Global Manufacturing Group Workplace Health & Safety Policies

GMG's policies have been created and implemented to protect and ensure the optimum health and safety of all employees and visitors to the workplace.

HEALTH & SAFETY POLICY

Global Manufacturing is committed to conducting its activities with the health and safety of all employees, contractors and all stakeholders as a fundamental consideration. Global Manufacturing believes that all injuries and industry related diseases are preventable and therefore strives to continuously improve its health and safety performances.

To meet these commitments, Global Manufacturing and its contractors shall:

  • Manage health and safety matters as a critical business activity;
  • Delay or stop activities where effective mitigation controls are not in place to manage identified hazards;
  • Apply a systematic approach to all activities that shall demonstrate continual improvement in health and safety performance;
  • Assess the health and safety hazards associated with all activities and employ mitigation measures to reduce those hazards;
  • Include health and safety performance in the appraisals of staff;
  • Require contractors to manage health and safety in line with this policy;
  • Set targets and regularly monitor, audit and report performance against those targets; and
  • Apply and demonstrate compliance with applicable occupational health and safety laws and regulations.

The implementation and effectiveness of this health and safety policy is the responsibility of all employees and shall be reviewed annually by management.

ANTI-DISCRIMINATION POLICY

Global Manufacturing Group is an equal opportunity employer. All team members shall be treated on their merits, without regard to race, sex, marital status or any other factor not applicable to the position. Team members shall be valued according to how well they perform their duties, their ability and enthusiasm to maintain Company standards of service.
The Company shall not tolerate any form of discrimination. All team members have the right to work in an environment free of discrimination and harassment. Discrimination undermines proper working relationships and may cause low morale, absenteeism and resignations.
Under federal and State anti-discrimination laws, discrimination in employment on the following grounds is against the law:

  • Sex
  • Pregnancy
  • Marital Status
  • Political belief and activity
  • Lawful union activity
  • Age
  • Lawful sexual activity
  • Parental status
  • Race
  • Criminal record
  • Religion
  • Social origin
  • Impairment

Discrimination is against the Law.
Managers and Team leaders shall ensure that all employees are treated equitably and are not subject to discrimination. They shall ensure that persons, who make complaints, or witnesses, are not victimized in any way. Reports of discrimination or harassment shall be treated seriously and investigated promptly, confidentially and impartially. Written complaint is not required. Disciplinary action shall be taken against anyone who discriminates against a co-worker. Discipline may involve a Warning, Transfer, Counseling, Demotion or Dismissal, depending on the circumstances.
WHAT TO DO IF YOU ARE DISCRIMINATED AGAINST
Choose the course of action feel most comfortable with. Do not ignore discrimination thinking it will go away- often it just gets worse.

  • Talk to your Team Leader, WHS Officer, however if this not appropriate,
  • Contact one of the Directors

WHAT IS DISCRIMINATION
Discrimination occurs when someone is treated unfavourably because of his or her personal characteristics. Discrimination may involve:

  • Offensive "jokes" or comments about another workers racial or ethnic back ground, sex, sexual preference, age, disability or physical appearance.
  • Display of pictures or posters that are offensive derogatory.
  • Expressing negative stereotypes of particular groups, eg. "Married women shouldn't be working".
  • Judging someone by their political or religious beliefs rather than their work performances.
  • Using stereotypes or assumptions to guide decision-making about a person's career.
  • Undermining a person's authority or work performance because you dislike them or their personal characteristics.

EMPLOYEES RESPONSIBILITY POLICY

Ultimately the success of the Company's Health and Safety program will depend on the degree to which all employees accept and participate in the program.

All employees have a moral as well as a legal obligation to comply with statutory and Company systems, procedures and rules that are introduced to protect the health and safety of all employees, Company assets, General Public and the Environment.

The Directors have the responsibility to establish policy and to adopt procedures to ensure the health and safety of all employees. All Managers and Team leaders have the responsibility to implement these policies and procedures and to enforce their use throughout the Company.

