For employees and independent contractors
Our Core Principles
PUBLISHED OCTOBER 2021
This publication is copyright and the confidential information of Chandler Macleod Group Limited prepared for the information of
Chandler Macleod Group external employees and contractors. No part of it may in any form or by any means (electronic, mechanical,
microcopying, photocopying, recording or otherwise) be reproduced, stored in a retrieval system or transmitted without prior written
permission of Chandler Macleod Group.
Chandler Macleod Staffing Services Handbook
Table of Contents
1.
WELCOME
1
1.1
About the Chandler Macleod Group
1
1.2
Safety is our priority
1
1.3
Why join Chandler Macleod Group?
1
1.4
Why do our clients need our employees and contractors?
3
1.5
What can you expect from Chandler Macleod Group?
3
1.6
Client inductions
3
1.7
Providing feedback
3
1.8
Privacy
3
2.
WHAT DO WE EXPECT FROM YOU?
4
2.1
Our expectations
4
2.2
Workplace diversity
5
2.3
Workplace bullying
5
2.4
Performance & discipline
5
2.5
Use of information technology
5
2.6
Personal use of client’s IT facilities
6
2.6-1
Social Media
6
2.7
Workplace Surveillance
7
2.8
Media policy
7
3.
OCCUPATIONAL HEALTH & SAFETY
7
4.
TIMESHEETS AND PAYMENT
21
4.1
Timesheets
21
4.2
Timesheets and public holidays
21
4.3
Required documents - employees
21
4.4
Required documents - contractors
21
5.
IMPORTANT DOCUMENTS
22
5.1
Code of conduct & values
22
5.2
Workplace diversity
25
5.3
Anti-bullying policy
29
5.4
Complaints and grievances policy
31
5.5
Discipline and misconduct Policy
33
5.6
Injury management commitment
35
5.7
Family and domestic violence leave and support
36
5.8
Drug & alcohol policy
36
5.9
Whistleblower Policy
41
5.10
Environmental policy
50
Chandler Macleod Staffing Services Handbook
5.11
Diversity and inclusion
46
5.12
Employee Assistance Program (EAP)
46
5.13
Privacy policy
46
5.14
Anti-corruption policy
47
5.15
Quality assurance
50
Chandler Macleod Staffing Services Handbook
1. WELCOME
Welcome to Chandler Macleod Group (Chandler Macleod or CMG), one of Australasia’s largest and most diverse providers of
human resource services. We find and recruit the best possible people across numerous industry sectors and specialist roles,
and truly believe in the power of people. We focus on unleashing our candidates’ full potential through ensuring each and
every candidate is aligned to our clients’ culture and business goals, so real and consistent success can be achieved.
As an employee based at one of our client sites or independent contractor (contractor) with Chandler Macleod, you join the
thousands of people we assign to clients around Australia every day, across a number of industries.
1.1 ABOUT THE CHANDLER MACLEOD GROUP
For more than 60 years, the Chandler Macleod Group has been in the business of productivity and opportunity. We partner
with clients, candidates and contractors to plan, source, assess, develop and manage the human resourcing needs of
organisations.
Our team of more than 1,400 internal employees and around 21,000 employees/contractors working on client sites
makes Chandler Macleod one of the largest employers in Australia, and our international network across New Zealand,
Hong Kong and Singapore.
Chandler Macleod has a proven track record in recruitment, selection, development and retention of individuals across a
wide range of industries:
Aviation
Manufacturing
Banking & Financial Services
Mining & Energy
Building & Construction
Professional Services
Fast Moving Consumer Goods
Telecommunications
Government
Transport & Logistics
Health
Utilities
We also offer comprehensive services in consulting, workforce management, outsourced and managed services, and payroll
and HR technology (HRIS). That means we are equipped to deliver a range of HR solutions to unleash the potential of people
and organisations.
More information and office locations can be found at www.chandlermacleod.com
1.2 SAFETY IS OUR PRIORITY
We are proud of our status as one of Australia’s safest employers and we actively work with our clients to provide innovative
ways to enhance workforce safety. Safety is more than just injury management. We believe it’s the basis from which both
we and our clients achieve productivity, retention, quality of output, employee and contractor engagement and ultimately,
employer attractiveness.
Whatever your role, our BestFit™ assessment process ensures that every worker we deploy is fully inducted, safetycertified and ready for work.
Detailed information about Occupational Health & Safety is contained in Section 3 of this Induction Handbook.
1.3 WHY JOIN CHANDLER MACLEOD GROUP?
Working with Chandler Macleod provides you with flexibility, variety and challenge in your career. You have the opportunity
to work in a variety of industries and companies, and meet many different people.
We value and look after our team, and do our best to keep you in assignments.
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For employees, Chandler Macleod offers three key benefits that make us different to other providers in the market:
1.We apply our BestFit™ methodology each time we place you in a role, in order to provide you with a comprehensive
understanding of how you may fit within a specific role and organisation.
2.Each of our recruitment consultants are specialists from industries and disciplines specific to our client sectors. Rather
than taking a generalist approach, this specialisation allows us to find the best future employer for your immediate and
long-term needs.
3.Through our various learning and development programs, we offer you opportunities for self-development and coaching
in order to help you develop your own career and add value to a potential employer.
Chandler Macleod Group Benefits Program
As a group, we are committed to working with our employees and contractors to place them in great roles, assist in
managing their careers and providing a range of unique benefits via the Chandler Macleod Group Benefits Program.
The benefits range from:
•
•
•
•
Salary packaging/sacrifice (Superannuation and Exempt Fringe Benefit Items & Otherwise Deductible Items)
Novated car leasing (via our partner Autopia)
Retail discounts/cashback offers*
Wellbeing (via our partner Lifeworks for EAP support).
Visit our website for more information https://www.chandlermacleod.com/contractors-employees/contractor-benefits
NOVATED CAR LEASE
A ‘novated lease’ is the most tax-effective way of owning and running a car. It allows your employer to deduct many of
the vehicle costs from your pre-tax salary, in turn reducing your income tax. You have one set deduction per pay cycle and
Autopia then pays all vehicle costs each month.
Chandler Macleod Group has partnered with Autopia to bring CMG Employees and PAYG Contractors novated leasing, an
employee benefit that lets you salary package a new, used or even your current car. To learn more about why novated leasing
is one of the most tax-effective ways to own and run a car, visit the Chandler Macleod Group Autopia Website (https://
novated.autopia.com.au/chandlermacleodgroup/). Here you’ll find details on eligibility, latest car deals and even details on
how we can sell your current car to make way for a new one
•
•
•
You can also REGISTER for a 15-minute webinar education session, where we explain how novated leasing works, and
provide savings examples.
webinars will be held monthly (First Thursday of each month at 12 noon (AEST)
Or BOOK a 15-minute 1:1 phone consultation to find out how a novated lease from Autopia could best work for you
DISCOUNT PORTAL
myDISCOUNTS (a service provided by Reward Gateway ABN 40 141 363 564*) is your exclusive benefits hub covering
hundreds of retailers including groceries, travel, entertainment and much more. It gives you and your family exclusive
access to discounted gift cards, instant vouchers and cashback rewards at your favourite stores, whether online or in-store.
We know that at times like these, saving money is really important to you, and equally important is saving businesses.
What do you need to do?
You will receive an activation email invitation from myDISCOUNTS to register for this component of the Group Benefits
Program. Your username for myDISCOUNTS will be your personal email address you have registered with us.
NOTE: Your personal information (including your email address & full name) will be shared with Reward Gateway for the
purpose of issuing you an invitation to myDISCOUNTS (a service provided by Reward Gateway ABN 40 141 363 564).
It is not compulsory for you to register with myDISCOUNTS so if you do not wish to have access simply disregard the
invitation email and you will not be activated. If you do decide to participate, you’ll need to accept myDISCOUNTS Terms &
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Conditions, including their Privacy Policy, and the disclosure of your personal information for the purpose of receiving the
myDISCOUNTS service.
SALARY PACKAGING
Our placed candidates may be eligible to salary package / sacrifice a range of items including superannuation and other
ATO approved items.
EMPLOYEE ASSISTANCE PROGRAM
Chandler Macleod Group has partnered with LifeWorks by Morneau Shepell to provide professional emotional support and
referral to community services should you or your family need them. This free access is provided to you and your family
while you are actively placed by the Chandler Macleod Group in a role, and for a period of 6 months after the placement/
employment finishes.
If you would like to learn more about this program and its’ benefits, please visit www.chandlermacleod.com/cmcb
1.4 WHY DO OUR CLIENTS NEED OUR EMPLOYEES AND CONTRACTORS?
There are many reasons why companies rely on the services of recruitment agencies and flexible staffing providers. As
some of their work is project-based, clients need to source different skills and attributes during different phases of the
project. Recruitment agencies provide employees and contractors to fulfil these needs and to reduce the financial and
administrative burden on companies. Our clients rely on our ability to provide suitably skilled employees and contractors
who will assist them to go about their business effectively and efficiently.
1.5 WHAT CAN YOU EXPECT FROM CHANDLER MACLEOD GROUP?
Chandler Macleod strives to build on our strong reputation for the provision and management of recruitment and
workforce solutions. As a leader in the marketplace, we endeavour to find assignments that are challenging and satisfying.
Our goal is to be the leading provider of human resources services.
We aim to:
• find the most suitable assignments for you that match your skill set, treat you like a person, not a number, recognise
and reward excellence
Now that you are a part of the Chandler Macleod team you will enjoy the benefits of:
• a regular payment schedule, and payment query support
• rate and assignment extension negotiations on your behalf
• ongoing support to enhance and further your career. We can provide information on emerging market trends to assist
you in making career decisions
• EEO (Equal Employment Opportunity) and Health and Safety information.
We place a large number of permanent candidates at all levels of organisations. If you choose to pursue a permanent role,
we can also help find the right opportunity for you.
1.6 CLIENT INDUCTIONS
This Induction Handbook does not replace the need for you to participate in a site-specific induction. The client has a
responsibility to ensure that you are inducted on site. If you do not receive a site induction on your first day of work,
please contact us immediately. Do not start work if you have not been inducted.
1.7 PROVIDING FEEDBACK
In instances where you wish to comment or provide feedback on our services but are not comfortable with providing this
feedback to your Chandler Macleod Consultant, please email your comments/ concerns to: feedback@chandlermacleod.com
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1.8 PRIVACY
Due to the nature of our business, Chandler Macleod is required to deal with large amounts of personal and sensitive
information such as your name, address, photo ID and email address, all of which are protected by the Privacy Act 1988
(Cth). The protection of your personal information, and privacy, is of the utmost importance to Chandler Macleod.
Our Group Privacy Policy can be found in Section 5, Important Documents, and covers the collection, use, protection and
disclosure of the personal information collected from you by Chandler Macleod. It is also available on the Chandler Macleod
website.
Chandler Macleod also has a separate policy for psychological assessments – please contact your Chandler Macleod
Consultant for a copy or follow the link on the Chandler Macleod website at www.chandlermacleod.com.
If you have any questions in relation to our Privacy Policy, requests for personal information or any complaint regarding
your privacy, please email us at privacy@chandlermacleod.com
2. WHAT DO WE EXPECT FROM YOU?
2.1 OUR EXPECTATIONS
To meet our expectations, and our clients’ expectations of their flexible workforce, you are required to:
• Act in accordance with our Code of Conduct & Values and our policies (see Section 5, Important Documents), and all
other requirements set out in this Induction Handbook. Ensure you have read of this handbook and understood your
obligations detailed in these documents before commencing any assignment, and
• Act in accordance with the client’s policies and ensure you have read the relevant polices If the client raises a policy
you have not been informed of please let your Chandler Macleod Consultant know.
Relevant client policies will usually cover:
• Anti-discrimination, harassment and bullying
• Health and Safety
• Security and surveillance
• Email, internet and social media
• Confidentiality, and
• Privacy.
The following standards must also be adhered to:
• Whilst on assignment, if you are an employee you will remain employed by Chandler Macleod at all times, but you will
be under the supervision of the supervisor appointed by the Client or their representative (Client Supervisor)
• At all times you will follow all reasonable directions or instructions received from your Client Supervisor
• You will treat all client confidential material in accordance with your duty to protect its confidentiality. You may be
required to sign a non-disclosure agreement
• You will arrive for work at the agreed starting time and remain until the agreed finishing time
• If for any reason you need to leave earlier than agreed, you will first advise your Chandler Macleod Consultant and then,
subject to any directions, your Client Supervisor. Ensure your work area is left in a clean and safe condition before leaving
• You will comply with all Chandler Macleod and client Health and Safety requirements and applicable legislation
• Any concerns regarding your safety will be raised in the first instance with your Client Supervisor. Make sure you notify
your Chandler Macleod Consultant if you have any concerns regarding your safety at work
• In the event of any injury you should consult the first aid attendant for treatment and advise your Client Supervisor and
Chandler Macleod Consultant of the incident/injury immediately.
Other important things to note:
• Remember, we are your employer/principal – so always contact us first. For example, if you have trouble getting to an
assignment or you are sick or unable to attend your assignment, tell us immediately, not the client
• If you arrive at the job and find that the job description, or work location has significantly changed, please call your
Chandler Macleod Consultant to discuss prior to starting work.
• Nobody is expected to undertake a job until they have received instructions on how to do it properly and safely and
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have been authorised to perform that job
• Please be aware that failure to comply with any of the above requirements may result in disciplinary or other action,
including termination of your employment or the ending of your engagement
• It is your responsibility to obtain the appropriate car insurance cover if you intend to use your car for anything other
than private use
• It is your responsibility to ensure your motor vehicle is roadworthy at all times.
2.2 WORKPLACE DIVERSITY
Chandler Macleod is committed to promoting a work environment free from discrimination, harassment and where all
people are encouraged to unleash their potential to the full extent. Discrimination and harassment (including sexual
harassment) will not be tolerated.
All employees and contractors are responsible for helping to create a positive work environment at our clients’ sites and
behaving in a respectful and professional manner at all times.
For more information, please refer to the Workplace Diversity Policy under Section 5 of this Induction Handbook,
Important Documents. See also Section 2.4, Complaints and Grievances.
2.3 WORKPLACE BULLYING
Chandler Macleod is committed to providing a safe work environment that is free from bullying. Bullying can have serious
impacts on a person’s health and safety, and can result in absenteeism and reduced productivity. Bullying can also have
significant social and health costs for individual staff and can affect all people at all levels of a workplace.
Bullying is repeated unreasonable behaviour directed towards another person creating a risk to that other person’s health
and safety. You must take all reasonably practicable steps to ensure that bullying does not occur in your workplace and to
resolve or report any instances of bullying.
For more information, please refer to the Anti-Bullying Policy under Section 5, Important Documents.
See also Section 2.4, Complaints and Grievances, below.
2.4 PERFORMANCE & DISCIPLINE
You should always adhere to high standards of performance and conduct. To ensure these standards are met, Chandler Macleod will
need to remedy situations of unsatisfactory performance or conduct which may adversely affect Chandler Macleod or its clients.
