Rocket Seeder policies

 

Anti-Discrimination Policy

 

Rocket Seeder does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap or any other personal attribute protected by law, except where affirmative action may be required to redress individual or social handicaps. Rocket Seeder will make all reasonable accommodations to allow people who experience difficulties in their dealings with the organisation to benefit equally from its work. 

 

Bullying Policy

Rocket Seeder has a duty of care to provide a safe workplace, and ensure, so far as is reasonably practicable, that workers and other people are not exposed to health and safety risks. Rocket Seeder accepts and acts on its duty of care. any reported allegations of workplace bullying will be promptly, thoroughly, and fairly investigated. Bullying complaints will be handled in a confidential and procedurally fair manner. Where confidentiality cannot be guaranteed this will be clearly communicated to the relevant parties. All parties will be treated with respect.The person against whom the allegation is made has the right to natural justice (the right to know what is alleged against them, the right to put their case in reply, and the right for any decision to be made by an impartial decision-maker).

 

Sexual Harassment Policy

Rocket Seeder will not tolerate sexual harassment under any circumstances. Responsibility lies with every Manager, Supervisor and employee/volunteer to ensure that sexual harassment does not occur. Both federal and state Equal Employment Opportunity legislation provide that sexual harassment is unlawful and establish minimum standards of behaviour for all employees. This policy applies to conduct that takes place in any work-related context, including conferences, work functions, social events and business trips. No employee or volunteer at any level should subject any other employee, volunteer, customer or visitor to any form of sexual harassment. A breach of this policy will result in disciplinary action, up to and including termination of employment. Rocket Seeder strongly encourages any employee who feels they have been sexually harassed to take immediate action. If an employee or volunteer feels comfortable in doing so, it is preferable to raise the issue with the person directly with a view to resolving the issue by discussion. The employee or volunteer should identify the harassing behaviour, explain that the behaviour is unwelcome and offensive and ask that the behaviour stops. 

Alternatively, or in addition, they may report the behaviour in accordance with the relevant procedure. Once a report is made the organisation has the right to determine how the report should be dealt with in accordance with its obligations and this policy. Any reports of sexual harassment will be treated seriously and promptly with sensitivity. Such reports will be treated as completely confidential up to the point where a formal or informal complaint is lodged against a particular person, at which point that person must be notified under the rules of natural justice. Complainants have the right to determine how to have a complaint treated, to have support or representation throughout the process, and the option to discontinue a complaint at any stage of the process. The alleged harasser also has the right to have support or representation during any investigation, as well as the right to respond fully to any formal allegations made. There will be no presumptions of guilt and no determination made until a full investigation has been completed.

No employee or volunteer will be treated unfairly as a result of rejecting unwanted advances. Disciplinary action may be taken against anyone who victimises or retaliates against a person who has complained of sexual harassment, or against any employee or volunteer who has been alleged to be a harasser. All employees and volunteers have the right to seek the assistance of the relevant tribunal or legislative body to assist them in the resolution of any concerns. Managers or Supervisors who fail to take appropriate corrective action when aware of harassment of a person will be subject to disciplinary action.

Workplace Health and Safety Policy

Rocket Seeder supports the rights of all persons covered by the policy to work in an environment that is, so far as is reasonably practicable, safe and without risks to health. Rocket Seeder is committed to the promotion of a joint and united approach to consultation and resolution of Workplace Health and Safety issues. Rocket Seeder is committed to improving health and safety with a view to improving workplace efficiency and productivity. This will be accomplished through the ongoing development, in consultation with Rocket Seeder's Workplace Health and Safety Representatives, of management systems and procedures designed to, so far as is reasonably practicable:

  • identify, assess and control workplace hazards;

  • reduce the incidence and cost of occupational injury and illness; and

  • provide a rehabilitation system for those affected by occupational injury or illness.

 

Workplace Health and Safety statutory requirements, including regulations and codes of practice, are minimum standards and so the aim is for them to be improved upon, where practicable.

Bullying and Violence at Work

Rocket Seeder is committed to reducing bullying and occupational violence so far as is practicable in the workplace. Bullying is repeated, unreasonable behaviour directed toward a person, or a group of persons, that creates a risk to their health and safety. 

Examples of bullying can include:

  • verbal abuse; 

  • excluding, ignoring or isolating a person; 

  • psychological harassment; 

  • intimidation; 

  • assigning meaningless tasks unrelated to a person's job; 

  • giving a person impossible assignments and deadlines; 

  • unjustified criticism or complaints;

  • deliberately withholding information vital for effective work performance; and

  • constant taunting, teasing or playing practical jokes on a person who is not a willing participant.

 

Bullying can be verbal, or in writing (including online). Occupational violence refers to any incident where a person is physically attacked, abused, assaulted or threatened in the workplace.

Breach of this Policy

Any breach of this policy may result in counselling and/or disciplinary action, which, in the case of employees, may lead to dismissal, or, in the case of volunteers, may lead to the cessation of their engagement. Any breach of this policy by a contractor may result in cancellation by Rocket Seeder of the services provided by that contractor. 

Workplace Health and Safety Coordinator

The Workplace Health and Safety Coordinator will be held accountable for coordinating Rocket Seeder’s management of health and safety on behalf of the Managing Director. The Worplace Health and Safety Coordinator does not assume the responsibilities of supervisors and managers. 

Workplace Health and Safety Representatives

Rocket Seeder will encourage and facilitate the formation of work groups and the election of Workplace Health and Safety Representatives to represent employees on health and safety matters.

Workplace Health and Safety Committee

Where required under legislation, Rocket Seeder will establish a Workplace Health and Safety Committee consisting of management and employee representatives. The Workplace Health and Safety Committee will be the principal forum in which management consults with employees on broad health and safety and policy issues. 

Enquire

Contact

Emma Coath

Managing Director

emma.coath@rocketseeder.com

710 Collins Street

Melbourne VIC 3008 Australia

ABN: 46 617 660 634

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