We care for each other, we put safety first

2.1 Safe and Healthy Work Environment

It is everyone’s responsibility to create a safe and healthy work environment and to prevent injuries to ourselves, colleagues and the public. We do not compromise on safety.

In Action

- I know and comply with occupational health and safety laws and company policies

- We watch out for the safety and wellbeing of ourselves and our team members

- We report unsafe work conditions

- We don’t say or do anything to threaten the safety or security of others or create fear amongst team members

- I understand that act’s of violence, threats and physical intimidation have no place at Marshall White.

Q. I have a concern that another team member is ignoring our safety standards. What should I do?

A. Employee health and safety always come first, we want you to raise any health and safety concerns immediately, even if it means missinga deadline.

2.2 Drug and Alcohol use

Alcohol and drug use poses a threat to the health and safety of ourselves, colleagues, the public and to the security of the company’s equipment and facilities.

In Action

- I will not attend work or participate in any work-related activity whilst affected by drugs or alcohol.

- When representing Marshall White, I will avoid excessive alcohol consumption and not put myself in a position where my personal brand or reputation is compromised, this is a direct reflection on the company’s brand and reputation.

- I understand that the illegal use of drugs, misuse of legal drugs or other substances is not permitted under any circumstances within any Marshall White workplace or work-related function

Q. I suspect a team member is affected by alcohol or drugs whilst at work. What should I do?

A. If you suspect a colleague is affected by drugs or alcohol at work, you should raise it with your team leader immediately.

2.3 Workplace Relationships

We recognise that from time to time, team members may engage in consensual relationships with other team members. If you choose to pursue a relationship at work, ensure that it is consensual and doesn’t interfere with your job performance or create a conflict of interest.

Workplace relationships between managers and direct reports are required be disclosed to the Head of People & Operations in order to minimise risk of relationship-related problems within the business. This conversation will be kept confidential.

In Action

- I will not let workplace relationships interfere or hinder with my work performance or the effective functioning of the workplace

- I understand that workplace relationships should not raise concerns about favouritism, bias, ethics, public displays of affection or conflict within working hours or the working environment, pre, during or post relationship.

Q. A team member recently broke up with their partner who is also a team member at Marshall White. This particular team member does not want to be involved in any activities work-related or not involving their ex-partner. Is this acceptable?

A. All team members must always conduct themselves in a professional manner to fulfil the requirements of their roles including attending work and work-related events. A previous relationship should not impact their professional conduct and commitments.

Q. I am a team leader and would like to ask out my PA. Is this ok?

A. Personal relationships (including romantic and/or sexual) between individuals in inherently unequal positions, where one party has a real or perceived authority over the other in their professional roles, are inappropriate in the workplace and are strongly discouraged. Workplace relationships between managers and direct reports are required to be disclosed to the Head of People & Operations.

2.4 Diversity, Equity & Inclusion

At Marshall White, we are committed to a culture that embraces and fosters diversity and inclusion across all areas of our business practices. We have respect for individuals of all backgrounds, capabilities and opinions fostering a valued approach across both visible and invisible diversity characteristics. We foster an inclusive environment, that values individuals of diverse backgrounds, approaches and ideas.

In Action

- We do not discriminate on the basis of irrelevant characteristics such as sex, race, disability, pregnancy, age, marital status, sexual preference

- We treat each other with dignity and respect

- We speak openly and candid in our communication whilst at times directly

- We work collaboratively to create a unified, respectful culture across our business

Q. I’m considering an applicant for a job where she would interact with our clients. I’m afraid our clients will be uncomfortable with her physical disability. Is this a legitimate reason not to hire her?

A. No. It would be unlawful discrimination to deny an applicant a job based on their disability. If the applicant is the best person for the job, we should hire that person regardless.

2.5 Respect at work

At Marshall White, we want to create a safe, inclusive and respectful workplace where we encourage a work atmosphere of openness, courage, fairness so that all team members feel free to come forward with any questions, ideas or concerns.

In Action

- We understand that each person is a key player in our team and deserves respect

- We ensure that we treat all employees and clients with courtesy, respect, honesty and fairness

- We maintain punctuality as a show of respect and notify our manager in advance if we are going to be late

- We comply with all reasonable and legal instructions of managers

Bullying and Harassment & Sexual Harassment

At Marshall White, we are committed to providing a safe and respectful environment for all team members and clients. We do not tolerate any form of harassment or bullying in any of our workplaces or functions. Therefore, you must never engage in actions or behaviours that entail harassing or bullying.

Harassment is defined as behaviour that is directed at a person or group of people, because of which severity or persistence is likely to create a hostile or intimidating environment and detrimentally affect a person’s participation in employment. Harassment includes language or conduct that may be derogatory, racist, sexist, intimidating or offensive to others.

In Action

- We conduct ourselves appropriately in all dealings

- We don’t make jokes, use language or participate in activities that may be offensive to others

- We report and encourage others to report instances of harassment or bullying to our managers or People & Culture

Q. What are some examples of behaviour that could be considered racial or national origin harassment?

A. Some examples of behaviour that may be considered racial or national origin harassment include:

- Using slurs or derogatory terms based on race, colour, national origin or ethnicity

Q. My manager has asked me in a respectful way to carry out a task that I don’t usually do but falls part of my job description. Do I have to do the task?

A. Yes, we need to treat our managers with respect and if they ask us to do a task that falls part of our usual duties, that task is not unreasonable, then we must carry it out.

