View each section below, and within each section all policies displayed.
- Simply scroll down and click on “+” next to each policy name to view policy. A PDF of the policy is available also by clicking on the PDF icon within each policy section.
- Should you have any issues with any of the policies you read on this page, please contact us for further discussion PRIOR to:
– Applying for any advertised job vacancy
– Submitting a new employee form
Your submission of a Job Application Form or New Employee Details Form is your digital confirmation that you have read, understood, accept and agree to abide by all company policies displayed on this page should you commence working for Paradise Nutrients Pty Ltd.
Paradise Nutrients Workplace Policies
- Anti-Discrimination, Harassment & Equal Opportunity
- Code of Conduct
- Corporate Responsibility
- Grievance Handling
- Health & Safety
- Recruitment
- Smoking, Vaping, Drugs & Alcohol
- Technology Use
Paradise Nutrients Pty Ltd Mobile Phone Usage Policy includes guidelines and provisions regarding the use of a personal mobile phone during work hours.
1. PURPOSE
To clearly outline when and where an employee’s personal mobile phone may be used during a work day.
2. SCOPE
Our mobile phone usage policy applies to all Paradise Nutrients Pty Ltd management and employees.
Note: There are some employees excluded from this policy given their job description requires use of a mobile phone, however, unless you are advised directly that this applies to you, you are obligated to follow our mobile phone use policy at all times.
3. POLICY GUIDELINES
Personal mobile phones are not allowed to be carried by employees at any time during their work day as it causes unnecessary distraction from work and disruption to both their own personal work and those of other team members around them.
All employees of Paradise Nutrients Pty Ltd are advised of the following directives regarding their personal mobile phones:
- Must be switched off whilst kept either in your car or in your locker throughout times you are working
- Can be switched on for the purpose of checking/sending messages and making calls only during your allocated break times and lunch time
Please note: when making phone calls however you must ensure to be at all times respectful in your language and tone of your voice so as to not disrupt or offend co-workers around you
At times when you are allowed to have your mobile phone switched on (allocated break times and lunch time), you must not do any of the following on our business premises, on your mobile:
- Allow your device to emit noise including the playing of games, music and/or videos out of consideration for your co-workers around you.
- Initiate or answer video calls
- Make sound or video recordings
4. EMERGENCY SITUATIONS
Paradise Nutrients Pty Ltd understand that occasionally your mobile phone is your connection between you and an important personal situation, such as being in communication with a sick child or some other family-related matter. In such an instance, we advise that instead of your mobile being used, that you instead provide external persons with the landline of the business location you are working at and we are more than happy to allow you to take personal phone calls via our landline in emergency situations.
Permission to carry personal mobile phone on you during emergency situation
Alternately, you can speak with your supervisor and explain your particular circumstances and your need for possession of a mobile phone during working periods and they can decide if you may have your mobile phone, under strict usage conditions for checking important text messages or receiving/making urgent phone calls. This situation would be rare and considered on a case-by-case basis.
Should you be allowed to carry your mobile phone on your during such a situation, you are expected to ensure workplace health and safety at all times when answering/sending a text and/or making/receiving a phone call. You must also keep as priority your job and expected responsibilities, which may mean that a text or phone call cannot be immediately answered upon receipt and that you will need to reply to such at a more suitable time. Your supervisor will advise you in detail of these responsibilities should you be allowed to have a mobile phone on your during a personal matter.
5. DISCIPLINARY ACTION
Paradise Nutrients Pty Ltd reserves the right to monitor employees for abuse of this policy. All employees are to always follow the above-mentioned guidelines and those who are in breach of this policy may face disciplinary action:
- First-time, unintentional:
the company may issue a verbal warning and allow the employee to place their mobile phone in their locker - Intentional, repeated breach of this policy:
the company will invoke more severe disciplinary action up to and including termination.
Each incident will be examined on a case-by-case basis.
Paradise Nutrients Pty Ltd Cyber Security Policy includes guidelines and provisions for security measures to help mitigate cyber security risk. It applies to all company employees, contractors, volunteers, and anyone who has permanent or temporary access to the company’s systems and hardware.
1. CONFIDENTIAL DATA
Confidential data is valuable and is to be kept secret. Company confidential data includes:
- Unpublished financial information
- Data of customers/partners/vendors
- Patents, formulas or new technologies
- Customer lists (existing and prospective)
All employees are obliged to protect this data.
2. PROTECT PERSONAL AND COMPANY DEVICES
When employees use their digital devices to access company emails or accounts, they introduce security risk to company data. Employees are to keep both their personal and company-issued computer, tablet and mobile phones secure. To keep these devices secure:
- Keep all devices password protected
- Ensure the Paradise Nutrients Pty Ltd recommended antivirus is installed and up-to-date
- Do not leave devices exposed or unattended
- Install security updates of browsers and systems monthly or as soon as updates are available
- Log into company accounts and systems through secure and private networks only
Employees must not access internal systems and accounts from other people’s devices or lend their own devices to others.
3. SAFEKEEPING EMAILS
Emails can host scams and malicious software. To avoid virus infection or data theft, employees must:
- Avoid opening attachments and clicking on links when the content is not adequately explained (e.g. “Watch this video, it’s amazing.”)
- Be suspicious of clickbait titles (e.g. offering prizes, advice).
- Check email and names of people they received a message from to ensure they are legitimate.
- Look for inconsistencies or giveaways (e.g. grammar mistakes, capital letters, excessive number of exclamation marks).
If an employee isn’t sure if an email they received is safe, they are to make contact with Paradise Nutrients Pty Ltd administration to be provided with further instruction.
4. MANAGING PASSWORDS
Password leaks are dangerous, since they can compromise the company’s entire infrastructure. Not only should passwords be secure so they will not be easily hacked, but they should also remain secret. For this reason, employees are to:
- Choose passwords with at least eight characters (including capital and lower-case letters, numbers and symbols) and avoid information that can be easily guessed (e.g. birthdays).
- Remember passwords instead of writing them down. If employees need to write their passwords, they are obliged to keep the paper or digital document confidential and destroy it when their work is done.
- Exchange credentials only when necessary. When exchanging them in-person is not possible, employees should prefer the phone instead of email, and only if they personally recognise the person they are talking to.
- Change their passwords every two months.
5. DATA TRANSFERS
Transferring data introduces security risk. Employees must:
- Avoid transferring sensitive data (e.g. customer information, employee records) to other devices or accounts unless absolutely necessary. When mass transfer of such data is needed, we request employees to ask the company’s Security Specialists for help.
- Share confidential data over the company network/system and not over public wi-fi connections
- Ensure that the recipients of the data are properly authorised people or organisations who have adequate security policies.
- Report scams, privacy breaches and hacking attempts.
Paradise Nutrients Pty Ltd administration need to know about scams, breaches and malware as soon as an employee becomes aware of such, so they can better protect our infrastructure. For this reason, we advise our employees to report perceived attacks, suspicious emails or phishing attempts as soon as possible to admin@paradisenutrients.com.au, whom will investigate promptly, resolve the issue and send a companywide alert when necessary.
6. ADDITIONAL MEASURES
To reduce the likelihood of security breaches, we also instruct our employees to:
- Turn off their screens and lock their devices when leaving their desks.
- Report stolen or damaged equipment as soon as possible to [HR/IT Department].
- Change all account passwords at once when a device is stolen.
- Report a perceived threat or possible security weakness in company systems.
- Refrain from downloading suspicious, unauthorised or illegal software on their company equipment.
- Avoid accessing suspicious websites.
We also expect our employees to comply with our social media, email and internet usage policies.
7. REMOTE EMPLOYEES
Remote employees must follow the Cyber Security Policy. As remote employees will be accessing the company’s accounts and systems from a distance, they are obliged to follow all data encryption, protection standards and settings and ensure their internet and devices used are secure.
8. DISCIPLINARY ACTION
All employees are to always follow the above-mentioned guidelines and those who cause security breaches may face disciplinary action:
- First-time, unintentional, small-scale security breach:
the company may issue a verbal warning and train the employee on security. - Intentional, repeated or large-scale breaches (which cause severe financial or other damage):
the company will invoke more severe disciplinary action up to and including termination.
Each incident will be examined on a case-by-case basis.
Additionally, employees who are observed to disregard Paradise Nutrients Pty Ltd security instructions will face progressive discipline, even if their behaviour has not resulted in a security breach.
Policy restricting personal use of employer’s computers and systems
1. PURPOSE
a) To remain competitive, better serve our customers and provide our employees with the best tools to do their jobs, Paradise Nutrients Pty Ltd makes available to our workforce access to one or more forms of electronic media and services, including but not limited to: computers, software, printers, copiers, files, databases, email, telephones, voicemail, fax machines, online services, intranet and the internet.
b) Paradise Nutrients Pty Ltd encourages the use of these media and associated services because they can make communication more efficient and effective and because they are valuable sources of information about vendors, customers, technology and new products and services. However, all employees and everyone connected with the organisation should remember that electronic media and services provided by the company are company property and their purpose is to facilitate and support company business. All computer users have the responsibility to use these resources in a professional, ethical, and lawful manner.
c) To ensure that all employees are responsible, the following guidelines have been established for using email and the Internet. No policy can lay down rules to cover every possible situation. Instead, it is designed to express Paradise Nutrients Pty Ltd’s philosophy and set forth general principles when using electronic media and services.
2. AUTHORISATION
Access to the Paradise Nutrients Pty Ltd’s technology resources is within the sole discretion of Paradise Nutrients Pty Ltd. Generally, employees are given access to the company’s various technologies based on their job functions. Only employees whose job performance will benefit from the use of the company’s technology resources will be given access to the necessary technology.
3. PROHIBITED COMMUNICATIONS
Electronic media cannot be used for knowingly copying, transmitting, retrieving, or storing any communication that is:
- Discriminatory or harassing;
- Derogatory to any individual or group;
- Obscene, sexually explicit, pornographic, defamatory or threatening;
- In violation of any license governing the use of software;
- Engaged in for any purpose that is illegal or contrary to Paradise Nutrients Pty Ltd policy or in a manner contrary to the best interests of Paradise Nutrients Pty Ltd, in any way that discloses confidential or proprietary information of Paradise Nutrients Pty Ltd or third parties, or for personal or pecuniary gain; or
- Protected by copyrights laws unless the employee has the author’s permission or is accessing a single copy only for the employee’s reference.
4. PROFESSIONAL CONSIDERATIONS
It is important to maintain a proper spirit and tone to your communications over the system. The following guidelines are highly recommended:
- Make your communications positive, constructive, complete, factual
- Don’t write when angry and edit before sending
- Be careful with humour – they can’t see you wink
- Always avoid sarcastic humour
- Never use all caps – that is perceived as “SHOUTING!”
- Avoid belabouring disagreements in email – there is a time for face-to-face meetings
- Always guide your recipient in responding by stating what you need and by when
- Pay attention to grammar and spelling, both to protect your own reputation and intelligence and to avoid irritating your recipients who are distracted by careless mistakes
5. PERSONAL USE
The computers, electronic media and services provided by Paradise Nutrients Pty Ltd’s are primarily for business use to assist employees in the performance of their jobs. As long as personal use does not interfere with the employee’s duties, is not done for pecuniary gain, does not conflict with the company’s business and does not violate any company policy, occasional, or incidental use of electronic media (sending or receiving) for personal, non-business purposes is understandable and acceptable, and all such use should be done in a manner that does not negatively affect the systems’ use for their business purposes. However, employees are expected to demonstrate a sense of responsibility and not abuse this privilege.
Paradise Nutrients Pty Ltd assumes no liability for loss, damage, destruction, alteration, disclosure or misuse of any personal data or communications transmitted over or stored on Paradise Nutrients Pty Ltd’s technology resources. Paradise Nutrients Pty Ltd accepts no responsibility or liability for the loss or non‑delivery of any personal electronic mail or voicemail communications or any personal data stored on any company property. Paradise Nutrients Pty Ltd strongly discourages employees from storing any personal data on any of the Paradise Nutrients Pty Ltd technology resources.
