Page 9 - Staff Manual

HOW WE WORK WITH YOU COMPANY GUIDELINES

Please be familiar with the following guidelines
In this section, we focus on you. In your To build stronger relationships and
role, you will be supported by a multitude achieve business goals, we also 1. Conflicts of Interest or deceive one another.
of people within the business. encourage regular conversations with Anyone acting on Jacobsen Holdings’ or its
your fellow employees. Your team will subsidiaries behalf must be free of conflicts 7. Individuals with Disabilities
We encourage frequent one-on-one guide you as you acclimate to your role, of interest that may adversely influence The Human Rights Act makes it illegal to
meetings with your manager to facilitate giving you the space to grow, evolve your their judgement, objectivity or loyalty to the discriminate against a qualified individual with
meaningful conversations that support own ideas and find your most effective company in conducting business activities or a known disability. Employers are obligated
your development and growth. These work style. assignments. to make reasonable accommodations to
meetings will be structured to enable See our policy concerning conflicts of interest. the disabled unless doing so would impose
clear communication, opportunities We value fresh ideas, curiousity and undue hardship on the company or create a
for collaboration, and a framework to initiative. 2. Conflict Resolution direct threat to the health and safety of the
discover any training or development We aim to promote ethical dealings between individual or others. See our policy concerning
individuals with disabilities.
needs. The goal is to highlight and remove all employees and provide a safe and
any roadblocks you may be facing. respectful environment where people can
participate and work to their full potential 8. Company Dress Standards
without conflict. See our conflict resolution
Dress Appropriately
We want to ensure that you’re in a policy. 9. No Smoking Zone
winning position and have all the 3. Criminal Offences Under the Smoke-Free Environments Act,
The company reserves the right to dismiss
all areas are completely smoke-free unless
any employee who has been convicted of
resources you need to be the best a criminal offence, including driving whilst specifically designated as a smoking zone.
All staff and visitors must comply with
intoxicated. If an employee does not advise
these regulations. Smoking is not permitted
the company of any previous convictions
you can be. prior to their appointment, the company has in general office areas, meeting rooms,
warehouses or any other common work area.
the right to dismiss the employee as it sees fit.
please review the employee application form
Our platforms recognise, support and Values award winners 2017 10. Impact
We aspire to be a group of companies that
celebrate your contributions to our 4. Employee Theft offers meaning to our team and drives impact.
business: Commit to workplace Our people are our Theft is a serious offence that will result Our Impact committee meets monthly and all
health, safety and welfare. legacy and our future. in disciplinary action up to and including employees are welcome.
1. Regular performance reviews and dismissal and criminal prosecution.
planning discussions, with your direct
manager 11. Diversity and inclusion
2. Salary reviews, occurring annually in 5. Security Diversity and inclusion is a way of thinking
April Be aware of the need for security at all times. and an approach to delivering better results.
3. Profit sharing (bonus), occurring Visitors must be supervised at all times Our strength is underpinned by our ability to
and not allowed to roam the premises. Any
annually in May suspicious persons or activities should be problem solve, innovate and adapt quickly.
We can achieve our outcomes by drawing
4. Annual Values Awards and employee reported to your manager or a Health and on the different strengths, attitudes and
function. Safety representative. differences of the many talented indivuduals
5. Long-service recognition celebrated that make up our workplace. We are currently
at our annual function 6. Duty of Good Faith developing a comprehensive Diversity &
6. Regular team functions. In accordance with the Employment Relations inclusion program.
Don’t leave negative Act, employment relationships must be
For more information, please refer to Treat our business footprints behind. built on good faith, wherein workers and
as your business.
the section on benefits. employers have mutual obligations of
confidence, trust and fairness. They must not,
Encourage innovation and directly or indirectly, do anything to mislead
entrepreneurial spirit.
8 9