writing, normally within ten working days of the meeting.
While the operation of the Privacy Act does not apply to the Employer in regards to any acts which directly
relate to:
• the employment relationship between the Employer and the individual and
• an employee record held by the Employer,
the Employer treats the handling of your personal information very seriously. Accordingly, the purpose of this
policy is to ensure the protection of your privacy in relation to the handling of your personal information.
18.1 COLLECTION OF PERSONAL INFORMATION
Personal information may be collected during the recruiting process and throughout your employment with
the Employer. This personal information may be disclosed to other areas within the business for administrative
purposes and for the progression of your application. All confidential information will be used for legitimate
purposes in accordance with relevant legislation.
Personal information includes information relating to:
• the engagement, training, disciplining or resignation of the employee
• termination of the employment of the employee
• terms and conditions of employment of the employee
• employee’s personal and emergency contact details
• employee’s performance or conduct
• employee’s hours of employment
• employee’s salary or wages
• employee’s membership of a professional or trade association
• employee’s trade union membership
• employee’s recreation, long service, sick, personal, maternity, paternity or other leave and
• employee’s taxation, banking or superannuation affairs.
All reasonable attempts will be made to keep this information relevant, complete and current. You must ensure
that any personal information provided is accurate and current.
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18.2 YOUR RESPONSIBILITIES
In light of the above objective, every employee is responsible for the appropriate handling of such information
and to prevent unlawful disclosure.
If you have access to this information or such any personal information belonging to another employee or a
client of the Employer, you must ensure that you maintain the confidence of any confidential information that
you have access to, or become aware of, during the course of your employment and will prevent its
unauthorised disclosure or use by any other person.
You will not use the confidential information for any purpose other than for the relevant and related Employer
processes during or after your employment. Any action in breach of this policy may result in disciplinary action
being taken
19.1 STATEMENT OF POLICY
We recognise that discrimination is unacceptable and, although equality of opportunity has been a long
standing feature of our practices and procedure, we have made the decision to adopt a formal equal
opportunities policy.
Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action.
The aim of the policy is to ensure that no job applicant or employee is discriminated against either directly or
indirectly on the grounds of age, disability, gender identity, marriage and civil partnership, pregnancy or
maternity, race, religion or belief, sex or sexual orientation.
The policy will be communicated to all private contractors reminding them of their responsibilities in respect
of equality of opportunity.
We will maintain a neutral workplace in which no employee or other worker feels under threat or intimidated.
19.2 RECRUITMENT AND SELECTION
The recruitment and selection process is crucially important to any equal opportunities policy. We will
endeavour through appropriate training to ensure that employees making selection and recruitment decisions
will not discriminate, whether consciously or unconsciously, in making these decisions.
Promotion and advancement will be made on merit and all decisions relating to this will be made within the
overall framework and principles of this policy.
We will adopt a consistent, non-discriminatory approach to the advertising of vacancies. We will not confine
our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group. All
applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to
do the job.
All employees involved in the recruitment process will periodically review their selection criteria to ensure that
they are related to the job requirements and do not unlawfully discriminate.
Short listing and interviewing will be carried out by more than one person where possible.
Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.
Selection decisions will not be influenced by any perceived prejudices of other staff. All promotions will be in
line with this policy.
20.1 GENERAL REQUIREMENTS
You may be required to use a motor vehicle to enable you to efficiently perform your duties.
Where travelling in the course of duties, the motor vehicle is considered to be a workplace and the Employer
recognises it has health and safety obligations in respect of this. The Employer will ensure that company
motor vehicles are registered and insured in accordance with the relevant legislation.
You must at all times comply with the Motor Vehicles policy in this Handbook. It is your responsibility to see
that any Employer motor vehicle is not used by anyone other than authorised persons.
If you are driving a motor vehicle with Employer branding on display, you are representing the Employer at
any time whilst driving or on the road. You must therefore drive in a manner that is considerate of other road
users. Any complaint about a driver will be investigated and disciplinary action may result.
20.2 EMPLOYEE RESPONSIBILITIES
You are responsible for ensuring you comply with any Employer policies and procedures relating to motor
vehicles and their use. In particular you must:
• possess a current driving licence and management’s authority to drive during the performance of your
duties
• produce your driving licence for scrutiny by management at any time as requested and
• inform the Employer immediately if you are disqualified from driving.
