POLICIES
OUR POLICIES
Anti-Racism Policy
Objectives
- In fulfilling this commitment, KPR Recruitment will:
- Continue to develop and implement programs to counteract the causes and redress the effects of racism in the workplace;
- Protect the rights of employees and sub-contractors to achieve their full potential in an environment which encourages the affirmation of their cultural identity;
- Provide employees and sub-contractors with a range of avenues of complaint and redress at every level within its jurisdiction;
- Take action to ensure that all employees understand and fulfil their responsibilities in the implementation of this policy;
- Monitor the implementation of this policy;
- Provide appropriate and sufficient financial and human resources to achieve these commitments.
- KPR Recruitment will develop strategies for implementing the Anti-Racism Policy, a strategic plan incorporating a timetable for action, resource allocation, grievance procedures and outcomes.
- This will be done in conjunction with staff members and where appropriate, key community groups and advisory bodies which represent the interest of those who suffer most from the effects of racism.
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
- An employee is subject to racial discrimination if the person is subjected to repeated behaviour by a person, including the person’s supervisor, or a co-worker or group of co-workers of the person, or any other person that
- Is unwelcome and unsolicited; and
- The person considers to be offensive, intimidating, humiliating or threatening, and
A reasonable person would consider to be offensive, humiliating, intimidating or threatening - Racial discrimination can take many forms including direct and indirect discrimination
Racial harassment does not include reasonable management action taken in a reasonable way in accordance with policies and procedures in connection with the person’s employment.
Racist behaviour can be verbal, physical, social or psychological (including offensive messages through the use of SMS, email and material posted on the internet, known as “cyber bullying”, or inappropriate use of camera phones).
- This policy is in accordance with the Anti-Discrimination Act 1997 and the Racial Vilification Act 1989.
CODE OF CONDUCT
Policy Statement
- All staff shall follow the Occupational Health and Safety requirements, relevant Government Regulations and Legislation and appropriate professional standards.
Behaviour Outside Hours Of Duty
- Staff shall work cooperatively with colleagues, support and learn from each other and accept differences in personal style. Staff shall respect, and seek when necessary, the professional opinions of colleagues in their area of competence, and acknowledge their contribution.
Alcohol And Drugs
- All staff shall follow the Occupational Health and Safety requirements, relevant Government Regulations and Legislation and appropriate professional standards.
Interaction With Colleagues
- Staff shall work cooperatively with colleagues, support and learn from each other and accept differences in personal style.
- Staff shall respect, and seek when necessary, the professional opinions of colleagues in their area of competence, and acknowledge their contribution.
Ethical Behaviour
- All staff shall be committed to the Core Values of the KPR Recruitment: Customer Focus, Integrity, Excellence and Working Together.
- All staff shall be committed to the Core Values of the KPR Recruitment: Customer Focus, Integrity, Excellence and Working Together.
- Staff is encouraged to report to a manager any behaviour by another employee they consider to be unethical. This may include behaviour that you believe violates any law, rule or regulation or represents corrupt conduct, substantial mismanagement of resources, or is a danger to health or safety or to the environment. Reports of such shall be protected against reprisals providing the claim is based on a reasonable belief, is reported to an appropriate person and is not vexatious.
Equal Employment Opportunity (EEO)
- Staff decision making and professional conduct shall be consistent with the provisions of Equal Opportunity legislation. Staff shall ensure they observe the EEO principles, exhibit appropriate behaviours and provide a work environment free from harassment (including sexual), bullying and discrimination.
- Material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory or otherwise unlawful or inappropriate must not be sent by e-mail or other forms of electronic communication or displayed or stored on computer.
Use Of Official Resources
- Staff shall ensure that all resources within their area of responsibility are used effectively and economically in the course of their duties.
- Staff shall use facilities and equipment including computers, e-mail, Internet access and mobile phones for official purposes only, unless your manager has given you permission for limited private use. This private use may have been granted to enable you to better manage the balance between your work and private commitments.
Criminal Offences
- Staff shall immediately inform their manager if charged with a criminal offence punishable by imprisonment or, if found guilty, would significantly affect his/her ability to perform normal duties; e.g. a charge of drink driving where the employee is required to drive a vehicle in the normal course of work. Staff shall inform their manager of any criminal offence of which they have been found guilty before or during their employment.