2.5 USE OF INFORMATION TECHNOLOGY
This section is a summary of Chandler Macleod’s IT Facilities, Systems & Social Media Use Policy, a copy of which is
available from your Chandler Macleod Consultant.
All Information Technology (IT) should be used responsibly, honestly and legally. All such use must also be consistent
with the expectations set out in this Induction Handbook, our Code of Conduct & Values, and our Policies (see Section
5, Important Documents). Please be aware that failure to comply with such standards may result in disciplinary action,
including termination of your employment or engagement.
In this section, “IT Facilities” refers to computing and communications facilities including telephones, facsimiles, mobile
phones, smartphones, tablets, desktops, laptops, printers, photocopiers that are supplied by Chandler Macleod or any of
its clients or your own facilities when used for work purposes.
“IT Systems” include, but are not limited to, software programs, email, instant messaging programs, internet access
including social media and content sharing forums, intranet, web services and any similar resources.
As an employee or contractor, you must not use IT Facilities and Systems for the following:
• purposes other than those for which you have been authorised
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• to create, transmit, attempt to access, or otherwise dealing with any material or data which is sexually explicit,
discriminatory, violent, obscene, indecent or which could reasonably be regarded as offensive or likely to cause harm
or distress to another person
• creating, transmitting or otherwise dealing with defamatory material „ making derogatory comments about other
Chandler Macleod users, Chandler Macleod’s clients, employees/contractors, or other representatives of clients
• causing damage to Chandler Macleod, Chandler Macleod users, or representatives, or engaging in conduct which has
the potential to do so
• use of an inappropriate or offensive photo or depiction to identify or represent you whether on internal or customer
facing systems or facilities
• transmitting or removing confidential or sensitive information from Chandler Macleod IT Facilities or Systems, including
through use of USBs or other methods
• using IT Facilities or Systems while operating a vehicle or in circumstances where it is unsafe to do so„ any use for
private gain or personal commercial purposes
• downloading or using any content that may infringe a persons or organisation’s copyright or intellectual property,
unless you have express permission to use this material, or
• unreasonable personal use of IT Facilities & Systems. This includes email, internet, social media and other tools.
In addition to the above, any use of IT Facilities and Systems which may compromise the security of Chandler Macleod’s or
our clients’ IT Facilities and Systems is also prohibited including, but not limited to:
•
•
•
•
sharing passwords or creating easily accessible written versions of passwords
making attempts to find out a password or gain unauthorised access to an IT Facility or System
using another Chandler Macleod user’s or client’s user login or password to access IT Facilities or Systems
connecting, installing, or using any unauthorised hardware or other equipment in connection with Chandler Macleod’s
or the client’s electronic equipment
• attempting to subvert the security of any of Chandler Macleod’s or the client’s IT Facilities, attempting to subvert any
restriction or accounting control (e.g. peer-to-peer, web authenticated proxy), or otherwise attempting to interfere with
the operation of IT Facilities
• attempting to download, create, or install any form of unauthorised or malicious software (e.g. worms, viruses, sniffers)
that may affect computing or network equipment, software or data
• removing any IT Facilities or Systems without express permission of your manager from Chandler Macleod’s or the
client’s premises.
2.6 PERSONAL USE OF CLIENT’S IT FACILITIES
Client’s IT Facilities must be used strictly for business use and not for any personal use unless expressly authorised by
the client. If you are in any doubt about whether personal use is acceptable, you should err on the side of caution and not
engage in any personal use.
If personal use is permitted by the client, you must ensure that such use fully complies with Chandler Macleod’s and the
client’s policies, does not impact on the performance of your duties and is otherwise consistent with our standards.
2.6-1 SOCIAL MEDIA
Social media is a global and growing channel that helps us connect and engage with our clients and colleagues. If
we use this channel effectively it helps build opportunities; however, inappropriate use can have an immediate and
profound impact on Chandler Macleod and its clients, given the potential for content to reach a very wide and sometimes
unintended audience, and remain available for a prolonged period.
For these reasons, Chandler Macleod reserves the right to monitor use of social media whether or not this is accessed via
Chandler Macleod’s or the client’s IT Facilities and Systems and take appropriate action to protect against misuse that
may be damaging to Chandler Macleod or our clients. All people are encouraged to use their judgment and discretion
when using social media to ensure they do not engage in inappropriate or unacceptable use as outlined below.
Unacceptable use of social media, whether for business or personal purposes, includes but is not limited to:
• implying that you are authorised to speak as a representative of Chandler Macleod or its clients, or giving the
impression that the views you express are those of Chandler Macleod or its clients. Without express prior approval from
Chandler Macleod’s Marketing Department or the client (as the case may be)
• the setup or moderation of social media groups or networks that are, or purport to be, authorised by Chandler Macleod
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•
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•
•
•
•
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or a client, without express prior approval from Chandler Macleod’s Marketing Department or the client (as the case
may be)
posting material for the purposes of your assignment that does not comply with the terms of use of the particular
social media outlet
using your Chandler Macleod or client email address, or any Chandler Macleod or client logo or other insignia, that may
give the impression of Chandler Macleod or a client’s support or endorsement of a personal comment
using or disclosing any confidential information of Chandler Macleod or a client obtained in your capacity as an
employee or contractor of Chandler Macleod
publishing or reporting on information or conversations that are confidential, or deals with matters which are internal
in nature (to either Chandler Macleod or a client of Chandler Macleod). Public sites are not appropriate for internal
communication with other Chandler Macleod people, clients or employees/contractors of clients
using the identity or likeness of another Chandler Macleod person or an employee/contractor of the client
posting material that is, or might be construed as, threatening, bullying, discriminatory or offensive towards another
Chandler Macleod person or a client, or person associated with a client
making any comment or posting any material that might cause damage to the reputation of the company or any of its
clients, or bring Chandler Macleod or any of its clients into disrepute.
Where your comments or profile can identify you as being associated with Chandler Macleod or a client, your comments
and postings may be viewed by others as a reflection on Chandler Macleod. For this reason, should you choose to identify
yourself in this way, you have special responsibilities to ensure that:
• if you comment on any Chandler Macleod or client-related matter, you must expressly state that your views are your
own and not those of Chandler Macleod or the client
• you are courteous and respectful to all people you interact with
• you adhere to the terms of use of the relevant social media platform/website, as well as copyright, privacy, defamation,
and all other applicable laws
• all content is accurate and not misleading and complies with all relevant Chandler Macleod and client policies.
2.7 WORKPLACE SURVEILLANCE
Please be aware that:
• if you have access to Chandler Macleod’s or a client’s IT Facilities, your email, computer and internet use may be
monitored by Chandler Macleod on an intermittent and on-going basis in accordance with Chandler Macleod’s IT
Facilities, Systems & Social Media Use Policy (a copy of which is available from your Chandler Macleod Consultant) or a
policy of the client
• Chandler Macleod and the client may also have in place video and/or audio surveillance at your place of assignment
and ancillary areas, or at the client’s premises, and your attendance and conduct at such places may be continually or
intermittently monitored and recorded
• data obtained through surveillance may be used for any legitimate purpose in relation to your employment/engagement
or other legitimate business activities or functions of Chandler Macleod or the client, or as otherwise permitted by
applicable legislation. Data may also be shared between Chandler Macleod and the client for these purposes.
2.8 MEDIA POLICY
Chandler Macleod also has a Media Policy which is available from your Chandler Macleod Consultant.
If you are contacted by the media (i.e. contacted by a journalist for your view on Chandler Macleod, your assignment or
the client), you must immediately refer to your Chandler Macleod Consultant who will then escalate as appropriate. Only
authorised spokespersons for Chandler Macleod may provide media comment.
3. OCCUPATIONAL HEALTH & SAFETY
Our commitment to safety
At Chandler Macleod, your safety is our priority. We also need your safety to be your priority. The single most important
factor in keeping you safe at work is your own personal behaviour and commitment to safety. In the following pages, we
will cover important information to ensure you stay safe and healthy at work.
All Australian workplaces are covered by safety law with the focus on the prevention of injury and illness and aims to:
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•
•
•
•
Identify, assess and control all hazards
Secure the health, safety and welfare of people at work
Protect people at, or near, workplaces from risks to their health and safety, arising out of the activities of all people at work
Ensure that expert advice is available on health and safety matters promote a workplace environment adapted to the
worker’s health and safety needs
• Foster a cooperative, consultative relationship on health, safety and welfare of people at work.
Chandler Macleod employees and contractors must take all reasonably practicable steps to ensure that they neither do
something, nor fail to do something, that creates a risk or increases an existing risk to their own health or safety or to that
of other people who are at, or near, the place where they are working.
Everyone shares a responsibility to report all accidents and hazards in the workplace. This helps to identify areas of risk
and take appropriate measures. It is equally important to report any “near misses” (an incident which could have resulted
in injury or damage to property but did not).
It is important to notify your Chandler Macleod Consultant immediately if the client seeks to transfer you to another
role (even if only for a temporary period), which is not the role you were originally assigned to do for that client.
Remember:
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•
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Safety is everyone’s responsibility, including yours
Do not start work if you do not feel safe
Contact us if you haven’t received a site induction
Contact us if you are unable to attend work for any reason
Contact us if any of your details change so we can update your personal file call us immediately if you are involved in a
workplace incident (including near misses, damage to property as well as injuries).
Failure to comply with the requirements set out above may result in disciplinary action up to and including termination of
your employment or contract with Chandler Macleod.
HEALTH AND SAFETY COMMITMENT STATEMENT
The Health and Safety Commitment statement is signed by our CEO Peter Acheson. This document is important as all
other safety procedures, guides and activities developed are done to ensure we fulfil the objectives of this statement.
Importantly, this commitment statement ensures places equal importance on physical and psychological wellbeing.
You can view this document on our group website (in the footer) along with all our other key policies https://www.chandlermacleodgroup.com/
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SAFETY CONSULTATION & COMMUNICATION
Chandler Macleod is committed to safety consultations with all employees and contractors. Consultation begins with the
Chandler Macleod induction and continues through to the workplace. On-going workplace consultations include site visits
by Chandler Macleod management and consultants, safety observations and toolbox talks/safety talks.
Chandler Macleod also meets regularly with client supervisors and other client representatives at client sites to discuss
safety performance and opportunities for improvement. In addition to site visits, Chandler Macleod also uses SMS and
email to distribute safety related messages.
UNDERSTANDING WORKPLACE HAZARDS
A hazard is anything (including work practices, procedures or behaviours) that has the potential to cause harm to a person. If
you spot a hazard, it is important that you notify your Client Supervisor and Chandler Macleod Consultant so that the hazard
can be removed or minimised. By reporting hazards, you could prevent yourself or someone else from being injured.
Hazards can be categorised into five broad areas:
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Physical e.g. noise, radiation, light, vibration, soft tissue strains, slips/trips/falls
Chemical e.g. poisons, dusts, gases, acids
Biological e.g. viruses, plants, parasites, insect bites
Mechanical/electrical e.g. tools, electrical equipment, mobile plant
Psychological e.g. fatigue, violence, bullying.
HAZARD REPORTING
If you feel that your issue has not been resolved to your satisfaction please contact us at feedback@chandlermacleod.com
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SAFETY IN OFFICE ENVIRONMENTS
Office environment – safety commitment
The commitment that Chandler Macleod requires of all employees working in office environments in relation to their
personal safety is detailed in our safety commitment:
Workstation ergonomics
Understanding how to set up your office work station in accordance with
ergonomic guidelines can make you a lot more comfortable at work. Prior to
setting up your work station it is important to remember that it is not ideal to be
sitting all day – here are some practical ways to get up and about when doing
when in an office environment:
Aim to stand up at least every 30 minutes (grab a drink, visit the restroom) If
you are using a telephone headset, you can stand during a conversation
Where possible don’t email a colleague in the same office – walk over to them!
Completing an ergonomic self-assessment
Use the guide below to ensure your chair, desk and monitor are adjusted to
suit your individual requirements. Refer any issues to your client supervisor for
assistance and support.
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REPETITIVE (AND SUSTAINED) FORCE ACTIVITIES
It is important for you to recognise if an activity involves repetitive or sustained postures, movements or forces undertaken
during PC-based work. For example, this could be completing single handed data entry for extended periods of time.
As a general guideline, repetitive means a task is performed more than twice a minute, and sustained means for more
than 30 seconds at a time.
To reduce the risk:
introduce appropriate rest breaks/exercises as far as is practicable if possible, introduce varied work tasks or share
repetitive tasks between casual employees.
LIGHTING
Ensure lighting is adequate in terms of: number, type and position of sources how often and how long tasks are performed
avoiding flickering and inappropriately coloured lights controlling natural light from windows reducing contrast between
foreground and background re-positioning the monitor to reduce glare.
GENTLE STRETCHES FOR OFFICE WORKERS
Pause Exercise Breaks are a series of exercises/stretches to help improve circulation, improve muscle and joint flexibility,
promote good posture and reduce fatigue. The exercises should be undertaken at the start and/or throughout your
working shift. One exercise should be carried out every hour. Hold each stretch for about 15 seconds and repeat 2-3 times.
The dots indicate the muscles that are being exercised.
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Exercise 1: Head rolls You should
carry out this exercise more regularly
if you are experiencing discomfort in
your shoulders, upper back or neck.
Gently lower ear to shoulder and hold
for 10 seconds. Slowly roll chin to
chest and up to other shoulder and
hold for 10 seconds. Repeat several
times and be careful not to extend
your neck back too far.
Exercise 2: Head turns You should
carry out this exercise more regularly
if you are experiencing discomfort in
your neck. Turn head slowly to look
over left shoulder and hold for 10
seconds. Turn head the other way and
hold for 10 seconds. Repeat several
times.
Exercise 3: Chin tucks You should
carry out this exercise more
regularly if you are experiencing
discomfort in your neck and upper
back. Raise the head to straighten
the neck. Tuck the chin in and
upwards creating a double chin.
This also results in a forward tilt of
the head. Hold for 10 seconds and
repeat several times.
Exercise 4: Shoulder rolls You should
carry out this exercise more regularly
if you are experiencing discomfort in
your shoulders, or upper back. Circle
shoulders forward several times, then
backward. Repeat 3 to 5 times.
Exercise 5: Shoulder stretch You should
carry out this exercise more regularly if
you are experiencing discomfort in your
shoulders, arms or upper back. Stretch
arm above head, cradle elbow with
hand and gently pull elbow behind the
head. Hold for 10 seconds and repeat.
Exercise 6: Wrist stretch You should
carry out this exercise more regularly
if you are experiencing discomfort in
your arms, wrists or fingers. Interlace
fingers, palms outward, and straighten
arms in front. Hold for 10 seconds and
repeat several times.
Exercise 7: Upper and lower back
stretch You should carry out this
exercise more regularly if you are
experiencing discomfort in your upper
back or lower back. Interlace fingers
and turn palms upward above head;
straighten arms then slowly lean
slightly from side to side. Repeat
several times.
