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 OUR PERFORMANCE AND CONDUCT EXPECTATIONS 

 As an employee of IPA, we expect that your behaviour and performance meet the needs of our business and the needs of our clients. This document is provided to help you understand what is required of you while you are working with us. 

When you are placed on assignment with a client, the client will inform you of any policies or processes that you need to follow to enable you to do your work. As with any other job, you are expected to follow the policies and processes of our clients, as well as follow any reasonable directions given to you by a client supervisor. The client should also let you know what the expectations are for behaviour and performance levels on the job. If a client identifies any performance or behaviour problems while you are working, we will work with the client and you to determine the appropriate response. 

In addition to any conduct expectations of our clients, IPA Personnel considers the following behaviours misconduct and therefore unacceptable: 

• Any criminal behaviour in connection with your employment. 

• Refusing to obey a reasonable instruction given by either a client or an IPA Personnel representative. 

• Failing to comply with any work health and safety obligations/requirements. 

• Falsifying documents or records, including timesheets, wage records, accident reports, expense claims, lease records, police statements, production reports, work related reporting or any other document you are required to complete as part of your employment. 

• Unauthorised possession and/or movement of property that does not belong to you while at work. 

• Unauthorised use of equipment or vehicles, including driving vehicles when you do not have an appropriate license (including while disqualified from driving) or driving vehicles whilst under the influence of drugs or alcohol. 

• Being under the influence of alcohol or drugs whilst at work, misusing medication or consuming illicit drugs while at work. 

• Intimidating, or assaulting other employees, customers, members of the public or clients whether it is during or outside of working hours. 

• Sexual harassment in the work place. 

• Bullying or harassing other persons in the workplace or in connection with your employment. 

• Revealing or discussing confidential information, unauthorised possession of documents, making inappropriate public statements (including by posting material online) about IPA or a Client. 

• Undermining the authority of a supervisor of a Client or an IPA Consultant. 

• Encouraging or being a part of anti-Client or anti-IPA behaviour. 

• Wilful, irresponsible or negligent acts which result or could result in damage to Client/IPA property, product, or reputation. 

• Being absent without authorisation. 

• Breaches of Client/IPA security. 

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• Repeated failure to be at a client site ready to commence work at the scheduled time. 

• Leaving work early without authorisation, except in the case of a genuine personal emergency. 

• Failure to advise the Company by phone of your unavailability to attend work within (2) hours prior to the scheduled start time, or as soon as practical. 

• Reporting to work in such a condition as to be unable to safely perform work. 

• Failing to gain approval prior to changing starting and finishing times. 

• Acting in an irresponsible manner, defacing Client/IPA property or indulging in practical jokes which may endanger or offend others. 

• Unauthorised or inappropriate use of Client/IPA telephones or IT systems 

• Failing to act in a courteous manner to other persons whilst performing duties. 

• Smoking in a non-smoking area. 

• Such other matters as may be advised by IPA from time to time. 

In particular, please be aware that IPA has a zero tolerance policy in relation to attending work under the influence of alcohol or drugs, meaning that a confirmed positive drug or alcohol test connected with your employment will likely result in summary termination of your employment for serious misconduct. 

Depending on the severity of a performance or conduct issue, IPA may consider summarily terminating your employment. IPA further reserves the right to end your employment: 

• Within the first 6 months, if you have been provided with regular shifts over that period 

• At any time if you have not been provided with regular shifts 

It is important to understand that termination of an assignment (performing work for a particular Client) at the Client’s request due to performance or conduct issues is separate to termination of your employment (working for IPA). If your assignment is ended due to a performance or conduct issue, it does not necessarily mean your employment with IPA has ended. In this circumstance, IPA will separately discuss with you your employment status with IPA. 

For a copy of the full Performance and Conduct Policy, please ask your IPA Consultant. 

If you have any concerns or complaints 

IPA is committed to ensuring that all work environments where you may be assigned are free of all forms of bullying, harassment and unlawful discrimination, including sexual harassment. 

If at any time you believe you have been bullied, harassed, discriminated against or sexually harassed by any person while performing work for IPA, you are strongly encouraged to raise the matter with your IPA Consultant. The matter will then be handled in accordance with our Complaints and Disputes Resolution Policy. IPA will take all complaints seriously and will handle them sensitively with the aim of ensuring that you are able to be safe and comfortable at work. 