When operating a motor vehicle in the performance of your duties, you must observe and obey the relevant
road laws in the state or territory in which you are driving. In particular, you must:
• adhere to the appropriate speed limit at all times
• wear the restraints provided at all times when travelling in the motor vehicle
• ensure that you are not affected by alcohol and/or drugs at the time of driving
• report any defects or issues with the motor vehicle to the Employer as soon as reasonably practical
• ensure that the motor vehicle is maintained in safe working order
• ensure that only authorised passengers are transported and are kept safe while doing so and
• ensure that authorised passengers use the restraints provided.
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20.3 USE OF MOBILE PHONE WHILE OPERATING A MOTOR VEHICLE
You must operate mobile phones in compliance with all road rules and in particular ensure:
• you do not use a mobile phone whilst driving unless via an approved hands free or cradle device
• you limit your usage whilst using an approved device to short conversations only
• you do not use SMS, video and/or email whilst driving and
• you do not hold or touch a phone at any time whilst driving unless the motor vehicle is legally parked
(even if you are just passing it to a passenger).
20.4 FIXTURES, FITTINGS AND MODIFICATIONS
No fixtures such as aerials, roof racks, towing apparatus, or stickers may be attached to any Employer vehicles
without prior written permission.
No change or alterations may be made to the manufacturer’s mechanical or structural specification of the
vehicle.
20.5 CLEANING AND MAINTENANCE
When you drive one of the Employer’s vehicles, it is your responsibility to ensure that it is kept clean and tidy
and free from rubbish and personal items at all times and that it is returned to the Employer in that condition
after use. Smoking in Employer vehicles is not permitted.
Any maintenance or repair work, or replacement of parts, including tyres, must be approved in advance by
the Employer, and reimbursement will only be made against production of an authorisation. When requested
by the Employer you must ensure servicing is carried out. Full details of the work required and the cost
involved must be given.
Before you use one of the Employer’s vehicles, and on its return, you are responsible for ensuring that the oil
and water levels, battery and brake fluid and tyre pressures are maintained and that the tread of all tyres
conforms to the minimum legal requirements.
The Employer reserves the right to request to deduct the cost of the valet from your pay where you fail to
adequately clean the vehicle.
Rent a Fence WA 38
20.6 FUEL CARDS
Fuel cards are to be used for business related travel only. Odometer readings are to be entered at the time of
the purchase of fuel with the fuel card. Fuel cards are to be kept safe and secure at all times.
You must ensure that you adhere to all business requirements for fuel related purchases which may include,
but is not limited to, specific locations for purchases, type of products that can be purchased and spend limits
on purchases.
20.7 FINES
We will not be held responsible for any fines (eg parking, speeding, tolls etc) incurred by you whilst working
for the Employer. If we receive the fine on your behalf, we may pay the fine and reserve the right to request
to deduct the cost from any monies owing to you.
20.8 LOSS
In the case of theft of one of the Employer’s vehicles, the police and the Employer must be informed
immediately. Full details of the contents of the vehicle must also be given. If any contents are stolen from the
vehicle, the police and the Employer should be notified immediately.
Please note that only Employer property is insured by the Employer and you should make your own
arrangements to cover your personal effects.
You must always secure the vehicle and its contents, and turn on any alarm system that is fitted to the vehicle.
The contents should be stored out of sight, preferably in the boot or rear. If a vehicle is stolen, we are required
to prove to the insurance company that there has been no negligence and, therefore, we must hold you
responsible in the event of such negligence.
20.9 PERMITTED USE
Subject to the restrictions already stipulated, Employer vehicles may only be used for authorised business,
unless previous arrangements for private domestic or social use have been agreed in advance. They may not
be used for the carriage of passengers for hire or reward.
On periods of leave, you may be required to return the Employer vehicle to the Employer, unless otherwise
agreed with management.
20.10 PERSONAL LIABILITY
In the event of an at fault accident whilst driving one of the Employer’s vehicles or where any damage to an
Employer vehicle is due to your negligence or lack of care, the Employer reserves the right to insist on you
rectifying the damage at your own expense or paying the excess part of any claim. Repeated instances may
result in disciplinary action/and or the use of Employer vehicles being withdrawn.
Rent a Fence WA 39
20.11 GPS
Employer vehicles may be fitted with a GPS tracking device which the Employer may use to monitor the
location of the vehicle at any time for the purposes of security and monitoring driver behaviour. If you are a
new worker the surveillance may already be in place and could start immediately on you commencing work.
Where an Employer vehicle is fitted with a GPS tracking device, it will be clearly identified inside the vehicle.