Exercise 8: Back arching You should
carry out this exercise more regularly
if you are experience pain in your
lower back. Stand up. Support lower
back with hands and gently arch
back. Gently arch back and hold for
5 to 10 seconds. Repeat as often as
is needed.
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SAFETY IN INDUSTRIAL ENVIRONMENTS
Industrial Environment – Life Saving Commitments
The commitment that Chandler Macleod requires of all employees in relation to their personal safety is detail in our safety
commitments.
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MANUAL HANDLING GUIDELINES
At times, you may be placed on assignment in roles that have a high degree of manual handling. Your health and safety is
our priority, so please read this section carefully and comply with the guidelines it contains always.
Safe manual handling practices – Ensure that you follow the correct lifting procedure and that you are carrying out the
task in a safe manner. If you feel that you may not be able to carry out the lift independently, ask a colleague to assist or
use tools or machinery to assist in the lift.
Make sure you are OK – As some roles can be physically demanding, it is important that you raise with your Chandler
Macleod Consultant, as a matter of urgency, if there is any reason, condition, illness or injury that may put your health
and safety at risk, such as a sore back or pregnancy. We will work with you to be better understand your current state and
whether this has any impact on your ability to fulfil the inherent requirements of the role;
The risk of back injury increases when the load is above the 16-20 kg range. The risks involved with manually handling
loads are further increased when:
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•
•
the load is lifted from the ground
the load is lifted out of the back seat of a car or boot of a car (reaching forward while lifting)
the load is carried over a long distance, and/or
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• Many loads are handled in one period (e.g. unloading a truck).
To reduce the risk:
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use correct lifting techniques
use mechanical lifting devices where possible
use trolleys, or other lifting devices to assist
use team lifting techniques if possible
arrange your work to minimise the need for manual handling
store loads as close as possible to waist height if shelves or racks are used
maintain clear space around and above stored loads so that they can be lifted without awkward postures, and
use portable steps to gain access to a higher level rather than climbing onto, climbing from or jumping off, the higher
level (e.g. high shelves or storage units).
If you are unsure of the correct lifting procedures always speak with your Client Supervisor.
Safe steps for manual lifting
• Assess load for size and weight
• Put your feet close to the load
• Keep feet apart for balance
• Relax knees
• Lower body and bend knees.
• Drop your chin to your chest
• Get a firm grip on the load
• Raise your head (this keeps your neck and back in alignment)
• Straighten legs
Lift the load and turn your feet to the direction you wish to go before you walk – don’t twist your body first.
MACHINE OPERATING
Unless you are placed in a machine operating position, you should not be operating any machinery. If you are required to
use a machine that you were not originally employed/engaged to do, you must inform your Chandler Macleod Consultant
of the change. When operating machinery, you should check that it is in good working order and has all the appropriate
guards. Report any problems with machinery immediately to your Client Supervisor.
MOBILE PLANT
Only operate machinery if you have been trained and deemed competent to do so. If you are asked to use machinery that
you didn’t expect to use or don’t know how to use, please let your Chandler Macleod Consultant know immediately – this
will help us to ensure that you are not put at risk of injury. You may also be entitled to a higher rate of pay if using certain
types of machinery.
Many types of equipment require you to be ticketed (hold a licence), such as forklifts, cranes, loaders and dozers. You
must be qualified to operate any mobile plant equipment when employed by us. You will not be placed in a position where
you will be required to operate mobile plant unless you hold the relevant ticket or licence.
Prior to operating any mobile plant, it is important for you to complete a pre-start check to ensure that the equipment is
safe to use.
Equipment maintenance
If a machine or mobile plant breaks down, do not attempt to fix the problem yourself, unless that is the job that has been
assigned to you by your Chandler Macleod Consultant and you are suitably qualified to do so. Take the time to identify any
potential hazards that may arise from the breakdown and notify your Client Supervisor immediately so that the machine
can be locked out with a danger or service tag.
Do not attempt to remove or replace guards or modify the equipment in any way.
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Danger and lock out tags
In most workplaces, danger and lockout tags are used to prevent people from using faulty machinery or entering restricted
areas. To prevent injury to yourself or others, do not touch or attempt to use any machinery that has a lockout tag. You
must never remove a danger/lockout tag unless authorised to do so by your Client Supervisor.
Suspended loads
Some work activities may require large or heavy items to be suspended by a hoist crane or winch. Suspended loads must
be considered as having the potential to fall; therefore, take care to avoid exposure to the potential event of a load falling.
Suspended loads have the potential to cause serious injury or death – Chandler Macleod prohibits ANY type of work under
or near suspended loads.
Load chocks and restraints
All loads must:
• be adequately chocked to a height that enables safe work practices
• be secured by rated load restraints appropriate to the weight of the load
• have the chocks and restraints inspected by your Client Supervisor or qualified personnel to ensure they have been
correctly secured and are suitable to carry the weight of the load for the duration of the task.
EXCLUSION ZONES
Exclusion zones must be clearly marked to ensure people are not directly exposed to objects falling from height, (or other
hazards associated with hazardous work being undertaken within the exclusion zone).
CONFINED SPACE
A confined space is an enclosed or partially enclosed space that is at atmospheric pressure during occupancy and is not
intended or designed as a primary place of work. Confined spaces pose special hazards in that they have the potential to:
• contain an atmosphere that contains harmful levels of contaminants
• be deficient in oxygen (or conversely have excessive oxygen that may pose a fire risk)
• cause engulfment.
You must not work in or enter a confined space unless you have completed a CONFINED SPACE ENTRY COURSE, have
a current ticket and have been deemed competent. Prior to entering the confined space, you must ensure that there
is a rescue plan and standby person in place and that the confined space atmosphere has been tested using certified
and calibrated equipment. You will also need to ensure that all required isolations are in place.
Most confined space work will involve the completion of a ‘Permit to Work’ that must be signed off by a Client Supervisor.
Prior to entering any confined space, ensure the required authorisations are signed.
WORKING ALONE
In the unlikely event that you find yourself working alone in an area not regularly attended or away from other employees,
make sure you are aware of the emergency procedures. Make sure you have notified your Client Supervisor and your
Chandler Macleod Consultant of your location to allow regular communication in the event of an emergency.
WORKING IN EXTREME ENVIRONMENTS (HOT OR COLD)
If you are working in hot conditions:
• ensure you drink plenty of water and keep hydrated
• try to limit the length of time you are exposed to the heat source by taking breaks, rotating work and working in the
shade
• cease work if the conditions become too hot to continue safely.
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If you are working in the sun:
• wear a closely woven long sleeved shirt in a natural breathable material (such as cotton)
• wear a broad brimmed hat and sunglasses
• regularly apply a broad-spectrum sunscreen to exposed skin.
If you are working in cold conditions:
• for outdoor work: seek shelter, find a heat source, wear warm and waterproof clothing, replace wet clothing with dry
and stay physically active
• try to limit the length of time exposed to cold, including taking breaks or rotating work
• cease work if conditions become too cold to continue safely.
WORKING AT HEIGHTS
Common hazards associated with working at height include:
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falling from height
items falling on people below or near the working at height area
incomplete floors or working near excavations/penetrations
contact with overhead powerlines
trenches/pits.
Prior to commencing work at height, it is important that the work you are about to undertake has been authorised through
a permit to work system or risk assessment process. Where the risk of a fall cannot be eliminated, then the must be
reduced via the following strategies (in order of preference):
• Use passive fall safety systems such as safety mesh, perimeter guard railing, scaffolds, elevated work platforms, and
cranes fitted with man boxes or step platforms
• Use work positioning systems such as travel restraint systems, industrial rope access equipment
• Use fall injury prevention systems such as catch platforms, fall arrest harness or industrial safety nets.
Physical barriers should be installed to prevent items from falling from height. Physical barriers should cover penetrations
or excavations in addition to guard rails along the edges.
Before you can work at heights
Do not attempt to work from height unless you have successfully completed a SAFE WORKING AT HEIGHTS COURSE. Prior
to undertaking work at height, you must ensure that a rescue plan and standby personnel are in place. You will need to
inspect all equipment and anchor points prior to commencing the task and ensure all equipment is “in date” and free of
damage/wear and tear. You will also need to ensure that all required isolations and exclusion zones are in place.
NOISE
If you must raise your voice or shout to be heard by a person less than 1 metre away from you, your work area may be
a designated high noise area and you should be wearing hearing protection. If you are required to operate high noise
equipment such as jack hammers, drills, compressed air tools or hammers on metal, you should also be wearing hearing
protection. Hearing loss is permanent, so make sure you are fitted with the correct hearing protection for the job, such as
ear plugs or ear muffs.
HOT WORKS
Hot work refers to heat producing operations such as welding and grinding. Apart from the obvious physical hazards
associated with contact with heat (skin burns, eye burns), hot work has the potential to produce open flames that can
result in a fire emergency or produce toxic fumes and gases. Do not attempt to undertake hot work (especially welding)
unless you hold an appropriate trade qualification.
Welding masks, goggles, shields, gloves and aprons are available for your protection so make sure you use them. Ensure
that your work is correctly isolated from others, you have checked the area to make sure there aren’t any flammable
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sources and cylinders are turned off and free from leaks when you have completed the job.
HAZARDOUS SUBSTANCES
Hazardous substances, stated dangerous goods and combustible liquids are examples of hazardous materials classified
according to their relevance to Health and Safety.
Hazardous materials, if not labelled, stored or handled correctly, can cause harm to workers, members of the public,
property and the environment due to their physical, chemical, and biological properties. Hazardous materials include many
commonly found industrial, commercial pharmaceutical, agricultural and domestic chemicals.
Containers of decanted hazardous substances at the workplace must be labelled with the product name and basic health
and safety information (risk and safety phrases) from the supplier’s label.
Hazardous substances are chemicals and other substances including most dangerous goods for which a manufacturer
or importer must prepare, amend, provide and review a Safety Data Sheet (SDS). An SDS is a document containing
important information about a hazardous substance and must state:
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•
the hazardous substance’s product name
the chemical and generic name of certain ingredients
the chemical and physical properties of the hazardous substance
health hazard information
precautions for safe use and handling
the manufacturer’s or importer’s name, Australian address and telephone number.
The SDS provides the necessary information to safely manage the risk from hazardous substance exposure. It is important
that everyone in the workplace knows where the SDS Register is located and how to read and interpret the SDS.
Exposure to hazardous materials can cause adverse health effects such as asthma, skin rashes, allergic reactions, allergic
sensitisation, cancer, and other long term diseases. It is important that the site’s policy and procedures on hazardous
substances be observed at all times and that any hazards or near misses be immediately reported to your Client
Supervisor and to your Chandler Macleod Consultant.
You should only handle hazardous substances if you have access to relevant information contained in the SDS, have
received appropriate training and are competent to do so.
PERSONAL PROTECTIVE EQUIPMENT (PPE)
Clients may require standard Personal Protective Equipment (PPE) such as steel cap boots, hard hats, safety glasses, etc.
You will be advised by your Chandler Macleod Consultant of the PPE requirements (if any) for the assignment and you may
be refused work if you do not arrive at the site with the required PPE. Prior to attending an assignment, you must ensure
your PPE is in good repair and meets Australian Standards. Should you have concerns about the suitability or condition of
your PPE, please contact your Chandler Macleod Consultant.
FATIGUE
Fatigue is ultimately a result of insufficient sleep over a period of time and may be compounded by working conditions
and requirements. Once fatigued, an individual is unable to self-assess their continual risk level in the workplace and may
be unable to carry out the job in a safe manner.
If you have insufficient rest and sleep, you may place yourself or others at risk of injury. You must not attempt to drive if
you are feeling fatigued. If you experience the following symptoms, you may be fatigued:
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feelings of tiredness and sleepiness
difficulty concentrating
sore or aching muscles
feeling moody or irritable
headaches or dizziness.
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Your Chandler Macleod Consultant and Injury
Management Coordinator will plan your return to your
work following your incident.
As an employee/contractor you must adhere to the following:
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•
•
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you must not work more than 12 hours in any 24 hour period
take at least a 10 hour break between shifts
average weekly hours should not exceed 56 unless authorised by Chandler Macleod
if you are flying to a job, ensure that you have allowed yourself enough time for sufficient rest before commencing your shift.
Failure to comply with these requirements may result in disciplinary action up to and including termination of your
employment or contract with Chandler Macleod.
EMERGENCY SITUATIONS AND PROCEDURES
Emergency procedures will be site-specific and will vary from site to site. The emergency procedures will depend on:
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The nature of the business undertaking at the workplace
The possible types of emergency situations that may occur at the worksite
The geographic location of the worksite
The number of persons onsite
Industry or activity in the direct vicinity that may contribute to or be impacted by an emergency
POTENTIAL EMERGENCY SITUATIONS
• Building fire
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• Wild fire (a nearby wild fire or bush fire can quick spread and block roads. Additionally, smoke is a major hazard even if
the fire is some distance away
• Civil disturbance (e.g. protest)
• Armed hold up/ robbery
• Chemical spill/ uncontrolled release of gas
• Bomb threat
• Cyclone or severe storm event
It is important that you attend client site inductions and understand the emergency situations that may arise at each worksite
and the response procedures that the site has prepared. If you are unsure, please discuss with your Client Supervisor.
Be aware that different emergency situations will have a different response (e.g. in a cyclone event workers would seek
shelter within the building whereas in a building fire workers would be required to exit the building and meet at the
emergency assembly point).
REPORTING INCIDENTS
If you are involved in an incident or are injured at work, you are required to notify Chandler Macleod immediately. It is a
condition of your employment/engagement that you comply with this requirement. Failing to report incidents or injuries
can result in potentially serious consequences, including worsening of your physical condition and harm to other people
who may not be aware of the incident.
Remember: it is your responsibility to notify your Client Supervisor and Chandler Macleod Consultant if you are injured
at work.
INJURY MANAGEMENT COMMITMENT
Chandler Macleod believes that all employees are entitled to effective rehabilitation and support in the event of an injury
or illness. Employee care is our priority and we believe our approach provides employees with the best opportunity to
achieve a full and sustained recovery.
Chandler Macleod makes the following commitments to our employees:
• Provide a safe and healthy workplace
• Promote early incident and injury reporting
• Provide an immediate injury response to facilitate access to quality medical care and to coordinate an early and safe
return to work
• Injury coordination, monitoring and support by qualified injury management coordinators
• Ensure employees are not disadvantaged by promoting a positive approach to injury management across the business
and encouraging participation in return to work planning
• Go beyond compliance and seek best practice injury management outcomes
• Develop and provide access to procedures that support our injury management program.
GETTING SUPPORT FOR YOU
Our Employee Assistance Program (EAP) is a free confidential and professional counselling and support service for
employees. The program allows you to feel comfortable knowing that you can confidentially discuss any work or personal
issues that are an inevitable part of life.
