Targetbase Australia Google Team Policies and Procedures

Targetbase Insourcing Pty Ltd
ABN No. 27 616 289 224

The policies provide a simple reference point for all employees of Targetbase Insourcing and Targetbase Integrated employees on our workplace policies for both routine and one-off situations. We are committed to driving a positive Team Culture and ensuring and ensuring every member of our Team has easy access to their workplace benefits and our policies.

Targetbase Workplace Policies apply to all employees, Applicants for employment, Interns, (paid or unpaid), Contractors and any individual conducting business with Targetbase Insourcing and Targetbase Integrated.

If you just joined Targetbase Team. Here is a handy reference to get you started Guide for New Starters in Google Australia  https://www.targetbaseintegrated.com/wp-content/uploads/2021/11/Targetbase-welcome-Pack-Australia.pdf

Temporary COVID – 19 Pandemic Employee Policy Australia
  1. It is mandatory that all staff are double vaccinated before they return to onsite work at the Google Office.
  2. In addition, follow Google Australia return to work policies
Harassment​

Targetbase prohibits​ ​employee​ ​discrimination​ ​of​ ​any​ ​kind,​ ​including​ ​sexual​ ​harassment​ ​by employees,​ ​managers,​ ​vendors​ ​and​ ​customers.

“Sexual​ ​Harassment​ ​is​ ​defined​ ​as​ ​any​ ​harassment​ ​based​ ​on​ ​a​ ​person’s​ ​sex,​ ​such​ ​as unwelcome​ ​sexual​ ​advances,​ ​requests​ ​for​ ​sexual ​ ​favours,  ​and​ ​other​ ​verbal​ ​or​ ​physical harassment​ ​of​ ​a​ ​sexual​ ​nature,​ ​including​ ​offensive​ ​remarks​ ​about​ ​a​ ​person’s​ ​gender.​ ​Both males​ ​and​ ​females​ ​can​ ​be​ ​victims​ ​of​ ​sexual​ ​harassment”.

Prohibited​ ​behaviour​ ​includes​ ​any​ ​behaviour​ ​that​ ​creates​ ​an​ ​offensive​ ​work​ ​environment (Hostile​ ​Environment)​ ​or​ ​that​ ​results​ ​in​ ​an​ ​adverse​ ​employment​ ​decision​ ​such​ ​as​ ​the​ ​victim being​ ​fired​ ​or​ ​demoted​ ​(Quid​ ​pro​ ​Quo).​ ​

Individuals​ ​violating​ ​this​ ​policy​ ​will​ ​be​ ​subject​ ​to​ ​discipline,​ ​which can include​ ​termination of employment.

Retaliation Prohibition

No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. Targetbase will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of Targetbase who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees or non-employees working in the workplace who believe they have been subject to such retaliation should inform a Director of Targetbase at the earliest opportunity. All employees or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.

Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject Targetbase to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behaviour to continue, will be penalized for such misconduct.

We will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. At all times Targetbase will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.

All employees are encouraged to report any harassment or behaviours that violate this policy.

Employees are required to report any complaint that they receive, or any harassment that they observe or become aware of to a Targetbase director.

Bullying

Bullying can include the following behaviours:

  • A person or group of people repeatedly acts unreasonably towards them or a group of Workers.
  • The behaviour creates a risk to Health and Safety.
  • Spreading malicious rumours

Unreasonable behaviour includes victimising, humiliating intimidating or threatening.  Whether behaviour is unreasonable, can depend on whether a reasonable person might see the behaviour as unreasonable in the circumstances. Bullying does not include reasonable management action carried out in a reasonable manner. Reasonable Management action may include:

  • Performance management process
  • Disciplinary action or misconduct
  • Informing a worker about unsatisfactory work performance or inappropriate work behaviour
  • Asking a Worker to perform reasonable duties in keeping with their job
  • Maintaining reasonable workplace goals and standards

However, these actions must be conducted in a reasonable manner if there not, they could still be bullying.

Discrimination

Discrimination occurs when a person, or a group of people, is treated less favourably than another person or a group because of their background or certain personal characteristics like race, religions or sex.

Employees who feel victimised in the workplace should report their concern to the Targetbase Directors immediately.

Anti Bribery & Corruption

At TBI, we are committed to conducting business in compliance with the law, including all applicable anti-bribery and anti-corruption laws in all countries ethically and with integrity to ensure we comply with the law. This includes Australian law, Singapore law and laws of the other countries in which we trade.

