HR Manual

Friendly Professional Training

Policy and procedure Manual

Human Resources

Contents

  1. Introduction
  2. Personal Conduct
    1. General policy on Personal Conduct
    2. Dress Code Policy
    3. Punctuality Policy
    4. Email Policy
    5. Mobile Phone Policy
    6. Internet Use Policy
  3. Recruitment
    1. Induction Policy
  4. Training.
  5. Probation.
  6. Workplace Health and Safety (WH&S)
    1. Manual Handling Policy
    2. Workers Compensation Policy
    3. Injury Procedure
    4. Smoking Policy
    5. Alcohol and Drugs Policy
  7. Equal Employment Opportunity (EEO)
    1. Discrimination, Sexual Harassment and Bullying
    2. Safety at work
    3. Return to work
  8. Flexible Working Arrangements.
    1. Options for flexible work practices
  9. Leave Policy.
    1. General Leave Policy
    2. Annual Leave Policy
    3. Carers Leave Policy
    4. Parental Leave Policy
    5. Applying for Leave
    6. Adoption Policy
    7. During Parental Leave
    8. Emergency Services Leave
  10. Performance Management
  11. Performance Improvement
    1. General Policy
    2. Gross or Serious Misconduct
  12. Grievances.
  13. Conflict of Interest
  14. Intellectual Property and Security
  15. Relationships at work
  16. Bringing your dog to work

 

1 – Introduction

 

The DogTraining 101 Human Resources Policy and Procedure Manual provide the policies and procedures for managing and developing staff. It also provides guidelines DogTraining 101 will use to administer these policies, with the correct procedure to follow.

DogTraining 101 will keep HR policies current and relevant. Therefore, from time to time it will be necessary to modify and amend some sections of the policies and procedures, or to add new procedures.

Any suggestions, recommendations or feedback on the policies and procedures specified in this manual are welcome.

These policies and procedures apply to all employees.

2 – Personal Conduct

 

2.1 General policy on personal conduct

DogTraining 101 expects its employees to maintain a high standard of conduct and work performance to make sure the business maintains its good reputation with customers and suppliers. Good personal conduct contributes to a good work environment for all.

This involves all employees:

  • observing all policies and procedures
  • treating colleagues with courtesy and respect
  • treating customers and clients in a professional manner at all times
  • working safely at all times
  • No Gossiping between employees
  • No talking behind other Team Members backs in an effort to bring someone down
  • Following process with direct reports.
  • Standard Business times for phone calls is between 7am and 7pm unless it is an emergency. Texts messages are fine outside of these hours but may not receive a reply.

2.2 Dress code policy

As a minimum standard, dress should be clean, neat and professional.

DogTraining 101 reserves the right to request an employee to dress to an appropriate standard as a condition of employment. Staff must wear their supplied DogTraining 101 shirt and heavy duty long pants and enclosed footwear appropriate for walking long distances.

  • Shorts are not appropriate/long heavy duty pants only
  • Earing’s or piercings that cannot be latched on by a dog
  • Hats and appropriate skin care and eye care to be worn
  • Clean shirts supplied by Dog Training 101 are to be worn
  • Nails need to be kept within reason to avoid injury to dogs/humans
  • Enclosed comfortable footwear for long walking and must wear socks

 

Please refer to the Worplace Health and Safety policy.

 

2.3 Punctuality Policy

To maintain a productive and fair work environment we expect you to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and the company, and regular attendance is an essential function of all jobs at this company. In rare instances we cannot avoid being late to work or unable to work as scheduled, employees should notify the Operations Manager as soon as possible, but, in no event later than the scheduled start time.

DogTraining 101 works as a team, and if a team member is unable to attend a scheduled class or appointment due to unforeseen circumstances, trainers will be expected to help out wherever possible.

Team members are expected to contact their own clients if they are going to be late or and reschedule as required. This applies to both group and home training.

If a significant incident has happened ie car broken down, let the Operations Manager know to advise and reschedule if necessary. If any further issues arise let the Operations Manager or your relevant trainer know.

 

2.4  Email policy

  1. Email facilities are provided for formal business correspondence.
  2. Take care to maintain the confidentiality of sensitive information. If emails need to be preserved, they should be backed up and stored offsite.
  3. Limited private use of email is allowed if it doesn’t interfere with or distract from an employee’s work. However, management has the right to access incoming and outgoing email messages to check if an employee’s usage or involvement is excessive or inappropriate.
  4. Non-essential email, including personal messages, should be deleted regularly from the ‘Sent Items’, ‘Inbox’ and ‘Deleted Items’ folders to avoid congestion.

