Policy Library

Modern Slavery Policy

What is the purpose of this policy?

We will limit risks of modern slavery practices in our business and supply chain. This policy supports our commitment and underpins our annual modern slavery statement
(www.konnexuscg.com.au).

Who this policy applies to?

This policy applies to you if you are involved in our business, including if you are anemployee, director, officer, labour hire staff, contractor or other representative of ourbusiness or of any business in our supply chain.While this policy is not part of any contract you may have with us, you are expected to complywith it.If you do not comply with this policy, we may end our business relationship with you and if youare an employee, you may be disciplined or dismissed.

What is modern slavery?

Modern slavery is depriving a person of freedom for commercial gain and in violation of fundamental human rights.

 It describes situations where offenders use coercion, threats or deception to exploit victims and undermine their freedom. Modern slavery involves serious exploitation, not sub-standard working conditions or the underpayment of workers although this may be unlawful for other reasons.

 Modern slavery can take many forms including:

  • Slavery – owning a person, trading in slaves or financing slave trading (ie, human trafficking)
  • Forced labour – forcing a person to work by coercion or threats (and servitude is when that person’s freedom is significantly restricted)
  • Forced marriage – a marriage without free and full consent – eg, due to lack of understanding or duress/coercion
  • Debt bondage – a person works to pay off a large debt, for an unlimited time or where the value of the work is not applied to the debt
  • Deceptive recruiting – a recruiter charges a fee for the job offer, confiscates identity documents, deceives a person about personal freedom or their ability to leave the job
  • Child labour – not always unlawful but not tolerated by us when it involves exploiting children, depriving them of education, making them work in unsafe working environments

Modern slavery can be complex and multi-faceted and can be difficult to spot.

What are indicators of modern slavery practices?

Modern slavery indicators may include where a person:
  • is not in possession of their own passport, ID or travel documents;
  • is acting as though they are being instructed or coached by someone else;
  • allows others to speak for them when spoken to directly;
  • is dropped off and collected from work;
  • is withdrawn or appears frightened or have physical indicators of slavery, such as injuries;
  • unable to contact friends or family freely;
  • has limited social interaction or contact with people outside their immediate environment;
  • story contains obvious errors;
  • acts with hostility or have difficulty in concentrating due to trauma;
  • has few possessions;
  • has little or no control over their finances or no access to a bank account, or they are being significantly overcharged for their accommodation; and
  • is living in a very poorly maintained and overcrowded place.

These indicators are not exhaustive and do not necessarily mean there are modern slavery practices. Sometimes there may be other reasons or circumstances that indicate that something is not right.

Why do we want to limiit risks of modern slavery practices?

Limiting modern slavery practices makes good business sense, protecting our workers and our reputation.

It also supports us in assessing and addressing modern slavery risks as required by modern slavery legislation.

What are our responsibilities?

We will endeavour to:

  • prepare a modern slavery statement as required by Australian law;
  • identify and address modern slavery risks in our business and supply chain; and
  • take steps to raise your awareness of modern slavery risks, including by having this policy.

What are your responsibilities?

You must take all reasonable steps to ensure our business and supply chain is free of modern slavery practices.

However senior you are and regardless of your business relationship with us, you must pay close attention to the high-risk areas identified in our Modern Slavery Statement, particularly supply chain and outsourcing in jurisdictions without adequate safeguards.

Some areas of the business are likely to have more exposure than others, including procurement and sourcing, human resources, finance, risk, sustainability, projects, legal and leadership.

Examples of specific responsibilities include:

  • participating in all training, including in this policy;
  • leading by example by making appropriate checks on all employees, recruitment agencies, suppliers, etc to ensure we know who is working for us;
  • remaining alert to indicators of slavery (see above);
  • using only approved contracts which include modern slavery clauses; and
  • obeying our instructions regarding modern slavery.

Turning a blind eye is unacceptable and if you reasonably suspect there may be modern slavery, report it under this policy.

How do I report slavery concerns?

If you have a reasonably held suspicion of modern slavery practices, discuss your concerns with Tracee Rowe (tracee@konnexuscg.com.au), who will decide a course of action and provide any further advice.

If there is immediate danger call the police — don’t tackle a situation on your own as dangerous criminals can be behind modern slavery and human trafficking.

