Our Culture
Our Handbook
Welcome to HR Staff n' Stuff
Our ongoing success relies on having quality people like you and your co-workers.
We have prepared this handbook to answer some of the questions that you may have concerning HR Staff n’ Stuff, the way we work, and our policies.
This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, please contact us. There are no stupid questions, and we are committed to developing an environment of open communication.
We hope you find your time with us to be a fun, enjoyable and rewarding experience.
Deborah Peppard
This Handbook
We want you to understand how we do business and how important you and every employee is to us at HR Staff n’ Stuff.
The summary of the policies stated in this handbook may change from time to time. We’ve done our best to include as much information as possible in an easy-to-understand manner.
If you want further details, then just ask !
Our Focus
We love our business, and we hope you will too.
At HR Staff n’ Stuff, we are dedicated to delivering down to earth, practical and timely support to our highly valued clients. We are proud of the service, knowledge, advice and support we provide our clients and we work as a cohesive team to do this.
We are proud of our great culture and our employees are a critical component of our success. Our team work hard to provide our clients with the highest quality service and advice and we genuinely value each team member and the contribution they make to our clients and our business.
Who We Are
HR Staff n’ Stuff can only stay the best in our industry by continually improving ourselves, our business and the work we provide for our clients.
We are measured not only by the work we do, but the way we are seen, and the way we act.
We believe that our integrity, moral compass, fairness and professionalism should always guide our decisions and goals.
Our Values
Heart and Soul
We love what we do and we are proud of what we achieve together.
Down to Earth and Real
What you see is what you get. We believe in honesty, integrity and always doing the right thing.
Love our Clients
We treat our clients’ businesses like our own. We give timely and quality advice that strengthens our relationships and enhances our reputation and theirs.
Stronger Together
Our positive energy and creativity inspires our team and our clients.
Timeline
2008 HR Staff n’ Stuff was started by Director, Deborah Peppard
2015 We hired our first employee & moved into serviced offices at the EIBC. We also developed a new range of products and services
2016 Moved into our own office, complete with center cherry blossom tree
2020 Survived the global Coronavirus pandemic with a team of six intact
Life at our Business
Organisation Chart
Probation
Employees permanently appointed are required to serve a minimum period of six months’ probation.
This allows either the employer or the employee to terminate the employment for any reason. The purpose of a probationary period is for both parties to decide whether the employee is suited to the position in our business.
Employment Policies
This is a summary of the key policies you need to follow while you are employed by us.
You should refer to the complete policy (available at any time) and ask us anything that you don’t understand or agree to comply with.
Code of Conduct
HR Staff n’ Stuff recognises the importance of a work environment which actively promotes best practice. The purpose of this Code is to describe the standards of behaviour, and conduct expected from workplace participants in their dealings with customers, suppliers, clients, co-workers, management and the general public.
The Code applies to all employees, agents and contractors (including temporary contractors) of HR Staff n’ Stuff.
Compliance with this Code is expected, and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services.
The Code of Conduct includes;
- Acting honestly & fairly
- Compliance with laws, policies & procedures
- Follow management instructions
- Act professionally
- Not discriminate
- Report any breaches immediately
- Not use work time for private gain
- Not steal, defraud or act criminally
- Follow WHS regulations
- Not make false or misleading claims
- Not cause embarrassment to others
- Not abuse your position for personal gain
- Respect company property
- Respect company clients
- Not work for a competitor
- Avoid conflicts of interest
- Don’t fight in workplace
- Don’t use inappropriate language in workplace
Conflict of Interest and Disclosure
The Company has a responsibility to avoid any conflict of interest. A conflict of interest may arise where a team member enjoys benefits or income other than from the Company. Where this is the case, it is your duty to disclose the nature of the interest to the business owner such that it may be discussed.
The nature of this discussion will include whether the interest or income source is a result of personal exertion, industry, skills, times & location.