Outcome
- All staff conduct themselves in a professional manner
- All staff understands their responsibilities and obligations, and has guidance when faced with an ethical dilemma or conflict of interest.
- All staff respects the rights, beliefs and property of others.
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
DRUGS & ALCOHOL POLICY
Zero Tolerance! Objectives
- KPR Recruitment is committed to providing a safe and healthy work environment at each site and this is consistent with KPR Recruitment’s responsibilities and duty of care. All individuals have a responsibility not to endanger themselves or others whether it be onsite or in the office. KPR Recruitment acknowledges individuals’ rights to consume alcohol socially as well as prescribed medication
- The purpose of this policy is to set out the limits that apply in relation to:
- The possession and consumption of drugs at any KPR Recruitment site; and.
- Workers whose performance is affected as a result of consuming drugs or alcohol
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces
Context
- Alcohol must not be consumed on any KPR Recruitment’s site and will not be tolerated and will remain zero tolerance.
- All workers have a responsibility to be fit for duty and to preform to their work in a safe and responsible manner
- They must ensure that their work performance is not affected as a result of consumption of alcohol
- If an individual’s work performance is affected as a result of the consumption of alcohol KPR Recruitment will remove that individual from any position, whether or not an individual’s work performance is affected
- Illicit Drugs must not be consumed on any KPR Recruitment’s site and will not be tolerated and will remain zero tolerance.
- If an individual is required to consume prescribed medication for medicinal purposes, then the following will apply
ENVIRONMENTAL POLICY
Objectives
- KPR Recruitment is committed to undertaking its business in a manner that recognises the importance of environmental protection and sustainability and seek to achieve balanced and sustainable outcomes with minimal environmental impacts in all our operations
- In fulfilling this commitment, KPR Recruitment will:
- Develop awareness of environmental management processes, standards and responsibilities among KPR Recruitment staff, sub-contractors and visitors
- Apply an approach of avoid, minimise and mitigate in order of preference, to the management of environmental impacts associated with construction projects
- Fully satisfy all environmental legislation, Government policy and, where specific legislation is lacking, uphold the spirit of the law;
- Monitor the implementation of this policy;
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives
- Identifying, reporting, investigating and resolving all environmental incidents and also establishing, reviewing and communicating performance measures and taking action to improve outcomes
- KPR Recruitment will develop strategies for implementing the Environmental Policy, a strategic plan incorporating a timetable for action, procedures and outcomes
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces
Context
- This policy is in accordance with the AS/NZS ISO 14001
EQUAL EMPLOYMENT OPPORTUNITY POLICY
Objectives
- Management will ensure that all employees and sub-contractors are treated fairly and equitably.
- This policy extends to all applicants for employment and all current employees in every location and KPR Recruitment site, regardless of position or representation. This policy works in the in the strictest compliance with Federal and State laws. The equal employment opportunity includes
- Hiring.
- Promotion & Transfer.
- Compensation.
- Income & Earning opportunities.
- Training
- Leave & Termination.
- KPR Recruitment will endeavour to consistently employ capable people to manage and operate our working environments in a safe and productive manner. This allows all people employed or sub-contracted to utilise their skills to their fullest potential.
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
- In accordance with Federal and State laws, we provide an equal employment opportunity for all employees without discrimination against race, age, gender, religion, sexual preference, marital status, disability or impairment.
- Any breach of this anti-discrimination policy will be considered a serious offence and immediate action will be taken and may include termination.
- This policy is in accordance with the Anti-Discrimination Act 1997. This policy should be read in conjunction with KPR Recruitment’s policies the Anti-Racism Policy and the Sexual Harassment Policy.
OH&S
Objectives
KPR Recruitment recognises its obligations to the health & safety of all of our employees, contractors and visitors. KPR Recruitment and its management team will continue to monitor, review and update our policies and procedures to fully comply with all legislative requirements to provide a safe and injury free working environment. We completely understand the varied and high risk tasks that are performed on a day to day basis in the operation of our business and we endeavour to ensure that the health and safety of all persons is not compromised in any way, shape or form. To achieve this KPR Recruitment will:
- Management will ensure that all legislative requirements are met
- Haze a zero tolerance approach to unsafe work practice and have an overall goal of remaining injury and incident free.