Not all victims may want to be helped and sometimes, reporting a suspected trafficking case puts the potential victim at risk, so it is important that unless there is immediate danger, you discuss your concerns first with Tracee Rowe before taking any further action.

Keep your eyes and ears open—your awareness and actions may stop someone from being exploited or abused.

Who is responsible for this policy?

Our board of directors are responsible for this policy and will review reports of material slavery concerns.

The policy may be amended, replaced or removed and the current version can be found here: www.konnexuscg.com.au.

Purpose and availability of policy

  • Konnexus Pty Ltd is committed to a culture of good commercial practice and highly ethical behaviour.
  • Konnexus Pty Ltd’s ethical values are set out in Konnexus Pty Ltd’s Employee Toolkit .
  • This policy deals with issues relating to those employees (or others) who wish to raise issues about whether Konnexus Pty Ltd or its employees have complied with applicable laws and other standards of behaviour (such as Konnexus Pty Ltd’s policies or codes of conduct).
  • This policy is available on www.konnexuscg.com.a

Application

  • This policy applies to all current and former employees, volunteers and suppliers of Konnexus Pty Ltd. Other persons (such as third-party contractors, customers, relatives, dependants or dependants of spouses of any employee) may use the procedures in this policy.
  • In this policy, the people this policy applies to are referred to as an “eligible person” (Eligible Person).

Objectives

The objectives of this policy are to:

  • encourage every Eligible Person to disclose any malpractice, misconduct or conflicts of interest of which they become aware;
  • provide protection for every Eligible Person who disclose allegations of malpractice, misconduct or conflicts of interest; and
  • indicate when such disclosures will be investigated.

Policy

Whistleblower protection

  • This policy is designed to give guidance so that honesty and integrity are maintained at all times at Konnexus Pty Ltd.
  • To the maximum extent practicable, a person who genuinely discloses an allegation or concern about compliance with laws or other standards of behaviour (Whistleblower) will be protected from any adverse action (such as dismissal, demotion, suspension, harassment, or other forms of discrimination) because they have raised such allegations. Subject to this policy, a Whistleblower is protected, even if the allegations prove to be incorrect or unsubstantiated (although a person who maliciously or vexatiously makes disclosures or makes false disclosures may be subject to disciplinary action).
  • Employees who participate, or assist in, an investigation involving reportable conduct will also be protected. Every effort will be made to protect the anonymity of the Whistleblower, however, there may be situations where anonymity cannot be guaranteed. In such situations, the Whistleblower will be informed.

Reportable conduct

  • Reportable conduct that can be the subjected of a protected Whistleblower report is anything the Eligible Person has reasonable grounds to suspect concerns misconduct or an improper state of affair or circumstances.
  • Examples of things that may be considered misconduct or an improper state of affair or circumstances include:
    • dishonesty;
    • fraud;
    • corruption;
    • illegal activities (including theft, drug sale/use, violence, threatened violence, or criminal damage against Konnexus Pty Ltd assets/property);
    • discrimination, vilification, sexual harassment, harassment, bullying and victimisation;
    • acts or omissions in breach of commonwealth or state legislation or local authority by-laws;
    • unethical behaviour;
    • other serious improper conduct (including gross mismanagement, serious and substantial waste of Konnexus Pty Ltd resources, or repeated breaches of administrative procedures);
    • unsafe work-practices;
    • any other conduct which may cause financial or non-financial loss to Konnexus Pty Ltd or be otherwise detrimental to the interests or reputation of Konnexus Pty Ltd, or any of its employees; or
    • the deliberate concealment of information tending to show any of the matters listed above.

Conduct that is not reportable

This policy does not apply to:

  • personal work-related grievances;
  • health and safety hazards; or
  • general employment grievances and complaints by a person about their own employment or situation.

