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Congratulations on your appointment and welcome to the team at {Business Name}! We are excited that you have decided to join us and look forward to a long, happy and successful partnership together. Our business is primarily about {insert relevant sentence such as delivering exceptional customer service}. You have been hired because we believe you can help us to deliver these high levels of customer satisfaction. We want to ensure that your interactions with other {Business Name} employees and our customers will reflect the value that {Business Name} places on {insert relevant information such as people, teamwork, bottom up management and our commitment to superior customer service}.

The purpose of this handbook is to introduce you to the {Business Name}, give you some information about our history, our clients and what we do. You will also find information about your terms and conditions and employment, our expectations around your behavior and our policies and procedures. This handbook should be read in conjunction with your Contract of Employment.

This Handbook has been developed to act as a resource and reference for you. The policies within this Handbook are easily listed and accessed via {www.christinaeducation.com.au}. This Handbook will be updated as required as our business evolves and grows. You will be notified of any changes as they occur. If you have any questions about the content, please do not hesitate to contact {Contact Name} on {08 8XXX XXXX}.

Once again, welcome to our team and all the very best for your future {Business Name}.

Kind regards

{your name}

{position}

Guidance : In this section, you should explain how your business started and how it has evolved into the business it is today, don’t be afraid to tell your personal story so that people can buy in to your vision and values. Below is an example to get you started.

Example

The story of Christina Education starts in 2008 when Christina Lee saw a gap in the South Australia market for quality education services. There was a need for more practical, service focused providers who were willing to partner and grow with businesses and take on a role of a trusted higher education advisor.

Since 2008 Christina Education now works with over 50 vocational education providers in South Australia across all industries.

Mission Statement:

to help our clients build and develop sustainable, profitable businesses.

Vision Statement:

Our aim is to be:

· Known for high quality outcomes

· Known for growth strategies

Values:

· Respected

· Trusted Advisors

· Experts

· Flexible

Payroll

Your pay cycle is {weekly/fortnightly/monthly}. Our pay cycle runs from Monday to Sunday over a two-week period and pays are processed on Tuesdays, fortnightly. Depending on which bank you use, some people may be able to access their pay on Thursdays because this is the day payroll is actually processed.

Pays will be automatically deposited electronically into the bank account details provided to {Business Name}.

Taxation payments are automatically deducted from your salary. Superannuation payments are paid into your nominated fund.

Hours of Work

Office/Business hours are generally between 9am to 5pm Monday to Friday. Your hours of work will depend on business needs and the requirements of the work you are assigned.

Your Manager will work with you to establish your standard hours of work and break times.

Overtime and Additional Hours

Overtime is work which is performed at the direction of the manager and which is in excess of your contracted hours of work. If you cannot for some reason work reasonable additional or overtime hours you must notify your Manager as soon as practicable with the reasons as to why.

Reasonable travelling expenses, where incurred in the performance of an employee’s duties, will be reimbursed, provided that all claims are made on the appropriate form, signed by the appropriate Manager and supported with the necessary substantiating documentation. The payment of expenses is always subject to the prior authorisation of, and at the discretion of, the Practice.

Work Areas

As many employees work in an open plan area, it is important that your workstation and or desk remains clean and tidy and free of boxes, papers and magazines. Our expectation is that your workstation will be cleared and tidied at the end of every day. Any items that require storage should be put away, hard copy paper files should be kept to a minimum, with soft copies of files stored on the relevant shared drive electronically.

Kitchen and Bathrooms

Please keep the kitchen and bathroom areas clean always, cleaning up after use. You should be mindful that these are public areas and you should be respectful to others by always cleaning up after yourself. If you use dishes, then wash them immediately after use.

If there are any issues with these facilities, you should notify your Manager immediately.

Meeting rooms

If you need to book or use a meeting room, please ensure that you book through the receptionist/office manager/booking system. Please tidy up after meetings, take away your dirty cups, files papers etc. Place chairs back in position and clean all work away.

Printing

Policy

The {3/6} months probationary period is a time for both the employee and the business to assess suitability, fit and competency within a role. During this period the {Business Name} commits to reviewing employee performance and at the end of this time ongoing permanent employment will be confirmed.

Procedure

1. Use system to track and monitor probationary periods

2. Managers to give informal and formal appraisal during the probation period.

3. Give at least one formal appraisal four weeks before the end of probation.

4. At the end of the probation period, complete a final probation appraisal and advise the employee of the result via a formal written letter.

Policy

{Business Name} will, as far as practicable, provide a safe work environment for the health, safety and welfare of our employees, contractors, visitors and members of the public who may be affected by our work.

