Conditions of Employment

Conditions of Employment November 2014 Page 20
CONFINED SPACES
In some workplaces there will be areas which are very high risk environments such as silos, vats, pipelines,
trenches, pits, crawl spaces, pipe line, pump room, meter and compressor rooms, automatic regulator stations,
sewage disposal plants, manholes, sewers, tank, vaults, etc.. In confined spaces suffocation from lack of oxygen
or poisoning by toxic gases or explosion of vapours may present a great threat. You may be asked to work or
assist in a confined space. Be aware that you are not able to do this work unless you have a Working in Confined
Space licence/ticket. Working in confined spaces can be extremely dangerous.
NOISE
It doesn’t take much to permanently damage your hearing. The noise level of common power tools such as
circular saws, angle grinders or jackhammers (up to 110 decibels) is enough to cause damage. It only takes as
little as two minutes per day of unprotected exposure for these loud noises to permanently damage your hearing.
Permanent hearing damage is just that, permanent. There is no cure. You must always wear your hearing
protection in these environments.
FIRES & FIRE EXTINGUISHERS
Fire hazards on a work site include:
a) electrical wiring defects
b) flammable vapours and dust
c) accumulated rubbish or flammable liquid spills
d) hot work activities
You should only use fire extinguishers if you have been trained to do so. There are different types of fire
extinguishers. Each one is used for a different type of fire. Make sure you look at the pictures on the label, and
note the following:
a) Water and wet chemical extinguishers should NOT be used to extinguish flammable liquids as it can spread
the fire
b) Water, foam or wet chemical extinguishers should NOT be used on an electrical fire as the user could
electrocute himself or herself
c) Carbon dioxide should NOT be used outdoors as it can be dispersed or blown away
UNIFORMS, DRESS CODE & SAFETY GEAR
At induction we supplied you with steel capped boots (or a voucher towards some) and a set of uniforms.
 It is company policy that you wear your uniform to both work and College every day.
 As an employee of All Trades Queensland you are representing this Company. Your uniform which has
been provided must always be clean and presentable.
 Your clothing and appearance must be appropriate to ATQ and your host employer.
 We will issue you with a new set of uniforms and boots every twelve months within 3 months of changing
year.
No Jewellery
The Work Health & Safety Act clearly states that jewellery on the worksite presents a very real danger to the
employee. All Trades Queensland employees (unless working in an office environment) are not to wear earrings
or studs either in the ears or on the face, necklaces or bracelets of any kind during working hours. Watches are
not to be worn on the wrist whilst working; keep them in your pocket.
Important
All Apprentices/Trainees are required to wear personal protective equipment; this includes your steel capped
work boots. This is extremely important. You cannot attend work without wearing the appropriate boots and
clothing. They must also be worn at college. If you arrive at work without it, your host will send you home to
collect it, and while you do this you will not be paid. Failure to wear the correct clothing and footwear, and
failure to remove jewellery, will result in a warning being issued which will be placed on your file.Conditions of Employment November 2014 Page 21
The code of conduct, conflict of interest policy, privacy policy, equal employment opportunity policy and harassment and
bullying policies form part of the conditions under which you work for this company. It is essential that you follow these
policies exactly; failure to do so may result in our request to cancel your apprenticeship or traineeship.
CODE OF CONDUCT
Application
In order for the Directors and the Employees of ATQ to comply with the requirements of office/employment and to carry out
their responsibilities, the following matters set out in the Code of Conduct shall relevantly be observed by the Directors and
Employees of ATQ.
