Lead and manage effective workplace relationships

Bounce Fitness Employee Relations Policy and Procedures

Employee Relations Vision Bounce Fitness will endeavour to build and support a positive employee relations climate supporting safety, capability, engagement, and a high performance culture to permit a strong customer service focus.

Employee Relations Goals To inform staff at all levels of the expectations, requirements and responsibilities required for a positive employee relations environment and the achievement of sustainable business outcomes.

Procedures 1. Align with Strategic Direction: To attain and maintain alignment with strategic direction and

ensure employee relations outcomes are consistent with the Bounce Fitness vision and values and support business priorities.

Strategy:

Ensuring employee relations outcomes conform to the Bounce Fitness direction through workplace negotiations

Ensuring commitment to continuous review of the employee relations direction to ensure it is aligned to Bounce Fitness and values

Ensuring consideration of the impact of employee relations decisions across Bounce Fitness Centres.

2. Governance and Compliance: To develop and maintain systems and processes to ensure compliance with industrial relations frameworks including legislation, industrial instruments and Bounce Fitness Policy. Compliance is the responsibility of both the staff who must claim entitlements appropriately and managers who are accountable for approval and endorsement of pay and conditions. It is important that all staff understand their conditions of employment and the significance of their responsibilities.

Strategy: Ensuring and promoting compliance with legislation and policy

Ensuring employment information is recorded and maintained accurately

Ensuring interpretation of conditions and entitlements is consistent

Ensuring compliance through training and audit processes

Ensuring all requirements including Government, internal and legislative reporting are complied with

Ensuring leaders accept accountability and set a positive example

Ensuring timely and effective implementation of workplace agreements, and changes to legislation, awards and policy.

3. Focus on Business Outcomes: A focus on business outcomes will ensure that employee relations initiatives are consistent with business practices of Bounce Fitness.

Strategy: Ensuring employee relations outcomes are consistent with Bounce Fitness priorities and

support business practices

Ensuring development of policy and industrial instruments in line with the Bounce Fitness vision, values and business needs

Ensuring facilitation of employee relations initiatives to support organisational improvement

Ensuring timely and accurate advice on employee relations issues

Ensuring effective advocacy and representation in industrial forums

Ensuring effective implementation and communication of employee relations outcomes at all levels.

4. Constructive Workplace Relationships: The achievement of common goals, minimisation of industrial disputes and promotion of innovation in issue resolution is all contributed to by positive and constructive workplace relationships. A climate where joint facilitation of resolution has more influence over the outcome is enhanced by participative negotiation.

Strategy: Ensuring constructive relationships between staff and management at every level

Ensuring involvement of staff in decision making and promoting issue resolution at every level

Ensuring promotion of ownership of organisational change initiatives

Ensuring working relationships and teamwork is collaborative and productive

Ensuring timely resolution of disputes, sharing information, consulting and negotiating to produce proactive, constructive and respectful outcomes

Ensuring a flexible approach to consultation with staff and representatives, addressing issues as they arise

Ensuring consultative arrangements at all levels of the business

Ensuring positive relationships with all staff based on:

o Communicating honestly and openly

o Behaving respectfully and professionally

o Valuing equity and diversity

o Actively consulting

o Willing to compromise when appropriate.

Implementation 1. Consultation: Facilitate the development of high-level relationships between the Board of

Directors, CEO and Centre Managers, addressing strategic issues affecting the whole of the business and ensure a forum to discuss workplace issues of strategic concern.

2.Communication: Bounce Fitness management communicates directly with staff wherever possible. Staff are encouraged to have genuine input to decisions about workplace issues at an individual, team and organisational level. Mechanisms to facilitate employee involvement and response include:

Annual Surveys: Monitor employee engagement, satisfaction, and opinion across a broad range of issues. Key issues are addressed through an Executive Team action plan. All staff receive a copy of the survey results and the corporate action plan, and regular updates on progress.

Employee Communications Strategy: Bounce Fitness encourages two-way communication, team brief meetings, the intranet, newsletters and noticeboards. Employees are also provided with regular opportunities to meet informally with the Chief Executive Officer through Centre visits. Other opportunities for communication include:

o Weekly team meetings in Centres and Head Office

o Monthly teleconferences for all staff in all centres

o Quarterly conferences for Centre Manager and Assistant Manager

o Annual General Meeting – Management

o Annual Team Building Day – All staff.

Consultation on Work Relationship Issues: Bounce Fitness promotes a harmonious culture among its employees. Management facilitates this culture by conducting regular individual consultations with its employees. These consultations provide an avenue to check the status of employee work relationships and identify any issues that affect work environment and productivity. During the consultation, both Management and employee must review issues raised, determine the root cause and discuss options for resolution.

Path for Issue Resolution: Employees who have an issue or concern in the workplace should raise it with their direct Manager in the first instance. Should the matter fail to be resolved at this level, the issue should be escalated to the next level of management. The Manager should endeavour to resolve the issue at the local level. Support for issues resolution will be available through Human Resources.

Version Control and Document History

Date Summary of Modifications Version No.

2017 Version 1.0 published for Bounce Fitness. 1.0

28 October 2021 § Removed background image on first page

§ Minor formatting edits, i.e. paragraph alignment

§ Added procedure on ‘Consultation on Work Relationship Issues’ under 2. Communication of Implementation section

1.1