How to speak up about reportable conduct

  • Any person who has reasonable grounds to suspect that reportable conduct as defined in clause 4.2 or a breach of a law or other standard of behaviour has occurred, is encouraged to report that suspicion to that person’s manager. If this is considered inappropriate, that person should raise the concern with Tracee Rowe(tracee@konnexuscg.com.au), by phone or email, or in writing. Any items of concern may also be raised with Tracee Rowe.
  • All disclosures should provide specific, adequate and pertinent information with respect to, among other things, dates, places, persons, witnesses, amounts, and other relevant information, in order to allow for a reasonable investigation to be conducted.
  • If the Whistleblower’s name disclosed in the disclosure, the person receiving the disclosure will acknowledge having received the disclosure and may initiate a follow-up meeting. However, if the disclosure is submitted on an anonymous basis, there will be no follow-up meeting regarding the disclosure and Konnexus Pty Ltd will be unable to communicate with the Whistleblower if more information is required, or if the matter is to be referred to external parties for further investigation.
  • All disclosures received will be dealt with on a confidential basis and Whistleblowers are encouraged to disclose their identities, to obtain the protection afforded to them at law.

6. Confidentiality and anonymity

  • Konnexus Pty Ltd recognises that maintaining appropriate confidentiality is crucial in ensuring that potential Whistleblowers come forward and make disclosures in an open and timely manner and without fear of reprisals being made against them.
  • Konnexus Pty Ltd will take all reasonable steps to protect the identity of the Whistleblower and will adhere to any statutory requirements in respect of the confidentiality of disclosures made. In appropriate cases, disclosure of the identity of the Whistleblower, or the allegation made by them, may be unavoidable, such as if court proceedings result from a disclosure pursuant to this policy or there is a threat to life or property or if the company has an obligation to do so.

7. How the company actions a Whistleblower report

  • Once a disclosure has been received from a Whistleblower, Konnexus Pty Ltd will consider the most appropriate action. This might include an investigation of the alleged conduct, either by an appropriate person or a group of people, such as a committee.
  • Any investigation in relation to a disclosure will be conducted promptly and fairly, with due regard for the nature of the allegation and the rights of the persons involved in the investigation.
  • Any evidence gathered during an investigation, including any materials, documents or records, must be held by the investigator, and held securely.
  • During the investigation, the investigator will have access to all of the relevant materials, documents, and records. The directors, officers, employees and agents of Konnexus Pty Ltd must cooperate fully with the investigator.
  • Following the investigation, a final report will issue and appropriate action taken where applicable.

Support and protection of an Eligible Person following a report

When the policy will operate

This policy protects the Whistleblower against any reprisals, provided that the Whistleblower identifies himself or herself to Konnexus Pty Ltd, and the disclosure is:

  • reportable conduct under clause 4.2 of this policy;
  • submitted in good faith and without any malice or intentionally false allegations;
  • based on the Whistleblower’s reasonable belief that the alleged conduct, or issue related to the alleged conduct constitutes, or may constitute, a material breach of a law or other standard of behaviour; and
  • does not result in a personal gain or advantage for the Whistleblower.

No reprisals

  • The company will not take any adverse action against a Whistleblower because they have made a disclosure, which meet the above-mentioned conditions, unless the Whistleblower is a participant in the prohibited activities with respect to which the complaint is made.
  • If the Whistleblower was involved in the conduct, which was the subject of the disclosure, the fact that the Whistleblower has made the disclosure may be taken into account in determining the severity of the disciplinary measures, if any, that may eventually be taken against such Whistleblower.
  • Any reprisals against a Whistleblower are a serious breach of this policy and may result in disciplinary action, including dismissal. This protection applies to anyone providing information related to an investigation pursuant to this policy.
  • While it is the right of the Whistleblower to remain anonymous, if the Whistleblower does not identify themselves and requires complete anonymity, it will be hard for Konnexus Pty Ltd to protect them.

Communications to the Whistleblower

Konnexus Pty Ltd will ensure that, provided the disclosure was not made anonymously, the Whistleblower is kept informed of the outcomes of the investigation of the allegations, subject to the considerations of privacy of those against whom allegations are made.

Review of policy

Konnexus Pty Ltd will periodically review this policy and update as required.

Further information and advice

For further information, refer to other related policies or contact Rina Gami (rina@konnexuscg.com.au).

Policy statement

The Company and management recognise that the health and safety of all workers and third parties is of vital importance and is key to a successful business.

We aim to continuously maintain and improve the work environment to ensure that it is, so far as is reasonably practicable, safe for all workers and third parties and without risk to their health. The Company will endeavour to continuously improve health and safety in the workplace through consultation, the adoption and improvement of safe work practices, as well as increasing the awareness of health and safety obligations for management and all other workers.