- Strategies integrated to achieve this:
- SWSW and JSEA’s will be continually reviewed
- Weekly hazard inspections to determine site and safety
- Communication to all our employees and subcontractors through tool box talks, safety alerts, training sessions and our OH&S Officer
- Staying up to date with all legislative requirements
- OH&S Training
- Recording all workplace incidents and near misses to determine reoccurring problems and ensure the prevention of any accident occurring
- KPR Recruitment will endeavour to consistently employ capable people to manage and operate our working environments in a safe and productive manner. This allows all people employed or sub-contracted to utilise their skills to their fullest potential.
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
PRE-EMPLOYMENT
Objectives
KPR Recruitment recognises its obligations to the health & safety of all of our employees, contractors and visitors. KPR Recruitment and its management team will continue to monitor, review and update our policies and procedures to fully comply with all legislative requirements to provide a safe and injury free working environment. We completely understand the varied and high risk tasks that are performed on a day to day basis in the operation of our business and we endeavour to ensure that the health and safety of all persons is not compromised in any way, shape or form. To achieve this KPR Recruitment will:
- Management will ensure that all legislative requirements are met
- Haze a zero tolerance approach to unsafe work practice and have an overall goal of remaining injury and incident free.
- Strategies integrated to achieve this:
- SWSW and JSEA’s will be continually reviewed
- Weekly hazard inspections to determine site and safety
- Communication to all our employees and subcontractors through tool box talks, safety alerts, training sessions and our OH&S Officer
- Staying up to date with all legislative requirements
- OH&S Training
- Recording all workplace incidents and near misses to determine reoccurring problems and ensure the prevention of any accident occurring
PREVENTION OF BULLYING IN THE WORKPLACE POLICY
Objectives
- KPR Recruitment is committed to ensuring all staff, sub-contractors and visitors are treated with dignity and respect and takes action to prevent and respond to bullying in its workplaces in accordance with statutory and regulatory obligations and corporate objectives
- KPR Recruitment will ensure it has systems and procedures for reporting, investigating and resolving complaints relating to bullying. Specific procedures will be developed and implemented to address cyber bullying
- KPR Recruitment will ensure appropriate instruction, information and training are provided to support this policy and promote staff awareness, including:
- Information and instruction on the standard of professional behaviour and respect towards others required in the workplace
- Procedures for reporting and resolving complaints of bullying.
- Information and instruction provided for staff investigating complaints of bullying.
- KPR Recruitment will ensure protection of complaints and witnesses from victimisation.
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
- An employee is subject to workplace bullying if the person is subjected to repeated behaviour by a person, including the person’s supervisor, or a co-worker or group of co-workers of the person, or any other person that:
- Is unwelcome and unsolicited; and
- The person considers to be offensive, intimidating, humiliating or threatening; and
- A reasonable person would consider to be offensive, humiliating, intimidating or threatening
Workplace bullying and harassment does not include reasonable management action taken in a reasonable way in accordance with policies and procedures in connection with the person’s employment.
Bullying behaviour can be verbal, physical, social or psychological (including offensive messages through the use of SMS, email and material posted on the internet, known as “cyber bullying”, or inappropriate use of camera phones).
- This policy is in accordance with the Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulations 2001. This policy should be read in conjunction with KPR Recruitment’s policies the Code of Conduct, Anti-Racism Policy, Sexual Harassment Policy and the Occupational Health and Safety Risk Management Policy.
- This policy is in accordance with the Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulations 2001. This policy should be read in conjunction with KPR Recruitment’s policies the Code of Conduct, Anti-Racism Policy, Sexual Harassment Policy and the Occupational Health and Safety Risk Management Policy.
REHABILITATION POLICY
Objectives
- KPR Recruitment’s experience has shown that workplace rehabilitation assists the healing process and helps restore the worker’s normal function sooner. Workplace rehabilitation includes early provision of timely and adequate services, including suitable duties programs and aims to:
- Maintain injured or ill workers at work;
- Ensure the workers earliest possible return to work;
- Maximise the worker’s independent functioning and;
- Provide durable employment.
Applicability
- This policy applies to all employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
- KPR Recruitment recognises that there are substantial benefits to be gained from rehabilitation principles and practices and is committed to implementing them within the workplace and provide the legislative support for workplace rehabilitation activities.