Our EAP service will help you to identify, explore and manage any issues impacting your life, which can include:
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Conflict and communication
Maximising performance
Depression, anxiety and stress
Relationship and marital problems
Children or family member concerns
Grief or bereavement
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Addiction
Career path issues
Retirement
Work life balance
Work stress
Counselling services can take place over the phone or off-site, or face-to-face at one of the national locations. Chandler
Macleod Group has fully subsidised this EAP program, so it’s free to you. All the counsellors are highly professional,
qualified psychologists and social workers, with peak industry body accreditation and experience.
Call 1300 361 008
4. TIMESHEETS AND PAYMENT
It is our priority to ensure you are paid correctly and promptly.
4.1 TIMESHEETS
Timesheets and recordings of hours worked are captured through various methods and your consultant will provide the
necessary information to you depending on the client that you are engaged at. Timesheets are issued to you at the start
of your assignment or you can access online timesheets via our website. https://www.chandlermacleod.com/
Please complete your timesheet weekly or as otherwise directed. You cannot be paid unless your Client Supervisor has
approved the timesheet. In some cases, the client may have arranged to complete and submit timesheets on your behalf.
You will be advised if this is the case.
Please note that timesheets received after the deadline will be held over for processing and payment until the next pay
cycle. As long as you meet our deadline and depending on which financial institution you bank with, your pay should be
available to you within four working days.
Some clients may have their own timesheet approval system in place. These may be printed or available electronically
within a software application. Your Chandler Macleod Consultant will explain these processes to you.
For all pay related queries including updates to your profile including change of address, changes to your Bank, Tax &
Superannuation etc. should all be directed to our Payroll Customer Support Team.
Please see the details below.
Operating Hours: Monday to Friday 7am – 7pm (AEST)
Ph: 1300 853 100
Email: payrollcustomersupport@chandlermacleod.com
4.2 TIMESHEETS AND PUBLIC HOLIDAYS
Public holidays sometimes mean that a timesheet deadline will be adjusted. We will advise you of changes via email and/or in
your pay slips (for employees) or remittance advice/RCTI (contractors) prior to the public holiday (please ensure that we always
have your current email address). Your timesheet will be included in the next pay schedule should you miss the deadline.
4.3 REQUIRED DOCUMENTS - EMPLOYEES
As part of your registration, you are required to provide Chandler Macleod with certain information, including the following:
• Personal details (including proof of work rights and health information)
• Banking, superannuation and tax information
• Agreement to our Terms and Conditions of Employment (including our privacy and induction requirements).
4.4 REQUIRED DOCUMENTS - CONTRACTORS
As part of your registration, you are required to provide Chandler Macleod with certain information, including the following:
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• Company Banking details and GST Registration Details (if applicable) „ Company Registration Certificate (ABN & ACN)
Certificate of Currency for Workers Compensation
• Professional Indemnity insurance (minimum of $5 million) and Public liability insurance (minimum of $5 million)
• Agreement and consent of our Incorporated Independent Agreement (including our privacy and induction
requirements).
All Incorporated Contractors must have their own Professional Indemnity Insurance, Public Liability Insurance and
Worker’s Compensation Insurance. If you do not have this insurance, please advise your Chandler Macleod Consultant
before signing your agreement.
You must keep Chandler Macleod updated on your work rights status.
If you hold a visa which permits you to work in Australia, it is important that you keep your Chandler Macleod Consultant
updated with any changes. Both Chandler Macleod and you have legal responsibility to ensure that you are working in
accordance with your visa status.
5. IMPORTANT DOCUMENTS
5.1 CODE OF CONDUCT & VALUES
CODE OF CONDUCT
A message from the CEO
This Code of Conduct represents our commitment to behave ethically in our work and business practices, complying with
legal obligations and upholding our organisational values. In simple terms, it is about doing the right thing at all times
including when doing the right thing is challenging. If you are not sure it’s right- then you must carefully evaluate the
options and consequences and this Code helps you do that.
Our Code of Conduct enables us to base all the individual decisions we each make everyday, on a shared understanding –
regardless of the role we hold or the place we work. The Code sets out the minimum standards of behaviour and conduct
expected from each of us, whenever we represent a Chandler Macleod Business.
My expectation of each of you is that you will understand this Code and apply it in your interactions each day and speak up
if you see any behaviour or activity that you feel may breach our Code.
I am confident, if we do this that we will continue to protect and enhance the reputation and success of the Chandler
Macleod Group. Core Principles are our universal beliefs, informing our actions and decisions, as we work together to
deliver fair value for our stakeholders.
Application
The Code of Conduct (‘the Code’) applies to all “Our People”, meaning:
“employees” i.e. all people who are employed by CMG, AHS, Vivir or its associated entities, and who are employed
to do work directly for CMG, AHS, OCG, Grafton, Vivir or our International businesses. (including Executive and NonExecutive Directors) or the Company’s clients;
“independent contractors” or representatives of independent contractors who are performing work for the Company
pursuant to a contract. Independent contractors may be engaged to do work directly for the Company or for the
Company’s clients; and
“volunteers” i.e. people who do work directly for CMG, AHS, Vivir or on our premises but who are not employees and
are not independent contractors (or representatives of independent contractors). For example, this would include
work experience students and exchange workers.
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When does the code apply?
While working or attending work events (including work-related travel); and outside of work time where your conduct may
have an impact on the Company, your colleagues or the workplace.
BE SAFE
We want all our people to get home safely, every day. If we think and act in safe manner, we are less likely to injure
ourselves or others. Putting yourself or others at risk is never OK. We are all responsible for creating and maintaining a
physically and psychologically safe place to work.
TEST YOURSELF:
Have I made sure I am working safely today?
Have I helped my colleagues stay safe today?
What I must do:
• Always ensure the safety of yourself and your colleagues
• Complete any site inductions and read the client or site’s policy and procedures
• Always check you know how to do the task, including completing training and following safe work instructions
• Never break a safety rule to get the job done
• Check you know the emergency procedures for any site you attend
• Understand the first aid procedures for the site you work at
• Quickly report risks or incidents
• Do not let a colleague complete a task or job unsafely
• Wear PPE when required
• Always be fit for duty when you are at work
• Understand what to do if you have an injury
• Never refuse a drug and alcohol test
• Read the Occupational Health and Safety Policy, the Drug and Alcohol Policy to refresh your understanding
BE A TEAM PLAYER
With a workforce of over 20,000 employees, we each have a role to play to build the success of our team. A winning
team is good for Our People, clients and shareholders.
TEST YOURSELF:
What can I do to make us a winning team?
Am I doing my part?
What I must do:
• Meet your commitment to perform the job to the best of your ability
• Understand your job description, performance or KPI documents that define performance expectations
• Listen to all lawful and reasonable management directions issued by the Company or our client
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Understand how and when you may take annual, personal or parental leave under your leave policy
Always advise your manager of your non attendance or lateness at work
Step Up and Own your performance and conduct
Actively participate in feedback or performance discussions
Talk to your manager or supverisor if you can’t complete the job to the standard or in the timeframe
Find ways to Empower your team, business unit or client workplace to create a winning team
BE LAWFUL & ETHICAL
We have a responsibility to ensure our conduct is lawful. This is not negotiable. Keeping to our Core Principles can be hard
sometimes; it’s up to each of us to call out if something isnt right. If you are aware of an issue or you are concerned, you
should stop and speak to a manager.
TEST YOURSELF:
Does this feel wrong- if yes it probably is?
Does something feel not quite right?
What I must do:
Treat the company’s resources with respect
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Complete timesheets yourself for work performed and check them for accuracy
Follow the approved procurement process for purchases
Always ensure your actions stay within your delegated authority
Never engage in conduct that may be, or perceived to be fraudulent
Think before accepting a gift or favour- what does the other person expect ?
Never accept cash, kickback or bribe- if it’s offered you need to tell a manager immediately
Understand why we have rules and laws, and know why they are important in your role
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Always comply with your visa conditions, and tell us if they change
Understand what anti-competitive behaviour is and ensure you never cross the line
Assess the person or company you are considering doing business with- ensure they are legitimate and ethical
Never engage in business with organised crime syndicates or other unlawful associations. Ask questions about connections
Understand how we Respect one another in the workplace
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Understand your role in keeping the workplace free from unlawful discrimination, sexual harassment and bullying
Know that you can talk to your manager, or People & Culture if you have concerns
Understand how our complaint and grievance process works
Understand what the Whistleblower Hotline is and when to use it
BE PROTECTIVE OF OUR REPUTATION
We have built a solid reputation over 57 years, with the contribution and conduct of our people. To ensure that we remain
a strong business for many years to come, it is vital we maintain our reputation with our clients and with the broader
community. Reputation is fragile and can be damaged quickly by poor decision making. Make sure your actions enhance
your own and the Company’s reputation.
TEST YOURSELF:
If this was in the media would I regret my actions?
What I must do:
• Understand what personal and confidential information is and how it must be protected at work
• Never share personal or confidential information with people outside the organisation, even your friends or family
• Ask our Privacy Officer if you need help with requests for information from external parties before supplying
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information
Understand where your own interests and those of the Company could conflict and don’t cross this line (or give the
impression you have crossed the line)
Use social media responsibly, think before you post
Tell us about any negative opinion about the Company or client
Never suggest that your opinion in a public forum, including social media, is the Company or client’s opinion
Always ensure your actions stay within your delegated authority
Obtain approval before discussing Company or client information outside the workplace
Never discuss commercially senstive information unless authorised
Never make any comment to the media unless you are an authorised spokesperson
Get approval before considering any sponsorship of events
Tell us about any information that may cause reputational damage
BREACHES OF OUR CODE
We take compliance with our Code seriously, all Our People must comply with this Code, our Core Principles and all related
Policies referred to in this document. Any non compliance may result in disciplinary action up to and including termination
of employment or engagement. Where a breach constitutes unlawful conduct, legal action or criminal prosecution may
also occur.
If you suspect someone is in breach of the Code or Company policy you have a responsibility to say something.
Step 1:
If you feel comfortable, tell the person that you think their conduct is inconsistent with our Code. Ask them to explain and
see if you understand their thinking. If that doesn’t work follow step 2.
Step 2:
If the issue is serious, the person doesnt listen to you or you feel uncomfortable about approaching the person tell your
supervisor, manager or a People and Culture representative.
People & Culture can help you address or investigate the issue further. Our Complaints & Grievances Policy provides more
information. Alternatively, and if appropriate, you may raise your concern in accordance with the Whistleblower Policy.
Administration
This Code is administered by our People & Culture and Legal functions.
5.2 WORKPLACE DIVERSITY
SUMMARY
We believe that diversity brings many benefits at a company, team and individual level, such as innovation and adaptability to
change and greater engagement of internal and external stakeholders. At CMG, we believe in Best Fit, meaning the environment
we work to create helps to Unleash the Potential of our people. Therefore, embracing diversity should be central to all aspects
of our recruitment and employment processes and practices.Our BestFit approach also extends to creating a work environment
that gives each person the best chance to unleash their potential. It is the responsibility of every person within CMG to create an
environment of trust and mutual respect by behaving in a respectful and professional manner at all times.This policy sets out
the expectations and responsibilities of all people within CMG with regards to discrimination and harassment in the workplace.
SCOPE
This policy covers CMG People, meaning:
• Employees who are employed to do work directly for CMG at CMG sites;
• Employees who are employed to work directly for CMG’s clients;
• independent contractors (or representatives of independent contractors) who are engaged to provide services directly
to CMG; and
• volunteers or other site based people, work experience students, exchange workers and employees of our clients who
work from CMG sites.
This policy applies at all times when CMG People are interacting
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with and/or representing CMG. This means this policy applies:
• during work time;
• to work-related social functions;
• when you are interacting with clients, members of the public or suppliers
• whilst on business related travel; and
• to other behaviour outside of work time which may have an adverse impact on CMG or the workplace
(e.g. it could affect CMG’s or a client’s reputation, cause bad feelings or affect behaviour in the workplace)
POLICY
CMG is committed to promoting a work environment free from all forms of discrimination and harassment, and where
all our people are encouraged to “Unleash their Potential”, by being treated fairly, with dignity, courtesy and respect. CMG
does not tolerate discrimination or harassment in any form.
Appropriate workplace behaviour includes;
• treating everyone who you may come into contact with at work, including other CMG People, clients, customers and
suppliers, with respect. In the case of external employees/contractors this includes all people engaged, employed or
otherwise present at the client’s workplace;
• taking steps to appropriately resolve or report any incident of discrimination or harassment of which you may become aware;
• offering support to anyone who may be experiencing discrimination or harassment and letting them know where they
can seek help and advice;
• assisting and cooperating with any investigation of a complaint where required,
• maintaining confidentiality of information provided during the investigation of a complaint;
• not spreading gossip or rumours about a person or situation; and
• ensuring your actions are consistent with CMG’s Code of Conduct and Values.
WHAT IS DIVERSITY?
Diversity means all the ways we are different from each other. It includes, for example, visible differences such as
age, gender, ethnicity and physical appearance, as well as underlying differences such as thinking styles, religion,
nationality, family situation, sexual preference and educational background. Embracing diversity and the unique skills and
experiences of each individual is fundamental to our business success. Whether working on a client site or directly at a
CMG office, diversity is at the core of our vision of “Unleashing Potential”. We embrace the diversity of our people to help
us achieve our vision.
DISCRIMINATION AND HARASSMENT
WHAT IS DISCRIMINATION?
Direct discrimination is when a person is treated less favourably than another person because of a particular trait that
person has or is assumed to have, where that attribute is protected by legislation. It is unlawful (see section 11, Related
Legislation) to discriminate against someone on the grounds of:
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sex;
marital status;
pregancy or potential pregnancy;
breastfeeding;
family or carer’s responsibilities;
race, colour, nationality, descent, ethnic or ethno-religious background;
disability (including intellectual disability, physical disability or psychiatric illness);
age
sexuality;
political opinion;
social origin;
religion; or
being associated with a person who has any of the above characteristics.
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For example, it may be unlawful discrimination if:
• a person is looked over for a job opportunity because of his or her race; or
• a person is denied access to training opportunities because he or she has a disability.
Some states/territories cover additional grounds of unlawful discrimination, e.g. irrelevant criminal record, irrelevant
medical record or physical features. We strive to treat people without reference to any irrelevant characteristic, as part of
respectful workplace interactions and merit based decision making.
Indirect discrimination refers to a rule or practice which is applied generally but which has a particular impact on a person
due to the person possessing one of the above attributes, and where this rule or practice is not reasonable having regard
to all the circumstances. Indirect discrimination is harder to detect. CMG encourages all people, including managers, to
consider any unintended impacts of business rules or practices and how these may be adjusted to be more inclusive,
taking into account the requirements of the business.
WHAT IS HARASSMENT?
Harassment is any unreasonable, uninvited or unwelcome behaviour that a reasonable person would consider offensive,
humiliating, intimidating or threatening to another person or which makes a workplace uncomfortable for another person.
It is unlawful (see section 11, Related Legislation) to harass someone on the basis of one of the prohibited grounds listed
above (see section 5.1, What is discrimination?)
