Labour Hire Candidate

Induction Manual
_________________________________

Www.Ozstaff .com
Ozstaff Holdings Pty Ltd
Australia
T +61 3 9793 1133 F +613 9793 1833
E [email protected]
ABN 27 603 140 834
*Revised May 2022*
Introduction

Welcome to OzStaff. We are happy to have you on board as part of our team.

The purpose of this Ind uction Manual is to assist your integration into the company and to give you an understanding
of our expectations. It’s important that you are aware of the rules, requirements, regulations and facilities during
your employment with OzStaff.

Safety is important t to everyone at OzStaff. The company aims to provide and maintain, as far as Practicable, a working
environment that is safe e and without risks to health. We can only achieve our vision of an accident free environment
if each of us, no matter what job we do, plan our work and accept i ndividual responsibility in following procedures of
working safety and doing all we can to avoid risks.

Upon completion you will be asked to sign a declaration that you understand the induction you have been given, do not
sign this document if you do not fully understand the information within.

About Ozstaff

Oz Staff is a leading recruitment company specializing in temporary and permanent Labour hire in various genres of
business.

Founded in 1997, OzStaff is one of Victoria’s most recognized specialist recruiters within the fields Of Manufacturing,
Horticulture, Transportation Logistics and Warehouse Storage with offices in Dandenong and Laverton in Victoria and
Whether Hill Park (Sydney) NSW.

OzStaff believe that good people combined with good systems are the key to success, and we have a simple aim: Be
best at what we do! Thus, we strive to build a strong and long-term Relationship with each of our candidates and
clients.

The success of Oz Staff over the past years comes from the in-depth understanding of our specialist markets, our
clients, our candidates and a genuine desire to offer the highest standard of services possible. We will continue to
strive and ma intain this success f or years to come!

Our Mission

We deliver the WOW f actor to our clients, candidates and colleagues and achieve extraordinary results daily. We
conduct our business in a manner that continually exceeds the expectations of all stakeholders and builds us as a
brand leader.

Our Vision

To be recognized as the best in connecting the night people, with the right jobs. To be the first choice for quality
recruitment services to employers, job-seekers and colleagues.

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Our Clients
Our clients are the foundation of our business, we serve the needs of their business and closely
Maintain Communication, Clarity and Consistency in delivering successful and quality placements effectively,

Our Candidates

Our candidates are our most important assets as we sell services, and services provided by people.
We strive hard to develop the highest quality workforce with value like honesty, Reliability and professionalism.

OzStaff Key Performance Indicators (KPI's)

OzStaff employee performance on site deployed will be monitored on the following KPI's:

• Attendance and Punctuality

• Dress code and Wearing of correct PPE (Personal Protective Equipment)

• Overall behavior on-site with Supervisor and Colleagues

• The onsite client specific work requirements

Ozstaff will provide you with feedback or counseling should any of the above require attention.

Workplace Conduct
Being a representative of OzStaff your behaviour is very important, o u r clients monitor the way you go about your work

So we ask you to:-

• Respect your fellow workers on site by being courteo us and polite

• Always be mindful of your safety and that of others

• Have an honest and professional attitude in all dealings

• Be punctual in your attendance

• Keep your work area tidy

When on site you are required to devote the whole of your time in performing the work assigned, Important that
you work towards getting the job done in the safest, most effective and most efficient manner and if you encounter
any difficulties see your supervisor straight away.

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Behavior Standard

Serious Injuries can be caused by thoughtless behavior, general bad behavior, dangerous behavior, practical jokes and
skylarking. Any behavior of this nature will not be tolerated under any circumstances

Under the Occupational Health and Safety ACT 2004:

Any person who recklessly engages in conduct which could put another person in danger of serious i n jury y could receive
a prison sentence of up to 5 years or be heavy fined or both.

Serious Misconduct

Situations that may justify instant dismissal include suspicion of theft, assault and or willful damage or misuse of
equipment or property.

Employees with knowledge of such acts, by another person, on site are required to report to their supervisor and
contact OzStaff , Failure to report may justify instant dismissal.

Committing a criminal act may warrant police involvement and instant dismissal.

Hours of work, Meal Breaks and Overtime

You must be fit and ready to start work at the nominated start time. Your hours of work, start time, Finish time and
meal break times will be as per the client’s nominated times for the site.

Very important to be punctual when commencing or ret urning from meal breaks. You must always inform your
supervisor before going on any unscheduled break, no matter how short the break is.

On some sites there may be overtime work available. You may be required to work a reasonable amount of
overtime.

Shift Availability

Important that you are available to work the hours and shifts that you have been allocated should your availability
change you must contact OzStaff and let us know - (03) 9793 1133.

In order to provide prompt communication you must be available to answer your phone, SMS or email and respond
a timely manner.

Be aware it is a serious breach of these rules to not advise OzStaff o f any changes to your shift t availability.

Time Keeping

Your hours of work will be recorded as per the client’s time keeping process. You must clock “on” at the start of work
and clock "off" at the end of work.

You must immediately inform your supervisor on site. If you have any problems clocking on / off or if you fail to clock on /
off. Do not clock on/clock off on behalf of someone else. That is serious breach of rules.

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 Absenteeism, Late Arrival, Illness and Leave from work
Should you not be able to attend work, will be late or are sick you must call Ozstaff on (03) 9793 1133 as soon as
possible and before the commencement of your start time.

SMS's and EMAILS will not be accepted. You must call and talk to an OzSta ff consultant if you are unable to attend work. The
information you need to provide is:

• Your Name

• Where you are working

• What is wrong

• What time or date you will return to work

In the event that you are sick we require a medical certificate signed by a registered health practitioner as evidence to
support the personal leave. The certificate can be sent by e-mail, post or be given to your OzStaff representative when
next on site.

Oz Staff will consider and accept up to 2 unscheduled absences per month however, you must inform Oz Staff prior to each
absence. More than 2 unscheduled absences per month are unacceptable and may lead to the cancellation of your
assignment.

If you require extended leave from work you must notify Oz Staff 2 weeks prior to taking the leave.

O z Staff Pay Period

The standard pay period is Monday to Sunday. Wages will be directed to your nominated bank account on the following
Thursday and be available in your account by Friday. OzStaf f will let you know if the re is a change to the standard pay
period.
IMPORTANT NOTE: In the even t that there is a discrepancy on your pay slip do not contact the Host Employer, contact
OzStaff on ( 03) 9793 1133. We will investigate and a dvise you of the outcome.