Tracee Rowe

Director

On behalf of Konnexus Pty Ltd

01 Jan 2024

Review date: 31 Jan 2025

WHS obligations

The Company’s responsibilities

The Company aims to:

  • provide and maintain a work environment (including equipment and systems of work) that is, so far as is reasonably practicable, safe for all employees and third parties and without risk to their physical and mental health, and their dignity;
  • provide adequate facilities for the welfare of workers and other persons at work;
  • provide information, training, instruction and supervision as necessary to maintain a healthy and safe workplace;
  • monitor the workplace and the health and safety of workers to assist in preventing injury and illness;
  • communicate with senior management on a regular basis on any matters that concern the provision of a healthy and safe workplace; and
  • consult with workers on matters of work health and safety.

Managers, employees and other workers are responsible for ensuring the health and safety of themselves and others at work.

Harassment and bullying

  • The Company expects all employees to comply with the Equal Employment Opportunity & Anti-Bullying.
  • The Company takes seriously the effects of harassment and bullying, and the rights of employees to a workplace free from all such behaviours as referred to in the Equal Employment Opportunity & Anti-Bullying.
  • Harassment and bullying are health and safety issues. In this policy, all references to health, injury, safety, risk, and incidents incorporate the protection of individuals from harassment and bullying and their effects.

Duties of management

Specifically, managers, supervisors and other similar position holders are also required to:

  • keep updated on work health and safety matters;
  • understand the practices and the processes used by the Company to comply with its work health and safety duties;
  • ensure that the appropriate resources and processes are available to eliminate or mitigate any risks to health and safety of workers and third parties;
  • maintain adequate mechanisms for receiving, considering and acting on any information received regarding workplace incidents or hazards;
  • monitor workplace conditions and identify issues that need to be actioned to maintain a healthy and safe workplace, including any matters raised by other workers; and
  • consult workers on health and safety matters, and ensure that proper supervision and training is provided for a safe workplace.

Duties of employees

As an employee or other worker, your obligations are as follows:

  • you must take all reasonable steps at work to ensure your health and safety and the health and safety of others. This includes wearing and using all safety gear provided to you;
  • you must comply with any applicable codes of practice and all directions given to you in relation to WHS issues;
  • you must not engage in practical jokes or other conduct which may result in injury
  • to others;
  • you must immediately notify your manager or supervisor if you become aware of any matter which you consider may affect the health or safety of employees or visitors to the Company;
  • you must immediately notify your manager or supervisor if you sustain a workplace injury or become aware that another worker has suffered a workplace injury; and
  • as soon as practicable after you have become aware of any potential hazard, have sustained a workplace injury, or have become aware that another worker has sustained a workplace injury, you must complete all relevant reporting forms to report the hazard and/or injury.

Duties of visitors and non-employees

If a person is not a worker, but attends the Company’s premises, they must:

  • take reasonable care of their own health and safety;
  • take reasonable care that their actions or omissions do not adversely affect the health and safety of others, and
  • comply, so far as they are reasonably able, with any instructions that may given by the Company regarding any health or safety matters.

All employees, other staff and visitors to the Company must comply with this policy. Failure to comply with this policy may result in disciplinary steps being taken including termination and may expose you and the Company to prosecution.

Reporting Accidents, Incidents, and Injuries

As per your duties as a worker, all accidents, incidents, injuries and ‘near misses’, whether they occur at work or while travelling to and from work, must be reported immediately to your manager, or if that person is not available, to another person with management responsibilities.

In addition:

  • Where there is a very minor injury which requires no treatment or first aid treatment only, a record should be made on the Register of Injuries;
  • Where an accident, injury or ‘near miss’ occurs that requires or has the potential to require medical treatment, it should be reported on the Incident or Hazard Report form as soon as possible, and no later than 24 hours after the event. The Company’s workers compensation insurers will be notified of any injuries that may require compensation within 48 hours. The results of any investigations or corrective actions will also be summarised on the Incident or Hazard Report Form;
  • If requested, you must also complete a Worker’s Injury Claim Form and obtain a certificate of capacity from the treating doctor. Together with the Company’s insurance company and the worker’s treating doctor, a suitable return-to-work plan will be coordinated for any worker who requires it.
  • Incidents of harassment or bullying must be reported in accordance with the Company’s Equal Employment Opportunity & Anti-Bullying.

