Company Policies
Equal Employment Opportunity
Equal Employment Opportunity is the right to be considered for a job on the basis of skill, aptitude and relevant qualifications – that is, on the basis of merit. Discrimination, as described in both State and Federal legislation, refers to any discrimination, exclusion or preference made on the basis of irrelevant personal characteristics such as sex, race, colour, national origin, marital status, disability, religion or political opinion, which has the effect of impairing equality of opportunity or treatment in employment or occupation. In addition to these specified grounds the definition may be extended to such other grounds which have the same effect. These include age, physical disability, criminal record, personal attributes, trade union activities and sexual preference. Innovative Recruitment’s adoption of an EEO policy means that a person’s sex, marital status, religion, nationality, political persuasion or physical or intellectual impairment will not be a barrier to them being employed, trained or promoted. We believe the EEO is a management tool that can be used to increase the efficiency and effectiveness of the organisation by allowing all employees to participate to the limit of their capabilities, without restrictions based on discriminatory beliefs, attitudes or practices being placed upon them. Therefore Innovative is committed to an ongoing program of appraisal, review and enhancement of current employment and people management practices. An employee who believes he or she has grounds for believing they have been discriminated against on any of the above grounds should discuss the situation with their Manager.
Disclosures
We may disclose your personal information for the purposes for which it is primarily held or for a related secondary purpose. In some cases we may only disclose information with your consent. We may disclose your personal information where we are under a legal duty to do so, including circumstances where we are under a lawful duty of care to disclose information.
Fair Treatment Policy
Innovative Recruitment’s procedures for managing concerns regarding personal treatment, which may be discriminatory, harassing, bullying or victimising, are designed to provide fast, safe, effective solutions which are fair and reasonable. Innovative acknowledges that behaviour or comments that are acceptable to one person may offend or be unwelcome to another. We understand that perceptions and interpretations can differ because of background, culture and age for example. All Employees (Permanent and Temporary) are expected to take account of this in their everyday behaviour and in the resolution of any concerns. Discrimination, workplace harassment and bullying of Employees or by Employees in the course of their work, is not acceptable under any circumstances. If an Employee is found to be in breach of this policy, appropriate disciplinary action will be taken, up to and including dismissal. Under Australian legislation, discrimination or harassment in employment may be unlawful if based on one of the protected characteristics below. It is also in breach of our Policy. National or ethnic origin, race, colour. Status as a parent or carer. Impairment or Disability. Age. Sex. Political beliefs or activity. Religious beliefs or activity. Marital status. Pregnancy. Breastfeeding. Gender identity. Physical features. Industrial activity (union membership or non membership). Irrelevant medical or criminal record. Personal association with someone who has any of the protected characteristics. Definitions: Discrimination – refers to any practice that results in a person or groups of people being treated less favourably than another person or group of people. Discrimination in employment is unlawful and in breach of Innovative Recruitment policy if it is based on any of the protected characteristics. Workplace Harassment – occurs when one person subjects another to behaviour that is unwelcome or uninvited and which offends, humiliates or intimidates the person. Harassment can make the workplace uncomfortable or unpleasant, not only to the person at whom it is directed, but for others as well. Workplace harassment is unlawful and in breach of Innovative Recruitment’s policy if is it based on any of the protected characteristics.
Inquiries & Complaints
You can make further inquiries or complaints about our privacy policies to our Privacy Coordinator whose contact details are Privacy Coordinator Innovative Recruitment Suite B3 63 – 85 Turner Street Port Melbourne Phone 03 9646 8155 Fax 03 9646 8177 You can also make complaints to the Office of the Federal Privacy Commissioner.
General Privacy Policy
National Privacy Principles The National Privacy Principles established by the Privacy Act 1988 apply to Innovative Recruitment Type of Personal Information held Personal information that we collect and hold usually falls into the following categories: Candidate Information submitted and obtained from the Candidate and other sources in connection with applications for work; Work performance information; Information about incidents in the workplace; Staff information; Information submitted and obtained in relation to absences from work due to leave, illness or other causes; Information obtained to assist in managing client and business relationships; Purposes for which we hold personal information We primarily hold personal information for the following: Placement operations; Recruitment; Staff management; Training; Client and business relationship management; Marketing
Access
Subject to some exceptions that are set out in the National Privacy Principles, you can gain access to the personal information that we hold about you. We do refuse access if it would interfere with the privacy rights of other persons or if in breach of any confidentiality that attaches to that information. If you wish to obtain access to your personal information you should contact our Privacy Coordinator. You will need to be in a position to verify your identity. We might impose a moderate charge in providing access. Our Privacy Coordinator would discuss these with you. You should also anticipate that it may take a little time to process your application for access as there may be a need to retrieve information from storage and review information in order to determine what information may be provided.