Employee Handbook For LMS

Camp Australia Employee Handbook
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Contents
Welcome ..................................................................................................................................................... 3
Our Company History ................................................................................................................................ 4
Our Mission and Values ............................................................................................................................. 5
Your Employment ....................................................................................................................................... 6
Code of Conduct ...................................................................................................................................... 9
Business Environment ............................................................................................................................... 12
Dress Code ................................................................................................................................................ 14
Internet, Email & Social Media............................................................................................................... 16
Recruitment ............................................................................................................................................... 19
Induction and Probation ........................................................................................................................ 20
Training & Development ......................................................................................................................... 21
Occupational Health & Safety .............................................................................................................. 22
Equal Employment Opportunity ............................................................................................................ 25
Workplace Bullying................................................................................................................................... 26
Flexible Working Arrangements ............................................................................................................. 28
Leave .......................................................................................................................................................... 29
Performance Improvement ................................................................................................................... 34
Grievance .................................................................................................................................................. 35
Conflict of Interest .................................................................................................................................... 36
Intellectual Property & Security ............................................................................................................. 39
Policies & Declaration ............................................................................................................................. 40
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Welcome
Congratulations on your appointment and welcome to the team at Camp Australia. We are
delighted you have joined us and look forward to supporting you throughout a successful
career.
We are all about providing quality outside school hours care for children that is responsive to
individual needs and interests, combining fun, safe, and engaging standards of delivery. You
have been selected because we believe you will add value to our programs, whether
interacting directly with children in services or behind the scenes in an administrative function.
In turn, our role is to ensure your interactions with Camp Australia employees, schools, parents
and children in our care reflect the values we place on people, teamwork, customer service
and communications.
The purpose of the Employee Handbook is to provide greater insight into Camp Australias
history and mission. You will also find information concerning your terms and conditions of
employment, policies and procedures. The Employee Handbook should be read in
conjunction with your employment contract.
The Employee Handbook is by no means an exhaustive guide to your employment with us. It
has been developed as a resource and reference and will be updated as our business evolves
and legislation requires. You will be notified of any changes as they occur on One Team. In
the meantime, if you have any questions relating to your employment, please contact
hradmin@campaustralia.com.au
Sincerely
The Camp Australia Team
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Our Company History

Camp Australia is a family business founded by brothers Anthony and Andrew Phillips in 1987.
Since then, the Camp Australia family has grown into thousands of employees nationally, with
'big kids of all ages and walks of life joining together to make kids smile.
From humble beginnings as an after school tennis program, the Phillips brothers were driven to
help children develop an active lifestyle all while having fun. Today, Anthony and Andrew are
still very much involved with the business, sharing their passion for engaging kids with the whole
team.
Camp Australia delivers high quality, affordable programs that help families balance life and
work responsibilities. We help open up a world of opportunities for children before and after
school with fun and safe activities. Far from being a last resort for care, we ensure our programs
deliver exactly what parents and children need and want.
We love that all kids are different, and because of this, every day in our programs is different.
The activities and experiences are designed to enhance each child's physical, social,
emotional and intellectual development, and reflect the interests and needs of children, staff
and families in the local community.
Timeline
1987 Brothers Andrew and Anthony Phillips start a tennis coaching program after school
for 15 children. News of the program spreads fast and within a year, more than 100
children at five schools join in.
1993 Families become eligible for financial assistance when the National Quality
Assurance model formalises Outside School Hours Care in Australia. For the first time,
quality care becomes more affordable.
1994 Australia becomes the first country in the world to implement a national,
compulsory, quality assurance framework to ensure delivery of high quality childcare.
1998 After School Care programs exceed sports in terms of participation. Camp
Australia offers the best of both worlds, so becomes an even more popular choice to
run after school programs.
1999 Camp Australia expands out of Victoria for the first time, offering fun, safe and
well-resourced programs in NSW.
2006 The Camp Australia Foundation is established to help kids beyond the schoolyard
fence, by offering financial assistance to those who need it most.
2013 Camp Australia collaborates with the Australian Government to provide strategic
advice on the National Quality Framework - a new model to raise the quality and
consistency of care services.
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Our Mission and Values

Camp Australia provides a safe and supportive space where kids can connect, experience a
sense of belonging and discover their strengths and capabilities. We deliver programs based
on values not rules, which include all elements of the National Quality Framework. Our
programs are responsive to the needs and interests of individual children and promote:
inspiration
safety
hope
choice
opportunity
role modelling
inclusion
We believe when children are treated with respect and are valued as individuals, they role
model these positive traits. Values are core to how Camp Australia runs programs and we
adopt the values and principles of each school we partner with. We also recognise each
service is unique - a result of the experiences our staff and children in attendance bring.
Creativity is encouraged within daily structured and unstructured activities that meet each
child's needs and interests.
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Your Employment
Your work with Camp Australia is governed by your Contract of Employment as well as the
policies and procedures contained in this Handbook that provide general information
regarding your pay, conditions and general conduct.
Payroll
The pay cycle runs fortnightly in arrears for field-based and casual administration staff, and
monthly for permanent office-based employees. Pays are processed fortnightly on Thursdays
and each month on the 15th or preceding work day if the 15th falls on a weekend or public
holiday.
Your pay will be deposited electronically into the bank account you provide upon
commencement of employment.
Pay as you go (PAYG) tax is automatically deducted from your salary and superannuation is
paid into your nominated fund.
Changing Personal Details

Please advise the Payroll Team via email payroll@campaustralia.com.au should you wish to
change any account or superannuation details and notify us at least four (4) weeks in
advance of the date you wish for the change to take effect.
In addition, please ensure your home address, contact numbers and next of kin are kept
current. This can be actioned online via the employee kiosk.
Hours of Work
Business hours are between 8am and 6pm Monday to Friday for office-based staff. Your hours
of work will depend on business needs and requirements of the position you fulfil.
For field-based staff, hours of work are specific to each service and rostered in advance.
Camp Australia manages work hours in line with operational requirements and adheres to the
National Employment Standards under the Fair Work Act 2009 and the relevant industry
awards. Please refer to minimal workplace entitlements for further information.
Lateness for work

Any absence or late arrival due to illness, injury or any other reason and the expected duration
of leave, must be reported via telephone to your manager prior to your regular or rostered
commencement time. If you are unable to do this personally, please ask someone to phone
on your behalf. Text messages and emails are not acceptable.
Field-based staff are directly responsible for managing intended absences through One Team.
Contact can also be made with the Staffing Team via the hotline 1300 665 257 and within the
required timeframe of 24 hours prior to shift commencement. Subsequent to this, you must
maintain your roster availability, ensuring it is always up to date and accurate.
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Wherever possible you should make dental, medical, business or other appointments outside
your normal working hours. For permanent staff, medical appointments during work hours will
require a leave form and doctors certificate.
Reimbursement of Expenses
Camp Australia will reimburse pre-approved expenses incurred by employees during the
course of their work. Reimbursement will be subject to the provision of receipts or other
evidence of payment together with the purpose of each expense detailed on an Expense
Reimbursement Form available from your Manager.
Travel
Reasonable travel expenses, where incurred in the performance of ones duties, will be
reimbursed provided claims are approved and signed by your manager. The payment of
expenses is at all times subject to prior authorisation.
Employees should arrange travel and accommodation via corporate head office prior to
departure. Please contact your Manager for further details.
Continuing Professional Development (CPD) and Study

CPD refers to how staff maintain, improve and broaden their skills, knowledge and expertise,
and develop the qualities required for either career advancement or professional practice.
Each employee is responsible for their own professional development and to ensure
qualifications and certifications are current and meet the minimum regulatory requirements of
their role.
For further information on forthcoming training and development in your area, please visit One
Team or contact training@campaustralia.com.au
Those employees working in Outside School Hours Care and studying towards a qualification
will be required to actively progress through their course of study in order to maintain their
position (where legislated under the relevant State regulations). Actively working towards an
approved qualification means:
enrolment in a recognised course

commencement of the course
satisfactory progression towards course completion
meeting the requirements to maintain enrolment
For further information, please refer to actively working towards an approved qualification or
contact records@campaustralia.com.au
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Recognition of Study Completion