6. ACCESS TO EMPLOYEE COMMUNICATIONS
Generally, electronic information created and/or communicated by an employee using email, word processing, utility programs, spreadsheets, voicemail, telephones, internet and similar electronic media is not reviewed by the company. However, the following conditions should be noted:
- Paradise Nutrients Pty Ltd does routinely gather logs for most electronic activities or monitor employee communications directly
- Telephone Use and Voicemail: Records are kept of all calls made from and to a given telephone extension. Although voicemail is password protected, an authorized administrator can reset the password and listen to voicemail messages
- Electronic Mail: Electronic mail is backed‑up and archived. Although electronic mail is password protected, an authorised administrator can reset the password and read electronic mail
- Desktop Facsimile Use: Copies of all facsimile transmissions sent and received are maintained in the facsimile server
- Document Use: Each document stored Paradise Nutrients Pty Ltd computers has a history, which shows which users have accessed the document for any purpose
- Internet Use: Internet sites visited, the number of times visited and the total time connected to each site is recorded and periodically monitored.
Paradise Nutrients Pty Ltd reserves the right, at its discretion and without notice, to review any employee’s electronic files and messages to the extent necessary to ensure electronic media and services are being used in compliance with the law, this policy and other company policies, or to investigate misconduct, to locate information, or for any other business purpose.
Employees should understand, therefore, that they have no right of privacy with respect to any messages or information created or maintained on Paradise Nutrients Pty Ltd technology resources, including personal information or messages. Accordingly, if they have sensitive information to transmit, they should use other means.
All messages sent and received, including personal messages, and all data and information stored on Paradise Nutrients Pty Ltd email system, voicemail system, or computer systems are company property regardless of the content. As such, Paradise Nutrients Pty Ltd reserves the right to access all of its technology resources including its computers, voicemail, and electronic‑mail systems, at any time, in its sole discretion.
Passwords do not confer any right of privacy upon any employee of Paradise Nutrients Pty Ltd. Employees are expected to maintain their passwords as confidential. Employees must not share passwords and must not access co-workers’ systems without express authorisation.
Deleting or erasing information, documents, or messages maintained on Paradise Nutrients Pty Ltd technology resources is, in most cases, ineffective. All employees should understand that any information kept on Paradise Nutrients Pty Ltd technology resources may be electronically recalled or recreated regardless of whether it may have been “deleted” or “erased” by an employee. Because Paradise Nutrients Pty Ltd periodically backs‑up all files and messages, and because of the way in which computers re‑use file storage space, files and messages may exist that are thought to have been deleted or erased. Therefore, employees who delete or erase information or messages should not assume that such information or messages are confidential.
7. THE INTERNET AND ONLINE SERVICES
Paradise Nutrients Pty Ltd provides authorised employees access to online services such as the internet. Paradise Nutrients Pty Ltd expects that employees will use these services in a responsible way and for business‑related purposes only. Under no circumstances are employees permitted to use Paradise Nutrients Pty Ltd technology resources to access, download or contribute to the following:
- Using the facilities and equipment in conflict with our objectives, such as to operate a personal business or to seek alternate employment;
- Broadcasting personal points of view such as commentaries on social or political issues;
- Participating in internet chat groups, online contest or promotion;
- Using the facilities and equipment to buy or sell items;
- Using the facilities and equipment to participate in any kind of on-line games, including gambling;
- Access company information that is not part of their work. This includes unauthorised reading of client account information, unauthorised access to personnel file information and access to information that is not necessary for the appropriate performance of the duties of the employee’s position;
- Misuse, unauthorised disclosure or modification of customer or staff information. This includes unauthorised modification of a personal file or sharing of electronic data on clients or staff with unauthorised personnel;
- Any conduct that would constitute or encourage a criminal offense, lead to civil liability, or otherwise violate any regulations, local, state, national or international law;
- The use, transmission, duplication or voluntary receipt of material that violates the copyrights, trademarks, trade secrets or patent rights of any person or organisation. Assume that all material on the internet is protected by copyright or patents, unless specifically stated otherwise;
- Creation, posting, transmission, or voluntary receipt of any unlawful, offensive, libellous, threatening, harassing material, including but not limited to comments based on race, national origin, sex, sexual orientation, age, disability, religion, or political beliefs;
- Engage in any activity that intentionally restricts, disrupts or degrades the company’s ability to deliver a service, including, but not limited to, the transfer of such large amounts of material as to deliberately inhibit the performance of a service;
- Knowingly post, transmit or otherwise distribute a virus, bug, malicious code, “Trojan horse”, “worm” or other harmful or disruptive data;
- Engage in an activity which does or may serve to violate generally accepted standards of Internet conduct and usage, including but not limited to: the use of insulting language known as ‘flaming’; denial of service attacks; web page defacement; port and network scanning; and any unauthorised system penetrations.
- Unauthorise downloading of any shareware programs or files for use without authorisation in advance from Paradise Nutrients Pty Ltd; and using the facilities and equipment in conflict with our objectives, such as to operate a personal business or to seek alternate employment; and
Additionally, employees must not use any allocated Paradise Nutrients Pty Ltd-associated email address to register on websites or subscribe to mailing lists or post messages to internet news groups or discussion groups on websites (unless prior permission to do so have been granted by Paradise Nutrients Pty Ltd). These actions will generate junk electronic mail and may expose Paradise Nutrients Pty Ltd to liability or unwanted attention because of comments that employees may make. Paradise Nutrients Pty Ltd strongly encourages employees who wish to access the internet for non‑work‑related activities to use their own personal email and internet access accounts.
8. PARTICIPATION IN ONLINE FORUMS
Paradise Nutrients Pty Ltd recognises that participation in some forums might be important to the performance of an employee’s job. For instance, an employee might find the answer to a technical problem by consulting members of a news group devoted to the technical area. In such instances, please get prior approval to do so by Paradise Nutrients Pty Ltd.
9. SOFTWARE
To prevent computer viruses from being transmitted through the company’s computer system, unauthorized downloading of any unauthorized software is strictly prohibited. Only software registered through Paradise Nutrients Pty Ltd may be downloaded. No employee may load any software on the company’s computers, by any means of transmission, unless authorised in advance by Paradise Nutrients Pty Ltd.
10. SECURITY/APPROPRIATE USE
a) Employees must respect the confidentiality of other individuals’ electronic communications. Except in cases in which explicit authorisation has been granted by company management, employees are prohibited from engaging in, or attempting to engage in:
- Monitoring or intercepting the files or electronic communications of other employees or third parties;
- Hacking or obtaining access to systems or accounts they are not authorized to use;
- Using other people’s log-ins or passwords; and
- Breaching, testing, or monitoring computer or network security measures.
b) No email or other electronic communications can be sent that attempt to hide the identity of the sender or represent the sender as someone else.
c) Electronic media and services should not be used in a manner that is likely to cause network congestion or significantly hamper the ability of other people to access and use the system.
d) Anyone obtaining electronic assess to other companies’ or individuals’ materials must respect all copyrights and cannot copy, retrieve, modify or forward copyrighted materials except as permitted by the copyright owner.
e) Paradise Nutrients Pty Ltd has installed a variety of programs and devices to ensure the safety and security of Paradise Nutrients Pty Ltd technology resources. Any employee found tampering or disabling any of the company’s security devices will be subject to discipline up to and including termination.
11. ENCRYPTION
Employees can use encryption software supplied to them by the systems administrator for purposes of safeguarding sensitive or confidential business information. Employees who use encryption on files stored on a company computer must provide their supervisor with a sealed hard copy record (to be retained in a secure location) of all of the passwords and/or encryption keys necessary to access the files.
12. CONFIDENTIAL INFORMATION
Paradise Nutrients Pty Ltd is very sensitive to the issue of protection of trade secrets and other confidential and proprietary information of both Paradise Nutrients Pty Ltd and third parties (“Confidential Information”). Therefore, employees are expected to use good judgment and to adhere to the highest ethical standards when using or transmitting Confidential Information on Paradise Nutrients Pty Ltd technology resources.
Confidential Information should not be accessed through Paradise Nutrients Pty Ltd technology resources in the presence of unauthorised individuals. Similarly, Confidential Information should not be left visible or unattended. Moreover, any Confidential Information transmitted via Paradise Nutrients Pty Ltd technology resources should be marked with the following confidentiality legend:
“This message contains confidential information. Unless you are the addressee (or authorized to receive for the addressee), you may not copy, use, or distribute this information. If you have received this message in error, please advise [employee’s name] immediately at [employee’s telephone number] or return it promptly by mail.”
13. VIOLATIONS
Any employee who abuses the privilege of their access to email or the internet in violation of this policy will be subject to corrective action, including possible termination of employment, legal action and criminal liability.
14. EMPLOYEE AGREEMENT ON USE OF EMAIL AND THE INTERNET
I have read, understand, and agree to comply with the aforementioned policies, rules and conditions governing the use of Paradise Nutrients Pty Ltd computer and telecommunications equipment and services. I understand that I have no expectation of privacy when I use any of the telecommunication equipment or services. I am aware that violations of these guidelines on appropriate use of the email and internet systems may subject me to disciplinary action, including termination from employment, legal action and criminal liability. I further understand that my use of the email and Internet may reflect on the image of Paradise Nutrients Pty Ltd to our customers, competitors and suppliers and that I have responsibility to maintain a positive representation of the company. Furthermore, I understand that this policy can be amended at any time.
1. PURPOSE
Paradise Nutrients Pty Ltd recognizes that technology provides unique opportunities to build our business, listen, learn and engage with consumers, stakeholders and employees through the use of a wide variety of Social Media. However, how we use social media and what we say also has the potential to affect Paradise Nutrients Pty Ltd’s reputation and/or expose the Company (and each of us) to business or legal risk.
Whilst we recognize the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks to our business. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims.
Therefore, every employee has a personal responsibility to be familiar with and comply Paradise Nutrients Pty Ltd overall Social Media Policy. This policy is designed to reflect our purpose, values and principles, our business conduct manual, and legal requirements. Because we use social media in a variety of ways, there are more specific expectations that may apply to your activities.
2. SCOPE
This policy covers all forms of social media, including Facebook, Instagram, LinkedIn, Twitter, Google+ Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to the use of social media for both business and personal purposes, during working hours and in your own time to the extent that it may affect the business of the company. The policy applies both when the social media is accessed using our information systems and also when access using equipment or software belonging to employees or others.
It also covers all employees and also others including consultants, contractors, and casual and agency staff. Breach of this policy may result in disciplinary action up to and including dismissal. Any misuse of social media should be reported to Paradise Nutrients Pty Ltd administration.
Questions regarding the content or application of this policy should be directed to Paradise Nutrients Pty Ltd administration.
3. POLICY STATEMENT
Although many users may consider their personal comments posted on social media or discussions on social networking sites to be private, these communications are frequently available to a larger audience than the author may realize.
As a result, any online communication that directly or indirectly refers to Paradise Nutrients Pty Ltd, our products and services, team members or other work-related issues, has the potential to damage Paradise Nutrients Pty Ltd’s reputation or interests.
When participating in social media in a personal capacity, employees must:
- Not disclose Paradise Nutrients Pty Ltd’s confidential information, proprietary or sensitive information. Information is considered confidential when it is not readily available to the public. The majority of information used throughout Paradise Nutrients Pty Ltd is confidential. If you are in doubt about whether information is confidential, refer to the Paradise Nutrients Pty Ltd Company Policies and/or ask your manager before disclosing any information.