Notwithstanding industry and award agreements and the obligations imposed by them. All Company employees including Permanent, Part Time and casual are required to accept the following responsibilities as a condition of employment with Global Manufacturing Group.

  • To perform all work and associated functions in the safest possible manner.
  • To obey all lawful written and verbal Health and Safety instructions issued by the Company or its Officers.
  • Safety foot wear must be worn at all times while risk to feet exists.
  • To use correctly and maintain in serviceable condition, all personal protective clothing and equipment supplied by the company in the appropriate circumstances.
  • To be responsible for the security and storage of all personal protective clothing and equipment supplied by the company for their use.
  • To cease to operate and report immediately any malfunctioning plant or equipment and not to use such plant and equipment until safeguards are in place or repairs have been made.
  • To take corrective action to eliminate hazards within the workplace and/or report those hazards, which the employee him/her self cannot correct.
  • To establish and maintain at all times the highest possible standards of housekeeping and cleanliness in individual work areas and on Company property generally.

WORKPLACE BULLYING POLICY

GLOBAL MANUFACTORING GROUP CONSIDERS WORKPLACE BULLING UNACCEPTABLE AND WILL NOT TOLERATE IT UNDER ANY CIRCUMSTANCES.

Workplace bulling is the 'The less favourable treatment of a person by another or others in the workplace, which may be considered unreasonable and inappropriate workplace practice'. It includes sexual harassment, discrimination and behavior that intimidates, offends, degrades or humiliates a worker, possibly in front of co-workers, clients or customers.

Global Manufacturing Group takes a very serious view of all acts of violence and/or physical assault. Behaviour of this type may lead to instant dismissal, Police involvement and be dealt with under the criminal code.
 
This unwelcomed activity in a workplace may cause the loss of trained and talented employees, reduce productivity, moral and create legal risks.

This company believes that all employees should be able to work in an environment free from all forms of harassment. Directors and Team Leaders must ensure employees are not put at risk or disadvantaged by the actions of others in the workplace

The directors encourage all staff to report workplace bulling. Team Leaders and Managers are to make sure those employees who make complaints, or who witness an act of bulling are not victimized. Any reports of inappropriate behavior will be treated seriously and investigated promptly, confidentially and impartially. Global Manufacturing Group has procedures in place to deal with workplace grievances.

Disciplinary action will be taken against anyone who harasses or bullies a co-worker. Discipline may involve a warning, transfer, counseling, demotion, or dismissal depending on the circumstances.

All incidents are to be reported to Safety Department (WH&S Officer) as soon as possible, using the appropriate form (OHS-Fo11 Incident Report)

SEXUAL HARASSMENT POLICY

It is the policy of Global Manufacturing Group to provide a workplace that is free from sexual harassment and to uphold all laws pertaining to sexual harassment.
All team members employed by this company are expected to abide by the relevant rules and regulations.
The Queensland Anti-Discrimination Act 1991 and the federal Sex Discrimination Act 1984 prohibits sexual harassment.
SEXUAL HARASSMENT IS ILLEGAL AND GLOBAL MANUFACTURING GROUP WILL NOT TOLERATE THIS TYPE OF CONDUCT.
Sexual Harassment is very serious. It is any form of unwanted, unwelcomed or uninvited sexual behavior, which is or might be offensive, humiliating, intimidating or embarrassing to another person. Sexual harassment can take various forms and be obvious or indirect, physical or verbal.
Conduct of this nature does not have to be repeated or continuous to be against the law. Some actions are so offensive they constitute sexual harassment without being repeated.
Listed below are some examples of sexual harassment:

  • Unwelcomed physical touching;
  • Sex based insults/ taunts;
  • The display of material that another person may find sexually offensive i.e Books, Posters, Screen savers, Artifacts ect.
  • Subjecting another person to conduct of a sexual nature through offensive communications, including telephone calls, letters, faxes & e-mail;
  • Making any requests for sexual favours, Unwelcome sexual advances or unwanted invitations;
  • Making remarks or insinuations of a sexual nature relating to another person such as suggestive comments, jokes or innuendo.
  • The invasion of another person's privacy by staring, leering or asking questions about their private life.