Bullying is defined as repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. Behaviour that may constitute bullying includes but not limited to: Sarcasm and other forms of demeaning language, threats, ganging up, isolation, deliberately withholding information or equipment that a person needs to do their job.

Sexual Harassment is defined as any unwanted or unwelcome sexual behaviour where a reasonable person would have anticipated that the person harassed would feel offended, humiliated or intimidated. Behaviour that may constitute sexual harassment includes staring, leering, unwelcome touching, suggestive comments or jokes, unwanted invitations to go out on dates.

- Telling jokes or stories that are derogatory towards members of a particular race or ethnic group, whether members of that group are present

Q. A team leader has contacted another team member on social media with unwarranted interest on several occasions. The team member is very uncomfortable with the contact outside of work and is unsure what to do. Could this be considered sexual harassment?

A. Yes, unwarranted, and continuous advances could be considered sexual harassment. We recommend the team member asks the team leader to stop sending them messages that are making them feel uncomfortable. Alternatively, they could report it confidentially to the People & Culture team.

3.0 WE DO WHAT’S RIGHT

3.0 We do

what’s right

3.1 Conflicts of Interest

All Marshall White employees are expected to act in the best interest of the company. This means that we don’t allow our personal interests to influence our actions. Decisions that are made day-day must be objective and have the company’s business interests in mind.

In Action

- We recognise and avoid potential conflicts of interests inside and outside the workplace

- We will disclose to our team leader or manager any interest that may be perceived as a conflict with Marshall White or that may adversely affect Marshall White

- We do not let personal grievances impact our professional conduct

Q. I am responsible for a big catering event at work. Coincidentally, my friend just opened a catering business. This would be a big help to her business. I know she would do a great job and give good pricing. Can I hire her to cater the event?

A. No, not without approval from the CEO. Even though there may be a legitimate reason for hiring her, it could look to others she was hired just because she was your friend.

3.2 Compliance with legislation

It is a condition of employment that all Marshall White employees ensure they are aware of and comply with all legislation relevant to the performance of their duties. These include but are not limited to the Estate Agents Act and Sale of Land Act.

In action

- We attend all training sessions relevant to meeting compliance legislations

- We report to our director if we see anyone not complying with legislations

- We understand that non-compliance is a serious risk and breach of our employment

Q. I have been invited to a compliance training session with the Compliance Manager. Do I need to attend this session?

A. Yes, all sessions with the compliance manager are compulsory requirements and are inherent to fulfilling the sales role. These include induction and ongoing training sessions in relation to best practice and compliance.

3.3 Section 55 – Restriction on estate agents buying a related property

Estate agents, their employees and family members are generally prohibited from purchasing any property or business which the agency is commissioned to sell.

Under section 55 of the Estate Agents Act 1980, it is an offence for an estate agent or agent’s representative to obtain a beneficial interest in a property that they have been commissioned to sell.

There are some exemptions, please consult with the listing agent and Office Director before buying a related property.

Q. I am the receptionist at Armadale, am my parents want to purchase a property from a separate Marshall White office, is this possible?

A. This is generally in breach of Section 55. Please consult with one of the directors at the time for more specific information.

3.4 Honest and transparent in business

At Marshall White we must always conduct ourselves with honesty and transparency when representing the brand. We put a great deal of trust into building transparent relationships with our clients, suppliers and other business partners. Our dealings with them must be fair, productive and free from any forms of exploitation of the business. Forms of exploitation are prohibited, these include bribery, fraud and corruption.

In Action

- I will carry myself in a professional manner, act honestly and choose not to ignore or cover up dishonest behaviour

- I will only use/create promotional materials that are honest and factual, not misleading or deceptive

- I understand that honest and accurate recording and reporting of information is extremely important to us

Q. During a call with a client, my colleague provided inaccurate information to the client. I am hesitant to tell anyone about this, what should I do?

A. It would be a breach of our Code to deliberately leave out important information. You and your colleague should reach out to the client immediately and correct the information. If your colleague does not want to do this, you must advise your team leader. At the end of the day, your honesty will be appreciated by the client and Marshall White.

3.5 Whistleblower protection

Marshall White encourages team members to speak up, are committed to maintaining the highest level of confidentiality and ensuring that all team members are not disadvantaged or discriminated against for reporting on conduct.

The Whistleblower Policy at Marshall White applies to all team members, business partners and third parties to suspected or actual unethical, illegal, corrupt, fraudulent or undesirable conduct or any breach of this Policy.

3.6 We are responsible with Gifts, Meals & Entertainment

At Marshall White, we value our relationships with suppliers, clients and other business partners. It is important that these relationships remain positive and ethical and are not influenced by inappropriate gifts including cash, entertainment, favours or hospitality.

In Action

- We do not give overly generous gifts including cash and entertainment to clients, suppliers or other business partners that could look like an attempt to improperly influence a business decision.

- We do not accept overly generous gifts including cash and entertainment to clients, suppliers or other business partners that could look like an attempt to improperly influence a business decision.

- We disclose any gifts including cash or entertainment to our team leaders that may be considered overly generous

Q. A prospective renter has offered me cash in order to push his rental application to the top of the list. Am I able to accept the cash and recommend him for the property?

A. No you are not able to accept the cash. Accepting any form of gift and/or entertainment including is only permissible when it is reasonable and customary for the business relationship.