PRODUCT ASSESSMENT TASK.... deadline in 45 hours from now
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Contents Welcome 2 History 3 Service 3 Clients 4 Our mission, vision & values 4 Vision Statement: 4 Values: 4 Business Registration 5 Builders Registration Policy 6 Discrimination, Sexual Harassment and Bullying 16 Record Keeping 18
Policy and Procedure Manual
Congratulations on your appointment and welcome to the team at Dans Construction Group! 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 building and developing high quality properties in a timely and safe manner, and exceeding our client’s expectation every time.
You have been hired because we believe you can help us to achieve our goals in delivering a high quality product, beyond our customer’s satisfaction. We want to ensure that your interactions with other Dans Construction Group employees and stakeholders will reflect the values that Dans Construction Group places on its staff – by way of teamwork, bottom up management, job satisfaction and our commitment to superior customer service.
The purpose of this Manual is to introduce you to the Dans Construction Group, 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 behaviour and our policies and procedures. This manual should be read in conjunction with your
Contract of Employment.
This Manual is by no means an exhaustive guide to your employment with us. It has been developed to act as a resource and reference for you. The policies within this Manual are easily listed and easily accessed via the contents page. This Manual 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
Gordon MANN – General Manager, on 0418 340 850
History
The story of Dans Construction Group starts in 2000s when Yingning LI and Gordon MANN decided to combine their extensive knowledge and networks within the wall and ceiling lining, telecommunication and the construction industry.
Dans Construction Group is a privately owned boutique construction company specialising in residential and retail buildings. With a combined experience of over 50 years in the industry – both locally and internationally, the company’s leaders have a shared passion for constructing high quality buildings, with a commitment to innovation and creativity for long-term success.
Dans Construction Group aligns itself with only the best advisors, consultants, architects and designers to ensure each project exceeds our customers’ expectations, and cements an ongoing relationship so our purchasers keep coming back and become clients for life.
At Dans Construction Group, and related entities, we provide the following:
· Development and Construction
· Building for Clients
· Provide Telecommunication Solution
· Innovative Building Methods – Wall Partition Systems and Solution
Our clients vary from homeowners, retirees, house flappers, domestic builders, newlyweds and property agents.
Mission Statement:
Dans Construction Group’s mission is to develop and construct buildings that stand the test of time through unique design and high-quality standards - for both ourselves and our valued clients.
Our aim is to be:
• Known for our highest regard for safety and employee wellbeing.
• Known for producing a quality product, on time and within budget.
· Safety
· Wellbeing of all
· Respect
· Integrity
· Excellence
· Punctuality
Dans Construction Group is registered using Australian Company Number (ACN) via the Australian Taxation Office (ATO).
We are also resighted with the Australian Securities and Investments Commission (ASIC) using Business Registration Service (BRS) with the Australian Government.
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Dans Construction Group is registered with the Victorian Building Authority (VBA) in the following classes:
· Domestic Builder (Unlimited)
· Domestic Builder (Limited to sheet plastering)
We are certified in all areas in a domestic project from the beginning to the end. And we are also qualified in plaster wall systems.
We employ licensed building practitioner who are register VBA with the varies backgrounds or skills. Individuals who which to be a part of our team must apply with the document shown below.
Steps that need to be taken.
Step 1:
All applicants will first need to provide evidence of their relevant trade background certificates or experience.
Step 2:
All applicants need to provide relevant trade referee, as evidence that they were involved with that project. All applicants note that the project that they were involved need to be $16,000 minimum, and provide at least 3 years of relevant experience.
Step 3:
All applicants need to provide with police check when submitting their photo ID.
Step 4:
Pay the relevant application fees and please note that the VBA may ask you for an interview. In some cases, a writing exam is need to proof your relevant skills and qualifications.
Forms can be found on the VBA webpage.
All licenses obtain follows strict application requirement from the VBA.
Domestic Builder (Unlimited) Application form
Domestic Builder (Limited to sheet plastering)
Purpose
This policy affirms Dans Construction Group belief in responsible social and ethical behaviour from all employees. This policy clarifies the standards of behaviour that Dans Construction Group expects of all employees.
Policy
This policy applies to all employees across Dans Construction Group and provide the backbone of the working with other employee or conducting business activities. Note that this policy act as a secondary backbone in enhancing a safe working environment, and promotes the professionalism within the each and individuals. This policy will not and must not overwrite, in conflict with any current legislation that is current to the time where the policy is written. This Code of Conduct Policy is based on:
· The practices of high level of integrity and the act of professionalism.
