New Employee Induction Kit

Transcription

1 New Employee Induction Kit Contents ALPA, Island & Cape and Consultancy Store Staff Expectations WHS Safety Induction WHS Responsibilities Guide Fair Work Statement New Employee Details Form Instructions: ALPA, Island & Cape, Consultancy Stores and the manager delegate have a legal responsibility to complete this induction for all new employees upon commencement. For indigenous employees, it is recommended that assistance be sought from a culturally appropriate supervisor with the same language group as the new employee. The induction task can be delegated however the manager retains legal responsibility to prove an effective induction has taken place. Each section should be signed off on completion. The completed induction documents are sent to the payroll department with the other new employee paperwork. A copy should be kept on file in the store as well. Employee s Name: Store / Location:... Inducted by: Date:... 1 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

2 Working for ALPA, Island & Cape and Consultancy Stores: New Employee Induction Obligations of ALPA, Island & Cape and consultancy Stores to all employees Wages and employment conditions of all ALPA, Island & Cape and Consultancy Stores employees are determined by the nationally legislated Employment Standards (NES) and enforced by the Fair Work Ombudsman. Pay rates are determined by the Retail Industry Award A copy of the award is available instore and a Fair Work Statement is provided with this induction. ALPA, Island & Cape and Consultancy Stores has a responsibility to explain to new workers both their rights and responsibilities as employees; provide them with a safe working environment; give them meaningful work, induction, training, cultural and mentor support as required; as well as give regular feedback about the employees performance especially during the probationary period. The following entitlements to workers as outlined on the attached Fair Work Information Statement: Casual Employees: All ALPA, Island & Cape & Consultancy Store workers commence as casual probationary employees and can progress to permanent (part time) within 3 months (subject to review). Casual employees are paid at a higher rate and are not entitled to annual leave or sick/carers leave. All ALPA, Island & Cape and Consultancy store Employees are Paid Superannuation Superannuation (9.5% of wages) is paid into a recognised fund. This means for every $100 an employee earns, an extra $9.50 goes to the super fund in their name. Workers earning less than $450 per month are not entitled to superannuation. This means workers need to come to work around 5 days per month to be eligible for superannuation Part Time (permanent) employees: Leave & Other Entitlements After completing a probationary period (usually after 3 months) casual employees are offered permanent employment. Permanent employees, usually part time, are eligible for annual leave, sick/carers leave, bereavement, long service leave and parental leave. These entitlements will be explained in full as required or at the time permanent employment is offered. A detailed explanation of these entitlements is on the Employee Change of Status form. 2 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

3 ALPA, Island & Cape and consultancy Store Workers have the following obligations Attendance & Punctuality obligations Workers are required to attend work on time for their agreed rostered shifts and remain at work for the whole period and log on at beginning and log off the end of each shift, while logging on and off for breaks. If you are unsure about when to come to work ask your supervisor. Workers have an obligation to phone or tell their supervisor or manager when they cannot attend. Conditions of Employment All workers are to complete a Work Health & Safety Induction on commencement (attached). All workers require the correct and current licenses to use store vehicles & equipment. All staff are required to work together as part of a team and deal respectfully with each other, managers and customers. Come to work clean neat and tidy, wear covered shoes and a uniform when it is provided. Staff must follow all reasonable instructions and duties delegated by supervisors and managers including the special circumstances when a change of duties is required to get (keep) the store open. Staff cannot have loans, book-up or discounts. Using mobile phones is not allowed during work hours with or without headphones. The store telephone is only for store business except for emergencies. Smoking is not allowed in store buildings or vehicles. Smoking is restricted to work breaks in permitted areas only. No hiding stock: the manager may allow you to put stock away but it must be purchased or returned into stock by the next pay day. Breach of employment conditions Stealing from the workplace; fighting, violence and damaging property; and coming to work intoxicated are strong reasons for termination of employment. Breach of the other conditions that are outlined can lead to warnings and termination of employment. Security Store security is a matter for all employees. Everyone is jointly responsible for the security of money, stock and equipment in the store. 3 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

