The Company is committed to providing a workplace free of all forms of harassment and bullying, as prescribed by Commonwealth and state legislation. It is an employee's right to be treated with dignity and respect and it is also the employee's responsibility to treat others the same way.

The Company is committed to meeting its legislative obligations relating to harassment and bullying, and shall take all reasonable, practicable steps to provide and maintain a working environment free from these behaviours.

An internal grievance resolution process assists employees to raise issues of concern, and all complaints will be treated confidentially, seriously and sympathetically. No employee shall be penalised or disadvantaged as a result of raising any genuine concern or complaint.

This policy applies to all activities, and all those involved in those activities, including employees, contractors, customers and visitors, that take place on work premises and elsewhere where activities are undertaken in the course of employment, or at work-related activities, such as social functions.

Relevant and appropriate disciplinary action will be taken against anyone found to have breached this policy.

HARASSMENT

Harassment is unwelcome behaviour which does, or is likely to, offend, humiliate or intimidate another person. The fact that no offence was intended does not mean that harassment has not occurred. If the behaviour has the effect of being offensive, humiliating or intimidating, that is usually enough. Harassment may occur as a single act, or as a series of incidents, persistent innuendos or threats. It can take many forms: it may be silent or loud, subtle or openly hostile, and it may be private or public.

The following examples may constitute harassment in the workplace:

• Swearing in the workplace.

• Gossiping about a person.

• Making, circulating or displaying jokes containing inappropriate or offensive content.

• Intrusive enquiries into another person's personal life, including their religion, family or private matters.

• Constantly monitoring what someone else is doing, giving negative criticism or "nit-picking".

• Openly displaying pictures, posters, graffiti or written materials which might be offensive to some.

• Communications via phone, email or computer networks which are threatening, abusive or offensive to employees.

SEXUAL HARASSMENT

Sexual harassment occurs when a person makes an unwelcome sexual advance or an unwelcome request for sexual favours, or engages in any other unwelcome conduct of a sexual nature in relation to another person.

Sexual harassment may take various forms such as:

• Sexual advances and requests for sexual favours;

• Inappropriate physical contact or unnecessary familiarity.

• Offensive comments on physical appearance, dress or private life.

• Lewd jokes.

• Public display of pornography in the workplace, including on the internet by email, or on mobile phones.

• wolf whistling.

• Unsolicited physical contact vis-à-vis patting or pinching.

• Public display of nudity.

• Sexual violence; and/or

• Indecent or sexual assault.

Some of the above may also amount to a criminal offence.

Sexual harassment is not about prohibiting friendships at work or genuine consenting relationships. It often relates to a misuse of power to create an unequal working relationship.

BULLYING

Workplace bullying is a form of harassment defined as repeated, unreasonable behaviour that demeans, intimidates, victimises, threatens or humiliates people, either as individuals or as a group.

Bullying is not necessarily related to an "attribute" a person has.

Bullying may involve a risk to the health and safety of employees.

Workplace bullying includes behaviours such as:

• Verbal abuse, threats, sarcasm or other forms of demeaning or intimidating language or communication.

• Psychological harassment.

• Physical intimidation.

• Putting employees through "initiation rituals";

• Deliberate change of work duties for the purpose of victimisation;

• Sabotage of another's work.

• Placing unreasonable work demands on people.

• Ridiculing another's opinion.

• Exclusion from work activities of which the person would reasonably expect to be a part; and

• Threatening to take unjustified action against a person unless that person complies with unreasonable requests.

Bullying does not cover situations where an employee feels aggrieved about legitimate and reasonable:

• Performance management processes.

• Disciplinary action in line with company policy; or

• Allocation of work in compliance with systems and role requirements.

WHAT TO DO IF YOU HAVE A COMPLAINT

The Company aims to resolve all complaints of harassment and bullying which may arise at the workplace. The Company can only do this if employees tell us about their complaints.

The Company aims to treat all such complaints seriously, quickly and as confidentially as is reasonably possible.

If you think you are being harassed and/or bullied, you should not ignore the conduct, hoping it will go away. If you can, you should speak to the person responsible for the conduct and ask that person to stop. If you do not feel that you can do this or it does not work, you should talk to the General Manager immediately.

The General Manager may be contacted at any time to discuss any complaint or enquiry. You may approach him for general advice or to discuss any issue.

The General Manager may also investigate complaints. Depending on what you want and also on the nature of the complaint, it might be appropriate for the Company to make a formal determination about what has happened and to make a decision about what the consequences should be.

CONDUCT THAT BREACHES THIS POLICY

Conduct that breaches this policy is unacceptable and, depending on the severity and circumstances, may lead to disciplinary action regardless of the seniority of the particular employee(s) involved.

The Company shall take appropriate disciplinary action against any employee who is responsible for, or engages in, any form of harassment or bullying.

Disciplinary action may include any of the following:

• Demotion.

• A requirement to provide a written or verbal apology.

• A formal warning.

• A requirement to attend training or counselling; and

• Dismissal.

Employees should speak with their supervisor if they have any concerns regarding this policy.

AUTHORISATION

The policy was approved on the date shown.