Essential Policies &amp; Procedures

Code of Conduct

National Employment Standards – Leave Entitlements

Employee Grievance Policy

Bullying and Harassment Policy

Work Health & Safety Policy

Most small to medium organisations do not require numerous workplace policies.

Hunter Employee Relations recommends the following workplace policies for small to medium businesses.

Code of Conduct

A Code of Conduct essentially serves two key purposes:

It informs employees what behaviours are acceptable and unacceptable; and
It sits in the background and becomes very useful when dealing with employee attitude or performance issues – especially when you are defending your decision in Fair Work proceedings.

The Hunter Employee Relations Code of Conduct template results from many years of guiding employers in relation to employee counselling and discipline matters as well as representing business in Fair Work Commission Unfair Dismissal and General Protections claims.

It includes the following sections

General Responsibilities
Organisation & Employees’ Reputation
Organisation Property
Policies & Work Instructions
Ethical Conduct
Work Health and Safety & Fit for Work Attendance
Criminal Conduct, Licences and Professional Registrations
Confidentiality
Email, Internet Access & Social Media
Personal Appearance

Leave Management – National Employment Standards

Employers and employees have difficulty keeping track of the multiple forms of leave under the NES. We have developed one easy to read policy document which includes all the leave types, who is entitled and how they may be accessed. Written in a user-friendly Q&A format this can assist managers and employees alike to understand and access leave entitlements.

All you need to do is fill in some employer specific details and the policy is ready for managers and employees to use.

This 28 page policy document covers –

Annual Leave
Sick and Carer’s Leave
Compassionate Leave
Family and Domestic Violence Leave
Community Service Leave & Jury service
Long Service Leave
Parental Leave.

Bulling & Harassment - Respect at Work

Many employers first find out they have a sexual harassment claim when they receive the formal Australian Human Rights Commission claim followed closely by an expensive letter of demand from the employee’s solicitor. In 30+ years of assisting employers I have never seen a cheap sexual harassment compensation demand. All claimants are deeply psychologically affected by bare minimum interactions and making compensation claims through their solicitors upwards of $70-$80k.

Having a comprehensive policy that clearly explains what constitutes harassment is an essential step to minimise your business exposure.

Employee Grievance

Hunter Employee Relations developed this policy to assist employees with a grievance to follow in house steps to resolve their concerns rather than seek external legal advice. When the ‘no win-no fee’ solicitors become involved the focus shifts from resolving the employee’s concern to making compensation demands on the employer. Please note solicitors do not make cheap compensation claims. It is definitely in your best interest to resolve the matters at the workplace.

Work Health and Safety

This generic WHS policy is suitable for small to medium businesses that do not have specific health and safety risks. It includes a section on employees attending for work in a fit for work state – not affected by alcohol, drugs or medication. The Policy can be updated for employers who wish to address any specific local safety or health concerns.

Future Updates

Once you have purchased this policy pack we’ll forward you any future updates at no cost.

Obligation Free Discussion of your needs

Please contact me to discuss particular issues or wish to have an obligation free discussion of the above recommended policies or our employment contract templates.

Kind Regards
Michael Schmidt
M 0438 129 728
[email protected]
www.hunteremployeerelations.com.au