Overview Of Our Personel Management System
You will be provided with a Position Description that identifies your required tasks. Carefully review this document and make enquires with your supervisor if you do not understand any elements of the document.
Letter of appointment
You will be given a Letter of Appointment, outlining your conditions of employment. It will contain:
- your position
- your salary / wage
- probation period
- hours of work
- confidentiality requirements
On-the-job training commences with induction, and continues until you are deemed competent by your Supervisor.
From time to time, training sessions are conducted internally, to help you acquire or improve skills in safety operations, compliance and other professional skills.
You may also be invited or encouraged to attend external courses to improve your professional and operational skills. You are expected to make yourself available for these except in extenuating circumstances.
All new staff receive an induction into the business and you will receive this Employee Manual.
There is a document, called the Operations Manual. You will be trained using relevant procedures and forms relating to the Operations Manual.
Resignation or Termination
We hope your employment with us will be long and mutually rewarding. We recognise, however, that you are free to resign at any time just as you must recognise that your employer is free, should the need arise, to terminate employment.
Other than for disciplinary action, your employment may be terminated by being given the required notice described in your employment agreement. When resigning, you are required to give the same notice. If this is not given, you may forfeit some payment.
Prior to termination of your employment, you must return all items issued to you by us, such as name tags, uniforms, identification cards, keys, Employee Manual, and the like.
Performance reviews are held regularly, usually <WHEN>. This review is so that both parties have an opportunity to assess work performance, and the job environment, and set goals for future development. At the end of your initial probation period, there will be a performance review to identify your progress during your probation. This will be additional to the normal regular annual review.
- Follow reasonable and lawful instructions given by your employer.
A reasonable instruction is one that:
- an employee is competent and capable of doing;
- is not an illegal act; and
- is not a threat to health and safety.
- Arrive on time and be punctual.
- Advise your supervisor of any intended absences as soon as possible.
- Work to the best of your ability during the hours of work in your employment contract.
- Obey safety rules.
- Follow quality system procedures.
- Dress appropriately for the job.
- Show respect to your supervisors, colleagues and clients and customers.
- As best you can, contain your personal problems to your domestic area.
- Treat business property with care.
- To be paid the appropriate rate for the work that you do.
- To be advised of your rate of pay – you must receive a pay slip every time you are paid.
- To work in a safe environment.
- To receive training in your duties.
- To work in a discrimination-free workplace.
- To join a union or association of your choice, if you wish.
Disciplinary action will be carried out in cases of:
- Poor work performance
- Not maintaining satisfactory standards of work, once trained
- Not working in accordance with the task description
- Not following supervisors/management instructions
- Dishonest or illegal behaviour
- Not following safe work practices.
In order to maintain a fair, consistent and logical work discipline, all employees regardless of position are subject to disciplinary procedures detailed below.
Stage 1 – Verbal Warning:
The normal action in the first instance of a failure to meet business standards will be a verbal warning by a supervisor or manager. In more serious cases, Stage 1 will be omitted and a first or second written warning will be issued.
Stage 2 – First Written Warning:
Continued failure to reach business standards or a more serious breach of discipline will justify a First Written Warning.
Stage 3 – Second (Final) Written Warning:
Continued failure to reach standards or a more serious breach of discipline will justify a second (final) written warning.
Stage 4 – Dismissal:
An employee may be dismissed with or without notice according to the circumstances if, in spite of verbal and written warnings, he/she fails to reach the business’s required standards.
Regardless of the above, instant dismissal, without notice, can occur where an employee is involved in:
- Deliberately breaking the law
- Damage to property
- Immoral or indecent behaviour
- Sexual harassment
- Gross insubordination
- Falsifying work records
- Malicious or slanderous acts, which may cause the business damage or disrepute
- Gross breach of security, trust or confidentiality
- Gross breach of compliance requirements.
- Acknowledgement By Employee
- Attitude To Safety In The Workplace
- Communication Of Policies and Procedures
- Company Owned Motor Vehicle Policy
- Emergencies Accidents and Threats
- How to use bottlenecks in your business to help you write effective standard operating procedures (SOP)
- SOP Software to help you manage your standard operating procedures (SOP)
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