Unless otherwise stated on the notification, GPS data will be collected continuously and on an on-going basis.
The Employer may disclose the GPS records for any reason that is not barred by privacy legislation. You may
consult with the employer regarding any concerns with GPS surveillance.
21.1 INTRODUCTION
Along with the specific guidelines and procedures outlined throughout this Handbook, there are some simple
day to day measures that can be adopted by management and employees alike to reduce the risks to health
and safety in the workplace.
21.2 GENERAL
Management and employees alike must ensure:
• no plant, equipment or safety device (including PPE) is altered or removed from the workplace without
express management authority
• all safety signs, policies and procedures are complied with in full
• illegal drugs are not brought into, or used, in the workplace and
• persons affected by alcohol or drugs are not permitted to access, or remain at, the workplace.
You must ensure that you wear and use any personal protective equipment and clothing issued for your
protection at all appropriate times.
21.3 HOUSEKEEPING
Failure to ensure that the workplace is kept neat and tidy may create unnecessary hazards.
Management and employees alike are responsible for maintaining a neat and tidy workplace. This involves:
• ensuring emergency exits, thoroughfares and pedestrian access points are not obstructed
• ensuring aisles and work areas are clear and free from obstruction at all times so as not to cause
additional hazards including slip, trip, or fall hazards
• placing rubbish in the bins provided and
• ensuring all work, communal areas and facilities are kept clean and tidy at all times.
Rent a Fence WA 41
21.4 HYGIENE
Any exposed cut or burn must be covered with a first-aid dressing.
If you are suffering from an infectious or contagious disease or illness such as rubella or hepatitis you must
not enter the workplace without clearance from your own doctor.
Contact with any person suffering from an infectious or contagious disease must be reported before
commencing work.
21.5 FITNESS FOR WORK
If you arrive for work and, in the Employer’s opinion, you are not fit to work, the Employer reserves the right
to exercise its duty of care, particularly where the Employer believes that you may not be able to undertake
your duties in a safe manner or may pose a safety risk to others. We may send you away for the remainder
of the day with or without pay and, dependent on the circumstances, if you are an employee you may be liable
to disciplinary action.
You may be required to provide a certificate from your treating doctor stating your fitness for duties before
being permitted to return to work.
It is important for the reputation and the success of this organisation that we present a professional and
appropriate appearance to our clients and the public. Each employee is our representative and therefore,
needs to present a neat and tidy appearance that is appropriate to their role. This is especially important
when having direct contact with clients and the public.
The purpose of this policy is to ensure that employees look professional and dress appropriately for their role.
What is Acceptable?
Employees should present a professional appearance at all times. Clothing should be suitable and
appropriate to the role and should also be neat, tidy, clean, and ironed.
Safety aspects of clothing should be considered at all times. Clothes that present a health & safety risk in the
opinion of your manager will not be acceptable.
OFFICE STAFF
• Rent A Fenced WA Shirt.
• Black or Dark Grey Pants or skirt.
• Closed in shoes.
• Neat Hair
TRUCK DRIVERS / LABOURERS (General / Leading Hands)
• Rent A Fence Pty Ltd shirts are to be worn on EVERY JOB SITE.
• Rent A Fence Pty Ltd caps/hats are to be worn every day.
• Long Pants (work shorts accepted where full PPE not site specific).
• Lace-up steel-capped boots.
• If long sleeved tops are worn, please wear them UNDER your Rent A Fence Pty Ltd fluro shirt (unless
it is a jacket). Alternatively, please request a long sleeved Rent A Fence Pty Ltd fluro shirt.
• Wear all relevant personal protective clothing and equipment (PPE). If in doubt, ask your Leading Hand
or Manager.
• The daily use of a protective sunscreen is imperative.
Rent a Fence WA 43
What is Unacceptable?
Some examples of inappropriate dress include:
• Clothing that is untidy, stained, torn, frayed, holed, unwashed or generally scruffy
• Singlets
• Wearing NO SHIRT on site
• Track Pants & Low Slung Pants
• Board Shorts
• Sneakers, Hiking Boots, Thongs, Bare Feet
• Head Scarfs and other casual headwear
• The deliberate altering of uniform is unacceptable and will result in a written warning.
Exemptions and Other Considerations
Religious and cultural beliefs will be taken into consideration, as will comfort for varying physical situations.
If you have any specific clothing requirements, please discuss these with your manager.
Casual Dress Days
Clothes worn on casual dress days should be neat and tidy. This does not include thongs, shorts and the
like. If you are unsure of what constitutes appropriate casual dress, please consult your manager.