To protect DogTraining 101 from the potential effects of the misuse and abuse of email, the following instructions are for all users.

  1. No material is to be sent as email that is defamatory, in breach of copyright or business confidentiality, or prejudicial to the good standing of DogTraining 101 in the community or to its relationship with staff, customers, suppliers and any other person or business with whom it has a relationship.
  2. Email must not contain material that amounts to gossip about colleagues or that could be offensive, demeaning, persistently irritating, threatening, discriminatory or involves the harassment of others or concerns personal relationships.
  3. The email records of other persons are not to be accessed except by management (or persons authorised by management) ensuring compliance with this policy, or by authorised staff who have been requested to attend to a fault, upgrade or similar situation. Access in each case will be limited to the minimum needed for the task.
  4. When using email a person must not pretend to be another person or use another person’s computer without permission.
  5. Excessive private use, including mass mailing, “reply to all” etc. that are not part of the person’s duties, is not permitted.
  6. Failure to comply with these instructions is a performance improvement offence and will be investigated. In serious cases, the penalty for breach of policy, or repetition of an offence, may include dismissal.

 

2.5 Mobile Phone Policy

  1. If you are provided with a mobile phone it is for work use only.  It is not to be used for personal business or gain.  Failure to do this constitutes a breach of policy and subject to further action.
  2. All telecommunications devices are subject to relevant state and federal laws – breach of these will lead to criminal proceedings.

 

2.6 Internet use policy

If internet is provided by DogTraining 101 for business use. Management has the right to revoke privileged use if the content is excessive or inappropriate.

Failure to comply with these instructions is an offence and will be subject to appropriate investigation. In serious cases, the penalty for an offence, or repetition of an offence, may include dismissal. All staff needs to be aware that some forms of internet conduct, may lead to criminal prosecution.

3 – Recruitment

Policy

Our business always aims to employ the best candidates based on merit and competence.

Procedure

  1. Create a simple position description for the job covering key activities, tasks, skills required, expectations, deliverables and safety considerations. When advertising, avoid discriminatory language e.g. young person. Target the attribute e.g. we seek an energetic person.
  1. The recruitment process may include some or all of these: an application form, interviews, practical testing, reference checks, right to work in Australia checks.
  1. Give the successful candidate a letter of appointment setting out clear terms and conditions. This includes the nature of employment e.g. permanent part time, casual. The letter should include a welcome note and start details.

Once the candidate has accepted, contact the unsuccessful candidates as a matter of courtesy.

3.1 Induction

Policy

DogTraining 101 will make sure all new employees feel welcome and are ready to start and work safely and competently.  There are non disclosure and assorted other forms that are required to be completed.

4 – Training

Policy

  • DogTraining 101 will give employees adequate training to do their job safely and competently. Our business believes training is a two-way process. We encourage employees to participate and to highlight any gaps in their own skills or knowledge they believe they have.
  • Training includes internal on-the-job training, written instructions such as standard operating procedures, coaching, external training and courses. Safety training takes precedence.
  • All training is to be carried out by an experienced trainer, a checklist is followed and a final sign off by the Operations Manager has been completed before any staff member is allowed to run any classes solo.

5 – Probation

Policy

Probation is a period of review and appraisal to make sure both the business and the employee are satisfied the role is as advertised, and is being performed satisfactorily. Ongoing permanent employment is given only when the employee satisfactorily completes their probation as is determined by Law.

Procedure

  1. Give informal and formal appraisal during the probation period.
  1. Give at least one formal appraisal four weeks before the end of probation.
  1. At the end of the probation period, complete a final probation appraisal and advise the employee of the result.

6 – Workplace Health and Safety (WH&S)

Please refer to separate document in regards to WH&S

6.1 Manual handling policy

It is DogTraining 101’s policy to provide all employees with a safe and healthy workplace by identifying, assessing and controlling manual handling risks.

While management is responsible for the health, safety and welfare of all staff, all employees must report potential and actual manual handling hazards.

Never lift or manually handle items larger or heavier than you can easily support. If you are in any doubt, do not hesitate to ask for help.

