Occupational Health, Safety and Welfare Policy

• Establishing measurable objectives and targets to ensure continued improvement aimed at eliminating work-related injury and illness
• Complying with relevant OHSW legislation, codes of practice, standards and guidelines applicable to the organization's own core visions and mission statements.
• Documenting, implementing and communicating the safety management system to all employees and providing adequate resources to ensure the Safety Management System is maintained.
• Making our OHSW Policy available to interested parties; and
• Periodically review our entire Safety Management System, including the OHSW Policy as part of our continuous improvement approach, to ensure it remains relevant and appropriate given the nature of our business;
• Where applicable, external service providers will be engaged to assist the organization to achieve its OHSW objectives.
• Proactively identify and manage hazards in the workplace;
• Maintain a commitment to effective rehabilitation of injured workers;
• Ensure the claims management process is equitable to all parties;

• Minimise the potential for work related injuries an illness;
• To provide effective and meaningful consultation to employees regarding issues that may affect their health ,safety and welfare;
• To implement an OHSW risk management program to identify, assess and control all risks to the health, safety and welfare of all people affected by the undertakings of our business; and
• To provide all employees with adequate OHSW systems, information, training, instruction and supervision to ensure work is conducted in the safest possible manner.

Environmental Policy

• To ensure that environmental safeguards are established and maintained.
• To establish, maintain and continue to improve policies, programs and environmental performance, taking into account technical developments, scientific understanding, consumer needs and community expectations, with legal regulations and codes of practice as a starting point.
• Operating within the intentions of the relevant sites.

• Assess environmental impacts before starting a project, and advising the client of any undue environmental impacts, environmentally unsound designs and inefficiencies in the consumption of energy and resources, in order to minimize the adverse environmental impacts and waste generation.
• Promote the adoption of these principles by sub-contractors, encouraging and, where appropriate requiring improvements in their practices to make them consistent with the company, and to encourage the wider adoption of these principles by suppliers.
• Develop and maintain where significant hazards exist, emergency preparedness plans in conjunction with the emergency services, relevant authorities and the local community.
• Measure environmental performance; to conduct regular environmental audits and assessments of compliance with company requirements, legal requirements and these principles.

Equal Opportunity Policy

• To promote equal opportunity in all aspects of the group's activities.
• To eliminate direct and indirect discrimination on the grounds of:
  
  • Race, colour, national or ethnic origin, nationality;
  • Sex or gender, sexual preference, marital status, pregnancy;
  • Religious or political belief;
  • Age disability, medical record; and
  • Any other grounds which due consideration determines to be the basis of discriminatory practice.
• Create an environment where staff are able to work effectively without fear of discrimination or harassment;
• Use non-discriminatory language in all group documents.

• Fair practices in the workplace;
• Management decisions being made without bias;
• Recognition of, and respect for, the social and cultural backgrounds of all employees and all clients’ employees;
• Employment practices which produce employee satisfaction, commitment to the job and delivery of quality services to our clients.

Discrimination and Harassment Policy

• In the case of a staff member, contractor or visitor making an allegation, progress the matter according to the Staff Discrimination and Harassment Complaints Procedures.
• The Reserve Group will sensitively facilitate timely and appropriate action through appropriate formal and/or informal conciliatory procedural options.

WORKPLACE REHABILITATION POLICY

• maintain injured or ill workers at work or;
• ensure the worker’s earliest possible return to work or;
• maximise the worker’s independent functioning and;
• provide for durable employment.

• Providing a safe and healthy work environment, but in the event of an injury or an illness, ensuring workplace rehabilitation is started as soon as possible in accordance with medical advice.
• Ensuring appropriate suitable duties are made available to injured or ill workers to facilitate their safe and early return to work. These duties must be consistent with the current medical certificate and will be time limited.
• Respecting the confidential nature of medical and rehabilitation information and ensuring there will be both verbal and written confidentiality.
• Ensuring all workers are aware that, in the event of injury or illness, they will be consulted to ensure a structured and safe return to work that will not disadvantage them.
• Complying with legislative obligations with respect to the standard for rehabilitation.
• Adopting a multidisciplinary approach to rehabilitation as required.
• Reviewing this policy and procedures at least every three years to ensure it continues to meet legislative requirements and the needs of all parties.