Definitions
In the Code of Conduct the following words have the meaning set out:
“ACT” means the Industrial Relations Act Qld 1999;
“BENEFIT” shall include gift, gratuity, remuneration, allowances, fee, subsidy, consideration, free service or entertainment
provided;
“BOARD” means the Board of Directors of ATQ from time to time elected or appointed to office;
“MANAGING DIRECTOR” means the Managing Director;
“MANAGING DIRECTOR” means the individual appointed, from time to time, by the Board of Directors as the MANAGING
DIRECTOR of ATQ;
“CODE OF CONDUCT” means the code for the conduct of Directors and Employees as provided for in this document as it may
be amended or replaced from time to time;
“COMPANY” means ALL TRADES QUEENSLAND Limited”;
“COMPANY CONSTITUTION” means the Company Constitution of ATQ as amended or replaced from time to time;
“CONFIDENTIAL INFORMATION” means all information which:-
(a) relates, directly or indirectly, to the Business of ATQ; and
(b) which is:
(i) disclosed or communicated by or on behalf of ATQ to the recipient; or
(ii) created, ascertained, discovered or derived by the recipient, whether directly or indirectly, from any such
information disclosed or communicated by or on behalf of ATQ to the recipient, before or after the date of
the Code of Conduct and whether or not recorded in some tangible form (and where recorded in some
tangible form, whether the record is an original or a copy of or extract from the original or other copy or
extract), but does not include:-
(c) information which, at the time when it is disclosed or communicated to or created, ascertained, discovered or
derived by the recipient, is publicly known;
(d) information which, at the time when it is disclosed, is already known to or is in the possession of the recipient and
was not acquired, directly or indirectly, from ATQ; or
(e) information which, after the time when it is disclosed or communicated to or created, ascertained, discovered or
derived by the recipient, comes into the public domain otherwise than as a result of any breach by the recipient .
“CORPORATIONS ACT” means the Corporations Act 2001,
“CRIMINAL OFFENCE” means any indictable offence, whether dealt with on indictment or by summary trial (pursuant to the
provisions of S552 A&B of the Criminal Code of Queensland) and inclusive of all traffic offences (being offences contained
within the Qld Transport Acts) which are potentially punishable by loss of license or imprisonment;
“DANGEROUS DRUGS” means those substances listed in schedules 4 and 8 respectively of the poisons regulations of 1970 as
amended or replaced;
“DIRECTOR” means a voting member of the Board of Directors of ATQ;
“EMPLOYEE” means an employee, inclusive of labour hire, employed by ATQ;
“ATQ” means the company;Conditions of Employment November 2014 Page 22
“ATQ POLICIES” means the policies of the Company as amended or replaced from time to time and which are communicated
by the Directors to the Employees;
“INDUSTRIAL INSTRUMENT” means an award, Enterprise Agreement or Workplace Agreement made pursuant to the Act or
the Workplace Relations Act, 1996 (Commonwealth);
“INFORMATION” includes but is not limited to any information, knowledge, belief, fact, state of affairs, technology, action,
technique, method, know how, concept, idea, process, procedure, system, composition, formula, function, use, colour,
texture, sound, smell, taste, layout, design, quantity, name, shape, size, magnitude, quality, attribute, result, interpretation,
analysis, price list, fee list, customer list, host list, canvassing list, contact list, site list, trade list, sub-trade list, trainee lists,
apprentice lists, data bases, trainee applicant’s list, apprentice applicant’s list, client list, accounting records, list of suppliers
of material to ATQ and trade secret;
“RESTRICTED DRUGS” means those substances listed in schedules 4 and 8 respectively of the poisons regulations of 1970 as
amended or replaced.
Requirements of Office/Employment
Community expectations of ATQ are that its Directors and Employees provide:
fair, accurate and unbiased advice to all persons and organisations they deal with;
act promptly and effectively;
manage ATQ’s assets efficiently, economically and with scrupulous honesty;
seek to achieve superior standards of employment
seek to achieve superior standards of service delivery to host employers;
act in the best interests of both the community at large and all employees in general.
