Resource Hub

Template Resources

On this page, you will find hundreds of useful resources to cater for all your Human Resources needs. All our content is updated on a regular basis to ensure that changes to legislation and market trends are captured. Don’t waste valuable time reinventing the wheel. Our ready to use templates need minimum input from you and are considered best practice.

Policies

Forms

Letters

Checklist

HR Guides

Contracts/Agreements

Sample Documents – all content is downloadable in Word and customisable.

This image is showing an organization's policy on discrimination, bullying, and harassment in the workplace. Full Text: Discrimination, Bullying, Harassment and Equal Employment Opportunity Policy Effective Date Date Last Reviewed Scheduled Review Date Supersedes Approved By Purpose Organisation name is committed to ensuring our 'workplace' is a safe work environment, free from discrimination, bullying, harassment, violence and inappropriate behaviour that makes employees, contractors or anyone who may associate with organisation name uncomfortable. Bullying, Harassment and Discrimination Bullying, discrimination and harassment are not only unacceptable, but also unlawful under State & Federal legislation including; Discrimination Act 1984; Racial Discrimination Act 1975; ... Disability Discrimination Act 1992; Human Rights and Equal Opportunity Commission Act 1986; and . Fair Work Act 2009 It is the responsibility of all employees and contractors to ensure our workplace is free from bullying, discrimination, harassment and violence and if they see something, that it is reported to their Manager. This policy also applies when employees of organisation name represent the company in other workplaces, for example when they visit a supplier or client. Name of Pulley - Discrimination, Bullylag & Harmoment mit EXO Pulley Page 1 of 7 — Discrimination, Bullying and Harassment Policy

This image is a policy document outlining the definition of discrimination and examples of unlawful discrimination in the workplace. Full Text: Scope This policy applies to all employees as well as contract workers and consultants doing work on behalf of the company and who provide services to our company. Definitions Discrimination Unlawful discrimination is the less favourable treatment of a person or a group of people based on particular attributes. Some examples include discriminating against someone because of their; Race or national, ethnic or social origin; .. ; Marital status/actual status; Pregnancy; Breastfeeding; Sexual preference/lawful sexual activity; Transgender status; Parental/family responsibilities/carers status; Disability/impairment; Religion; Political view or association; Age; Physical features; Trade union activity/industrial activity; . Irrelevant criminal record; and/or Personal association with someone based on one or more of the above. Examples may include but are not limited to; . In denying access or limiting access to opportunities for promotion, transfer or training, or to any other benefit to do with performing work on a discriminatory ground, and/or . By creating, allowing or tolerating a hostile or demeaning environment related to an illegal ground of discrimination. Discrimination may occur Directly when a person or group is treated less favourably than another person or group in a similar situation because of a personal characteristic protected by law. For example, a worker is harassed and humiliated because of their race, or a worker is refused promotion because they are 'too old'. Discrimination may also occur Indirectly when a requirement, condition or practice is imposed that appears to be neutral but has the effect of disadvantageg people with a personal characteristic protected by law (see list above). For example, redundancy is decided based on people who have had a worker's compensation claim rather than on merit. It is not unlawful to discriminate against a person who, because of disability or some other reason, would not be able to carry out the inherent requirements of the work even if the employer made Page 2 of 7 — Discrimination, Bullying and Harassment Policy

This image is showing a policy outlining what constitutes harassment and sexual harassment in the workplace, and what the consequences are for engaging in such behavior. Full Text: reasonable adjustments for the person, or if making the reasonable adjustments would cause an unjustifiable hardship. Harassmerit Harassment is the act of systemic and/or continued annoying actions of one party or a group which is offensive to the recipient and does not respect the rights of others. Harassment may be an ongoing pattern of behaviour, or it may be just a single act. It is any form of behaviour that: is not wanted .. offends, humiliates, or intimidates creates a hostile environment Under anti-discrimination legislation, it is illegal to harass a person or group on prohibited grounds (please refer to the list above). What is Sexual Harassment? Sexual harassment is a specific and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated, or intimidated. Sexual harassment is covered in the workplace when it happens at work, at work-related events, between people sharing the same workplace, or between colleagues outside of work. Anybody can be a victim of sexual harassment regardless of their or gender identity and that of the offending party. A single incident is enough to constitute sexual harassment - it doesn't have to be repeated - and it may be physical, spoken or written. It can include: comments or intrusive questions about a person's private life or the way they look . sexually suggestive comments, jokes, or behaviour, such as leering or staring brushing up against someone, touching, kissing, or hugging displaying offensive screen savers, photos, or objects repeated unwanted requests to go out requests for insults or taunts of a sexual nature sending sexually explicit emails or text messages accessing sexually explicit internet sites sexually explicit posts or inappropriate advances on social networking sites behaviour that may also be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications. The list above is not exhaustive and is meant as an indication of the types of behaviour that could give rise to a valid complaint. The intent and motive of the alleged harasser is generally not in question when ascertaining whether the behaviour was welcomed or not. The focus in sexual harassment complaints is how the behaviour was perceived and experienced by the complainant. Just because someone does not object to inappropriate behaviour in the workplace at the time, it does not mean that they are consenting to the behaviour. Name of Policy - Ducriminalien, Bullytag & Harmoment @ EXO Pulley Page 3 of 7 — Discrimination, Bullying and Harassment Policy

