Employee Guide
5.1 Employee Induction
Milbrae believes that our people are our most valuable resource. Induction, training and professional development are key themes underpinning our selection and retention strategies.
Company inductions, training programs, important updates, and safety advice is issued through the Rapid Global portal. Employees must ensure that all resources delivered to them via this site are completed and up to date. For more information about your Rapid Global account contact your manager or the Human Resources Coordinator.
5.2 Employee Conditions
Milbrae employees are engaged under the terms and conditions described in one of the Company’s Workplace Agreements, modern award or an individual contract.
5.3 Code of Conduct
Milbrae has built a reputation for reliable and exceptional service delivery by demonstrating respect for our customers, the community and each other. The Code of Conduct is designed to assist employees to align behaviour with company values promoting a positive culture and a consistent approach to dealing with a range of complex issues. The Code of Conduct cannot cover every situation. However, it is important to maintain a commitment to the principles of the Code and consider our actions in conjunction with the suite of company policies.
The Code of Conduct covers issues related to employee integrity and workplace confidentiality, human rights, conflict of interest, off duty standards of behaviour, social media, social functions, fraud, gifts and the use of Company resources. The Code of Conduct can be found here:
5.4 Training & Development
Milbrae is working to develop a well trained workforce with verified competence in all tasks and duties required of them including:
Task specific competency requirements
Mandatory Licensing
Industry based assessments (best practice)
To achieve this goal a gap analysis is conducted for each employee and a planned training program designed. Training records are maintained and available on request.
5.5 Discipline Procedure
The purpose of a disciplinary procedure is to identify any unsatisfactory work related issues with the employee concerned, with the aim of improving performance.
5.6 Verification of Competency
5.7 Health Assessments
Milbrae employees are advised at the time of engagement that they may be required to undergo a health assessment either at the commencement of their employment or periodically throughout their tenure. This is aimed toward ensuring workers are not exposed to unacceptable risk whilst performing their role.
5.8 Personal Protective Equipment
PPE will be provided by Milbrae in accordance with Legislation and Australian Standards. All employees are required to wear identified PPE in accordance with manufacturing instructions at all times.
Personal PPE items will be issued to workers at the commencement of employment and replaced on a fair wear and tear basis. Disposable PPE will be kept on site at point of use locations.
5.9 Sun Safety
Milbrae recognise the health risks associated with exposure to ultraviolet radiation from the sun. The company has implemented a Sunsmart Policy with required controls to minimise the risk of exposure for their workers.
5.10 Alcohol & Drug Management
Milbrae employees must not attend work or enter an operational site while under the influence of alcohol or drugs. To protect employees and property the Company has adopted a causal and incident approach to drug and alcohol testing.
5.11 Fatigue Management
Milbrae recognises that an individual’s fitness for work may be compromised by fatigue and/or an altered emotional state which could pose a risk to themselves, to others or to property. Milbrae is committed to providing a workplace that is free of hazards associated with fatigue.
5.12 Smoking in the Workplace
Milbrae protects the health of workers by providing designated non smoking areas at their sites and ensures compliance with relevant State and Federal law regarding smoking within the workplace.
5.13 Mobile Phone Use, iPod & MP3 Devices
Mobile phones cannot be used by any person in control of a vehicle or mobile equipment unless an approved and appropriate hands free kit has been fitted.
The use of iPods, MP3 players or other similar devices with earphones is strictly prohibited in the operational work environment. It is important that everyone in the workplace is aware of their surroundings at all time. Such devices can severely limit the ability to hear auditory alarms and warnings.
5.14 Workers Compensation & Rehabilitation
Milbrae is committed to providing an effective injury and illness management program that is consistent with Legislative and regulatory requirements. Our program aims to assist with optimal recovery and provide early return to work. Injury management is administered under the guidance of a Return to Work Coordinator and suitable workplace duties will be found for ill or injured workers where reasonably practicable.
5.15 Employee Separation
To assist Milbrae improve workplace practices departing employees are asked to participate in an exit interview and return Company resources as described in the Employee Separation Procedure.