In instances where the successful completion of a qualification (ie. ACECQA recognised
certificate, diploma or degree) results in a change in pay rate, supporting evidence will be
required in order to process the pay increase. Namely, that you have completed all units
required for the course program and are eligible to graduate.
All approved rate increases will take effect from the date the employee presents official
documentation (date of advice) and will not be backdated to the date of transcript or letter
of attainment from the academic registrar or equivalent approver.
Letters and transcripts should be sent to records@campaustralia.com.au and copied in to
payroll@campaustralia.com.au. You will be advised within five (5) working days of the
outcome of your submission.
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Code of Conduct
The Code of Conduct sets behavioural guidelines for staff, whether permanent, casual,
volunteer or contractor, and whether working in direct care of children, administration or
management to ensure professional standards are maintained in accordance with workplace
laws. It outlines employment conditions, the interests of Camp Australia and the strict
observation of child safe principles and appropriate interaction with children. Every employee
is issued the Code of Conduct with their employment contract and acknowledges this upon
acceptance of the job offer and/or commencement of work.
Employees have an obligation to Camp Australia to:
1. Be present at work as required by their contract. Workplace absence will only be
accepted with legitimate reasons (such as illness supported by a medical certificate) or
proper authorisation.
2. Maintain expected standards of performance. Employees should carry out their duties in
an efficient and competent manner, and avoid behaviour which might impair their work
performance or jeopardise the safety of children, other staff, members of the public, or
company property.
3. Behave in a way appropriate to a child safe environment as per company policies and
national regulations prescribing child safe standards. This includes limited physicality with
children and respectfully listening and responding to a childs views or concerns.
4. Respect the rights and privacy of others whilst performing their duties and dealing with
personal or confidential information. This includes withholding any information concerning
a child or their family other than in the course of official duties.
5. Respect and promote cultural safety - not discriminate against or harass children, fellow
employees or members of the public because of, but not limited to gender, age, marital
status, ethnicity, disability, religious or ethical beliefs, colour, race, political opinion,
employment status, or sexual orientation.
6. Adhere to all lawful and reasonable employer direction including company policies and
procedures. Implicit in this is an obligation to obey all State and Federal laws.
7. Maintain proper standards of integrity and conduct in the performance of their duties both
at and outside of work if Camp Australias reputation may be affected.
8. Incur no liability and neither use nor allow the use of company property, resources, or funds
without proper authorisation.
9. Maintain all necessary qualifications, certifications and checks relevant to position and
state or territory of employment to ensure continuation of duties within legal compliance
and without disruption to business operations.
10. Not demand, claim or accept any fee, gratuity, gift, commission, or benefit other than from
Camp Australia in payment for any work-related matter, except with the prior manager
written consent.
11. At no time during or post-employment, knowingly or without due care, disclose or retain
any information relating to business affairs, software, intellectual property or other items or
activities belonging to Camp Australia.
12. Not engage in any work or activity, whether in a paid or volunteer capacity, or accept
appointment to any position in conflict or competition with the business of Camp Australia
without the prior written consent of management. Refer to the conflict of interest policy
for further detail and examples.
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What constitutes a Code of Conduct breach?
Misconduct resulting in performance development and possible disciplinary action;
Serious or gross misconduct resulting in termination of employment with or without
notice.
Determining whether an action or omission constitutes misconduct or serious misconduct will
depend on the circumstances and consequences of each matter. As a general principle,
behaviour outside of the workplace is of no concern to management except where it
interferes with the performance of official duties or reflects on the standing or integrity of Camp
Australia. Consequently, employees should not bring Camp Australia into disrepute through
their private activities or actions.
Misconduct
Misconduct comprises actions or omissions which, regarded in isolation do not warrant severe
disciplinary action such as dismissal. Where an employee is found to have breached any of
the acts or omissions classified as misconduct, a written warning will be issued and the
individual placed on a performance development plan. In serious cases, a first and final
warning may be issued. Should an employee offend again following a written warning they
may be dismissed with notice or pay in lieu of notice.
The warning procedure may be applied to other unrelated offences occurring in the same
period. Instances of such behaviour may include, but are not limited to the following
examples:
Failure to follow Camp Australia policies, standard procedures, and regulations and/or
a legitimate instruction given by a supervisor or other authorised person.
Failure to maintain an acceptable level of work performance, for example,
incompetence, carelessness, inefficiency, time wasting, tardiness;
Failure without good reason, to notify a manager that they are unable to commence
work at the rostered or usual time;
Repeated late arrival for work;
Being absent from their assigned place of work during working hours without authority or
without legitimate reason;
Sleeping whilst on duty;
Improper use, undue wastage or wilful damage or negligent use of Camp Australia
property, resources or equipment;
Reporting for work inappropriately dressed or in such a condition that they are unable
to perform the required duties in a safe or professional manner;
Inappropriate and/or disruptive behaviour in the workplace;
Posting offensive notices on social media or notice boards or elsewhere in Camp
Australia or related services;
Offensive or unreasonable behaviour likely to cause distress to children or their families
or fellow employees. This includes the use of abusive or offensive language, sexually
suggestive behaviour, physically intimidating behaviour, racially offensive behaviour, or
any other conduct which is likely to cause distress or offence;
Failure to immediately report a fire or observe safety rules, working in an unsafe manner,
or failure to engage safety equipment where required;
Smoking at any school or location during work or when representing Camp Australia;
Failure to report to a manager any accident involving personal injury to a child,
colleague, or member of the public, or damage to Camp Australia or client property;
Failure to take all reasonable steps to protect a child from harm.
Serious Misconduct
If an employee breaches any company policy which undermines the trust and confidence
inherent in the employment relationship, they may be dismissed with or without notice.
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Employment may be suspended to allow a formal review into the alleged behaviour. Whilst
an employee is suspended they must not utilise Camp Australia property, attend work premises
or engage in any duty related to their position without manager authorisation.
The following examples, subject to management investigation, may result in the termination of
employment.
Refusing to perform duties or carry out a lawful direction by managers or supervisors, or
walking off the job;
Unexplained absence for three (3) consecutive working days without authorisation
(abandonment of employment);
Possession of or consumption of intoxicating liquor or non-prescribed prohibited drugs
on Camp Australia licensed premises or any other location where Camp Australia
services are provided;
Consumption of intoxicating liquor before work or bringing intoxicating liquor into
Camp Australia premises or whilst on Camp Australia business
Behaviour which jeopardises the safety of children or staff, such as smoking or
unauthorised use of fire protection or safety equipment;
Inappropriate language in the presence of children or abusive language, harassment,
assault or threatening to assault any child, their family, visitor, or employee on licensed
premises or any other location where Camp Australia services are provided;
Falsifying any claim for reimbursement or remuneration;
Failure to immediately report to a manager any accident involving a child's welfare, or
ignore or disregard any suspected or disclosed child abuse.
Unauthorised possession of property belonging to a child, family member, visitor or
Camp Australia. Possession or removal of another employee's property without the
employee's consent;
Wilfully submitting a false claim on a timesheet, submitting a false claim for expenses,
or any other deliberate falsification of a Camp Australia record;
Misrepresenting Camp Australia for personal gain;
Disclosing confidential information to an unauthorised person concerning any child,
their family, client, or employee of Camp Australia or disclosing any other information
which is commercial in confidence;
Deliberate or negligent actions or omissions resulting in serious damage to the Camp
Australia name or property;
Development of special relationships with children which could be seen as favouritism;
eg. offering gifts or special treatment for specific children;
Unwarranted physical contact or exhibiting behaviours with children which may be
construed as unnecessarily physical; eg. piggybacking or sitting on laps;
Placing children at risk of abuse; eg. by locking doors or leaving alone in a kitchen;
Committing to acts of a personal nature that a child could otherwise undertake
themselves; eg. toileting or changing clothes;
Engaging in open discussions with adult themes in the presence of children;
Expressing personal views on cultures, race or sexuality in the presence of children;
Discriminating against any child; eg. because of culture, race, ethnicity or disability;
Contact with a child or their family outside of work hours without manager approval or
knowledge; eg. to conduct babysitting or via social media of any kind, webchat or
email;
Should an employee be unclear of any aspect of the Code of Conduct, clarification must be
sought from their manager or email hradmin@campaustralia.com.au
This policy is regularly reviewed by Camp Australia and any authorised changes will be
updated in the Employee Handbook accessible via the Learning Management System in One
Team.
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Business Environment
Work Areas
As many employees work in an open plan area, it is important that your workstation remains
clean and tidy and free of tripping hazards. Work areas must be clean and tidied at the end
of each day. Any items that require storage should be put away, hard copy paper files should
be kept to a minimum, with soft copies of files stored on the relevant shared drive
electronically. Laptops should not be left on desks overnight unless you have your own
lockable office. The same rules apply to OSHC services.
Security
Entry to Camp Australias corporate head office outside standard business hours is via key and
security pass only.
It is the responsibility of staff to ensure keys or security passes in their possession are kept safe.
Such items must be returned upon request or termination of employment.
If building access devices are lost or misplaced, you must notify your Manager immediately so
they can be cancelled.
Employees must ensure that all confidential or sensitive documents are locked away at night.
Any personal belongings and valuables should be safely secured, whether in offices or OSHC
services. Personal property is not covered by company insurance. This includes valuables left
in vehicles parked on company premises.
Kitchen and Bathrooms