This image outlines the organisation's policy on bullying and sexual harassment, which requires all employees to respect other people's limits and for directors and managers to respond quickly and appropriately to any incidents. Full Text: The organisation recognises that comments and behaviour that do not offend one person can offend another. This policy requires all employees to respect other people's limits. All incidents of sexual harassment - no matter how large or small or who is involved - require Directors and managers to respond quickly and appropriately. Bullying Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. It is a risk to health and safety because it may affect the mental and physical health of workers. The behaviour can be direct, indirect, verbal, or physical. It could include behaviour that intimidates, offends, degrades, or humiliates an employee. Behaviours that may constitute bullying include: · sarcasm and other forms of demeaning language threats, abuse or shouting teasing or practical jokes which may be verbal or via emails, text messages, pictures, instant messaging, internet chat rooms or other social media channels coercion social isolation, ignoring people or excluding people from work-related events inappropriate blaming or constant unconstructive criticism deliberately withholding information or equipment that a person needs to do their job or access their entitlements unreasonable refusal of requests for leave, training, or other workplace benefits. · unfair work practices. Bullying is unacceptable in our workplace and will not be tolerated. Bullying may also occur at the same time as unlawful discrimination or harassment (including sexual harassment) and may also be a breach of other work health and safety laws. The behaviour does not have to be repeated to be harassment or discrimination - it may be a one-off event. What isn't bullying? Reasonable management action that is carried out in a fair and reasonable way is not bullying. For example, it is reasonable for the Company's managers and supervisors to allocate work and to give feedback on an employee's performance. An employer or manager can: · make decisions about poor performance take disciplinary action . direct and control the way work is carried out. In addition, differences of opinion and disagreements are not considered workplace bullying. People can have disagreements in the workplace without engaging in repeated, unreasonable behaviour that creates a risk to health and safety. Page 4 of 7 — Discrimination, Bullying and Harassment Policy

The image is showing the organization's commitment to providing equal employment opportunity and preventing workplace violence, discrimination, bullying, and victimization. Full Text: Workplace / Occupational Violence Workplace violence covers any incident where a person is physically attacked or threatened in the workplace. Threat means a statement or behaviour that causes a person to believe they are in danger of being attacked. Workplace violence may include, but is not limited: Verbal, physical or psychological abuse Intimidating or threatening behaviours Physical assault - striking, kicking, scratching, biting Throwing objects Any use of a weapon Any form of indecent physical contact - pushing, shoving, tripping, grabbing The threat of any of the above Equal employment opportunity The organisation is committed to ensuring that all people have equal access to employment subject to them meeting qualification and key selection criteria requirements for specified persons, and once employed, to training, development, and promotion. Equal opportunity legislation applies to all aspects of employment including: recruitment, promotion, employee benefits, conditions of employment, remuneration, transfer, discipline, training, work environment, supervision, redundancy, and dismissal. It is against the law to treat a person less favourably because of a personal attribute protected under Federal and State equal opportunity and anti-discrimination laws. Victimisation and vilification Victimisation and vilification are both unlawful, unacceptable and not tolerated by the organisation in the working environment. Types of behaviour that might constitute victimisation would be dismissing an employee who has made a complaint of sexual harassment in good faith. Types of behaviour that might constitute vilification include instances where an employee verbally and publicly abuses another employee based on their sexual orientation. Rights and Responsibilities Employee Rights and Responsibilities Employees have the right to: work and access services in an environment that is safe, equitable and free from discrimination, harassment, and bullying Name of Pulley - Diuriination, Bullying & larsminent mit EXO Pulley Page 5 of 7 — Discrimination, Bullying and Harassment Policy