We are committed to proactively support and operate on the Anti – Bribery and Corruption policies of all our Clients as well as the Countries we are operating in.  At Targetbase Insourcing (Australia) and Targetbase Integrated (Singapore) our Compliance Officer is responsible for the administration of this along with all our other policies. We have implemented internal control systems will we audit regularly to ensure they are effective in minimising the risk of non – compliance with our policies and operations.

All employees of Targetbase Insourcing and Targetbase Integrated (TBI) are required to understand and comply with this policy and should report any breaches or suspicious conduct to the Directors.

Our Policy

TBI prohibits employees engaging in or tolerating Bribery or any other forms of Corruption.

We value that in all forms of our business, “our people” act with honesty and adhere to the highest ethical standards and conduct their business in compliance with relevant legal requirements.

TBI Personnel must not: offer to promise an item of value to influence an official in the government, private sector or a third party in order to provide TBI with business or improper advantage to secure or retain business. This also include requests or acceptance by employees anything of value, furthermore obtain required approvals for donations and sponsorship;

Breaching  This Policy

Breaching this policy by personnel is regarded as serious misconduct leading to disciplinary action which may include termination of employment.

Reporting Of A Breach

TBI management encourages openness and will support anyone who raises a genuine concern in good faith under this policy, even if the issue under review is found to be compliant. TBI is committed to ensuring no one suffers detrimental treatment as a result of raising such concerns.

Please seek approval for all overseas travel with your Targetbase Manager prior to booking.

In the event that you are required to have an expense on official business it is necessary for you to seek approval from your Targetbase Manager prior to the expense being incurred.

Proof of Expenditure:

You must collect and retain Tax Invoices and Receipts as evidence of expenses being incurred. If there is no invoice or receipt then the item cannot be claimed as it cannot be proven. A quotation for an expense is not sufficient.

We use Zoho for all Expense Claims.  To submit an expense claim or check the status of your current claims please use this link Zoho Expense Claims

Please ensure you attach all your receipts for the claim.  You can now scan your receipts to your mobile and automate the submission of your expense claim with Zoho.  You can even submit your entire expense claim using your mobile phone.

Please use this link if you need to access the Zoho User Guide  Zoho User Guide

Annual Leave

You are entitled to 20 working days annual leave which is accrued against any “paid days worked”. This will be accrued at the rate of 20 days for every fully completed calendar year of service. (Pro-rata entitlement for shorter periods). All holiday leave is to be approved by your Targetbase manager using the online app. We require that you provide adequate notice when planning and intending to take annual leave (ie: for leave requests of more than 5 days, the required advice period is 4 weeks. This is to assist with resource planning). All leave entitlement must be taken within the year of your Contract.

To submit or check your leave please login using this link Zoho Leave

You can access Zoho from a mobile device as well as your laptop.

Please use this link if you need to access the Zoho User Guide  Zoho User Guide

Please use this link if you need help on how to record and submit expenses Zoho Submitter’s view

Unused Annual Leave

All annual leave must be taken during your contract period. Any leave that has not been taken will be forfeited.

Sick And Carer Leave Requests

You are entitled to sick or carer leave during the term of your contract. This will be 10 days for each completed calendar year of service. (Pro-rata entitlement for part service). If you do need to take sick leave or carer leave, please ensure you advise your Targetbase manager either before or on the day, and on your return to duties. You also need to submit your medical certificate (MC) when you submit your Sick Leave request.

Maternity / Paternity Leave

Our Parental Leave Policy is aligned to the Australian Government Policy Guideline for Parental Leave. For further details please follow the link below:

https://www.servicesaustralia.gov.au/individuals/services/centrelink/parental-leave-pay

To submit or check your leave please login using this link Zoho Leave

You can access Zoho from a mobile device as well as your laptop.

Please use this link if you need to access the Zoho User Guide Zoho User Guide

Please use this link if you need help on how to record and submit expenses Zoho Submitter’s view

Salary is calculated and paid monthly, in arrears.  That is, your pay at the end of each month will cover the month just completed up to and inclusive of the last day of that month. You will be paid around the fifth working day of the following month (may vary when month end falls on a weekend or long weekends/public holidays).

Pay Slips will be emailed to you once the monthly payroll has been processed. An Australian Taxation Office (ATO) Income Summary will be available for you to download from the ATO web site (www.ato.gov.au) at the end of the Taxation year. You will need this to complete your annual taxation return.

Access To Google Premises And Systems

At the end of your contract period you will be required to surrender your key-pass and your access to the Google network will be disabled.

Return Of Equipment

At the end of your contract period you will be required to surrender all equipment that was issued to you by Google (or Targetbase). This will include your PC. Please ensure that you remove any personal information prior to surrendering the device as you will not be able to retrieve this information once the contract has expired.