11TH FEBUARY 2025
(VERSION 1.3)
CODE OF CONDUCT
1. Message from our CEO
2. Why have a Code of Conduct
3. What is our purpose and how will we work
4. Good decision making
5. Behaviour
6. Looking after Group Resources.
7. Protection and Promotion of the Group’s Reputation
8. Dealing with Conflicts of Interest
9. Speaking Up
10. Expectastions from our People Managers.
Definitions
1.MESSAGE FROM OUR CEO
Hello Team
To achieve our business goals, it is important to work together and build positive and long-lasting relationships.
Our Code of Conduct is important because it outlines what’s expected of us all. It helps us navigate difficult and complex situations, and to make good decisions for our suppliers, customers, colleagues and the Group as a whole.
Our senior leaders are expected to take the lead in upholding the Code in everything they do, acting as role models, while encouraging and supporting others to do the same.
They’re also responsible for creating an environment where everyone feels comfortable to ask for help when they need it, has the courage to make decisions and act on their initiative, is supported to be prepared to learn from mistakes, and will speak up when something doesn’t seem right.
By following this Code, our business strategy and other key policies, we can be confident that we are all making good decisions, serving our suppliers and customers well, and helping our team to prosper.
Steve Barnes CEO, Jetbest Group
OUR PEOPLE ARE OUR GREATEST ASSET AND AS PART OF THE JETBEST TEAM, YOU PLAY A CRUCIAL ROLE IN SERVING OUR GROWERS, SUPPLIERS AND CUSTOMERS.
2.WHY HAVE A CODE OF CONDUCT
This code sets out a framework for team members to support day to day ethical and professional decision making, compliance with relevant legislation and outline clear standards of behaviour.
The Jetbest Group expects that its employees and Directors will always display the highest standards of professional and personal conduct in serving the needs of our suppliers, customers and stakeholders and interacting with each other.
What we expect
That every team member will read the code and raise any questions which they may have.
Familiarise yourself with related Group policies, such as our Staff Handbook and Workplace Health and Safety Handbook.
Speak openly and honestly about concerns you have, listen to the views of others, and act when something doesn’t sit right.
Take the time to reflect on how we are contributing to the outcomes we expect with your team members and managers.
If you manage any of our teams, understand the specific expectations that the code sets out for you.
How we can help each other.
Every team member at the Jetbest Group should know and expect that everyone at the Jetbest Group follows this Code.
There is support when they speak up about concerns and questions.
There is guidance on decision-making, including when navigating tough situations.
Fair and proportionate consequences will be consistently applied to team members who do not adhere to this Code.
COMPLIANCE WITH THE CODE IS MANDATORY, AND A CONDITION OF EMPLOYMENT OR ENGAGEMENT AT ANY BUSINESS WITHIN THE JETBEST GROUP.
3.WHAT IS OUR PURPOSE AND HOW WILL WE WORK
Our purpose and our values as a business together describe what we stand for and guide us in everything we do including the decisions and actions we take.
Our Code of Conduct is aligned with our company values. The Code of Conduct describes standards of professional and personal conduct that promote being true to our values.
OUR VISION
To be a grower focused fresh produce marketing group that connects growers with markets and consumers across the whole supply chain.
To specialise in retail sales, traditional wholesale markets and food service, and associated logistics and grower support.
To offer a choice of market access in all States to deliver our promise of whole of crop sales, executing grower focused marketing and promotion to connect our growers to consumers.
3.1 HOW WE WORK
Whatwedo
Delivervaluetoour suppliers, customersand stakeholders
Weactivelylistenandaskopenended questions
Wetakeownershipofissuesandfollowup withsolutions
Weapplythesundownruleandseekto respondonthesamedayifwecan
Wearefriendlyandhelpful
GrowasaTeam
Beambitiousforgrowthanddevelopment
Whatwewillnotdo
Dismissorassumewhatourgrowersor customerswants
Handballactionsandaccountabilityand pointthefingeratothersforourmistakes
Putoffactionsthatshouldbedonetoday
Failtoacknowledgeorconnectwithour growersandcustomers
Toleratemediocrity
Becuriousandlearnfromeachother Moveonwithoutlearning
Prioritiseeachother’swellbeingandshow empathy
BeRespectful
Ownit
Speakhonestlyandsupportively,especially aboutconcerns
Valuethetimeandopinionofothers
Dowhatwesaywewill
Getonwithitandfollowupuntilits resolved
Dowhat’sright,evenwhenit’sdifficult–get ourhandsdirty!!