· The understanding of responsibility and transparency in relation to sensitive information, funds, facilities and equipment.
· The important of respect regards of class, faith or background.
· The practise of act of promoting the interest of the organisation.
· The practise of equal opportunities and fairness when dealing with business activity.
· Carry out responsibility with professionalism, integrity and care.
· Follows the direction of the policies and procedures and avoid any unlawful or law breaking practise in relation with the clients, subcontractors, suppliers and the organisation.
· Avoid any activities that maybe be corrupt, such as accepting gift or exchanging favours.
· Under any given condition should an employee accept any finical favours.
· Whistling, raising concern or reporting a suspicious activity, in accordance with following the correct policy and produce will not be put or place in any disadvantage position. All reported incident should be dealt with and all records will be kept and protect the identity of whistlers.
Any employee who breach the policy may result in disciplinary action or termination.
Dans Construction Group expect all employee should practise highest level of professionalism, integrity and responsivity.
Should an employee have doubts about any aspect of the Code of Conduct, they must seek clarification from Gordon Mann, General Manager.
This policy will be update and reviewed by Dans Construction Group, and any necessary changes will be updated in accordance to the legislation in the time of this policy is written.
Dans Construction Group main focus is set a standard for workplace dress code that is safe and comfortable. This create a professional image which enable us to create credibility with the clients, customer and the supplier. At Dans Construction Group, a standard uniform will be provided for every employee.
For office employees are required to dress business causal for work hours, a black polo shirt with the company’s branding will be providing for all office employees. For bottoms, employees may choose to wear jeans, Skirts or black office pants. When on site, office employees are required to put on black hard hat with the company branding, company branded hi-vi vest and a pair of steel cap boots.
Warehouse Employee/Delivery Drivers
For warehouse employee are required to put on Personal Protection Equipment throughout the course of the shift. A yellow hard hat with the company branding will be provide together with a company branded hi-vi vest. For delivery drivers, a blue hard hat with the company branding will be provided. Employee must wear cargo pants or workpants together with steel cap boots throughout their shift. For delivery drivers, they must wear work pants with reflective strips on.
For on-site employee are required to put on Personal Protection Equipment throughout the course of the shift. A white hard hat with the company branding will be provide together with a company branded hi-vi vest. For foramens and supervisor, a red hard hats with the company branding will be provided. Employee must wear cargo pants or workpants together with steel cap boots throughout their shift.
The commencement of the employment of a new employee, a set of uniform will be provided by the company. Should an employee need to place in order for a new uniform, hardhats or hi-vi vest, additional cost will be send as an invoice. Order needed to be placed for new uniforms, hence employees will dress as per instruction from management until a uniform is distributed. New uniforms will be given to employees when under the management’s discrete. When an employee chose to leave the company, he/she will be required to give back the uniforms.
All uniforms worn, including hard hats should be clean, neatly and within the warranty pressed at all times.
Equal Employment Opportunity (EEO)
This policy applies to all employee across Dans Construction Group, including contractors and overarch all business activities both internally and externally by Dans Construction Group. This policy also covers work related training sponsored by Dans Construction Group.
This policy will be used in all promotion, recruitment and selection decisions.
The aim of the Equal Opportunity Policy is to maximums the business potential by:
•attracting and retaining the best possible employees
• providing a workplace that is safe, respectful and flexible for all individual across the company
• delivering our services in a safe, respectful and reasonably flexible way
The following mentioned policies were produced in conjunction with the following legislations from the federal level:
· Disability Discrimination Act 1992
· Racial Discrimination Act 1975
· Australian Human Rights Commission Act 1986
Dans Construction Group 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:
• personal association with someone having any of these characteristics
At Dans Construction Group, we pledge that to provide, attract and retain individual in a safe, fair, and transparent manner. That no individual will be treated differently or with special privilege, regardless of race, language, faith, sex, social economical background or political beliefs. As individual will be selected based on the principle of meritocracy. Areas such as experiences or academic qualifications will be in consideration in the selection process.
Discrimination, Sexual Harassment and Bullying
At Dans Construction Group, we stand on a zero tolerance policy, as we are committed to provide a workplace environment that’s is free discrimination, sexual harassment and bullying. Should any individual party that perform the act of discrimination, sexual harassment and bullying will result in legal consequences and dismissal.