- Not use the Paradise Nutrients Pty Ltd logo or company branding on any social media platform without prior approval from Paradise Nutrients Pty Ltd administration;
- Not communicate anything that might damage Paradise Nutrients Pty Ltd’s reputation, brand image, commercial interests, or the confidence of our customers;
- Not represent or communicate on behalf of Paradise Nutrients Pty Ltd in the public domain without prior approval from Paradise Nutrients Pty Ltd administration;
- Not post any material that would directly or indirectly defame, harass, discriminate against or bully any Paradise Nutrients Pty Ltd team member, supplier or customer;
- Ensure, when identifying themselves (or when they may be identified) as a Paradise Nutrients Pty Ltd team member, that their social media communications are lawful and Comply with Paradise Nutrients Pty Ltd’s policies and procedures
4. RESPONSIBLE USE OF SOCIA MEDIA
a) Employee must not use social media in a way that might breach any of our policies, any express or implied contractual obligations, legislation, or regulatory requirements. In particular, use of social media must comply with:
- The Anti-Bullying and Sexual Harassment Policies
- Rules of relevant regulatory bodies;
- Contractual confidentiality requirements;
- Other key policies/requirements.
When they use social media, employee must:
- Disclose their affiliation: If you discuss work related matters that are within your area of expertise or provide information related to the Company’s products you must clearly and conspicuously disclose your affiliation with the Company;
- State that it’s THEIR opinion: Unless authorized to speak or conduct research on behalf of the Company, when commenting on the business include a disclaimer that the opinions provided do not represent the views of the Company. To help reduce the potential for confusion, you must include the following notice in a reasonably prominent place on your site, or if posting on the site of another, you must include it within your post: “The views expressed on this website/weblog are mine alone and do not necessarily reflect the views of my employer.”
- Act responsibly and ethically: When participating in online communities related to the Company’s business, do not misrepresent yourself. It is never acceptable to use aliases or otherwise deceive people.
- Be professional and exercise good judgment: When you identify yourself as an employee of the Company within a social network, you are connected to other employees, clients, and potential clients. Communicate online with respect for others. Remember that information shared via social media is generally public information that could easily be viewed by our employees, clients and suppliers. Exercise caution with regard to exaggeration, colorful language, guesswork, obscenity, copyrighted materials, legal conclusions, and derogatory remarks or characterizations in any way related to the Company, its products, services, clients, suppliers and employees.
When they use social media, employee must not:
- Make disparaging or defamatory statements about us, our employees, clients, customers, or suppliers;
- Harass, bully or unlawfully discriminate in any way;
- Use data obtained in the course of your employment with us in any way which breaches the provisions of the Data Protection Act 1998;
- Breach copyright belonging to us;
- Disclose any intellectual property, confidential or commercially sensitive information relating to our business;
- Make statements which cause, or may cause, harm to our reputation or otherwise be prejudicial to our interests.
b) Employee should avoid using social media communications that might be misconstrued in a way that could damage our business reputation.
c) Employee should make it clear in personal postings that he or she are speaking on their own behalf, in particular write in the first person and use a personal e-mail address. If you disclose that you are an employee of us, you must state that your views do not represent those of your employer. For example, you could state, “the views in this posting do not represent the views of my employer”.
Remember that you are personally responsible for what you communicate in social media. Often materials published will be widely accessible by the public and will remain accessible for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your manager before making the post.
5. BREACHES
Examples of potential breaches of this policy include but are not limited to:
- Posting information to an online discussion forum about upcoming Paradise Nutrients Pty Ltd promotions or future markdowns;
- Posting a comment on the Paradise Nutrients Pty Ltd Facebook/Instagram page in response to a customer comment or complaint about our stores or services;
- Uploading video footage to YouTube showing anything that could damage Paradise Nutrients Pty Ltd’s reputation;
- Making derogatory comments about Paradise Nutrients Pty Ltd, employees, customers or suppliers;
- Posting obscene images or offensive comments to Facebook/Instagram about a work colleague where this could constitute bullying, discrimination or harassment.
6. DISCIPLINARY ACTION
Employees are responsible for adhering to the aforementioned social media guidelines. Failure to comply with the guidelines in this policy or on-line activity that otherwise cause harm to the company may be subject to disciplinary action up to and including termination of employment, as permitted by law.
This sets forth our policy with regard to the use of “Spam” marketing techniques in connection with Internet Marketing. In the event that we deem you to be in violation of these policies, we shall immediately revoke your membership rights and close any active account.
We have a strict policy against spamming. We forbid the sending of unsolicited mass Emails or unsolicited Emails of any kind in connection with the marketing of our programs, products and services.
We reserve the right to terminate your account and participation in our programs “for cause” if we deem you to be in violation of our anti-spamming policies. We also reserve the right to suspend your account and participation pending review upon receipt of any complaint or other evidence that you may be engaging in any spamming activity.
We consider spamming to be any activity whereby you directly or indirectly transmit email messages to any email address that has not solicited such email and does not consent to such transmission. We also consider spamming to constitute posting advertisements in newsgroups in violation of the terms of participation in such newsgroup, that are off topic, or in newsgroups that do not specifically permit advertisements. We also consider it spamming when advertisements are placed on message boards or in chat rooms when they are not permitted by the terms of participation in such message boards and chat rooms.
If you are “spammed” by anyone regarding our products, services, website, or any other matters, please report this activity to Paradise Nutrients Pty Ltd.
The employee will receive a copy of this policy in the employee’s orientation packet. In addition, copies of the policy are posted in various locations throughout all Paradise Nutrients Pty Ltd’s properties and facilities including offices, factories and plantations.
2. SMOKING/VAPING IN THE WORKPLACE
Paradise Nutrients Pty Ltd promotes health and wellness and as such, has a non-smoking/non-vaping policy.
Employees desiring to smoke/vape during work hours must leave the premises or property.
3. NO SMOKING/NO VAPING SIGNS
Paradise Nutrients Pty Ltd displays no smoking/no vaping signs across all of its properties and business network as a reminder that smoking/vaping is not permitted anywhere on our properties.
4. NON-DISCRIMINATION
What the employee does outside of working hours and off Paradise Nutrients Pty Ltd ‘s premises will not be the basis of any disciplinary action by Paradise Nutrients Pty Ltd. Nor will Paradise Nutrients Pty Ltd pursue a policy of discharging employees or refusing to hire applicants because they smoke/vape.
1. EMPLOYEES SUBJECT TO TESTING
Under Paradise Nutrients Pty Ltd ‘s drug and alcohol testing policy, current and prospective employees who work or would work in high-risk or safety-sensitive positions will be asked to submit to drug and alcohol testing. No prospective employee will be asked to submit to testing unless an offer of employment has been made. An offer of Paradise Nutrients Pty Ltd, however, is conditioned on the prospective employee testing negative for drugs and alcohol.
2. SAFEGUARDS
Paradise Nutrients Pty Ltd policy is intended to comply with all state laws governing drug and alcohol testing and is designed to safeguard employee privacy rights to the fullest extent of the law.
3. SELECTION
Paradise Nutrients Pty Ltd employees may randomly be asked to submit to drug and alcohol testing. All new employees will be required to submit a drug and alcohol test before
4. TESTED SUBSTANCES
Paradise Nutrients Pty Ltd drug and alcohol testing program is limited to testing for:
- Alcohol (we have a zero-tolerance policy)
- Illicit substances/recreational drugs eg marijuana, speed etc.
5. WRITTEN NOTICE
Before being asked to submit to a drug and/or alcohol test, the employee will receive written notice of the request or requirements.
6. LICENSED LABORATORIES
Any drug and/or alcohol testing required or requested by Paradise Nutrients Pty Ltd will be conducted by a laboratory licensed by the state. The employee may download or obtain a drug and alcohol test form from the Paradise Nutrients website or from any of the Paradise Nutrients offices.
7. NOTICE OF RESULTS
If the employee is asked to submit to a drug or alcohol test, Paradise Nutrients Pty Ltd will notify the employee of the results within 48 hours after it receives them from the laboratory. To preserve the confidentiality Paradise Nutrients Pty Ltd strives to maintain, the employee will be notified by management consultation and in writing whether the test was negative or confirmed positive and, if confirmed positive, what the next step is.
8. POSITIVE TEST RESULTS
If the employee receives notice that the employee’s test results were confirmed positive, the employee will be given the opportunity to explain the positive result following the employee’s receipt of the test result. In addition, the employee may have the same sample retested at a laboratory of the employee’s choice.
9. ADVERSE EMPLOYMENT ACTION
If there is reason to suspect that the employee is working while under the influence of an illegal drug or alcohol, the employee will be suspended WITHOUT pay until the results of a drug and alcohol test are made available to Paradise Nutrients Pty Ltd by the testing laboratory. Where drug or alcohol testing is part of a routine physical or random screening, there will be no adverse employment action taken until the test results are in.
10. CONFIDENTIALITY
Paradise Nutrients Pty Ltd will make every effort to keep the results of drug and alcohol tests confidential. Only persons with a need to know the results will have access to them. The employee will be asked for the employee’s consent before test results are released to anyone else. Be advised, however, that test results may be used in arbitration, administrative hearings and court cases arising as a result of the employee’s drug testing. Also, results will be sent to federal agencies as required by federal law. If the employee is to be referred to a treatment facility for evaluation, the employee’s test results will also be made available to the employee’s counsellor. The results of drug testing in the workplace will not be used against the employee in any criminal prosecution.
11. COSTS
Paradise Nutrients Pty Ltd will pay the cost of any drug and alcohol testing that it requires, or requests, employees submit to, including retesting of confirmed positive results. Any additional tests that the employee requests will be paid for by the employee.
12. DRUG AND ALCOHOL USE AT WORK PROHIBITED
Paradise Nutrients Pty Ltd will not tolerate any use of non-prescribed drugs or alcohol during work hours. If the employee comes to work under the influence of drugs or alcohol or use drugs or alcohol during work time, the employee will be sent home without pay and an interview arranged with the employee to discuss the issue and future counselling.
Upon commencement of, or during the course of your employment, should you take prescription drugs you are obligated to advise Paradise Nutrients Pty Ltd.
13. POSTING
Besides being outlined here, Paradise Nutrients Pty Ltd drug policy is posted in the office of each Paradise Nutrients Pty Ltd operations where the employee may review it.
TERMS
Drug and alcohol abuse contribute to billions of dollars of lost productivity and thousands of workplace injuries every year. Our policy is to employ a work force free from alcohol abuse or the use of illegal drugs. This company takes drug and alcohol abuse as a serious matter and will not tolerate it. The company absolutely prohibits the use of alcohol or non-prescribed drugs at the workplace or while on company premises. It also discourages non-workplace drug and alcohol abuse. The use, sale or possession of alcohol or drugs while on the job or on company property will result in disciplinary action, up to and including termination, and may have legal consequences. Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. It is our intent and obligation to provide a drug-free, healthful and safe work environment.
Paradise Nutrients Pty Ltd reserves the right to demand a drug or alcohol test of any employee based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident, or a substantial drop off in work performance. Failure to take a requested test may lead to discipline, including possible termination.
The company also cautions against use of prescribed or over-the-counter medication which can affect your workplace performance. You may be suspended or discharged if the company concludes that you cannot perform your job properly or safely because of using over the counter or prescribed medication. Please inform your supervisor prior to working under the influence of a prescribed or over-the-counter medication which may affect your performance.
Employees must report any conviction under a criminal drug statute for violations occurring on or off the Company’s premises while conducting company business. A report of a conviction must be made within 14 days after the conviction.
Paradise Nutrients Pty Ltd will make every effort to assist its employees who wish to seek treatment or rehabilitation for drug or alcohol dependency. Conscientious efforts to seek such help will not jeopardize any employee’s job and will not be noted in any personnel record. You may also be required to agree to random testing and a “one-strike” rule.
If you have a drug or alcohol problem, please ask for our help!
EMPLOYEE AGREEMENT ON DRUG AND ALCOHOL POLICY
I have read, understand, and agree to comply with the foregoing policies, rules, and conditions. I am aware that violations of this guideline may subject me to disciplinary action, including termination from employment, legal action and criminal liability. I further understand that I have responsibility to maintain a positive representation of the company and govern myself accordingly. Furthermore, I understand that this policy can be amended at any time.