Should you currently be engaged in or wish or intend to become engaged in any other employment or contracting you are obliged to disclose and discuss this with the business owner such that it can be managed appropriately to the benefit or all parties.
Equal Employment
It is the policy of HR Staff n’ Stuff that employment shall be based upon merit, qualification and competence and employment practices shall not be influenced or affected by virtue of an applicant’s or employee’s:
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Sex
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Nationality
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Race
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Age
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Religion
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Marital Status
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Disability
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Political opinion
All employees are entitled to access employment, promotion, training, transfers and the benefits of employment on the basis of merit. They will be assessed on their skills, qualifications, abilities, prior work experience and aptitude.
HR Staff n’ Stuff will positively seek to identify and eliminate all discriminatory practices both direct and indirect and will strive to maintain a work place free of harassment.
All employees have a legal and moral responsibility to treat each other fairly and are expected to fulfil these responsibilities as a condition of employment.
Confidentiality
Our company confidentiality policy explains how we expect our employees to treat confidential information. Employees will unavoidably have access to personal and private information about clients, partners and our company. We want to make sure that this information is protected.
We must protect this information for two reasons. It may:
Be legally binding
Gives us a competitive advantage (example: Our Procedures)
Confidential and proprietary information is secret, valuable, expensive and/or easily replicated.
We expect you to;
Lock or secure confidential information at all times
Securely dispose of confidential documents when they’re no longer needed
Make sure they only view confidential information on secure devices
Only disclose information to other employees when it’s necessary and authorised
Keep confidential documents inside our company’s premises or storage locations, unless it’s absolutely necessary to move them.
We do NOT want you to;
Use confidential information for any personal benefit or profit.
Discuss confidential information to anyone outside of our company.
Copy confidential documents and files and store them on insecure devices.
Harassment and Grievances
Intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination in the work place are examples of unacceptable behavior and will not be tolerated under any circumstances.
Sexual harassment is recognised as a form of sex discrimination, and is illegal under the State Anti-Discrimination Acts, and the Commonwealth Sex Discrimination Act 1984. It is also considered by the business to be inappropriate workplace behaviour.
What is Harassment?
Harassment is intimidation, hostility, offensiveness or sexual harassment.
Harassment also;
Includes unfair discrimination.
Personality clashes between staff do not constitute harassment.
Grievances?
Should you have a grievance or believe that a certain procedure or practice can be modified or changed to the benefit of your work output and the business, you are encouraged to contact the Director to resolve the matter.
If the matter is not resolved satisfactorily or it is inappropriate for the employee to discuss the problem with the Director, a Grievance/Complaint form should be completed. You will then be advised of a plan of action to resolve the matter.
COVID SAFE
Our business is a COVID safe business and as such we require all staff to adhere to the Government imposed restrictions implemented.
Please ensure you adhere to the following;
- Physical distancing is important because COVID-19 is most likely to spread through close contact with a person who has a confirmed infection. Physical distancing means keeping people apart.
Frequent hand washing with soap or hand sanitising, including before and after you eat and after going to the bathroom
Limiting contact with others, including through shaking hands
Stop touching your eyes, nose and face
Covering your mouths while coughing or sneezing with a clean tissue or your elbow, and
Putting used tissues straight into the bin
Wear masks when you are not able to maintain social distancing and if required by a Government mandate.
Do not attend work if you are showing any symptoms of COVID 19. Which includes sore throat, cough, hard to breath, headaches, diarrhoea, aches and pains. You will be required to get a COVID test if showing any symptoms before being able to return to work.
Social Media
This policy is intended to provide clarity to all employees on how to conduct themselves with social media. It also informs them of their responsibilities when using social media.
It aims to encourage employees to find a voice in social media, but at the same time protect the interests of HR Staff n’ Stuff.
Don’t provide Company or a client’s, partner’s or supplier’s confidential or other proprietary information and never discuss Company business performance or other sensitive matters about business results or plans publicly.