Direct discrimination occurs when someone is treated unfavourably because of a personal characteristic that is protected under Victorian law.
Indirect Discrimination occurs when a rule seems neutral, but has a discriminatory impact on certain people. For example, a minimum height requirement of 6 foot for a particular job might be applied equally to men and women, but would indirectly discriminate on the basis of sex, as women tend to be shorter than men.
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.
Any employee found to have breech this policy will be subject to disciplinary action or legal consequences, that may result in dismissal.
Should any employees witness or be a be in the position of a potential victim that constitutes sexual harassment, bullying or discrimination, they must report to their managers.
Whistler will not be place in a negative position of any kind and their report will remain anonymous.
At Dans Construction Group, we as an organisation is committed to abide strict policy with sensitive information for the benefit the clients, stakeholders, suppliers, contractors and the employees.
The aim of this policy is to set a strict ground in relation to resisted and sensitivity information and how to handle them in a professional way.
· Employees are refrain from opening sharing and discussing company information, such as prices, quantities and quotes.
· Employees are refrain from sharing pictures, document or chats in relation to any projects that Dans Construction Group that maybe be involved or undergoing in.
· Employees have to abide strict policy and produces on destroying sensitive information.
· Should any document need to be filed for archive, all relevant documents should be filed in accordant to Commonwealth Privacy Act 1988.
Should any employee be given the access for resisted information, the must acts in a professional way and good will towards the organisations.
The above mention policy was written in relevant to the Commonwealth Privacy Act 1988. Should any individual who breech or failure to follow will result be subjected to disciplinary action or legal consequences, that may result in dismissal.
The purpose of this policy outline and provide a clear direction to staff’s responsibilities on management of information and documents. The main goal of record management is to protect, retain, back-up of information from potential losses, theft or damage that may impact the functionality and the efficiency of the organisations. This management policy also outlines areas, such as the disposing of documents in relations to operational needs; to local authority, state, federal and law enforcement agency.
At Dans Construction Group, a centre data base is provided for the storage and management of the information. For information that are hard copies, an archive storage will be maintaining relevant records of information.
· Information such as:
· Finical reports
· Taxation files
· Cash flow
· Cheques
· Bank transactions
· Personal Information
· Reimbursement
· Legal document
· Company administration documents
· All letter written on behalf the organisations
· Infringements
· OH&S Policies
· Superannuation
· Accident & Insurance
Produces
All information that is directly and in directly on behalf the interest of the originations will be classified under 3 level.
Level 3:
Documents that are classified as level 3, are highly important documents and of resisted access nature, such as infringement, court or law enforcement order, OH&S issues, Worksafe, VBA and ABCC documents.
Level 2:
Documents that are classified as level 2, are moderate important documents, and partial restriction of access. Document such as monetary matter and information passed on behalf of Dans Construction Group. This includes, tax files, receipt, invoice, bank transactions, cash flow, payslip, reimbursement and letters on behalf of the organisation
Level 1:
Documents that are classified as level 1, have the lowest restrictions, and these documents are mostly available for access for all members within the organisation. Such as, past construction project documents, site drawing, material list, operation manual and project contractors contacts.
Record keeping duration
All documents in relations to the business and interests of Dans Construction Group must be preserved and protected. All information must be kept for a minimum of 7 years since the day when the information was shared.
Operational Needs:
Should in an event of operations needs with relevant law enforcement authorise or regulatory body/board. All employees must inform and report the operation by the corresponding authorise to the management board and the Dans Constructions Group legal team as soon as partial. And all members of the organisations are highly appeared to practise the principle of the rights to remain silence, a legal consultant will be provided and assist the investigations.
Tools
Picture of Record Keeping Platform
Classifications classes of document
Various from of documents
Any form of documents that involved in business activity and the interests of the organisations would be highly appreciated.
Documents such as:
· Audio recording
· Video recording
· Screenshots of personal email
· Sketches
· Notes
Human resource HR
Employment Contract
Letter of engagement template for hiring new employees – full-time/part-time
Suggested steps for preparing and using a letter of engagement
If at any time you need more information or assistance, call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au
Step 1: Create your letter of engagement
Check what minimum entitlements apply to the position so you can fill in the relevant sections in the template, including:
• pay
• hours of work
• shift penalties and loadings
• leave entitlements, and
• termination of employment notice periods.