Please keep the kitchen, toilet and common areas clean at all times, cleaning up after each
use. These are public areas and staff should respect others by always cleaning up. If you use
dishes then wash them immediately after use and return items to draws or cupboards.
Staff who consume breakfast at work may do so in the designated kitchen before the
commencement of work.
If there are any issues with facilities you should notify your Manager immediately.
Meeting Rooms
If you require a meeting room please book through the internal booking system or email
reception@campaustralia.com.au Remember to tidy up after meetings, remove cups, paper,
equipment and place chairs back in position and clean all work away.
Printing
Be environmentally conscious wherever possible by printing on both sides of paper. Collect all
printed matter and ensure the printer is stocked with paper at all times. Colour printing should
be kept to a minimum.
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Waste Bins
General waste bins should not be used for items which are recyclable e.g. paper, bottles,
cans. Please dispose of food scraps in the bins provided. Liquids should not be emptied into
bins.
Recycling Bins
Please recycle where you can using the appropriate bins. Only paper and cardboard without
company, client or candidate information is to be placed into these bins.
Security Disposal/Shredders
Paperwork with any sensitive or confidential Camp Australia information needs to be disposed
of either by shredding or placed into the locked security disposal bin. The key for this bin is the
responsibility of the Logistics Manager. Documents appropriate for placement in security bins
include:
Company and client information

Personnel files
Employment documents
General noise
Avoid shouting at colleagues across the office or on site with a client and respect peoples
busy periods or meeting times. Endeavour to speak quietly when you are on the telephone
and respect others around you. Offensive language will not be tolerated under any
circumstances and may result in a formal warning.
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Dress Code
Camp Australias objective in establishing a safe and comfortable environment includes
setting standards for workplace dress code. Our industry requires the appearance of trusted
professionals, consequently all staff are expected to project a professional image in keeping
with the expectations of clients and customers
OSHC Employees
To promote a professional and consistent appearance to the community and users of OSHC
services, all staff must demonstrate a high standard of dress and personal grooming. Upon
employment you are expected to obtain the approved Camp Australia polo or dress shirt. This
is to be worn when working in a service or event, together with either dark (logo-free) long
pants or knee length shorts only. Denim and leggings are not permitted. Appropriate interim
wear whilst waiting for your polo or shirt to be delivered is a plain blue or black casual top. The
Camp Australia lanyard must be visible at all times together with your working with children
check (or equivalent) card.
Closed-toe shoes must be worn for occupational health and safety reasons and during
summer (Terms 1 and 4) you are expected to wear a hat when outside to reinforce our Sun
Smart policy. Personal health and hygiene is to be maintained to ensure a professional and
socially acceptable appearance.
To order a polo top or dress shirt, log on to our uniform ordering site. Lanyards and the first top
ordered are supplied at no charge. The amount for any additional uniform items ordered will
be deducted from your first pay once your order has been placed.
Office Employees
If not wearing Camp Australias uniform, office employees must dress in a neat and wellpresented manner at all times. Camp Australias objective in establishing a business casual
dress code is to allow our employees to work comfortably in the workplace. However, we still
require staff to project a professional image for our customers, fellow employees and visitors.
Business casual dress is the standard for this dress code.
Clothing worn for the beach, gardening, clubbing, exercise and sport is not appropriate for a
professional appearance at work. Revealing or transparent clothing is not appropriate for a
place of business, including in a business casual setting. Torn, dirty or frayed clothing is
unacceptable. Any clothing with words, terms or pictures that may be offensive to other
employees is unacceptable. Sports team, university and fashion brand names on clothing are
generally acceptable. Certain days are declared dress-down or casual days, and will be
communicated via email to staff in advance. On these days, jeans, t-shirts and other more
casual clothing are permitted.
Business Casual Attire

No dress code can cover all contingencies, therefore employees must exert a certain amount
of judgment in their choice of work clothing. If you are uncertain about acceptable attire for
work, please contact your manager or Human Resources.
Trousers, pants and suit pants
Pants made of cotton or synthetic material pants, wool pants, flannel or dress synthetic
pants are acceptable. Inappropriate items include sweatpants, exercise pants,
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bermuda shorts, gym or running shorts, overalls, leggings, leather, lycra or other formfitting pants.
Skirts, dresses and skirted suits
Casual dresses or skirts that are split at or below the knee are acceptable. Dresses and
skirts should be at a length at which you can sit comfortably in public. Short, tight or
form fitting skirts or dresses at mid-thigh length or shorter are inappropriate for work.
Mini skirts and skorts (not worn with black opaque hosiery), sundresses and spaghetti
strap dresses are inappropriate for the office.
Shirts, tops, blouses and jackets
Casual shirts, dress shirts, sweaters, tops, golf shirts and turtlenecks are acceptable attire
for work. Most suit jackets or sport jackets are also acceptable if they violate none of
these guidelines. Inappropriate attire for work includes midriff tops, shirts with
potentially offensive words, terms, logos, pictures, cartoons or slogans, halter tops and
sweatshirts.
Shoes and footwear
Conservative walking shoes, loafers, boots, flats, dress heels and leather deck shoes are
acceptable for the office. Wearing no hosiery is acceptable in warm weather. Flashy,
athletic shoes, runners, thongs, flip-flops or slippers are not acceptable for work. Closed
toe and closed heel shoes are required by those in positions requiring the transportation
of goods, including chemicals and dangerous or heavy items.
Jewellery, tattoos, makeup and fragrances
Jewellery should be in good taste, with limited visible body piercings. The same applies
for tattoos, which must be covered in the presence of clients, customers and other
office visitors. Makeup, if worn, must appear natural and should be conservative in
style and colours. As some people are allergic to the chemicals in perfumes and
makeup, please apply these with restraint.
Hats and head coverings
No hats or head coverings may be worn inside the office, except for those worn for
religious and/or medical reasons or to honour traditional culture.
Other
Facial hair, including moustaches and beards must be short and neatly trimmed and
maintained. Hair colour should be of natural tones and hair should always be neat and
clean.
All staff must practice personal hygiene and be free of offensive odour.
If clothing and grooming fail to meet the standards as determined by this policy, you will be
asked to not wear the inappropriate item to work again and/or ensure your grooming is
acceptable. If the problem persists, you may be sent home to change clothes and will receive
a verbal warning for the first offence. Progressive disciplinary action will be applied if dress
code or grooming violations continue.
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Internet, Email & Social Media