As part of our commitment to providing a safe workplace, IPA does not tolerate bullying, harassment, unlawful discrimination or sexual harassment by any of our employees. If you are found to have engaged in this behaviour, you will be subject to disciplinary action, up to and including summary dismissal. 

Absence Notification and Leave Entitlements – Labour Hire Employees 

This document sets out your rights and obligations in relation to being absent from employment, and the notification you are required to give IPA. This document also addresses the leave that you are entitled to as a casual employee. Please note that as a casual labour hire employee, you are generally not entitled to paid annual, personal/carer’s or compassionate leave during the course of your employment. 

Please be aware that there may be client-specific requirements for absence and notification above and beyond the requirements in this document. You will be notified of any client requirements when commencing an assignment with a particular client. 

Failures to notify IPA prior to an absence may be considered serious misconduct, depending on the circumstances, and can impact our ability to secure you further work with IPA clients. 

NOTIFICATION REQUIREMENTS 

Pre-planned absence – recreation/non-medical absences 

If you are seeking to have some time away from work for recreational purposes (e.g. a holiday) or non-medical appointments, you are required to provide IPA notice at least 2 weeks in advance, or prior to your roster being set, whichever is earlier. IPA will then seek the agreement of the client that has engaged you to release you for that period and re-engage you on your return. 

Please be aware, while you have a right as a casual to advise us of changes to your availability, that IPA cannot compel a client to re-engage you when you become available, particularly where the absence does not suit their operational requirements. Providing IPA with plenty of notice before planned absences, and considering the operational needs of our clients will help us work with our clients to accommodate your needs. 

Where the absence is only for part of a shift (e.g. to attend an appointment), the client will decide whether to require you to attend for the remainder of the shift or not attend at all for the day. 

Pre-planned absence – medical (other than Worker’s Compensation) 

IPA expects that where you are required to attend a scheduled medical appointment for yourself or a family member that you make all reasonable efforts to schedule that appointment for times that you are not rostered to work. Where this is not possible due to the availability of suitable appointments, you are required to notify IPA of your need to attend a medical appointment as soon as you become aware that you will need time off. 

Where the absence is only for part of a shift (e.g. to attend an appointment), the client will decide whether they require you to attend for the remainder of the shift or not attend at all for the da 

Unplanned absence – medical/carer’s (other than Workers Compensation) and compassionate/bereavement 

If you are not able to attend work because you are ill or injured, required to care for a member of your family or household, or a family or household member dies or has sustained an injury or illness that threatens their life, IPA requires that you notify us by phone as soon as possible. When you notify us, you must let us know when you were rostered to work, whether the leave is for personal or caring reasons and when you are likely to return. 

Depending on the circumstances of the absence, IPA may require that you supply us with a medical certificate or other suitable evidence to support your absence from work. Failure to supply this evidence on request may impact our ability to offer you further work. Additionally, for extended absences due to illness or injury IPA may require you to supply us with evidence that you are fit to return to work at the end of your absence period. 

YOUR LEAVE ENTITLEMENTS 

Unpaid Carer’s Leave 

As a casual, you are entitled to up to 2 days of unpaid compassionate leave each time that an immediate family or household member dies, or sustains an injury/illness that seriously threatens their life. 

Parental Leave 

If you have been working for IPA consistently for a 12 month period and are likely to continue working for IPA beyond this period, you may be eligible for unpaid parental leave if you are pregnant or if you are adopting a child. If you are pregnant or adopting and are seeking to take parental leave, please contact your IPA branch office as soon as possible. 

Community Service Leave/Jury Leave 

As a casual, you are entitled to take unpaid Community Service Leave if you are a member of an approved voluntary emergency management body (e.g. the SES or CFA) and you are called up to assist with an emergency or natural disaster. This leave is unpaid. 

If you are called up for Jury Service, you are entitled to take Jury Leave for the period you are required to attend for Jury Service. Depending on the state in which you are called to attend jury service, you may receive pay from IPA or the relevant government for this leave. 

Long Service Leave 

If you complete sufficient years of consistent service with IPA, or are a member of a recognised State or Commonwealth portable long service leave scheme, you may be eligible to take long service leave in certain circumstances. 