Employees and managers have a responsibility to demonstrate appropriate workplace behaviour and take steps to prevent and address workplace behaviour issues. Full Text: raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised recruitment and selection decisions based on merit and not affected by irrelevant personal characteristics Employees have a responsibility to: . follow the standards of behaviour outlined in this policy treat everyone with dignity, respect and without discrimination seek to foster an environment that is safe, positive, and encouraging of other employees offer support to people who experience discrimination, bullying or sexual harassment, including providing information about how to make a complaint avoid gossip and respect the confidentiality of complaint resolution procedures and during investigations Comply with instructions given relating to workplace behaviour Personally demonstrate appropriate workplace behaviour · Immediately report incidents of unacceptable workplace behaviour Additional responsibilities of managers and supervisors Managers and supervisors must also: . model appropriate standards of behaviour take steps to educate and make employees aware of their obligations under this policy and the law intervene quickly and appropriately when they become aware of inappropriate behaviour act fairly to resolve issues and enforce workplace behavioural standards, making sure relevant parties are heard help employees resolve complaints informally refer formal complaints about breaches of this policy for investigation as outlined in the Grievance Policy ensure employees who raise an issue or make a complaint are not victimised ensure that recruitment decisions are based on merit and that no discriminatory requests for information are made seriously consider requests for flexible work arrangements. identify, prevent and address workplace behaviour issues personally demonstrate appropriate workplace behaviour and promote this Policy ensure that complaints received either informally or formally, are dealt with promptly and sensitively treat all complaints seriously and investigating and reporting on complaints in a fair timely and confidential manner Page 6 of 7 — Discrimination, Bullying and Harassment Policy

This image outlines a policy of treating all employees fairly and without fear of intimidation, and outlines the consequences of non-compliance and false accusations. Full Text: . treat all employees fairly and without fear of intimidation Policy Non-Compliance Discrimination, harassment, bullying and workplace violence will not be tolerated, and employees will be held accountable for their behaviour and actions. Any form of inappropriate behaviour or non-compliance with this policy will not be tolerated and deemed as serious misconduct. This may result in disciplinary measures including counselling, warnings or termination of employment, depending upon the gravity of the breach. Likewise, unsubstantiated or false accusations may also result in disciplinary action. Questions Identify the person or position employees can approach if they have questions about the policy, Procedure If you believe you are being, or have been, discriminated against, harassed, sexually harassed or bullied, please follow the steps set out in the Grievance Procedure, The procedure is intended as a guide only. Variations We reserve the right to vary, replace or terminate the policy from time to time. Employee Acknowledgement I agree that I have received and understood the above policy. I agree to comply with all policy requirements, I understand that there may be disciplinary consequences should I fail to comply with the above policy. This may result in the termination of my employment. Name Signature Date The Policy does not form part of any employee's contract of employment; nor does it form part of any other workplace participant's contract for services. Page 7 of 7 — Discrimination, Bullying and Harassment Policy

This image shows a conversation guide for managers to use when discussing career and development objectives with their employees in order to gain a better understanding of the employees' development needs. Full Text: Career and Development Discussion As a manager it is important that you discuss development and career objectives with your employees to understand the employees development needs. Asking employee's specific questions regarding development needs and career goals helps an employee articulate his/her needs clearly with you as their manager. This helps you as the manager and the employee to mutually decide what to focus on for future career growth. Provided below is a conversation guide for you as a manager which is designed to ensure that managers have a firm understanding of each employees career aspirations. Short term goals Employee response Where do you see yourself in the next 1-3 years What would you describe as your biggest strength? What one strength would you like to develop to meet your goals for the next 1-3 years? What one skill would you like to develop to improve in your current role? If there is one task or project type you'd like to do more frequently in your future roles, what would you select? If there is one task or project type you'd like to do less frequently in your future roles, what would you select? What is the next position that you would like to hold at this organisation Page 1 of 1 — Career-and-Development-Discussion

This image is a letter from an organisation summarising the results of an investigation into allegations of inappropriate behaviour and violations of company policy. Full Text: Investigation Follow Up Letter to Complainant Date Dear employee name, This letter summarises the results of organisation name's investigation into your allegations that accused employee or employees acted inappropriately and/or violated company policy by summary of the nature of the complaint. As we discussed, organisation name takes such allegations very seriously and will not tolerate inappropriate behavior in the workplace. Employees are encouraged to bring such matters to our attention at any time, without fear of any adverse action being taken against them for doing so. In my capacity as position I have interviewed all the employees involved, including you and the accused employees and our investigation is now complete. Though we could not confirm all your allegations, it does appear that Inappropriate behavior and violations of company policy took place, specifically in violation of the policy found in the company employee handbook. A copy of that policy is attached to this letter. Although privacy considerations limit our ability to share confidential information with you about other employees, I can tell you that the appropriate action has been taken to ensure that such conduct does not repeat itself. Should you experience any further problems, please feel free to let me know or to speak with another trusted member of management. Any future misconduct, including any retaliation, will be dealt with swiftly and severely as the circumstances dictate. Please do not hesitate to ask questions or speak up about matters that concern you. If you feel any form of retaliation occurs, report it immediately, so it can be addressed quickly. Thank you again for bringing this matter to our attention. Sincerely, name, title, contact information cc: file Page 1 of 1 — Investigation follow up letter to complainant

Join Today

If you are not an existing Liquid HR client but want access to our template resources, sign up here…

Click-To-Call Contact Us