Please see separate manual handling how too policy

6.2 Workers Compensation Policy

All employees may be eligible for workers’ compensation benefits if injured while at work. Please note that you are only covered when you have followed the relevant policy and procedures.

6.3 Injury procedure

If there is an injury:

  1. The first priority is medical attention. The injured worker should have first aid administered. For a serious injury also call an ambulance.
  1. Any employee who is injured on the job, experiences a safety incident or a near miss, must report the incident to the Operations Manager within 24 hr’s and must complete an incident report and send to incidents@dogtraining101.com.au.
  1. The Operations Manager must write a report in the Register/File of Injuries, Incidents and Near Misses. This standard report must include:
  • employee’s name and job details
  • time and date of injury
  • exact location the injury/incident occurred
  • how the injury/incident happened
  • details of the injury/illness and the part/s of the body injured
  • names of any witnesses
  • name of the person entering details in the Register
  • date the employer was notified

A senior person within the business must report serious injuries to WorkSafe immediately. A serious injury would be a Mauling constituting Hospitalization.

6.4 Smoking policy

DogTraining 101 has a non-smoking policy. Smoking is not permitted on DogTraining 101 property /in offices or whilst dealing with clients at any time. It is also not permitted it any Uniform or Volunteer shirt.

 

6.5 Alcohol and drugs policy

DogTraining 101 is concerned by factors affecting an employee’s ability to safely and effectively do their work to a satisfactory standard. The business recognises alcohol or other drug abuse can impair short-term or long-term work performance and is an occupational health and safety risk.

DogTraining 101 will do its utmost to create and maintain a safe, healthy and productive workplace for all employees. DogTraining 101 has a zero tolerance policy in regards to the use of illicit drugs on their premises or the attending of other business related premises (e.g. clients & classes) while under the influence of illicit drugs. Contravening either of these points may lead to instant dismissal. DogTraining 101 does not tolerate attending work under the influence of alcohol. This may result in performance improvement action or dismissal.

Driving over the legal limit or under the influence of illicit drugs is illegal. If any team member has been charged with alcohol or drug offences this could severely impact on your work and the business stated.

7 – Equal Employment Opportunity (EEO)

Equal opportunity employment promotes equality in the workplace. Equality refers to the protection of an employee’s civil rights.

This policy applies to all staff including contractors and covers all work-related functions and activities including external training courses sponsored by DogTraining 101

It also applies for all recruitment, selection and promotion decisions.

The objective of DogTraining 101’s Equal Opportunity Policy is to improve business success by:

  • attracting and retaining the best possible employees
  • providing a safe, respectful and flexible work environment
  • delivering our services in a safe, respectful and reasonably flexible way

 

7.1 Discrimination, Sexual Harassment and Bullying

DogTraining 101 is committed to providing a workplace free from discrimination, sexual harassment and bullying. Behaviour that constitutes discrimination, sexual harassment or bullying will not be tolerated and will lead to action being taken, which may include dismissal.

Please refer to the:  Dog Training 101 Workplace discrimination and
Harassment policy manual

 

7.2 Safety at work

DogTraining 101 understands pregnancy to be a healthy and normal process and recognises that women have different experiences.  When an employee notifies her manager that she is pregnant, the manager will ask the employee to let them know if they experience any changes to their work capacity during the pregnancy. The employee and her manager will then discuss what is needed to keep the employee safe at work and adjustments will be made accordingly where possible.

Options to reduce hour’s change of duties, light duties, rotated tasks, and reduction of assigned jobs or classes are common ways to ensure safety at work, and will be considered on a case-by-case basis.

 

7.3 Return to work

If the employee has agreed to contact during leave, other than Annual leave, then towards the end of the leave period, the manager should confirm the employee’s intention to return on the agreed date. The employee also may want to discuss any requests for flexible work arrangements at this time.

An employee must provide four week’s notice if they want to extend their leave beyond the return date that was initially advised.

The employee on parental leave has the right to return to the job they held prior to going on leave, including any promotion.  If that position no longer exists, the employee will be given whichever other available position is nearest in status and remuneration for which the employee is qualified and suited.

If an employee was placed in a safe work position prior to leave, the employee is entitled to return to the position they held immediately before the safe work position.

If the pre-parental leave position no longer exists, DogTraining 101 will follow its redeployment and redundancy procedures to determine if a suitable alternative position is available.

 

8 – Flexible Working Arrangements

Employees may request flexible working arrangements based on parental and carer responsibilities. Employees are encouraged to put the request in writing.

