Our Culture
OUR HANDBOOK
Welcome to NGROO Education Aboriginal Corporation
Our ongoing success relies on having quality people like you and your co-workers.
We have prepared this handbook to answer some of the questions that you may have concerning our company and its policies.
This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, please contact us. There are no stupid questions, and we are committed to developing an environment of open communication.
We hope you find your time with us to be a fun, enjoyable and rewarding experience.
Krystle Daley
This Handbook
We want you to understand how we do business and how important you and every employee is to us.
The summary of the policies stated in this handbook may change from time to time. We’ve done our best to include as much information as possible in an easy-to-understand manner.
If you want further details, then just ask !
About NGROO
NGROO Incorporated was originally a registered, not-for-profit, incorporated association and registered charity (DGR). We work to improve the opportunity for Aboriginal children to achieve their potential by increasing their level of participation in mainstream early childhood education and care (ECEC) and other relevant services and settings. This is done through the programs that we run on a grassroots level. We are funded by State and Federal Governments, backed with philanthropic funding to provide services to some of the most vulnerable and disadvantaged children.
NGROO Education Incorporated began in 2008 with a conversation between a non-Aboriginal teacher, a young Aboriginal mother and an Aboriginal Elder who wondered why there were very few Aboriginal children in the preschool in Western Sydney when there was a large surrounding population of Aboriginal families. This began a long journey of the development of the Walking Together program that continues today with results that have improved the engagement of Aboriginal children in early childhood education across NSW by 50% in those participating services.
Note: NGROO Education Incorporated members during this time were approx. 100 included associated members.
Who We Are
NGROO Education Aboriginal Corporation is a not-for-profit body whose objective is to support our Aboriginal and Torres Strait Islander children to grow up, strong, healthy, and feeling connected, with opportunities to achieve positive life outcomes in a society where we are understood, respected, and valued. We understand the importance of our culture being passed from generation to generation as we continue the journey that our ancestors created, and the importance of continually sharing this with non-Indigenous people.
To this end the activities or services that Ngroo facilitates, supports and /or delivers may include:
Focusing on our families: Providing culturally safe and appropriate programs to support our families through home and community based early learning and health programs for their infants and young children in their pre-school years.
Culturally safe early education for our children: Providing culturally safe and appropriate Early Childhood Education & Care (ECEC) and any other related services to create a sense of connection and belonging for our families and their children, so that they will want to join and actively participate in the services.
Culturally safe community services for our people: Consultancy to non-Indigenous health and family & children’s services, by passing down knowledge and experience and walking beside them to help build connections to Community and improve their cultural safety and appropriateness so that services are welcoming and accessible for our people and their families.
Social change for all through early education: Working with non-Indigenous staff in ECEC and other related settings to:
•To enhance their knowledge, understanding and valuing of Aboriginal and Torres Strait Islander peoples, culture, and history and •To walk beside these services and staff by supporting them to embed this knowledge, understanding and valuing in their ongoing children’s programs and learning in ways that are culturally and developmentally appropriate.
Speaking Up: Consultancy to non-Indigenous health and family & children’s services, by passing down knowledge and experience and walking beside them to help build connections to Community and improve their cultural safety and appropriateness so that services are welcoming and accessible for our people and their families.
Our Values
Respectful
To always continue to create a trusted and enduring relationships within our communities to achieve mutual goals.
Culture Driven
We will always implement our culture and our Lore in everything we do and have our ancestors guide us on our journey.
Equity
To always put our communities first so everyone feels heard, valued, and empowered to succeed.
Integrity
We will always be honest, transparent, and committed to always do what’s best for our people.
Services
2006 Generic Company started by Belinda McLean
2007 Generic Company become the Master Licensee for HR Network
2008 Generic Company moved into their first Offices
2009 Hired the First Staff member
2015 Stephen added WHS to the Services offered
2017 The Business expands into ISO compliance
2018 GENOS Emotional Intelligence Practitioner
Services
Connected Beginners Programs
Our initiative is to address the elevated levels of developmental vulnerability, long waiting lists, issues in accessing culturally appropriate services and the barriers that our mob faces when trying to access Early Childhood Education and Care services in the Mt Druitt & Doonside Communities.