Changes in Personal Information

Employees must immediately inform OzStaff of any changes to:

• Nominated Bank Account Details
• Address
• Contact Phone number or E Mail address.
• Superannuation details
• Emergency contact details

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Safety - Duty of Employees

While at work, all employees must:

• Take care of their health and safety and the health and safety of other persons who may be affected by the
employee's acts or Omissions.

• Cooperate with the client and adhere to the Occupational Health and Safety Act 2004 and any applicable Regulations

• No intentionally or recklessly interfere with or misuse anything provided in the workplace

• Immediately report any workplace hazard to the supervisor

Safety Matters - Reporting

As an OzStaff employee, you must immediately report the following, to your supervisor on Site and/or
OzStaff - even if it is minor.
• Injuries
• Incidents / Accidents
• Near Misses
• Hazards

You will not be ‘blamed' for reporting ay of the above. OzStaff is your employer and as such we have a duty of care to ensure
your safety. The Host Employer also has a duty of care.

Here are some reasons why you should promptly report injuries, incidents/ accidents, near misses and hazards:
• So you can get First aid or medical attention as soon as possible if injured
• To prevent a minor injury becoming worse, or to remove risk of future injury
• So your co-workers don' t get hurt as well
• Because it is your responsibility to report

Do not feel Embarrassed or afraid to report any of the above!

We Stress That:
You must immediately report any injury, incident/accident, near miss or hazard, even if it is minor- this ensures that you do not
further aggravate the injury, or by reporting an incident/accident, near miss or hazard you can remove the future risk of injury
to yourself or a co-worker.

Where possible you must complete an Injury Report with the Host Employer at the time of injury.

If you are injured at work, please CALL OZSTAFF AS SOON AS POSSIBLE ON ( 03) 9793 1133 - 24 hours a day 7 days a week.
It’s a serious breach of safety and your terms of employment to not immediately report any injury.

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Dress, Fitness and Readiness for Work

Employees are required to attend work fit and ready to commence work in the correct attire.

Personal work clothing must be neat, clean and not be loose or ill fitting, Hooded jumpers and fashion accessories block or
affect peripheral vision and are strictly prohibited on the shop floor.

As part of a safe working system the wearing of loose fitting jewelry is not acceptable at the work site. All rings that cannot be
removed must be fully taped. Personal earphones or headphones are strictly prohibited. Long hair must be appropriately
covered to eliminate the hazard of getting caught in plant or moving machinery or for hygiene.

A high standard of personal hygiene is necessary in providing quality and professional service to our customers.

Employees must be aware and mindful that wearing of offensive clothing, i.e. pictured t-shirts may offend other employees and
may be a breach of the company's Diversity Policy

Personal Protective Equipment ( PPE )

All employees must wear PPE as prescribed by the Host Employer. This may include safety earplugs, safety gloves, safety
glasses, respirators, masks, etc.

It is important that PPE is in good condition and is worn according to the manufacturer's recommendations. If you
are not sure see your Supervisor.

Steel cap safety boots must be worn at all times.

High visibility safety vests must also be worn at all times, except if it is unsafe to do so. Always check with the site Supervisor.

Statutory Licenses (Cars, Trucks, Forklifts )

You must always carry statutory licenses with you at all times. You must ensure that your license current and valid. Failure to do
so will result in instant dismissal.

You can only operate client equipment or vehicles:

• If you have a current and valid license in your possession at all times

• The Host Employer has authorized you to do so

You must observe all speed limits, signs and any directions from the Host Employer.

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Daily Commercial Vehicle Inspections

Daily commercial vehicle checks must be carried out at the beginning of each shift by all persons
who will be operating a vehicle while employed by OzStaff.

As a driver for OzStaff you are responsible for ensuring that a basic commercial vehicle check is carried out at the beginning of
your shift to ensure the vehicle is safe. Therefore, you are required to complete the OzStaff Daily Commercial Vehicle
Inspection checklist (or complete the relevant checklist and/or process outlined by the Host Employer), verifying that the
vehicle is safe to the limits of the inspection undertaken.

It doesn’t matter who maintains the vehicle, it is the driver’s responsibility to ensure vehicle
roadworthy before driving.

Make sure that the vehicle you are operating remains roadworthy by making these daily checks. This Includes identifying any
maintenance issues that might result in the vehicle being unsafe to drive. Should vehicle safety maintenance be required,
ensure your supervisor at the Host Employer is advised immediately so that appropriate action can be taken.

Do not rely on others for any portion of a vehicle safety inspection, completing a relevant check (OzStaff checklist or
process/procedure of Host Employer) forms part of your daily work.

Where a driver is unable to rectify a fault, the driver must record the problem in the comments section of the OzStaff Daily
Commercial Vehicle Inspection checklist, and immediately advise their supervisor at the Host Employer.

A vehicle with faults must not leave the premises until it has been cleared by the supervisor at the Host Employer.

Photography

Confidentiality of the clients’ products prohibits the taking of photos or video images with cameras, mobile phones or any other
devices.

Mobile Phones and Audio Players

Use of mobile phones and audio players are not permitted on the factory floor.

Mobile phones and audio players maybe used during official breaks away from the factory floor.

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Smoking, Alcohol, Drugs or Medication

OzStaff intention promote safe work places and safe work practices by ensuring that all employees are in a fit condition to
perform their work without compromising their own safety, the safety of fellow employees or members of the public.

Neither OzStaff nor any of our Host Employers tolerate or support the use, possession, cultivation or trafficking of illicit drugs or
the misuse and abuse of prescription or .other medication, OzStaff recognizes that excessive drinking or use of illicit drugs may
have a negative influence on the health, work and social relationships of employees.

Consumption of alcohol and the use of illegal drugs are strictly prohibited on site.

Employee Responsibilities:

• Employees must ensure that they do not attend any OzStaff or Host Employer place of employment if adversely
affected by alcohol or drugs.

• Employees who are taking prescription or over-the-counter drugs that have specific warnings on use (i.e. that impact
upon the workplace) should bring the matter to the attention of both OzStaff and the Host Employer prior to
commencing work.

• Employees involved in driving of vehicles, forklifts, machinery, handling hazardous chemicals or undertaking
hazardous activities must not be under the influence of alcohol and/or drugs and must at all times comply with
relevant Victorian laws.

• Employees working alongside a colleague whose wellbeing or job performance they perceive to be adversely affected
by alcohol or drug use are encouraged to support them in seeking appropriate assistance.

All employees in OzStaff and our Host Employers could be required to provide a sample for testing for the presence of drugs,
including alcohol, which may affect performance. This process maybe complete at irregular periods, to ensure commitment to
this policy and the safety, health and wellbeing of all employees.