The Directors and Employees are expected at all times to:
act honestly and with the utmost integrity, and comply with the letter and spirit of any laws, the company
Constitution and ATQ policies and the Code of Conduct;
uphold the Laws of Queensland and Australia;
at all times act responsibly in the performance of their duties;
act in the best interests of all members of ATQ;
use the assets of ATQ economically and efficiently;
ensure that their official powers or position are not used improperly for personal advantage and that any conflict
between personal interest and company interest, which may arise, is resolved in favour of ATQ;
ensure that their conduct, whether in a personal or official capacity, does not bring ATQ into disrepute or damage
public confidence in ALL TRADES QUEENSLAND Limited.
use every opportunity to promote the interests, values and objectives of ATQ;
seek to advance the common goals of the community served by ATQ;
treat each other, members of the public, host employees and other persons respectfully, honestly and fairly, with
proper regard for their rights, entitlements, duties and obligations;
conduct their duties in a manner that is open and transparent and that allows Directors and Employees and the public
to remain informed about ATQ’s activity and practices;
adopt an exemplary standard of communication, both form and manner, with host employees irrespective of whether
they be representatives of Government, in the public/community sector or individuals/entities in the private sector;
exercise due diligence, care and attention and at all times seek to achieve the highest standards practicable in relation
to their duties and responsibilities;
avoid waste, abuse and extravagance in the provision or use of Company resources;
expose fraud and corruption of which a Director or Employee is unaware
in relation to ATQ to identify, and wherever possible prevent, impropriety, improper use of resources and improper
use of information or confidential information;Conditions of Employment November 2014 Page 23
use ATQ resources only in accordance with Company Policy, an Industrial Instrument or, other recognised work
practice or under the direction of a person holding appropriate authority from ATQ.
Directors and Employees shall not:
seek or accept a bribe or other improper inducement;
use their official position to gain advantage or to improperly influence other Directors or Employees in the
performance of their duties for the purpose of private gain or personal benefit;
accept gifts or services, other than minor incidental items, in the course of their duties;
by virtue of their official positions accept or acquire a personal profit or advantage of a personal material value other
than permitted by the Code of Conduct.
use ATQ resources for private purposes (except where expressly permitted as part of a contract of employment)
unless such use is expressly authorised;
use, or convert to their own use, any property of ATQ.
The Directors are expected to:
bring to the Board all the skills and experience they possess, and to diligently apply themselves to their duties;
participate freely in all discussions, always listen to others and allow others to fully express their opinions;
conduct the business of the Board in the strictest confidence, and avoid the public disclosure of any information or
confidential information unless that disclosure is approved;
consider decisions of the Board binding on all Board Members and not publicly dissent from them;
notify the Chair of any conflict of interest, financial or otherwise, that may arise between their personal activities and
those of ATQ and in the event of any conflict arising to comply with the provisions of the Code of Conduct;
maintain good relations with Employees;
ensure that requests or instructions to Employees in regard to Board matters are passed through the managing
director;
be prepared to receive any stakeholder’s views, requests or complaints and to pass them, preferably in writing, to the
managing director and to the Board to be dealt with;
have a detailed knowledge of ATQ’s policies and the Company Constitution;
act in ways which enhance both public perception and confidence in the administration and performance of ATQ.
Employees are expected to:
bring to ATQ all the skills and experience they possess, and to diligently apply themselves to their duties;
provide appropriate reporting and advice that the Board would expect from skilled Employees;
consistently and effectively comply with all policies and procedures established by ATQ;
always act within delegated authorities;
provide the Board with full and complete disclosure of all their activities and the activities of ATQ;
provide speedy and effective responses to requests from the Board.
Particular Obligations of Directors and Employees
Directors and Employees shall:
make themselves aware of the basic provisions of the various Acts, obligations, policies, regulations and protocols that
relate to ATQ;
observe the correct lines of communication and responsibility;
be impartial when preparing reports and giving advice to the Board and Directors of ATQ and in making decisions be
prepared to accept the responsibility that goes with making those decisions;
not publicly criticise Directors and Employees;
not make promises to the public, Directors, apprentices, trainees, labour hire, host employers, employees and
members of other organizations which cannot be kept;Conditions of Employment November 2014 Page 24
not make comments to the media unless expressly authorised to do so by the Managing Director and then, only do so
as required and by observing and respecting the policies of ATQ;
in accordance with ATQ policy, not engage in any other employment or engagement without the written authorisation
of the Managing Director
whilst on duty, devote the whole of their time and attention to the business of ATQ and ensure that their work is
carried out efficiently, economically and effectively;
carry out all lawful directions given by any person having the authority to give such directions;
give effect to the lawful directions, policies, obligations and practices of ATQ;
conform to the standard of dress, from time to time, determined by the Managing Director;
not at any time allow the consumption of alcohol, restricted drugs or dangerous drugs, to adversely affect work
performance;
not consume alcohol, restricted drugs or dangerous drugs whilst performing duty except where related to the
Directors or Employees official duties and subject to the Managing Director’s approval and/or medical certification
and any/or other conditions that the Managing Director may place on consumption.