Our Connected Beginnings teams are about strengthening the child service system by having our mob in our communities’ voices lead the way. We do this by using the principles of the collective impact approach, which will support us to ensure we have our Aboriginal & Torres Strait Islander community voices at the centre and then shared across the service system. The aim is then to bring the whole community together to address these issues and start working towards a common goal to achieve better outcomes for our Aboriginal & Torres Strait Islander children and their families
Our Connected Beginning Programs also run community activities & programs for our mob in
Mt Druitt & Doonside these include:
Early Learning Education Fair Day
School Readiness Fair Day
Provide a Supported referral pathway for our families
Community Events – NAIDOC, Aboriginal & Torres Strait Islander Children Days and many more
Outreach Programs – Hearing Program, Speech Therapy, Playgroups
Host bi-monthly partnership meetings between all services and our Mob
Bringing Sovereignty of Data to our Community
Aboriginal Families as First Teachers
The Aboriginal Families as Teachers program aims to strengthen the ability of our Aboriginal families to build a rich home learning environment by implementing play-based activities. Not only do we work directly with our families, but we also collaborate with early childhood education and other early intervention services. The Aboriginal Families as First Teachers program has been developed to encourage early learning and participation in a quality early childhood education program in the years before school.
What we offer in our program
Weekly Home Visits
Weekly playgroup – centered around play therapy
Educational based learning packs
School Readiness for children attending school the following year
Access to appropriate referral pathways – into early education &other care settings
Eligibility
Weekly Home Visits
Weekly playgroup – centered around play therapy
Educational based learning packs
GROO Education Aboriginal Corporation Pop up Playgroups
NGROO Education’s implements and structures their playgroups by using models such as “play based Learning “ which is theory of many neuroscientist such as Nathan Wallis, by us using this theory of where, through creative, messy play, children are given a predisposition to learning which later supports their positive approach to formal learning.
Our activities through these play-based learning appeals to our Jarjums by increasing:
A natural curiosity and desire to engage in experiences based on their interests, strengths and developing skills as they make sense of their world around them. Opportunities for large blocks of uninterrupted and unhurried time rather than small amounts of time to explore.
Our children are motivated to learn and develop a positive attitude towards their learning when they are involved in experiences that are meaningful and encourage them to develop lifelong skills. Play based learning allows for open ended materials and loose parts to be arranged and experimented with in a variety of different ways.
The selective way the group is set up supports children’s’ curiosity, memory, and trust these enhance future growth and learning opportunities. It allows expression and enhances child’s creative skills by aiming at types of play including, dramatic play, Symbolic play, Cooperative and constructive play including parallel and associative types of play.
Our playgroups are happening every Monday and Thursday from 9:30am – 11:30am during school term at the following locations:
Thursdays – Murray Toola-Damana
Tuesdays (TBC) BACC – Doonside Cottage
Guwaa-li Speech Therapy Program
NGROO Education Aboriginal Corporation was successful in obtaining philanthropic funding through the CAGES Foundation at the end of 2020. These funds has given us an opportunity to provide free speech therapy and/or assessments for our Aboriginal and Torres Strait Islander children who reside in the Blacktown LGA..
Priority is given to any of our Aboriginal Children from the ages of 4 to 5 years of age and who haven’t received any speech early intervention.
This program will be happening on a Wednesday during school term from 9:30am – 3:30pm. If you would like more information on this program, please reach out to us by phoning 02 9835 6056 or emailing us at:
Referrals@ngrooeducation.org.au
Wirimbirra – Hearing Program
NGROO Education Aboriginal Corporation, our Connected Beginnings Program and Hearing Australia’s- HAPEE service have partnered to help close the gap for our jarjums in the Mt Druitt 2770 area. The wirimbirra program commenced at Kimberwalli in October 2022 and is run every eight-weeks with nine appointments available each session.
Our Wirimbirra hearing program provides transport, a culturally safe smooth process and on-going referral support for our Aboriginal, and Torres strait islander children aged 0-6 years. By providing these services out in the community and by working together collectively, we able to achieve better supports for our mob to be able to access a very much needed service. The team continually promotes the importance of having our jarjums hearing test done early, as it will help us to identify anything serious and then will prevent long term serious ear and hearing troubles. As stats continually have shown us that these issues affect 1 in 3 of our Aboriginal and Torres Strait Islander kids in Australia.
Little Possums Program
NGROO Education Aboriginal Corporation, our Connected Beginnings Program and Hearing Australia’s- HAPEE service have partnered to help close the gap for our jarjums in the Mt Druitt 2770 area. The Wirimbirra program commenced at Kimberwalli in October 2022 and is run every eight-weeks with nine appointments available each session.