• Intention does not matter- if it has the effect of being offensive, humiliating or intimidating, that could be harassment,
for example, a racist joke which some people found funny but another person felt was offensive or humiliating.
• Harassment doesn’t need to be directed at a particular person- if a reasonable person is likely to be offended it can be
unlawful harassment. e.g. a sexually explicit screen saver or poster can be considered a form of sexual harassment
A single act can be harassment- although often harassment may be repeated, a single act can also constitute harassment.
Harassment may take the form of persistent innuendoes or threats. It may be silent or loud, subtle or openly hostile. It can
be public or private.
• Words, images or actions can be harassment- It can include words or statements that are transmitted by post, fax,
phone (including text message), video, email, computer servers (including use of social media forums) or material
displayed on someone’s phone at work.
SEXUAL HARASSMENT
Sexual harassment is a particular form of harassment that is unlawful. It is unreasonable, uninvited or unwelcome conduct
of a sexual nature which makes another person or group of people feel offended, humiliated or threatened. It need not
be aimed at a particular person, or be intended to offend, humiliate or threaten any person.Examples of behaviour which
could constitute sexual harassment include:
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unwelcome sexual advances;
sexual or suggestive remarks;
sexual propositions or repeated requests for dates;
intrusive questions about a person’s private life;
sexual jokes and innuendo;
deliberate and unwanted physical contact such as touching, brushing up against a person, hugging etc;
offensive telephone calls, magazine articles, images, objects, email, screen savers, pictures or calendars; or
suggestive looks or leers
Sexual harassment can occur both in the workplace or outside of work - for example in the lunchroom, via work emails,
in online forums, or sometimes at work sponsored events outside work.
Sexual harassment can occur between any two people - for example it can commonly occur between men and women,
but sexual harassment can also be directed from women to men, men to men or women to women.
WHAT IS VICTIMISATION?
Victimisation occurs when a person is subjected to some form of detriment because they made a complaint in good
faith or were a witness to, or involved in the investigation of, a complaint of discrimination or harassment.Victimisation
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is unacceptable and is unlawful.An example of victimisation could be an employee refusing to co-operate with another
person because that person had made a complaint of sexual harassment against a coworker.
EXPECTATIONS & RESPONSIBILITIES AT WORK, YOU CAN EXPECT TO BE TREATED WITH DIGNITY
AND RESPECT AND NOT SUBJECTED TO DISCRIMINATION OR HARASSMENT OF ANY KIND.
You also have the responsibility to:
• understand this policy;
• treat all others with dignity and respect, including all other employees, independent contractors, clients, suppliers and
visitors;
• not participate in any inappropriate workplace behaviour (including harassing behaviour);
• not encourage or in any way condone breaches of this policy by others; and
• take appropriate steps to resolve or report any instance of discrimination or harassment.
All managers along with your CMG consultant if you are based at a client site, are also responsible for creating an
environment where discrimination and harassment are not accepted. The must do their best to;
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model appropriate behaviour;
promote this policy within their team/workplace;
monitor the workplace and ensure that acceptable standards of conduct are enforced;
take appropriate and prompt action in relation to suspected breaches of this policy;
treat all complaints regarding discrimination or harassment seriously and confidentially.
WHAT ARE THE POTENTIAL CONSEQUENCES OF BREACH OF THIS POLICY?
If an employee is found to have engaged in discrimination or harassment , this may result in one or more of the following actions:
• an apology (verbal or written, private or more public);
• informal counseling, mediation or training;
• appropriate disciplinary action which may include a verbal or written warning, up to termination of employment
(including summary dismissal); and
• for an independent contractor or representative of an independent contractor, ending of the contract or other
appropriate action.
• One or more of the above actions may also follow where:
• a person is found to have victimised, vilified or retaliated against a person who has made a complaint of discrimination
or harassment; or
• a person is found to have made a deliberately false or malicious complaint.
WHAT SHOULD I DO IF I FEEL I HAVE BEEN DISCRIMINATED AGAINST OR HARASSED?
Refer to the Complaints & Grievances Policy. This Policy sets out steps you can take to resolve an issue involving alleged
discrimination or harassment which can include, asking the person to stop their behaviour, escalating the issue to your
manager, or making a formal complaint.CMG can also provide you with access to an Employee Assistance Program (EAP)
which offers confidential support from external counsellors. For more information about accessing EAP, contact:
• your direct manager or People & Culture; or
• your CMG consultant (if you are working on a client site).
RELATED LEGISLATION
Federal laws
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Australian Human Rights Commission Act 1986 (Cth)
Age Discrimination Act 2004 (Cth)
Disability Discrimination Act 1992 (Cth)
Racial Discrimination Act 1975 (Cth)
Sex Discrimination Act 1984 (Cth)
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State and Territory laws
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Australian Capital Territory Discrimination Act 1991 (ACT)
New South Wales Anti-Discrimination Act 1977 (NSW)
Northern Territory AntiDiscrimination Act 1996 (NT)
Queensland Anti-Discrimination Act 1991 (QLD)
South Australia Equal Opportunity Act 1984 (SA)
Tasmania Anti-Discrimination Act 1998 (TAS)
Victoria Equal Opportunity Act 1995 (VIC)
Western Australia Equal Opportunity Act 1984 (WA)
5.3 ANTI-BULLYING POLICY
SUMMARY
CMG is committed to promoting a safe and respectful working environment for all CMG People. This is reflected in CMG’s
Code of Conduct & Values policy. Bullying has no place in CMG’s workplaces. This applies equally whether you are working
at a client site or working at a CMG site. This policy sets out the expectations and responsibilities of all CMG People with
regards to bullying in the workplace.
SCOPE
This policy applies to all CMG People, meaning:
• Employees who are employed to do work directly for CMG at CMG sites;
• Employees who are employed to work directly for
CMG’s clients;
• independent contractors (or representatives of independent contractors) who are engaged to provide services directly
to CMG; and
• volunteers or other site based people work experience students and exchange workers work experience students,
exchange workers and employees of our clients who work from CMG sites.
This policy applies at all times when CMG People are interacting with and/or representing CMG. This means this policy applies:
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during work time;
to work-related social functions;
when you are interacting with clients, members of the public or suppliers,
whilst on business related travel; and
to other behaviour outside of work time which may have an adverse impact on CMG or the workplace (e.g. it could
affect CMG’s or a client’s reputation, cause bad feelings or affect behaviour in the workplace).
BULLYING
WHAT IS BULLYING?
Bullying is repeated unreasonable behaviour directed towards another person creating a risk to that other person’s health and
safety. However, single incidents can also create a risk to someone’s health or safety and therefore should not be ignored.
• Words or actions can be bullying. It can be carried out verbally, physically or in writing (e.g. emails or text messages, or
use of social media forums such as Facebook).
• It can occur at all levels in a workplace. It can be carried out downwards (from managers to employees), sideways
(between co-workers) and upwards (from employees to managers).
• It can be directed at more than one person. It can be carried out by more than one person.
Bullying in the workplace can have serious impacts on a person’s health and safety, and can result in, for example,
absenteeism, reduced productivity and loss of experienced and skilled staff through resignation. Bullying can also have
significant social and health costs for individual staff and can affect all people at all levels of an organisation.
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EXAMPLES OF BULLYING
A variety of behaviours and acts may constitute bullying. These may include:
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putting new employees through “initiation rituals”;
verbal abuse, shouting, name calling, belittling or other forms of demeaning or intimidating language or communication;
threatening to take unjustified action against a person unless he/she complies with unreasonable requests;
deliberately placing unreasonable work demands on people, such as overloading them with work, setting unreasonable
timeframes or assigning meaningless tasks which are unrelated to the person’s role;
deliberately isolating an employee by refusing to talk to / interact with them;
spreading rumours or innuendo about a person;
interfering with or sabotaging another person’s personal property or work equipment;
violence, threats of violence or intimidation.
WHAT IS NOT BULLYING?
Reasonable management actions carried out in a fair way are not bullying. Such management actions may include:
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setting performance goals, standards and deadlines;
allocating work to a person;
rostering and allocating work hours;
transferring a person to a role or position;
deciding not to select a person for a promotion;
performance management processes;
providing constructive feedback;
informing a person about inappropriate behaviour
Conflict between you and your co-workers will not always be bullying. For example the following would not be bullying:
• the fact that you do not “get on” with one or more of your coworkers at work;
• having a difference of opinion with one or more of your coworkers; or
• disagreeing with your coworkers about a particular matter.
WHAT IS VICTIMISATION?
Victimisation occurs when a person is subjected to some form of detriment because they made a complaint in good faith
or were a witness to, or involved in the investigation of, a complaint of discrimination, harassment or bullying.
Victimisation is unacceptable and is unlawful.
An example of victimisation could be an employee refusing to interact or co-operate with another person because that
person had made a complaint of bullying.
EXPECTATIONS AND RESPONSIBILTIES
At work, you can expect to be treated with dignity and respect and not be subjected to bullying. You have an obligation to:
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read and understand this policy;
take all reasonably practicable steps to ensure that bullying does not occur in your CMG workplace;
not encourage or in any way condone breaches of this policy by others; and
take appropriate steps to resolve or report any instance of bullying.
Managers in the workplace along with your CMG consultant, if you are based at a client site, must;
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take all reasonably practicable steps to protect the health, safety and welfare of employees and other people in the workplace;
model appropriate standards of behaviour;
promote this policy within their team/workplace;
monitor the workplace and ensure that acceptable standards of conduct are enforced; and
take appropriate and prompt action in relation to suspected breaches of this policy.
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WHAT ARE THE POTENTIAL CONSEQUENCES OF BREACH OF THIS POLICY?
If an employee is found to have bullied another at work, it may result in one or more of the following actions:
• an apology (verbal or written, private or more public);
• informal counseling, mediation or training;
• appropriate disciplinary action which may include a verbal or written warning, up to termination of employment
(including summary dismissal); and
• for an independent contractor or representative of an independent contractor, ending of the contract or other
appropriate action.
One or more of the above actions may also follow where:
• a person is found to have victimised, vilified or retaliated against a person who has made a complaint of
discrimination, harassment or bullying; or
• a person is found to have made a deliberately false or malicious complaint.
WHAT SHOULD I DO IF I FEEL I HAVE BEEN BULLIED?
Refer to the Complaints & Grievances Policy.
This Policy sets out steps you can take to resolve the issue which may include, asking the person to stop their behaviour,
escalating the issue to your manager, or making a formal complaint.
CMG can provide you with access to an Employee Assistance Program (EAP) which offers confidential support from
external counsellors. For more information about accessing EAP, contact:
• your direct manager or People & Culture; or
• your CMG consultant (if you are working on a client site).
5.4 COMPLAINTS AND GRIEVANCES
CHANDLER MACLEOD GROUP POLICY DOCUMENT
Summary
CMG believes in creating a positive and respectful working environment for all CMG People. This philosophy is reflected in
our values and our Code of Conduct, and our other policies
From time to time there may be disagreements in the workplace. This policy sets out how we can assist you to resolve
these issues in a constructive manner. This may include escalating issues and/or making a formal complaint or grievance.
SCOPE THIS POLICY COVERS CMG PEOPLE, MEANING:
• Employees who are employed to do work directly for CMG at CMG sites;
• Employees who are employed to work directly for CMG’s clients;
• Independent contractors (or representatives of independent contractors) who are engaged to provide services directly
to CMG; and
• Volunteers or other site based people work experience students and exchange workers work experience students,
exchange workers and employees of our clients who work from CMG sites.
EXPECTATIONS AND RESPONSIBILITIES
At work, you can expect in accordance with this policy and CMG’s Workplace Diversity and Anti- Bullying policies to:
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be treated with dignity and respect, and not be subjected to harassment, discrimination or bullying
make a complaint and be heard
have your complaint dealt with in a manner that is timely, sensitive and fair
not be subjected to victimisation or retaliation if you make a complaint
At work, you have the responsibility to:
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treat all others with dignity and respect, including all other employees, independent contractors, clients, suppliers and visitors
comply fully with CMG’s policies about appropriate workplace behaviour
make complaints only in good faith
take all reasonably practicable steps to care for your own health, safety and welfare and that of others
not spread rumours or gossip about a person
maintain confidentiality of the complaints and grievances process
At your CMG workplace, your manager along with your CMG consultant, if you are based at a client site, must do their best to;
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take all reasonably practicable steps to protect the health, safety and welfare of employees and other people in the workplace
lead by example and model appropriate workplace behaviour
respond promptly to any incidents of behaviour outside of CMG’s culture, values or Code of Conduct & Values and policies
treat all complaints seriously and confidentially
offer support to all parties – e.g. offer access to the Employee Assistance Program
seek assistance from People & Culture in dealing with complaints as appropriate
While we will consider how the person making the complaint would like it to be dealt with, CMG has an obligation to
properly investigate complaints and grievances, and to deal with them appropriately in the circumstances, which may
mean that your complaint is dealt with differently to how you would prefer.
MAKING A COMPLAINT OR RAISING A GRIEVANCE
Please follow the steps below for resolving complaints and grievances relating to work or the work environment. This includes
issues relating to unfair treatment, discrimination, harassment, bullying or any other inappropriate behaviour or workplace issue.
ASK THE PERSON TO STOP
Try to resolve the issue directly by meeting with that person and discussing the complaint or grievance as soon as possible.
Wherever possible, directly inform the other person that you feel their behaviour is inappropriate, explain why their
conduct was unfair or inappropriate and request that it stop.
In some situations, the behaviour or issue may have arisen without the person concerned realising what they have done.
Discussing the issue directly with the person gives them an opportunity to stop or change what they have been doing.
If this does not resolve the matter or you do not feel comfortable approaching the person directly, then go to STEP TWO.
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Tell CMG about the issue.
If you work in CMG locations, you should inform your manager as soon as possible. If you work on CMG client sites, you
should inform your CMG consultant as soon as possible. You should inform your manager as soon as possible. You and
your manager/consultant should discuss ways to resolve the issue.
If you do not feel comfortable dealing with the issue directly with your manager (for example if the complaint directly
involves your manager) then your next level of manager may be able to assist (see Step Three).
Speak to your next in line manager (your manager’s manager or your CMG consultant’s manager) or a more senior
manager or to People & Culture.You can use the Complaints/Grievances Form to record details of your complaint. You
may be asked to put your complaint in writing or to complete this form if you have not done so already, to assist CMG in
understanding your complaint.When making a complaint, you will need to provide relevant facts. Details provided should
answer the questions: Who? What? When? Where? How? Why?Where possible, you should also identify anything you have
done to try to resolve the issue and/or how you believe the issue could or should be resolved.If you do not feel comfortable
talking to your next in line manager then please contact People & Culture. There may also be some cases where People &
Culture will handle the complaint rather than the next in line manager. See Serious Complaints below.
SUPPORT PERSONS
Any employee involved in the Complaints & Grievances steps, as outlined above, will be given a reasonable opportunity to
have a support person of their choice present during any discussion.
Where you wish to have a support person present, you should ensure that you advise the proposed support person’s name
and role to any other participants before the discussion.
