Policy

Purpose

This policy seeks to ensure compliance with company policies and regulatory requirements relating to the reporting, investigation and correction of incidents, and collect accurate data for incident and injury prevention.

Scope

This policy applies to incidents related to all employees, contractors or visitors of Maintenance Essentials:

• whilst present in any building or facility or on any ground owned, occupied or managed by the University; or

Tips or gratuities are not to be made in respect of official hospitality provided in Australia. If employees
wish to provide tips or gratuities it is to be at their own expense.

Tips and gratuities may be made in international settings where it is culturally appropriate but should
normally be no more than 10% of the bill.

Maintenance Essentials seeks to recruit and attract high quality employees. Several challenges impact on the Companies capacity to recruit and select staff with the required capabilities. These challenges include a diminishing labour market, increasing competition among employers for staff and the changing demographics of the working population. In response to these challenges, Maintenance Essentials engages employees to develop a comprehensive and rigorous yet simplified approach to recruiting and selecting talented employees.

All employees, including part-time, temporary, and probationary employees, are eligible for workers’ compensation benefits in the event of an injury arising from, or in the course and scope of, their employment.

The process to be followed if an injury occurs is as follows:

1. the first priority in the event of an injury at work is medical attention
2. the injured worker or nearest colleague should initially contact one of Maintenance Essentials’s registered first aid attendants

This policy applies to all levels throughout Maintenance Essentials. The policy is not concerned with social drinking or the taking of prescribed drugs for medical purposes, the concern is directed to instances where alcohol or other drug dependence or abuse affects the job performance and or/safety of any employee(s).

Maintenance Essentials is concerned by factors affecting an employee’s ability to safely and effectively perform work to a satisfactory standard. The Company recognises alcohol or other drug abuse will cause short-term or long-term impairment to such work performance.

Prior to your employment with Maintenance Essentials, you may be conducting business activities which potentially give rise to real or perceived conflict of interest with Maintenance Essentials objectives and future activities.

In such circumstances, any business or other external interests that have a real or perceived conflict of interest should be declared to Maintenance Essentials.

The Company will review the potential areas of conflict with the employee and mutually agree on practical, commercial arrangements, which may include, but is not limited to, the following:

During your employment with Maintenance Essentials all intellectual property developed by you, discoveries or inventions made by you in the performance of your duties related in any way to the business of Maintenance Essentials or any related bodies corporate will be the property of Maintenance Essentials or its related bodies corporate.

Maintenance Essentials supports the right of every employee to lodge a grievance with his/her manager if the individual believes a decision, behaviour or action that affects their employment is unfair. We aim to resolve problems and grievances promptly and as close to the source as possible with graduated steps for further discussions and resolution at higher levels of authority as necessary.

Grievances should be actioned discreetly and promptly dealt with in an objective manner.

Process

Summary (instant) dismissal for gross or very serious misconduct is possible (depending on the facts involved) for the following: insubordination, drunkenness, dishonesty, assault, deliberately endangering the safety of others, commission of a criminal offence on our site, and objectionable language**. Managers must, however, consult with senior management prior to taking this action*.

In such cases follow the procedure below:

1. investigate the alleged offence thoroughly, including talking to witnesses, if any

Managers are expected to investigate misconduct and proceed through the following steps:

1. a verbal warning should be given to an employee for minor misconduct. A record of the warning must be kept by the manager and should be signed by the employee. The employee must be given the opportunity to respond
2. if the unacceptable behaviour continues, a written warning will be issued, and signed by the employee as being received and understood. The employee must be given the opportunity to respond