Reported incidents or hazards will be investigated by the Company promptly. We will identify the causes and assess any hazards that need to be controlled. Management will discuss the incident with you or any relevant workers to decide on suitable controls needed to eliminate or mitigate any risks in place.

Hazard and Risk Identification

The Company has processes in place to identify, assess and control workplace hazards along with measures to review those controls.

If a potential hazard is identified, the manager or worker should report the hazard or risk as soon as possible, regardless of how minor it may seem. Once identified, the severity of the hazard will be assessed and appropriate control measures will be implemented to eliminate or mitigate the hazard. The implemented control measures will be reviewed for effectiveness, and adjusted if necessary.

Emergency Evacuation Procedure

The Company and management will ensure that employees are familiar with the evacuation procedures and the location of any emergency exits

In the event of an emergency that may impact the Company’s premises or the safety of workers, appropriate instructions will be provided.

If an evacuation is announced, workers should leave the building immediately via the nearest emergency exit to the nearest evacuation assembly point, in accordance with the premises’ evacuation plan. At all times you should remain calm and do not run, panic or take any belongings with you while evacuating.

1. About this policy

  • This Environmental Policy formalises our commitment to supporting the principles of environmental sustainability and recognises that a sustainable environment is central to our lives and our work.
  • Konnexus Pty Ltd is committed to managing its activities to promote environmental sustainability, conserve and enhance our natural resources, prevent environmental pollution and bring about continual improvement in our environmental performance.
  • The aim of this Environmental Policy is to integrate a philosophy of environmental sustainability into all of the organisation’s activities and to establish and promote sound environmental practice in our operations. We will achieve this by:
    • Informing staff and stakeholders of our commitment to the environment and sustainability.
    • Supporting the implementation of environmental actions within our organisation.
    • Monitoring the progress of those environmental actions.
    • Communicating the outcome of those environmental actions to relevant stakeholders.

Who is responsible for this policy?

  • This policy is owned by Konnexus Pty Ltd. It will be reviewed every twelve-months. Changes may be made at any time based on guidance or amended organisational priorities.
  • Line managers have day-to-day responsibility for this policy and you should refer any questions about this policy to them in the first instance.
  • Suggestions for changes or additions to this policy are welcome and should be reported to Rina Gami (rina@konnexuscg.com.au).

Who does this policy apply to?

  • This policy covers all employees, officers, directors, consultants, contractors, volunteers, interns, casual workers and agency workers.
  • This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time.

Environmental sustainability statement

  • The Earth’s environment is under severe stress from uncontrolled human activity, threatening the survival of our society and the performance of Konnexus Pty Ltd’s mission.
  • Konnexus Pty Ltd respects our relationship with the natural environment and its ecosystems. We acknowledge the adverse impacts that human activity can impose and take actions to prevent degradation of those natural systems. We acknowledge the specific impacts of our business on the natural environment, and our responsibility as a good corporate citizen to ensure a natural environment that is sustainable.
  • Konnexus Pty Ltd commits to the following principles and practices:
    • Monitoring and managing our environmental performance and working towards targets set to reduce adverse impacts.
    • Complying with all relevant international, national, state and local environmental policy, practices, regulations and legislation, and industry-specific best practice.
    • Reducing the consumption of natural resources in daily operations, including water, paper and energy.
    • Maximising the recycling of resources.
    • Disposing of all waste appropriately, and minimising waste sent to non-recyclable disposal sites.
    • Committing to the principles of preventing pollution to the environment and continual improvement in our environmental management.
    • Minimising pollution by taking steps to limit carbon emissions resulting from vehicle and air travel.
    • Where possible, encouraging suppliers to meet the highest standards of environmental performance.
    • Communicating this policy to all employees, contractors and other stakeholders, as well as making this policy available to the general public.
    • Reporting on the company’s environmental performance in both internal and external communications, where relevant.
    • Reviewing this policy every twelve-months and measuring targets and performance as part of that review.
  • Konnexus Pty Ltd commits to meeting all applicable legislative and regulatory requirements and standards related to environmental protection.