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SERIOUS COMPLAINTS
In some circumstances, complaints may be made of a serious nature that, if substantiated, may lead to disciplinary action being
taken against another person. Such complaints may involve a breach of CMG’s policies and/or the Code of Conduct & Values.
Where such serious complaints are raised, an investigation into the alleged inappropriate behaviour may be conducted by
the relevant manager and/or People & Culture team member.
All complaints will be treated seriously and will be kept confidential to the extent practical in order to investigate and take
appropriate action and to the extent permited by law.
For very serious or systemic issues, you may choose to invoke the WhistleblowerProtections (refer to CMG’s Whistleblower Policy).
Can I make an anonymous complaint?
Complaints may be made anonymously. However, making an anonymous complaint may limit our abiltiy to investigate or deal
with the matter or to communicate with you aboutCMG’s response.Making an anonymous complaint means lodging a complaint
without you disclosing your identity to anyone (including not disclosing your identity to the person receiving the complaint). To make
an anonymous complaint, you should refer a written complaint to the appropriate person without disclosing your name or contact
details. If you do disclose your identity at any point during the process, the complaint will no longer be anonymous.
Employee Assistance Program
CMG can provide you with access to an Employee Assistance Program (EAP) which offers confidential support from
external counsellors. For more information about accessing EAP, contact:
• your direct manager or People & Culture; or
• your CMG consultant (if you are working on a client site)
5.5 DISCIPLINE & MISCONDUCT POLICY
Application
This policy applies to our employees meaning All people who are employed by CMG, AHS, Vivir or its associated entities,
and who are employed to do work directly for CMG, AHS, OCG, Grafton, Vivir or our International businesses (including
Executive and Non-Executive Directors) or the Company’s clients.
This Policy applies while working or attending work events (including work-related travel); and outside of work time,
including in online platforms, where your conduct may have an impact on the Company, your colleagues or the workplace.
Conduct covered by this policy:
The type of conduct and behavior that may be dealt with under this policy includes:
• continued unsatisfactory behaviour, such as lateness or unauthorised absence;
• breaches of obligations in a contract of employment;
• breaches of Company policies and procedures;
• behaviour which, due to its nature, has the potential to have an adverse impact on the Company’s reputation;
• serious misconduct including but not limited to theft, dishonesty, or violence; and
• any other behaviour that is inconsistent with the Company’s Core Principles and Code of Conduct.
In this Policy, all such conduct or behaviour which fails to meet the standards expected by CMG is referred to as “misconduct”.
This policy DOES NOT APPLY to poor or unsatisfactory work performance. Managers should seek assistance from People &
Culture to help with a Performance Recovery process.
What can be expected from the Company:
1. To minimise the impact on the work environment and CMG we will deal with allegations as promptly as is practicable;
2. Apply procedural fairness throughout the process. What is required in each case will depend on the nature of the
issues and all the circumstances.
3. Follow a reasonable process, including that we will endeavor to:
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• inform the employee about the alleged misconduct in enough detail to enable them to understand and adequately
respond; (Note this does not require the provision of any actual written complaint);
• give the employee a reasonable time to consider and respond to any allegations;
• consider the employee’s response and where appropriate, investigate any relevant matters raised by the employee;
• ensure any disciplinary action is in proportion to the misconduct and considers all the relevant circumstances;
• allow the employee a reasonable opportunity to have a support person present;
• not pre-judge the outcome; and
• use the correct standard of evidence, which is the balance of probabilities.
4. On occasion and where we are of the view it would assist a disciplinary process, we may gather more information including:
• obtain a written complaint from a person who makes a complaint or grievance;
• interview witnesses and take witness statements; or
• gather documentary and other evidence (eg computer records, emails, CCTV, financial transactions, phone records).
5.
To use People & Culture resources available within the business, in determining the appropriate process to be adopted
in each case.
6. Follow the decision approval processes outlined in our Delegations of Authority Policy.
What is expected of employees:
1. Full cooperation at all stages of the disciplinary process;
2. Providing truthful and comprehensive information to the Company at all times;
3. Understand your obligations under our Core Principles, Code of Conduct and your contract of employment;
4. Maintain confidentiality including not discussing the matter with anyone who is not acting as your support person and
maintaining strict confidentiality after the process has concluded; and
5. Remain courteous towards anyone who is participating in the investigation and ensure that there is no victimization
(or perceptions of victimization) towards your colleagues.
Role of the Support Person:
The role of an employee’s support person in the process is to act as a witness and support the employee. They should help
you provide information and ensure that you understand the process and timeframes.
A support person may be a trusted friend or advisor from outside the workplace or it may be a colleague, but it cannot be
your direct manager or supervisor. A support person may also not be a participant (witness or respondent) in the matter
under investigation.
Interim Actions the Company make take during a disciplinary process:
It may be necessary to take some initial action to protect the interests of employees involved and CMG when a process is
commenced. Any interim action has no impact on the ultimate outcome of the investigate. This can involve:
• Standing the employee down pending the outcome of the investigation, so that they are not required to attend work
or undertake any work activities in this period, unless specifically required to do so (although they must be available to
attend if required, including for the purpose of the investigation);
• Restricting access to Company property and systems (e.g. IT);
• Suspending Company benefits or use of tools of trade (e.g. fuel cards, vehicles); and/or
• Any other action as appropriate in the circumstances.
Outcomes of a disciplinary process:
There can be three outcomes as a result of any disciplinary process;
1. An allegation of misconduct is not substantiated, or proven;
2. An allegation of misconduct is partially proven;
3. An allegation of misconduct is proven.
Where we form a view the misconduct is proven or it’s clear on the facts that the incident or conduct occurred, the
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manager (in consultation with P&C and using our Delegations Policy) determines the appropriate outcome. The Company
can consider a range of outcomes including (but not limited to);
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•
•
•
•
•
•
Termination of employment or engagement;
Formal disciplinary warning;
Verbal (or informal) counselling;
Coaching;
Training;
Mediation; or
An apology.
The below explains some of the more serious forms of disciplinary action for clarification:
Formal written warnings
A formal written warning may take different formats including a first warning, subsequent warning or a first and final
warning. There is no requirement for a specific number of warnings to be given before termination may be considered. The
number of warnings or the level of warning to be given depends on all the circumstances.
All formal warnings should be provided to the employee in writing and placed on the employee’s file.
As a matter of course, warnings will not be removed from a person’s file. These warnings are a record of the person’s
employment. This does not mean that The Company will always use previous warnings as relevant in the event of a
subsequent disciplinary processes.
Termination of employment
Termination of employment may be appropriate where there has been a serious breach of standards, Company policies or
procedures and/or where the employee has received prior warnings for misconduct.
Where termination of employment is proposed, the employee should be given the opportunity to provide the Company
with reasons (if any) why their employment should not be terminated, prior to a decision.
In the event of termination of employment it is unlikely that the employee would return to the workplace. In these cases,
the employee will be advised whether the Company is terminating the employment for serious misconduct, in which case
no notice will be payable. In other cases, payment in lieu of notice will be made.
The Company will not withhold any accrued but untaken leave entitlements such as annual leave or long service leave.
However, no bonus, commission or STI payments will be made to an employee where termination is the result of a
disciplinary process.
Employee Assistance Program
CMG provides employees and their immediate family members with an Employee Assistance Program (EAP) which offers
a confidential and professional counselling service.
For more information about your EAP please access the below link:
https://www.chandlermacleod.com/contractors-employees/contractor-benefits/employee-assistance-program
5.6 INJURY MANAGEMENT COMMITMENT
Chandler Macleod believes that all employees are entitled to effective rehabilitation and support in the event of an injury
or illness. Employee care is our priority and we believe our approach provides employees with the best opportunity to
achieve a full and sustained recovery.
Chandler Macleod makes the following commitments to our employees:
• Provide a safe and healthy workplace
• Promote early incident and injury reporting
• Provide an immediate injury response to facilitate access to quality medical care and to coordinate an early and safe
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•
•
•
•
return to work
Injury coordination, monitoring and support by qualified injury management coordinators
Ensure employees are not disadvantaged by promoting a positive approach to injury management across the business
and encouraging participation in return to work planning
Go beyond compliance and seek best practice injury management outcomes
Develop and provide access to procedures that support our injury management program.
5.7 FAMILY & DOMESTIC VIOLENCE LEAVE AND SUPPORT
We recognise that employees sometimes face situations of violence or abuse in their personal life that may affect their
attendance or performance at work and we are committed to providing support to staff that experience domestic violence.
Leave options
A full-time or part-time employee experiencing domestic violence will have access to 5 days per year of paid special leave
for medical appointments, legal proceedings and other activities related to domestic violence.
This leave may be taken as consecutive or single days. Casual employees may access 5 days unpaid leave. It does not
accrue from year to year.
An employee who supports a person experiencing domestic violence may access their Carer’s Leave to accompany them
to court, to hospital, or to mind children.
Domestic violence includes physical, sexual, financial, verbal or emotional abuse by an immediate family member. Proof
of domestic violence may be required and can be in the form of an agreed document issued by the Police Service, a Court,
a Doctor, a Domestic Violence Support Service or Lawyer.
Additional Support
In order to provide support to an employee experiencing domestic violence and to provide a safe work environment to all
employees, we will seek to approve any reasonable flexible working request from an employee experiencing domestic violence.
This includes requests relating to:
a) changes to their span of hours or pattern or hours and/or shift patterns;
b) job redesign or changes to duties;
c) relocation to other suitable employment;
d) a change to their telephone number or email address to avoid harassing contact;
e) any other appropriate measure including those available under existing provisions for family; and
f) friendly and flexible work arrangements.
How to access help
All employees have access to the Employee Assistance Program for professional guidance and support.
An employee experiencing domestic violence may raise the issue with their immediate consultant/ account manager.
The manager may seek advice from People and Culture.
Where requested by an employee, People & Culture will liaise with the employee’s Manager on the employee’s behalf,
and will make a recommendation on the most appropriate form of support to provide.
All personal information concerning domestic violence will be kept strictly confidential.
No information will be kept on an employee’s personnel file without their express permission.
5.8 DRUG & ALCOHOL POLICY
1. Application & Scope
Ensuring the safety of Our People is a priority for all businesses in the Chandler Macleod group. Inappropriate use of drugs
or alcohol in the workplace has the potential to cause injury to CMG People and others (including damage to physical and
mental health).
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Accordingly, this Policy sets out the mutual responsibility that the Company and CMG People have to ensure the safety of our
colleagues and team mates in any location or site, in accordance with our Occupational Health & Safety (OH&S) obligations.
The objectives of the Policy are to:
• ensure that CMG People understand their responsibilities in relation to drugs and alcohol;
• ensure that the Company meets its responsibilities to its clients, including by recognising the specific drug and alcohol
policies implemented by those clients;
• establish limits and guidelines for CMG People which maintain safety whilst recognising legitimate use of alcohol and
(lawful) drugs;
• encourage early intervention where health and safety issues relating to drug and alcohol use and dependency are
identified; and
• assist the Company to comply with its obligations pursuant to WHS legislation.
The Drug & Alcohol Policy applies to all “CMG People”, meaning:
“employees” i.e. all people who are employed by CMG, AHS, Vivir or its associated entities, and who are employed to do
work directly for CMG, AHS, OCG, Vivir or our International businesses. (including Executive and Non-Executive Directors) or
the Company’s clients;
“independent contractors” or representatives of independent contractors who are performing work for the Company
pursuant to a contract. Independent contractors may be engaged to do work directly for the Company or for the Company’s
clients; and
“volunteers” i.e. people who do work directly for CMG, AHS, Vivir or on our premises but who are not employees and
are not independent contractors (or representatives of independent contractors). For example, this would include work
experience students and exchange workers.
2. Interaction with Client Policies
As well as complying with this Policy, CMG People who are working on client premises must also comply with any sitespecific drug or alcohol policy implemented by the client or at the place where they are working.
Please be aware that many of CMG’s clients have their own drug & alcohol policy, which CMG People will be made aware
of as part of their site induction, and will be required to comply with.
If a CMG Person in this situation has any doubt about how to comply with both policies, or if the policies are
inconsistent, the CMG Person should contact their manager or supervisor for clarification as soon as possible. In the
interim, the CMG Person should refrain from any conduct which is likely to breach either of the policies.
3. Fitness for work
All CMG People are required to be fit for work when on duty.
Your obligations:
• Not being under the influence of alcohol. This means either maintaining a NIL blood alcohol where a client requires
this or in all other circumstances less than 0.02mmol- (meaning a single or standard unit of alcohol such as a middy of
beer, small glass of wine);
• Not being under the influence of any drugs (whether illicit or lawful) or medications, that may adversely impact your
ability to perform work safely;
• Where operating machinery or vehicles, fully disclosed any alcohol, drugs or medication consumed within the
nominated period, in the event that they may impact your ability to work safely;
• Undertake a drug test or medical examination if asked by a Company representative, or a client representative if you
are working on-site; and
• Ring your CMG Consultant immediately if you undertake a drug test on site and it returns a non-negative result.
Your safety and that of your colleagues is too great to risk - When in doubt disclose any issues that you suspect may
prevent you from being fit to work.
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Where a CMG person is unfit while on duty, without reasonable excuse and no extenuating
circumstances exist; a disciplinary process is likely to result in recommending termination of
employment or engagement.
Our Obligations:
Where a manager or client supervisor on behalf of the Company, suspects that a CMG Person may be unfit to perform
their duties, it is the manager’s responsibility to assess the risk and take appropriate action, in line with the Company’s
WHS systems.
Where the Company is satisfied or reasonably suspects that a CMG Person is unfit for normal duties:
•
•
•
•
the CMG Person will not be allowed to undertake normal duties until they are deemed fit to do so;
The CMG person may need to arrange alternative transport home if they cannot use or operate a vehicle;
the CMG Person is to comply with any direction to undertake suitable modified or alternative duties;
The CMG person may be unable to return to the current assignment or work at a particular client site (either for a
period of time or indefinitely); and/or
• the person may be stood down on leave without pay for the duration of the period where the employee remains unfit
and/or while any disciplinary process is underway.
Refer to the Occupational Health & Safety Policy, Fatigue Management Procedure and Discipline & Misconduct Policy for
further information.
4. Prohibited drugs
For the purposes of this policy, “Prohibited Drug” means any drug which is prohibited or controlled by legislation.
Your obligation:
You must not unlawfully use, possess, manufacture or distribute any Prohibited Drug whilst at work, in the workplace,
using work resources including using CMG IT Facilities or at any other time in which you are representing the Company.
This includes, but is not limited to, being under the influence of a Prohibited Drug during work time or in the workplace.
Any CMG Person who breaches this provision may be subject to disciplinary action, up to and including termination of
employment or engagement. Further the Company may also report the conduct to the relevant authorities (e.g. Police).
5. Prescription / legal medication
Drugs including prescription, synthetic and legal, non-prescription drugs may affect fitness for work including, for example,
pain relievers, sleeping pills, tranquillizers, cough medicine, anti-depressant medications, anti-nauseas anti-histamines, etc.