Little Possums will provide culturally sensitive support through Aboriginal mentoring, advocacy and play therapy, through the provision of two professionals on a part-time basis.
A Qualified Play therapist and an Aboriginal Mentor will work to adopt a strengths-based trauma-informed therapeutic framework to empower individuals participating in the program.
The program works with Doonside Public School, Crawford Public School and includes a partnership with Doonside Technical College; and cultural group Art Therapy sessions with children who have transitioned from the Little Possums program in primary school.
Participating children attend individual play therapy sessions whilst their families receive support through phone and face to face conversations to address their concerns, struggles, strengths and to support needs. Siblings are also to be included where carers are struggling with attending to their needs. The Aboriginal mentor will help the young people to connect to culture and community to support identity and sense of belonging.
The Aboriginal mentor offers parents and carers practical and emotional support including support to other family members such as siblings who might not be directly referred to the program. The Aboriginal Mentor will offer a holding space to role model health boundaries, emotional support and self-regulation. Parents and carers are educated through the provision of identified and necessary resources and may be referred to specialised services in the community as needed.
The Play Therapist and the Aboriginal Mentor work alongside the school’s Aboriginal Education Officer to ensure that appropriate cultural protocol is followed in the healing process through expressive therapy sessions. The Aboriginal Mentor and Play Therapist will then discuss the most helpful and appropriate supports needed for the family.
Little Possums organises 2 family fun days during each school holiday period which are focused on cultural activities to socially connect families from both schools and establish stronger relationships into the wider community.
Entry into the program will be informed by selection and prioritisation criteria, which will include an assessment of trauma behaviours, and information obtained from the schools’ Learning and Development team. Children will be accepted into the program following parental consent.
Objectives:
Through Little Possums, outcomes for participants are:
Improved psychological and emotional health
Improved self-regulation
Improved ability to form meaningful relationships within family, peer groups and community
Emotional and behavioural development
Build a strong sense of identity, heal issues resulting from trauma, loss and grief and enhance joyful participation in schools, community life and relationships
Improvements in school attendance and participation in classroom activities with improved learning outcomes
Improved parent-child relationships and greater parenting capacity
Children and their families learn a greater sense of cultural pride, respect for themselves, respect for others, respect for the teachers
Little Possums also supports the schools and teachers in identifying and addressing the needs of students with experiences of trauma.
Life at our Business
Organisation Chart
Probation
Employees permanently appointed are required to serve a minimum period of six months’ probation.
This allows either the employer or the employee to terminate the employment for any reason. The purpose of a probationary period is for both parties to decide whether the employee is suited to the position in our business.
Employment Policies
This is a summary of the key policies you need to follow while you are employed by us.
You should refer to the complete policy (available at any time) and ask us anything that you don’t understand or agree to comply with.
Code of Conduct
Our Company recognises the importance of a work environment which actively promotes best practice. The purpose of this Code is to describe the standards of behaviour, and conduct expected from workplace participants in their dealings with customers, suppliers, clients, co-workers, management, and the general public.
The Code applies to all employees, agents and contractors (including temporary contractors).
Compliance with this Code is expected, and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services.
The Code of Conduct includes;
- Acting honestly & fairly
- Compliance with laws, policies & procedures
- Follow management instructions
- Act professionally
- Not discriminate
- Report any breaches immediately
- Not use work time for private gain
- Not steal, defraud or act criminally
- Follow WHS regulations
- Not make false or misleading claims
- Not cause embarrassment to others
- Not abuse your position for personal gain
- Respect company property
- Respect company clients
- Not work for a competitor
- Avoid conflicts of interest
- Don’t fight in workplace
- Don’t use inappropriate language in workplace
Conflict of Interest and Disclosure
The Company has a responsibility to avoid any conflict of interest. A conflict of interest may arise where a team member enjoys benefits or income other than from the Company. Where this is the case, it is your duty to disclose the nature of the interest to the business owner such that it may be discussed.
The nature of this discussion will include whether the interest or income source is a result of personal exertion, industry, skills, times & location.
Should you currently be engaged in or wish or intend to become engaged in any other employment or contracting you are obliged to disclose and discuss this with the business owner such that it can be managed appropriately to the benefit or all parties.