If you believe you are eligible for long service leave and are seeking to take it, please contact your 

IPA branch office as soon as possible. 

Computer, Email and Internet Use 

During the course of your employment with IPA, you may have access to computers, email or the internet (IT systems) both in your interactions with IPA and during client assignments. 

As a labour hire employee, you are required to read, understand and comply with any policies put in place by IPA clients regarding the use of IT systems when performing work for a client. In addition to any client requirements, IPA requires that you abide by the following rules when using IPA or client IT systems: 

Inappropriate material: You must not search for, create, access, save or transmit material that is offensive, illegal or otherwise inappropriate. If you receive such material inadvertently, you must delete the material immediately and notify the appropriate system administrator of the incident. 

Examples of such material include (this list is not exhaustive): 

• Pornography or other erotic images, texts or content 

• Violent or gory material, whether real or artificial 

• Material which would reasonably be deemed to bully and harass any other person 

• Material which would reasonably be deemed to be discriminatory, including jokes of a sexist, racist or homophobic nature 

• Advertising or promotional material not related to your work for IPA or a client 

• Political material other than industrial information from a union 

If you are found to have breached this provision, you will be subject to disciplinary action up to and including termination. IPA has a zero-tolerance policy regarding the deliberate access and transmission of inappropriate material. 

Safe use: You must not do any of the following without written authorisation from an appropriate client system administrator. 

• Download and/or install any program to a client or IPA computer 

• Open an email attachment from an unknown source 

• Use an internet-based email program (e.g. Gmail or Hotmail) 

• Save any client information to a personal storage device 

• Email any client information to a personal email address or to a third party you are not 

• authorised to send the information to 

If you deliberately breach this provision, you will be subject to disciplinary action up to and including termination, and depending on the circumstances, you may be subject to legal action by IPA or a client. 

Monitoring: In order to ensure the safety and security of IT systems, it is likely that your email and internet use will be monitored while working for a client. In addition, any emails that you send or receive from a client-provided email address will remain the property of the client. 

Social Media

IPA acknowledges that many of our employees use social media for personal or professional purposes. This policy applies to any information that you publish to social media sites that is in connection with your employment. 

For the purposes of this policy, ‘publishing content’ means any information uploaded to social media by a user. It includes republishing content generated by others through ‘sharing’ (or equivalent) or appearing to endorse content by ‘liking’ (or equivalent). 

For the purposes of this policy, ‘In connection with your employment’ refers to any activity or relationship that occurs largely as a result of, or has a significant impact on, your employment with IPA or your placement with a client. An activity does not have to occur during business hours, on IPA or client equipment or on IPA or client premises to be in connection you’re your employment. 

You must be aware that any information uploaded to the internet through the use of social media may be shared publicly, regardless of privacy settings or intent to limit access to the information. Similarly, even where your social media account is anonymous, it is possible that your identity and employment with IPA may be revealed. 

When you use social media, whether for personal or professional use, you must abide by these rules: 

• You are personally responsible for any content you publish or allow to be published on social media. 

• You are responsible for any content that you permit to be published on websites or social media pages you control (e.g. posts by friends on your Facebook wall). 

• Where published content relates to IPA or a client, including content in connection with your employment, IPA and client employment policies will apply. 

• You must comply with existing laws in relation to discrimination and harassment, bullying, victimisation, vilification, inciting hatred, stalking or other criminally offensive behaviour when publishing content on social media. 

• Published content on social media should not include company logos, photos or trademarks unless permission is granted. When taken in connection with employment, photos of persons should not be published without the express permission of that person, even if that person is not identified or ‘tagged’ in the photo. 

• You must not use a client or IPA email address when opening a social media account or publishing content unless authorised to do so. 

• You must not appear to comment on social media on behalf of IPA or a client unless authorised to do so. 

• You must not publish content that may have negative impacts on the reputation of IPA, other employees, clients or customers, either directly or by inference. 

• You must abide by copyright and other intellectual property law when using social media. 

• You must not identify other employees, clients or customers by name without their express permission, or publish confidential business information. 

If IPA becomes aware that you have breached the terms of this document, action will be taken under the Conduct and Disciplinary Policy. Depending on the severity of the breach, disciplinary action may be taken, up to and including summary dismissal. 

If IPA becomes aware that you have published content in breach of this policy, you must comply with any request to remove the content. 

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