To comply with the Equal Opportunity Act, DogTraining 101 will consider this request, and consider all relevant facts and circumstances in deciding whether or not to agree to the request. Such a request will not be refused unless it is reasonable to do so.

Circumstances that may be relevant to determining whether a refusal is or is not reasonable include:

  • the nature of the employee’s work and parental or carer responsibilities
  • the nature and cost of the arrangements required for an employee to fulfil their family or carer responsibilities
  • the financial circumstances of the employer
  • the size and nature of the workplace and the employer’s business
  • the effect of the flexible working arrangements on the workplace, including the financial impact on the business
  • the consequences for the employer of having the flexible working arrangements
  • the consequences for the employee of not having the flexible working arrangements

Other factors that might be relevant in a particular case include:

  • when the arrangements are to commence
  • how long the arrangements will last
  • information that has been provided by the employee about their situation
  • the accrued entitlements of the employee, such as personal, carer’s or annual leave
  • Whether any legal or other constraints affect the feasibility of the employer accommodating the responsibilities, such as occupational health and safety laws or award penalty rates.

In addition, under the National Employment Standards, employees who have at least 12 months continuous service, with responsibility for the care of a child under school age, or for care of a child under 18 with a disability have the right to request flexible working arrangements.

This right applies to all employees including permanent full-time and part-time employees, as well as casual employees, regardless of role of job function.

Employees must put such a request in writing.

DogTraining 101 will provide a written response granting or refusing the request within 21 days and will only refuse such requests on reasonable business grounds. These reasons will be detailed in the written refusal.

Due the roles held within DogTraining 101 workloads are determined on your own availability and the needs of the business.

 

8.1 Options for flexible work practices

Flexible work options which may be considered by DogTraining 101 include:

  • permanent, part-time work
  • graduated return to work (for employees returning from parental leave), e.g. the employee returns part time and then builds up to full-time work flexible start and finish times for staff to accommodate child care and school pick-up requirements
  • flexible rostering such as working split shifts

This is not an exhaustive list, and other options may be agreed.

Employees utilising flexible work practices will be treated no less favourably than any other employee. Flexible working is not a barrier to promotion or supervisory responsibilities.

9 – Leave Policy

9.1 General leave policy

Unless specified otherwise, employees referred to in this policy mean permanent full-time or part-time employees.

All employees are entitled to leave in accordance with the relevant awards or agreements and statutory provisions. Where the entitlements or practices in this document conflict, the applicable award, workplace agreement, employment contract or employment law takes precedence.

All planned leave has to be mutually agreed, and take into account workloads and the employee’s needs. Leave must be approved at least 2months in advance, due to advertised group courses, except when the employee can’t anticipate the absence. Any documents regarding leave will be kept on the employee’s personnel file.

9.2 Annual leave policy

Each full time employee is entitled to a minimum of 4 weeks annual leave a year (pro-rata for part-time). Leave entitlements are calculated from the date they started work and accrue in accordance with workplace relations legislation or industrial instruments. Annual leave counts towards continuous service (used when calculating long service leave). Applications for annual leave need to be lodged 2 months in advance.

An employee is expected to take accrued annual leave for business close down periods. If insufficient leave is accrued, DogTraining 101 may direct an employee to take unpaid leave.

DogTraining 101 will decide on a case-by-case basis whether it will agree with an employee to ‘cash out’ annual leave as permitted by workplace relations legislation or any industrial instrument.

In some circumstances, leave in advance of what leave has accrued may be approved. This is conditional on the employee agreeing to the business deducting any advance in the event of termination, or to the employee accepting leave without pay.

A full time/part time employee is entitled to a minimum of 8 days of personal/carer’s leave every 12 months which can all be taken as carer’s leave if required.

An employee should notify his/her manager as soon as possible if they are unable to attend work due to illness or injury. Management, at its discretion, may request evidence such as a medical certificate showing that the employee was entitled to take personal leave during the relevant period.

9.3 Carer’s leave policy

Carer’s leave is available to an employee for the care or support of an ill family or household member or if an unexpected emergency affects a family or household member. It is typically part of personal (sick) leave and is dealt with similarly to above.

Employees including casual employees are entitled to take up to two days unpaid carer’s leave for each occasion of family or household member illness or unexpected emergency. An employee cannot take unpaid carer’s leave if they could instead take paid carer’s leave.

Compassionate leave is paid leave taken by an employee to spend time with a family member/member of the employee’s household, who has a personal illness, or injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employee’s household.

Each employee is entitled to a period of two days paid compassionate leave for each occasion where a family member has died, or the employee needs to spend time with a seriously ill family member. Additional unpaid leave maybe granted at management discretion.

Casual employees are entitled to two days unpaid compassionate leave for each occasion.

NB: This also applies in the unfortunate passing of team member’s dogs.
Long service leave policy

Employees are entitled to long service leave in line with Queensland long service leave laws (or per a relevant Award or Agreement).

 

9.4 Parental leave policy

Unpaid parental leave:

Employees (including a de facto or same sex partner, or single person) who are expecting a child or adopting a child are eligible for 52 weeks of unpaid parental leave if they are:

  • permanent full-time or part-time with at least 12 months service prior to the expected date of birth or adoption placement
  • casual with 12 months regular and systemic service who have a reasonable expectation of continuing regular and systematic work

After birth or adoption, the parent with responsibility for the care of the child is entitled to unpaid parental leave. Employees who are pregnant may commence leave up to six weeks before the expected date.

Employees may request to extend their leave by a further 12 months (for a total of 24 months maximum), to be submitted in writing at least four weeks before the end of the original 12 months unpaid parental leave.

DogTraining 101 will respond in writing or Email within 21 days and may refuse only on reasonable business grounds. The written response will include details if the request is refused.

9.5 Applying for leave

An employee wishing to take unpaid parental leave must provide written notice at least 10 weeks before starting the leave (or as soon as is practicable) including the intended leave start and end dates.

Leave dates or any changes of dates must be confirmed at least four weeks before the leave starts. The manager will confirm the leave and any affected entitlements such as continuous service in writing.

9.6 Adoption

Because DogTraining 101 recognises that the timing of placement for an adopted child may be uncertain, employees should keep their manager informed of any changes to the likely placement date and commencement of leave.

9.7 During parental leave

Even though the employee is on leave, they will continue to be protected against discrimination as an employee.

DogTraining 101 respects that some employees do not want any contact while on leave, and others do. The manager should discuss with the employee what sort of communication the employee would like while on leave, and record this agreement.

While an employee is on unpaid parental leave, DogTraining 101 will ensure that the employee is considered and kept informed of significant changes that may occur in the business.

Where a decision will have a significant effect on the status, pay or location of the pre-parental leave position, the DogTraining 101 will take all reasonable steps to inform the employee and discuss the effect of the decision. During any restructures, employees on parental leave will be treated no less favourably than other employees and will be kept informed of the process.

If an employee has applied for less than 52 weeks unpaid parental leave, they can extend the period of leave once to take the total leave up to a maximum of 52 weeks. The employee must give at least four weeks’ notice prior to the end date of the original leave period. A period of unpaid parental leave may be reduced by agreement between DogTraining 101 and the employee.

An employee can resign while on parental leave but they must give the required notice of resignation.

Employees should not undertake any activity during leave which is inconsistent with the employment contract, including other employment and they should remain responsible for the care of the child.

The employee’s position may be filled on a temporary basis while they are on leave. DogTraining 101 will notify the replacement employee that their employment in this role is temporary and that the pregnant employee has the right to return to the position.

An employee is entitled to paid leave for jury duty in accordance with legislation. An employee on jury service should supply the official request to attend, the details of attendance and the amount the court has paid them.

Dog Training 101 will provide a letter of excuse to send to the courts.

9.8 Emergency services leave policy

If an employee needs to take temporary absence from work because of voluntary emergency management activities (for example, as a volunteer dealing with an emergency or natural disaster as a member of SES, CFA or Army Reserve) then they should ask management for leave as soon as possible after they become aware of the need to take leave.

DogTraining 101 will support such activities wherever possible, as an important community service.

DogTraining 101 may require evidence of these activities at its discretion.

10 – Performance Management

Undertaking performance management once or twice a year is enough if the lines of communication and feedback between management and employees are working reasonably well.

Policy

The purpose of performance management is to improve performance. It is an ongoing process. It should include informal and formal review. We encourage a two-way process, that is, employees can also give management feedback on performance.

All employees will undergo a formal performance review with their immediate managers at least once a year.

Procedure

  1. The manager and the employee agree on the date for a performance appraisal meeting to allow time to prepare.
  2. The manager and employee will meet and openly and constructively discuss performance over the period.
  3. The manager and the employee will agree any objectives and outcomes for the next appraisal period.
  4. Training and development will be considered as part of the process.
  5. Notes should be taken of the meeting and copies kept.
  6. Outside of this formal process, employees are encouraged to raise any issues they have when they arise.

11 – Performance Improvement

11.1 General Policy

Where warranted DogTraining 101 will use improvement processes to improve performance. Should such improvement processes be unsuccessful in improving an employee’s performance, DogTraining 101 may decide to end an employee’s employment. Depending on the circumstances, performance improvement action may include verbal or written warnings, counselling or retraining.

DogTraining 101 requires a minimum standard of conduct and performance which will be made clear to employees in management appraisals. If an employee does not meet this standard, DogTraining 101 will take appropriate corrective action, such as training. Formal performance improvement procedures will generally only start when other corrective action fails.

If an employee deliberately breaches business policy or procedure, or engages in misconduct, DogTraining 101 may start improvement procedures, or, in cases of serious misconduct or breach of policy, may dismiss an employee.

Each employee must understand their responsibilities, be counselled and given the opportunity to reach the standards expected of them. DogTraining 101 will give an employee the opportunity to defend themselves before management takes further action.

 

Procedure

 

  1. DogTraining 101 will advise the employee of any shortfall in their performance, and give them an opportunity to respond.
  2. Once they respond, the manager will consider their response and decide if performance improvement action should be taken. DogTraining 101 will provide support such as training where appropriate.
  3. If the employee is given a verbal warning, the manager should make a note of it, date it and sign it.
  4. The manager will advise the employee in clear terms what they see as the performance problem or the unacceptable conduct. To highlight the deficiency they should use specific examples, and refer to the correct policy or procedure.
  5. The manager will allow the employee to respond before making a decision and consider the employee’s responses. The employee may have a support person present at such meetings.
  6. The manager will decide if more action is needed.
  7. If a written warning is to follow, the manager is to:
  • document it and give the employee a copy
  • give the employee the opportunity (and their support person the opportunity) to sign the warning
  • keep a copy on file
  1. The warning must clearly define:
  • the deficiency
  • a clear explanation of the expected standard
  • by when the employee needs to achieve it
  • how the business will help the employee achieve the improvement required
  • consequences of failing to improve
  1. The manager concerned will keep a record of all meetings, training and/or coaching given and a summary of discussions, and put a copy on the employee’s personnel file. This should include date, location and time of discussion.
  2. They will continue to support the employee and note the support they give, for example, training or counselling.
  3. If the employee’s performance or conduct doesn’t improve, the manager will give the employee a final written warning and follow steps 4–10 above. This document needs to warn the employee in clear terms DogTraining 101 will terminate their employment if there is not enough improvement, and a sustained improvement in, their performance.

Note: some circumstances justify going straight to a second or final warning.
You can find a copy by doing a search for ‘dismissal code’ on the Fair Work Online website (fairwork.gov.au)

11.2 Gross or serious misconduct policy

Summary (instant) dismissal for gross or very serious misconduct is possible (depending on the facts involved). Management should seek advice before taking this step.

Procedure

  1. The manager is to investigate the alleged offence thoroughly, including talking to witnesses, if any.
  2. The manager should ask the employee for their response to the allegation (taking notes of this discussion) and allow them to have representation. The manager should also have a witness present. The manager shall give genuine consideration to the employee’s response and circumstances.
  3. If still appropriate, following a thorough investigation, the manager can terminate/dismiss the employee.
  4. The manager should keep a file of all evidence collected and action taken in these circumstances.
  5. DogTraining 101 will send the employee a letter of termination noting brief details.

12- Grievances

Policy

DogTraining 101 supports the right of every employee to lodge a grievance with their manager if they believe a decision, behaviour or action affecting their employment is unfair. An employee may raise a grievance about any performance improvement action taken against them.

We aim to resolve problems and grievances promptly and as close to the source as possible. When necessary, DogTraining 101 will escalate a grievance to the next higher level of authority for more discussion and resolution, and continue escalating it to the level above until it is resolved.

Managers will do their utmost to action grievances objectively, discreetly and promptly. Be aware that grievances that are misconceived, vexatious, and lacking substance may result in disciplinary action being taken against the employee lodging the grievance.

Procedure

  1. The employee should try to resolve the grievance as close to the source as possible. This can be informal and verbal. At this stage, every possible effort should be made to settle a grievance before the formal grievance process starts. If the matter still can’t be resolved, the process continues and becomes formal.
  1. To start the formal grievance the complainants must fully describe their grievance in writing, with dates and locations wherever possible and how they have already tried to settle the grievance.
  1. The person(s) against whom the grievance/complaint is made should be given the full details of the allegation(s) against them. They should have the opportunity and a reasonable time to respond before the process continues.
  1. If the grievance still can’t be resolved, refer the matter to the most senior manager for consideration and a final decision. A grievance taken to this level must be in writing from the employee.

13 – Conflict of Interest

Policy

Conflict of interest arises whenever the personal, professional or business interests of an employee are potentially at odds with the best interests of DogTraining 101.

All employees are required to act in good faith towards DogTraining 101 Employees need to be aware of the potential for a conflict of interest to arise and should always act in the best interests of DogTraining 101

As individuals, employees may have private interests that from time to time conflict, or appear to conflict, with their employment with DogTraining 101 Employees should aim to avoid being put in a situation where there may be a conflict between the interests of DogTraining 101 and their own personal or professional interests, or those of relatives or friends. Where such a conflict occurs (or is perceived to occur), the interests of DogTraining 101 will be balanced against the interests of the staff member and, unless exceptional circumstances exist, resolved in favour of DogTraining 101

It is impossible to define all potential areas of conflict of interest. If an employee is in doubt if a conflict exists, they should raise the matter with their manager.

Procedure

Employees must:

  • declare any potential, actual or perceived conflicts of interest that exist on becoming employed by DogTraining 101 to management
  • declare any potential, actual or perceived conflicts of interest that arise or are likely to arise during employment by DogTraining 101 to management
  • avoid being placed in a situation where there is potential, actual or perceived conflict of interest if at all possible

If an employee declares such an interest, DogTraining 101 will review the potential areas of conflict with the employee and mutually agree on practical arrangements to resolve the situation.

Employees must disclose any other employment that might cause a conflict of interest with DogTraining 101 to their manager. Where there are external involvements that do not represent a conflict of interest, these must not affect performance or attendance whilst working at DogTraining 101 If such involvement does affect performance or attendance it will be considered a conflict of interest.

Employees must not set up or engage in private business or undertake other employment in direct or indirect competition with DogTraining 101 using knowledge and/or materials gained during the course of employment with DogTraining 101.

Engaging in other business interests during work hours will result in strong performance improvement action.

Failure to declare a potential, actual or perceived conflict of interest or to take remedial action agreed with DogTraining 101 in a timely manner may result in performance improvement proceedings including dismissal.

14 – Intellectual Property and Security

All intellectual property developed by employees during their employment with DogTraining 101 including discoveries or inventions made in the performance of their duties related in any way to the business of DogTraining 101 will remain the property of DogTraining 101.

Employees may be given access to confidential information, data, business property, keys to premises or any other business related property/information in the performance of their duties. This must be protected and used only in the interests of DogTraining 101.

Employees must not:

  • disclose or use any part of any confidential information outside of the performance of their duties and in the interests of DogTraining 101 or
  • authorise or be involved in the improper use or disclosure of confidential information;

During or after their employment without the Employer’s written consent, other than as required by law.

‘Confidential information’ includes any information in any form relating to DogTraining 101 and related bodies, clients or businesses, which is not in the public domain.

Employees must act in good faith towards DogTraining 101 and must prevent (or if impractical, report) the unauthorised disclosure of any confidential information. Failure to comply with this policy may result in performance improvement proceedings including dismissal, and DogTraining 101 may also pursue monetary damages or other remedies.

15 – Relationships at work

Any relationships at work must be kept professional and not interfere with your day to day duties.

Dog training 101 reserves the right to instigate performance management if it impacts on work.

16 – Taking your dog to work

Dog Training 101 encourages you to involve your dog in your work life. There are a few conditions to abide by. You are representing the company and yourself as role models for dog obedience.

  • Your dog must be well behaved
  • You must comply with all relevant council and state bylaws
  • It is advised NOT to take your dog to private clients or the 1st obedience 1 class. (most dogs will need your attention and all your focus should be on them)
  • Ensure your dog doesn’t impede on other persons or dogs personal space.