4 No person is permitted to remove goods from the store without first paying for them. Any form of cultural pressure where money, stock or equipment is given away is treated as stealing. Theft will be dealt with as per ALPA s theft policy. Police and / or directors may be involved in this process and it could result in the worker being charged with a criminal offence and / or termination. All staff are required to report theft and suspicious behaviour to the manager. Receipts must be attached to all purchases that remain or are consumed on the premises Only authorised workers are allowed into the office and have access to the safe & ATM. All damaged goods, out of code and spoilt goods (including food) must be reported to the manager and written off before being removed from the shop. ALPA, Island & Cape and Consultancy store assets are to be used only for ALPA, Island & Cape and Consultancy store work and are not to be removed from the workplace without prior consent. Rules for register operators Neither managers nor workers are permitted to serve themselves. Registers must balance. Each operator must balance their own register at the end of their shift. Failure to balance can mean the operator is taken off the register, given other employment (if available) or terminated. Cigarette reconciliation must be completed daily or at the end of the shift (also power, fuel &phone cards) Only one person may use the same register float. Don t let anyone else use your register Only Supervisors and Managers are allowed to hold keys (cards) and to authorise refunds, voids and over rings on the register Operators are to lock their register when leaving the checkout or POS. Food Safety & Housekeeping: Staff are required to complete the duties allocated to them on the cleaning roster. Staff are required to follow food safety & hygiene rules. A food safety induction is to be provided for workers in the takeaway and food preparation (including packaging fruit & vegetables) once they commence work in that section. All staff share responsibility for promptly cleaning up or removing breakages, spills and slip & trip hazards 4 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

5 I / we have explained these conditions to the new employee and believe they have been understood. A current copy of the award is available upon request. Employee s signature:... Interviewer s signature:. Manager s signature:. Date:. 5 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

6 ALPA, Island & Cape and Consultancy Store New Employee WHS Induction Checklist Instructions: Use this checklist to conduct a Work Health Safety Induction for a new employee. To complete the induction you will need the following documents: 1. A copy of your store Emergency Evacuation Plan. 2. A copy of the Emergency Contact List for your store. 3. A copy of the; Emergency Evacuations; Hazards & Food Safety Manuals It is also useful to log on to: as a part of each induction as a means of highlighting the legal foundation of WHS responsibilities. Go to the rights and responsibilities section for both workers and employers as a way of adding credence to the induction. Work through the checklist and initial each section as completed. All sections need to be completed. Visit all areas of the store to ensure that they see what you are explaining to them. A Cultural Mentor and/or interpreter may be used if it is considered appropriate to do so. Responsibilities & Communication My WHS responsibilities have been discussed with me, and I understand what this means. *refer to appendix for Employer / Employee WHS responsibility reference guide* Initial as completed I am aware of my responsibility to immediately eliminate or report any hazards or unsafe conditions to my Supervisor, Manager or the ALPA WHS Committee. I have been made aware of ALPA s WHS reporting procedures including how to access and complete ALPA WHS1 - WHS INCIDENT/HAZARD NOTIFICATION I agree that I can be asked to stop working if I am working in an unsafe manner which risk injury to myself or people around me. This includes wearing covered footwear while I am at work. The role of the ALPA WHS Committee in the safety management process at ALPA is: To investigate and review all incidents, accidents and near miss incidents. To manage and coordinate the safety management processes. To make sure that staff receive up to date WHS information. To review and improve WHS training and induction processes. To ensure that our workplaces are safe places to work. 6 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

7 Emergencies & First Aid I have been made aware of Store Emergency Evacuation Procedures Initial as completed I have been made aware of local Cyclone Emergency Procedures My Store Chief Fire Warden / Area Wardens are: Emergencies & First Aid (continued) Initial as completed I have been shown the location of: Emergency equipment (fire extinguishers/fire hoses/fire blankets) Emergency exits Emergency contact list, evacuation kit & satellite phone I know the evacuation meeting point for my store/section and I am prepared to comply with emergency or evacuation instructions I have been shown the location of the First Aid Kits and told who the First Aid Officers are In the event that medical assistance is required, the clinic contact number is: I have been shown how to and where hazardous chemicals (and other goods) are stored and what Personal Protective Equipment (PPE) is required to use them WHS Inductions & Training Initial as completed I have been made aware of how WHS Training is conducted in the store, including safety workshops, monthly Store WHS meetings, accredited and other training programmes made available through ALPA Operations and Training Departments. I am aware that on-the-job manual handling training will be made available to me if required, so that I can work safely and avoid injury through manual handling tasks I am aware that on-the-job training is required before using any equipment such as pallet jacks, cutting equipment, carton balers and forklift cages I am aware that on-the-job Food Safety training will be provided for the section of the store/jobs I will be doing I am aware that I require a valid and current license to drive a store vehicle or forklift, need to do pre-operational checks and to report any maintenance issues. I am aware of the legal obligations and equipment required to carry 7 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

8 children and babies in store vehicles. Pre-existing conditions and other health related issues Initial as completed I have told the manager about any existing health conditions relevant to my work, so that specific health and safety needs can be accommodated (may include asthma, back conditions, skin conditions etc.) Signed by student / new employee: Date: Signed by Workplace Coach / Supervisor: Date: 8 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