Conflict of Interest
(a) A “conflict of interest” may be defined as a situation in which an Employee or Director has a private or personal
interest sufficient to influence the objective exercise of their official duties.
(b) The principles relating to conflict of interest flow directly from the classification of Directors and Employees as
fiduciaries and may also arise from the Corporations Act.
(c) A fiduciary is a person who is in a relationship of trust and confidence or of confidential relations.
(d) The duty owned by a fiduciary varies in obligation according to the office/position held and the nature of functions
performed.
(e) A fiduciaries duty to serve another’s interests implies that fiduciaries will avoid placing themselves in a position where
they could prefer their own or someone else’s interests to those of the person (or entity) to whom the obligation is
owed, which in the present circumstances is ATQ.
(f) This duty is applicable to both Directors and Employees.
Examples of conflicts:
(i) conflict with personal material interest: directors are unable to enter contracts where their personal interests
“possibly may conflict” with the interests of the company;
(ii) conflict with other duty by which director/employee bound: where companies have directors in common or an
employee is a director of another corporate entity, and a decision involving a potential conflict of interest is
required to be taken by one of the companies, then the common directors should not participate in the
relevant board’s decision making process on that matter and an Employee should disclose their interest and
not in any manner involve themselves in the process
A conflict can be said to arise when any reasonable person within the community would believe that the person could
be so influenced by that conflict of interest.
(g) The duty is a strict duty and a Director or Employee may be in breach even though they act honestly and do not stand
to make a profit.
(h) The Company Constitution provides for conflicts as follows:
“16. INTERESTED DIRECTORS
(a) Interested Directors disqualified
A Director of the Company who is in any way whether directly or indirectly
interested in a contract or proposed contract with the Company or in any
contract or arrangement entered into by or on behalf of the Company shall
declare their interest and:
(i) that Director shall be disqualified from contracting with the Company either as vendor, purchaser
or otherwise;
(ii) any contract made by that Director with the Company and any contract or arrangement entered
into by or on behalf of the Company in which that Director is in any way interested shall be avoided
by reason only of such Director holding office or of the fiduciary relationship thereby established;
(iii) the Director so contracting or being so interested shall be liable to account to the Company for any
profit realised by any such contract or arrangement by reason only of such Director holding office
or of the fiduciary relationship thereby established;
(iv) that Director may not in respect of any contract or arrangement in which the Director is so
interested as aforesaid and in relation thereto:-Conditions of Employment November 2014 Page 25
(i) vote;
(ii) execute any deed or document whatsoever on behalf of the Company; and
(iii) count in a quorum.
(b) Sufficient disclosure
A general notice that a Director is a Director or Member of any specified Company or firm and is to be regarded
as interested in all subsequent transactions with such Company or firm shall be sufficient disclosure under
these rules in relation to any contract, proposed contract or arrangement so made with such Company or firm.
(c) Other office may be held
A Director may hold any other office or place of profit, except that of auditor, in the Company in conjunction
with the Director’s Directorship and may be appointed thereto upon such terms as to remuneration, tenure of
office and otherwise as may be arranged by the Directors, inclusive of the office of Secretary, and such
appointment shall not of itself give rise to a conflict as provided for in sub rule (a) of this rule.”
(i) A Director is also subject to the provisions of the Corporations Act.