Minimum entitlements can come from a range of sources including industrial instruments (e.g. an award or an enterprise agreement) and legislation, such as the Fair Work Act 2009.
This letter of engagement template has been colour coded to assist you to complete it accurately. You simply need to replace the red < > writing with what applies to your employee and situation. The letter is broken into numbered clauses. Some of the clauses are optional because they might not apply to your employee and can simply be deleted. Explanatory information is shown in blue italics at certain clauses to assist you and should be deleted once you have finished the letter.
Step 2: Consider whether you need legal advice
You don’t have to seek legal advice when you’re hiring new staff, but for some jobs and in some industries it’s a good idea to ask for professional help. For example, certain jobs and industries might have specific requirements to do with restricting future trade or confidentiality clauses; this template does not provide the legal details you might need in these instances. It may be necessary or appropriate to have an employee sign a detailed written contract of employment as well as a letter of engagement. Even in more straightforward roles, you may want specific professional advice to assure yourself that you have covered all the important issues that relate to your business and the position you are filling.
Step 3: Meet with the new employee and provide the letter of engagement
Meeting face to face with your new employee to provide the letter and talk about the contents is a good opportunity for:
• you to explain the terms and conditions of employment
• the employee to ask questions, and
• you to describe your expectations for the job.
Step 4: Give your new employee time to consider the letter of engagement
You should give the person enough time to consider the contents of the letter of engagement and seek their own advice (if they want it) before they accept the offer. When providing the letter, you should give a date by when you’d like the person to let you know whether the offer is accepted.
Also, it is good practice to give the employee your contact details in case they have more questions.
Step 5: Keep a copy of the signed letter of engagement and provide the employee with a copy
Once you have received the signed letter of engagement from the employee, return a copy to them. This ensures you both have a record of what has been agreed.
<Print on your business letterhead>
<Date>
Private and confidential
<Insert employee’s full name>
<Insert employee’s residential address>
Dear <insert name>
Letter of engagement
I am pleased to offer you employment in the position of <insert position title> with us at <insert company/partnership/sole trader name and the trading name of business> (‘the employer’) on the terms and conditions set out in this letter.
1. Position
1.1 Your start date will be <insert start date>.
1.2 Your employment will be <full-time/part-time>.
1.3 The duties of this position are set out in the attached position description. You will be required to perform these duties, and any other duties the employer may assign to you, having regard to your skills, training and experience.
1.4 You will be required to perform your duties at <location>, or elsewhere as reasonably directed by the employer.
2. Probation
This clause is optional. Delete all of clause 2 if no probation period will apply.
2.1 A probation period will apply for the first <insert number> months of your employment. During this time, we will assess your progress and performance in the position.
What is a reasonable probation time will depend on things like industry practice, the job and individual circumstances. Please note that having a probationary period will not affect an employee’s entitlement to lodge an unfair dismissal complaint. Unsure or want more information? Contact the Fair Work Infoline on 13 13 94.
2.2 During the probation period you or the employer may end your employment by providing notice in accordance with the table in clause 8.1 below.
3. Terms and conditions of employment
3.1 Unless more generous provisions are provided in this letter or in the attached Schedule, the terms and conditions of your employment will be those set out in the <insert relevant award name (or enterprise agreement name if you have one)> and applicable legislation. This includes, but is not limited to, the National Employment Standards in the Fair Work Act 2009. Neither the <insert relevant award name (or enterprise agreement name if you have one)> nor any applicable legislation are incorporated into your contract of employment.
Call the Fair Work Infoline on 13 13 94 for information about your award or enterprise agreement.
3.2 The additional terms and conditions set out in the attached Schedule will also apply to your employment.
Delete this clause if none apply.
4. Ordinary hours of work
4.1 Your ordinary hours of work will be <insert number of hours: 38 if full-time> per week, plus any reasonable additional hours that are necessary to fulfil your duties or as otherwise required by the employer.
What are reasonable additional hours? There are many things you need to consider. Call the Fair Work Infoline on 13 13 94 for information and advice.
4.2 Your ordinary hours of work may be averaged over a <insert number of weeks allowed by the applicable award, enterprise agreement or National Employment Standards> week period.
This clause is optional and can be deleted. There are strict rules about when and how hours can be averaged. For help call the Fair Work Infoline on 13 13 94.
5. Remuneration
5.1 You will be paid <weekly/fortnightly/monthly> at the rate of $<XX> per <hour/week/month/year>.
5.2 The employer will also make superannuation payments on your behalf in accordance with the Superannuation Guarantee (Administration) Act 1992.
