Bullying, Harassment and Discrimination

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1 ATPM Bullying, Harassment and Discrimination Induction 2014

2 ATPM Bullying, Harassment and Discrimination Induction Includes: 1. ATPM Mission, Values & Culture 2. Code of Conduct 3. Definitions 4. Expectations 5. Legislation 6. Actions and Strategies 7. Grievance Process 8. Whistleblower Protection Policy 9. Contacts

3 ATPM s mission statement ATPM Mission, Values & Culture We will work together to create memorable holiday experiences for our customers in safe, friendly and sustainable resorts and holiday parks.

4 ATPM s Values: ATPM Mission, Values & Culture WOW Factor Customer Integrity Respect Support Passion Fun exceed expectations delight and make it right honesty is the best policy give it & earn it support and be supported drives positivity happiness rubs off

5 The ATPM Personal Commitments Bullying, Harassment and ATPM Mission, Values & Culture 1. I will lead by example and be responsible for my actions 2. I will enhance customer experience the WOW factor 3. I will speak up in the face of unacceptable behaviour 4. I will respect others and not engage in gossip 5. I will address conflict early and constructively 6. I will give and accept feedback positively 7. I will share my enthusiasm and passion 8. I will give credit where credit is due 9. I will greet people with a smile 10. I will share my knowledge 11. I will support my colleagues 12. I will encourage excellence 13. We will exceed expectations

6 Code of Conduct includes:- Employment Obligations ATPM Code of Conduct Employees shall uphold and champion the ATPM values Employees shall ensure that their conduct is free from discrimination, harassment and bullying and to behave in a manner prompting a friendly and professional work environment. ATPM considers workplace harassment, offensive language, discrimination, sexual harassment and workplace bullying unacceptable and will not tolerate it under any circumstance Employees placed in a management or supervisory position shall act with integrity and honesty when dealing with staff. They shall not, by any word or action, place undue pressure or obligation on staff to operate outside policy or procedure Employees shall respect the privacy of others and not engage in conduct that may be hurtful including gossip 6

7 ATPM Bullying, Harassment and Discrimination Workplace Bullying Bullying occurs when: Legal Definitions A person or group of people repeatedly behaves unreasonably towards a worker or group of workers at work; and The behaviour creates a risk to health and safety What is Unreasonable behaviour? Aggressive or intimidating conduct Belittling or humiliating comments Spreading misinformation or malicious rumours Teasing, practical jokes of initiation ceremonies Exclusion from work-related events Unreasonable work expectations, including too much or too little work, or work below or beyond a workers skill level Displaying offensive material Pressure to behave in an inappropriate manner Behaviour must be repeated and unreasonable and must create a risk to health and safety in order for it to be bullying. Bullying does not include reasonable management action carried out in a reasonable manner. 7

8 ATPM Bullying, Harassment and Discrimination Workplace Harassment Legal Definitions Workplace harassment usually consists of unwelcome behaviour. Harassment includes situations where a reasonable person would consider that the person being harassed would be offended, humiliated or intimidated by the behaviour in question. The most common form of workplace harassment is sexual harassment. Sexual harassment is behaviour of a sexual nature, which is unwelcome and has the effect of offending, intimidating or humiliating the person being harassed. The key element of sexual harassment is that it is unwelcome behaviour. It has nothing to do with mutual attraction, or private, consenting friendships, whether sexual or not. 8

9 ATPM Bullying, Harassment and Discrimination Discrimination Legal Definitions Discrimination occurs when a person is treated less favourable because of one of the following attributes of the person: Race Colour Sex Sexual preference Age Physical or mental disability Marital status Family or carer s responsibilities Pregnancy Religion Political opinion National extraction or social origin 9

10 ATPM Bullying, Harassment and Discrimination Expectations ATPM is committed to providing a work environment which is conducive to good workplace relations and practice. No-one should be subjected to any form of bullying, harassment or discrimination. Bullying, harassment or discrimination creates a risk to health and safety, affects the individual and colleagues, decreases productivity, increases absenteeism, and is also against the law. Everyone has the right to have a workplace that is free from violence, bullying, victimisation, discrimination and harassment. All persons are required to abide by ATPM s Code of Conduct ATPM will not tolerate bullying, harassment or discrimination. 10

11 Legislation Duties of Workers WHS Legislation Legislation Workers including employees, contractors, subcontractors, labour hire employees, outworkers, apprentices or volunteers have a duty to: Take reasonable care for their own health and safety Take reasonable care that their acts or omissions do not adversely affect the health and safety of other people Comply, so far as is reasonably practicable, with any reasonable instruction given by the person conducting a business or undertaking, and Co-operate with any reasonable policies and procedures of the person conducting the business or undertaking, for example a workplace bullying policy. Fair Work Fair Work Australia provides guidance and legislation to address bullying, and provides a statutory framework for dealing with situations (refer 11

12 What to do if you are subjected to Bullying or if you witness Bullying Actions to take when Bullying occurs Attempt to resolve the issue locally. Where possible and safe to do so, the person should be advised of the conduct that is unreasonable, the impact of the conduct and request that it stops. If not resolved or the behaviour continues or the conduct is of a serious nature, the issue needs to be raised with one of the following persons: Supervisor and / or Manager; or Human Resources Manager; or General Manager; or CEO At any stage, all persons are entitled to formally lodge a grievance under ATPM s Grievance Policy All reasonable efforts should be taken to ensure details and sensitive information remain confidential and only disclosed through proper processes endorsed by this procedure or as required by law 12

13 Grievance Process It is the policy of ATPM to conduct its relationships with employees in an equitable and impartial way ATPM Grievance Process Employees who have a serious work-related complaint, problem, grievance or dispute are strongly urged to utilise the grievance procedure in addressing any decision or issue which is affecting them 1. Employees should discuss any work-related complaints, problems, grievances or disputes with their immediate manager in the first instance you may be asked convey your grievance in writing. 2. If the problem is unresolved at Step 1, the matter should be referred to the General Manager for discussion with the employee concerned. The General Manager will exercise the best measures available to resolve the situation and seek advice where required. 3. If no agreement is reached at Step 2, the matter should be referred to the Human Resources Manager for discussion. At this stage, the matter will be fully investigated to facilitate resolution with the employee. 4. If the problem has not been resolved at Step 3, the CEO will confer with the employee concerned and the employee s representative to facilitate resolution. 5. In the event that the matter cannot be resolved at Step 4, the parties then undergo mediation conducted by an external impartial mediator, unless either party can provide a valid reason as to why mediation should not occur. 13

14 Whistleblower Protection Policy ATPM Whistleblower Protection Policy ATPM is committed to protecting whistleblowers. Employees are required to report corrupt, illegal or other undesirable conduct and in doing so all reports shall be kept in a secure and confidential manner and the person will not be personally disadvantaged by: Dismissal Demotion Any form of harassment Discrimination Current or future bias Reports are to be provided in an honest and diligent manner and directed to either the ATPM Human Resources Manager or the General Manager Compliance. Information received from a whistleblower will be held in the strictest confidence and will only be disclosed to a person not connected with the investigation of the matters raised: If the whistleblower has been consulted and consents in writing to the disclosure; or If ATPM is compelled by law to do so 14

15 Key ATPM Staff Mark Manteit Chief Executive Officer P: ext. 36 M: Key ATPM Contacts Dave Williams General Manager (Compliance & Corporate Projects) P: ext. 27 M: Andrew Chapman General Manager Operations and Development P: ext. 18 M: Dee McCurdy Human Resources Manager P: ext. 35 M:

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