When in the employ of Paradise Nutrients Pty Ltd, remuneration will be above the standard rates.
1. WHEN NOT TO COME TO WORK
Workers should not enter the worksite if any of the following are present:
- Symptoms of a cold, flu or Covid or any other illness
- Fever of 38 degrees Celsius (oC) or higher or feeling feverish
- Undergoing evaluation for cold/flu/COVID 19 (such as pending test)
Employees who have cold/flu/COVID 19 symptoms should notify their supervisor immediately and remain at home.
2. WHEN TO RETURN TO WORK
Employees whom are unwell should remain at home until symptoms have passed and where they feel healthier enough to resume normal duties, except with regards testing positive for COVID 19, whereby a medical certificate confirming a negative COVID 19 result will be required in order to return to work.
3. SICK LEAVE
Sick pays is applicable in cases of cold/flu/covid/illness provided the employee has sick days available. A signed medical certificate will be required from your physician in order to be eligible to claim sick days you have available.
When termination of employment occurs, no payment for sick leave will be made.
4. PRECAUTIONS TO PREVENT THE SPREAD OF ILLNESS IN THE WORKPLACE
Employees are required to sanitize their hands upon entry to the premises, using the hand sanitizer available at the entrance.
Employees must wash or sanitize their hands after touching common surfaces including tables, keyboards, computer mice, kitchen appliances, company printers and phones, doorknobs and elevator buttons. Key times for employees to clean their hands include:
- Before and after work shifts
- Before and after work breaks
- After blowing their nose, coughing, or sneezing
- After using the restroom
- Before eating or preparing food
- After putting on, touching, or removing cloth face coverings
Individuals are required to wipe down company equipment after each use, including printers, company coffee machines, refrigerators, and other kitchen appliances.
Paradise Nutrients Pty Ltd is committed to providing and maintaining a safe and healthy workplace for all workers (including contractors and volunteers) as well as clients, visitors and members of the public. Hazards and risks to health and safety will be eliminated or minimised, as far as is reasonably practicable.
The responsibility for managing health and safety ultimately rests with the person in control of the business or undertaking (PCBU), directors and management. Workers also have important responsibilities for health and safety in the workplace.
We are committed to complying with the Work Health and Safety Act 2011, the Work Health and Safety Regulation 2011, codes of practice and other safety guidance material.
Management will:
- Ensure the business complies with all legislation relating to health and safety.
- Eliminate or minimise all workplace hazards and risks as far as is reasonably practicable.
- Provide information, instruction, and training to enable all workers to work safely.
- Supervise workers to ensure work activities are performed safely.
- Consult with and involve workers on matters relating to health, safety and wellbeing.
- Provide appropriate safety equipment and personal protective equipment.
- Provide a suitable injury management and return to work program.
Workers will:
- Take reasonable care for their own health and safety.
- Follow safe work procedures, instructions and rules.
- Participate in safety training.
- Report health and safety hazards
- Report all injuries and incidents.
- Use safety equipment and personal protective equipment as instructed.
Our goal is to provide a safe and healthy work environment that is free from workplace injury and illness. This will only be achieved through the participation, co-operation and commitment of everyone in the workplace.
1. SCOPE
Paradise Nutrients Pty Ltd wishes to provide a comfortable, productive, legal and ethical work environment. To this end, the company wants you to bring any grievances you have about the workplace to the attention of your supervisor and, if required, to Paradise Nutrients Pty Ltd administration.
2. REPORTING PROCESS
i. Raising of initial grievance
If you feel that there is inappropriate conduct or activity on the part of the company, management, its employees, vendors, customers, or any other persons or entities related to the company, we request that you bring this concern to the immediate attention of your supervisor. Please try to approach your supervisor at a time and place that will allow the supervisor to properly listen to your concerns.
ii. Insufficient response to initial verbal raising of grievance
If you have discussed this matter with your supervisor previously and you do not believe that you have received a sufficient response, we request that you present your concerns to your supervisor in writing. Please indicate what the problem is, those persons involved in the problem, and any suggested solution you may have to the problem.
iii. Insufficient response to providing grievance in writing
If you do not receive a sufficient response to your written complaint within seven (7) working days from providing it to your supervisor, or if your supervisor is the problem, you should contact Paradise Nutrients Pty Ltd administration on admin@paradisenutrients.com.au.
If, at any time, you consider the matter an emergency, legal, ethical or safety issue, use your best judgment to expedite the complaint process.
3. INVESTIGATION PROCESS
Paradise Nutrients Pty Ltd may have a conference with you and your supervisor or with both of you individually and/or any other persons involved.
4. RESOLUTION
It is the purpose of this grievance procedure to help maintain a positive work environment with respect and responsibility towards each other. The grievance procedure is also intended to avoid unnecessary employee claims and company legal exposure. Paradise Nutrients Pty Ltd cannot guarantee that your specific grievance or complaint will result in the action you request or that you will be satisfied with the outcome of the grievance procedure.
1. OVERVIEW
Paradise Nutrients Pty Ltd strives to be a leader in environmental sustainability and believes that a successful future for our business and the customers we serve depends on the sustainability of the environment, communities and economies in which we operate.
As a responsible corporate citizen, we bear a responsibility to consider the impacts of our actions and how they affect the environment both directly in terms of our own operations, and indirectly through our purchasing decisions, the products and services we offer to our customers and the business opportunities we pursue.
We are committed to minimizing the impact of our operations on the environment and to demonstrating leadership by integrating environmental considerations into all our business practices.
2. SCOPE
The requirements of this policy apply to all entities and employees of Paradise Nutrients Pty Ltd.
Although this policy applies to all entities and employees, the primary audience for this policy is those responsible for its implementation, namely the business line leaders and local management of each entity of the Company.
3. COMMITMENT FROM Paradise Nutrients Pty Ltd
We want our products, services and production to be part of a sustainable society. We are committed to:
A. ENVIRONMENT COMMITMENTS
Protect the Environment:
- Paradise Nutrients Pty Ltd will protect the environment, including preventing pollution, through responsible management of our operations;
- Will give appropriate weight to this environmental policy when making future planning and investment decisions;
- Will design products to reduce their adverse environmental impact in production, use and disposal;
- Will reduce resource consumption, waste and pollution in our operations;
Compliance:
- Paradise Nutrients Pty Ltd will comply with, or exceed, our environmental obligations, including taking a proactive approach regarding environmental legislation that affects our business.
B. OPERATIONS
Objectives and Targets:
- Paradise Nutrients Pty Ltd will set targets and objectives, within the scope of the environmental management system, to achieve continual improvement and a sustainable development;
- Will establish and periodically review and report progress on objectives and targets in the pursuit of continual improvement in our environmental management system for the purpose of enhancing our environmental performance and ongoing prevention of pollution.
Own Operations:
- Paradise Nutrients Pty Ltd will minimize the environmental impacts of our own operations through best practice management of our use of energy, transportation, material consumption, water use, waste and emissions;
- Will encourage suppliers, subcontractors, retailers and recyclers of our products to adopt the same environmental principles as Paradise Nutrients Pty Ltd;
Purchasing Decisions:
- Paradise Nutrients Pty Ltd will consider the environmental performance of our suppliers and the environmental attributes of products and services in our purchasing decisions;
Audit:
- Paradise Nutrients Pty Ltd will ensure adherence to our established environmental management processes through periodic internal and external audits.
C. ENGAGEMENT AND TRANSPARENCY
Employees:
- Paradise Nutrients Pty Ltd will raise employee awareness and support employee creativity and enthusiasm with respect to implementing our environmental policies, guidelines, programs and initiatives;
- Will continually promote environmental awareness, responsibility and best practices and to support the environmental sustainability culture of our company through education and in-house initiatives to reduce our environmental footprint.
Reporting:
- Paradise Nutrients Pty Ltd will report transparently on our internal environmental performance through our company website.
Paradise Nutrients Pty Ltd will conduct its business honestly and ethically wherever we operate in the world. We will constantly improve the quality of our services, products and operations and will create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. No illegal or unethical conduct on the part of officers, directors, employees or affiliates is in the company’s best interest. Paradise Nutrients Pty Ltd will not compromise its principles for short-term advantage. The ethical performance of this company is the sum of the ethics of the men and women who work here. Thus, we are all expected to adhere to high standards of personal integrity.
Officers, directors, and employees of the company must never permit their personal interests to conflict, or appear to conflict, with the interests of the company, its clients or affiliates. Officers, directors and employees must be particularly careful to avoid representing Paradise Nutrients Pty Ltd in any transaction with others with whom there is any outside business affiliation or relationship. Officers, directors, and employees shall avoid using their company contacts to advance their private business or personal interests at the expense of the company, its clients or affiliates.
No bribes, kickbacks or other similar remuneration or consideration shall be given to any person or organization in order to attract or influence business activity. Officers, directors and employees shall avoid gifts, gratuities, fees, bonuses or excessive entertainment, in order to attract or influence business activity.
Officers, directors and employees of Paradise Nutrients Pty Ltd will often come into contact with, or have possession of, proprietary, confidential or business-sensitive information and must take appropriate steps to assure that such information is strictly safeguarded. This information – whether it is on behalf of our company or any of our clients or affiliates – could include strategic business plans, operating results, marketing strategies, customer lists, personnel records, upcoming acquisitions and divestitures, new investments, and manufacturing costs, processes and methods. Proprietary, confidential and sensitive business information about this company, other companies, individuals and entities should be treated with sensitivity and discretion and only be disseminated on a need-to-know basis.
Misuse of material inside information in connection with trading in the company’s securities can expose an individual to civil liability and penalties under the Section 921E of the Australian Corporations Act 2001. Under this Act, directors, officers, and employees in possession of material information not available to the public are “insiders.” Spouses, friends, suppliers, brokers, and others outside the company who may have acquired the information directly or indirectly from a director, officer or employee are also “insiders.” The Act prohibits insiders from trading in, or recommending the sale or purchase of, the company’s securities, while such inside information is regarded as “material”, or if it is important enough to influence you or any other person in the purchase or sale of securities of any company with which we do business, which could be affected by the inside information. The following guidelines should be followed in dealing with inside information:
- Until the material information has been publicly released by the company, an employee must not disclose it to anyone except those within the company whose positions require use of the information.
- Employees must not buy or sell the company’s securities when they have knowledge of material information concerning the company until it has been disclosed to the public and the public has had sufficient time to absorb the information.
- Employees shall not buy or sell securities of another corporation, the value of which is likely to be affected by an action by the company of which the employee is aware and which has not been publicly disclosed.
Officers, directors and employees will seek to report all information accurately and honestly, and as otherwise required by applicable reporting requirements.
Officers, directors and employees will refrain from gathering competitor intelligence by illegitimate means and refrain from acting on knowledge which has been gathered in such a manner. The officers, directors and employees of Paradise Nutrients Pty Ltd will seek to avoid exaggerating or disparaging comparisons of the services and competence of their competitors.
Officers, directors and employees will obey all Equal Employment Opportunity laws and act with respect and responsibility towards others in all of their dealings.
Officers, directors and employees will remain personally balanced so that their personal life will not interfere with their ability to deliver quality products or services to the company and its clients.
Officers, directors and employees agree to disclose unethical, dishonest, fraudulent and illegal behaviour, or the violation of company policies and procedures, directly to management.
Violation of this Code of Ethics can result in discipline, including possible termination. The degree of discipline relates in part to whether there was a voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.
Remember that good ethics is good business.
1. POLICY STATEMENT
All employees of Paradise Nutrients Pty Ltd are required to perform the duties and activities of their position with the highest level of integrity and independence, in a professional and ethical manner. They must also ensure that they avoid or eliminate any conflict of interest or situation that could reasonably be perceived as a conflict of interest and immediately report it to their manager.