(j) Dealing with a conflict of interest – Directors and Employees:
must serve the overall Company interest;
if conflict arises between the interest of ATQ and the private interest of the Director or Employee – preference
must be given to ATQ’s interest;
a Director or Employee must ensure there is no conflict or possible conflict between the Directors or
Employee’s private interest and the honest performance of their role in serving the interests of ATQ.
(k) A Director or Employee who potentially is in conflict, that is there exists a “real sensible possibility of conflict” shall:
(i) declare their interest to the Board or Managing Director respectively;
(ii) in the case of a Director abstain from involvement in matters relating to the potential for conflict;
(iii) in the case of Employees act only upon the express authority of the Managing Director in any matter relating to
the potential for conflict.
(l) Any Director failing to comply with the provisions of this part of the Code of Conduct shall be guilty of a serious breach
of fiduciary duty and may be subject to removal from the Board on the grounds of misconduct.
(m) Any Employee failing to comply with the provisions of this part shall be guilty of gross misconduct and their
employment may be terminated (summarily or otherwise) at the absolute discretion of the Managing Director
(n) A Director or Employee who is in breach of their fiduciary duty, arising out of a conflict or potential conflict, may:
(i) in the case of a Director:
(A) be liable for loss to the Company or an account of profits made by the Director;
(B) be liable for penalty pursuant to the Corporations Act;
(C) be liable to injunctive and other equitable remedy;
(ii) in the case of an Employee:
(A) be liable for damages arising from breach of contract;
(B) be liable to account for profits made by the Employee;
(C) be liable to injunctive and other equitable remedy.
Use of Information
Directors and Employees shall:
 not advance a private interest by the use of ATQ’s confidential information gained in the course of their fulfilling their
obligations as a Director or an Employee as the case may be;
 treat confidential reports and confidential discussions of ATQ with the strictest confidence;
 not use or disclose, presently or in the future and whether remaining a Director or Employee as the case may be, any
of ATQ’s information or confidential information without the prior written approval of the Managing Director;
 on ceasing to be a Director or an Employee deliver up to the Managing Director, or a person delegated by the
Managing Director, all ATQ’s information and/or confidential information that they have in their power or possession;
any Director failing to comply with the provisions of this part shall be guilty of a serious breach of fiduciary duty and may be
subject to the removal from the Board on the grounds of misconduct; and in the case of a Director
 be liable for loss to the Company or an account of profits made by the Director;
 be liable for penalty pursuant to the Corporations Act;
 be liable to injunctive and other equitable remedy;
any Employee failing to comply with the provisions of this part shall be guilty of gross misconduct and their employment may,
subject to the circumstances, be terminated at the absolute discretion of the Managing Director
And in the case of an Employee:
 be liable for damages arising from breach of contract;
 be liable to account for profits made by the Employee;
 be liable to injunctive and other equitable remedy.Conditions of Employment November 2014 Page 26
Charge or Conviction for an Indictable Offence
Directors charged with a criminal offence shall:
advise the Board at the earliest opportunity of the charge;
at the request and in the discretion of the Board, should the Board consider it appropriate, stand down from their
position as a Director until the matter is dealt with before the Courts;
advise the Board, at the earliest opportunity, after a determination is made by a Court, of that determination;
in the event of a conviction for any indictable offence resign their position;
any Director failing to comply with the provisions of this part shall be guilty of a serious breach of fiduciary duty and may
be subject to removal from the Board on the grounds of misconduct.
An Employee charged with a criminal offence shall:
Immediately notify the Managing Director of the charge;
shall if requested, and whilst recognising the Employee’s right against self incrimination, advise the Managing Director in
writing of the circumstances surrounding the charge;
shall in the absolute discretion of the Managing Director, be stood down from their employee position, subject to the Act
and any relevant industrial instrument, without pay or be redeployed to other duties whilst the charge is being
determined;
shall advise the Managing Director as soon as a determination is made by a Court, of that determination;
in the event of a conviction for any indictable offence the employment of the Employee shall be terminated;
any Employee failing to comply with the provisions of this part shall be guilty of gross misconduct and their employment
may, subject to the circumstances, be terminated at the absolute discretion of the Managing Director, subject to the
applicable circumstances.
Report of Corrupt Conduct
A Director or Employee who knows or has good reason to suspect any:
fraud;
corrupt conduct;
criminal conduct; or
unethical conduct;
occurring within ATQ or being committed by a Director or Employee, shall report it immediately to the Managing
Director
Any Director failing to comply with the provisions of this part shall be guilty of a serious breach of fiduciary duty and may be
subject to the removal from the Board on the grounds of misconduct.
Any Employee failing to comply with the provisions of this part shall be guilty of gross misconduct and their employment
may, subject to the circumstances, be terminated at the absolute discretion of the Managing Director.
Breaches of the Code of Conduct
Sanctions may be applied if the Code of Conduct or any relevant law is breached. Depending on the breach, and unless
otherwise prescribed by the Code of Conduct, sanctions may include counselling, disciplinary action (including termination of
employment), the lodging of criminal charges and for the taking of civil action.
Obligations of ATQ
Directors and Employees who faithfully, honestly and rigorously observe the requirements of the Code of Conduct and any
relevant law are entitled to the publicly expressed support of ATQ and their colleagues against unfair or mischievous
allegation of dishonestly or partial performance of their professional duties.
Inappropriate Behaviour
All forms of inappropriate behaviour is prohibited by employees of ALL TRADES QUEENSLAND Limited (“ATQ”) at all times
during normal working hours (including lunch and break times) and at work related functions
Inappropriate behaviour includes but is not limited to:
 Discriminatory behaviour
 Harassment, including sexual harassment
 Bullying
 Use of foul and vulgar language; and
 Sexual activity
 Any act which breaches this clause will be regarded by ATQ as serious misconduct and may result in the employee’s
termination of employmentConditions of Employment November 2014 Page 27
CONFLICT OF INTEREST POLICY
As employees of the company we have an obligation to maintain the company’s integrity and good public image. This should
be kept in mind when personal interests differ from the interest of the company. If a conflict arises, it should be resolved in
favour of the company.
A potential or apparent conflict of interest exists when our private interest could impact adversely upon the proper
performance of our official duties. When a reasonable person in possession of the relevant facts would conclude that our
private interests are likely to interfere with this performance, an actual conflict of interest exists.
The following steps may provide assistance when determining how to handle a potential conflict of interest:
a) Determine the company’s position on the matter
b) Determine your own position on the matter and identify any inconsistency with that of the company
c) Consider how others such as your peers, senior management or the Government would view the inconsistency
d) Consider alternative courses of action and their possible implications
e) Determine how the conflict could be best resolved in the company’s interest
f) If you are uncertain on how to proceed, discuss the matter with your Manager.
By ensuring that potential conflicts of interest are identified early and resolved in the company’s interest, we are able to
promote objective and transparent decision making processes, and enhance the good reputation of both the company and
ourselves.
PRIVACY POLICY
The National Privacy Policy instructs that this organisation must take reasonable steps to protect the personal information it
holds from misuse and loss and from unauthorised access, modification or disclosure.
All personal information that we receive about our Directors, Host Employers, Apprentices, Trainees, Labour Hire employees
or fellow employees should be treated as confidential and is only to be used for permissible purposes.
No personal information about Directors, Apprentices, Trainees, Labour Hire employees or fellow employees is to be
disclosed without that persons prior approval. Information on home address’s, telephone numbers, salary or where they are
hosted is to be disclosed. Information requested from financial institutions can only be given if the institution supplies
written approval from our employee. If the employee is over 18 years of age no information can be given to the employees
parents.
Credit references on Host Employers can only be given if we receive the request for such a reference in writing.
The only exception to disclosing information is information that is requested by a Government department.
EQUAL EMPLOYMENT OPPORTUNITY POLICY
It is the policy of All Trades Queensland to ensure that our employees are treated equitably and fairly in matters relating to
their employment.
This policy applies to, but is not limited to selection, placement, transfers, performance reviews, training and career
development, promotions and separations. It also applies to remuneration packages, benefits and other conditions of
employment with the Company.
In addition, it is our policy to have in place an Affirmative Action Program for women, which is in line with the relevant
legislation.
HARASSMENT AND BULLYING POLICY
It is the policy of All Trades Queensland to exercise its moral and legal obligation in making certain that harassment and
bullying of any kind does not occur in the workplace. At no time are there to be actions, comments, suggestions, remarks or
physical contact that belittle, offend or demean any person. Harassment and Bullying may be active or passive, direct or
indirect, physical or psychological.
Any person who feels they are being harassed and/or bullied should either:
a) directly inform the alleged offender, possibly in the presence of a witness or seek an agreed solution, orConditions of Employment November 2014 Page 28
b) discuss the matter with either their Manager/Supervisor/Field Officer/Grievance Officer or the Harassment Officer.
All complaints are to be addressed in an impartial, confidential and prompt manner.
Code of Behaviour for the prevention of harassment and bullying
All Trades Queensland is committed to maintaining a workplace free from all forms of harassment and bullying, where
employees can feel safe and comfortable to perform their duties free from such concerns.
All Trades Queensland encourages the building of friendly, co-operative and mutually beneficial relationships amongst all
staff in their working environment. We believe this can be achieved and maintained by observing the following:
Treat all fellow employees as competent professionals.
 NO touching of ANY kind – except normal handshakes
 NO gender related jokes or putdowns
 NO jokes of a sexual or double meaning nature, or jokes relating to sexual preference
 NO racist jokes
 NO ethnic or racist putdowns
 NO jokes or putdowns about people physically or mentally impaired
 NO sexual comments, invitation or suggestion of ANY kind
 NO display of nude, semi-nude or pornographic photographs, calendars or posters
 NO actions, comments, suggestion, remarks or physical contact which belittles or demean any person
 NO use of the internet, mobile phones or other devices to send or post text or images intended to hurt or embarrass
SOCIAL MEDIA POLICY
These guidelines provide expectations for our employees using social media tools such as Facebook and Twitter and where
your identity can be linked to All Trades Queensland or a host employer(s).
As an employee you have an obligation to make sure you do not post comments or material that is damaging in any way to
All Trades Queensland or our host employers.
If you have an issue or complaint regarding any aspect of your employment, we have a Grievance Procedure for this purpose
so that management can be made aware of any problems you are experiencing.
Important: Social Media is not to be used as a forum to raise work related problems. You can raise any issues regarding your
employment with your field officer or use the grievance form located on our website (under Current Employees).
When using your personal social media accounts:
 Remember that your comments are public and could easily be reported
 Ensure your posts or behaviour are not in breach of your employment contract
 Think about your reputation, All Trades Queensland’s reputation, and the reputation of your colleagues
 Respect the privacy of fellow staff members, directors, host employers, or other individuals or organisations,
associated with All Trades Queensland;
 Have regard to the fact that our Equal Opportunity and Anti-Discrimination, Harassment and Bullying & Violence
policies still apply where social media content published by you is able to be related back to your employment with All
Trades Queensland.
As an example, under your Facebook profile if you state something like “I work at All Trades Queensland” you must ensure
that you take care in what you post because all of your comments can be linked back to All Trades Queensland.
 Do not engage in any activity that reflects poorly on All Trades Queensland;
 Do not post negative comments with respect to All Trades Queensland, host employers, fellow staff members,
directors, clients or others associated with our organisation.
 Do not post material that is obscene, defamatory, threatening, discriminatory or hateful to another person or entity
where they are in anyway associated with All Trades Queensland.
 Do not use All Trades Queensland’s logo’s, trademarks or other intellectual property.
In short you should not post negative comments about All Trades Queensland, our host employers or staff as it may lead to
termination of your employment. If you are uncertain about how your employment may be affected by your use of your own
personal social media tools, please speak with your Field Officer.Conditions of Employment November 2014 Page 29
If there is material on your social media sites that may be in conflict with this policy, it must be removed immediately.