Employees suspected of being under the influence of drugs or medication / alcohol will be sent home without pay and pending
further investigation the employee’s employment may be terminated.

Employees are only authorized to smoke in approved areas during official work breaks.

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 Dignity and Respect

Everyone m the workplace, irrespective of their position, deserves to be treated with dignity and respect. No one should
suffer bullying or harassment while going about their work and this can put at risk the health, safety and welfare of all
employees. OzStaff has a ‘duty of care’ under the OHS Act in relation to these matters and has therefore adopted a policy of
‘zero tolerance’ to bullying and harassment.

The OHS Act also imposes a similar duty on all employees that they must, while at work, co-operate with their employer to
enable compliance under this Act in the interests of the health, safety and welfare of all persons in the work place.

There are likely to be occasional differences of opinion, conflicts and problems in working relationships - these are part of
working life. However, if workplace behavior is offensive, deliberate and unprovoked, repeated and unnecessary and is used
to intimidate, humiliate, or threaten an employee, then workplace bullying exists and this will not be tolerated by our
organization.

Conflict in the Workplace

If conflict arises in the workplace, under no circumstances is it acceptable to engage in or be a party of any form of violence
in the workplace,

If a situation has escalated to an unreasonable level do not try to resolve the conflict by yourself:
• Try and remove yourself from the area (politely excuse yourself)
• Call OzStaff immediately
• Give the OzStaff consultant all the details of the incident.

OzStaff has conflict resolution procedures in place and the matter will be dealt with in a professional, timely and confidential
manner.

Assignment Completion Process and Availability

Candidates must inform OzStaff on completion of each assignment - (03) 9793 1133.

Candidates may be sent an email or SMS requesting availability for work, a return reply is needed. Should it not arrive in a
timely manner the candidate will be transferred to the “unavailable” list in the OzStaff system.

Should you have found employment elsewhere and do not wish to remain on the OzStaff system, please contact us
immediately.

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Confidentiality

You agree that you will, at all time use Confidential Information only for the sole purpose of performing your duties.

Workplace Diversity

Collusive behavior, Malpractices or Misconduct of any kind will not be tolerated at any time while on the
Work Premises.

OzStaff will not tolerate any harassment of an employee, customer, visitor or other person because of their sex or sexual
preference, pregnancy, race (including their colour, nationality, descent, ethnic or religious background), marital or social
status, disability, political opinion or age.

Harassment is any form of behaviour, whether actual, threatened or inferred, however communicated (including in person or
by post, message, telephone or by electronic means), that is not welcome or invited, Such behaviour will be harassment if it
offends, humiliates or intimidates another person whether or not this was intended, Harassment is a form of unlawful
discrimination, and will not be tolerated by the Company.

All employees will maintain a workplace where everyone treats each other with respect, understands that everyone is different,
and accepts that everyone has the right to feel comfortable and safe at work and free from harassment.

Should you become a victim of harassment please inform your supervisor and OzStaff. OzStaff have procedures in place to
ensure that these matters are dealt with in a fair, considerate and private manner.

Social Networking
This policy applies to social networking sites, personal web pages and blogs which make available personal views to the general
public, the absence or lack of explicit reference to a specific site does not limit the extent of the application of this policy.
Where no policy or guideline exists, employees should use their professional judgment and take the most sensible action
possible.

Social Media includes, but is not limited to:

• Social networking sites e.g. Facebook, MySpace, and LinkedIn

• Video and photo sharing websites e.g. Flicker, YouTube
• Micro-blogging sites e.g., twitter
• Weblogs, including corporate blogs, personal blogs or blogs hosted by traditional media
publications
• Forums and discussion boards e.g. Whirlpool, Yahoo! Groups, Google Groups
• Online encyclopedias e.g. Wikipedia
• Any other websites that allow individual users or companies to use simple publishing tools.

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Responsibilities of Employees:
• Be respectful to OzStaff, our clients, other employees, customers, partners and competitors.
• Avoid bringing OzStaff, our clients or any related staff into disrepute and do not use social media to attack, abuse or
belittle your colleagues.
• Social media activities should not interfere with work commitments.
• Be aware that your online presence reflects OzStaff and our clients, Your actions captured via images, posts, or
comments can reflect that of our company and our clients.
• Do not include contact details, photographs or any other electronic media of staff or workplaces without permission.
• Do not disclose any information confidential to OzStaff or our clients (such as financial information, business plans,
imminent departure of employees etc.)
Social Media should not interfere with work commitments, and as such should not be accessed during work hours. It is
acceptable to access Social Media on your scheduled meal and rest breaks, As is the case with all OzStaff policies, failure to
comply with this policy may result in disciplinary action, This disciplinary action may involve verbal or written warning or, in
cases of serious misconduct, termination of your employment/engagement with OzStaff, If you break the law you may also be
personally liable.
Some Important Site Rules and Reminders
• Always check that your steel capped safety boots are in good condition.

• Do not RUN on site, WALK.

• Do not carry any Client property outside the Clients premises

• Do not hang around after the end of your shift.

• Do not allow your friends or family to visit the work site unless it is an emergency.

• All visitors must report to site Reception.

• Do not engage in horseplay or unsafe conduct.

Our team is available 24 hours a day, 365 days a year. Call OzStaff on (03) 9793 1133 if:

Your shift availability changes.

• You are unable to attend work, will be late or are sick.

• There is a discrepancy on your pay slip.

• Your personal details change.

• You are involved in an injury or accident on site, Only OzStaff can clear you to return to work. The Host Employer is

not authorized to clear you for work.

• There is a safety hazard on site or there has been a near miss incident.

• You encounter any conflict or harassment.

• Your assignment finishes.

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 From 1 January 2010, this Fair Work information Statement is to be provided to all new employees by their employer as soon
as possible after the commencement of employment. The Statement provides basic information on matters that will affect
your employment if you require further information; you can contact the Fair Work Infoline on 13 13 94 or visit
www.fairwork.gov.au.