The natural environment and our assets

  • Konnexus Pty Ltd commits to increasing opportunities for nature to thrive on the assets we own, lease or manage. This includes land, water and air which we have a financial interest in, own, lease, or otherwise manage.
  • We are committed to biodiversity, and will work to ensure our actions on the assets we own or manage do not have a detrimental impact on the natural environment and will support biodiversity.
  • We will achieve this by:
    • Protecting and enhancing the quality and extent of the natural environment in the assets we own, lease or manage.
    • Supporting the conservation of trees, hedgerows, ponds, streams, coastal habitats and other aspects of the natural environment.
    • Managing our assets and those adjacent, such as public rights of way, coastal areas, play areas, playing fields and verges, in a manner that protects and increases biodiversity.
    • Introducing environmental growth opportunities and activities wherever we can on our assets.
    • Reducing the use of balloons, sky lanterns, inefficient outdoor heating, and other materials and activities which could have a detrimental impact on the natural environment.
    • Phasing out the use of chemicals and pesticides on the assets we own, lease or manage.
  • We encourage the efficient use of water on all assets we own, lease or manage.
  • We will ensure staff and other users of our buildings are aware of how to reduce the use of water, and reuse water wherever possible.

Sustainable travel

  • We will promote and support modern working practices including remote working and hybrid working.
  • We encourage the use of digital meetings wherever possible.
  • We encourage staff to take public transport, cycle or walk to work wherever possible.
  • We support and encourage the use of electric and other ultra-low emissions vehicles.
  • We will actively work to reduce air travel as much as possible. Where there is a recognised business need for air travel, we will work towards offsetting our emissions for air travel.

Waste and recycling

  • Konnexus Pty Ltd commits to keeping waste to an absolute minimum by preventing, reusing, recycling or recovering waste wherever possible. We will ensure waste is sorted, stored and disposed of properly and in a sustainable manner in all of our locations.
  • We aspire to be a zero-waste organisation. We will achieve this by:
    • Phasing out the use of single-use plastics.
    • Recycling 100% of recyclable material.
    • Reducing the use of non-recyclable material and offsetting where this is not possible.
    • Promoting and encourage recycling by all staff.
    • Using recyclable, compostable and/or recycled products on our premises.
    • Reducing the production of non-recyclable resources such as laminated or plastic based publicity material.
    • Minimise the amount of printing and the amount of wastepaper.
    • Using electronic communication as our primary method of communication and use an opt-in scheme for paper-based communication.
    • Minimising pollution and preventing it wherever possible, including light, noise, solids, liquids and chemicals.
    • Promoting the use of composting for organic waste.

Sustainable procurement

  • We aspire to reduce our carbon footprint throughout our supply chain. We commit to the principles of buying locally, seasonally, and making a concerted effort in all our procurement decisions to reduce the distance travelled between source and destination.
  • We commit to timely procurement and encourage less environmentally damaging ways for international procurement needs. When these decisions are made in a timely manner, overland or overseas shipping can be used instead of flights, which reduces the carbon footprint of the procurement spend compared to aviation.
  • Where air freight is unavoidable, we will monitor and record the emissions generated and seek to offset this as part of our carbon reduction plan.
  • We will meet the objectives of sustainable procurement by:
    • Sourcing materials and services locally and seasonally.
    • Ensure catering and foodstuffs are sourced from organic, local, and/or fair-trade sources.
    • Ensure timber or other wood-based materials are sourced from recyclable or sustainable sources.
    • Ensure all consumables such as cleaning materials and inks are eco-friendly.
    • Encourage suppliers to document their sustainability policies and report their measures.
    • Review existing and plan for new procurement spending within the principles of environmental sustainability.
  • We will encourage all suppliers to adopt principles of environmental sustainability.