Internet Use
The internet is provided by Camp Australia for business use. Limited private use is permitted
provided it does not interfere with work, provided inappropriate sites are not accessed e.g.
pornographic, gambling. Management has the right to monitor private use to determine
whether excessive or inappropriate.
Failure to comply with these instructions is an offence and will be subject to appropriate
investigation. In serious cases, the penalty for an offence, or repetition of an offence may
include dismissal. Employees should be aware that some forms of internet conduct may lead
to criminal prosecution.
Email Use
1. Email facilities are provided for formal business correspondence.
2. Take care to maintain the confidentiality of sensitive information.
3. Limited private use of email is allowed if it doesnt interfere with or distract from an
employees work. However, management has the right to access incoming and outgoing
email messages to check if an employees usage or involvement is excessive or
inappropriate.
4. Non-essential email, including personal messages, should be deleted regularly from the
Sent Items, Inbox and Deleted Items folders to avoid congestion.
5. All emails sent must include the approved business disclaimer.
To protect Camp Australia from the potential effects of the misuse and abuse of email, the
following instructions are for all users:
1. No material is to be sent as email that is defamatory, in breach of copyright or business
confidentiality, or prejudicial to the good standing of Camp Australia in the community or
to its relationship with staff, customers, suppliers and any other person or business with
whom it has a relationship.
2. Email must not contain material that amounts to gossip about colleagues or that could be
offensive, demeaning, persistently irritating, threatening, discriminatory or involves the
harassment of others or concerns personal relationships.
3. The email records of others are not to be accessed except by management (or those
authorised by management).
4. When using email a person must not pretend to be another person or use another persons
computer without permission.
5. Excessive private use, including mass mailing, reply to all etc. that are not part of the
persons duties, is not permitted.
6. Failure to comply with these instructions is a performance improvement offence and will
be investigated. In serious cases, the penalty for breach of policy, or repetition of an
offence, may include dismissal.
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Guiding principles
This policy applies to all employees who participate in or contribute to any social media
networks (whether in the course of employment or in their personal capacity) that are:
Accessible only to Camp Australia employees (example, One Team);

Endorsed by Camp Australia and accessible to parents, schools and other external
parties (example Camp Australia Facebook page, LinkedIn, Twitter, Instagram,
Google+, Tumblr, YouTube, Pinterest); and
Not endorsed by Camp Australia your personal social networks (example your
personal Facebook, LinkedIn, Twitter, Instagram pages or social blogs)
Whenever Camp Australia employees are interacting on social media, whether in an official
or personal capacity, the following guiding principles should be followed;
I will not criticise customers, colleagues, Camp Australia or related policy

I will respond to others opinions respectfully and professionally
I will not do anything that breaches my terms of employment
I will not harass, bully or intimidate
I will acknowledge and correct mistakes promptly
I will disclose conflicts of interest where I am able
I will not knowingly post inaccurate information
I will link to online references and original source materials directly
I will be polite, considerate, kind and fair
I will always ensure my activity does no harm
I will champion Camp Australia and its services
Camp Australia Internal Social Network One Team

One Team has been created for you to oversee work related information including roster
management, personal details, professional development and pay information, as well
connect with fellow employees via Yammer, our corporate networking site.
You are encouraged to share your creative ideas, stories and program initiatives, and access
One Team to support the development of other Camp Australia staff.
For example:
Describe what you are doing in a service and how this impacts children
Take photos (without children in them) that help demonstrate your actions
o Step 1: Log onto One Team
o Step 2: Click on visit discussion forums
o Step 3: Select post and share your story on how you made kids smile today,
uploading any relevant images
Note: Do not take and or use any photos containing images of children without prior parental
or guardian approval. If a photograph containing an image of an employee is submitted,
please provide notification of that persons written approval for the image to be used on
Yammer.
External Social Networks

Camp Australias marketing department will determine all material to post on the Camp
Australia Facebook page and social media platforms. A calendar of events will be scheduled
each month. Marketing will also be responsible for responding to all messages and blogs
posted and seek expertise and assistance from other departments as required.
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Individuals who are employees of Camp Australia do not have permission to post official Camp
Australia content (unless authorised). You can, however, like, repost, retweet Camp Australias
posts, or comment, without substantial or meaningful change, as part of showing your
affiliation or support.
While you are free to participate in online social media networks, your interactions have the
potential to impact on your employment. As an employee representing Camp Australia you
should set a positive tone and follow these guidelines:
Always express ideas and opinions in a respectful manner

Make sure your communications are in good taste
Do not denigrate or insult others, including our competitors
Speak the truth; if you need to respond or make comment on specific information verify
details through company-published information
Never post images, video or names of children in your care doing so is considered
gross misconduct and grounds for dismissal
Never post images of pornographic nature doing so is considered gross misconduct
and grounds for dismissal.
A social media site is not the forum to be critical of Camp Australia or its practices.
Issues of this kind can be communicated through your Manager. For more information
see the Grievance Process on One Team.
Be careful with personal information. We recommend your Facebook privacy settings
are set to friends and not public to protect your privacy. At the very bottom of every
page on Facebook, there is a link that reads "Privacy" which can assist you.
Camp Australia branding Do not create Camp Australia branding on any third party
social media platform which could be interpreted as representing the company.
When using hashtags on social networks such as Instagram or Twitter (#campaustralia)
please be mindful that you are representing the company.
Following these procedures will ensure interactions remain professional as a company and at
the same time safeguard your personal privacy.
The use of social networks is prohibited during working hours without prior consent from your
Department Head.
Page 18 of 40
Recruitment
Camp Australia undertakes a robust and professional approach to recruitment and selection,
helping us attract and retain individuals with the required skills and attributes to support our
business goals. All appointments are made based on experience and qualifications and
compliance with all relevant Federal & State Legislation.
Referral Incentive Program

Do you know someone who would be a great addition to the Camp Australia team?
Heres how to refer them:
Step 1 Applying Online
Direct your friend to apply online via our Camp Australia Careers page:
http://jobs.campaustralia.com.au/staff/advertisements.aspx
They can apply for any advertised vacancy, dont worry if it is not local to their area as this
step is to ensure their details are in our system so we can make contact.
Step 2 Notify Recruitment of your referral
Once the referred candidate has applied online, you need to email the Recruitment Team
recruitment@campaustralia.com.au and provide following information:
Name of candidate you are referring

Date they applied
Your name and position
Step 3 Recruitment Process

Your referral will be contacted and taken through the recruitment process.
Step 4 Your rewards!
If your referred friend is successful and gains employment with Camp Australia, you will be
rewarded with a $50 bonus at the time they complete their first shift.
Following the successful completion of your referrals six (6) month probation period, you will
be contacted and rewarded with a $100 bonus.
There is no limit to how many people you can refer, so please take up this opportunity and
help us grow our team.
Page 19 of 40
Induction and Probation

Policy
Camp Australia will ensure all new employees are welcomed and ready to start work safely
and competently through the provision of formal training and induction.
Procedure
The employees supervisor will complete an induction plan for each new starter including:
peer introductions
workplace tour
OH&S procedures and evacuation
business overview
whos who (organisation structure)
nominated buddy
training and induction plan
IT system orientation (where applicable)
Probation
The six month probationary period is a time for both employee and manager to assess
suitability, fit and competency within a role. During this period Camp Australia commits to
reviewing employee performance and at the end of this time either ongoing employment will
be confirmed or the probation period extended for a further six months (maximum). This
applies to both permanent and casual employees.
Procedure
1.
2.
3.
4.
The HR database is used to track and monitor probationary periods.

During this time managers provide informal and formal performance appraisals.
One formal appraisal is conducted at least four weeks before the end of probation.
At the end of the probation period, a final appraisal is conducted and the employee
is advised of the outcome via a formal written letter (permanent employees only).
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Training & Development

Policy
Employees will be provided adequate training to perform their job safely and competently.
Training is a two-way process. We encourage staff to attend career network sessions and
participate in professional development training to improve skills and knowledge.
Training includes internal on-the-job training, written instructions such as standard operating
procedures, coaching, external training and safety courses, including First Aid.
The National Training Framework

Camp Australia is proud to introduce a training and development framework created
specifically for OSHC staff seeking career progression and pathways to management. Please
refer to One Team for forthcoming training workshops and presentations. Further details may
be obtained from our Training Department at training@campaustralia.com.au
Page 21 of 40
Occupational Health & Safety

Policy
Camp Australia will provide a safe work environment for the health, safety and welfare of our
employees, contractors, visitors and members of the public who may be affected by our work.
This includes:
developing and maintaining safe systems of work, and a safe working environment
consult with employees and health and safety representatives
provide protective clothing and equipment where required and enforce usage
provide information and training for employees
assess all risks before work commences on new areas of operation
remove risks to safety
provide employees and contractors with adequate facilities (such as clean toilets,
clean drinking water and hygienic eating areas)
Ultimately, everyone at the workplace is responsible for ensuring health and safety in the
workplace. Everyone responsible for the work activities of other employees are accountable
for:
identifying practices and conditions that could injure employees, clients, members of
the public or the environment
controlling such situations or removing the risk to safety. If unable to control such
practices and conditions, report these to their manager
Manual Handling Policy

It is Camp Australias policy to provide all employees with a safe and healthy workplace by
identifying, assessing and controlling manual handling risks.
While management is responsible for the health, safety and welfare of all staff, all employees
must report potential and actual manual handling hazards.
Never lift or manually handle items larger or heavier than you can easily support. If in doubt,
please seek immediate assistance.
Procedure
Plan your lift. Bend your knees and ensure your path is clear before attempting a lift.
Ask for help if the load is too heavy
Grip the load securely, using the palms of your hands and the base of your fingers
Lift efficiently and smoothly, avoid using your back and avoid twisting or reaching
Your centre of gravity should be maintained throughout the lift.
For heavier loads, carefully stack and use trolleys, trays, or vehicles for the storage and
transport of materials. Do not overload trolleys, vehicles or storage areas, risking falls or
injury.
Do not pick up or carry a child under any circumstance
Do not stand on a chair or allow children to do so.
If a ball or piece of sports equipment lands on a roof, report this to the school for
retrieval.
Page 22 of 40
Workers Compensation Policy

All employees may be eligible for workers compensation benefits if injured at work. Please
email details to hradmin@campaustralia.com.au
Injury Procedure
If there is an injury:
1. The first priority is medical attention. The injured worker should contact a Manager to
advise of the situation. For a serious injury, call an ambulance.
2. Any employee who is injured on the job, experiences a safety incident or a near miss,
must report the incident to their manager. At OSHC services, holiday clubs or events
of any kind, the Coordinator or supervising manager must complete an injury
notification form and email to hradmin@campaustralia.com.au
3. The manager will document a report in the register of injuries, incidents and near misses.
This report must include:
employees name and job details
time and date of injury
exact location the injury/incident
how the injury/incident occurred
details of the injury/illness and the part/s of the body injured
names of any witnesses
name of the person entering details in the Register
date the employer was notified
4. Camp Australia will confirm in writing once we have received notification of any injury
or illness reported in the Register.
The Manager must report serious injuries to the relevant Work Safe body immediately:
SafeWork SA www.safework.sa.gov.au
Victorian WorkCover Authority www.worksafe.vic.gov.au
NT WorkSafe www.worksafe.nt.gov.au
WorkSafe ACT www.worksafe.act.gov.au
WorkSafe Queensland www.worksafe.qld.gov.au
WorkCover NSW www.workcover.nsw.gov.au
WorkSafe WA www.workcover.wa.gov.au
WorkSafe Tasmania www.workcover.tas.gov.au
Smoking
Camp Australia maintains a non-smoking policy. Smoking is not permitted on Camp Australia
property, at events or services at any time. Smoking is strictly forbidden by field-based
employees whilst on duty or during breaks.
Office based smokers should use their allotted breaks - limited to 15 minutes from leaving the
workplace to recommencing work. These breaks must not be taken at the front or rear
entrances to corporate head office. Excessive smoking breaks will be regarded as
absenteeism and disciplinary action may be enforced.
Page 23 of 40
Alcohol & drugs

Camp Australia is concerned by factors affecting an employees ability to safely and
effectively perform their work to a satisfactory standard. Alcohol or drugs can impair shortterm or long-term work performance and is an occupational health and safety risk.
Camp Australia does not tolerate attending work under the influence of alcohol or the use of
illicit drugs on premises or whilst attending other business related premises. Contravening either
of these points may lead to instant dismissal.
Health & Safety Representatives and First Aid

For details of current First Aid Level 2 qualified personnel working out of corporate head office,
please contact hradmin@campaustralia.com.au
In situations where a child requires first aid, they will be treated by the Service Coordinator or
the first (first aid certified) educator who reaches the child. In the event of the latter being an
Assistant, and consistent with the Childrens Services Award 2010, the educator is entitled to a
first aid allowance if their employee classification is below Level 3.
The Service Coordinator must make a timesheet entry and check the box titled additional
notes to alert payroll to make a first aid allowance payment for the educator.
Page 24 of 40
Equal Employment Opportunity

Policy
This policy applies to all staff including contractors and volunteers, and covers all work-related
functions and activities including external training courses sponsored by Camp Australia.
It also applies to all recruitment, selection and promotion decisions.
Discrimination and Harassment

National and State laws govern EEO and anti-discrimination in the workplace. Camp Australia
is committed to providing a workplace free from discrimination, sexual harassment and
bullying. Behaviour to the contrary will not be tolerated and will lead to corrective action
taken that may include dismissal.
Discrimination
Direct discrimination occurs if an employee is treated less favourably than other employees in
the same or similar circumstances on the basis of a prohibited ground of discrimination (such
as gender, age or race) that is protected under the Equal Employment Opportunity Act 1987
and Fair Work Act 2009.
Indirect Discrimination occurs where there is a requirement or policy that is the same for all
and at face value appears neutral. However, it has a disproportionate impact on certain
groups (such as people of a certain age, religion or cultural background) and that requirement
or policy is not reasonable in the circumstances.
Harassment includes unwelcome conduct including that of a sexual nature in circumstances
which could reasonably be expected to offend, humiliate or intimidate someone. Having
regard to all the circumstances, a reasonable person would expect that the person harassed
would be offended, humiliated or intimidated. Sexual harassment is unlawful in the workplace
and at work-related functions or activities.
If an employee or job applicant lodges a complaint of discrimination or harassment, the
complaint will be investigated by Human Resources to determine the factual basis of the
allegation and whether the facts constitute a breach of the relevant discrimination legislation.
In some cases, the alleged discrimination may not involve a breach of legislation, but may
involve a breach of internal company policies and procedures.
Any suspected breaches of EEO should be addressed following the internal grievance
procedure outlined in this handbook. Complaints of discrimination or harassment may be
made in writing to the Human Resources Manager at hradmin@campaustralia.com.au
Further state-based information relating to EEO and anti-discrimination can be located from
the following bodies:
NSW - Anti-Discrimination Board of NSW

NT Northern Territory Anti-Discrimination Commission
Qld Anti-Discrimination Commission Queensland
SA Equal Opportunity Commission of South Australia
Tas Office of the Anti-Discrimination Commissioner
Vic Victorian Equal Opportunity and Human Rights Commission
WA Equal Opportunity Commission of Western Australia
Page 25 of 40
Workplace Bullying
Purpose and Scope
Bullying in the workplace is inappropriate and unacceptable behaviour. Staff found to have
either committed or condoned such behaviour in the workplace will be subject to disciplinary
action which may include the termination of employment.
What is bullying?
Workplace bullying is repeated, unreasonable behaviour directed toward an employee or
group of employees that creates a risk to health and safety. Unreasonable behaviour means
behaviour that a reasonable person, having regard to all the circumstances, would expect to
victimise, humiliate, undermine or threaten. Behaviour can include an individuals or groups
actions or practices that victimise, humiliate, undermine or threaten.
Bullying may occur inside a workplace, for example, one employee may bully another
employee, or a group of employees may bully an individual. However, customers, clients and
contractors may also bully employees. Bullying may also amount to unlawful discrimination.
What are examples of bullying?

The following behaviours (where directed towards an individual and repeated, or occurring
as part of a pattern of behaviour) could be considered as bullying:
Demeaning language or verbal abuse

Threats, physical or verbal intimidation
Outbursts of anger or aggression
Excluding or isolating an employee
Ganging up on an employee
Psychological harassment or intimidation
Giving employees impossible assignments
Deliberately changing work rosters to inconvenience particular employees
Deliberately withholding information that is vital for effective work performance
Cyber bullying and online bullying
What is not bullying?

