Leadership and Management

Bounce Fitness Employee Relations Policy

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.

Procedure 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; and

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; and

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; and

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.

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.