Don’t cite or reference clients, partners or suppliers on business-related matters without approval.
Don’t publicly publish information or photos from any of the Companies functions, offices, data centres, workplaces or customers without prior approval from those in the photos and management.
Respect your audience. Don’t use ethnic slurs, discriminatory remarks, personal insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace. You should also show proper consideration for others’ privacy.
Be aware of your association with the Company in online social networks. If you identify yourself as a HR Staff n’ Stuff employee, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients.
Mobile Phone Use
Here are some guidelines regarding the appropriate use of mobile phones.
If you have been provided with a mobile phone;
It’s to allow other employees or customers to contact you, and for you to contact them.
Employees must abide by all laws with regards to mobile phone use.
You must comply with other internet and email policies if enabled on your mobile.
While the phone is used primarily for work, we understand that some private usage may occur. As such we expect private usage kept to a minimum.
It’s a privilege to have a company provided mobile phone, as such, irresponsible or unreasonable use may cause the phone to be removed or re-imbursement of non-business use.
An employee must not use the device in any way that may damage the legitimate interests of the business and employment relationships.
At Work;
The phone is primarily for business communication and work.
Games, Apps, Photography, Internet “Surfing” and Social updates are not acceptable use of a mobile phone during business hours.
Computer Use
You are expected to take a professional and courteous approach to everything you do in connection with work.
You should not expect that any email or other activity conducted over the Business’ computer network(s) will be private or otherwise confidential.
You are allowed personal use that is reasonable and limited so as not to get in the way of you doing your job.
You must not say or type things about the Business unless you have been told you can do so.
You must not engage in use that involves conduct or material that is inappropriate or otherwise obscene or offensive such as accessing or distributing content of a sexual, pornographic, discriminatory, sexist or racist nature.
You must not engage in use that includes conduct or material that has the risk of defaming, or of causing damage to, the Business or any of its officers or employees.
You must not engage in use that includes unlawful activities that are illegal or otherwise inappropriate.
Drugs & Alcohol
The use of drugs and alcohol may impact on an individual’s capacity to perform work safely, efficiently and with respect, thereby posing a risk to the health and safety of the individual and others at the workplace.
We do NOT allow;
Illegal drugs in the workplace
You to be at work while under the influence of Drugs or Alcohol
You to consume alcohol while at work.
If you have prescription or pharmacy drugs – you need to discuss this with the Director before commencing work.
We may carry out random drug and alcohol testing.
Behavior at Work
Serious Misconduct
All team members will be expected to act in a suitable manner at all times. We provide a positive and safe work environment and expect all team members to uphold these standards and the values of the company.
Certain rules of conduct and behaviour apply, this ensures a harmonious work environment for all concerned.
Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in your personnel file and will be taken into consideration when reviewing opportunities for advancement within the company.
Discipline and Termination
The Company will expect all team members to follow any policies and procedures.
It is our goal to create a fair and efficient environment for all team members.
Should any team member act with disregard to any of the relevant policies and procedures it may become necessary to take disciplinary action including and up to termination of Employment.
Employees must return all company owned property (i.e. telephones, computers, uniforms, and keys) prior to leaving on their last day.
Your Responsibilities
You are expected to follow all reasonable and lawful instructions given by us.
You will be expected to:
Arrive on time and be punctual.
Advise the Director of any intended absences as soon as possible.
Work to the best of your ability during your working hours., and provide timely and quality advice and service to our valued clients
Comply with all reasonable instructions from Director concerning health & safety issues.
Comply with all directions and Safe Work Practices, with the goal of avoiding injury to yourself and others.
Follow required business procedures for your job.
Dress appropriately for the job, including any PPE that may be required at a clients worksite
Show respect to the Director, your colleagues, our clients and our partners / suppliers.
Treat business property with care
Participate in Return to Work programs when required
Your Rights
To be paid the appropriate rate for the work that you do.