Reasonable management action carried out in a fair and reasonable manner is not bullying.
For example:
Setting performance goals, standards and deadlines

Allocation of work, including rosters and work hours
Deciding not to select an employee for promotion
Informing an employee of unsatisfactory work performance
Informing an employee of inappropriate behaviour
Implementing organisational changes
Performance management processes
Constructive feedback
Downsizing
Page 26 of 40
Employee Responsibilities
All employees have a legal responsibility to care for their own health and safety and that of
co-workers, and therefore must not engage in acts which constitute bullying behaviour. In
addition, employees are required to follow instructions given by their manager relating to the
prevention of workplace injuries and illnesses. This includes monitoring the work environment
to ensure acceptable standards of conduct are observed at all times.
All staff are responsible for supporting this policy by ensuring:
Staff are treated with respect and courtesy;

Compliance with the workplace bullying policy and procedure;
Incidences of bullying are immediately reported to the appropriate manager ;
Full participation in any investigation into an incident of bullying, and maintaining
confidentiality.
Procedure
What can I do if I believe I am being bullied?
Employees may deal with bullying either by resolving the issues themselves by discussing the
problem with the person involved, or by seeking assistance from their immediate Manager or
Human Resources. Written complaints may be addressed to hradmin@campaustralia.com.au
and will be treated in strict confidence.
It is important you do not ignore circumstances where you feel you are being bullied, hoping
it will go away. Ignoring this behaviour could be wrongly interpreted as approval by the person
causing the bullying. Once Human Resources is advised of the bullying complaint, an internal
inquiry will take place.
If you do raise a bullying complaint, you are responsible for:
Making the complaint honestly and in good faith

Providing all relevant facts
Cooperating with the investigation and resolution process
If you observe an incident in which another employee is being bullied, bring this to the
attention of your Manager and/or Human Resources.
If a complaint of bullying has been made about you, you will be responsible for:
Cooperating with the investigation and resolution processes

Providing a written or verbal response to the complaint which has been made
Providing all relevant facts to the person conducting the inquiry
Camp Australia may need to further investigate a complaint of bullying where:
The complaint is made anonymously without sufficient detail provided to allow

investigation or resolution of the matter.
The complaint is frivolous, vexatious or malicious, for example where false or misleading
information is provided, relevant information is withheld, facts are distorted or there is
no demonstrated commitment to resolution. Depending on the circumstances, these
types of complaints could lead to disciplinary action including dismissal action taken
against the complainant.
The complaint does not constitute bullying as defined by the policy.
Page 27 of 40
Confidentiality
Anyone involved in a complaint of bullying, or its investigation, must ensure that the
circumstances and facts of the complaint are disclosed only to those people who are directly
involved in progressing its investigation and resolution, or have a need to know. In particular,
it is important that staff who either make a complaint, or may be witnesses to the
circumstances giving rise to the complaint, do not discuss the matter outside the investigation
and resolution processes.
For further assistance, please contact hradmin@campaustralia.com.au
Flexible Working Arrangements

Requests for flexible working arrangements based on parental and carer responsibilities are to
be made in writing. To comply with the Equal Opportunity Act, Camp Australia will provide a
written response within 21 days and will only refuse a request on reasonable business grounds.
Employees who have worked with the same employer for at least 12 months can request
flexible working arrangements if they:
are the parent, or have responsibility for the care of a child who is school aged or
younger;
are a carer (under the Carer Recognition Act 2010);
have a disability;
are 55 or older;
are experiencing family or domestic violence; or
provide care or support to a member of their household or immediate family who

requires care and support because of family or domestic violence.
This right applies to all employees including permanent full-time and part-time employees, as
well as casual employees, regardless of position or job function.
Page 28 of 40
Leave
General leave
Unless specified otherwise, employees referred to in this policy mean permanent full-time or
part-time (including term-time) employees.
All permanent full time and part time employees are entitled to leave in accordance with the
relevant awards or agreements and statutory provisions. Where the entitlements or practices
in this document conflict, the applicable award, workplace agreement, employment
contract or employment law takes precedence.
All planned leave is to be mutually agreed, and factor in workloads and the employees
needs. Leave must be approved in advance, except where the employee is unable to
anticipate the absence. Any documents regarding leave will be kept on the employees
personnel file.
Casual employees who have met their probation period and are working in a consistent roster
are requested to provide a minimum of two (2) weeks notice prior to taking leave.
Annual leave
Permanent employees are entitled to a minimum of four (4) weeks annual leave each year
(pro-rata for part-time staff). Leave entitlements are calculated from the date of
commencement and accrues in accordance with workplace relations legislation or industrial
instruments. Annual leave counts towards continuous service (to calculate long service leave).
Applications for annual leave must be submitted 4 weeks in advance by completing a leave
request via the employee kiosk (payroll system) on One Team for approval.
You must have sufficient leave accrued to cover the period requested and to ensure full pay.
If a leave request is declined, a reasonable explanation must be provided to the employee,
together with an alternative acceptable leave period.
An employee is expected to take accrued annual leave for business close down periods. If
insufficient leave is accrued, Camp Australia may direct an employee to take unpaid leave.
Employees may not accrue greater than 40 days of annual leave (or proportionate accrual for
part-time staff). In such instances, managers will notify the employee that leave must be taken
at a mutually agreed time within the next three (3) months. The amount of leave to be taken
must be sufficient to reduce the employees excess leave to below 12 months annual leave
entitlement.
Camp Australia will decide on a case-by-case basis whether it will agree to cashing out annual
leave as permitted by workplace relations legislation or any industrial instrument.
Consideration of the health and safety of the employee will be given where they have
requested in writing to cash out an annual leave entitlement.
In some circumstances, leave in advance of what has been accrued may be approved. This
is conditional on the employee agreeing in writing to deducting any advance in the event of
termination, or the employee accepting leave without pay.
Camp Australia may direct the employee to take up to one quarter of their accumulated
annual leave credit. Employees will be given at least 28 days notice to apply for this leave.
Where a manager is unable to grant this application, excess leave may be deferred or cashed
out.
Page 29 of 40

Employees who are sick whilst on annual leave may, upon provision of a medical certificate,
have their annual leave substituted by sick leave. Where an employee is off work due to
sickness or injury and does not have an adequate sick leave entitlement, employees may
request use of their annual leave, which shall not be unreasonably withheld.
Personal leave
An employee is entitled to10 days (pro-rata for part-time staff) of personal/carers leave every
12 months which may be taken as carers leave if required. Paid personal leave is cumulative.
If the period during which an employee takes paid personal/carers leave includes a day or
part-day that is a public holiday, the employee is not on paid personal/ carers leave on that
public holiday.
Staff should notify their manager via telephone as soon as possible if they are unable to attend
work due to illness or injury. Documentary proof (such as a medical certificate) of illness or
carers responsibility is required if the absence extends for more than two sequential days or if
the employee has taken multiple single days of personal leave. The Employee is also required
to provide documentary evidence for personal leave taken the day prior or subsequent to a
public holiday, weekend or upon Manager request.
Text messages and emails are not acceptable as forms of communicating personal leave
unless prior consent has been given by your manager.
Carer's leave
Carer's leave is available to an employee for the care or support of an ill family or household
member or if an unexpected emergency arises. Casual employees are entitled to unpaid
carers leave for each occasion of family or household member illness or unexpected
emergency. A permanent employee cannot take unpaid carers leave if they could instead
take paid carers leave.
Compassionate leave
Compassionate leave is paid leave taken by an employee to spend time with a family or
household member who has a personal illness or injury that poses a serious threat to their life,
or after the death of a family or household member.
Staff are entitled to a period of two days paid compassionate leave for each occasion where
a family member has died, or the employee needs to spend time with a seriously ill family
member. Additional unpaid leave maybe granted at management discretion.
Page 30 of 40

Casual employees are entitled to two days unpaid compassionate leave for each occasion
as outlined above.
Long service leave