Your obligation:
• Investigate the side effects of any medication you are taking, or propose to take;
• Discuss any medication with health practitioner and explain your role and where you work to check if there is any
impact to your fitness for work; and
• Notify us (and your site supervisor) where there is a possible impact and help us to understand this risk.
Our Obligations:
The information will be treated confidentially, meaning that only Company representatives such as the relevant manager/,
Health and Safety representatives or People and Culture representatives, may be notified for the purpose of assisting in
determining any risk and any appropriate precautions.
If you attend a client worksite we may need to discuss with you making this information available to limited Client
representatives for you to continue your assignment at that site.
6. Work related functions
During normal work hours, alcohol should not be consumed. However, there may be times when it is permitted for CMG
Chandler Macleod Staffing Services Handbook
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People to consume alcohol during their work or during associated activities, should they choose to do so. For example, a
CMG Person may from time to time participate in:
• work related functions during which alcohol is served;
• occasional celebrations during work hours;
• client development or networking activities (e.g. client lunches) where some alcohol consumption would be usual.
Whether it is appropriate to drink at these functions will depend on a range of factors. If you don’t have express approval
for consuming alcohol at a CMG workplace or client site- then don’t.
At CMG sites, ultimately the Unit Manager will confirm their express approval for events where alcohol may be provided
and/or consumed within each business.
It is not the intention of the Company to encourage or require any person to consume alcohol in circumstances where they
would not otherwise do so. All CMG People should respect the decision of co-workers to refrain from drinking alcohol at
work related events.
Your obligation at work related events:
Where alcohol is consumed during work related activities (including outside work hours), CMG People are to conduct
themselves responsibly and appropriately. This includes:
• not becoming intoxicated to a level where the CMG Person is not in reasonable control of their actions;
• not engaging in conduct which could adversely impact the reputation of the Company or those associated with it, or to
damage the Company’s relationships with other parties (including clients);
• not encouraging another person to engage in Prohibited Drug use or irresponsible use of alcohol;
• not engaging in or encouraging any violent or intimidating behaviour, or other behaviour which would breach the
Company’s Workplace Diversity Policy or Anti Bullying Policies.
Refer to the Workplace Diversity Policy for further information.
7. Looking after each other
If you suspect that a colleague or a visitor is adversely affected by alcohol, medication or a Prohibited Drug, you must
immediately notify their manager or a senior manager. The manager will take appropriate action immediately. This may,
for example, include putting an individual into a taxi to get them to their home location or a safe place.
Any person who is hosting guests at a CMG sponsored function should ensure that, prior to the event, individuals invited to the event
are reminded that they must act responsibly and professionally at the event. The person hosting the guests should also:
• refer to this Drug and Alcohol Policy and emphasise the importance of complying with this policy; and
• explain that excessive alcohol consumption is unacceptable (if alcohol is to be provided at the event).
8. Drink and Drug driving
Engaging in operation of a vehicle while under the influence of drugs or alcohol is a criminal offence in all states and
territories. The impact to yourself or other road users could be severe including serious injury or death.
Your obligation
Where a CMG Person is under the influence of any lawful or unlawful drug that impairs their ability to drive or operate a
vehicle safely; OR where their blood alcohol concentration exceeds the legal limit appropriate for the vehicle and license.
They may not:
• drive a work vehicle;
• drive or operate a vehicle as part of their duties; OR
• drive a vehicle on a trip to or from work (including to or from a work-related function),
We recommend that you don’t drink any alcohol if you plan to drive. Alcohol affects different people in different ways and
Chandler Macleod Staffing Services Handbook
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attempting to guess your blood alcohol concentration is difficult and inaccurate.
Our obligation
Where the Company holds a reasonable suspicion that a CMG Person is unfit to drive, the CMG Person may be directed to
take an alternative form of transport to their next destination. Such directives relate to the health and safety of the CMG
Person and others, and must be complied with. Refer to the Occupational Health & Safety Policy for further information.
9. Drug & alcohol testing
Testing Procedure
At its discretion, the Company reserves the right to conduct drug and/or alcohol testing to ensure that CMG People are
fit for duty and ensure that the workplace remains safe. The information requested in the Custodian and Consent form
attached to this policy is required for the purposes of testing in accordance with this Policy.
The Company reserves the right to conduct the following kinds of drug and/or alcohol testing:
• voluntary testing (i.e. where the CMG Person voluntarily submits to testing, prior to presenting for work or continuing
work, because they suspect that they may not be fit for work);
• random testing (i.e. where the Company requires a CMG Person, or groups of CMG People, chosen at random, to
submit to testing, as a means of monitoring general compliance with this policy);
• suspicion testing (i.e. where the Company requires a specific CMG Person to submit to testing because the Company
suspects the CMG Person of breaching this or a client’s policy and/or being unfit for work);
• mandatory testing (i.e. where the Company introduces a predetermined pattern of regular or scheduled testing – an example
would include a system which requires testing to occur whenever a health and safety incident or “near miss” is reported.
Another example would be where a client requires a CMG Person to undergo testing prior to working on their site).
Apart from voluntary testing, the Company may conduct any drug and/or alcohol testing with or without advance notice to CMG People.
Your Obligations
•
•
•
•
•
To undertake and comply with all testing requests as reasonably requested of you;
To sign and complete the Custodian and Consent form annexed to this policy;
To ensure that you do not tamper with or falsify any test sample;
To never substitute samples with another person; and
To aid, abet any of the above actions or attempt to disrupt the testing process in any way
If a CMG Person returns a non-negative result to a drug and/or alcohol test, the person will have the right to proceed with a
confirmatory test.
Inability to submit to testing
Any CMG Person who, because of any significant personal injury or incapacity, is reasonably unable to submit to drug and/
or alcohol testing in accordance with this Policy, may be granted additional time to enable them to complete drug and/or
alcohol testing.
Prescription drugs
Any CMG Person who is taking a prescribed drug will not be in contravention of this Policy as a result of taking that drug in
accordance with the prescription, provided that the CMG Person follows the steps outlined in section 5 of this Policy.
Our Obligation:
Any drug and/or alcohol testing undertaken by the Company will be conducted by appropriately trained or qualified
persons in accordance with accepted procedural standards (including Australian Standards relating to testing methods
and threshold standards, where available).
This may include the use of procedures such as mouth swab, blood, urine and breath testing.
Complaints about testing process
Any complaint or objection by a CMG Person in relation to the procedural steps during the drug and/or alcohol testing should be
put to the CMG Person’s manager in writing before the end of the working day or shift during which the test was conducted.
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Privacy and confidentiality
Any information obtained as a result of a drug and/or alcohol test, and investigations in relation to such test results
will be confidential, but may need to be disclosed to a client as a requirement of entry or proof of fitness for duties. Any
information obtained, collected, stored and kept in accordance with a drug and/or alcohol test will comply with the
requirements of any Commonwealth, State or Territory privacy legislation.
Consultation
The Company may consult with CMG People from time to time in relation to appropriate drug and/or alcohol testing
procedures, including:
• methods used for testing;
• procedures for treating personal information sensitively and confidentially;
• threshold standards used to identify “positive” test results.
10. Consequences of breaching this Policy
Breaches of this policy:
• may result in disciplinary action being taken (which may result in termination of employment, or ending of the contract
for an independent contractor or representative of an independent contractor);
• should be treated as incidents that may endanger health and safety, and reported in accordance with the Company’s
WH&S incident procedures; and
• may void the Company’s obligations and/or any insurances, leaving CMG People liable for or exposed to any damages
or losses they suffer arising from their breach.
Refer to the Discipline & Misconduct Policy and the Occupational Health & Safety Policy for further information.
11. Support
The Company acknowledges that alcohol and drug use can result in illness (including dependency). Accordingly, where
a CMG Person is counselled or disciplined regarding drug or alcohol issue the manager may also refer him/her to
appropriate counselling or support services.
Any CMG Person who is concerned or aware that they may suffer from a dependency or other medical condition related to
drug or alcohol use is encouraged to seek assistance from the Company or from a suitable service provider.
The Company may approve leave (with pay for those so entitled, or without pay) or otherwise subsidise participation in suitable
treatment programs, subject to the Company’s approval and provided the employee participates fully and positively. The
provision of such assistance (if any) is at the discretion of the Company and will be determined on a case by case basis.
CMG Provides an Employee Assistance Program (EAP) which offers confidential support from external counsellors.
The Company may make EAP available to external employees on a case by case basis. For more information about
accessing EAP, contact:
• your direct manager or supervisor;
• your People & Culture contact for your business; or
• your CMG Consultant (if you are placed on assignment at a client site).
5.9 WHISTLEBLOWER POLICY
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WHISTLEBLOWER POLICY V4.0 – AUGUST 2021
WHISTLEBLOWER POLICY V4.0 – AUGUST 2021
INTRODUCTION
The Chandler Macleod Group Whistleblower Policy (this Policy)
reflects our continued commitment to promoting ethical and
responsible decision making and actions by our people. We
expect all our people to behave ethically, lawfully and in
accordance with Our Core Principles. Unethical, unlawful or
undesirable conduct is referred to in this Policy as
“Misconduct”.
The purpose of this Policy is to:
o
o
o
o
Promote an open and transparent culture within CMG;
Identify and stamp out Misconduct;
Encourage persons to report an issue if they have
reasonable grounds to suspect that CMG or any
officer, employee or agent of CMG has not behaved
ethically, has breached the law, has not complied with
our Code of Conduct or has been involved in other
misconduct, such as fraud or negligence or abuse of
human rights;
Provide a process for potential Whistleblowers to raise
matters in the knowledge that the matters will be
taken seriously and treated as confidential without the
fear of reprisal or victimisation.
SCOPE AND APPLICATION
This Policy applies to all reports of Misconduct (as defined
by this Policy) relating to CMG or an officer, employee or
agent of CMG.
This Policy does not apply to personal work-related grievances
(such as an interpersonal conflict, decisions relating to
promotions, decisions relating to terms and conditions of
engagement, or decisions relating to suspensions and
terminations of employment).
Whistleblower Policy
Chandler Macleod Group Policy Document
CONTENTS
INTRODUCTION .......................................................... 2
SCOPE AND APPLICATION .......................................... 2
WHAT CONSTITUTES MISCONDUCT ........................... 2
WHO MAY BE A WHISTLEBLOWER ............................. 2
HOW TO REPORT ........................................................ 3
This Policy does not form part of any CMG employment contract or
other contract of engagement and may be changed by the Company
at any time. The current version of this Policy will be available on the
CMG intranet and on the website.
•
CMG expects all our people to behave
ethically, lawfully and in accordance with our
Core Principles.
•
Reports of Misconduct are encouraged and
will be taken seriously; they facilitate CMG
to stamp out breaches of improper conduct.
Fairness, support, and protection for
Whistleblowers is a priority; reprisals or
threats of reprisals will not be tolerated.
PROTECTION AND SUPPORT ...................................... 3
HOW CMG INVESTIGATES .......................................... 3
FAIR TREATMENT ....................................................... 4
RELATED POLICIES ...................................................... 4
All references in this Policy to “We”, “the Company” or
“CMG” means Chandler Macleod Group Limited and its
related companies.
•
EFFECTIVE DATE
VERSION
PREPARED BY
ACCOUNTABLE OFFICER/S
If this Policy differs from applicable law, CMG will apply the
applicable law to the extent of any inconsistency. If you have
any concerns about what is proper conduct, it is expected you
will do the right thing and raise your concern with the
appropriate CMG person; in most cases, your immediate
manager is the best person.
or agent of CMG. It includes circumstances where the Whistleblower
has reasonable grounds to suspect:
Financial irregularity, fraud or negligence;
Corruption, bribery or similar behaviour within the
meaning of CMG’s Anti Bribery and Corruption Policy;
Unlawfulness or illegality;
Fraud or any improper state of affairs or circumstances
in relation to CMG or another person or the tax affairs of
CMG or another person;
Endangerment of the health and safety of others or
otherwise conduct that creates a danger to the public
or financial system;
Dishonest or other irregular dealings with customers and
suppliers;
Abuses of human rights including occurrences of modern
slavery in CMG’s operations or its supply chain;
o
o
o
o
o
o
o
Any offence against any law of the Commonwealth that
is punishable by imprisonment for a period of 12 or more
months.
o
CMG encourages the reporting of all matters where there are
reasonable grounds to suspect there has been Misconduct and
the report is based on information that is directly known to the
Whistleblower.
WHO MAY BE A WHISTLEBLOWER
Anyone who makes a report about Misconduct in accordance
with this Policy is a Whistleblower. A report can be made
anonymously. A person may make a report under this Policy if
the person:
•
•
•
•
•
Is or was an officer or employee of CMG, including those
who are employed by CMG to work directly for customers
and/or at customer sites;
Is or was an unpaid work participant or other CMG sitebased person. For example, work experience students,
exchange workers, and employees of customers who
work from a CMG site;
Is or was an associate of CMG as defined under the
Corporations Act, such as any director or company
secretary of CMG;
Is or was a supplier, or employee of a supplier; including
independent contractors of CMG;
A relative or dependent of any individual referred to in
any of the dot points above (this includes a spouse,
parent, child, grandchild, and sibling).
WHAT CONSTITUTES MISCONDUCT
Misconduct for the purposes of this Policy is any conduct that is
unethical, unlawful, or improper, or the deliberate
concealment of such conduct by CMG or any officer, employee
1 August 2021
V4.0
Risk & Compliance
CEO & CFO
WHISTLEBLOWER
POLICY
2
LEBLOWER POLICY
– V4.0 – AUGUST 2021
APRIL 2019
Chandler Macleod Staffing Services Handbook
Chandler Macleod Staffing Services Handbook
HOW TO REPORT
PROTECTION AND SUPPORT
Reporting to Chandler Macleod Group
Protection against victimisation
Reports made to CMG should be made to a CMG
Whistleblower Protection Officer (WPO). Reports may be made
anonymously.
CMG is committed to providing a fair, supportive and
protected process for all Whistleblowers. CMG will ensure
that measures are taken to protect you even if any report you
make in accordance with this Policy is subsequently
determined to be incorrect or is not substantiated.
Whistleblower Hotline: +61 2 9269 8600
Email:
whistleblower@chandlermacleod.com
Post:
CMG CHIEF WPO
Level 5, 345 George Street
Sydney 2000 NSW
(marked Private & Confidential)
All reports received by phone, email or post (as listed above)
are received by the Chief WPO who an independent member
of the Risk and Compliance team.
An alternative WPO is the Company Secretary, contact details
set out below:
Company Secretary: COSEC@chandlermacleod.com
Reports may also be made to any Director or Senior
Manager of CMG.
Reporting outside Chandler Macleod Group
In the event you wish to report Misconduct to a person other
than CMG, you can make a report to:
▪
▪
▪
▪
▪
▪
An auditor or CMG
The Australian Taxation Commissioner or a registered
tax agent or BAS agent (for the case of tax related
matters only);
The Australian Securities and Investments Commission;
The Australian Prudential Regulation Authority;
The Australian Federal Police;
A legal practitioner.