When meeting clients on a designated “Casual Dress Days” it may be necessary to forgo casual dress.
Ordering Allowances
• ONE pair of boots for Full-Time employees allocated per calendar year.
• We will order boots on the behalf of Casuals as required of which the direct cost will be deducted from
their pay.
• ONE pair of gloves will be allocated to each employee per QUARTER. If you lose your allocated pair,
you will be responsible for purchasing your own at your expense.
Rent a Fence WA 44
• ONE pair of Rent A Fence labelled shorts will be allocated to each employee per calendar year.
• ONE pair of Rent A Fence labelled long pants will be allocated to each employee per calendar year.
• Rent A Fence Fluro Shirts will be allocated as required. The number distributed to each employee will
be recorded through the office.
• ONE cap and ONE bucket hat will be allocated to each employee per calendar year.
• Office staff shall be allocated TWO shirts and either ONE skirt or pair of pants per year.
• Once an employee has received their yearly allocation of uniforms, should additional items be required,
these will be ordered through the office and the cost deducted from the employees’ next pay.
• All requests for uniforms must go DIRECTLY through the office, not the General Managers or
Directors.
Office contact details: TEYA RYAN – 0421 33 33 44
✓ Please provide: Correct size required, Item, Name
✓ Upon termination of employment, it is the employees’ responsibility to return ALL company clothing.
Failure to do so will result in the deduction of cost of items from the employees’ final pay. Please
contact the Office Manager (Teya Ryan) directly for more information regarding these costs.
Policy Breaches
Any employee arriving to work “Unfit for Work” due to inappropriate uniform will be sent home to put on the
correct uniform. Hours will not begin until such an employee arrives at their first site.
Written warnings will be issued for failure to wear correct uniform on any given site.
It is important to note that ultimately what is acceptable attire will be a decision of Rent A Fence WA. Breaches
of this policy will lead to disciplinary action.
23.1 INTRODUCTION
The Employer is committed to the provision of a fair, healthy and safe workplace in which everyone is treated
with dignity and respect and in which no individual or group feels bullied, threatened or intimidated.
Bullying or harassment in any form is unacceptable behaviour and will not be permitted or condoned.
We recognise that bullying and harassment can exist in the workplace, as well as outside, and that this can
seriously affect workers’ working lives by detracting from a productive working environment and can impact
on the health, confidence, morale and performance of those affected by it, including anyone who witnesses
or has knowledge of the unwanted or unacceptable behaviour.
23.2 HARASSMENT
The intention of these procedures are to inform workers of the type of behaviour that is unacceptable and to
provide procedural guidance.
We recognise that we have a duty to implement this policy and all workers are expected to comply with it.
Harassment is any unwanted physical, verbal or non-verbal conduct based on grounds of age, disability,
gender identity, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual
orientation which affects the dignity of anyone at work or creates an intimidating, hostile, degrading,
humiliating or offensive environment.
A single incident of unwanted or offensive behaviour can amount to harassment.
Harassment can take many forms and individuals may not always realise that their behaviour constitutes
harassment. Examples of harassment include:
• insensitive jokes and pranks
• lewd or abusive comments about appearance
• deliberate exclusion from conversations
• displaying abusive or offensive writing or material
• unwelcome touching and
• abusive, threatening or insulting words or behaviour.
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These examples are not exhaustive and disciplinary action at the appropriate level will be taken against
employees committing any form of harassment. Appropriate action in relation to an employee will include
disciplinary action in accordance with the Employer’s disciplinary and disciplinary termination procedure. For
other workers, appropriate action may include termination of their engagement with the Employer.
23.3 BULLYING
Bullying is repeated, offensive, abusive, intimidating, insulting or unreasonable behaviour directed towards an
individual or a group, which makes the recipient(s) feel threatened, humiliated or vulnerable. Note single
incidents of bullying will not be tolerated.
Bullying can occur in the workplace and outside of the workplace at events connected to the workplace, such
as social functions or business trips.
Bullying can be a form of harassment and can cause an individual to suffer negative physical and mental
effects.
Bullying can take the form of physical, verbal and non-verbal conduct. As with harassment, there are many
examples of bullying, which can include:
• abusive, insulting or offensive language or comments
• unjustified criticism or complaints
• physical or emotional threats
• deliberate exclusion from workplace activities
• the spreading of misinformation or malicious rumours and
• the denial of access to information, supervision or resources such that it has a detrimental impact on
the individual or group.