If superannuation is set out in your award or enterprise agreement you must pay at least that amount. If you are unsure about superannuation, contact the Super Hotline on 13 10 20. Or, contact the Fair Work Infoline on 13 13 94 to check your award/enterprise agreement.
5.3 Your remuneration will be reviewed annually and may be increased at the employer’s discretion.
Note that the employee must always be paid in line with, or above, the relevant minimum wage.
6. Leave
6.1 You are entitled to leave (e.g. annual leave, personal leave, carers leave, compassionate leave, parental leave, community service leave and long service leave) in accordance with the <insert applicable award or enterprise agreement name or delete if there is neither> and the National Employment Standards
7. Your obligations to the employer
7.1 You will be required to:
(a) perform all duties to the best of your ability at all times;
(b) use your best endeavours to promote and protect the interests of the employer; and
(c) follow all reasonable and lawful directions given to you by the employer, including complying with policies and procedures as amended from time to time. These policies and procedures are not incorporated into your contract of employment.
8. Termination of employment
8.1 Under the Fair Work Act 2009 the employer may terminate your employment at any time by providing you with notice in writing in accordance with this table
If you are covered by an award or enterprise agreement that has longer periods of notice, you need to amend this table so it is in line with the more generous provisions.
8.2 You are entitled to an additional week’s notice if you are over 45 years old and have completed at least 2 years of continuous service with the employer on the day the notice of termination is given.
8.3 If you wish to terminate your employment you are required to provide the employer with prior notice in accordance with the table at 8.1 above
9. Confidentiality
Depending on your industry and the type of work the person will be doing, you may wish to seek independent legal advice about the protection of intellectual property.
9.1 By accepting this letter of offer, you acknowledge and agree that you will not, during the course of your employment or thereafter, except with the consent of the employer, as required by law or in the performance of your duties, use or disclose confidential information relating to the business of the employer, including but not limited to client lists, trade secrets, client details and pricing structures.
10. Entire agreement
10.1 The terms and conditions referred to in this letter constitute all of the terms and conditions of your employment and replace any prior understanding or agreement between you and the employer.
10.2 The terms and conditions referred to in this letter may only be varied by a written agreement signed by both you and the employer.
If you have any questions about the terms and conditions of employment, please don’t hesitate to contact <me/insert contact person> on <insert phone number>.
Employees and employers may also seek information about minimum terms and conditions of employment from the Fair Work Ombudsman. You can contact them on 13 13 94 or visit their website at www.fairwork.gov.au.
To accept this offer of employment please return a signed and dated copy of this letter to me by <insert date>.
Yours sincerely,
<Insert name>
<Insert position>
I, <insert name of employee>, have read and understood this letter and accept the offer of employment from <insert company/partnership/sole trader name> on the terms and conditions set out in the letter.
POSITION DESCRIPTION
<Insert position description for this employee here>
SCHEDULE OF ADDITIONAL TERMS AND CONDITIONS
Optional section; delete if not relevant.
<Insert any additional terms and conditions that are not below the minimum entitlements provided in the relevant industrial instrument (e.g. award or agreement) or legislation>
Human Resource HR
Recruitment & Selection
In Dans Construction Group, we have transparent and an open competitions approach in recruitment and selection. The needs of ongoing recruitment of right individual base on merit will enable us to stay relevant within the rapid changing industry. Our organisation will ensure fair and equal opportunities for all and with the right skills and background.
Procedure
1. Preparation Stage
Before continuing with the selection process, it is important to evaluate the degree of necessary of creating a new role or recruitment more manpower.
2. Job Description & Person Specification
A detail descriptions of information that highlight the duties and responsibility that is beneficial to the corresponding roles.
The vacant role should accurately portray the information descripted to avoid possible miss-understanding and conflicts.
3. Advertising
All advertisement must include ‘Recruitment and Selection Policy Statement’ in relation to latest government legislations in the time when the advertisement is posted, mail or aired.
4. Selection of Candidates
4.1 Shortlisting
Shortlisted candidate(s) undergo a shortlisting process, where a panel will select and make necessary decisions in relations to their skills and backgrounds. The panel is to be consists of a minimum 3 judges to avoid biasness and also self-invigilate through the selection process.