Our duty to the wider world

  • Human activities over the past 200 years, such as the burning of fossil fuels and land clearing, have led to an increased concentration of greenhouse gases in the lower atmosphere – increasing the average global temperature and precipitating a climate crisis. The 1997 Kyoto Protocol has defined the most prominent greenhouse gases as carbon dioxide, methane and nitrous oxide, as well as sulphur hexafluoride, hydrofluorocarbons and perfluorocarbons. Taken together, these greenhouse gas emissions are a key contributor to rapid climate change.
  • The use of electricity and gas is a key contributor to greenhouse gas emissions; however, our organisation cannot function without energy. Therefore, energy is one of the clearest and most important ways to reduce our overall emissions, and is a key part of our commitment to reducing our carbon footprint.
  • To accomplish a reduction in emissions from energy use, we will:
    • Undertake an energy audit.
    • Produce a plan to reduce our energy usage.
    • Produce a plan to switch to 100% renewable energy procurement.
    • Investigate how wind and solar energy can be used on our assets.
  • We will review and reduce our Scope 1 emissions. These are emissions which occur from sources directly controlled by our organisation, such as furnaces, boilers and owned vehicles. We will produce a plan to reduce and offset our Scope 1 emissions.
  • We will review and reduce our Scope 2 emissions. These are indirect emissions from sources such as purchased electricity. We will produce a plan to reduce and offset our Scope 2 emissions.
  • We will review and reduce our Scope 3 emissions. These are emissions from our supply chain, travel and purchased goods. We will produce a plan to reduce and offset our Scope 3 emissions.

Information technology and sustainability

  • We will work towards the use of certified sustainable PCs, laptops, monitors, mobile devices, network and server hardware.
  • Where possible, we will source IT equipment from recycled sources.
  • Non-sustainable equipment or equipment with low energy efficiency will only be used where there is no alternative.
  • All equipment must be disposed of correctly through an approved e-waste recycling contractor. No IT equipment should be sent to landfill or thrown out.
  • We will make available the use of applications and systems to reduce the need for printing paper and reduce the use of personal printers where they are not required.

Training and staff involvement

  • We will encourage all staff to undergo training on environmental sustainability and climate change. We will aim to raise awareness of environmental sustainability across our operations.
  • We encourage collaboration and involvement of all staff in our environmental sustainability efforts. Staff involvement is critical to ensuring the adoption of this policy and in our efforts to tackle climate change.
  • We will establish a sustainability steering group to drive involvement and stewardship of sustainability across the organisation.

Purpose

Konnexus Pty Ltd prides itself on being an equal employment opportunity employer and is committed to providing a safe working environment free of discrimination, vilification, bullying or harassment.

This policy applies to all workers including employees, volunteers and contractors engaged by Konnexus Pty Ltd. It is applicable at the workplace and at any off-site events, during any work-related event, including off-site, at business trips, meetings, social events and training programs.

Application

This Policy is binding and should be read in conjunction with other workplace policies. It does not form part of your employment contract.

Any worker (including employees, contractors or volunteers) who engages in any conduct that conflicts with this Policy will be subject to disciplinary action, which may include termination.

No worker will be penalised or disadvantaged for raising a genuine concern or complaint.

Discrimination

Discrimination is unlawful and not permitted at Konnexus Pty Ltd.

Discrimination includes direct, indirect and non-deliberate discrimination. It involves any conduct which results in any individual being treated less favourably than another due to a specific characteristic of that individual, including:

  • race (including an individual’s colour, nationality, descent and ethnic, ethno-religious or national origin);
  • marital status (including because an individual is single, married, divorced or in a de facto relationship);
  • age;
  • gender, transgender or intersex status;
  • sexual preference;
  • religious beliefs;
  • pregnancy and/or breastfeeding status (including because an individual might
  • become pregnant or breastfeed);
  • disability (including a disability you think an individual might have, regardless of whether that person does have that disability);
  • carer’s responsibilities (such as a responsibility to breastfeed, care for children or other family members);
  • political beliefs and/or activity; and/or
  • union membership and/or activity.

It is also unlawful to treat an individual less favourably because they have a personal association with someone who has one or more of any of the above attributes.

It is not unlawful discrimination for reasonable adjustments to be made to cater to an individual’s needs to assist them to perform their role, such as more frequent rest breaks for pregnant employees. It also does not include action taken because of a need to meet the inherent requirements of a role.

Vilification

Vilification is unlawful and it is not permitted at Konnexus Pty Ltd to do any public act which vilifies an individual based on their race, sexual preference, gender (including transgender status) or HIV/AIDS status.