These examples are not exhaustive and disciplinary action at the appropriate level will be taken against
employees committing any form of bullying. Appropriate action in relation to an employee will include
disciplinary action in accordance with the Employer’s disciplinary and disciplinary termination procedure. For
other workers, appropriate action may include termination of their engagement with the Employer.
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23.4 REASONABLE MANAGEMENT ACTION TAKEN IN A REASONABLE WAY
It is reasonable for managers and supervisors to allocate work and to give fair and reasonable feedback on a
worker’s performance. These actions are not considered to be workplace bullying or harassment if they are
carried out lawfully and in a reasonable manner, taking the particular circumstances into account.
Examples of reasonable management action can include but are not limited to:
• setting reasonable performance goals, standards and deadlines
• rostering and allocating working hours where the requirements are reasonable
• transferring a worker for operational reasons
• deciding not to select a worker for promotion where a reasonable process is followed
• informing a worker of their unsatisfactory work performance
• meeting with a worker to discuss performance and/or conduct
• informing a worker of their unreasonable or inappropriate behaviour in an objective and confidential
way
• implementing organisational changes or restructuring and
• taking disciplinary action including suspension or termination of employment.
23.5 BULLYING AND HARASSMENT COMPLAINT PROCEDURES
i) Informal complaint
We recognise that complaints of bullying, harassment, and particularly of sexual harassment, can
sometimes be of a sensitive or intimate nature and that it may not be appropriate for you to raise the
issue through our normal grievance procedure. In these circumstances you are encouraged to raise
such issues with a senior colleague of your choice (whether or not that person has a direct supervisory
responsibility for you) as a confidential helper.
If you are the victim of minor bullying or harassment you should make it clear to the alleged bully or
harasser on an informal basis that their behaviour is unwelcome and ask the individual to stop. If you
feel unable to do this verbally then you should hand a written request to the individual, and your
confidential helper can assist you in this.
ii) Formal complaint
Where the informal approach fails or if the bullying or harassment is more serious, you should bring
the matter to the attention of management as a formal written complaint and again your confidential
helper can assist you in this. If possible, you should keep notes of the bullying or harassment so that
the written complaint can include:
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• the name of the alleged bully or harasser
• the nature of the alleged incident of bullying or harassment
• the dates and times when the alleged incident of bullying or harassment occurred
• the names of any witnesses and
• any action already taken by you to stop the alleged bullying or harassment.
On receipt of a formal complaint we will take action to separate you from the alleged bully or harasser
to enable an uninterrupted investigation to take place. This may involve a temporary transfer of the
alleged bully or harasser to another work area or suspension of employees (with contractual pay) until
the matter has been resolved.
The person dealing with the complaint will invite you to attend a meeting, at a reasonable time and
location, to discuss the matter and carry out a thorough investigation. You have the right to be
accompanied at such a meeting by your confidential helper or another work colleague of your choice
and you must take all reasonable steps to attend. Those involved in the investigation will be expected
to act in confidence and any breach of confidence will be a disciplinary matter.
On conclusion of the investigation which will normally be within ten working days of the meeting with
you, a report of the findings and of the investigator’s decision will be sent, in writing, to you and to the
alleged bully or harasser.
23.6 GENERAL NOTES
If the report concludes that the allegation is well founded, appropriate action will be taken against the bully or
harasser.
If you bring a complaint of bullying or harassment you will not be victimised for having brought the complaint.
However, if the report concludes that the complaint is both untrue and has been brought with malicious intent,
appropriate action will be taken against you. Appropriate action in relation to an employee will include
disciplinary action in accordance with the Employer’s disciplinary and disciplinary termination procedure. For
other workers, appropriate action may include termination of their engagement with the Employer.
24.1 ILLICIT DRUGS AND ALCOHOL
The use of drugs or alcohol jeopardises a safe workplace. The Employer recognises alcohol and other drug
dependencies as treatable conditions, and encourages those persons who may be subject to such
dependency to seek assistance from appropriate organisations or support groups.
The Employer has a zero tolerance approach towards the presence of illicit drugs within the workplace. This
includes the discovery of an employee with possession of an illicit substance, and any testing which results
in a non-negative reading of a substance within an employee’s system above the detectable limit while at
work.
Employees are not permitted to work while under the influence of alcohol and must conduct themselves
responsibly at all times. For the purposes of this policy and due to the nature of your work, if at any time you
are required to operate vehicles, heavy or otherwise, machinery or other high risk work, the blood alcohol
content limit is zero (0.00%).