Makethemostofwhatwehave
Succeedattheexpenseofothers
Avoiddifficultconversationsorchallenge inappropriately
Closeourmindstochallengesandadvice withoutdueconsideration
Failtokeepothersinformed
Delaytakingaction
Say“it’snotmyjob”
Spendmoretime,resourcesormoneythanis needed
4.GOOD DECISION MAKING
We operate in a complex and everchanging world. We cannot always predict and plan for everything.
Our policies and guidelines offer support and guidance in many situations, but sometimes, you may need to make a tough decision at work when there are no clear rules or steps to follow.
Our growers, suppliers, customers and stakeholders trust and expect each of us to act with professionalism and integrity, just as we trust and expect each other to act ethically and with good judgement.
2.CONSIDEROPTIONS
AS YOU FIGURE OUT YOUR OPTIONS, TAKE INTO ACCOUNT:
ARE THERE NON-NEGOTIABLES (LAWS, REGULATIONS, POLICIES)? WHO IS INVOLVED? WHAT ARE THEIR NEEDS AND PERSPECTIVES AND HOW SHOULD YOU PRIORITISE THEM? IS IT YOUR DECISION TO MAKE?
GATHERTHEFACTS.BRAINSTORM MORETHANTWOOPTIONS.
1.SLOWDOWN
GOOD PEOPLE MAKE POOR DECISIONS WHEN THEY ARE NOT PAYING ATTENTION.
TIME PRESSURE
STRESS
FALLING BACK ON HABITS AND ROUTINES
PRESSURE FROM PEERS AND LEADERS CAN STOP PEOPLE FROM CLEARLY SEEING THE RIGHT THING TO DO.
BEMINDFUL.LOOKATTHEBIGGERPICTURE. NOTICEOUTSIDEPRESSURES.
THE FOLLOWING GUIDELINES ARE BROAD ENOUGH TO BE APPLIED IN MOST CIRCUMSTANCES AND WILL HELP DIRECT YOU TOWARDS FAIR AND OBJECTIVE OUTCOMES FOR OUR GROWERS, SUPPLIERS, CUSTOMERS, TEAM MEMBERS AND STAKEHOLDERS.
3.EVALUATEOPTIONS
FOREACHOPTION,THINKTHROUGH:
DOESITALIGNWITHWHYWEAREHERE ANDHOWWEWORK?
HOWWILLITIMPACTCOLLEAGUES, SUPPLIERSANDCUSTOMERS?
DOESITCREATEBENEFITORREDUCE HARM?
WHATWOULDHAPPENIFEVERYONEDID THIS?
WOULDYOUPROUDLYSUPPORTTHIS DECISIONINPUBLIC? ISITSUSTAINABLEFORTHELONG-TERM?
GIVEEACHOPTIONTHOROUGH CONSIDERATION.
5.ACTRESPONSIBLY IMPLEMENTYOURDECISIONWITH CONFIDENCEKNOWINGYOUHAVE BEENTHOROUGHAND RESPONSIBLETHROUGHOUTTHE PROCESS.
CHECKTHATIT’SHAVINGTHE INTENDEDIMPACTEARLY. IFTHEDECISIONISN’TYOURSTO MAKE,ANDYOU’RECONCERNED, SPEAKUP.SUPPORTOTHERSWHO DOTHESAME.BACKYOUR JUDGMENT.
OWNIT.SPEAKUPIFSOMETHING ISN’TRIGHT.
4.GETADVICE
ASKOTHERSFORTHEIROPINIONTOGET DIFFERENTPERSPECTIVESONYOUR APPROACH.
WHATWOULDOTHERSTAKEHOLDERS, MENTORSORPEOPLEYOUCARE ABOUTTHINKABOUTYOURDECISION ASOUTSIDERS?