Employees are entitled to long service leave in line with Federal and State Awards. Where an
employee has worked in more than one state during the qualifying period, the applicable
legislation will generally be the state in which the leave was applied for, or where termination
occurred.
Parental leave
Unpaid parental leave
Employees (including a de facto or same sex partner, or single person) who are expecting a
child or adopting a child are eligible for 52 weeks of unpaid parental leave if they are:
permanent full-time or part-time with at least 12 months continuous service prior to the
expected date of birth or adoption placement
casual with 12 months regular and systemic service who have a reasonable
expectation of continuing regular and systematic work
After birth or adoption, the parent with responsibility for the care of the child is entitled to
unpaid parental leave. Employees who are pregnant may commence leave up to six weeks
before the expected date. Within six weeks, you will be required to provide a medical
certificate stating you are fit to work, also stating the anticipated date of delivery. This is to be
sent to payroll@campaustralia.com.au
Employees may request to extend their leave by a further 12 months (for a total of 24 months
maximum), to be submitted in writing at least four weeks before the end of the original 12
months unpaid parental leave.
Camp Australia will respond in writing within 21 days and may refuse only on reasonable
business grounds.
Applying for leave

An employee wishing to take unpaid parental leave must provide written notice at least 10
weeks before starting the leave (or as soon as is practicable) including the intended leave
start and end dates.
Leave dates or any changes of dates must be confirmed at least four weeks before your leave
commences. Your manager will confirm leave and any accrued entitlements such as annual
leave you may wish to have paid out.
If you decide to apply for Parental Leave Pay under the Australian Government Paid Parental
Leave scheme, you can lodge your claim with Centrelink online from three months before your
childs birth or adoption.
If working within six (6) weeks of the expected date of birth of your child you may be asked to
provide a medical certificate containing information about your fitness for work. If you are
certified as fit for work, ensure that the medical certificate establishes whether it is inadvisable
for you to continue in your current position because of illness or risks related to your pregnancy
or hazards connected with your usual position responsibilities.
Page 31 of 40

If your manager requests a medical certificate and you do not provide one within seven (7)
days following the request, Camp Australia has a right to direct you to take unpaid leave.
Adoption
Because Camp Australia recognises that the timing of placement for an adopted child may
be uncertain, employees should keep their manager informed of any changes to the likely
placement date and commencement of leave.
During parental leave
Even though the employee is on leave, they will continue to be protected against
discrimination as an employee. Refer to the Equal Employment Opportunity policy.
Camp Australia respects that some employees prefer no contact whilst on leave. Please
arrange the level of communication you would like during this period and document this
agreement. All employees on leave, where feasible, will be kept informed of significant
changes that may occur in the business.
Where a decision will have a significant effect on the status, pay or location of the pre-parental
leave position, Camp Australia will take all reasonable steps to inform the employee and
discuss the effect of the decision. During a restructure, employees on parental leave will be
treated no less favourably than other employees and will be kept informed of the process.
If an employee has applied for less than 52 weeks unpaid parental leave, they can extend the
period of leave once to take the total leave up to a maximum of 52 weeks. The employee
must give at least four weeks notice prior to the end date of the original leave period. A period
of unpaid parental leave may be reduced by agreement between Camp Australia and the
employee.
An employee can resign while on parental leave however they must provide the required
notice of resignation as set out in their employment contract. Employees should not undertake
any activity during leave which is inconsistent with the employment contract, including other
employment and they should remain responsible for the care of the child.
Camp Australia may be required to fill a permanent position on a temporary basis while the
employee is on leave. The replacement employee will be informed their employment in this
role is temporary and that the pregnant employee has the right to return to the position. If an
employees job no longer exists or it has changed, they will be offered a suitable available job
that the employee is qualified and suited to work in, and is nearest to their previous job in pay
and status.
Note for field-based staff whose employment contracts provide for a change of location,
Camp Australia may direct you to an alternative location anywhere within your local area.
Federal paid parental leave scheme

The federal government currently provides for paid parental leave entitlements under the
terms of the Paid Parental Leave Act 2010. Payments for those eligible will be paid to
employers who are then responsible for making parental leave payments. The Department of
Human Services is the government body responsible for administrating the paid parental leave
scheme.
Page 32 of 40
Time in lieu
Camp Australia will grant time in lieu to an employee who is required to work outside their
normal hours. Time worked towards time in lieu must be approved in advance unless
exceptional circumstances exist, in which case management will consider granting approval
after the time is worked.
Time in lieu will be added to the employees annual leave. Camp Australia will record time-inlieu credits and debits. Generally, employees should take time in lieu in the same financial
year within which it is accrued. A manager must approve time-in-lieu leave.
Leave without pay

Management has the discretion to approve leave without pay that an employee is otherwise
not entitled to.
Jury duty
An employee is entitled to paid leave for jury duty in accordance with legislation. Staff on jury
service should supply the official request to attend, the details of attendance and the amount
the court has paid them. Camp Australia will reimburse the employee the difference between
this amount and their base salary. If an employee is absent due to jury service for more than
10 days in total, the employer is only required to pay the employee for the first ten days of
absence.
Emergency services leave

If an employee requires temporary absence from work due to voluntary emergency
management activities (eg. volunteer dealing with an emergency or natural disaster as a
member of SES, CFA or Army Reserve), manager approval must be sought.
Camp Australia will support such activities wherever possible, and may require evidence of
these activities at its discretion.
As Community Service leave is unpaid, this may be taken as annual leave where sufficient
hours are accrued, or as leave without pay. For further information, please contact
payroll@campaustralia.com.au
Page 33 of 40
Performance Improvement
Policy
Camp Australia requires a minimum standard of conduct and performance which is made
clear to staff in formal and informal performance reviews. If an employee does not meet this
standard, appropriate corrective action will take place. Formal performance improvement
procedures will generally only start when other corrective action fails.
If an employee deliberately breaches business policy or procedure, or engages in misconduct,
Camp Australia may start improvement procedures, or, in cases of serious misconduct or
breach of policy, may dismiss an employee. Staff must understand their responsibilities, be
counselled and given the opportunity to reach the standards expected. Staff will be provided
the opportunity to respond before management takes further action.
If an employee has a disability that requires reasonable adjustments to be made to the
workplace or job to allow them to work safely and productively, they should raise this with their
manager. Camp Australia will only refuse such requests on reasonable business grounds.
Procedure
1. Camp Australia will advise the employee of any shortfall in their performance, and give
them an opportunity to respond.
2. The manager will consider their response and determine if performance improvement
action should be taken. Camp Australia will provide support such as training where
appropriate.
3. If the employee is issued a verbal warning, their manager must document and file
details with Human Resources.
4. The manager will advise the employee of the performance issue or unacceptable
conduct using specific examples, and referring to the correct policy or procedure.
5. The manager will allow the employee to respond before making a decision and
consider the employees responses. The employee may have a support person present
at such meetings.
6. The manager will decide if further action is required.
7. If a written warning is to follow, this document will warn the employee in clear terms
their employment will be terminated if a sustained improvement in performance is not
forthcoming.
8. The warning must clearly define:
the area/s of concern
a clear explanation of the expected standard
timeframes of when the employee is expected to improve
how the business will assist the employee achieve the improvement required
consequences of failing to improve
9. Human Resources will maintain a record of all meetings, training and/or coaching
provided.
Gross or serious misconduct

Summary (instant) dismissal for gross or serious misconduct may occur as a result of a company
breach. Cases are treated on an individual level and management should seek advice from
Human Resources before taking this step.
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Grievance
Policy
Camp Australia supports the right of every employee to lodge a grievance with their manager
if they believe a decision, behaviour or action affecting their employment is unfair. An
employee may raise a grievance about any performance improvement action taken against
them.
We aim to resolve problems and grievances promptly and as close to the source as possible.
Camp Australia will escalate a grievance to the next level of authority for further investigation
until the matter is resolved. A senior member of Human Resources will be involved as the
mediator in all escalated grievance issues.
Grievances will be addressed objectively, discreetly and promptly. Any grievances found to
be ill-conceived, vexatious or lacking substance may result in disciplinary action being taken
against the complainant. Please refer to Camp Australias Code of Conduct for further detail.
Procedure
1. Where possible, the employee should attempt to resolve the grievance with the other
party. This may be carried out informally. At this stage every possible effort should be
made to settle a grievance before the formal grievance process starts. If the matter is
unable to be resolved, the process continues and becomes formal.
2. To start a formal grievance, the complainant is required to lodge a written complaint
to Human Resources via hradmin@campaustralia.com.au including dates, those
involved and attempts have made to settle the grievance.
3. The other party will be provided full details of the complaint raised and will have the
opportunity and reasonable time to respond prior to mediation or performance
management.
4. If the grievance still cannot be resolved, the matter will be referred to a member of the
Senior Leadership Team for consideration and a final decision made. A grievance
taken to this level must be in writing from the employee and submitted to Human
Resources hradmin@campaustralia.com.au
Page 35 of 40
Conflict of Interest
Purpose
The purpose of this policy is to:
Assist staff to identify situations in which a conflict of interest may arise;