Vilification involves any public act which might encourage hatred, contempt or ridicule of an individual based on any of these characteristics.

Examples include but are not limited to speeches or statements in a public setting such as a workplace that vilify others, posting material on the internet or wearing clothing with slogans that vilifies others.

Sexual Harassment

Sexual harassment is unlawful and not permitted at Konnexus Pty Ltd.

Sexual harassment involves any unwelcome behaviour that is of a sexual nature which a reasonable person in the given context would find offensive, humiliating or intimidating.

Examples of sexual harassment includes but is not limited to:

  • inappropriate physical contact, verbal comments, offensive jokes and sexual propositions;
  • communications that display offensive material (including posters or calendars);
  • offensive emails (including jokes);
  • requests for sex or other unwelcome sexual advances; and/or
  • unwelcome questions about a person’s private life.

Workplace bullying

Workplace bullying is unlawful and will not be tolerated at Konnexus Pty Ltd.

Workplace bullying involves repeated and unreasonable behaviour that is directed towards another individual (or a group of individuals) that creates a risk to that individual’s health and safety.

Repeated behaviour refers to a persistent nature of behaviour and can refer to a range of behaviours over time. Unreasonable behaviour means any behaviour that a reasonable person would consider to be unreasonable in those circumstances. It includes behaviour that is victimising, humiliating, intimidating or threatening.

Such bullying can include but is not limited to behaviour between an employee and their supervisor, or between employees, and both men and women can be the targets or perpetrators. It can range from very obvious verbal or physical assault to very subtle psychological abuse and may include:

  • physical (e.g. punching or kicking a person) or non-physical (e.g. verbal threats, sabotaging a person’s work);
  • violence or threats of violence;
  • yelling, screaming or offensive language;
  • excluding or isolating another employee; and/or
  • psychological harassment.

Single incidents of such conduct may also present a risk to health and safety and will not be tolerated. Any workers (including employees, contractors or volunteers) who bully an individual or group of individuals will be subject to disciplinary proceedings that may include termination.

Reasonable management action

Please note that reasonable management action does not constitute bullying if carried out in a reasonable manner. Managers are responsible for conducting performance reviews, managing employees and providing feedback on performance or work-related behaviour.

This may include negative feedback or comments which you may find uncomfortable, but it does not constitute bullying if carried out in a reasonable manner. Legitimate feedback, comments or advice about your performance or conduct at work, or feedback provided to assist you meet your performance goals does not constitute bullying. It also does not

include taking disciplinary action that is reasonable and in line with company processes, or allocating work to you in line with your role requirements.

Victimisation

It is also unlawful and not permitted at Konnexus Pty Ltd to victimise, threaten, intimidate or otherwise disadvantage a person who alleges that they have been discriminated against, vilified, bullied or harassed.

Konnexus Pty Ltd will take all reasonable measures to ensure that any workers who have spoken up about such issues in good faith are protected and not impacted negatively.

Any worker responsible for victimising another individual will be subject to disciplinary action, which may include termination.

Vexatious or Malicious Complaints

Any intentionally false allegations that are found to be of a frivolous or vexatious nature will be treated seriously, and if found to be intentional or malicious, may result in disciplinary action including termination.

Lodging a grievance

If you feel that you have been subjected to unlawful discrimination, vilification, victimised, bullied or harassed, please let us know promptly. We treat any such allegations seriously and confidentially.

You may notify us by speaking with your supervisor, Tracee Rowe, or in line with our existing grievance procedures. If you believe it is safe and reasonable to do so, you may also ask the person responsible for such behaviour to stop such behaviour. If neither of these are suitable options, speak with the next senior person in line with reporting procedures.

Your grievance will be taken seriously, investigated and if established, appropriate disciplinary action will be taken against the person engaging in such behaviour. There are formal and informal ways of managing a grievance, and you may advise us if you have a preference, with the person you have disclosed this information to assisting you if you are unsure. Your complaint will be treated confidentially, and your privacy will be respected and maintained as much as possible.

External Contacts

External agencies such as the Human Rights Commission, the Anti-Discrimination Board of NSW, or the Fair Work Ombudsman may also be able to assist. However, we encourage all workers, including contractors or volunteers to notify Konnexus Pty Ltd first to ensure we can address the issue is addressed appropriate

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