Confidentiality and anonymity
All reports of Misconduct made under this Policy will be
treated in a manner that is confidential. CMG will not reveal
your identity unless you have provided consent or it is required
by law, for example, if CMG is required to disclose your identity
to the Australian Federal Police, or to allow CMG to obtain legal
advice.
Where investigations substantiate an allegation, the matter will
be dealt with in accordance with established administrative or
disciplinary procedures. This may result in disciplinary action,
including termination of employment for t h e person(s)
involved. Any matters of a criminal nature will be reported
to the police and, if appropriate, other appropriate regulatory
authorities. The WPO will inform you of the outcome of the
investigation, where it is appropriate.
Disciplinary Action
Reprisals or threats of reprisals will not be tolerated by CMG.
CMG will not, and will ensure that its officers, employees
and agents will not terminate, demote, suspend, threaten,
harass or in any other manner discriminate or engage in
detrimental conduct against an eligible Whistleblower because
of a report under this Policy. Any CMG officer, employee or
agent who retaliates against an actual or potential
Whistleblower, or other party involved in the process of
reporting any Misconduct in accordance with this Policy, will
be subject to disciplinary action. CMG people are reminded that
in certain circumstances, victimisation of Whistleblowers can
constitute a criminal offence.
There will be no disciplinary action against you if your report
was made in accordance with this Policy but is unable to be
substantiated or is found to be untrue. You may be subject to
internal disciplinary action if you are implicated in the
Misconduct you report.
FAIR TREATMENT
CMG recognises that its employees who are involved in
matters that are the subject of a report may also need
support.
It is important for you to be aware that, in addition to this
Policy, certain statutory protections and private rights are
available to Whistleblowers under Australian legislation.
CMG and the WPO will not disclose the identity of any
individual who may be involved in the subject matter of a
report, except as required by the assessment and investigation
process and except as set out in this Policy.
Support and Welfare
CMG will take steps so that at the appropriate time individuals
who are involved in or directly affected by the report are:
CMG treats people’s wellbeing as a priority. If you make a report
to a WPO, the WPO will discuss with you and take appropriate
measures to ensure you are supported during the reporting
and investigation process.


Employees and their family members have access to our
Employee Assistance Program (EAP) a confidential and
professional counselling and support service.


HOW CMG INVESTIGATES
RELATED POLICIES
All reports of Misconduct will be treated seriously and will be
fully investigated. Investigations will be independent of any
person(s) or business unit who is the subject of the report.











Investigations will be undertaken by a WPO, any delegate of
CMG approved by a WPO or by a third party. For example,
external legal, tax or accounting advice may be required to
assist in the investigation.
Reports received anonymously are accepted.
Chandler Macleod Staffing Services Handbook
WHISTLEBLOWER POLICY V4.0 – AUGUST 2021
Informed of the substance of the allegation(s);
Given a fair and reasonable opportunity to answer the
allegation(s) before a final decision is made;
Informed as to the substance of any adverse comment
that may be included in a report arising from the
investigation;
Able to include their response in the investigator's
report.
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Code of Conduct Policy
Anti-Bribery and Corruption Policy
Complaints & Grievances Policy
Conflict of Interest Policy
Discipline & Misconduct Policy
Group Accounting Policy
Occupational Health & Safety Policy
Governance Policy
Modern Slavery Statement
Human Rights Statement
Tax Compliance and Corporate
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WHISTLEBLOWER POLICY V4.0 – AUGUST 2021
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5.10 ENVIRONMENTAL POLICY
Environmental Commitment
Chandler Macleod is committed to improving our environmental performance and reducing organisational contribution to
climate change and environmental degradation.
We will achieve this by:
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Complying with all applicable legal and other environmental requirements
Reducing or offsetting our greenhouse gas emissions
Implementing waste minimisation initiatives throughout our organisation
Minimising our water usage
Promoting efficient transport solutions for staff commuting to work and implementing initiatives that reduce our air
transport impacts
• Engaging our staff, casual on-hire employees, clients, suppliers, contractors and interested third parties by encouraging
participation in environmental sustainability
• Reducing our carbon footprint
• Developing a sustainable procurement policy
This policy is applicable to all Chandler Macleod employees. Our activities will be based on the principle of continuous
improvement and where environmental impacts cannot be avoided, we will mitigate them.
5.11 DIVERSITY & INCLUSION
Commitment
Chandler Macleod unleashes the potential of individuals, teams, organisations and communities at work. By respecting the diverse
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ideas, experiences and abilities of each person through our BestFit approach, we work towards delivering on this purpose.
Diversity and Inclusion is a key part of creating an innovative, vibrant and ultimately competitive business for our
customers and all our stakeholders.
Building an inclusive culture starts with values and our Core Principles outline our shared commitment to fairness,
equity and ensuring our people are treated with dignity and respect. Our policies outline our commitment to creating an
environment that is free of discrimination, harassment and bullying.
At Chandler Macleod, our leaders are committed to developing initiatives to promote diversity and foster inclusion to
reduce barriers in our workplaces, our clients’ sites and in the broader community.
Our Diversity and Inclusion strategy is built around the following five pillars:
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Gender
Age
LGBTI
Culture including cultural background and religion
Ability and differently abled persons
5.12 EMPLOYEE ASSISTANCE PROGRAM (EAP)
Our Employee Assistance Program (EAP) is a free confidential and professional counselling and support service for
employees and immediate family members. The program allows you to feel comfortable knowing that you or your
immediate family members can confidentially discuss any work or personal issues that are an inevitable part of life.
Optum will help you to identify, explore and manage any issues impacting your life, which can include:
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Conflict and communication
Maximising performance
Depression, anxiety and stress
Relationship and marital problems
Children or family member concerns
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Grief or bereavement
Elder care issues
Addiction
Career path issues
Retirement
Work life balance
Work stress
Counselling services can take place over the phone or off-site, or face-to-face at one of the national locations. Chandler Macleod
Group has fully subsidised this EAP program, so it’s free to you and any eligible, immediate family members. All of the counsellors
are highly professional, qualified psychologists and social workers, with peak industry body accreditation and experience.
Call 1300 361 008
5.13 PRIVACY POLICY: OUR COMMITMENT TO YOU
Please view our up to date Privacy Policy at: https://www.chandlermacleodgroup.com/privacy-policy
5.14 ANTI-CORRUPTION POLICY: OUR COMMITMENT TO YOU
Objectives and Scope
Chandler Macleod Group Limited, together with all subsidiary and affiliate companies over which it exercises control
(collectively ‘CMG’ or the ‘CMG Group’) is committed to conducting its business in accordance with all applicable laws and
regulations and with integrity and honesty in all its dealings. It has zero tolerance for bribery and corruption in any form.
This Policy sets out prohibitions and mandatory requirements to ensure that corruption, bribery and similar practices do
not occur in CMG’s business. CMG prohibits any activity that seeks to bribe or improperly influence a Public Official to act
in a way that differs from that official’s proper duties, obligations or standard of behaviour.
This Policy applies to all directors, officers and employees of CMG and all subsidiaries, contractors, consultants or agents.
This Policy supplements any other CMG policies.
Any queries regarding how this Policy applies to a particular event should be directed to your manager or the EGM, Legal,
Risk and Safety.
Definitions
For the purpose of this Policy:
Bribe(s) or Bribery includes providing, promising or offering to pay, any benefit (monetary or otherwise) to a Public Official or
someone in business, either directly or indirectly (for example through a third party intermediary), in order to obtain or retain
or secure a commercial advantage for CMG or to induce or reward the recipient, or any other person, for acting improperly.
Business Partner includes any person or entity which acts for or on behalf of CMG, including agents, distributors, advisers,
joint venture partners, consultants, contractors or sub-contractors, introducers, finders, and political lobbyists.
Employees include all directors, officers and employees of CMG.
Facilitation Payments means unofficial payments (usually of a small value) made with the purpose of expediting or facilitating
the performance by a Public Official of a routine government action. They are a form of bribery and are prohibited.
Item(s) of Value includes cash, travel, gifts, meals, scholarships, entertainment, hospitality or other types of benefits;
Public Official includes:
• Any person employed by or acting on behalf of or in the service of any Government Agency or a public international
organisation (such as the United Nations, World Bank or International Monetary Fund);
• An official or employee of a government or government owned enterprise or regulatory body;
• Any political party or political party official or candidate for office;
• Any person performing a public function;
• Any person holding a public office, including a legislative or administrative or judicial office;
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• An individual who holds or performs the duties of an appointment, official or position created by custom or convention,
including some members of royal families and some tribal leaders;
• Any person who is, or holds themselves out to be, an authorised intermediary of a Public Official; or
• A relative of an associate of such a Public Official.
Summary of prohibited conduct
CMG strictly prohibits its Employees form engaging in bribery or any form of corruption. This means CMG Employees must not:
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Offer, promise, give, solicit or accept any Bribe or Facilitation Payment;
Engage or deal with Business Partners, including joint venture partners, in a manner contrary to this Policy;
Offer or provide Items of Value to Government Officials which is likely to secure a commercial or business advantage to CMG;
Make any contributions to political parties, campaigns or candidates on behalf of CMG;
Make any Charitable Donations which are, or could be perceived to be a Bribe;
Falsify any book, record or account relating to CMG’s business;
Cause, authorise, condone or ignore any conduct which is believed or suspected to be contrary to this Policy or any anticorruption laws, or aid or abet such conduct. All such conduct, or suspected conduct, must be reported.
If you have any doubt about whether particular conduct may breach this Policy, or have any questions regarding its
application, please contact your manager or the EGM Legal , Risk and Safety for guidance.
Bribery and Facilitation Payments
CMG prohibits Bribery or the making of Facilitation Payments.
In particular, CMG and its Employees must not promise, offer, provide (or cause to be provided) any Bribe or Facilitation
Payment whether directly or indirectly, with the intention of securing business or a business advantage for CMG. This
applies when dealing with private enterprises and individuals, as well as Public Officials.
No Employee will be penalised, or be subject to other adverse consequences, for refusing to pay Bribes or Facilitation
Payments, even if it may result in CMG losing business.
An Employee will not be regarded as having breached this Policy if a payment or benefit is provided to a Public Official
or another party as a result of fear of imminent risk to personal safety. In such circumstances, the Employee must
immediately notify his/her manager and the EGM, Legal, Risk and Safety as soon as practicable.
Engagement and dealings with Business Partners
CMG is committed to promoting ethical practices by all its Business Partners and has zero tolerance of any corrupt or
inappropriate conduct by Business Partners acting for or on behalf of CMG.
All Employees must follow all relevant Standard Operating Procedures (SOPs) in relation to engaging Business Partners,
including in relation to required upfront and ongoing due diligence.
Gifts, Entertainment and other Benefits
Gifts, entertainment and other Benefits can be the basis for bribery or be viewed as being made in order to obtain an
improper commercial advantage or to influence a relationship. In all cases, Employees must follow the relevant Divisional
SOP and the Travel & Expenses Policy in relation to the provision or receipt of gifts, entertainment or travel.
If you have any doubt about whether the provision or receipt of gifts, offer of hospitality entertainment travel or other
Benefit may breach this Policy, please contact the EGM Legal, Risk and Safety for guidance.
Donations
Political Donations
CMG, its Employees and Business Partners must not grant financial or any other support or assistance to political parties,
political campaigns, individual politicians, government departments or administrative bodies on behalf of CMG. Employees
and Business Partners who make political donations in their personal capacity must make it clear that it is not on behalf
of CMG.
Charitable Donations
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CMG encourages its Employees to support local community intiatives by making donations or perfoming volunteer
work. Charitable Donations must not be made, offered or promised by any CMG Employee on CMG’s behalf without
first obtaining approval from the appropriate Business Unit Leader persuant to the CMG Delegation of Authority Policy.
Employees may make Charitable Donations in their personal capacity.
Books and Records
Accurate records of all CMG transactions must be maintained. The falsification or mis-description of any record or account
of CMG is prohibited.
All receipts and expenditures must be supported by source documents that describe them accurately.
Employees are prohibited from making any payments personally in an attempt to evade the requirements of this Policy.
Reporting obligations
Any Employee or Business Partner, who becomes aware of any actual or suspected breach of this Policy, must report this
to their Manager or follow the process set out in CMG’s Whistleblower Policy. In the event that an Employee or Business
Partner is uncertain of whether a breach of this Policy has occurred, they may also contact their P&C Business Partner.
All persons should remain alert to any instances which may amount to bribery or any other improper conduct not meeting
the standard of behaviour required under this Policy.
Disciplinary action
A breach of this Policy will be regarded as serious misconduct and may lead to disciplinary action, up to and including
legal action, dismissal or termination.
Conduct in breach of this Policy may also breach applicable anti-corruption laws and result in criminal or civil penalties,
including fines and imprisonment.
CMG requires full and open co-operation with any investigation undertaken by CMG into alleged or suspected corrupt activity
or breach of this Policy (see the Discipline & Misconduct Policy). Failure to cooperate or to provide truthful information will be
regarded as serious misconduct and may lead to disciplinary action, up to and including dismissal or termination.
Training and Monitoring
The EGM Legal, Risk and Safety is responsible for the overall administration of this Policy.
Internal controls and procedures are subject to regular documented audits to provide assurance that they are effective in
mitigating and identifying non-compliance with this Policy.
Related Policies and Guidelines
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Delegation of Authority Policy
Code of Conduct & Values
Whistleblower Policy
Discipline & Misconduct Policy
Conflict of Interest Policy
Travel & Expenses Policy
Procurement and Purchasing Procedure
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5.15 QUALITY ASSURANCE
Commitment
At Chandler Macleod Group our goal is to provide quality human resource solutions.
In consultation with our customers, we set out clear standards of service and performance and apply
ourselves every day to meet or exceed our commitments.
By incorporating the needs of our stakeholders into our business systems and processes, we are able to
measure performance regularly, based on metrics and customer feedback. This drives us to instil high
standards, respond to any deficiencies and continuously improve.
Chandler Macleod maintains a formal quality management system based on, and certified to ISO 9001.
The objectives of our quality management system are to:
• Regularly monitor and review our performance for continual improvement, effectiveness and
suitability for the benefit of our customers.
• Ensure that we consistently meet the requirements of our customers, as well as all regulatory and
legislative bodies.
• Create an environment of motivation, respect and integrity fostering development of staff
competencies, creativity, empowerment and accountability through education and training.
• Ensure that our systems and business processes are communicated, understood and implemented
company-wide to enable our people to deliver work and a level of service we can be proud of.
• Clearly assigning responsibilities and communicating to ensure all our people understand how they
contribute to our quality management system.
• Review our Quality Policy, Objectives and Plans on an annual basis.
• This policy applies to Chandler Macleod branded businesses in Australia.
Peter Acheson
Chief Executive Officer
FEBRUARY 2019
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