- Providing a safe and healthy work environment, but in the unlikely event of an injury or an illness, making sure workplace rehabilitation is started as soon as possible in accordance with medical advice.
- Ensuring appropriate suitable duties are made available to injured or ill employees to facilitate their safe and early return to work. These duties must be consistent with the current medical certificate and will be limited.
- Respecting the confidential nature of medical rehabilitation information and ensuring there will be both verbal and written confidentiality.
- Complying with legislative obligations with respect to the standard for rehabilitation.
- Adopting a multidisciplinary approach to rehabilitation as required.
- Reviewing this policy and procedures at least every three years to ensure it continues to meet legislative requirements and the needs of all parties.
- Workplace rehabilitation procedures have been developed to support this policy.
- This policy is in accordance with the Workers’ Compensation and Rehabilitation Act 2003 and the Workers’ Compensation and Rehabilitation Regulations 2003.
RISK MANAGEMENT POLICY
Objectives
- KPR Recruitment’s experience has shown that workplace rehabilitation assists the healing process and helps restore the worker’s normal function sooner. Workplace rehabilitation includes early provision of timely and adequate services, including suitable duties programs and aims to:Embedding risk management principles and practices into strategic development and day to day business processes is critical to achieving robust and proactive outcomes. KPR Recruitment is committed to integrating risk management practices into all business processes and operations to drive consistent, effective and accountable action, decision making and management practice.
- Recognising that diversification of our business may naturally provide stability in expected outcomes as well as the ability to quickly and effectively respond to change and optimise opportunity.
- Provide confidence in operations, management decisions and certainty regarding expected outcomes.
- Allow the recognition of external factors and anticipate future occurrences that may affect the achievement of our strategy.
- Provide an understanding of the nature of risk to effectively mitigate downside whilst optim9ising and realising upside.
- Recognise that risk is embedded in all our activities and that the underlying risk appetite is key to effective decision making.
- Provide appropriate, consistent and transparent ownership and accountability structures.
- Recognise that timely and accurate monitoring, review, communication and reporting of risk is critical to providing a solid platform for growth and also early warning mechanisms for the effective management of risk occurrences and consequences.
Applicability
- This policy applies to all employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
- An employee is subject to workplace bullying if the person is subjected to repeated behaviour by a person, including the person’s supervisor, or a co-worker or group of co-workers of the person, or any other person that:
- Is unwelcome and unsolicited; and
- The person considers to be offensive, intimidating, humiliating or threatening; and
- A reasonable person would consider to be offensive, humiliating, intimidating or threatening
Workplace bullying and harassment does not include reasonable management action taken in a reasonable way in accordance with policies and procedures in connection with the person’s employment.
Bullying behaviour can be verbal, physical, social or psychological (including offensive messages through the use of SMS, email and material posted on the internet, known as “cyber bullying”, or inappropriate use of camera phones).
- This policy is in accordance with the Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulations 2001. This policy should be read in conjunction with KPR Recruitment’s policies the Code of Conduct, Anti-Racism Policy, Sexual Harassment Policy and the Occupational Health and Safety Risk Management Policy.
SEXUAL HARASSMENT IN THE WORKPLACE POLICY
Objectives
- Every employee, sub-contractor and visitor of KPR Recruitment (whether it be site or office) has the right to work in an environment free from any form of sexual harassment
- Sexual harassment is any form of unwanted, unwelcome or uninvited sexual behaviour intended to, or likely to degrade or humiliate another person. Sexual harassment may be considered to have occurred in circumstances where a reasonable person would have anticipated the possibility that the other person would be offended, humiliated or intimidated by the conduct
- KPR Recruitment will ensure appropriate instruction, information and training are provided to support this policy and promote staff awareness, including:
- Information and instruction on the standard of professional behaviour and respect towards others required in the workplace
- Procedures for reporting and resolving complaints of bullying.
- Information and instruction provided for staff investigating complaints of bullying.
- KPR Recruitment will ensure protection of complaints and witnesses from victimisation.
- KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives
Applicability
- This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces .
Context
- Sexual harassment can take various forms and be obvious or indirect, physical or verbal. Sexual harassment does not have to be repeated or continues to be against the law. Some actions or remarks are so offensive that they constitute sexual harassment in themselves, even if they are not repeated
- Examples of sexual harassment may include, but are not limited to:
- Unwelcome physical touching
- Sexual or suggestive comments, jokes or innuendo
- Unwelcome request for sex
- The display of sexual explicit material such as posters, pictures or on the computer
- Unwanted invitations or questions about a person’s private life
- Sex based insults or taunts
- Offensive communications, including telephone calls, messages, letters, faxes, emails, and comments on Facebook
- Sexual harassment can have detrimental effects on people and service delivery; create unsafe work environments; can contribute to the loss of skilled people; and a breakdown of teams and individual relationships
- Employees, sub-contractors and visitors, who witness any form of sexual harassment of another person, have a responsibility to report this type of behaviour. Any employee, sub-contractor or visitor who is concerned about possible sexual harassment should raise their concerns initially with their manager/ supervisor or a senior executive
- Managers have a responsibility to; detect and deal with behaviour that could constitute sexual harassment, or has the potential to develop into sexual harassment; ensure that allegations of inappropriate behaviour are considered seriously, dealt with fairly, promptly, and thoroughly; ensure workplaces under their control are free from sexual harassment; and model appropriate and ethical behaviour at all times
- Any employee, sub-contractor or visitor who is found to be in breach of this statement may be subject to disciplinary action, which may include dismissal
- KPR Recruitment is committed to ensure that the rights of employees, sub-contractors and visitors to work in an environment free from sexual harassment are maintained. All staff, sub-contractors and visitors share this responsibility
- This policy is in accordance with the Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulations 2001. This policy should be read in conjunction with KPR Recruitment’s policies the Code of Conduct, Anti-Racism Policy, Sexual Harassment Policy and the Occupational Health and Safety Risk Management Policy
WORKPLACE FIRE SAFETY POLICY
Objectives
- KPR Recruitment is committed to achieving good practice in the management of fire safety by assessing and managing fire risks to prevent harm to all visitors, employees, sub-contractors and anyone else who may be affected.
- KPR Recruitment will ensure that all visitors, employees and sub-contractors understand arrangement for fire safety management
- KPR Recruitment will ensure appropriate instruction, information and training are provided to support this policy in relation to:
- Fire prevention behaviour
- Fire control methods
- Evacuation procedures
Applicability
- This policy applies to all visitors, employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
- An employee is subject to workplace bullying if the person is subjected to repeated behaviour by a person, including the person’s supervisor, or a co-worker or group of co-workers of the person, or any other person that:
- All visitors, employees and sub-contractors should also be advised that emergency contact numbers are located on the attached emergency contacts page
- This policy is in accordance with the Occupational Health and Safety Act 2000 and the Occupational Health and Safety Regulations 2001. This policy should be read in conjunction with KPR Recruitment’s policies Occupational Health and Safety Risk Management Policy.
OUR POLICY
Anti-Racism Policy
Objectives
CODE OF CONDUCT
Policy Statement
Behaviour Outside Hours Of Duty
Alcohol And Drugs
Ethical Behaviour
Interaction With Colleagues
Ethical Behaviour
Equal Employment Opportunity (EEO)
Use Of Official Resources
Criminal Offences
Outcome
All staff understands their responsibilities and obligations, and has guidance when faced with an ethical dilemma or conflict of interest.
Applicability
DRUGS & ALCOHOL POLICY
Zero Tolerance! Objectives
Zero Tolerance! Objectives
KPR Recruitment is committed to providing a safe and healthy work environment at each site and this is consistent with KPR Recruitment’s responsibilities and duty of care. All individuals have a responsibility not to endanger themselves or others whether it be onsite or in the office. KPR Recruitment acknowledges individuals’ rights to consume alcohol socially as well as prescribed medication
The purpose of this policy is to set out the limits that apply in relation to:
The possession and consumption of drugs at any KPR Recruitment site; and.
Workers whose performance is affected as a result of consuming drugs or alcohol
Zero Tolerance! Objectives
KPR Recruitment is committed to providing a safe and healthy work environment at each site and this is consistent with KPR Recruitment’s responsibilities and duty of care. All individuals have a responsibility not to endanger themselves or others whether it be onsite or in the office. KPR Recruitment acknowledges individuals’ rights to consume alcohol socially as well as prescribed medication
The purpose of this policy is to set out the limits that apply in relation to:
The possession and consumption of drugs at any KPR Recruitment site; and.
