Sample Policies & Procedures

See below for partial samples taken from our employee handbook and policy manual.

Employee Handbook: Introduction



Image is from the Acknowledgement page of the Employee Handbook. The text reads; ACKNOWLEDGEMENT <insert company name> acknowledges the Traditional Owners of Country throughout Australia and recognises their continuing connection to lands, waters and communities. We pay our respect to Aboriginal and Torres Strait Islander cultures; and their Elders, past, present and future. HOW TO USE THIS HANDBOOK The <company name> Employee Handbook has been developed to provide specific guidelines about policies and procedures for employees in Australia and is to be used in conjunction with the Policy and Process Manual and <insert Intranet link if applicable>. Within this Manual <insert company name> will be referred to as <insert acronym> or the Company and employees will be addressed as employees, workers, or personally addressed as ‘you’. This is not a contract. Therefore, none of the policies or guidelines in the Handbook are intended to give rise to contractual rights or obligations, or to be construed as a guarantee of employment for any specific period of time or any specific type of work. Additionally, with the exception of the voluntary at‐will employment policy, these guidelines may be changed by <insert company name> at any time. When this happens, we will make sure to notify the team and where appropriate will consult about it as an organisation.

Gifts, Gratuities, and Other Business Courtesies Policy

The text is taken from the Gifts, Gratuities, and Other Business Courtesies Policy and reads; PURPOSE To outline <insert company name> position on Gifts, Gratuities and Other Business Courtesies with specific guidance as they relate to Contingency Fees, Anti-Kickback Procedures, Limitations on Payments to Influence and Protecting the Government’s Interests. GIFTS, GRATUITIES AND OTHER BUSINESS COURTESIES Our business requires frequent interactions with suppliers, customers, and other individuals who influence or make purchasing decisions with respect to our services. To avoid even the appearance of impropriety, there are substantial restrictions on the types of Business Courtesies <insert company name> employees may receive from or offer to firms, agencies and individuals with whom they do business. Each employee must be particularly vigilant in determining that a Business Courtesy is reasonable and justifiable under the particular circumstances before the Business Courtesy is offered or accepted. A “Business Courtesy” is a gift, hospitality, or favour given by or received or on behalf of <insert company name> for which fair market value is not paid by the recipient. It may be a tangible or intangible benefit, including, but not limited to: meals and refreshments of any kind local transportation entertainment (including tickets and passes) promotional gifts group events recreation, transportation contributions of time, materials, facilities or equipment.

Travel Policy

The image shows a page from the Travel Policy and reads; TRAVEL As part of our sustainability directives we encourage employees to consider whether travel is required and to reduce unnecessary travel where possible and we encourage employees to consider if the meeting can be conducted online. When travel is necessary we ask employees to consider bundling meetings together with additional clients/suppliers located in the same area, or to review upcoming conferences or gatherings you are attending where you know clients or suppliers will also be present and book meetings around these times to reduce the potential number of trips taken. Travelling away from home overnight does not include: if the employee’s personal circumstances mean they live a long way from where they work the employee lives at a location where they work the employee chooses to sleep at or near the workplace rather than returning home. If an employee wishes to extend their business trip for personal reasons (which may include visiting family/friends or sightseeing) they must ensure that: they obtain approval from their Manager they have enough personal annual leave to cover any days off and these are scheduled as per company policy.

Working From Home Assessment

The image is a page taken from the Working From Home Procedure and reads; APPENDIX 2: WORKING FROM HOME WHS ASSESSMENT Use this checklist to assess the risks to health and safety of working from home arrangements. This checklist is mainly useful for clerical and computer based work which can be performed at a home office/study. If you will be engaging in other types of work please consult with your Manager for review and approval. Employee Name: Employee Position: Proposed Work from home location: THE FOLLOWING ASSESSMENT MUST BE COMPLETED BY THE EMPLOYEE STEP 1: COMPLETE WORK HEALTH & SAFETY CHECKLIST EMERGENCY PREPAREDNESS Path to the exit is reasonably direct. Path to the exit is adequately wide and free of trip hazards and obstacles to allow unobstructed passage. SECURITY MEASURES Security is sufficient to prevent unauthorised entry by intruders. Documents, laptops, and other confidential information are stored and secured following the Confidentiality and Privacy Policies.

