connect_policy_Respect@Work

1. INTRODUCTION

Castle Hill RSL Club Ltd (CHRG) aims to provide an environment where employees and others in the workplace are treated fairly and with respect, and are free from unlawful discrimination, harassment, vilification and bullying.

The purpose of this policy is to prevent and combat workplace discrimination, harassment, vilification and bullying in all CHRG sites and create a work environment which promotes good working relationships.

All provisions and practices associated with our commitment to respect in the workplace are designed to meet or exceed any considerations regarding Discrimination, Harassment, Equal Employment Opportunity and WHS legislation.

This policy applies to employees, agents and contractors (including temporary contractors) of CHRG, collectively referred to in this Policy as ‘workers’.

This Policy isnot limited to the workplace or work hours and extends to all functions and places that are work related, including online. Examples include, work lunches, conferences, Christmas parties, client functions, social media and message platforms.

2. DISCRIMINATION

Unlawful discrimination is the less favourable treatment of a person or a group of people based on particular attributes. Some examples include discriminating against someone because of their:

 Race or national, ethnic or social origin.

 Gender or gender identity.

 Age.

 Marital/relationship status.

 Pregnancy (including potential pregnancy)

 Breastfeeding.

 Sexual preference/lawful sexual activity.

 Parental/family responsibilities/carer’s status.

 Disability/impairment.

 Religion.

 Political view or association.

 Physical features.

 Trade union activity/industrial activity.

 Irrelevant criminal record.

 Personal association with someone based on one or more of the above.

Examples may include but are not limited to:

 Decisions on the terms by which work is offered or performed.

 By denying access to a relevant training program or other development opportunities.

 In denying access or limiting access to opportunities for promotion, transfer or training, or to any other benefit to do with performing work.

 By creating, allowing or tolerating a hostile or demeaning environment related to an illegal ground of discrimination.

2.1.Equal Employment Opportunity

CHRG is committed to providing and maintaining a totally non-discriminatory work environment. CHRG treats all employees, and prospective employees, fairly and equitably in all matters regardless of factors such as sex, race, religion, colour, marital status, disability or national origin.

This policy applies to all aspects of employment including, but not restricted to, recruitment and selection, performance management and reviews, promotions, remuneration management, training and development, benefits and, of course, all other terms and conditions of employment.

CHRG’s employees will be treated equitably according to their skills, qualifications, abilities and achievements and given a fair chance to compete for appointments, promotions, transfers and career development opportunities.

2.2.Equal Remuneration

CHRG are committed to equal pay for work of equal or comparable value. We aim to eliminate wage disparities and discrimination within the workplace through the following points of the employment cycle:

 Recruitment

 Ad hoc and periodic remuneration reviews

3. HARASSMENT

Harassment is unwelcome conduct (words or actions) that reasonably likely, in the circumstances, to offend, humiliate or intimidate another person, even if this was not the intention.

Examples may include but are not limited to:

 Persistent, unwelcome demands or even subtle pressure for sexual favours.

 Leering, patting, pinching, touching or other unnecessary familiar acts.

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

 The public display of inappropriate material, ranging from material that might be considered mildly erotic through to sexually explicit and other offensive material.

 Messages (words or images), telephone calls, out of place gifts or suggestive comments relating to such issues as dress, physical appearance, marital status or sexual preference.

 ‘Humour’ such as inappropriate or sexist jokes or comments.

 Innuendo, including sexually provocative remarks, suggestive or derogatory comments about someone’s physical appearance, inferences of sexual morality or comments of sexual or reproductive performance.

 Repeated requests for ‘drinks’ or ‘dates’, especially when they have been refused previously.

 Requests for sexual favours, gestures or body movements of a sexual or intimidating nature.

 Intrusive enquiries or questions about someone’s private life, sexuality or physical appearance.

3.1.Sexual Harassment

Sexual harassment is unwelcome conduct of a sexual nature, which makes a person feel offended, humiliated or intimidated. Conduct can amount to sexual harassment even if the person did not intend to offend, humiliate or intimidate the other person.

Sexual harassment does not have to be directed at a particular individual to be unlawful. Behaviour which creates a hostile working environment for other workplace participants can also be unlawful.

Examples of sexual harassment include, but are not limited to:

 Physical contact such as pinching, touching, grabbing, kissing or hugging.

 Staring or leering at a person or at parts of their body.

 Sexual jokes or comments.

 Requests for sexual favours.

 Making promises or threats in return for sexual favours.

 Persistent requests to go out, where they are refused.

 Sexually explicit conversations.

 Displays of offensive material such as posters, screen savers, Internet material etc.

 Accessing or downloading sexually explicit material from the Internet.

 Suggestive comments about a person’s body or appearance.

 Sending rude or offensive emails, attachments, text messages, phone calls etc.

 Persistent questions or insinuations about a person’s private life.

 Stalking behaviours.

Sexual harassment does not include behaviour that is based on mutual attraction, friendship and respect. If the interaction is genuinely consensual, welcome and reciprocated, it is not sexual harassment.

It is important to know that people may change their perspective on workplace relationships over time. Behaviour that at one point was consensual and welcome may at a later time no longer be genuinely reciprocated. It is expected that workplace participants would respectfully communicate if their consent changes, and this change will be understood by the other person / people who will adapt their behaviour accordingly.

NEVER ASSUME CONSENT. If consent hasnot been explicitly communicated, you should assume that your behaviour is unwelcome and unsolicited. As consent may be withdrawn, it is better to assume that in the workplace, all such behaviours should be avoided to maintain a professional, safe, welcoming environment for all participants.