➢ The National Employment Standards

The Fair Work Act 2009 provides you with a safety net of minimum terms and conditions of employment through the National
Employment Standards (NES).
There are 10 minimum workplace entitlements in the NES:
1. A maximum standard working week of 38 hours for full-time employees, plus 'reasonable’ additional hours.
2. A right to request flexible working arrangements to care for a child under school age, or a child (under 18) with a
disability.
3. Parental arid adoption leaves of 12 months (unpaid), with a right to request an additional 12 months.
4. Four weeks paid annual leave each year (pro rata)
5. Ten days paid personal/carer’s leave each year (pro rata), two days paid compassionate leave for each
permissible occasion, and two days unpaid carer's leave for each permissible occasion.
6. Community service leaves for jury service or activities dealing with certain emergencies or natural disasters. This
leave is unpaid except for jury service.
7. Long service leave.
8. Public holidays and the entitlement to be paid for ordinary hours on those days.
9. Notice of termination and redundancy pay.
10. The right for new employees to receive the Fair Work Information Statement.

A complete copy of the NFS can be accessed at www.fairwork.gov.au. Please note that some conditions or limitations may
apply to your entitlement to the NES. For instance, there is some exclusion for casual employees.

If you work for an employer who sells or transfers their business to a new owner, some of your NES entitlements may carry
over to the new employer. Some NES entitlements which may carry over include personal/carer's leave, parental leave, and
your right to request flexible working arrangements.
➢ Modern awards
In addition to the NES, you may be covered by a modern award. These awards cover an industry or occupation and provide
additional enforceable minimum employment standards. There is also a Miscellaneous Award that covers employees who are
not covered by any other modern award.

Modern awards may contain terms about minimum wages, penalty rates, types of employment, flexible working arrangements,
hours of work, rest breaks, classifications, allowances, leave and leave loading, superannuation, and procedures for
consultation, representation, and dispute settlement They may also contain terms about industry specific redundancy
entitlements.

If you are a manager or a high income employee, the modern award that covers your industry or occupation may not apply to
you. For example, where your employer guarantees in writing that you will earn more than $ 108,300 annually (indexed), a
modern award will not apply, but the NES will.

Transitional arrangements to in traduce the modern award system may affect your coverage or entitlements under a modern
award.

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 ➢ Agreement making

You may be involved in an enterprise bargaining process where your employer, you or your representative (such as a union
or other bargaining representative) negotiate for an enterprise agreement. Once approved by Fair Work Australia, an
enterprise agreement is enforceable and provides for changes in the terms and conditions of employment that apply at your
workplace.

There are specific rules relating to the enterprise bargaining process. These rules are about negotiation, voting, matters that
can and cannot be included in an enterprise agreement, and how the agreement can be approved by Fair Work Australia.

You and your employer have the right to be represented by a bargaining representative and must bargain in good faith when
negotiating an enterprise agreement. There are also strict rules for taking industrial action. If you have enquiries about
making, varying, or terminating enterprise agreements, you should contact Fair Work Australia.

Page 1 Fair Work Ombudsman ABN 43 384 188 232 www.fairwork.gov.au Fair Wok information Statement

➢ Individual flexibility arrangements

Your modern award or enterprise agreement must include a flexibility term. This term allows you and your, employer to
agree to an Individual Flexibility Arrangement (IFA), which varies the effect of terms of your modern award or enterprise
agreement. IFAs are designed to meet the needs of both you and your employer. You cannot be forced to make an IFA,
however, if you choose to make an IFAr you must be better off overall. IFAs are to be in writing, and If you are under 1.8
years of age, your IFA must also be signed by your parent or guardian.

➢ Freedom of association and workplace rights (general protections)

The law not only provides you with rights, it ensures you can enforce them. it is unlawful for your employer to take adverse
action against you because you have a workplace right. Adverse action could include dismissing you, refusing to employ you,
negatively altering your position, or treating you differently for discriminatory reasons. Some of your workplace rights
include the right to freedom of association (including the right to become or not to become a member of a union), and the
right to be free from unlawful discrimination, undue influence and pressure.

If you have experienced adverse action by your employer, you can seek assistance from the Fair Work Ombudsman or Fair
Work Australia (applications relating to general protections where you have been dismissed must be lodged with Fair Work
Australia within 60 days).

➢ Termination of employment

Termination of employment can occur for a number of reasons, including redundancy, resignation and dismissal. When your
employment relationship ends, you are entitled to receive any outstanding employment entitlements. This may include
outstanding wages, payment in lieu of notice, payment for accrued annual leave and long service leave, and any applicable
redundancy payments.
Your employer should not dismiss you in a manner that is ‘harsh, unjust or unreasonable’ If this occurs, this may constitute
unfair dismissal and you may be eligible to make an application to Fair Work Australia for assistance. It is important to note
that applications must be lodged within 14 days of dismissal. Special provisions apply to small businesses, including the Small
Business Fair Dismissal Code. For further information on this code, please visit www.fairwork.gov.au.

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 ➢ Right of entry

Right of entry refers to the rights and obligations of permit holders (generally a union official) to enter work premises, A
permit holder must have a valid and current entry permit from Fair Work Australia and, generally, must provide 24 hours
notice of their intention to enter the premises. Entry may be for discussion purposes, or to investigate suspected
contraventions of workplace laws that affect a member of the permit holder's organization or occupational health and safety
matters, A permit holder can inspect or copy certain documents, however, strict privacy restrictions apply to the permit
holder, their organization, and your employer.

➢ Fair Work Ombudsman and Fair Work Australia

The Fair Work Ombudsman is an independent statutory agency created under the Fair Work Act 2009, and is responsible for
promoting harmonious, productive and cooperative Australian workplaces. The Fair Work Ombudsman educates employers
and employees about workplace rights and obligations to ensure compliance with workplace laws. Where appropriate, the
Fair Work Ombudsman will commence proceedings against employers, employees, and/or their representatives who breach
workplace laws.

If you require further information from the Fair Work Ombudsman, you can contact the Fair Work Infoline on 13 13 94 or
visit www.fairwork.gov.au.

Fair Work Australia is the national workplace relations tribunal established under the Fair Work Act2009. Fair Work Australia
is an independent body with the authority to carry out a range of functions relating to the safety net of minimum wages and
employment conditions, enterprise bargaining, industrial action, dispute resolution, termination of employment, and other
workplace matters.

If you require further information, you can contact Fair Work Australia on 1300 799 675 or visit www.fwa.gov.au.