Although this policy details certain behaviours that may lead to a conflict of interest or the appearance of a conflict of interest, it is impossible to anticipate all situations that could lead to one. Employees may also inadvertently find themselves in a situation that leads to or could be perceived as a conflict of interest. These situations must also be disclosed.
Compliance with this policy is a condition of employment. Failure to comply with these provisions may result in disciplinary action, up to and including termination of employment.
2. SCOPE
This policy applies to all employees of Paradise Nutrients Pty Ltd, as well as contractual third parties or partners doing business with the company. All are expected to abide by the provisions of this policy that are reasonably applicable to them.
3. ACTION OR BEHAVIOURS TO AVOID
Below, you will find some situations, behaviours or events that should be avoided at all costs by employees, managers or other contractual third parties doing business with the company.
3.1 PERSONNAL INTEREST
Employees must ensure that no conflict exists or could appear to exist between their personal interests and those of Paradise Nutrients Pty Ltd potential competitor, customer, partner, vendor, supplier or other business entity in which you have a direct or indirect financial interest.
Employees must not:
- Take part in or attempt to influence any Paradise Nutrients Pty Ltd decision or any business dealings with a current or potential competitor, customer, partner, vendor, supplier or other business entity in which you have a direct or indirect financial interest
- Use the premises, equipment, supplies or services of other employees of Paradise Nutrients Pty Ltd to promote their personal interests;
- Use confidential information for their personal benefit during or after employment with Paradise Nutrients Pty Ltd;
- To be in a position where they could benefit directly or indirectly from a Paradise Nutrients Pty Ltd business transaction (e. g. supplier of goods or services, contract, license or partnership);
- Give preferential treatment to any supplier or other person doing business with Paradise Nutrients Pty Ltd in order to serve their personal interests;
- Invest in, own, have an interest in, or be an employee of an organization that might have an interest, direct or indirect, in any Paradise Nutrients Pty Ltd commercial transaction, except in the case of a widely held public company whose dealings with Paradise Nutrients Pty Ltd do not represent a substantial portion of its total business;
This should not be interpreted as an exhaustive list of all circumstances that could lead to a real or perceived conflict of interest.
3.2 FAMILY, FRIENDS AND ROMANTIC RELATIONSHIPS
Employees and managers must not:
- Use their position or contacts at Paradise Nutrients Pty Ltd to promote their personal interests or those of a family member or person with whom they have a close personal or professional relationship;
- Take part in or attempt to influence any Paradise Nutrients Pty Ltd related decision or business dealings (including those concerning current or potential customers, partners, vendors or suppliers) that may benefit or appear to benefit a relative, close personal friend or a business enterprise in which a relative or close personal friend is involved or has a direct or indirect financial interest.
- Paradise Nutrients Pty Ltd generally does not permit work situations where a manager directly or indirectly manages a relative or a person with whom he/she has a romantic relationship. If you are aware that Paradise Nutrients Pty Ltd plans to hire your relative or a person for a position with whom you have a romantic relationship that directly or indirectly reports to you, you must disclose that information immediately
- If, during the course of your employment, a romantic relationship develops between you and another Paradise Nutrients Pty Ltd employee within your direct or indirect reporting chain, you both must promptly disclose that information. Although employees involved in a consensual relationship are individually responsible for disclosure, a manager’s failure to report such a relationship will be grounds for appropriate disciplinary action.
3.3 RELATIONSHIPS AND FAVOURITISM
Employees shall not grant or appear to grant preferential treatment to a person with whom they have a close personal or professional relationship. In some situations, past relationships may also give rise to a perceived conflict of interest and should be treated as such.
If an employee is in a situation where he or she could make a decision (e. g. hiring, evaluation, discipline, promotion, reward, any other form of discretionary control or the awarding of a contract) involving, directly or indirectly, a person with whom he or she has a close personal or professional relationship, the employee must:
- Disclose the potential conflict to his/her manager
- Refer the decision to the manager or someone designated by him/her
- Refrain from making any recommendations or conveying views related to the decision.
In addition, if an employee is in a position of authority over a person with whom he or she has a close personal or business relationship, the manager must change the hierarchical relationship between the employee and that person. The manager may also take other measures to reduce the appearance of conflicts of interest, if necessary.
3.4 OUTSIDE BUSINESS ACTIVITIES
Employees are permitted to engage in outside employment or activities as long as they inform their manager prior to starting such activity, and to the extent that;
- It does not compete with or reflect adversely on Paradise Nutrients Pty Ltd or give rise to a conflict of interest.
- It does not engage in any outside activity that is likely to involve disclosure of Paradise Nutrients Pty Ltd’s proprietary information or that is likely to divert time and attention from your responsibilities at Paradise Nutrients Pty Ltd It could not be reasonably perceived as compromising the integrity, independence and impartiality expected from Paradise Nutrients Pty Ltd or bring Paradise Nutrients Pty Ltd into disrepute;
- It does not inappropriately exploit the employee’s connection with Paradise Nutrients Pty Ltd
- It does not restrict your availability or efficiency;
- It does not involve acting as a spokesperson for another organisation;
- Employees are permitted to act as board members of an organization external to Paradise Nutrients Pty Ltd, if their participation meets the criteria above, and if authorized by their manager beforehand. You cannot serve as a board member or technical advisor of a competitor or of a company that may reasonably be expected to become a competitor
- Employees may be permitted to write books or work on other creative projects that are not in competition with Paradise Nutrients Pty Ltd as long as they respect the criteria for outside activities mentioned above and obtain prior written authorization from their manager.
You are not required to seek approval of the following activities:
- Any affiliation with a trade association, professional association or other such organization related to your work or position at Paradise Nutrients Pty Ltd.
- Participation in non-profit civic or charitable activities, including serving as a member of a board of directors or technical advisory board. However, you must obtain approval if the entity is an Paradise Nutrients Pty Ltd customer or expects to receive or seek a contribution from Paradise Nutrients Pty Ltd.
- Positions with co-op boards, condominium associations and similar entities where the sole purpose of such participation would be to hold title to and/or manage real property in which you can or do reside.
- Positions with holding companies, trusts or other non-operating entities established solely for purposes of you or your family’s investment, estate or tax planning or to hold you, your family’s real estate or other investments that would not otherwise require disclosure under this policy.
If the manager considers the outside activity to be inappropriate, considering the criteria mentioned above, it must inform the employee in writing and the employee must avoid, discontinue or modify his/her participation in such activities accordingly. Disclosures and their assessment by the manager must be documented.
3.5 GIFTS, HOSPITALITY & OTHER BENEFITS
Accepting a gift, a benefit or an offer of hospitality for oneself or for a colleague, family member or friend can lead to uncomfortable situations or to real or perceived conflicts of interest.
Employees may occasionally accept unsolicited gifts, hospitality, free travel, tickets, or invitations to sports or entertainment events (e.g., baseball/football game, round of golf, theatre show or concert) or other benefits, but only if they have a value of $1000.00 or less, subject to the conditions expressed below. It is also permitted to occasionally accept a working meal of reasonable value paid for by a third party.
However, employees must not accept gifts, hospitality, free travel, tickets, or invitations to sports or entertainment events or any other benefits:
- That could influence, or be perceived to influence, their judgment and/or their performance of duties;
- That are offered by a business partner and/or supplier of goods or services involved in an active request for proposal, sole source contract procedure or contract discussions, or in the six months following such a process, or as soon as they know such a process will begin in the near future;
- That are offered by a business partner and/or supplier whose performance the employee is evaluating;
- That are cash, loans, discounts or work rendered free of charge for personal purposes;
- If the total value of what has been received from the same source within a 12-month period would exceed $1000.00.
In circumstances where refusing a gift worth more than $200 would prove rude or problematic, an employee is permitted to accept it; however, it becomes the property of Paradise Nutrients Pty Ltd and must be handed over to the employee’s manager, who must decide how best to dispose of it.
Employees must also refuse invitations to a conference or other formal gathering not mentioned above, organized or sponsored by an external party, a supplier, potential supplier or business partner, unless their manager determines that their attendance at such an event would not compromise or appear to compromise the objectivity, independence, impartiality or integrity of the employee of Paradise Nutrients Pty Ltd.
EMPLOYEE AGREEMENT ON CONFLICTS OF INTEREST POLICY
I have read, understand, and agree to comply with the foregoing policy, rules, and conditions governing the Conflicts of interest policy. I am aware that violations of this policy may subject me to disciplinary action, including termination from employment, legal action and criminal liability. Furthermore, I understand that this policy can be amended at any time.
When employees travel for company-related purposes, it is Paradise Nutrients Pty Ltd’s responsibility to provide safe and reliable travel arrangements. This company travel policy serves to clarify the conditions and parameters of a company-paid trip.
1. PURPOSE
The purpose of this company travel policy is to:
- Outline the authorization and reimbursement process for travel arrangements and expenses.
- List the company-paid travel expenses.
- Establish protocols that oversee the travel arrangement process.
2. SCOPE
This company travel policy is applicable to all employees including sub-contractors at Paradise Nutrients Pty Ltd.
Paradise Nutrients Pty Ltd sees traveling out of the city, state, and/or country as a fully-paid business trip, as well as one-day trips that are four (4) hours away from the office.
3. AUTHORISATIONS AND REIMBURSEMENTS
All company travel arrangements must be authorised by senior employees at least one (1) week before the expected travel date, depending on the circumstances and the required travel arrangement time period. Employees are not permitted to authorise their own travel arrangements.
Employees are expected to submit a Travel Expense Report before reimbursement can be paid. In the Travel Expense Report, employees must include all company-paid expenses. The Finance Department is responsible for examining the Travel Expense Report and finalising reimbursement payments.
4. TRAVEL ARRANGEMENTS
All travel arrangements must be reserved at least one (1) business day before the travel date. The Finance Department is responsible for the booking and payment of all transportation, accommodation, and travel-related expenses.
5. TRAVEL EXPENSES
While traveling, employees will be able to use a company-paid taxi service to and from the airport, hotel, and business location. If an employee wishes to travel for personal reasons, he/she will be responsible for the travel fare.
6. ACCOMODATION
Paradise Nutrients Pty Ltd employees will have accommodation pre-arranged on their behalf by the Paradise Nutrients Pty Ltd administration, given reasonable notice, within business hours.
7. OTHER EXPENSES
If an employee is hosting a client(s) of Paradise Nutrients Pty Ltd, the entire meal for the employee and the client(s) will be reimbursed.
In addition, if an employee requires a meeting, boardroom, or conference room while traveling, Paradise Nutrients Pty Ltd will book the room and make the payment.
8. PERSONAL TRAVEL
Paradise Nutrients Pty Ltd will not be financially responsible for any personal expenses or personal travel arrangements. If an employee chooses to travel with a companion/someone else, Paradise Nutrients Pty Ltd is not responsible for his/her partner’s accommodation, leisure, and/or travel expenses. An employee is required to submit receipts for his/her expenses only.
9. INTERNATIONAL TRAVEL
If employees are required to travel out of the country for business, Paradise Nutrients Pty Ltd is financially responsible for all travel arrangements, including accommodation, transportation, visas, travel insurance, and medical expenses. International trips should be authorized at least thirty (30) days before the expected travel date.
The Finance Department is required to submit a Travel Expense Report before and after the trip. Both reports must be signed off by at least two senior officials before and after the trip.
Paradise Nutrients Pty Ltd wants to encourage a safe and pleasant work atmosphere. This can only happen when everyone cooperates and commits to appropriate standards of behaviour.
The following is a list of behaviours that the company considers unacceptable. Any employee found engaging in these behaviours will be subject to disciplinary actions including reprimand, warning, layoff, or dismissal:
- Failure to be at the workplace, ready to work, at the regular starting time.
- Wilfully damaging, destroying, or stealing property belonging to fellow employees or the company.
- Fighting or engaging in horseplay or disorderly conduct.
- Refusing or failing to carry out any instructions of a supervisor.
- Leaving your workstation (except for reasonable personal needs) without permission from your supervisor.