4. BULLYING

Bullying is a subset of harassment. Bullying happens at work when a person or group of people repeatedly behave unreasonably towards another worker or group of workers and the behaviour creates a risk to health and safety. Workplace bullying is usually defined by the following attributes:

 Is repeated and systematic behaviour.

 Is unwelcome and unsolicited.

 The recipient considers it to be offensive, intimidating, humiliating, or threatening.

 A reasonable person would consider it to be offensive, intimidating, humiliating, or threatening.

Bullyingcan takemanydifferentforms.It can range frommore overtly aggressivebehaviour such as shouting and physical confrontationsto more subtle behaviours,such aspassive bullying, or tacitly supporting bullying by allowing it to continue. Examples of bullying include:

 behaving aggressively towards others.

 teasing or playing practical jokes.

 pressuring someone to behave inappropriately.

 excluding someone from work-related events.

 unreasonable work demands.

 assigning meaningless tasks.

 interfering with a person’s personal effects or work equipment.

 deliberately withholding information that is vital for effective work performance.

 constant criticism or criticism in front of others.

Workplace bullying does not include reasonable management action taken in a reasonable way in connection with the worker’s employment. Reasonable management action includes:

 providing feedback about unsatisfactory performance or undertaking performance management.

 setting reasonable performance goals, standards and deadlines.

 issuing reasonable directions about work allocation and about attendance.

 issuing reasonable directions about complying with CHRG policies and procedures.

 managing allegations of misconduct and utilising disciplinary actions where appropriate.

 overseeing injury and illness processes in accordance with legislation and policies.

5. DISCRIMINATION, HARASSMENT & BULLYING PREVENTION

CHRG will take the following actions to prevent and control exposure to the risk of workplace discrimination, harassment, and bullying:

 provide all employees with workplace bullying awareness training.

 promote rules of conduct for employees to follow.

 adhere to a complaint handling system and inform all employees on how to make a complaint, the support systems available and options for resolving grievances.

6. ROLE OF LEADERS AND EMPLOYEES

All workers are responsible for we maintain a work environment that is free of discrimination and where all employees are considered and treated on the basis of their merits and performance, including:

 ensuring they do not engage in discriminatory, or harassing behaviours.

 ensuring they do not aid, abet or encourage other persons to engage in discriminatory, or harassing behaviours.

 report any discriminatory, or harassing behaviours they see occurring in the workplace.

 ensure responsibility not to victimise any person who may raise a complaint of bullying, harassment or discrimination.

7. ROLES AND RESPONSIBILITES

All workers are responsible for:

 recognising their individual role in developing and maintaining harmonious workplace relations and promoting a positive and cooperative workplace culture.

 taking responsibility for their own actions in the workplace, and where the actions of others are disagreeable to them, attempting to settle matters, where appropriate, with that other person/s in the first instance.

 raising matters of concern at an early stage and actively participating in the bullying complaint management process.

 preparing to have their complaint made known to the person they are making the complaint about, to allow for fair management of the complaint.

 maintaining confidentiality and not discussing or releasing information relating to a bullying complaint to any third party who has no legitimate involvement in the process.

 ensuring that any allegations relating to bullying are made honestly and not vexatiously or maliciously, or to impede legitimate managerial action.

 cooperating with any complaint procedure in a timely and cooperative manner.

Leaders are responsible for:

 ensuring that workers are not exposed to workplace discrimination or harassment.

 demonstrating appropriate behaviour.

 treating complaints seriously.

 ensuring where a person lodges or is witness to a complaint, that this person is not victimised.

 Investigating and actioning any allegations of workplace discrimination or harassment.

8. VILIFICATION & VICTIMISATION

Vilificationisapublicactwhichinciteshatred,severecontemptorsevereridiculeofapersonorgroup, because of a protected attribute such as race, homosexuality, transgender, transsexuality, disability etc.

Victimisation is where a person is retaliated against or subjected to a detriment because they have lodged a complaint, they intend to lodge a complaint, or they are involved in a complaint of unlawful conduct.

Vilification and victimisation will not be tolerated and will be treated in the same way as discrimination, harassment, and bullying.

9. MAKING A COMPLAINT

Any employees who believe that they are subject to discrimination or harassment, or who are aware of the incidence of such behaviours, should report this in accordance with our Personal Grievance Policy.

 it is important to share specific examples of behaviour that has been occurring.

 when raising a complaint, you are required to keep all discussions confidential.

9.1.How CHRG Responds to Complaints

CHRG does not tolerate any form of bullying, harassment, or discrimination in the workplace, we will follow the grievance process outlined in the Grievance Resolution Policy:

 all allegations will be promptly and thoroughly investigated.

 the confidentiality of all involved parties will be maintained.

CHRG will take appropriate action (which may include termination of employment), against employees or others who we find have discriminated against or harassed a co-worker or any other person during their employment.

CHRG will not accept frivolous or vexatious complaints or complaints that we find to be false and malicious and may take disciplinary action, including termination of employment.

10. BREACH OF THIS POLICY

All workers are required to comply with this policy at all times. If a worker breaches this policy, they may be subject to disciplinary action, up to and including termination. Agents and contractors (including temporary contractors) who are found to have breached this policy may have their contracts with CHRG terminated or not renewed.

11. REVIEW OF THIS POLICY

This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.

1. POLICY COMMUNICATION AND EDUCATION

This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.

12. DOCUMENT HISTORY

Preparedby:

Approvedby: Date: Version:Comments

Alison Brinkman Head of People & Purpose David O’Neil Group CEO 1/10/2023

Alison Brinkman Head of People & Purpose David O’Neil Group CEO 17/04/2024

First issue of standalone policy