4.2 Interview
After shortlisting, candidate(s) will be required to sit for an interview, the interview maybe a written, verbal or online. A panel will select and make necessary decisions in relations to their skills and backgrounds. The panel is to be consists of a minimum 3 judges to avoid biasness and also self-invigilate through the selection process.
5.Referees & Other Checks
Success candidates will undergo a minimum of 2 previous employment referees for the integrity of the applications. A police check is also mandatory for a background check. Candidate’s education legitimacy will be check for character integrity.
6. Unsuccessful Applicants
For unsuccessful applicants and candidates, a written consent will be mailed or via electronically send to them. All written consent must be in a professional tone and respectful. Communication via verbal means is not necessary.
Selection & Recruitment Check List
Human Resource HR
Training and Development
In Dans Construction Group, we as a company understand the need to constantly upgrade ourselves and equip us with the most relevant skills and knowledge to stay relevant in the rapid changing world.
Types of training and developments:
· Formal training sessions (individual or corporate)
· Employee Coaching and Mentoring
· Participating in conferences
· On-the-job training
Formal training sessions (individual or corporate)
Formal training refers to the skills upgrading on relevant trades and construction related lessons or courses that would be beneficial to the great goods for the company. Such as; First-aid & CPR, High-Risk work licence or OH&S training.
Employee Coaching and Mentoring
Employee Coaching and Mentoring training refers to any human to human relation development courses or lessons. Such as team building and the suicide prevention workshop. The aim of this courses is to promote greater cohesion within each other and one another within the company.
Participating in conferences
Participating in conferences refers to the attending any activities in relations to the company interests. Such as the union workshop, the trades associated conferences or the building and constructions associated organisations.
On-the job training
On - the job training that required a large number of attendees and had to be hands on. Training such as, the personal & material hoist operation courses, confine space, or fire prevention course. This course generally required training ground that attendees needs to be familiar with in order to achieve the maximum effects.
Procedure
1.All necessary and relevant that maybe beneficial and required for the corresponding work needed for the job must be file to the management.
2.Management will have to access with the OH&S team and repetitive on understanding the degrees of necessary and the corresponding legislation requirement.
3.Mangement will then have to consult with the corresponding leading hand/site manager/foreman in relations to the number of attendees and the degree of destruction to the projects.
4.Managment will then have to will then have to request for the budget.
5.HR will have to maintain the functionality of the site while the others are on courses.
6. Should the application is denied by the finance team; the finance team will have to clearly outline the reason for the refusal.
7. An apply to the re-open the application can be though by overriding the application process to the managing directors.
8. A final decision will be made by the managing directors though election process.
In relation to a denial or a refusal, all reasons must be in relation and within the boundaries of the OH&S Act 2004 and the legislation requirement in the time of the policy is written.
Training Form
Human Resource HR
Induction
Induction process is a catalyst tool for speeding up the process of new comer in cohesion into the organisation.
Goals
· Create a healthy and safe working environment
· Establishing professional relationship with both the management level and fellow employees
· Understanding what their roles and duties
· Implant loyalty and in-depth connection with the organisations
Procedure
· The company as a whole organisation will have the responsibly to under the orientations for fellow new employees and enabling them to be cohesion in to the organisation.
· Various department within the organisation will be responsible in teaching and guiding them on the roles and duties base on the given roles. Mangers of the department must ensure the induction is being run abiding with the company’s HR Induction manual.
· Induction must be run professionally and respectfully. Missing of power and pressuring of new comer is strictly prohibited.
· A senior fellow employee will be their mentor for the during of the induction period.
· All record of the induction period must be filed accordingly as future evidence of consideration for potential promotions.
Induction Form
Human Resource HR
Termination & Redundancy
Definition of Terminations
The act of terminations is an act of an employee's departure from a job and the end of an employee's duration with an employer. And this can be voluntary or laid off by the employer.
Definition of Redundancy
Is the state of being no longer in employment because there is no more work available.
Policy
Our termination and redundancy of employment outing the procedure in relation to necessary measure. Should any employee be in the positions, it is highly beneficial for both parties to understand and be clear to avoid unnecessary conflict. We are committee to handle any cases of termination or redundancy in a highly professional way and abiding with legislation requirement at the time the document is written.
Procedure
Voluntary dismissal
Should an individual parties wish for a voluntary dismissal, a written constant must be submitted to the corresponding manager or supervisor. A minimum duration of 2 weeks is required to enable the organisation to have a smooth transition of duties and also to have alternative time for a next candidate. All records must be handle to the HR team during and after the dismissal of the fellow party.