- Ignoring work duties or loafing during working hours.
- Coming to work under the influence of alcohol or any drug or bringing alcoholic beverages or drugs onto company property.
- Intentionally giving any false or misleading information to obtain employment or a leave of absence.
- Using threatening or abusive language toward a fellow employee.
- Punching another employee’s timecard or falsifying any record.
- Smoking contrary to established policy or violating any other fire protection regulation.
- Wilfully or habitually violating safety or health regulations.
- Failing to wear clothing conforming to standards set by the company.
- Being tardy or taking unexcused absences from work.
- Not taking proper care of, neglecting, or abusing company equipment and tools.
- Using company equipment in an unauthorized manner.
- Possessing firearms or weapons of any kind on company property.
- Failure to comply with workplace sexual harassment rules.
1. POLICY STATEMENT
Paradise Nutrients Pty Ltd provides users with the facilities and opportunities to work from home as appropriate. We will ensure that all users who work from home are aware of the acceptable use of portable computer devices and opportunities to work from home.
2. STATEMENT OF PURPOSE
The purpose of this document is to state the Work from Home Policy of Paradise Nutrients Pty Ltd.
Portable computing devices are provided to assist users to conduct official business efficiently and effectively. This equipment, and any information stored on portable computing devices, should be recognised as valuable organisational information assets, and safeguarded appropriately.
3. SCOPE
This document applies to all employees of Paradise Nutrients Pty Ltd and contractual third parties who use Paradise Nutrients Pty Ltd IT facilities and equipment at their residence, or who require remote access to Paradise Nutrients Pty Ltd Information Systems or information.
This policy should always be adhered to whenever any user makes use of portable computing devices. This policy applies to all users of Paradise Nutrients Pty Ltd IT equipment and personal IT equipment when working away from Paradise Nutrients Pty Ltd offices/facilities.
Portable computing devices include, but are not restricted to, the following:
- Laptop computers
- Tablet, PCs
- Mobile phones
- Wireless technologies
4. RISKS
Paradise Nutrients Pty Ltd recognises that there are risks associated with users accessing and handling information to conduct official work. The mobility, technology and information that make portable computing devices so useful to employees and organisations also make them valuable assets for thieves.
This policy aims to mitigate the following risks:
- Increased risk of equipment damage, loss or theft
- Accidental or deliberate overlooking by unauthorised individuals
- Unauthorised access to PROTECT and RESTRICTED information
- Unauthorised introduction of malicious software and viruses
- Potential sanctions against the company imposed by the authorities because of information loss or misuse
- Potential legal action against the company because of information loss or misuse
- Paradise Nutrients Pty Ltd reputational damage because of information loss or misuse
Non-compliance with this policy could have a significant effect on the efficient operation of Paradise Nutrients Pty Ltd and may result in financial loss and an inability to provide necessary services to our customers.
5. EQUIPMENT
All IT equipment (including portable computer devices) supplied to users is the property of Paradise Nutrients Pty Ltd. It must be returned upon the request of Paradise Nutrients Pty Ltd. Access for support or IT Service staff of Paradise Nutrients Pty Ltd shall be given to allow essential maintenance security work or removal, upon request.
All IT equipment will be supplied and installed by Paradise Nutrients Pty Ltd IT Service staff. Hardware and software must only be provided by Paradise Nutrients Pty Ltd IT Service staff.
6. USER RESPONSIBILITY
It is the user’s responsibility to ensure that the following points are always adhered to:
- Users must take due care and attention of portable computer devices when moving between home and another business site
- Users will not install or update any software on a Paradise Nutrients Pty Ltd owned portable computer device
- Users will not install any screen savers on a Paradise Nutrients Pty Ltd owned portable computer device
- Users will not change the configuration of any Paradise Nutrients Pty Ltd owned portable computer device
- Users will not install any hardware to or inside any Paradise Nutrients Pty Ltd owned portable computer device, unless authorised by Paradise Nutrients Pty Ltd IT Service staff
- Users will allow the installation and maintenance of Paradise Nutrients Pty Ltd installed Anti-Virus updates immediately
- Business critical data should be stored on a Paradise Nutrients Pty Ltd file and print server wherever possible and not held on the portable computer device
- Users must not remove or deface any asset registration number
- User requests for upgrades of hardware or software must be approved by Paradise Nutrients Pty Ltd. Equipment and software will then be purchased and installed by IT Service staff
- The IT equipment can be used for personal use by staff so long as it is not used in relation to an external business. Only software supplied and approved by Paradise Nutrients Pty Ltd can be used (e.g. Word, Excel, Adobe, etc.)
- No family members may use the IT equipment. The IT equipment is supplied for the staff members’ sole use
- The user must ensure that reasonable care is taken of the IT equipment supplied. Where any fault in the equipment has been caused by the user, in breach of the above paragraphs, Paradise Nutrients Pty Ltd may recover the costs of repair
- Paradise Nutrients Pty Ltd may at any time, and without notice, request a software and hardware audit, and may be required to remove any equipment at the time of the audit for further inspection. All users must co-operate fully with any such audit.
7. WORK FROM HOME ARRANGEMENTS
Users should be aware of the physical security dangers and risks associated with working from home.
Equipment should not be left where it would attract the interests of thief. For home working it is recommended that the office area of the house should be kept separate from the rest of the house. Equipment must be secured whenever it is not in use.
Users must ensure that access / authentication tokens and personal identification numbers are always kept in a separate location to the portable computer device.
Paper documents are vulnerable to theft if left accessible to unauthorised people. These should be securely locked away in suitable facilities (e.g. secure filing cabinets) when not in use.
Documents should be collected from printers as soon as they are produced and not left where they can be casually read. Wastepaper containing PROTECT or RESTRICTED information must be shredded to required standards.
8. ACCESS CONTROLS
It is essential that access to all PROTECT or RESTRICTED information is controlled. This can be done through physical controls, such as locking the home office or locking the computer’s keyboard. Alternatively, or in addition, this can be done logically such as by password controls or User Login controls.
All data on portable computer devices must, where possible, be encrypted. If this is not possible, then all PROTECTED or RESTRICTED data held on the portable device must be encrypted.
An SSL or IPSec VPN must be configured to allow those working from home to access Paradise Nutrients Pty Ltd systems if connecting over Public Networks, such as the Internet.
9. ANTI-VIRUS PROTECTION
IT Services will deploy an up-to-date Anti Virus signature file to all users who work away from the Paradise Nutrients Pty Ltd premises. Users who work from their place of residence must ensure that their portable computer devices are installed with Anti-Virus software. Paradise Nutrients Pty Ltd requires that all portable computer devices are installed with Paradise Nutrients Pty Ltd-nominated Anti-Virus software with auto-updates enabled at all times.
Employees working from home are solely responsible for ensuring the Anti-Virus software remains able to auto-updated and to undertake regular (at minimum weekly) scans of their portable computer devices to ensure it remains free from viruses.
Employees working from home are responsible for bringing back to the office your portable computer devices well prior to Anti-Virus expiration in order to renew Anti-Virus software. This ensures maximum protection is maintained at all times.
Employees are to ensure that any USB/memory stick/external hard drive connected to their portable computer device is to be scanned for viruses and malware prior to use.
10. POLICY COMPLIANCE
If any user is found to have breached this policy, they may be subject to Paradise Nutrients Pty Ltd disciplinary procedure. If a criminal offence is considered to have been committed further action may be taken to assist in the prosecution of the offender(s).
11. POLICY GOVERNANCE
The following table identifies who within Paradise Nutrients Pty Ltd is Accountable, Responsible, Informed or Consulted with regards to this policy. The following definitions apply:
RESPONSIBLE (the person(s) responsible for developing and implementing the policy)
Paradise Nutrients Pty Ltd
ACCOUNTABLE (the person who has ultimate accountability and authority for the policy)
Paradise Nutrients Pty Ltd
CONSULTED (the person(s) or groups to be consulted prior to final policy implementation or amendment)
Paradise Nutrients Pty Ltd
INFORMED (the person(s) or groups to be informed after policy implementation or amendment)
Paradise Nutrients Pty Ltd
12. REVIEW AND REVISION
This policy will be reviewed as it is deemed appropriate, but no less frequently than every 12 months.
Policy review will be undertaken by Paradise Nutrients Pty Ltd.
1. PAY FOR ILLNESS
Employees will become eligible for sick leave, subject to the following conditions:
- The employee has worked adequate time to have accrued sick leave
In addition to illness, sick leave may also be granted for medical, dental or optical examinations or when a member of your household requires your personal care and attention due to illness.
2. PAY AND BENEFITS DURING SICK LEAVE
Sick leave will be based on a regular eight-hour day at straight time and at the employee’s base rate. Sundays, daily overtime hours, paid holidays and paid vacation time are excluded as time for which payment will be made under this program.
3. CERTIFICATION OF ILLNESS
Certification of illness by a physician (supply of certified medical certificate signed by a physician) will be required to qualify for sick leave, however, cost to attend that physician is at the employee’s expense.
4. EFFECT ON PERFORMANCE
While the company pays you for authorised sick days, we expect you to be honest with us in taking days off only when you are actually ill. Any abuse of this benefit will be taken into account in evaluations of your performance.
5. AT TERMINATION
When termination of employment occurs, no payment for sick leave will be made.
1. PURPOSE
In order to maintain a safe, healthy, clean and functional work environment, Paradise Nutrients Pty Ltd requires that employees wear clean and appropriate clothing for the job. Our dress code policy provides guidelines and some restrictions on acceptable attire in the workplace.
2. SCOPE
This policy applies to all employees who work from our offices, farms, factories or in public and who may come into contact with customers, colleagues, visitors or members of the public in the course of their duties. This includes off-site and off-site activities and activities outside normal working hours.
3. POLICY
Dress, grooming and personal cleanliness standards contribute to the morale of all employees and have an impact on the company’s image. Indeed, Paradise Nutrients Pty Ltd want employees who represent the organization or who work on the company’s premises to have a professional look and to wear appropriate clothing for a workplace.
During business hours or when representing Paradise Nutrients Pty Ltd you are expected to present a clean, neat, and tasteful appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards. This is particularly true if your job involves dealing with customers or visitors in person.
Your supervisor or department head is responsible for establishing a reasonable dress code appropriate to the job you perform. Consult your supervisor if you have questions as to what constitutes appropriate appearance. Where necessary, reasonable accommodation may be made to a person with a disability.
Without unduly restricting individual tastes, the following personal appearance guidelines should be followed:
3.1 Acceptable clothing
- Dress shirts and pants, sports jackets, blazers
- Any shirts, pants, skirts or shorts that are not excessively tight or revealing
- Clean shoes, including sneakers, boat shoes, sandals, or boots
3.2 Inacceptable clothing
- All clothing worn must be appropriate professional attire for the job type.
- Any excessively revealing clothing
- Clothing, which is not appropriate to body size, i.e., extreme “baggy” or “tight”
- Clothing with offensive pictures, racial, sexist or slogans
- Clothing or shoes with excessive tears, holes, stains, or dirt
3.3 Jewellery
- Being a natural supplements-based business, Facial jewellery, such as eyebrow rings, nose rings, lip rings and tongue studs, are not professionally appropriate and must not be worn during business hours.
3.4 Hair
- Hair must be clean, combed and neat.
- Unnaturally coloured hair and extreme hairstyles, such as spiked hair and shaved heads, do not present an appropriate professional appearance.
- Moustaches, beards, goatees and sideburns are acceptable only if they are clean and neatly trimmed.
3.5 Nails
- Fingernails should be neat, clean and of moderate length.
- Nail polish in the companies manufacturing areas is not permitted. All staff including office staff may randomly be required to enter manufacturing areas so to comply with company compliance policies Paradise Nutrients Pty Ltd has adopted has a nail polish free workplace.
- For external employees nail art and nail colours that are extreme are not appropriate in the business environment.