9 Appendix 1: Employer & Employee WHS Responsibilities Employer and Employee WHS Responsibilities At the heart of Work Health & Safety is the the duty of Care the mutual obligation and cooperation of both employer and worker to keep the workplace a safe place to be for workers, customers and visitors. Employers need to Adequately induct, inform, train and supervise staff to ensure safe WHS practices are understood and upheld by all team members. Consult with all employees regarding any decision relating to WHS in the workplace. Employees need to Work safely to protect themselves and others from injury. For example, they must not: Move or deface safety signs Tamper with equipment or machinery. Behave in a way that puts others at risk. Report any workplace safety hazards. All employee s have a duty of Care Provide all appropriate personal protective equipment (PPE) required to ensure workers can complete their job safely. Train workers in the correct use of the equipment Monitor and evaluate WHS systems and procedures to ensure that workers are adequately protected from workplace hazards. Provide adequate facilities for the welfare of employees. This covers everything from providing suitable toileting facilities to conducting risk assessments on plant and procedures. Be aware of employers legal obligations under the WORK HEALTH AND SAFETY (NATIONAL UNIFORM LEGISLATION) ACT 2011, as in force at 1 January 2012 and meet those obligations in full. Obey all health and safety procedures, including correctly wearing all personal protective equipment (PPE) provided. Report any workplace injury, illness or near misses. It is important to notify supervisors or managers of all injuries and accidents, even if they are minor ones. Get to know emergency procedures/ and the location of the first aid kit. Ask questions to check or clarify any issues relating to safety issues or safety training, how to complete tasks safely or any issue that may affect safety in the workplace. 9 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

10 From 1 January 2010, this Fair Work Information Statement is to be provided to all new employees by their employer as soon as possible after the commencement of employment. The Statement provides basic information on matters that will affect your employment. If you require further information, you can contact the Fair Work Infoline on or visit The National Employment Standards The Fair Work Act 2009 provides you with a safety net of minimum terms and conditions of employment through the National Employment Standards (NES). There are 10 minimum workplace entitlements in the NES: 1. A maximum standard working week of 38 hours for full-time employees, plus reasonable additional hours. 2. A right to request flexible working arrangements to care for a child under school age, or a child (under 18) with a disability. 3. Parental and adoption leave of 12 months (unpaid), with a right to request an additional 12 months. 4. Four weeks paid annual leave each year (pro rata). 5. Ten days paid personal/carer s leave each year (pro rata), two days paid compassionate leave for each permissible occasion, and two days unpaid carer s leave for each permissible occasion. 6. Community service leave for jury service or activities dealing with certain emergencies or natural disasters. This leave is unpaid except for jury service. 7. Long service leave. 8. Public holidays and the entitlement to be paid for ordinary hours on those days. 9. Notice of termination and redundancy pay. 10. The right for new employees to receive the Fair Work Information Statement. 10 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t

11 A complete copy of the NES can be accessed at Please note that some conditions or limitations may apply to your entitlement to the NES. For instance, there are some exclusions for casual employees. If you work for an employer who sells or transfers their business to a new owner, some of your NES entitlements may carry over to the new employer. Some NES entitlements which may carry over include personal/carer s leave, parental leave, and your right to request flexible working arrangements. Modern awards In addition to the NES, you may be covered by a modern award. These awards cover an industry or occupation and provide additional enforceable minimum employment standards. There is also a Miscellaneous Award that covers employees who are not covered by any other modern award. Modern awards may contain terms about minimum wages, penalty rates, types of employment, flexible working arrangements, hours of work, rest breaks, classifications, allowances, leave and leave loading, superannuation, and procedures for consultation, representation, and dispute settlement. They may also contain terms about industry specific redundancy entitlements. If you are a manager or a high income employee, the modern award that covers your industry or occupation may not apply to you. For example, where your employer guarantees in writing that you will earn more than $108,300 annually (indexed), a modern award will not apply, but the NES will. Transitional arrangements to introduce the modern award system may affect your coverage or entitlements under a modern award. Agreement making You may be involved in an enterprise bargaining process where your employer, you or your representative (such as a union or other bargaining representative) negotiate for an enterprise agreement. Once approved by Fair Work Australia, an enterprise agreement is enforceable and provides for changes in the terms and conditions of employment that apply at your workplace. There are specific rules relating to the enterprise bargaining process. These rules are about negotiation, voting, matters that can and cannot be included in an enterprise agreement, and how the agreement can be approved by Fair Work Australia. 11 A L P A / I s l a n d & C a p e N e w E m p l o y e e I n d u c t i o n K i t