Equal Employment
Employment shall be based upon merit, qualification and competence and employment practices shall not be influenced or affected by virtue of an applicant’s or employee’s:
-
Sex
-
Nationality
-
Race
-
Age
-
Religion
-
Marital Status
-
Disability
-
Political opinion
All employees are entitled to access employment, promotion, training, transfers, and the benefits of employment on the basis of merit. They will be assessed on their skills, qualifications, abilities, prior work experience and aptitude.
We will positively seek to identify and eliminate all discriminatory practices both direct and indirect and will strive to maintain a work place free of harassment.
All employees have a legal and moral responsibility to treat each other fairly and are expected to fulfil these responsibilities as a condition of employment.
Confidentiality
Our company confidentiality policy explains how we expect our employees to treat confidential information. Employees will unavoidably have access to personal and private information about clients, partners, and our company. We want to make sure that this information is protected.
We must protect this information for two reasons. It may:
Be legally binding
Gives us a competitive advantage (example: Our Procedures)
Confidential and proprietary information is secret, valuable, expensive and/or easily replicated.
We expect you to;
Lock or secure confidential information at all times
Securely dispose of confidential documents when they’re no longer needed
Make sure they only view confidential information on secure devices
Only disclose information to other employees when it’s necessary and authorised
Keep confidential documents inside our company’s premises or storage locations, unless it’s absolutely necessary to move them.
We do NOT want you to;
Use confidential information for any personal benefit or profit.
Discuss confidential information to anyone outside of our company.
Copy confidential documents and files and store them on insecure devices.
Harassment and Grievances
Intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination in the work place are examples of unacceptable behavior and will not be tolerated under any circumstances.
Sexual harassment is recognised as a form of sex discrimination, and is illegal under the State Anti-Discrimination Acts, and the Commonwealth Sex Discrimination Act 1984. It is also considered by the business to be inappropriate workplace behaviour.
What is Harassment?
Harassment is intimidation, hostility, offensiveness or sexual harassment.
Harassment also;
-
Includes unfair discrimination.
-
Personality clashes between staff do not constitute harassment.
Grievances?
Should you have a grievance or believe that a certain procedure or practice can be modified or changed to the benefit of your work output and the business, you are encouraged to contact management to resolve the matter.
If the matter is not resolved satisfactorily or it is inappropriate for the employee to discuss the problem with their supervisor, a Grievance/Complaint form should be completed. You will then be advised of a plan of action to resolve the matter.
Workplace Bullying
It is a policy of our Company that no worker shall be subject to bullying in the workplace. Bullying is defined as: “Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.”
It is a risk to health and safety because it may affect the mental and physical health of workers. Taking steps to prevent it from occurring and responding quickly if it does is the best way to deal with workplace bullying.
Bullying can take different forms including psychological, physical, or even indirect — for example deliberately excluding someone from work-related activities. It can be obvious and it can be subtle, which means it’s not always easy to spot.
Some examples of workplace bullying include:
-
Abusive or offensive language or comments.
-
Aggressive and intimidating behaviour.
-
Belittling or humiliating comments.
-
Practical jokes or initiation.
-
Unjustified criticism or complaints.
-
We are committed to providing a workplace free of bullying.
Sexual Harassment
Sexual harassment is:
A human rights issue and workplace hazard
Known to cause psychological and physical harm
There are various laws at both federal, state & territory and international levels that relate to workplace sexual harassment including.
The Sex Discrimination Act 1984
The Fair Work Act 2009
State and Territory Anti-discrimination, EEO and Human Rights law
Criminal Law
Sexual harassment in defined in Australian law as any unwelcome sexual behaviour that a reasonable person could anticipate may make another person feel offended, humiliated, or intimidated in that situation.
Three elements of sexual harassment are
1.) Conduct that is of sexual nature
2.) Conduct that is not welcome
3.) Conduct which if offensive, humiliating or intimidates
What does Sexual Harassment Look like?
What causes Sexual Harassment?
What can you do if sexually harassed?
Call 000 if in immediate danger.
If you are sexually harassed at work, it is not your fault.
Remove yourself from the situation
Ask for help
Seek professional help from the helpline or counselling
Keep a record of what happened (who, what, when, and where, including witnesses)
Ask for advice about your rights in the workplace
Make an internal complaint or report to your Manager or HR (Grievance Procedure)
Make a complaint to an external agency (Australian Human Rights Commission)
Apply for a “Stop sexual harassment” order from the Fair Work Commission
It is up to the individual to decide what they want to do, based on the individual circumstances.
