You are paid a casual rate, this hourly rate has already been loaded for annual leave, sick leave, public holidays.

All Implicor temps will be paid at rates commensurate with age, skills, ability and also on duties performed. For example, a senior secretary performing the role of receptionist will be paid at the receptionist rate. You will be informed of this rate before the commencement of the assignment.

Do you understand question 8?   

Generally, rates are reviewed in the following circumstances:

1. when superannuation increases;
2. when the relevant award increases;
3. when any relevant statutory body with the law on it's side, says so.  Naturally these change from time to time.

Outside of this, any change in pay rates is solely at Implicor's discretion.

If you require a rate review please make an appointment to see us, ensuring you have a list of substantiating reasons.

Do you understand question 9?   

“Super” is paid according to the Federal Government’s Superannuation Guarantee provisions. We will pay 9% of your normal time salary (note that this does not include overtime) into MLC’s Superannuation fund every month providing you earn more than $450 or more in that month. MLC will provide you with regular statements. This fund has been specifically set up for situations such as these and no application form is required. Please ask if you have any questions.

To obtain any superannuation entitlement we have paid on your behalf, or to roll this entitlement into another superannuation fund, you are to ring MLC direct on 1800 803 446. The information they require is as follows:

1. employee benefit retirement plan number (10370);
2. your name as the employee.

SUPER CHOICE - GUIDELINES FOR IMPLICOR EMPLOYEES

As we pay you under a Federal Certified Agreement, we don't have to offer you a choice of fund however, we will offer choice provided your chosen fund will accept contributions electronically, ie EFT, Bpay, etc.;but NOT Direct Debit; owing to the timing and nature of likely payments, this method is not practical.

In any event as employees, you MUST provide us with the following information if you wish to chose a fund that accepts contributions electronically; remember you don't have to make a choice. If you don't, Implicor's default fund is MLC's Employee Retirement Plan (Product ID 10370 - for a PDS ring 1800 803 446 or go to www.mlc.com.au):

All Implicor casual employees are covered under our policy.

Do you understand question 12?   

All client equipment such as office keys, petty cash tin keys, etc.; always remain the property of the client. The fact that they provided them to you is a privilege. They must be returned at the cessation of any assignment. If they aren’t returned salary payments WILL BE WITHHELD.

All equipment used on assignment must be treated with the utmost care. Should the client wish you to continue the assignment at home or at some other location that could not be reasonably described as ‘their premises’, we must be notified in writing (this may be faxed to us).

Office consumables such as stationery, stamps, etc., are for the use of the business and not for an individual's personal use. If this use is discovered, it will be treated as theft and the ramifications will be appropriate to the occurrence.

PLEASE REMEMBER You are our employee and we ultimately take responsibility for your actions.

Do you understand question 13?   

Implicor complies with current legislation in that smoking in the workplace is illegal. We discourage smoking during office hours, but if the client does approve, the time spent out of the office must be deducted on your timesheet.

Do you understand question 14?   

In accordance with current legislation.

Do you understand question 16?   

Our email policy is as follows:

Email, whether it be internal or external, is a means of communication. As such it is subject to the same laws and restrictions as any other form of communication, i.e. equal opportunity and discrimination, etc. Any internal communications must be written so that they do not offend either the recipient or anyone else who may read it; (i.e. the whole office – as you never know).

Do you understand question 17?   

All information obtained during the course of your relationship with Implicor is confidential and must remain so. This also refers to any information obtained while working for Implicor’s clients.

Do you understand question 18?   

Obviously it is understood that employees occasionally have personal calls, though these are to be short and succinct for the purpose of taking messages or passing on a message. Long and chatty gossip sessions are frowned upon. We reserve the right to amend this policy should timed local calls be introduced.

Personal calls to mobiles or long distance numbers are strictly forbidden.

Do you understand question 19?   

Personal mobile phones should be either switched off or made silent during business hours.

Accessing the internet for personal reasons is forbidden.  This applies to any social networking website.

Do you understand question 20?   

Implicor strongly discourages the solicitation or distribution of religious, political or other such material within the office, or outside the office unless it is in conjunction with the clients’ business.

Do you understand question 21?   

Implicor maintains the policy of a drug free workplace. The taking of illegal or illicit substances during work hours will be treated as extreme misconduct and will result in instant dismissal. The imbibing of alcohol on office premises unless at an organised or condoned office function, is not allowed and will mean instant dismissal.

Do you understand question 22?   

We recognise that workplace safety is an important issue and it is the responsibility of every employee to ensure their workplace is safe. All casual employees are directed to comply with client requirements/guidelines as they relate to occupational health and safety plus Workcover provisions current from time to time.

1. you should be comfortable whilst working at a computer;
2. all computers are to be turned off at the end of every day;
3. drink and food are to be kept clear of electrical equipment;
4. work areas are to be kept clear and clean;
5. cupboard doors etc., are to be kept closed;
6. rubbish is to be put in bins;
7. items of any description are not to be left on the floor;
8. shoes are to be worn at all times;
9. use your head, i.e. don’t lift anything that’s obviously too heavy for you, etc.
10. if you are involved in an accident whilst on site, Implicor must be notified immediately so as to implement a workplace incident investigation.

Incident report forms are available here.

If you discover any office items or tools broken, please advise the appropriate person so that they may be fixed.

Hazard report forms are available here.

Do you understand question 23?   

We request that all staff follow the adage: "Never a borrower or a lender be".

In other words, say no!

Do you understand question 24?   

All employees, whether during office hours or at an office function, are to refrain from flirtatious or tactile behaviour. Remember, no means no!

Please contact us if a problem arises.

Do you understand question 25?   