The fair work information statement is prepared and published by the fair work ombudsman in acceptance with section 124of the fair work Act 2009

@copyright fair work Ombudsman last updated December 2009

Page 2 Fair Work Ombudsman ABN 43 384 188 232 www.fairwork.gov.au Fair Wok information Statement

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PLEASE DO NOT COPY OR DISTRIBUE THIS DOCUMENT COMMERCIAL IN CONFIDENCE.
 Important Return to Work Information
OzStaff Holdings Pty Ltd’s return to work obligations under Victorian Workers’
Compensation legislation

OzStaff
Holdings Pty
Ltd’s return to How OzStaff Holdings Pty Ltd will meet its obligations
work
obligations
Make return to OzStaff Holdings Pty Ltd will make return to work information available to its
work workers about:
information (a) the obligations of OzStaff Holdings Pty Ltd under the legislation and
available and how the employer is meeting the obligations;
consult about (b) the rights and obligations of workers under the legislation and how
how the workers can obtain further information about their rights and
information is obligations;
made available (c) the name and contact details of the authorised Agent selected by the
employer;
(d) the name and contact details of the Return to Work Coordinator, if
applicable; and
(e) the procedure for resolving return to work issues in the workplace -
by providing workers with this document after consulting with them about how
the information will be provided to them.
Provide To the extent that it is reasonable to do so, OzStaff Holdings Pty Ltd will
employment provide suitable employment to an injured worker if they have a current work
capacity and provide pre-injury employment to them if they no longer have an
incapacity for work.
To the extent that it is reasonable to do so, OzStaff Holdings Pty Ltd will
provide pre-injury or suitable employment to an injured worker for a period of
52 weeks of the worker’s incapacity. This will commence from the date a
Certificate of Capacity or a Worker’s Injury Claim Form in which weekly
payments are claimed is received from the worker or from when the
authorised Agent notifies us of receipt of same (whichever is the earliest).
From the time that OzStaff Holdings Pty Ltd receives a Worker’s Injury
Plan return to Claim Form in which weekly payments are claimed or the initial Certificate of
work Capacity from the worker or the authorised Agent notifies us of receipt of
same (whichever is earlier), OzStaff Holdings Pty Ltd will, to the extent that
it is reasonable to do so, commence return to work planning for that injured
worker.
As part of that planning, OzStaff Holdings Pty Ltd will:
• obtain relevant information about the injured worker’s capacity for
work;
• consider reasonable workplace support, aids or modifications to assist
the worker’s return to work

Page 15 of 28
 • assess and propose options for suitable employment or pre-injury
employment;
• engage in consultation about the return to work of the worker; and
• provide the worker with clear, accurate and current details of their
return to work arrangements; and
• monitor the worker’s progress
as often as is necessary to enable the worker to return to work in employment
which is consistent with the worker’s capacity for work.
Consult about OzStaff Holdings Pty Ltd will, to the extent that it is reasonable to do so,
the return to consult with the worker, the worker’s treating health practitioner (with the
work of a consent of the worker) and occupational rehabilitation provider (if one is
worker involved) in relation to the injured worker’s return to work.
OzStaff Holdings Pty Ltd will consult with the parties listed above by:
• sharing information about the worker’s return to work
• providing a reasonable opportunity for them to consider and express
their views about the worker’s return to work, and
• taking those views into account.

OzStaff Holdings Pty Ltd will consult directly with the worker about their
return to work, but the worker may be assisted by a representative during any
consultation (except for a legal practitioner). The worker may be represented,
assisted and supported during the return to work process.
Nominate and OzStaff Holdings Pty Ltd has nominated and appointed at all times a
appoint a Return to Work Coordinator who has an appropriate level of seniority and is
Return to Work competent to assist OzStaff Holdings Pty Ltd meet our obligations under
Coordinator Victorian Workers’ Compensation legislation.
Cooperate with If OzStaff Holdings Pty Ltd hires labour hire workers and the worker suffers
labour hire an incapacity for work resulting from or materially contributed to by an injury
employers arising out of working with us, we will, to the extent that it is reasonable to do
so, cooperate with the labour hire employer in respect of action taken by the
labour hire employer to provide employment, plan a worker’s return to work
and consult about the return to work of a worker to facilitate the worker’s
return to work.
Resolution of OzStaff Holdings Pty Ltd will attempt to resolve return to work issues in
return to work accordance with The relevant procedure specified in the Return to Work
issues Direction (Ministerial Direction) Issue Resolution Process.

Worker’s return to work rights and obligations

Injured worker rights are:

• To be provided with return to work information and be consulted about how that information is
to be made available
• To the extent that it is reasonable for OzStaff Holdings Pty Ltd to do so, to be provided with
suitable employment if they have a current work capacity or pre-injury employment if they no
longer have an incapacity for work for a period of 52 weeks in accordance with the legislation.
• To be consulted by OzStaff Holdings Pty Ltd about planning their return to work.
• To be provided with clear, accurate and current details of their return to work arrangements as
part of planning for their return to work.
• To the extent that it is reasonable for OzStaff Holdings Pty Ltd to do so, to be consulted and
be provided with information about their return to work. The injured worker must be given a

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 reasonable opportunity to consider and express their views about their return to work and have
those views taken into account.
• To be represented, assisted and supported (except by a legal practitioner) during any stage of
the return to work process, including in the consultation process.

Injured worker’s obligations are:

• In co-operation with OzStaff Holdings Pty Ltd and the Agent, to make reasonable efforts to
actively participate and cooperate in planning for their return to work.
• In co-operation with OzStaff Holdings Pty Ltd and the Agent, to make reasonable efforts to
return to work in suitable or pre-injury employment at their place of employment or at another
place of employment.
• To actively use an occupational rehabilitation service where provided and cooperate with the
provider of that service.
• To actively participate and cooperate in assessments of their capacity for work, rehabilitation
progress and/or future employment prospects at the request of OzStaff Holdings Pty Ltd
and/or the Agent.
• To actively participate and cooperate with the representative of the Agent in an interview to
enhance their opportunities to return to work, as required.
• If an issue about their return to work arises, to attempt to resolve the issue in accordance with
the procedure for resolving return to work issues (see above).

If you do not comply with one or more of the above obligations, your weekly payments may be
suspended, terminated or ceased and determined in accordance with the legislation by our Agent.

Additional details regarding the rights and obligations of an injured worker are available in
WorkSafe’s Return to Work Obligations – Information for workers fact sheet available from
worksafe.vic.gov.au or via the WorkSafe Advisory Service ph: (free-call) 1800 136 089 or (03)
9641 1444.