Workplace Surveillance
This is notice that continuous and ongoing camera surveillance will be carried out in NGROO Education Aboriginal Corporation’s premises. Anyone attending the premises may regularly be subject of surveillance.
What will we use the surveillance for ?
We may use and disclose the records for the following purposes;
Related to the employment of employees or their business activities.
To the police regarding connection, investigation or prosecution of an offence or connection to legal proceedings.
To avert threats to people or damage to property
Mobile Phone Use
Here are some guidelines regarding the appropriate use of mobile phones.
If you have been provided with a mobile phone;
It’s to allow other employees or customers to contact you, and for you to contact them.
Employees must abide by all laws with regards to mobile phone use.
You must comply with other internet and email policies if enabled on your mobile.
While the phone is used primarily for work, we understand that some private usage may occur. As such we expect private usage kept to a minimum.
It’s a privilege to have a company provided mobile phone, as such, irresponsible or unreasonable use may cause the phone to be removed or re-imbursement of non-business use.
An employee must not use the device in any way that may damage the legitimate interests of the business and employment relationships.
At Work;
The phone is primarily for business communication and work.
Games, Apps, Photography, Internet “Surfing” and Social updates are not acceptable use of a mobile phone during business hours.
Personal Mobile Phone Use;
Employees should not use their personal mobile phones during work hours.
Personal mobile phones should be kept on silent during working hours.
Social Media
This policy is intended to provide clarity to all employees on how to conduct themselves with social media. It also informs them of their responsibilities when using social media.
It aims to encourage employees to find a voice in social media, but at the same time protect the interests of NGROO Education Aboriginal Corporation.
Don’t provide Company or a client’s, partner’s or supplier’s confidential or other proprietary information and never discuss Company business performance or other sensitive matters about business results or plans publicly.
Don’t cite or reference clients, partners or suppliers on business-related matters without approval.
Don’t publicly publish information or photos from any of the Companies functions, offices, data centres, workplaces or customers without prior approval from those in the photos and management.
Respect your audience. Don’t use ethnic slurs, discriminatory remarks, personal insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace. You should also show proper consideration for others’ privacy.
Be aware of your association with the Company on online social networks. If you identify yourself as an NGROO Education Aboriginal Corporation employee, ensure your profile and related content are consistent with how you wish to present yourself with colleagues and clients.
Drugs & Alcohol
The use of drugs and alcohol may impact on an individual’s capacity to perform work safely, efficiently and with respect, thereby posing a risk to the health and safety of the individual and others at the workplace.
We do NOT allow;
Illegal drugs in the workplace
You to be at work while under the influence of Drugs or Alcohol
You to consume alcohol while at work.
If you have prescription or pharmacy drugs – you need to discuss this with management before commencing work.
We may carry out random drug and alcohol testing.
Computer Use
You are expected to take a professional and courteous approach to everything you do in connection with work.
You should not expect that any email or other activity conducted over the Business’ computer network(s) will be private or otherwise confidential.
You are allowed personal use that is reasonable and limited so as not to get in the way of you doing your job.
You must not say or type things about the Business unless you have been told you can do so.
You must not engage in use that involves conduct or material that is inappropriate or otherwise obscene or offensive such as accessing or distributing content of a sexual, pornographic, discriminatory, sexist or racist nature.
You must not engage in use that includes conduct or material that has the risk of defaming, or of causing damage to, the Business or any of its officers or employees.
You must not engage in use that includes unlawful activities that are illegal or otherwise inappropriate.
Behavior at Work
Discipline and Termination
The Company will expect all team members to follow any policies and procedures.
It is our goal to create a fair and efficient environment for all team members.
Should any team member act with disregard to any of the relevant policies and procedures it may become necessary to take disciplinary action including and up to termination of Employment.
Employees must return all company owned property (i.e. telephones, computers, uniforms, and keys) prior to leaving on their last day.
Serious Misconduct
All team members will be expected to act in a suitable manner at all times. We provide a positive and safe work environment and expect all team members to uphold these standards and the values of the company.
Certain rules of conduct and behaviour apply, this ensures a harmonious work environment for all concerned.
Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in your personnel file and will be taken into consideration when reviewing opportunities for advancement within the company.
Your Rights
To be paid the appropriate rate for the work that you do.
To be advised of your rate of pay
To work in a safe environment.
To receive training in your duties.