Involuntary Dismissal
In the event of involuntary dismissal, a panel of judges made out of the HR team will have a review. Things to be considered during the reviewing process, such as work progress, contribution to the organisations and work ethic. The fellow employee’s supervisor maybe involved in the reviewing progress. The final decision will be given to the managing director(s). A 2 weeks’ notice will be given to the employee if the managing directors had approved of the decision.
Redundancy
Should any employees be issued a redundancy notice, the managing directors have to personally elaborate out of mutual respect and the contributions that the fellow employee had contributed. HR team will issue a token of applications. And will received a highest honour from the company. A 2 weeks’ notice will be give prior to the redundancy.
At all times, records and documents must be kept in relations to termination and redundancy. The legal team will step in to assist will relevant legal issues.
Dispute Resolution/Complain Handling
In Dans Construction Group, we aim to promote and enhance a good and collaboratively working environment within the team members. However, disagreement and dispute may arise throughout daily interaction and communications.
Dispute/Complain refers to:
· Verbal Confrontations
· Differences in viewpoint
· Disagreement with the superiors
· Disagreement with workmates
· Unhappy with the policy and the procedure
Procedure
Step 1: A written complain/dispute must be file to the HR team in waiting for further actions to be taken. An acknowledge receipt will be given within 2 days upon receiving the complaint/dispute.
Step 2: Both parties within or related to the dispute will be given a hearing in front of a chair(s) and will be given an opportunity to speak.
Step 3: The appointed or nominated chair(s) should seek advice from independent assessor or mediation when making a decision.
Step 4: A decision may be reviewed when:
· A new information has emerged that was not available during the time of decision making by the chair(s)
· The chair(s) are aware that a mistake was made during the process.
· The absence of the chair(s) during the final decision process.
Step 5: The final decision will be given out in writing along with a face-to-face hearing by the chair(s) in relation to the matter. All decisions made will be explain through the hearing.
Tools:
OHS
Letter to WorkSafe
18/04/2022
To whom regards
Re: Site Inspection 7-9 Bardia Street, Ringwood VIC 3134
From the latest site inspections, we had confirmed that the necessary safety precaution had been update in relations to the latest safety standards. Such as placing temporal lightings and first – aid kits around the site. And also installing of stanchions.
Please kindly advice at your earliest convinces.
Thanking you in advance.
If you have any questions, please contact me on 0450 000 000 or email [email protected].
Regards
Yingning LI
Construction Manager
Dans Construction Group
Injury, Incident, Hazard reporting and Management
In Dans Construction Group, the safety and the wellbeing of each and individual is our highest priority. Any work related incidents must be reported as soon as possible and we will act in relations what’s the best for our employees. We abide with strict OHS policy and regulations in maximising the safety and welling of our individual.
Injury, Incident, Hazard refers to:
· Work injuries
· Workplace accident
· Accident when performing duties
· Faulty equipment or tools
Procedure
Step 1: When an accident or injuries do occur, report the incident to the supervisor as soon as possible. And seek medical attention.
Step 2: Dial the emergency service for assistance if the injuries is too severe or difficult to manage.
Step 3: Fill up the incident report form, and report the incident to the OH&S manager(s).
Step 4: Cooperate and assist with the authorities if needed.
Step 5: Conduct a safety briefing after the incident happened, if necessary provide more safety training to the employees.
Tools:
OHS
Worker’s compensation, Return to work & Rehabilitation
The goal of this policy is to assist injured or ill to return to work when they are safe to do so. Rehabilitation aim to provide a specific time period for the individual to gradually and safely return to their work from their injuries or illness.
In Dans Construction Group, we abide with the following latest updated legislation at the time this policy was written.
· Occupational Health & Safety Act 2004
· Workplace Injury Rehabilitation and Compensation Act 2013
Procedure
Worker’s Compensation
In an even of work related accident. Individual will be given the necessary related information and resources to apply form the insurance company in relation to their degree of injuries.
Step 1: Report and document the injury to the employer and the OHS managers
Step 2: Seek medical attentions
Step 3: Obtain a Workers Compensation Claim form from your doctor
Step 4: Fill up the Workers Compensation Claim form
Step 5: Submit your claim form to your employer/Insurance company
Return to work
The main goal in this policy is to help workers who are injured to get back to work. The legislation required workers to be safe and fix for duties before returning.