Where to get help

Our Return to Work Coordinator

Name: Terrence Pillay

Phone: 1300 OZSTAFF
Email: [email protected]
Postal Address: J92, 21 Hall St, Port Melbourne Vic 3207

Our Authorised Agent

Name: CGU Phone: 13 24 81

Web: https://www.cgu.com.au/contact
Postal Address: 181 William St, Melbourne VIC 3000

WorkSafe
Phone: free call 1800 136 089
Web: worksafe.vic.gov.au
Email: [email protected]

Page 17 of 28
Page 18 of 28
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Page 21 of 28
 THIS POSTER MUST BE DISPLAYED AT WORKPLACES

If you
injure
w
Seek medical treatment Benefits and sup
The most important thing to do if you have a work-related injury or illness is seek If your claim is accepted, you may be en
appropriate medical treatment from a provider of your choice. • reasonable costs for medical and like
• weekly payments if you lose income
Tell your employer • a lump sum payment if you have a pe
You (or someone on your behalf) must notify your employer in writing of any work-
• sue for damages at common law
related injury or illness as soon as possible. You need to ensure that your injury is
reported within 30 days otherwise you may not be entitled to compensation. If you have an incapacity for work your
You or your employer must record the details of your injury in the Register of Injuries at • appoint a return to work co-ordinator
your workplace. • make information about return to wor
to work
Fill in and lodge a Claim Form • provide suitable or pre-injury employ
To claim entitlements for a work-related injury or illness you must complete a WorkSafe • consult with you, your treating health
Victoria (WorkSafe) approved Claim Form as soon as possible and give it to your provider.
employer. If you have an incapacity for work you must also obtain a Certificate of
You have a right to be represented
Capacity from a medical practitioner. Your employer can’t refuse your claim, and can’t
work process.
dismiss you for making one.
 Casual Employment Information Statement
Employers must give this document to new casual employees when they start work.
See www.fairwork.gov.au/ceis

IMPORTANT: New casual employees also need to be given the Fair Work Information Statement.
Visit www.fairwork.gov.au/fwis

? Who is a casual employee?

Note: Sometimes casual employees work a regular
You are a casual employee if you meet all the following pattern of hours. This doesn’t mean they’re permanent
criteria:
(full-time or part-time), but if the arrangements continue,
• you are offered a job they might be entitled to casual conversion in the future
• the employer makes no firm advance commitment (usually after 12 months).
that the work will continue indefinitely with an agreed
pattern of work, and
How do I become a permanent
• you accept the offer knowing that there is no firm
employee if I’m a casual employee?
advance commitment and become an employee.
Whether you’re a casual employee is assessed at the Under the National Employment Standards (NES), some

time you are offered and accept the job. casual employees have the right to become a permanent
(full-time or part-time) employee. This is known as ‘casual
What is ‘no firm advance commitment’? conversion’.
To work out if your employer made no firm advance
Some casual employees must be offered casual
commitment when offering you the job, only 4 factors
conversion by their employer while others can only
are to be considered. They are whether:
request it. You must have completed 12 months of work
your employer can choose to offer you work and it’s and meet other criteria.
your choice whether to work or not
The next page outlines when your employer has to offer
you’ll be offered work when your employer needs you casual conversion, and when you are entitled to
you to work request it.
your employment is described as casual Small businesses
you’ll be paid a casual loading or a specific pay rate If you are employed by a small business (fewer than 15
for casual employees. employees), your employer does not have to offer you
There isn’t 1 deciding factor and you don’t need all 4 casual conversion. However, in some circumstances
of them for there to be ‘no firm advance commitment’. you’re still entitled to request it.
It’s about weighing up the factors that are there (and The next page outlines when you are entitled to request
those that aren’t) and deciding whether overall your casual conversion if you work for a small business.
employer was or wasn’t intending to make a firm advance
commitment.
In writing
Example of ‘no firm advance commitment’ Under the NES, all offers, requests, refusals, and
responses for casual conversion must be in writing.
Priya is offered a job as a shop assistant. The job was
advertised as a casual position. ‘In writing’ can include handwritten, printed, and
electronic (for example, email) formats.
The shop owner says Priya will need to work when the
shop is busy or other staff are on leave. When business
is quiet, Priya will get less work. Priya will be offered shifts Some casual employees will be covered by awards
a week in advance and the shifts will vary week-to-week. and agreements with additional casual conversion
Priya can decline shifts if she wants to. Priya's pay rate will entitlements. Go to www.fairwork.gov.au/casual
include a casual loading. Priya accepts the job. for more information.

There was ‘no firm advance commitment’ in Priya’s

situation. Her employer didn’t commit to giving Priya Need help?
ongoing work. The shop owner made it clear that Priya's Not sure if you’re covered by an award or
shifts could vary, and that Priya wasn’t obligated to accept agreement? Visit www.fairwork.gov.au/awards and
shifts. The job was advertised as casual and Priya will www.fairwork.gov.au/agreements
be paid a casual rate of pay. Because this was clear at
the time Priya was offered and accepted the job, she is
considered a casual employee.

Page 1 of 3 Last updated October 2021

 Casual Employment Information Statement
Employers must give this document to new casual employees when they start work.
See www.fairwork.gov.au/ceis

Does my employer have to offer me Can I request casual conversion?

?
casual conversion? You are entitled to request casual conversion if you meet
Only businesses with 15 or more employees have to offer all the following criteria:
casual conversion to their casual employees. you’ve worked for the business for at least
They have to offer you casual conversion if you meet all 12 months and 21 days (12 months if you work for a
the following criteria: small business)
you’ve been employed by them for 12 months you’ve worked a regular pattern of hours on an
you’ve worked a regular pattern of hours on an ongoing basis for at least the last 6 months
ongoing basis for at least the last 6 months, and you could continue working that pattern of hours as
you could continue working that regular pattern a permanent employee without significant changes,
of hours as a permanent employee without and
significant changes. during the last 6 months you haven’t:
Your employer doesn’t have to offer you casual • refused an offer of casual conversion
conversion if one of the following applies to you:
• been told you aren’t being offered casual
there are reasonable grounds for your employer conversion due to reasonable grounds, or
not to offer you casual conversion, or
• made a request for casual conversion that was
you haven’t worked a regular pattern of hours for refused on reasonable grounds.
at least the last 6 months.
What you need to do
What your employer needs to do
• If you are eligible and want to request casual
• If you are eligible for casual conversion – Make the conversion – Make the request in writing.
offer to you, in writing, within 21 days after your
What your employer needs to do
12-month anniversary.
• If they are granting your request – Consult with you
• If they aren’t offering casual conversion – Tell you
and respond in writing within 21 days of receiving your
the reasons why in writing, within 21 days after your
request.
12-month anniversary.
• If they are refusing your request on reasonable grounds
What you need to do
– Consult with you and tell you the reasons why in
• If your employer offers you casual conversion – writing within 21 days of receiving your request. If you
Respond in writing within 21 days. You can accept or meet the criteria again in 6 months, you can make
decline the offer. another request then.
• If you disagree with their decision not to offer you
casual conversion – Follow the steps outlined in the
‘What if there is a disagreement?’ section on the next ? What are ‘reasonable grounds’?
page. What counts as ‘reasonable grounds’ will depend
on your circumstances and your employer’s
Example of ‘regular pattern of hours’ circumstances.
Alex is a casual employee who works every Friday and They can include that within the next 12 months:
Saturday night at a restaurant on a regular basis.
• your position won’t exist
His hours and days don’t change.
• your hours of work will significantly reduce
Over a 6-month period, Alex misses 2 shifts due to illness.
By agreement with his employer he also takes 1 week off • the days or times your employer needs you to