Workers whose performance is affected as a result of consuming drugs or alcohol
ENVIRONMENTAL POLICY
Objectives
KPR Recruitment is committed to undertaking its business in a manner that recognises the importance of environmental protection and sustainability and seek to achieve balanced and sustainable outcomes with minimal environmental impacts in all our operations
In fulfilling this commitment, KPR Recruitment will:
Develop awareness of environmental management processes, standards and responsibilities among KPR Recruitment staff, sub-contractors and visitors
Apply an approach of avoid, minimise and mitigate in order of preference, to the management of environmental impacts associated with construction projects
Fully satisfy all environmental legislation, Government policy and, where specific legislation is lacking, uphold the spirit of the law;
Monitor the implementation of this policy;
KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives
Identifying, reporting, investigating and resolving all environmental incidents and also establishing, reviewing and communicating performance measures and taking action to improve outcomes
KPR Recruitment will develop strategies for implementing the Environmental Policy, a strategic plan incorporating a timetable for action, procedures and outcomes
Applicability
This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces
Context
This policy is in accordance with the AS/NZS ISO 14001
EQUAL EMPLOYMENT OPPORTUNITY POLICY
Objectives
Management will ensure that all employees and sub-contractors are treated fairly and equitably.
Management will ensure that all employees and sub-contractors are treated fairly and equitably.
Hiring.
Promotion & Transfer.
Compensation.
Income & Earning opportunities.
Training
Leave & Termination.
KPR Recruitment will endeavour to consistently employ capable people to manage and operate our working environments in a safe and productive manner. This allows all people employed or sub-contracted to utilise their skills to their fullest potential.
KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
Applicability
This policy applies to all visitors and employees and sub-contractors of KPR Recruitment whilst visiting or conducting business onsite or in the office or any other workplaces as well as any activities outside KPR Recruitment’s workplaces.
Context
In accordance with Federal and State laws, we provide an equal employment opportunity for all employees without discrimination against race, age, gender, religion, sexual preference, marital status, disability or impairment.
Any breach of this anti-discrimination policy will be considered a serious offence and immediate action will be taken and may include termination.
This policy is in accordance with the Anti-Discrimination Act 1997. This policy should be read in conjunction with KPR Recruitment’s policies the Anti-Racism Policy and the Sexual Harassment Policy.
OH&S
Objectives
KPR Recruitment recognises its obligations to the health & safety of all of our employees, contractors and visitors. KPR Recruitment and its management team will continue to monitor, review and update our policies and procedures to fully comply with all legislative requirements to provide a safe and injury free working environment. We completely understand the varied and high risk tasks that are performed on a day to day basis in the operation of our business and we endeavour to ensure that the health and safety of all persons is not compromised in any way, shape or form. To achieve this KPR Recruitment will:
Management will ensure that all legislative requirements are met
Haze a zero tolerance approach to unsafe work practice and have an overall goal of remaining injury and incident free.
Strategies integrated to achieve this:
SWSW and JSEA’s will be continually reviewed
Weekly hazard inspections to determine site and safety
Communication to all our employees and subcontractors through tool box talks, safety alerts, training sessions and our OH&S Officer
Staying up to date with all legislative requirements
OH&S Training
Recording all workplace incidents and near misses to determine reoccurring problems and ensure the prevention of any accident occurring
KPR Recruitment will endeavour to consistently employ capable people to manage and operate our working environments in a safe and productive manner. This allows all people employed or sub-contracted to utilise their skills to their fullest potential.
KPR Recruitment will review its systems and procedures periodically to ensure the content remains relevant and consistent with corporate objectives.
PRE-EMPLOYMENT
Objectives
KPR Recruitment recognises its obligations to the health & safety of all of our employees, contractors and visitors. KPR Recruitment and its management team will continue to monitor, review and update our policies and procedures to fully comply with all legislative requirements to provide a safe and injury free working environment. We completely understand the varied and high risk tasks that are performed on a day to day basis in the operation of our business and we endeavour to ensure that the health and safety of all persons is not compromised in any way, shape or form. To achieve this KPR Recruitment will: