This policy can be used by all employers. It has been developed to assist subscribers in meeting their legal obligations under the various state and federal anti-discrimination, freedom of association, employment, equal employment opportunity, bullying, vilification and harassment laws ('EEO Laws').

This policy can be used by all employers. It is useful for employers to make clear to their employees what is expected in terms of their attendance at work, and what to do in the event they are likely to be absent from work. Making employees aware of their obligations can assist you to performance manage an employee or, in appropriate cases, terminate their employment.

This policy can be used by all employers. It will assist employers in creating a policy about the presence of children in the workplace. The policy covers the bringing of employees' children into the workplace, but not the employment of children.

This code can be used by all employers. It provides a code of conduct template. The purpose of a Code of Conduct is to set out and describe the standards of behaviour and conduct expected from employees in their dealings with customers, clients, co-workers, management and the general public. It establishes the minimum standards expected from all employees and contractors. Non-compliance with the Code of Conduct may lead to disciplinary action from the employer.

This form can be used by all employers. A conflict of interest arises when a workplace participant has a ‘secondary interest’ which could improperly influence the performance of the workplace participant’s duties and responsibilities in their work for the employer. Employers should implement a conflict of interest policy to ensure that workplace participants do not place themselves in a situation whereby there is a financial or non-financial obligation to an individual or organisation, which might reasonably be thought to influence them in the performance of any of their duties.

This policy can be used by all employers. It covers the collection, use, access and disclosure of prospective employee’s application files and current or former employee records. Collecting personal information concerning employees or prospective employees is a necessary aspect of running a business. Personal information is information that can identify an individual, and employers should handle such information with care and ensure that disclosure is not contrary to obligations contained under privacy laws.

This policy can be used by all employers. Employers have the right to prescribe standards of dress at work that are reflective of the culture and corporate image of the business. However, the standards set should be reasonable, having regard to the type of work and the industry in which the work is performed.

This policy can be used by all employers. Encouraging employees to undertake further education holds many benefits for businesses. Higher levels of education contribute to the aptitude, skill and welfare of your employees. Your business can profit from the benefits of the continued education of your workforce.

This policy can be used by all employers. This is a general Emergency Evacuation Policy and Procedure which sets out the broad obligations of employers and workplace participants under Occupational Health and Safety ('OHS') legislation.

This policy can be used by all employers. This policy should be used by employers who wish to encourage communication and continuous learning and development with employees.

This policy can be used by all employers. It is common for employers to provide employees with property in the course of employment. Such property may include, but is not limited to, motor vehicles, mobile phones, computers, clothing, or tools.

This policy can be used by all employers. It outlines the procedure to be followed by employees in seeking reimbursement for reasonable expenses incurred by them in the performance of their duties. The policy also includes an Expense Reimbursement Claim Form which can be provided to an employee to complete in order to seek reimbursement.

This policy can be used by all employers. It is a general First Aid Policy that sets out the broad obligations of employers and workplace participants under Workplace Health and Safety ('WHS') legislation. Employers have a responsibility under WHS legislation to make provision for first aid facilities and personnel.

This policy can be used by all employers. 'Work-life balance' refers to the need for employees to balance their work and outside-work commitments in a way that assists their sometimes competing demands to be met. This term in more recent times has been replaced with 'workplace flexibility'.

The Workplace Gender Equality Act 2012 (Cth) has replaced the Equal Opportunity for Women in the Workplace Act 1999 (Cth). The purposes of the new legislation include:

• to promote and improve gender equality (including equal remuneration between women and men) in employment and in the workplace 
• to support employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters 
• to promote, among employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities) 
• to foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace 
• to improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace. 

This policy can be used by all employers. The components of each job will typically include requirements which are essential to the performance of the role. Often the essential requirements of a job can be satisfied only with the appropriate qualifications, skills or experience. In some cases, health will be a critical consideration in the assessment of whether a person can fulfill the essential requirements. In particular, an employer is entitled to be satisfied that a person can perform the job without risk to health and safety.

This policy is designed to ensure good housekeeping practices are implemented by all workers. It is best to consult and review the policy with workers before implementation. You should amend the policy to suit your individual business needs.

This policy can be used by all employers. Some employers like to provide additional rewards to their employees to encourage them to carry out their work efficiently and productively to meet business goals and successfully contribute to the profitability of their business. This policy will enable those employers who wish to do so to provide additional incentives and bonuses to their employees.

This policy can be used by all employers. The manner in which a new employee’s induction is carried out is a matter for an employer. However, having a written Induction Policy can assist in streamlining the process so that all employees are inducted in the same manner. A written induction policy also assists as a record-keeping tool of the training provided to new employees.

This policy can be used by all employers. It is concerned with employer inspection of personal property and effects brought to the employer’s premises by employees and others.

This Internet, Email and Computer Use Policy can be used by all employers in NSW. The Policy applies to all users of the business’ IT systems. A range of issues arise as a result of the increased use of the internet, email and computers as a tool for business. A comprehensive policy dealing with internet, email and computer use provides guidelines to employees and contractors on acceptable use.

This Internet, Email and Computer Use Policy can be used by all employers situated outside of NSW and applies to all users of the business’ IT systems. A range of issues arise as a result of the increased use of the internet, email and computers as a tool for business. A comprehensive policy dealing with internet, email and computer use provides guidelines to employees and contractors on acceptable use.

This Leave Policy can be used by all employers throughout Australia, except for:

• non-constitutional corporation employers in Western Australia 
• state public sector employers (i.e. employees of a Minister, the Governor or the Crown) 
• local Government employers — except Tasmania. 
• Employees have a range of entitlements in relation to certain types of leave. The types of leave that are dealt with in this Leave Policy are annual leave, personal/carer’s leave, compassionate leave, long service leave and community services leave (which includes jury service and voluntary emergency services).

This policy can be used by all employers. Employers may wish to provide leave without pay in certain circumstances – for example, where an employee has exhausted an entitlement to paid leave. It will assist employers to outline when they will be prepared to provide such leave to employees.

This policy can be used by all employers. It is designed for employers who wish to provide mobile phones to employees for work-related purposes, or where the employer wishes to reimburse employees for work-related phone calls made from personal mobile phones.

This Leave Policy can be used by all employers throughout Australia, except for:

• non-constitutional corporation employers in Western Australia
• state public sector employers (i.e. employees of a Minister, the Governor or the Crown)
• local Government employers — except Tasmania.

It provides you with a framework for developing a parental leave policy. The provisions comply with the Fair Work Act (Cth).

This policy can be used by all employers. The primary purpose of a performance management or misconduct process is to:

• correct and/or improve the standard of performance or conduct of an employee where appropriate or necessary 
• provide an employee with an opportunity to correct unacceptable performance or conduct (other than in situations where summary dismissal is appropriate). 

Disciplinary action by an employer may be necessary in response to unsatisfactory performance or misconduct by an employee. Disciplinary action covers counselling, warnings and termination of employment.

A successful claim against an employer can also lead to the imposition of financial penalties by the Fair Work Commission, the reinstatement of an unfairly dismissed employee and damage to the employer’s reputation.

Employers with fewer than 15 employees are also able to utilise the Small Business Fair Dismissal Code when terminating an employee’s employment. However, this policy offers more comprehensive guidance and can be used by both small and large employers

This policy can be used by all employers. It only deals with personal grievances – that is, grievances that are personal to the employee that are not related to discrimination, harassment, or bullying. The complaints handling section of the Anti-Discrimination and EEO Policy is best used to deal with grievances arising from discrimination, harassment or bullying.

This Personal Phone Calls at Work Policy can be used by all employers. It applies to employees, agents and contractors (including temporary contractors), collectively referred to in the Policy as 'workplace participants'. It does not set out a regimented system of appropriate and inappropriate topics to be discussed in personal calls. Rather, it focuses on the potentially disruptive impact of personal calls at work by encouraging workplace participants to keep the number and duration of personal calls at work to a minimum.

This policy can be used by all employers throughout Australia, except for:

• non-constitutional corporation employers in Western Australia 
• state public sector employers (i.e. employees of a Minister, the Governor or the Crown) 
• local Government employers — except Tasmania.

'Probation' is a period of time at the commencement of employment during which the employee is assessed as to whether they have the necessary skills, ability and aptitude required to perform their job.

The usual period for probation is three months. However, because employees of non-excluded employers must serve a minimum employment period of either 6 or 12 months depending on the size of the employer before they can commence an unfair dismissal claim, the probationary period can typically be for 6 to 12 months.

This policy can be used by all employers. It provides guidance and assistance to managers and supervisors who are involved in the recruitment of employees.

This policy can be used by all employers. It is to be applied at the employer’s sole discretion and, as such, is not intended to create or confer any entitlement on employees. It is not intended to form part of an employee’s contract of employment.

National system employers should also be aware that they may be required to provide mandatory redundancy entitlements to employees under contracts of employment, enterprise agreements, applicable awards or legislation ('the instruments'). This policy is not intended to override the obligations imposed under the instruments.

This policy can be used by all employers. From time to time, employers may wish to transfer employees to other locations (for example, overseas, interstate, or intrastate). Generally, an employer cannot require an employee to relocate to another place of work unless this is provided for in the employee’s contract of employment, and even then, the relocation must only be within a reasonable distance of the employee’s existing place of work. It is often necessary for employers to provide incentives for employees to agree to a relocation offer.

For example, a remuneration increase or other forms of financial assistance. This policy will allow you to set out the forms of assistance that you may provide to a relocating employee. Such assistance includes the payment of:

• relocation expenses (such as the removal of personal items)
• insurance
• airfares
• and a period of rental accommodation.

This policy can be used by all employers. It has been prepared to be used in a context where employees are entitled to Rostered Days Off ('RDOs') due to the operation of an industrial instrument – for example, an award or enterprise agreement. If you are uncertain about whether having such a policy is suitable in your particular business’ circumstances, or its interaction with an industrial instrument, it is important to obtain specific advice.

This policy can be used by all employers. Employers have the right to prescribe standards of communication for social media platforms as it relates to their business, whether directly or indirectly. With the growing use of social media to enhance an employer’s products, services and/or brand recognition, employers need to ensure they have a policy that provides strict guidelines on the way in which employees and contractors are allowed to engage in social media whether authorised to do so or not.

This policy can be used by all employers throughout Australia, except for:

• non-constitutional corporation employers in Western Australia
• state public sector employers (i.e. employees of a Minister, the Governor or the Crown)
• local Government employers — except Tasmania.

Excluded employers may, however, wish to use this document, but they should first obtain legal advice

Many employers require employees to complete and sign timesheets as ‘proof’ of their attendance at work. Provisions in industrial instruments (awards, enterprise agreements, contracts, etc.) may set requirements in this regard. Legislation and regulations also require employers to keep records of hours worked for some employees.

The Fair Work Regulations 2009 (Cth) (the 'Regulations') provide that employers who are subject to the Regulations must keep records regarding the hours worked by employees in certain circumstances. An employer’s record keeping requirements may differ based on whether the employee is employed under an industrial instrument or not.

If you are unsure whether this policy will apply to your circumstances, please contact an HIA workplace adviser.

This policy can be used by all employers. It aims to assist employers in creating a Travel Expenses Reimbursement Policy. Some awards and agreements include provisions for working away from the ordinary place of work. Where such provisions apply, they should be used in lieu of the provisions in this policy. If you are unsure whether this policy will apply to your circumstances, please contact an HIA workplace adviser.

This policy can be used by all employers. It sets out the circumstances in which an employer supplied vehicle may be provided to an employee and the nature of the vehicle expenses that may be met by the employer.

This policy can be used by all employers. A whistleblower is anyone who raises issues of wrongdoing to a manager or equivalent. Wrongdoing includes, but is not limited to, conduct that is dishonest, fraudulent or corrupt.

This policy can be used by all employers. Working from home is becoming increasingly popular as telecommunications technology develops at a rapid rate and workplace participants are increasingly requesting flexible working arrangements to help balance work and family commitments.

This policy can be used by all employers. From 1 January 2014, new anti-bullying laws commenced in the Fair Work Act 2009 (Cth) (‘Fair Work Act’). These laws only apply to a business conducted by a constitutional corporation, the Commonwealth, a Commonwealth Authority, a body incorporated in a Territory or business or undertaking is conducted principally in a Territory or Commonwealth place. If you are a sole trader or partnership operating in a State, the laws may not apply to your business. Under these anti-bullying laws, a worker may make an application to the Fair Work Commission to make an order for the bullying to stop.

This policy can be used by all employers. Drug and alcohol consumption can diminish a person’s attention and faculties. In the context of the workplace, a person can be a potential source of harm to themselves and others if they are affected by alcohol or drugs by employees. Employers have responsibilities to provide safe working environments, and so it follows that an employer has an interest to avoid the potentially adverse consequences of drug or alcohol consumption. This policy is one of the tools available to the employer to manage health and safety risks at work.