To do this, {Business Name} will:

· develop and maintain safe systems of work, and a safe working environment

· consult with employees and health and safety representatives on safety

· provide protective clothing and equipment, and enforce its use

· provide information and training for employees

· assess all risks before work starts on new areas of operation, for example, buying new equipment and setting up new work methods, and regularly review these risks

· remove unacceptable risks to safety

· provide employees and contractors with adequate facilities (such as clean toilets, cool and clean drinking water, and hygienic eating areas)

All employees may be eligible for workers’ compensation benefits if injured while at work.

Injury procedure

If there is an injury:

1. The top priority is medical attention. The injured worker or nearest colleague should contact one of {Business Name}’s first aiders. For a serious injury also call an ambulance.

2. Any employee who is injured on the job, experiences a safety incident or a near miss, must report the incident to their manager.

3. The manager must write a report in the Register of Injuries, Incidents and Near Misses. This standard report must include:

· employee’s name and job details

· time and date of injury

· exact location the injury/incident occurred

· how the injury/incident happened

· details of the injury/illness and the part/s of the body injured

· names of any witnesses

· name of the person entering details in the Register

· date the employer was notified

4. {Business Name} will let the injured employee know in writing that we have received notification of any injury or illness reported in the Register.

Smoking policy

{Business Name} has a non-smoking policy. Smoking is not permitted on {Business Name} property or in offices at any time.

Smokers who need to take breaks should do so in their allotted breaks. These breaks must be limited to {X} minutes from leaving the workplace to recommencing work. These breaks must not be taken at the entrance to {Business Name} offices. Excessive smoking breaks will be regarded as absenteeism and performance improvement action may be taken.

{Business Name} is concerned by factors affecting an employee’s ability to safely and effectively do their work to a satisfactory standard. The business recognises alcohol or other drug abuse can impair short-term or long-term work performance and is an occupational health and safety risk.

{Business Name} will do its utmost to create and maintain a safe, healthy and productive workplace for all employees. {Business Name} has a zero-tolerance policy in regards to the use of illicit drugs on their premises or the attending of other business related premises (e.g. clients) while under the influence of illicit drugs. Contravening either of these points may lead to instant dismissal.

{Business Name} does not tolerate attending work under the influence of alcohol. This may result in performance improvement action or dismissal.

This policy applies to all staff including contractors and covers all work-related functions and activities including external training courses sponsored by {Business Name}.

It also applies for all recruitment, selection and promotion decisions.

The objective of {Business Name}’s Equal Opportunity Policy is to improve business success by:

· attracting and retaining the best possible employees

· providing a safe, respectful and flexible work environment

· delivering our services in a safe, respectful and reasonably flexible way

Discrimination, Sexual Harassment and Bullying

{Business Name} is committed to providing a workplace free from discrimination, sexual harassment and bullying. Behaviour that constitutes discrimination, sexual harassment or bullying will not be tolerated and will lead to action being taken, which may include dismissal.

For the purposes of this policy, the following definitions apply:

Discrimination:

Discrimination occurs when someone is treated unfavourably because of a personal characteristic that is protected under South Australia law.

Sexual harassment includes unwelcome conduct of a sexual nature in circumstances in which it could reasonably be expected to make a person feel offended, humiliated or intimidated a reasonable person, having regard to all the circumstances, would have anticipated that the person harassed would be offended, humiliated or intimidated.

Workplace bullying may include behaviour that is directed toward an employee, or group of employees, that creates a risk to health and safety e.g. physical and/or verbal abuse, excluding or isolating individuals; or giving impossible tasks.

{Business Name} provides equal opportunity in employment to people without discrimination based on a personal characteristic protected under state and federal equal opportunity legislation.

Under State legislation they include:

· age

· carer status

· disability

· employment activity

· gender identity

· marital status

· parental status

· physical features

· political activity/belief

· pregnancy

· race

· religious activity/belief

· sex

Any employee found to have contravened this policy will be subject to disciplinary action, which may include dismissal as outlined in the complaint procedure below.

Employees must report any behaviour that constitutes sexual harassment, bullying or discrimination to their manager.

Employees will not be victimised or treated unfairly for raising an issue or making a complaint.

Procedure: To make a complaint

If you believe you are being, or have been, discriminated against, sexually harassed or bullied, you should follow this procedure.

1. Tell the offender the behaviour is offensive, unwelcome, and against business policy and should stop (only if you feel comfortable enough to approach them directly, otherwise speak to your manager). Keep a written record of the incident(s).

2. If the unwelcome behaviour continues, contact your supervisor or manager for support.

3. If this is inappropriate, you feel uncomfortable, or the behaviour persists, contact another relevant senior manager. Employees may also lodge a complaint with the Equal Opportunity and Human Rights Commission of South Australian, the Australian Human Rights Commission, or take action under the Fair Work Act 2009.

Employees should feel confident that any complaint they make is to be treated as confidential as far as possible.

General leave policy

Unless specified otherwise, employees referred to in this policy mean permanent full-time or part-time employees.