Sexual harassment has nothing to do with mutual attraction or friendship. Sexual interaction such as flirtation and attraction is not sexual harassment when it is invited, mutual, consensual or reciprocated.
SEXUAL HARASSMENT IS A DISMISSIBLE OFFENCE.
Any person whom believes he or she is experiencing sexual harassment should report the circumstances to their Team Leader, Manager or WHS Officer.

SMOKE-FREE WORKPLACE POLICY

There is strong scientific evidence that passive smoking is hazardous to health. In accordance with its legal obligations to protect the health and safety of those who work and visit this site, Global Manufacturing Group (GMG) has developed the following smoke-free workplace policy:

REQUIRMENTS

  1. Managers of Global Manufacturing Group have allocated designated smoking areas for staff and ensure that the Queensland Government Laws are abided :
  2. No smoking in any Global Manufacturing Group buildings or enclosed area containing a roof and three (3) or more walls.
  3. No smoking within four (4) metre radius of the entrance to any Global Manufacturing Group buildings
  4. No smoking in areas where the general public will be exposed to the inhalement of cigarette smoke.
  5. The designated area must only contain a roof and no more than two (2) walls.
  6. The designated smoking area must be confined away from non-smoking employees that would be exposed to the inhalation of cigarette smoke.
  7. Staff are required to refrain from smoking outside of their allocated smoking tea and lunch breaks.
  8. Staff are not to smoke in any Global Manufacturing Group external buildings, including toilets.

DRUG AND ALCOHOL POLICY

Global Manufacturing Group does insist on a Drug and Alcohol (intoxicated) free workplace and will follow the standards detailed below:
The use of, possession of, or being under the influence of any intoxicating liquor or illegal drug whilst in the employment or on any of the Company's premises is prohibited.

Acceptable levels of alcohol for providing a specimen of breath (Breath Testing) is deemed at the "General Alcohol Limit" if the concentration of alcohol in the person's breath is up to 0.5g of alcohol in 20L of breath. (Known as .05)
Employees may be asked to undergo a random test to conform to our joint obligations under the WH&S Act, the wishes of the Company's Medical Consultant and /or at the discretion of Management.

AIM
It is recognized that the inappropriate use of drugs and alcohol by an employee can lead to major deficiencies in an individual's work performance and is a contributing factor in industrial incidents, driving accidents and road fatalities.
It aims to ensure this organization meets its obligations in respect to providing a safe environment for all employees and the community.

BREACHES OF POLICY
Sent home without pay
Written Warning
Possible Disciplinary Action

PRIVATE MOBILE PHONE & PRIVATE PHONE CALLS POLICY

PURPOSE

To clearly establish procedures for Global Manufacturing Group staff engaging in private phone calls, either on private mobile phones or company phones.

SCOPE

This policy covers the requirement for staff to limit the amount of outgoing and incoming private phone calls during the working hours at all Global Manufacturing Group sites.

REQUIREMENTS

  • Private mobiles are only to be utilized during allocated Meal breaks on all shifts, unless prior approval from a Team Leader or one of the Company Directors, owing to a serious emergency situation.
  • Company mobile phones are not to be utilized for private phone calls, unless prior approval from one of the Directors.
  • All staff responsible for company mobile phones found abusing the policy, will be required to re-imburse Global Manufacturing Group the monies accumulated in private phone calls and Disciplinary action may be taken.
  • All staff will be accountable for their company mobile phone use-age and at any time these staff may be called upon from the Directors to audit their itemised phone bills.
  • Global Manufacturing Group appreciate that from time to time, it may be necessary to make private phone calls from company "lands-line" phones. Staff are required to obtain permission from their Team Leader or a Director for these calls and they should be limited in duration of time.

Managing Directors
Richard Aylward
Phil Dowling
Peter Wall

 

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