To work in a discrimination-free workplace.
Your Responsibilities
You are expected to follow all reasonable and lawful instructions given by us.
You will be expected to:
Arrive on time and be punctual.
Advise your supervisor of any intended absences as soon as possible.
Work to the best of your ability during the hours of work in your employment contract.
Comply with all reasonable instructions from managers concerning health & safety issues.
Comply with all directions and Safe Work Practices, with the goal of avoiding injury to themselves and others.
Follow required business procedures for your job.
Dress appropriately for the job. Including any PPE
Show respect to your supervisors, colleagues and clients/customers.
Treat business property with care
Participate in Return-to-Work programs.
Workplace Health & Safety
We have a legal obligation to protect the health, safety, and welfare of all our employees. Equally, however, employees are obliged to obey Workplace Health & Safety policies and rules designed for their safety.
We are committed to providing a safe and healthy environment for its workers, contractors, and visitors.
Our Objectives
Reduce the risks to health, safety of all workers, contractors and visitors, and anyone else who may be affected by our business operations.
Ensure all work activities are done safely.
Strive to be a Safe and Incident Free workplace.
Our Standards
When working for our company, it is important to know you are part of a team. As a member of our team, it is important that you follow our reasonable standards of conduct and policies for the business.
The following items may result in disciplinary action, up to and including immediate Termination.
Providing false or misleading information about employment or leave.
Not showing up to work without calling your supervisor or the office.
Falsifying time and attendance records (You or others)
Conviction of a Crime
Foul Language, Disorderly or Indecent conduct
Theft or Dishonesty of any type
Disclosing of confidential information or proprietary information to people outside of our business.
Failing to report safety hazards, defects, incidents, or injuries.
Harassment or Bullying towards other workers or Customers
Refusal to follow reasonable instructions from your supervisor/manager.
Breach of Workplace Health & Safety laws and policies.
Emergencies & First Aid
Notices for First Aid kit locations, First Aid officers and Emergency diagrams/procedures are posted throughout the premises.
In the event of an Emergency, follow the directions of any First Aid Officer, Fire Warden, or Emergency Services.
Incident and Accidents
We rely upon our employees to alert us to any unsafe work activities/hazards so that we can investigate, make safe and continuously improve our work practices.
We want to provide a safe working environment for everyone and as such, we require all employees to report all incidents, and near misses to their supervisor or manager immediately after the incident.
Pay & Leave
Your pay will be deposited into your nominated Bank Account as per your Contract of Employment with us.
Your salary will also include a 11.5% Superannuation payment into your nominated superannuation fund.
Any allowances you are entitled to will be included as per the Australian Fairwork legislation into you pay.
You will also receive 4 weeks annual leave, 10 days sick leave along with other accepted leave types, including;
-
Compassionate Leave
-
Carers Leave
-
Parental
-
Adoption
Employees should note that submission of an annual leave request does not constitute approval. You will be notified if your leave is approved or declined at the earliest opportunity.
Prior to going on leave it is the responsibility of each employee to ensure that any outstanding matters or ongoing jobs are discussed, and a satisfactory handover occurs.
NOTE: Casual employees are not entitled to paid annual leave or paid carers leave.
Smoking in the Workplace
Smoking is not permitted in the offices, other buildings or company owned property (Vehicles).
It is unacceptable to be smoking while you are performing any business task outside.
All smoking must be done during your own breaks and only in designated smoking areas.
Note: (A breath mint is a great way to keep a fresh breath smell when dealing with people)
Attendance
If for any reason you are unable to attend work by your normal starting time, you should notify your manager via a phone call at least 2 hours before you are due to start.
If you are delayed in starting work due to a reason other than sickness, you should notify your manager as soon as practical.
Punctuality means being able to start your work at the agreed time. Being in the carpark or kitchen is not seen as being able to start work.
Habitual or consistent lateness will result in disciplinary action up to and including termination of employment
Time off for personal appointments (e.g. doctor) or unexpected occurrences needs to be discussed with your direct manager for how time off will be considered.
Expenses
If you incur an expense as part of business operations (such as paying for fuel for the cars, general supplies, etc), then you must obtain a tax invoice for the expense, and this must this be given to the Administration Manager for reimbursement, along with submitting an Expenses Claim Form.
The Administration Manager will liaise with Accounts Payable to have the payment made back into your personal bank account.
The reimbursement will generally be paid each week.