during uni exams. work will change significantly, and you won’t
be available to work the revised schedule.
Even though Alex has taken some time off, this still meets
the definition of a ‘regular pattern of hours’. Reasonable grounds can also include that making
the offer or granting the request would not
comply with a recruitment or selection process
More information
required by or under a Commonwealth, State or
For more information about casual employment and
Territory law.
casual conversion, go to www.fairwork.gov.au/casual
and www.fairwork.gov.au/casualconversion

Page 2 of 3 Last updated October 2021

 Casual Employment Information Statement
Employers must give this document to new casual employees when they start work.
See www.fairwork.gov.au/ceis

What if I disagree with my employer about casual conversion?

If you and your employer have a disagreement about casual conversion, including the rules and requirements for making
(or not making) a request or an offer, there are steps you can take to resolve it.
Depending on your circumstances, you may be able to have someone to support or represent you through the dispute
process (which could include a union entitled to represent you).
Step 1. First, check if you’re covered by an award or agreement. Not sure? Visit www.fairwork.gov.au/awards and
www.fairwork.gov.au/agreements
• If you are covered by an award or agreement, you need to follow the process that it sets out for dealing with
disputes about the National Employment Standards (NES). See the ‘Who can help?’ section below if you need
further help.
• If you’re not covered by an award or agreement, move to step 2.
Step 2. If you aren’t covered by an award or agreement you need to check if your employment contract or any other kind
of written agreement has a process for dealing with disputes about the NES or casual conversion.
• If it does, you need to follow the process that it sets out for dealing with the dispute. See the ‘Who can help?’
section below if you need further help.
• If it doesn’t, move to step 3.
Step 3. If the dispute resolution processes in steps 1 and 2 don’t apply to you, try to resolve the disagreement directly
with your employer by discussing it with them (you can use our free courses linked below to help you do this). If
you can’t resolve the issue this way, see the ‘Who can help?’ section below for where you can get help.

? Get help with conversations

Find free online courses to help you have conversations at work (including about casual conversion) at
www.fairwork.gov.au/learning

WHO CAN HELP?

If you’d like information or assistance, or you have an unresolved dispute, a third party may be able to help. Depending on
your situation and how you want to resolve the issue, there are a few different places that can help you.
The Fair Work Ombudsman, Fair Work Commission and Australian Building and Construction Commission can help.
You can also seek help from the Federal Circuit and Family Court in some situations.

FAIR WORK OMBUDSMAN FAIR WORK COMMISSION

• provides information and advice about your • deals with disputes about casual conversion (if
employment type (casual or permanent) you are not able to resolve them directly with your
• provides information and advice about rights, pay employer)
and entitlements of casual employees, including • can deal with your dispute through mediation,
casual conversion entitlements conciliation, making a recommendation or
• has free calculators, templates and online courses expressing an opinion

• helps fix workplace problems • if you and your employer agree, can deal with your
dispute through arbitration (making a binding
• enforces workplace laws and seeks penalties for
decision).
breaches of workplace laws.
www.fairwork.gov.au - 13 13 94 www.fwc.gov.au - 1300 799 675
FEDERAL CIRCUIT AND FAMILY COURT OF AUSTRALIA (SMALL CLAIMS COURT)
You can seek help from the small claims court of the Federal Circuit and Family Court if your casual conversion dispute
is about whether:
• you meet the requirements for your employer to make an offer to you to become a permanent employee
• you meet the requirements to request casual conversion
• your employer has reasonable grounds to not offer casual conversion
• your employer has reasonable grounds to refuse your request for casual conversion.

www.fcfcoa.gov.au – 1300 352 000

If you work in the commercial building industry the Australian Building and Construction Commission can help.
www.abcc.gov.au - 1800 003 338
Page 3 of 3 Last updated October 2021
Availability to Work Commitment

Registration Process

During your registration process with OzStaff you will be asked to confirm your availability for work, you will have the option to
verify which days of the week and which shifts you can work, e.g. day, afternoon, night.

Once you are registered with OzStaff we use your nominated availability to match our client’s working times on site, OzStaff will
also consider the clients requirements relating to skills and experience.

Towards providing the best prospect of securing an assignment it is important that your availability to work accurately reflects
your commitment. OzStaff does not want to waste your time, our time or our client’s time. We expect you to keep OzStaff fully
informed regarding any changes to your availability.

How to update your availability for work

To update or change your availability for work call OzStaff on (03) 9793 1133.,Our office is available 24 hours a day, 365 days a
year, Our team will update your details in the our system.

Short notice availability - Backup/Standby

Our Client’s needs are constantly changing; this can be due to many factors including seasonal changes, production
requirements, shutdown maintenance or staff levels, etc.

OzStaff may call you to confirm your availability and also ask you about your short notice availability for a specific Client, We do
this so that we can ensure the supply of labor matching our clients changing needs

This means that although OzStaff is not confirming an assignment for you, OzStaff has established with you that you are
available to attend with short notice, should the need arise.

For short notice availability OzStaff will:

• Confirm your commitment for short notice availability

• Provide you with the proximity or location of the assignment and type of work
• The start and finish times
• Personal protective equipment (PPE)
• Add your details to the standby list.

Page 23 of 28
THIS IS A CONTROLLED DOCUMENT AND CONTAINS INFORMATION THAT IS COMMERCIALLY SENSITIVE TO OZSTAFF HOLDINGS PTY LTD.
PLEASE DO NOT COPY OR DISTRIBUE THIS DOCUMENT COMMERCIAL IN CONFIDENCE.
For example:

• If an assignment was available tomorrow morning m Springvale, working in a warehouse would you be able to
attend?
• Start time could be 9am to 2pm.
• You commit your availability and accept.
• If the client needs more labour on site OzStaff will call you and expect that you will be available to accept the
assignment, Please note that if OzStaff calls you after normal business hours the number may show up as "Private" or
"No Caller ID" on your phone.
• Our minimum PPE requirement is steel cap safety boots and a vest; you may be advised of additional PPE depending
on the Host Employer requirements.
• If you commit to short notice availability your details will be listed.