WOULDITBEHELPFULTOCONSULT YOURMANAGEROROTHERTEAM MEMBERS,
ASKACOLLEAGUEYOUTRUSTIFYOU ARENOTSURE.
5. BEHAVIOUR
The Jetbest Group will not tolerate discrimination, harassment or any behaviour or language that is abusive, offensive, or unwelcome.
5.1 PERSONAL CONDUCT
All team members are expected to:
Treat everyone with courtesy, respect, kindness, consideration, and sensitivity to their rights
Refrain from all forms of harassment and discrimination
Always act honestly, in good faith, and respectful of the trust placed in us. Respect everyone's rights to privacy and keep personal information in confidence.
Consider the impact of our decisions and behaviour on the well-being of others.
Refrain from acting in any way that would unfairly harm the reputation and career prospects of other employees. Refrain from allowing personal relationships to affect professional relationships.
5.2 OUT OF HOURS CONDUCT
All team members are expected to engage in appropriate conduct outside business hours. Conduct outside of work hours may result in investigation and discipline if it: is likely to cause serious damage to the relationship between the Jetbest Group and the team member. damages the Jetbest Group’s interests; or is incompatible with the team member’s duty as an employee.
5.3 PROFESSIONAL CONDUCT
All team members are expected to:
Perform our duties diligently, impartially, conscientiously, with integrity, and to the best of our ability. Take our responsibility for the health and safety of ourselves and others seriously when carrying out our duties. Dress appropriately for the workplace and work tasks.
Arrive to work on time and respect the time of others within and outside the business.
Strive to always achieve the highest product, service, and professional standards.
Comply with any relevant legislative, industrial, or administrative requirements including observance and application of anti-discrimination policy.
Comply with the principles of environmental and social responsibility. Foster teamwork and cooperation among all team members, and always recognise the contributions of others. Take no improper advantage of any official information gained in the course of our employment.
Refrain from allowing personal political views and/or affiliations or other personal interests to influence the performance of duties or exercise of responsibilities.
6. LOOKING AFTER GROUP RESOURCES
All team members are expected to:
Use the Group’s resources properly, responsibly and for legitimate purposes only.
Seek permission before using Group property for personal purposes. Use resources in a manner that causes no harm to the community or environment.
Strive to always obtain value for money spent and avoid waste and extravagance.
Seek to protect property against theft or fraud.
Maintain the integrity and security of all Group intellectual property.
Maintain the security, integrity, and confidentiality of all relevant Group commercial and other information.
7. PROTECTING OUR REPUTATION
All team members are expected to:
Promote the Group wherever possible in our professional dealings with others.
Refrain from representing ourselves as spokespersons, or acting for or on behalf of the Group, unless authorised to do so (and when in doubt seek advice from the CEO)
Refrain from engaging in any activity that may compromise the Group’s integrity and reputation.
8. DEALING WITH CONFLICTS OF INTEREST
All team members are expected to:
Ensure that our own financial and other interests and actions do not conflict or seem to conflict with the obligations and requirements of our company position –or advance our own interests over those of the company.
Avoid any financial or other interest or undertaking that could, directly or indirectly, compromise the performance of our duties.
Take all suitable measures to avoid or deal appropriately with any situation in which we may have, or been seen to have, a conflict arising out of our relationship with others within or beyond the Group.
Notify a senior manager and/or the CEO, as appropriate, of the existence of an actual or potential conflict of interest.
Declare our relationship when participating in decisions affecting another person with whom we have a personal relationship.
9. SPEAKING UP
Every concern matters. Even if you’re not sure about the situation or you don’t have all the facts, your concern is enough to start the conversation with work colleagues or your manager.
While working at the Jetbest Group, you might come across something that doesn’t feel right to you. If you’re ever concerned something may be illegal, unethical, unacceptable or improper, we trust you to use your judgement and to speak up honestly and constructively about your concerns.
We know this takes courage, but you should know we’ve got your back. We’re committed to having a workplace where all colleagues feel safe to share their opinions. We’re here to support each other and there is no tolerance for anyone who retaliates against a team member for speaking up.