Step 1: Report and document the injury to the employer and the OHS managers
Step 2: Seek medical attentions
Step 3: Obtain a Return to Work form from your doctor
Step 4: Fill up the Return to Work form
Step 5: Submit the form to your employer/OHS manager
Rehabilitation
An action plan will be given to the individual on the gradually returning to work over a course of a certain timeframe throughout his/her recovery. As different individuals will have a different degree of injuries hence everyone will have a different rate of recovery.
Step 1: Report and document the injury to the employer and the OHS managers
Step 2: Seek medical attentions
Step 3: Obtain a Return to Work form from your doctor
Step 4: Speak with the OHS manager
Step 5: Develop a plan in relation to their degree of injuries and in conjunction with the advice from their doctors
Step 6: Highlight some alternations of the individuals’ duty/responsibility and recognised their needs
Step 7: Alternations of the recovery plan may be necessary depending on the recovery of the individual.
Tools:
Workers Compensation Claim form
Tools:
Return to work
Tools:
Rehabilitation
Rehabilitation Plan
Noise Abatement/Working Hour
We understand the degree of harm can noise do during the working hours can impact the health of the surrounding neighbours. And the important of managing the noise across all of our construction sites to minimised the degree of impact to the surrounding environment throughout the working hours.
Procedure
Step 1: While on site, follows strict work hour schedules.
Step 2: Closely monitor the degree of noise being generated, and minimised it whenever its possible.
Step 3: Installing sounding barrel products to minimised reduce noise generated to be speared.
Step 4: Consult with local council and surrounding neighbours on measures that could be achieved and meets their specific needs.
Step 5: Give early notices to alert of high decibel generated work schedules.
Tools
Noise Management Checklist
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Is the noise generated over 85 dp? |
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Are the sound barriers installed? |
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Are we following the working hours? |
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Is the sound level installed? |
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Did we consult with the neighbours ? |
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Taxation, GST & Superannuation
Dans Construction Group all documentations of taxations, GST and superannuation have to abide with the latest legislations and act from the government. All document shall be files as necessary to avoid unnecessary finical and legal penalty.
Policy:
FINGILITY CONSULTING PTY LTD will be the primary accounting outsourced firm that will working with Dan Construction Group with all monetary matters and reports.
Legislations and acts:
· Taxation Administration Act 1953
· Superannuation Guarantee (Administration) Act 1992
· Income Tax Assessment Act 1997
· Goods and Services Tax Act 1999
· Australian Securities and Investments Commission Act 2001
· Corporations Act 2001
Procedure:
Fingility Consulting will file and document all relevant document on behalf of Dans Construction Group which includes:
· Tax Returned
· Annual financial report
· Employee superannuation
· GST reports
· Financial evaluations
· Payroll/Payslips
· Reimbursement
· Donations
· Reports for stake holders
· Liquidations and Insolvency report
· Long service leave
· Redundancy payment
Tools:
Insurance & Cover
Policy:
Dans Construction Group, we are covered for the any unforeseen events and circumstances that maybe beyond our control in any project that we may be involved in. Hence all related cover and insurance claim therefore is best outsource to the professionals.
Procedure:
FD Beck Insurance Brokers will be the nominated party in handling all insurance and cover on behalf of Dans Constructions Group.
FD Beck Insurance Brokers will be overseeing:
• Builder warranty insurance
• Domestic Builders Insurance
• Public Liability Cover (Up to $20 Million)
• Work Cover
• Liquidation Cover
• Tools & Equipment’s Cover
• Third Party Insolvency Cover
FD Beck Insurance Brokers will have:
· Conduct monthly threshold meeting
· Filing and processing claims
· Insurance management
· Conducting Insurance Fraud Investigation
Tools:
Certificate of Currency
WorkCover Insurance
Domestic Builder Insurance
Fair Trading Practices
In the policy will outline the importance of ethical and fair practices of business activities between traders and consumers. And also safeguarding the rights of the consumers in a honest, respectable and transparent way. The foundation of this policy is The Competition and Consumer Act 2010 which governed all trading activities across Australia.
This act outline on how competitors,
The Competition and Consumer Act 2010 is a national law that regulates fair trading in Australia and governs how all businesses in Australia must deal with their customers, competitors and suppliers. The Act promotes fair trading between competitors while also ensuring that consumers are treated fairly. The Australian Competition and Consumer Commission (ACCC) administers and enforces the Act along with state and territory regulators.
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