To be advised of your rate of pay
To work in a safe environment.
To receive training in your duties.
To work in a discrimination-free workplace.
Our Standards
When working for HR Staff n’ Stuff, it is important to know you are part of a team. As a member of our team, it is important that you follow our reasonable standards of conduct and policies for the business.
The following items may result in disciplinary action, up to and including immediate Termination.
Providing false or misleading information about employment or leave.
Not showing up to work without calling your supervisor or the office.
Falsifying time and attendance records (You or others)
Conviction of a Crime
Foul Language, Disorderly or Indecent conduct
Theft or Dishonesty of any type
Disclosing of confidential information or proprietary information to people outside of our business.
Failing to report safety hazards, defects, incidents or injuries.
Harassment or Bullying towards other workers or Customers
Refusal to follow reasonable instructions from your Director.
Breach of Workplace Health & Safety laws and policies.
Workplace Health & Safety
We have a legal obligation to protect the health, safety and welfare of all our employees. Equally, however, employees are obliged to obey Workplace Health & Safety policies and rules designed for their safety.
HR Staff n’ Stuff is committed to providing a safe and healthy environment for its workers, contractors and visitors.
Our Objectives
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Reduce the risks to health, safety of all workers, contractors and visitors, and anyone else who may be affected by our business operations.
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Ensure all work activities are done safely.
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Strive to be a Safe and Incident Free workplace.
Incident and Accidents
HR Staff n’ Stuff relies upon our employees to alert us to any unsafe work activities/hazards so that we can investigate, make safe and continuously improve our work practices.
We want to provide a safe working environment for everyone and as such, we require all employees to report all incidents, and near misses to the Director in a timely manner.
Emergencies & First Aid
The first aid kit is located in the cupboard above the photocopier in our office.
In the event of an Emergency, follow the directions of any First Aid Officer, Fire Warden, or Emergency Services.
Smoking in the Workplace
Smoking is not permitted in offices. All employees are required to walk to the top street and smoke in the designated area. If smoking when visiting clients, adhere to all smoking rules and ensure you freshen clothes and breath before returning to the client.
All smoking must be done during your own breaks and only in designated smoking areas.
Pay & Leave
Your pay will be deposited into your nominated Bank Account as per your Contract of Employment with us.
Your salary will also include a 11.5% Superannuation payment into your nominated superannuation fund.
Any allowances you are entitled to will be included as per the Australian Fairwork legislation into you pay.
You will also receive 20 days annual leave, 10 days sick leave (pro rata for part time employees) per annum, along with other accepted leave types, including:
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Compassionate Leave
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Carers Leave
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Parental
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Adoption
Employees should note that submission of an annual leave request does not constitute approval. You will be notified if your leave is approved or declined at the earliest opportunity.
Prior to going on leave it is the responsibility of each employee to ensure that any outstanding matters or ongoing jobs are discussed, and a satisfactory handover occurs.
NOTE: Casual employees are not entitled to paid annual leave or paid carers leave.
Expenses
If you incur an expense as part of business operations (such as paying for office supplies), then you must obtain a tax invoice for the expense, and this must this be given to the Director for reimbursement, along with submitting an Expenses Claim Form.
The reimbursement will generally be paid each week.
Attendance
If for any reason you are unable to attend work by your normal starting time, you should notify the Director via a phone call or text message at least 2 hours before you are due to start.
If you are delayed in starting work due to a reason other than sickness, you should notify the Director (and your client if applicable) as soon as practical.
Punctuality means being able to start your work at the agreed time. Being in the carpark or kitchen is not seen as being able to start work.
While we provide flexible work arrangements to suit individuals, it is important that every person works at least their contracted hours each week. Habitual or consistent lateness, or not completion of hours, may result in disciplinary action up to and including termination of employment
Time off for personal appointments (e.g. doctor) or unexpected occurrences needs to be discussed with the Director for how time off will be considered.