Workplace Behaviour

An employee upset and making a scene in an office environment

The aim of a Workplace Behaviour Policy is to detail the standards, values and expectations for appropriate behaviour in the workplace, and in particular an employee’s obligation to contribute to a safe and pleasant work environment that is free from discrimination, bullying and harassment.

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Performance Management

A woman sitting across a male employee in an interview setting.

Performance management is designed to assist employees to improve on their performance or improve their conduct and behaviour.  In addition, performance management should assist managers and employees when addressing unacceptable performance and behaviours. Performance Management should always be in alignment with the Fair Work legislation. 

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Grievance Handling & Conflict Resolution

An oversized complaint document appears to be signed and viewed by two parties

A Grievance Handling and Conflict Resolution Policy is designed to assist in managing staff complaints, grievances, and problems efficiently and effectively. 

A Grievance Handling and Conflict Resolution Policy should stipulate the confidentiality of the complainant and the steps taken by a company to resolve the complaint. 

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Alcohol & Drugs

Workers celebrating at an office party, once employee is throwing up into a plant

An Alcohol and Drugs Policy is intended to inform all employees that being under the influence of drugs, alcohol or other prohibited substances will not be tolerated in the workplace or within work hours. An Alcohol and Drugs Policy should specify that the use of any drugs and alcohol within work hours is a workplace health and safety concern as it can affect a person’s ability to exercise judgment and impair coordination, motor control, concentration and alertness. 

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Probation Period

Lily joined the company in a newly created role as site administrator just over 2 months ago.  Whilst Lily appears to be settling in well her work is not quite where you expect it to be.  Lily has missed a few deadlines and her attention to detail is poor at times but on the other hand, she has really connected the team and reduced the turnaround time on contract administration significantly.  You can’t quite work out what is going on but feel Lily is trying hard and you would like her to succeed. It is better to give feedback now and potentially resolve the situation rather than wait any longer. Your key question is really is Lily the right fit for the role?

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New Hire

Jackson is a recent applicant for a vacant position. You have been looking to fill this role for a few weeks and when Jackson came along after interviewing him and meeting him several times you knew he was the right fit, and so you offer him the role. During the interview process, you discover that Jackson has had several other interviews which do not surprise you as he is of high caliber. It’s two weeks before he can start and you are keen to ensure he remains excited about joining the team and you make him feel welcome.

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Xavier has worked for you now for 12 months. During that time he has attended many training sessions and courses at the company’s expense and proved himself to be a very willing and able employee. You think that Xavier has a long future in front of him within the business and have personally spent time helping him develop into a responsible young adult both inside and outside work.

Xavier comes to work and asks to see you. He tells you he is leaving. As his manager, you are bitterly disappointed.

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Flexible Working Request

Jacqui has been employed as a receptionist for over two years now.  She has been a terrific employee showing herself to be proactive, positive, and above all, very responsible. Jacqui has requested to see you indicating that she would like to adjust her work hours from 9-5 to better suit her lifestyle as she is undertaking further study.

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Material to support a termination process; how-to conduct exit interviews and communicate resignations as well as, dismissal codes and policies for redundancies and disciplinary action.

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Supervisor or Manager?Young Employee?