Employee Handbook: Diversity, Equity, & Inclusion

The image shows a page from the Employee Handbook and reads; DIVERSITY, EQUITY, & INCLUSION DIVERSITY & INCLUSION <insert company name> recognises that when we can acknowledge, value, and celebrate diversity, whether it is in regards to age, gender, ethnicity, language, education, religion, cultural identity, family status, sexual orientation or disability means that we can enrich our work culture by understanding and appreciating the varied perspectives, approaches and talents these differences bring to our workplace. By working to enhance inclusion we aim to ensure that everyone not only feels respected but that they are treated fairly, they can contribute with their full potential, and feel valued within the workplace. We also hope that by creating a more inclusive environment employees are driven to higher levels of engagement, staff turnover remains low, greater innovation and collaboration occurs, better decisions are made in our work and within the company, and customer satisfaction and relationships are improved. <insert company name> is committed to engaging the principles of diversity and inclusion from recruitment to social engagements. Whether examining cultural biases in the application process, to how and when we schedule meetings, acknowledging culturally significant holidays, or diversifying our client base, we always strive to expand and grow our awareness and understanding.

Employee Handbook: Overview


ACKNOWLEDGMENT

HOW TO USE THIS HANDBOOK

OVERVIEW, CULTURE, & VALUES

WHAT WE DO

OUR CLIENTS

MISSION STATEMENT

VALUE STATEMENT

ORG CHART

YOUR EMPLOYMENT, BENEFITS, & ALLOWANCES

NEW HIRE ORIENTATION

PAYROLL

SUPERANNUATION

TOOLS ALLOWANCE

MOBILE PHONE

HEALTH INSURANCE OR OTHER BENEFITS

HOURS OF WORK, OVERTIME, AND TIME OFF IN LIEU (TOIL)

FLEXIBLE WORKING ARRANGEMENTS

EXPENSE & TRAVEL POLICIES

REIMBURSEMENT OF EXPENSES/CORPORATE CARDS

TRAVEL

LEAVE POLICIES

ANNUAL LEAVE

PUBLIC HOLIDAYS

PERSONAL & CARERS LEAVE

COMPASSIONATE & BEREAVEMENT LEAVE

NEW PARENT LEAVE

FAMILY & DOMESTIC VIOLENCE LEAVE

LONG SERVICE LEAVE (LSL)

COMMUNITY SERVICE LEAVE

CULTURAL/CEREMONIAL LEAVE

ABSENCES

PERFORMANCE STANDARDS & MANAGEMENT

DISCIPLINARY POLICIES

PERFORMANCE MANAGEMENT

LEARNING & DEVELOPMENT

PERFORMANCE IMPROVEMENT

TERMINATION OF EMPLOYMENT

GARDEN LEAVE

CODES OF CONDUCT & STANDARDS OF BEHAVIOUR

CODE OF CONDUCT

DRESS CODE POLICY

DRUGS, SMOKING, & ALCOHOL POLICY

DIVERSITY, EQUITY, & INCLUSION

DIVERSITY & INCLUSION

REASONABLE ADJUSTMENTS

DISCRIMINATION, BULLYING, & SEXUAL HARASSMENT

PROCEDURE: TO MAKE A COMPLAINT

NEXT STEPS & OUTCOMES

BUSINESS CONDUCT: ETHICS & POLICIES (COUNTRY LEVEL)

CONFLICT OF INTEREST

GIFTS, GRATUITIES AND OTHER BUSINESS COURTESIES

COVENANT AGAINST CONTINGENT FEES

ANTI-KICKBACK PROCEDURES

LIMITATION ON PAYMENTS TO INFLUENCE CERTAIN FEDERAL TRANSACTIONS

PROTECTING THE GOVERNMENT'S INTERESTS

CONFIDENTIAL INFORMATION, INTELLECTUAL PROPERTY, & PRIVACY

CONFIDENTIAL INFORMATION POLICY

WORKPLACE PRIVACY (EMPLOYEE RECORDS)

DISCLOSING PAY & WORKPLACE CONDITIONS

INTELLECTUAL PROPERTY

DATA PROTECTION & STORAGE

USE OF COMPANY COMPUTERS & PROPERTY

CLIENT CONFIDENTIALITY

INTERNET, SOCIAL MEDIA, & EMAIL POLICIES

INTERNET USE

EMAIL

SOCIAL MEDIA USE

PROFESSIONAL SOCIAL MEDIA USE & PROCEDURE

PRIVATE/PERSONAL SOCIAL MEDIA

HEALTH & SAFETY (OHS) POLICIES

WORKPLACE WELLBEING & MENTAL HEALTH

MANUAL HANDLING

WORKPLACE SAFETY & INJURIES

WORKING FROM HOME

GRIEVANCE PROCEDURES & WHISTLE BLOWING

GRIEVANCE POLICY

WHISTLE BLOWING

SUMMARY

APPENDIX 1: FAIR WORK SUMMARY