If you are unsure of what to do, you can ask for support from your manager or the Group HR Manager. Alternatively, you can report your concerns anonymously using our confidential reporting service.
10. EXPECTATIONS OF PEOPLE MANAGERS
Our Team Leaders and senior managers need to be objective, fair and transparent in how to lead and work with others. It means being mindful about how they show up as a leader every day as well as encouraging and supporting their people to meet the Jetbest Group’s standards and adhere to relevant laws and regulations.
If you manage, supervise, direct or oversee the work of others, you:
Set clear expectations that decisions are made ethically and follow up to make sure the right practices are being followed.
Coach and develop your team’s skills to ensure they’re competent and successful in their roles.
Role model ethical and professional decision making and leadership and explain to your team how you have worked through complex situations where the right choice wasn’t necessarily clear.
WE EXPECT ALL OUR PEOPLE MANAGERS TO BE ROLE MODELS FOR HOW WE WORK AS A BUSINESS AND CREATE THE ENVIRONMENT WHERE THEY AND THEIR TEAMS CAN DELIVER VALUE FOR GROWERS, SUPPLIERS AND CUSTOMERS, DEVELOP TOGETHER, BE RESPECTFUL OF EACH OTHER AND OWN IT!
DEFINITIONS
Term Definition
Conduct Conductrefersto thewayapersonbehaves,especiallyinaparticularplaceorsituation,such astheworkplace.
Conflictof Interest
Aconflictofinterestoccursintheworkplacewhenanemployeeundertakesanactivitythat benefitsthembutdoesnotbenefitthebusiness.
Discrimination Discriminationoccurswhenapersonistreatedlessfavourablyorharassedincertainareasof publiclifeincludingtheiremploymentbecauseofapersonalcharacteristicorprescribed attributethatisprotectedunderlaw. Directdiscriminationoccurswhenapersonisdenieda benefitoranopportunityonthegroundsofanyoftheprescribedattributes.Indirect discriminationoccurswhenapolicy,ruleorpracticehasadiscriminatoryeffectagainstaperson orgroupofpeopleinrelationtoanyoftheprescribedattributes.
An‘attribute’includesanotherperson’s: race; colour; sex; sexualorientation; socialorigin; religion; familyorcarer’sresponsibilities; age; physicalormentaldisability; maritalstatus; politicalopinion; pregnancy; nationalextraction; personalassociationwithapersonorpeopleidentifiedbyreferencetoanyofthese attributes.
Workplace Bullying
Bullyingisrepeated,unreasonablebehaviourdirectedtowardsateammemberoragroupof workersthatcreatesarisktohealthandsafetyandisunlawful.Bullyingcanoccurbydirector indirectmeans.Repeatedbehaviourreferstothepersistentnatureofthe behaviourandcan involvearangeofbehavioursovertime.Unreasonablebehaviourmeansbehaviourthata reasonableperson,havingregardforthecircumstances,wouldseeasunreasonable,including behaviourthatisvictimising,humiliatingintimidatingorthreatening.
Directbullying occursbetweenthespecificpeopleinvolved.
Indirectbullying involvesthirdpartiesparticipatinginbullyingbehaviours,forexamplepassing oninsultsorspreadingrumours.Indirectbullying mostlyinflictsharmbydamaginganother's socialreputation,relationshipswithteammembersandself-esteem.
Harassment Harassmentoccurswhereapersonengagesinuninvitedorunwelcomebehaviourwhicha reasonablepersonwouldexpectwouldcauseanotherpersontobeoffended,humiliated,or intimidated.Itdoesnotmatterifthepersonwhocommittedtheactintended,ordidnotintend, toupsetorcauseoffencetotheotherperson.
Sexual Harassment SexualharassmentisdefinedintheSexDiscriminationAct1984(Cth)(SDAct)as:'any unwelcomeconductofasexualnaturethata reasonableperson,havingregardtoallthe circumstanceswouldhaveanticipatedwouldoffend,humiliateorintimidatetheotherperson.' SimilardefinitionsarefoundinStateandTerritoryanti-discriminationandequalopportunity legislation.
For further Information on our Code of Conduct or relevant policies and procedures please contact the Group HR Manager or speak to your manager.