Alcohol may be consumed at some Employer events. Where this is the case, the Employer encourages
responsible alcohol consumption and at no time should you be drunk or behave in a manner which is
inappropriate.
Non-compliance with this policy and any associated procedure by employees may result in disciplinary action
up to and including termination.
24.2 PRESCRIBED/OVER-THE-COUNTER MEDICATION
Employees who are taking any prescribed/over-the-counter medication or drugs which may affect their ability
to perform their work must notify management as soon as possible. You may be required to produce a medical
certificate stating that you are fit for work or specifying any restrictions.
24.3 SCREENING
The Employer may require screening for alcohol and drugs. For employees, this may include pre-employment
testing. Testing may be conducted based on reasonable suspicion or following an incident or accident. The
Employer reserves the right to carry out random testing across all levels of employees.
The following provides examples of activities which may result in disciplinary procedures, up to and including
termination of your employment or engagement with the Employer. If you:
• are removed from the workplace due to impairment or reasonable suspicion of impairment
• return a positive result following testing
• return a blood alcohol level of more than 0.00 or the equivalent in urine or breath samples
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• refuse reasonable direction to undertake drug and alcohol screening or
• are in possession of illegal drugs for supply or consumption in the workplace or the Employer’s
vehicles.
This list is not exhaustive.
If you perform work on a client site which conducts regular or random drug and alcohol testing, you will be
required to participate.
Where you are suspected of being affected by drugs or alcohol, you may be required to participate in
appropriate testing. Positive readings at any time will result in disciplinary procedures up to and including
termination of your employment or engagement with the Employer.
If you return a positive result or refuse to participate in testing, you will be required to cease work immediately
and leave the workplace. This time will be unpaid until such a time that you are fit to return to work. You will
not be able to return to the workplace until you return a negative result. If you are required to leave the
workplace, you will be required to report to management on your return or when you are no longer under the
influence of drugs or alcohol, to discuss the incident.
24.4 NO SMOKING POLICY
Smoking on the premises or in Employer vehicles is not permitted. You are only permitted to smoke in
designated areas and during your breaks.
If working on alternative sites, you must adhere to all relevant client site-specific policies and procedures
regarding smoking.
It is a mandatory requirement that all employees have on their possession their Driver’s License, White Card
and Fork Ticket (if relevant) at all times.
An employee, who is refused entry on any particular site due to NOT having such items with them, will not be
paid for all hours they are unable to work as a result of their breach of policy.
Knowingly and deliberately failing to comply with this policy will result in a written warning.
Furthermore, the Company Office requires copies of all licenses, tickets and white cards. It is the employees’
responsibility to provide these copies within 14 days of commencement of employment.
All Docket Books supplied by Rent A Fence Pty Ltd contain legally binding documents (R) and (RD).
I, as an employee of Turns Pty Ltd ATFT Turner Family Trust (the Rent A Fence P/L W.A agent), understand
that under NO circumstances can I rip out dockets from any Docket Book.
Furthermore, I understand that; should I make an error in recording information on the docket, I simply cross
mark the docket as “Cancelled” and start a new docket.
Example:
Any employee in breach of this policy at a minimum will result in a written warning.
Knowingly and deliberately removing dockets from any Docket Book can result in instant dismissal
27.1 RESIGNATIONS
All resignations must be provided in writing, stating the reason for resigning your post.
27.2 TERMINATING YOUR EMPLOYMENT WITHOUT NOTICE
If you terminate your employment without giving or working the required period of notice, as indicated in your
contract of employment, you will have an amount equal to any additional cost of covering your duties during
the notice period not worked deducted from any termination pay due to you.
27.3 RETURN OF EMPLOYER PROPERTY
On the termination of your employment, you must return all Employer property which is in your possession or
for which you have responsibility. Failure to return such items within 7 days will result in the cost of the items
being deducted from any monies outstanding to you.
All Employer property should be returned to management.
27.4 GARDEN LEAVE
If either you or the Employer serves notice on the other to terminate your employment, the Employer may
require you to take “garden leave” for all or part of the remaining period of your employment.
During any period of garden leave you will continue to receive your full salary and any other contractual
benefits
Rent a Fence WA Employee
Handbook PO Box 248 Guildford, WA 6935
Phone: 0421 33 33 44
Fax: 1300 798 806
Email: wa@rentafence.com.au
Web: www.rentafence.com.au