Provide guidelines and assistance to employees to avoid or deal appropriately with
conflicts of interest; and
Outline the consequences of a failure to avoid conflicts of interest.
Policy
All employees owe a legal duty to act in the best interests of Camp Australia in performing
their duties in preference to the employees own personal interests. This duty is set out in your
written contract of employment.
Employees must not engage in other employment where the activity conflicts with their
position as an employee of Camp Australia. Employment includes a second job, conducting
a business, trade or profession, or active involvement with other organisations.
This policy in no way diminish your right to engage in outside activities of a civic, religious,
political, or charitable nature or other activity where you can be used for the benefit of the
community, provided those activities are not otherwise a breach of this policy.
A conflict of interest arises if an employee accepts employment with, or other substantial
business interest in, a competitor. It also arises if they accept employment, other relationship
or a substantial business interest in a supplier or client of Camp Australia. The following
guidelines are intended to assist in making decisions regarding potential conflicts, however do
not include all possible situations that might create a conflict of interest.
Conflicts of interest include, though are not limited to:
Directly or indirectly competing against Camp Australia in any capacity.

Providing competitive assistance to other companies or organisations that are
competing with Camp Australia.
Engaging in outside employment or other activities that encroach on the time or
attention necessary to carry out your responsibilities to Camp Australia.
Having a significant financial interest in, holding any position with, or receiving
compensation or other benefits from any party that competes with Camp Australia or
any of its clients or any party that does business or seeks to do business with Camp
Australia or any of its clients.
Encouraging a client of Camp Australia to do business" with you or accepting an offer
of employment with a client of Camp Australia.
Use of Camp Australia time and/or resources to engage in conflicts of interest.
Page 36 of 40
Examples
Examples of conflicts of interests that would amount to a breach of this policy and must be
immediately disclosed to Camp Australia include:
Example 1: A Coordinator working at a service where Camp Australia provides after school
care, sets up a family day care business. She advises parents she will be offering before school
care services.
Example 2: An Assistant who is unable to obtain Holiday Club shifts with Camp Australia
accepts vacation care shifts with another OSHC provider.
Example 3: A field staff member* offers to provide evening and weekend babysitting to
parents currently using a Camp Australia service.
Example 4: A Regional Manager is asked by a friend to provide consulting advice and
documentation to help her set up an OSHC service.
Example 5: An Educator* is asked by a parent whose children attend OSHC to sign them out
and escort them home following After Care.
* In each example, this refers to staff who are not the child/childrens legal guardian.
Dealing with conflicts of interest

Employees must, at all times, act in a manner that will avoid actual, potential or perceived
conflicts of interest.
Whether a particular situation creates a conflict of interest between your personal activities or
relationships and your responsibility to Camp Australia depends upon the circumstances.
However,
you
must
immediately
report
to
Human
Resources
at
hradmin@campaustralia.com.au every situation that could have the possibility of creating a
conflict between you and Camp Australia.
HR will then determine whether the situation warrants further attention. A key issue in
determining whether or not there is a conflict will be whether Camp Australia has suffered any
disadvantage as a result of your actions.
Failure to disclose conflicts of interest

A failure to avoid or disclose conflicts of interest is a matter of utmost seriousness. Depending
on the circumstances, disciplinary action may be taken against an employee who has a
conflict of interest. This may include immediate termination of employment for serious
misconduct.
Employees must:
declare any potential, actual or perceived conflicts of interest that exist on becoming
employed by Camp Australia to management
declare any potential, actual or perceived conflicts of interest that arise or are likely to
arise during employment by Camp Australia to management
Page 37 of 40
avoid being placed in a situation where there is potential, actual or perceived conflict
of interest if at all possible
If an employee declares such an interest, Camp Australia will review the potential areas of
conflict with the employee and mutually agree on practical arrangements to resolve the
situation.
Employees must disclose to their manager any other employment that might cause a conflict
of interest with Camp Australia. Where there are external involvements that do not represent
a conflict of interest, these must not affect performance or attendance whilst working at
Camp Australia. If such involvement does affect performance or attendance it will be
considered a conflict of interest.
Employees must not set up or engage in private business or undertake other employment in
direct or indirect competition with Camp Australia using knowledge and/or materials gained
during the course of employment with Camp Australia.
Engaging in other business interests during work hours will result in strong performance
improvement action.
Failure to declare a potential, actual or perceived conflict of interest or to take remedial action
agreed with Camp Australia, in a timely manner, may result in performance improvement
proceedings including dismissal.
Page 38 of 40
Intellectual Property & Security

All intellectual property developed by employees during their employment with Camp
Australia, including discoveries or inventions made in the performance of their duties related
in any way to the business of Camp Australia, will remain the property of Camp Australia.
Employees may be given access to confidential information, data, business property, keys to
premises or any other business related property/information in the performance of their duties.
This must be protected and used only in the interests of Camp Australia.
Employees must not:
disclose or use any part of confidential information outside the performance of their
duties and in the interests of Camp Australia;
authorise or be involved in the improper use or disclosure of confidential information
during or after their employment without the Employer's written consent, other than as
required by law;
copy or send any Camp Australia material by any medium for their personal or noncompany use;
delete or destroy intellectual property of any kind; this includes emails, documents or
phone records, including text messages that have not been saved to relevant files.
Confidential information includes any information in any form relating to Camp Australia and
related bodies, clients or businesses, which is not in the public domain.
Employees must act in good faith towards Camp Australia and must prevent (or if impractical,
report) the unauthorised disclosure of any confidential information. Failure to comply with this
policy may result in performance improvement proceedings including dismissal. In addition,
Camp Australia may pursue monetary damages or legal remedy.
Page 39 of 40
Policies & Declaration

Company policies constitute your employment contract and must be read and signed * to
ensure your understanding and acceptance. Please read and check off each policy to
confirm your acceptance.
Code of Conduct
Business Environment
Dress Code
Internet, Email & Social Media
Occupational Health & Safety
Equal Employment Opportunity
Workplace Bullying
Leave
Performance Improvement
10
Grievance
11
Conflict of Interest
12
Intellectual Property & Security
Employee Declaration:
I have read and understood the contents of the Employee Handbook, together with the
above policies and I agree to these terms and conditions that comprise my employment with
Camp Australia.
Employee Name:
Employee signature:
Date:
Please
scan,
photograph
or
screenshot
this
page
and
return
records@campaustralia.com.au within three (3) months of your commencement.
to
Page 40 of 40

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Camp Australia Employee Handbook

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The Camp Australia Team

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Our Company History

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Our Mission and Values

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Continuing Professional Development (CPD) and Study

enrolment in a recognised course

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Recognition of Study Completion

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Kitchen and Bathrooms

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Company and client information

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Business Casual Attire

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Shirts, tops, blouses and jackets

Shoes and footwear

Jewellery, tattoos, makeup and fragrances

Hats and head coverings

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Internet, Email & Social Media

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Accessible only to Camp Australia employees (example, One Team);

I will not criticise customers, colleagues, Camp Australia or related policy

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External Social Networks

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Step 3 Recruitment Process

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Training & Development

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Occupational Health & Safety

Manual Handling Policy

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Workers Compensation Policy

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Alcohol & drugs

Health & Safety Representatives and First Aid

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Equal Employment Opportunity

Discrimination and Harassment

NSW - Anti-Discrimination Board of NSW

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What are examples of bullying?