3.6 Piercing and tattoos
- Multiple ear piercings (more than one ring in each ear) are not professionally appropriate and must not be worn during business hours.
- Visible excessive tattoos and similar body art must be covered during business hours.
3.7 Odour and hygiene
- Offensive body odour and poor personal hygiene is not professionally acceptable.
- Strongly scented perfume, hairspray, cologne, or other personal products
4. VIOLATIONS
If an employee’s clothing is deemed inappropriate, he or she may receive verbal notices or a written warning. In the event of a serious violation of the policy, the employee will be required to change clothes (or modify their appearance eg remove piercings, cover tattoos etc, in line with our Dress Code Policy). Any time off work for this purpose must be unpaid unless, at the employee’s written request, the use of vacation pay or other free time credits is authorised.
Repeated violations or violations that have major repercussions may result in disciplinary action being taken up to and including suspension and termination.
1. POLICY OVERVIEW
The Paradise Nutrients Pty Ltd company vehicle policy provides employees with guidelines for using a company vehicle. A “company vehicle” is any type of vehicle our company assigns to employees to support their transportation needs for their jobs. Company vehicles belong to our Paradise Nutrients Pty Ltd and we want to make sure our employees use them properly. This policy applies to all employees who use a company vehicle and applies during and outside working hours.
2. SCOPE
This policy applies to all our employees who are eligible to receive a company vehicle and to those who drive one as part of their daily duties.
3. ELIGIBILITY FOR A COMPANY VEHICLE
Employees who aren’t signed company cars but believe they need one may discuss this with their supervisor or consult with Paradise Nutrients Pty Ltd administration.
To be eligible for a company car, employees must complete a form and submit a copy of their driver’s license.
In most cases, our company will determine which employees will be assigned company cars.
Paradise Nutrients Pty Ltd may, at its discretion, assign and revoke the access company’s vehicles.
4. PREREQUISITES FOR DRIVING A VEHICLE
Our employees are only allowed to drive a company car if they:
- Have a valid driver’s license and
- A clean driving record for at least two (2) years.
A clean driving record means that the employee has not been held responsible for a car accident or arrested for a violation of the vehicle and traffic laws.
5. COMPANY’S VEHICLE RULES
- Comply with traffic regulations in your jurisdiction and be courteous to other drivers.
- If applicable, wear glasses or contacts when driving.
- Document driving expenses like tolls and fuel.
- Monitor fuel levels, tyre pressure and all fluid levels.
- Immediately report any damage or problems to the vehicle assigned to you.
- Immediately report changes in your driving privileges, such as the suspension of your driver’s license.
- Always lock company cars.
- Bring the vehicle to the scheduled maintenance appointments.
- Employees who are fatigued and/or sick should avoid driving if they feel their driving ability compromised or impaired. If sickness occurs during a business trip that requires the use of a company car, employees should take regular breaks while driving or ask Paradise Nutrients Pty Ltd for overnight accommodations, if needed.
6. PROHIBITED BEHAVIOUR
- Do not drive while intoxicated, tired or under the influence of drugs that affect your ability to drive.
- Do not smoke in company vehicles.
- Do not rent, sell or lend a company vehicle.
- Do not violate distracted driving laws by using a phone or texting while driving
- Do not allow unauthorized drivers to use a company vehicle, except in an emergency.
- Avoid double-parking, blocking entrances and engaging in other traffic violations that may result in fines.
- Use a company car to teach someone how to drive.
- Leave the company car unlocked, unattended or parked in dangerous areas.
- Employees who take medications that severely affect their sense of orientation, vision or reflexes may not be permitted to drive a company car.
Employees who violate the company’s vehicle rules are subject to disciplinary action, including verbal and written warnings, suspension of vehicle privileges, dismissal and legal action.
7. REVOKATION OR SUSPENSION OF DRIVER’S LICENSE
If an employee’s driver’s licence is suspended or revoked, he or she must inform Paradise Nutrients Pty Ltd as soon as possible. In this situation, the company’s car will either be temporarily removed or reassigned to another person. To recover the privilege of driving a vehicle belonging to us, the employee must comply with the company’s policy, which includes having a clean driving record for two (2) years.
8. EMPLOYEES WITH DISABILITIES
Employees with disabilities may also be eligible for company cars and parking spaces. We’re also willing to make reasonable accommodations to facilitate their company vehicle use.
9. ACCIDENT
In the event of an accident with a company vehicle, the employee involved must immediately contact the personnel department so that the company can contact our insurance company.
Under no circumstances should employees accept liability or guarantee payment to another party in an accident without the company’s authorization.
Employees must also follow legal guidelines regarding the exchange of information with other drivers and call the local police if the accidents are serious
10. PARADISE NUTRIENTS PTY LTD RESPONSIBILITIES
We want to ensure that all our employees are safe at work. For these reasons, we will:
- Make sure that the cars you drive will be safe to drive before assigning them to you.
- Schedule periodic maintenance to ensure that the company’s cars remain in good condition.
- Provide a copy of this policy to all employees who will be assigned company vehicles.
- Insure vehicles with a reliable insurer.
Drivers are responsible for bringing the company’s vehicles for any planned maintenance service.
We keep records of our fleet with the date of manufacture and mileage. We will remove any car considered too old or any car with too much mileage.
11. EMPLOYEE’S REPONSIBILITIES
Employees are responsible for:
- The tickets or fines they accumulate when driving company vehicles (e. g. for driving too fast).
- All costs if they are arrested or towed for impaired driving or any other reasons arising from their inappropriate behaviour.
Employees are permitted to drive their assigned company cars outside of working hours, but they must always abide by this policy.
DISCIPLINARY CONSEQUENCES
Employees may be subject to disciplinary action if they do not comply with the rules of this policy. For minor offences, such as allowing unauthorised persons to drive a company car or receiving more than[specify] fines, the employee is subject to official reprimands as well as other sanctions such as revoking the privilege to drive a company vehicle.
In addition, the employee is subject to more severe disciplinary measures such as termination or legal action for more serious offences. This may include renting a company car for personal financial gain or to cause an accident while driving while impaired.
12. EMPLOYEE AGREEMENT ON USE OF COMPANY’S VEHICLE
I have read, understand, and agree to comply with the foregoing policies, rules, and conditions governing the use of the Company’s vehicle. I am aware that violations of this guideline on inappropriate use of company’s vehicle may subject me to disciplinary action, including termination from employment, legal action and criminal liability. Furthermore, I understand that this policy can be amended at any time.
1. OVERVIEW
Paradise Nutrients Pty Ltd is committed to developing security policies and practices and, in doing so, has implemented this clean office policy to increase physical security in Paradise Nutrients Pty Ltd ‘s offices.
A clean office policy is a powerful tool to ensure that all sensitive/confidential documents are removed from the end user’s workspace and locked when items are not used or when an employee leaves the workstation. The goal is to minimize the risk of security breaches in the workplace.
2. PURPOSE
The purpose of this policy is to ensure that confidential information and sensitive documents are kept away from inquisitive eyes when they are not used by authorized personnel or when the employee leaves his or her workspace.
This policy is also intended to increase employee awareness of the protection of sensitive information.
3. OBJECTIVE
The objective of this policy is to establish minimum requirements for maintaining a “clean office”, where sensitive/critical information about employees, intellectual property, customers, partners and suppliers is protected in locked areas and out off site.
A Clean Desk policy not only complies with the highest industry protection standard but is also part of the standard basic controls for confidentiality.
4. SCOPE
This policy applies to all current employees and affiliates of Paradise Nutrients Pty Ltd, including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants.
5. POLICY
- Employees are required to protect all sensitive or confidential information in their workspace at the end of the working day and when they are absent from their workspace for a prolonged period of time. This includes electronic and physical hardcopy information.
- Whiteboards containing confidential and/or sensitive information should be erased after use.
- If you are not sure that a duplicate of a sensitive document should be kept, it is probably better to place it in the locked shredder bin.
- Consider scanning paper items and filing them electronically in your workstation.
- Desktops/laptops must be locked (disconnected or turned off) when left unattended and at the end of the working day. Portable devices such as laptops and tablets that stay overnight in the office should be turned off and stored out of sight.
- Laptops must be either locked with a locking cable or locked away in a drawer.
- Keys used to access restricted or sensitive information and physical access cards should not be left unattended on a desk.
- Any restricted or sensitive information must be removed from the desk and locked in a drawer when the desk is unoccupied and at the end of the workday.
- Mass storage devices such as CDs, DVDs, USB drives or external hard drives must be treated as sensitive material and must therefore be in locked locations when not in use.
- File cabinets containing restricted or sensitive information must be kept closed and locked when not in use or when not attended.
- Printed documents should be immediately removed from printers or fax machines. Printing of physical copies should be limited and reserved only for documents requiring a physical copy. Documents should be accessed, shared and managed electronically in most cases.
- At the end of the day, any documents remaining in the printer must be put in the shredding bin.
- The documents remaining in the fax must be put in a folder intended for this purpose and this folder must be put in a binder and locked at the end of the day.
- All sensitive documents and restricted information that must be destroyed, must be placed in locked confidential shredding bins.
- Passwords should not be left on sticky notes displayed on or under a computer or written in a place that is accessible to everyone.
6. ENFORCEMENT
Employees are expected to follow the spirit and intent of this policy. Periodic sweeps of work areas may be conducted by their supervisor or his designee during non-work hours to verify adherence to the policy. Violations will be brought to the attention of the respective supervisors for appropriate follow-up action.
7. MANAGER RESPONSIBILITY
It is the responsibility of any department manager to ensure that the above policies are implemented.
Repeated or serious violations of the office’s Clean Desk Policy may result in severe disciplinary action up to and including dismissal.
8. MISSING DOCUMENTS OR DEVICES
If you notice that any of your devices or documents have disappeared, or if you think your workspace has been searched or manipulated in any way, please inform Paradise Nutrients Pty Ltd’s right away.
9. EMPLOYEE AGREEMENT ON CLEAN DESK POLICY
I acknowledge that I have received a copy of the Paradise Nutrients Pty Ltd clean desk policy. I have read and understand the policy. I understand that, if I violate the policy, I may be subject to disciplinary action, including termination. I further understand that I will contact my supervisor if I have any questions about any aspect of the policy.
1. PURPOSE
Paradise Nutrients Pty Ltd is committed to a healthy, harassment-free work environment for all our employees. Paradise Nutrients Pty Ltd has developed a company-wide policy intended to prevent harassment of any type, including sexual harassment, of its employees, customers and clients and to deal quickly and effectively with any incident that might occur.
2. SCOPE
This policy applies to all Paradise Nutrients Pty Ltd employees.
Paradise Nutrients Pty Ltd will not tolerate sexual harassment from outside the company either. Customers, investors, contractors, and everyone interacting with our company are covered by this policy.
3a. DEFINITION OF HARASSMENT / DISCRIMINATION
Harassment / Discrimination
Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating work environment for the person concerned.
There are different types of harassment that can occur at work, it can be based on:
- Race, ethnic origin, nationality or skin colour
- Gender identity and/or sexual orientation
- Religious or political convictions
- Membership or no-membership of a trade union
- Disabilities, illness, sensory impairments or learning difficulties
- Age
- Pregnancy/maternity/paternity
This list is not exhaustive
Harassment is:
- Offending or humiliating someone physically or verbally;
- Threatening or intimidating someone;
- Making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.
Harassment can occur between people of the same sex or opposite sex.
3b. DEFINITION OF SEXUAL HARASSMENT
The law prohibits discrimination based on the ground of gender. Protection from sexual harassment is included under the ground of gender.
Unwanted sexual advances, unwanted requests for sexual favours, and other unwanted verbal or physical conduct of a sexual nature constitute sexual harassment when:
a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or
b) submission to, or rejection of, such conduct by an individual affects that individual’s employment.
Sexual harassment can include such things as pinching, patting, rubbing, or leering, “dirty” jokes, pictures or pornographic materials, comments, suggestions, innuendos, requests or demands of a sexual nature.
All harassment is offensive, and in many cases, it intimidates others. It will not be tolerated within our company.
Anybody can be a victim of sexual harassment, regardless of their sex or gender identity and that of the offending party.
Sexual harassment can involve one or more incidents that may be physical, verbal, or non-verbal, and includes:
- Commenting on somebody’s appearance, sexual orientation, or gender in a derogatory or objectifying way, or in a way that makes them uncomfortable
- Creating or posting sexually offensive materials in the workplace
- Flirting at an inappropriate time, for instance in a team meeting, even if these advances would have been welcome in a different setting. These actions can damage a person’s professional reputation and expose them to further sexual harassment
- Flirting with somebody or pursuing them persistently against their will
- Using obscene comments, gestures, pranks, and jokes that degrade or offend somebody
- Sending or displaying sexually explicit objects or messages
- Invading somebody’s personal space, for example by touching them inappropriately
- Threatening, coercing, stalking, or intimidating somebody to pressure them to engage in sexual acts
- Proposing, demanding, or insinuating sexual favours
- Sexual assault
4. REPORTING PROCESS
If you believe that you are the target of harassment or discrimination, inform the offending party (except in cases of sexual assault) verbally or in writing that their conduct is offensive and needs to stop.
If you don’t want to communicate with the offending party or if your communication is ineffective, you need to report them.
Complaints can be lodged in writing with HR via email admin@paradisenutrients.com.au. Your complaint will be documented and resolved within 2 days. Complaints will be treated as confidential.
Both Paradise Nutrients Pty Ltd and federal law prohibit any form of retaliation against somebody claiming harassment or discrimination.
5. INVESTIGATION PROCESS
Once a formal complaint is made, the investigation will be conducted in a confidential and discreet manner as far as is possible without hampering the investigation. Complaints will be investigated by the investigator as appointed. A complainant will be kept informed at all stages of the investigation and resolution. At all times throughout the investigation, the alleged offender and/or complainant may have legal counsel as their representative.
Necessary steps in conducting an investigation include:
- providing the alleged offender with a copy of the written complaint.
- providing disclosure of the nature of the complaint to the alleged offender and inviting the alleged offender to provide a response.
- interviewing all witnesses and obtaining such evidence that is relevant to the complaint.
- reviewing the investigation findings with the complainant and the alleged offender and receiving any further information.
- finding out what outcome the complainant would like to see occur.
- on completion of the investigation, the investigator should immediately communicate his/her findings to Paradise Nutrients Pty Ltd administration.
6. RESOLUTION
Both the complainant and the alleged harasser will be informed of the findings and intended sanctions as soon as the investigation is concluded.
Upon receiving the findings of the investigation, the company and the investigator should communicate the findings and intended actions to the complainant and the alleged harasser.
If the investigator and company determine no sexual harassment as occurred, this finding will be communicated to the complainant.
If the investigator and company find harassment has occurred, the harasser will be subject to discipline.
a) Sanctions
Where a charge of harassment or discrimination is substantiated, the company will act fairly in imposing an appropriate sanction as recommended by the investigator. The sanctions available range from a written apology, referral or counselling, a reprimand, and written report to that person’s file, reassignment, suspension, to discharge from the company. Seniority or status at the company will not affect the decision as to the appropriate sanction in the circumstances.
b) False Accusations
If the investigation reveals evidence that the complainant falsely accused another of harassment or discrimination, the complainant will be appropriately disciplined and the documentation will be retained on the complainant’s personnel file.
7. MANAGEMENT RESPONSIBILITY
It is the responsibility of a director, manager, director of human resources or any other person within this company who supervises one or more employees to take immediate and appropriate action to report or deal with incidents of harassment or discrimination of any type, whether brought to their attention or personally observed.
Under no circumstances should a complaint be dismissed or downplayed, nor should the complainant be told to deal with it personally.
8. RETALIATION
Any act of retaliation against a person using this policy in good faith to report an incident of harassment or discrimination, or a person who is assisting in an investigation of an incident of harassment or discrimination under this policy is inappropriate and appropriate disciplinary action will be taken against persons found to have committed such an act.
Paradise Nutrients Pty Ltd seeks to provide a safe, healthy, and rewarding work environment for its employees, clients and customers. Harassment and discrimination will not be tolerated within our company. If you feel that you are being harassed or discriminated against, Paradise Nutrients Pty Ltd HR.
1. OVERVIEW
Paradise Nutrients Pty Ltd is committed to creating and maintaining a workplace environment which fosters mutual respect, integrity and professional conduct. In keeping with this commitment, the Company has established this policy and a set of reporting/investigation procedures for all employees relating to the issue of workplace bullying. Paradise Nutrients Pty will not tolerate bullying or harassment in the workplace and will make every reasonable effort to prevent and eliminate conduct which falls within the scope of this policy.
2. SCOPE
All employees, directors and officers of the Company are covered by this policy. This policy applies to all activities which take place on the Corporation’s premises (including interpersonal and electronic communications) or which are directly related to the workplace and during any job-related task or activity, including conferences, training sessions, travel and social functions.
3. BULLYING DEFINITION
Bullying is characterized by aggressive, intimidating, malicious or insulting behaviour or abusive behaviour or abuse of power through means intended to undermine, humiliate, denigrate or hurt the person to whom it is directed.
Bullying does not always result from supervisor/subordinate relationships or vice versa; unacceptable peer pressure can also constitute bullying.
Examples of conduct or comments which might constitute bullying include:
- Demonstrations of rage against a colleague in public and/or private
- Personal insults and name calling
- Shouting, yelling
- Targeting an individual through persistent, unwarranted criticism
- Verbal, written or physical threats and intimidation
- Unfair criticism and persistent public humiliation
- Setting targets with deadlines that cannot be met
- Removing areas of responsibility and impose subordinate tasks instead
- Ignoring or excluding a person, or speak only to a third party to isolate another person
- Vandalizing personal belongings
- Spreading malicious rumours, gossip or negative innuendo
- Insulting someone or derogatory remarks, gestures or actions
- Copying critical memos about someone to others who do not need to know
- Ridiculing or belittling someone
- Exclusion
- Victimization
- Unfair treatment
- Overbearing surveillance
- Unwelcome sexual advances
- Touching or standing too close
- Postings of offensive material
- Making threats or comments about job security without foundation
- Deliberately undermine a competent worker by constantly neglecting and criticizing him/her
- Preventing people from progressing by intentionally blocking promotion or training opportunities
Bullying can take other forms. For example, what may emerge as a concern initially categorised as “harassment”, “intimidation” or “aggressive management” may, upon investigation, be considered to be a case of bullying.
Bullying or harassment would not include:
- Normal exercise of supervisory responsibilities, including performance reviews, direction, counselling and disciplinary action where necessary, provided they are conducted in a respectful, professional manner, in accordance with the Company’s policies and procedures.
- Social interactions, jokes and bantering, which are mutually acceptable, provided the interactions are respectful and there is no negative impact for others in the work environment; and
- Disagreements, misunderstandings, miscommunication and/or conflict situations, provided the behaviour of the individuals involved remains professional and respectful.
4. CONSEQUENCES OF BULLYING
A person who is bullied may suffer from physical and/or emotional symptoms, such as sleep disorders, nausea, sweating, tremors, depression, and loss of confidence and motivation.
In addition, they may suffer other consequences, such as the loss of training and development opportunities, and missed promotion opportunities.
5. EMPLOYEES’ RIGHTS, ROLES AND RESPONSIBILITIES
Each and every employee of Paradise Nutrients Pty Ltd is expected to support the implementation of this policy by:
- Behaving in a manner that reflects professional conduct, mutual respect for others and respect for diversity in the workplace;
- Not intimidating or harassing others;
- Participating fully and in good faith in any resolution process or formal complaint and investigation process when it has been determined that they are able to provide relevant information.
- Reporting any bullying or harassment they experience or observe in the workplace that may contravene this policy; and
- Respecting the rights to personal dignity, privacy and confidentiality relating to this policy.
6. MANAGEMENT ROLES AND RESPONSIBILITIES
While each employee has a responsibility to maintain and contribute to the preservation of an environment that is free from intimidation, those in positions of authority over employees have more responsibilities than other employees in the Corporation’s organization.
Managers have an additional obligation to make every reasonable effort to establish and maintain a workplace free of intimidation or harassment. For the purposes of this policy, their responsibilities include, but are not limited to, the following:
- Ensuring that employees have full access to information about employer policies and standards;
- Respecting the right of all parties to a fair, equitable and confidential process for responding to complaints;
- Providing support to all those involved in a problem-solving process; and
- The application of corrective and/or disciplinary measures, if any.
7. PROCEDURE
If you observe or believe you are being bullied or subjected to any other form of harassment in the workplace, in the course of the company’s business or any other activity sponsored by the company, here are the first things you can do:
- Employees are encouraged to make it clear to the person who is bullying them that their behaviour is undesirable and that it must be stopped.
- If the behaviour persists, keep records of incidents of behaviour, which you consider to be harassment or bullying, noting the date and time of the incident and details of any witnesses. Such records can be helpful in describing the problem and may also be used if any formal action is subsequently taken.
- Should the behaviour continue, staff should approach their line manager or, if appropriate (e.g. if that person is the one causing the concerns), another senior manager or even the HR department.
- Make your bullying complaint by contacting your manager or the HR. The complaint may be verbal or in writing. If the complaint is made verbally, the manager or the HR will record the details provided by the employee.
- A manager handling the complaint of bullying is likely, in the first instance, to discuss the complaint informally with the alleged offender. This should take place without delay after the complaint has been made. If the matter is not resolved informally, the manager will initiate an investigation.
- Following an investigation, the decision of the manager will be confirmed in writing to the complainant and the person against whom the allegation has been made.
- If the manager concludes that bullying has taken place, procedures set out in the company’s disciplinary procedure will be initiated.
Complaints should be made as soon as possible but no later than within one year of the last incident of perceived harassment, unless there are circumstances that prevented the employee from doing so.
8. HOW COMPLAINTS WILL BE DEALT WITH
Any claims of bullying will be investigated promptly and discreetly. All complaints are treated with sensitivity and are kept confidential as possible. If you witness a bullying situation and make a complaint about it, we will never disclose who made a complaint to anyone or give out information that may help others identify that person (e.g. which department or role they work in.) An appropriate disciplinary action will be taken to eliminate inappropriate behaviour.
In addition, you are not required to report your complaint to the person who is the subject of the complaint. For example, if your complaint concerns your supervisor, you can talk to someone in Human Resources. However, if someone at work, in the course of the company’s business or in a company-sponsored function engages in conduct that makes you feel uncomfortable, we encourage you to tell them that the conduct is unwelcome, that you find it offensive and that you ask that it stop immediately.
Human Resources will promptly investigate complaints. You must cooperate fully in such investigations. If warranted, the company will take appropriate corrective action, up to and including termination of employment.
The company will not tolerate intimidation, victimisation, retaliation or discrimination against an individual for filing a complaint or assisting in an investigation, whether or not the complaint is upheld. Where such action is alleged, the matter will be dealt with in the same way as an allegation of harassment or bullying.
If you believe you have been subject to reprisal, you can use any of the resources described above to report your concern.
9. RESSOURCES FOR THE PLAINTIFF
Employees who feel they have been bullied or who have been the subject of allegations will be given access to support, e.g. counselling, if this is appropriate.
If, after an investigation (which may include medical enquiries), a period of absence is attributed to proven bullying at work, no absence shall be recorded against the entitlement to occupational sick pay.
10. EMPLOYEE AGREEMENT ON ANTI-BULLYING POLICY
I acknowledge that I have received a copy of the Paradise Nutrients Pty Ltd Anti-Bullying policy. I have read and understand the policy. I understand that, if I violate the policy, I may be subject to disciplinary action, including termination. I further understand that I will contact my supervisor if I have any questions about any aspect of the policy.