What you think of permanent employees and how they do the job is irrelevant; it is how you do the job you are currently employed to do and how pleasant you are to work with, that is important.

Clients are sometimes known to cease assignments early, with innumerable excuses when in fact they are annoyed that temps have become involved in office politics.

PLEASE REMEMBER: The rule of thumb for situations like this is to keep out of it, if you think you are about to become a victim of a situation, talk to us so that we can attempt to diffuse the situation.  One statement of warning though – talk to us immediately – we don’t like to hear that you have been “bad mouthing” other staff.

Do you understand question 26?   

References on ex-employees of Implicor may only be given by Implicor.

Legislation with respect to these matters is now quite onerous.  Obviously if someone thinks they are not going to get a good reference, then they won’t be asking the boss; so by giving that person a good reference you are then holding yourself out for legal action for providing misleading and false information.

Do you understand question 27?   

RESPONSIBILTY TO THE APPLICANT

Defamation of competitors

1. no staff shall in the course of advertising, public relations efforts or any other activity, permit the demeaning or criticising in any manner whatsoever, of any other personnel consulting firm or the personnel consulting profession generally.

APPLICANT RELATIONSHIP

1. applicants shall be referred to employers/client for interviews only on job openings for which at least verbal authority has been given by the employer/client.
2. an applicant’s identity and employment details shall not be disclosed to a prospective employer/client, without first obtaining the applicant’s permission to release such details to the specific employer/client.
3. representations made to applicants about the duties, probable length of the employment, hours and salary of prospective positions shall be in conformance with the best knowledge of the staff of Implicor.
4. precautions shall be taken against referring any applicants to employers/clients who are known to engage in illegal, immoral, or any questionable business practices.
5. applicants who are not legally entitled to work in Australia should only be referred to employers/clients when full details of their immigration status is provided to that employer/client.
6. information about an applicant will be used only for the purpose of finding employment for the applicant. Confidential information shall be treated accordingly. All reasonable steps will be taken not to jeopardise any current employment of an applicant.
7. to extend professional service to all qualified employed or unemployed applicants regardless of race, colour, creed, religion, national origin, age, sex, income level, physical handicap, or marital status.
8. no fees shall be charged to applicants for registration or placement.
9. the following restrictions apply to the dispatching of candidate resumes by fax:
   
   Irrespective of whether or not the consultant has the authority of the candidate to distribute his or her details to appropriate potential employers/clients: no resume, CV or similar schedule of personal and professional details of a candidate will be dispatched by fax without the express request from the client (potential employer) for the specific resume or CV to be dispatched.  Indiscriminate faxing of resumes in numbers without express authority will incur a warning.

EMPLOYER/CLIENT RELATIONSHIP

1. applicants shall not be solicited for other positions while they are still in the service of the employer/client with whom they have been placed by Implicor; unless client permission has been obtained.
2. should an appointee re-register with Implicor within twelve months of having been placed by us in a permanent role, and assuming the appointee is still in the employ of the client, staff of Implicor have a responsibility to encourage the appointee to speak to their employer about reasons for wishing to leave.
3. should an employee apply to Implicor within 12 months of having been placed by us, we must decline the application except where extenuating circumstances exist, which cannot be resolved, or evidence of resignation, termination or consent of the client is obtained.
4. applicant information provided to clients shall be factual and details will not be adjusted, exaggerated or deleted to match job requirements.

Do you understand question 28?   

Ring us, we will make arrangements with the client.

Generally clients are generally happy for you to take time off during working hours, so long as this does not impinge on their requirements.

You will find they prefer interviews to take place towards the beginning or end of the day, or during your lunch break, with no more than three a week.

Do you understand question 29?   

HAZARD IDENTIFICATION

What is a hazard?

1. a hazard is anything or any action in your work environment that could lead to someone developing an illness or to someone being injured.
2. when identifying hazards you also consider the risk associated with the hazard.  Risk is a measure of how likely it is that injury will occur in a given hazardous situation.  Refer to the risk assessment matrix.

Why try to make your workplace safer?

1. out of concern for people.
2. to meet your legal obligations.  All employers must identify, assess and control hazards at work.  Employees have an obligation to assist in this process by identifying and assisting with the control of workplace hazards.

How do I identify hazards?

Hazards can be identified in the following situations:

1. during the initial workplace inspection.
2. during the course of performing your normal duties.
3. when work systems change new hazards may emerge.
4. when tools, equipment or machinery are changed.

What do I do when I have identified a hazard?

1. the host employer should be notified when a hazard has been identified.  If you are unaware of the host employer’s procedure for identifying hazards you should contact Implicor.
2. Implicor have a hazard report form which should be completed if the host employer do not have their own form.  Completed forms should be returned to Implicor.

Incident Reporting

1. if you incur an injury, please complete the incident report form and return it to Implicor immediately. Time frames etc., are as indicated in your OH&S Induction Module, please follow this link.

Implicor Occupational Health and Safety Policy:

1. Implicor understands occupational health and safety is an integral part of its business operations. We believe no business priority comes before safety.
2. we will strive to continually improve our systems and processes. This will be done by continually monitoring our business activities and implementing beneficial changes when needed.
3. Implicor is committed to the health and safety of all our employees.
4. Implicor management is actively involved in the management and planning of occupational health and safety initiatives.
5. we encourage our employees to be active in observing and recommending changes in the workplace to reduce exposure to any risks and hazards.
6. Implicor expect all their employees to accept responsibility for their actions, to report unsafe acts and working conditions, and behave in a manner that reflects safe work practices and standards.
7. if at any time illness or injury results in a disability to any of our employees, Implicor will implement the injury management process, to facilitate their safe return to gainful and meaningful employment.

Do you understand question 30?