Being available on the short notice list can provide an added opportunity to eventually secure an assignment for work.

Important

If OzStaff calls you and find:

• You are not available for an assignment because availability changed and you did not advise OzStaff.
• You decline an assignment after you have committed to short notice availability - backup and your availability
changed and you did not advise OzStaff.

OzStaff may not be in position to consider you for any further assignments. We can only consider registered casuals who are
reliable and can commit to being available for assignments.

Important Return to Work Information

Under the Workplace Injury Rehabilitation and Compensation Act 2013, OzStaff has an obligation to make available return to
work information. OzStaff s Return to Work (RTWJ Policy is displayed in each of our offices for you to read as part of the
registration process. If you would like a copy please ask the recruiter.

For any further information contact the OzStaff Return to Work Coordinator on (03) 9793 1133.

Returning to Work

In the event that you are injured at work OzStaff will assist you to return to work. You are not authorized to return to work
unless OzStaff clears you for work, you are authorized to return to work:

• When the OzStaff Return to Work Coordinator clears your availability to work and
• An OzStaff team member confirms your shift.

The Host Employer is not authorized to clear you for work.

Page 24 of 28
THIS IS A CONTROLLED DOCUMENT AND CONTAINS INFORMATION THAT IS COMMERCIALLY SENSITIVE TO OZSTAFF HOLDINGS PTY LTD.
PLEASE DO NOT COPY OR DISTRIBUE THIS DOCUMENT COMMERCIAL IN CONFIDENCE.
Pre-existing Illness / Injury Disclosure

Some of the tasks you may need to undertake in successfully fulfilling a role during employment with OzStaff include:
• Repetitive bending and stretching
• Working in environments with a strong odour
• Working in dusty environments
• Working in noisy environments
• Lifting of up to 5kg – regularly
• Lifting of over 5kg – occasionally
• Operating production machinery
• Operating forklifts
• Pushing of trolleys
• Standing/Working on concrete floor
• Working in wet, hot or cold environments
• Operation of various tools and equipment - i.e. welders, drills, etc.

You are required to disclose all pre-existing injuries, diseases or any medications that may affect your cognitive awareness or
impact your ability to fulfill the proposed employment opportunity, including the working conditions listed above.

Should you fail to make this disclosure, or your disclosure is false or misleading, the Workplace Injury rehabilitation and
Compensation Act 2013 will apply and disentitle you to compensation due to any recurrence, aggravation, acceleration,
exacerbation or deterioration of a pre-existing injury or disease arising out of, or in the course of, or due to the nature of the
proposed employment opportunity with OzStaff.

Set out in the attachment is a list of types of injuries, diseases or any medications that may affect your cognitive awareness or
impact your ability to fulfill the proposed employment opportunity with OzStaff.

Should you have or currently suffer from any of these conditions, you should circle yes and provide us with detailed information
about the condition in the space provided. At the bottom of the list, you should fill in any other injuries, diseases or any
medications that may affect your cognitive awareness or impact your ability to fulfill the proposed employment opportunity,
once you have completed the attached questionnaire, please return it immediately to OzStaff.

Please note that OzStaff is committed to equal employment opportunities and therefore would not discriminate on the basis of
injury and/or illnesses. The purpose of this information is simply to ensure that you can fulfill the inherent requirements of the
proposed employment opportunity.

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THIS IS A CONTROLLED DOCUMENT AND CONTAINS INFORMATION THAT IS COMMERCIALLY SENSITIVE TO OZSTAFF HOLDINGS PTY LTD.
PLEASE DO NOT COPY OR DISTRIBUE THIS DOCUMENT COMMERCIAL IN CONFIDENCE.
Pre-existing Illness/Injury Disclosure (continued)

(A) Eye Condition/Restricted vision Yes/No …………………………

(B) Bronchitis/Asthma Yes/No …………………………
(C) Diabetes (Sugar) Yes/No Type…………………
(D) Blood Pressure or Heart Disease Yes/No …………………………
(E) Excessive Noise Exposure Yes/No …………………………
(F) Loss of Hearing Yes/No …………………………
(G) Skin Disorders/Dermatitis Yes/No …………………………
(H) Chronic Ear Infections Yes/No …………………………
(I) Fits j Blackouts / Dizziness Yes/No …………………………
(J) Epilepsy Yes/No …………………………
(K) Head Injury / Concussion Yes/No …………………………
(L) Hernia Yes/No …………………………
(M) Allergies (hay fever, bees, food etc.) Yes/No …………………………
(N) Back / Neck / Shoulder Problems Yes/No …………………………
(O) Wrist / Elbow Problems Yes/No …………………………
(P) Ankle / Knee / Feet Problems Yes/No …………………………
(Q) Previous Exposure to Chemicals Yes/No …………………………
(R) Are you currently taking any medications which may affect your ability operate machinery or affect your cognitive
awareness? Yes/No …………………………

(S) Other (insert details) Yes/No …………………………

I ........................................................................................................................., acknowledge that I have

provided honest and accurate information in relation to any pre-existing illness /injuries which may
prevent me from fulfilling the requirements of the position.

Page 26 of 28
THIS IS A CONTROLLED DOCUMENT AND CONTAINS INFORMATION THAT IS COMMERCIALLY SENSITIVE TO OZSTAFF HOLDINGS PTY LTD.
PLEASE DO NOT COPY OR DISTRIBUE THIS DOCUMENT COMMERCIAL IN CONFIDENCE.
Candidate Declaration

Full Name:______________

I _________________________________________________________________Acknowledge that;

1. I have READ the OzStaff Labour Hire Candidate Induction Manual dated July 2018.

2. I UNDERSTAND the OzStaff Labour Hire Candidate Induction Manual and that a breach of
these policies, guidelines and documents may result in counseling or dismissal.

3. I was offered the opportunity to seek clarification of any issues or content that I did not understand prior to signing
the OzStaff Labour Hire Candidate Induction Manual Candidate Declaration.

4. I will COMPLY and behave and work in accordance with the OzStaff Labour Hire Candidate Induction Manual and all
of its included policies, guidelines and documents.

5. The OzStaff Labour Hire Candidate Induction Manual forms part of my Employment Agreement with OzStaff.

Signature

Date

Page 28 of 28