All employees are entitled to leave in accordance with the relevant awards or agreements and statutory provisions. All planned leave has to be mutually agreed, and take into account workloads and the employee’s needs. Leave must be approved in advance, except when the employee can’t anticipate the absence. Any documents regarding leave will be kept on the employee’s personnel file.

Each employee is entitled to a minimum of {X} days annual leave a year. Leave entitlements are calculated from the date they started work and accrue in accordance with workplace relations legislation or industrial instruments. Annual leave counts towards continuous service. Applications for annual leave need to be lodged {X} weeks in advance.

{Business Name} will decide on a case-by-case basis whether it will agree with an employee to ‘cash out’ annual leave as permitted by workplace relations legislation or any industrial instrument.

In some circumstances, leave in advance of what leave has accrued may be approved. This is conditional on the employee agreeing to the business deducting any advance in the event of termination, or to the employee accepting leave without pay.

An employee is entitled to a minimum of 10 days of personal/carer’s leave every 12 months which can all be taken as carer’s leave if required. Paid personal leave accrues at the rate of {X} days per month of service and is cumulative.

An employee should notify his/her manager as soon as possible if they are unable to attend work due to illness or injury. Management, at its discretion, may request evidence such as a medical certificate showing that the employee was entitled to take personal leave during the relevant period.

Carer's leave policy

Carer's leave is available to an employee for the care or support of an ill family or household member or if an unexpected emergency affects a family or household member. It is typically part of personal (sick) leave and is dealt with similarly to above.

Employees including casual employees are entitled to take up to two days unpaid carer’s leave for each occasion of family or household member illness or unexpected emergency.

Compassionate leave is paid leave taken by an employee to spend time with a family member/member of the employee’s household, who has a personal illness, or injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employee’s household.

Each employee is entitled to a period of two days paid compassionate leave for each occasion where a family member has died, or the employee needs to spend time with a seriously ill family member. Additional unpaid leave maybe granted at management discretion.

Casual employees are entitled to two days unpaid compassionate leave for each occasion.

Employees are entitled to long service leave in line with South Australian long service leave laws.

If you are the primary caregiver of your child, you can access up to 52 weeks of Parental Leave. Parental leave is unpaid except in the instances where an employee is eligible for Parental Leave Pay in line with legislation. Parental Leave with Pay is described in full in the following section.

Applying for leave

An employee wishing to take unpaid parental leave must provide written notice at least 10 weeks before starting the leave including the intended leave start and end dates.

Leave dates or any changes of dates must be confirmed at least four weeks before the leave starts. The manager will confirm the leave and any affected entitlements such as continuous service in writing.

Policy

The purpose of performance management is to improve performance. It is an ongoing process. It should include informal and formal review. We encourage a two-way process, that is, employees can also give management feedback on performance.

All employees will undergo a formal performance review with their immediate managers at least {X} times a year.

Procedure

1. The manager and the employee agree on the date for a performance appraisal meeting to allow time to prepare.

2. The manager and employee will meet and openly and constructively discuss performance over the period.

3. The manager and the employee will agree any objectives and outcomes for the next appraisal period.

4. Training and development will be considered as part of the process.

5. Notes should be taken of the meeting and copies kept.

6. Outside of this formal process, employees are encouraged to raise any issues they have when they arise.

All intellectual property developed by employees during their employment with {Business Name}, including discoveries or inventions made in the performance of their duties related in any way to the business of {Business Name}, will remain the property of {Business Name}.

Employees may be given access to confidential information, data, business property, keys to premises or any other business related property/information in the performance of their duties. This must be protected and used only in the interests of {Business Name}.

Employees must not:

· disclose or use any part of any confidential information outside of the performance of their duties and in the interests of {Business Name}; or

· authorise or be involved in the improper use or disclosure of confidential information;

· during or after their employment without the Employer's written consent, other than as required by law.

‘Confidential information’ includes any information in any form relating to {Business Name} and related bodies, clients or businesses, which is not in the public domain.

Employees must act in good faith towards {Business Name} and must prevent the unauthorised disclosure of any confidential information. Failure to comply with this policy may result in performance improvement proceedings including dismissal, and {Business Name} may also pursue monetary damages or other remedies.

You must read all the policies contained in this document and listed below. Company policies are a part of your employment contract and therefore must be read and understood to ensure you are fully aware of your responsibilities as an employee of {Business Name}.

Please read each of the policies listed below and tick where shown to indicate you are aware of the rules and responsibilities you have whilst employed by {Business Name}.

· Probation Policy

· Occupational Health & Safety Policy

· EEO and Anti-Bullying Policy

· Leave Policy

· Performance Management Policy

· Intellectual Property & Security Policy

Employee Declaration:

I have read and understand the contents of this manual along with the above policies and I agree to the terms of conditions of these documents.

Employee Name:

Employee Signature:

Date: