Karratha Adventure Sports

Handbook 2025

 

 

 

 

Contents

1.0 INTRODUCTION.. 3

2.0 JOINING KARRATHA ADVENTURE SPORTS. 4

3.0 REMUNERATION AND HOURS. 6

4.0 LEAVE. 9

5.0 SAFEGUARDS. 14

6.0 STANDARDS. 16

7.0 WORKPLACE CONDUCT & GENERAL TERMS. 18

8.0 RIGHT TO DISCONNECT. 21

9.0 WHISTLEBLOWER POLICY. 22

10.0 SALES. 25

11.0 TRIAL PERIOD AND STAFF DISCOUNT. 27

12.0 CAPABILITY. 28

13.0 DISCIPLINARY. 29

14.0 BULLYING AND HARASSMENT. 31

15.0 SEXUAL HARASSMENT. 34

16.0 GRIEVANCE. 37

17.0 PRIVACY. 38

18.0 EQUAL OPPORTUNITIES AND ANTI-DISCRIMINATION.. 39

19.0 MOTOR VEHICLES. 40

20.0 DRUGS AND ALCOHOL. 41

21.0 EMPLOYEE ASSISTANCE PROGRAM (EAP). 42

22.0 WORK TRAVEL & CONFERENCES. 43

23.0  TERMINATION OF EMPLOYMENT. 44

24.0 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM... 45

 

 

 

 

 

 

 

 

 

 

 

 

 

1.0 INTRODUCTION

1.1 Welcome
Welcome to Karratha Adventure Sports! We’re excited to have you on the team and wish you every success in your role. Our goal is to make your time here positive, rewarding, and full of opportunities to grow.

1.2 About Us
Karratha Adventure Sports has been part of the Pilbara community since 1985. We started out as Andrews & William — just a dive tank compressor and some gear in a sea container in the LIA. Over the years we grew, moving into the Karratha City Shopping Centre (now called Karratha Central Plaza) and expanding into sporting goods under the name Karratha Dive & Sport.

As demand grew, we added fishing and camping, rebranded as Karratha Adventure Sports, and relocated to Sharpe Avenue. In the 2010s, we moved again to Balmoral Road, where we became a true one-stop shop — expanding into marine sales along with our diving, fishing, camping, and sporting gear.

1.3 Purpose of This Handbook
This handbook sets out the key policies, procedures, benefits, and standards that apply to your employment. It’s designed to give you clarity about what’s expected and the support available to you as part of our team. If you’re ever unsure, just ask a manager.

1.4 Equality and Respect
We are committed to equal opportunity and a respectful workplace. Discrimination, harassment, or victimisation of any kind will not be tolerated. We expect everyone to uphold these values when dealing with customers, suppliers, contractors, and colleagues.

1.5 General Notes
This handbook may be updated from time to time. While it doesn’t form part of your employment contract (unless specifically stated), it may be considered when interpreting rights and obligations under your employment terms.

1.6 Awards and the NES
Copies of the relevant Award and the National Employment Standards (NES) are available electronically on request.

 

 

 

 

 

 

 

 

 

 

2.0 JOINING KARRATHA ADVENTURE SPORTS

2.1 Induction
When you start, you’ll go through an induction to get familiar with our policies, procedures, and safety requirements. This helps set you up for success from day one.

2.2 Management Team
If you need help or have a concern, you can reach out to:

• Natasha Ambroziak – CEO – Overall responsibility for the business, rostering, management disputes.
• Chelsea Thomas – Store Manager (Fishing Department) – Day-to-day store management, other department manager issues, fishing specialist.
• Lisa MacDonald – Assistant Manager (Camping & Tills) – Oversees camping, tills, and daily operations support.
• Wai Ripa – Dive and Sports Store Manager – Oversees dive and sports areas.
• Jessa Dicks- Front of Store Supervisor- customer relations, till area, marine

2.3 Probationary Period
The standard probationary period is 3 months, unless otherwise stated in your contract. For staff living in company-provided housing, the probationary period is 6 months. Casual employees are not subject to probation.

During probation, we’ll check in on your performance and suitability for the role. If needed, probation may be extended, support provided, or in some cases, employment ended.

2.4 Training
You’ll get the training you need to do your role well. As the business grows, you may be asked to learn new skills — we’ll support you with training where required.

Our “How to…” book is available at the till and fishing departments. These cover a step by step on all policies refunds, laybys, spooling, adding legends members ect.

2.5 Job Description
You may receive a job description as a guide. Roles can evolve, so your duties may change in line with business needs and your skills.

2.6 Performance
We don’t run formal performance reviews. Instead, management will check in with you regularly to see how you’re going — whether you’re happy in your role, feeling challenged, or if there’s anything you’d like to change.

These conversations are a chance to:

• Share what’s working well for you
• Flag if you’re feeling bored, stuck, or overwhelmed
• Talk about training or opportunities to grow

You’re also welcome to request a meeting anytime. This can be done by email, phone, text, or in person — whatever’s easiest for you.

Our goal is to keep communication open and make sure you feel supported at work. Start with your department manager and then escalate from there.

2.7 Availability

• Casual staff: Provide your availability in the TANDA app. Changes to your availability may impact how many shifts you’re offered.
• Permanent staff: Changes to availability can only happen by agreement with the CEO.

2.8 Flexibility
At times, you may be asked to cover other duties (for example, during holidays or peak periods). This helps keep the store running smoothly.

2.9 Travel (Mobility)
From time to time, you may need to work at another KAS site or client site within reasonable travel distance.

2.10 Convictions and Offences
You must inform management straight away if you are charged with, or convicted of, any offence during your employment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3.0 REMUNERATION AND HOURS

3.1 Pay

• Wages are processed fortnightly on Mondays and normally appear in your bank account on Tuesday (depending on your bank).
• If Monday is a public holiday, payroll will be processed on the next business day.
• Payslips will show how your pay is calculated, plus tax and deductions.

Overpayments

• If you are overpaid for any reason, the Employer may seek recovery of the overpayment by negotiating an agreement in writing between the Employer and the employee. You will be given a choice about how money is to be repaid and the amount and frequency of each repayment. The amount and frequency of repayments must be reasonable. The written agreement must set out these things, as well as the reason for the overpayment and the amount of money overpaid. If you refuse to enter into an agreement for repayment, the Employer will need to take independent action to recover the amount overpaid such as through a civil claim to the relevant court.

Overtime

• Overtime must be pre-approved in writing by a manager.
• If you need to stay late because of an error or unfinished work, you must notify a manager immediately.
• Unapproved overtime may not be authorised, except where payment is required under the Award.
• Repeated errors or poor time management that cause additional hours may be addressed as a performance issue.

Pay Reviews

• Pay is reviewed annually to ensure compliance with the minimum wage and Award.
• Pay increases may be given but are not guaranteed.

Questions about pays and payslips

·         Must be submitted by email to natasha@karrathaadventuresports.com.au

3.2 Superannuation
Super contributions are made on your behalf in line with legislation.

3.3 Time Recording

You must check in with the closest manager when you arrive, when you leave, and when you take breaks (including the loo). This is so we always know where you are for safety and rostering.

Failing to check in, or deliberately misleading management about your hours or whereabouts, may lead to disciplinary action up to and including termination.

3.4 Hours of Work

• Our standard shop opening hours are:
• Monday to Friday: 8.30 am – 5.00 pm
• Saturday: 8.30 am – 4.00 pm
• Sunday: 9.00 am – 1.00 pm
• Staff may be rostered outside these hours for:
• Opening/closing duties (arriving 30 minutes before opening, or staying after closing)
• Safety meetings (usually Tuesday mornings from 8.00 am)
• Training sessions or special events
• Rosters are published in advance, and you are expected to work your rostered hours.

3.5 Attendance

3.5.1 Sick/Absent

If you are unwell, you must log the absence in the TANDA app, including:

• Reason for absence
• Whether it’s contagious (so we can manage cleaning/precautions)
• Expected return date

3.5.2 Lateness

You are required to be ready for work and present at your designated area at your rostered starting time, with work able to commence immediately.

If you are going to be late, you must record it in the Tanda app with the required details. Including the reason, and your expected arrival time.

If you require time to prepare before starting work such as setting up your workstation, making coffee, organising equipment, or completing any other personal preparation, you must arrive a minimum of 5 minutes prior to your rostered start time to complete these tasks.

Breaches of this policy will result in disciplinary action.

3.5.3 Leaving Early

You must first get approval from a manager before leaving. Once approved, record it in TANDA with:

• Reason for leaving
• Whether it’s contagious (if applicable)
• Expected return time/date
• During a Shift – If you feel unfit for work while on shift, speak with your manager before leaving. Evidence (e.g. medical certificate) may be required.
• Unauthorised absences or lateness may result in disciplinary action.

3.6 Breaks

• Breaks are scheduled by management & in the app.
• Stick to your break length and be ready to restart on time.
• If you’re struggling to take your break, let a manager know so it can be rectified or varied.

3.7 Shortage of Work
If there’s a temporary shortage of work, we’ll try to keep your hours stable. By agreement, we may reduce hours or put you on unpaid leave. You can choose to use your annual leave instead.

3.8 Stand Down
In some situations, you may be stood down without pay if there is no useful work available. Examples include:

• Equipment breakdown
• Industrial action
• Natural disaster (e.g. cyclone shutdowns when directed by the Department of Emergency Services)
• Other events outside our control

Stand down is unpaid leave. You may request to use your accrued annual leave during a stand down, but this must be approved by management and is not guaranteed. Personal/carer’s (sick) leave cannot be used during stand down.

3.5 Rostering

Casual employees must accept or decline rostered shifts a least 1 week prior to the shift date, if you become sick or unavailable for an accepted shift, all employees must follow the correct reporting procedure as per 3.5.1.

If you decline a shift you must then make that date unavailable/ post a leave request. This will prevent the shift being reoffered on accident.

If causals are unavailable for a period, it must be posted in the TANDA app as soon as you know ie school holidays.

This allows other casuals to pick up shifts, not leaving gaps in rosters because of last minute declines. If you are regularly rostered shift that are inconvenient to you please update your availability via the app. Pending shifts will be replaced without notification at a weeks’ notice.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

4.0 LEAVE

4.1 Annual Leave

Employees (other than casuals) are entitled to four weeks of paid annual leave for every 12 months of continuous service, pro-rata for part-time staff, in line with the NES unless otherwise stated in their contract. Annual leave is paid at the employee’s normal base rate, unless the contract specifies otherwise.

Staff are encouraged to take their full leave entitlement within the current year. All requests must be submitted through TANDA and approved by management before making any firm holiday arrangements. You must also have enough leave accrued to cover the entire period you wish to take.

Generally, at least four weeks’ notice should be given when applying for annual leave. Requests are usually approved on a first-come, first-served basis, while still ensuring the business can operate efficiently and meet staffing requirements. During peak trading periods, annual leave may not be approved.

4.2 Public Holidays

• Employees are entitled to public holidays in line with the NES, unless otherwise stated in their individual contract of employment.
• Employees may be required to work on a public holiday if the request is reasonable.

4.3 Personal Leave

4.3.1 Entitlements

• Employees (other than casuals) are entitled to paid personal leave under the NES. Casuals are not entitled to paid personal leave.
• Paid personal leave accrues progressively over the course of employment, up to 10 days per year of continuous service.
• Unused personal leave does not pay out on termination.
• You may take personal leave:
• If you are unfit for work due to personal illness or injury.
• To care for or support an immediate family or household member affected by:
• illness or injury, or
• a sudden/unexpected emergency.
• If paid personal leave is exhausted, you may take 2 days of unpaid carer’s leave per occasion.

Immediate family includes spouse, de facto partner, child, parent, grandparent, grandchild, sibling, or equivalent relatives of a spouse/de facto. Household member means anyone who lives with you.

4.3.2 Notification of Personal Leave

• As per attendance 3.5.1
• You must notify each day of absence unless covered by a medical certificate.
• If absence extends beyond 7 days, you must update your employer weekly unless otherwise agreed.
• Management needs to text the management crew of illness

4.3.3 Evidence

• A medical certificate (or statutory declaration if impractical) is required when leave is:
• 3+ consecutive days, or
• a single day before/after a weekend, public holiday or rostered day off.
• Or if your current leave balance is exhausted
• The employer may require evidence for any absence (including carer’s leave).

4.3.4 Return to Work

• Notify your manager of your return date as soon as possible.
• On return, you may be required to attend a return-to-work interview to confirm health/fitness.
• A fitness-for-work certificate may be required, especially after workplace injury/illness.
• If recovering from an infectious/contagious illness (e.g. rubella, hepatitis), you must provide medical clearance before returning.

4.3.5 Evidence

• A medical certificate alone may not justify absence; repeated absences may be considered unacceptable.
• Excessive or non-genuine absence will result in disciplinary action.
• The employer reserves the right to:
• seek permission to contact your doctor, or
• require an independent medical examination.

4.4 Parental Leave

If you or your partner become pregnant or are notified of a match date for adoption purposes, you should notify management at an early stage so that your entitlements and obligations can be explained to you.

Under the NES, employees who will have at least 12 months of continuous service as at the expected date of birth of the child or placement of the child, are entitled to 12 months of unpaid parental leave. Casuals with at least 12 months of service on a regular and systematic basis with a reasonable expectation of continuing work with the Employer on a regular and systematic basis had it not been for the birth or adoption of the child are also entitled to unpaid parental leave. You may request up to an additional 12 months of leave which will only be refused by the Employer on reasonable business grounds after discussion with the Employer, a genuine attempt to reach an agreement about any extension, and consideration of the consequences of refusal for you. Any request to extend unpaid parental leave must be made to the Employer at least four weeks before the end of the available parental leave period.

Other forms of leave, such as annual leave and long service leave, may be taken concurrently with parental leave, but when combined with the unpaid parental leave must not exceed the 12-month period.

When advising of your intention to take unpaid parental leave you must provide the following:

·         a medical certificate indicating the expected date of birth of the child, or, where the leave is adoption-related, the expected date of placement

·         an expected return date, and

·         for a child born or adopted before 1 July 2023 - details of any parental leave your partner intends to take.

You may be entitled to government funded parental leave. For further details, eligibility criteria and to apply for this payment please refer to Services Australia. Please notify management if you require any assistance or document from the Employer in support of an application for government funded paid parental leave.

Flexible unpaid parental leave

Child born or placed for adoption before 1 July 2023

You may take up to 30 days of your entitlement to parental leave as unpaid flexible parental leave. Flexible unpaid parental leave can be taken in a single continuous period of one or more days, or separate periods of one or more days each. Flexible unpaid parental leave can be used in the 24-month period from the date of birth or placement of the child and comes out of the entitlement to 12-months of unpaid parental leave. Ten weeks’ notice is required for flexible unpaid parental leave. This can be done in accordance with the Employer’s parental leave notification form.

You may take up to eight weeks of unpaid parental leave at the same time as the other parent. Concurrent parental leave can be taken as one continuous period, separate periods of at least two weeks, or shorter separate periods as agreed with the Employer.

Child born or placed for adoption on or after 1 July 2023

You may take up to 100 days (or a higher number depending on the birth or placement of the child) of unpaid flexible parental leave in the 24-month period from the date of birth or day placement. If you are a pregnant employee, you are entitled to take flexible unpaid parental leave in the 6 weeks prior to the expected date of birth of the child. Flexible unpaid parental leave is available to full-time, part‑time and casual employees.

Generally, 10 weeks’ notice is required for flexible unpaid parental leave, however if the only period of leave covered by the notice is flexible unpaid parental leave, then the notice may be given at any later time if the employer agrees. This can be done in accordance with the Employer’s parental leave notification form. The notice must specify the total number of days (flexible days) of the flexible unpaid parental leave you will be taking. Additionally, you must confirm the specific dates of the flexible parental leave days at least 4 weeks prior to the intended leave dates, or as soon as practicable.

The limitation on employee couples taking concurrent leave has also been removed. If you are a member of an employee couple, you can access flexible unpaid parental leave regardless of the amount of leave your partner has taken.

The amount of parental leave that can be taken as flexible unpaid parental leave depends on when the child is born or placed for adoption:

·         Between 1 July 2023 and 30 June 2024 – up to 100 days

·         Between 1 July 2024 and 30 June 2025 – up to 110 days

·         Between 1 July 2025 and 30 June 2026 – up to 120 days

·         On or after 1 July 2026 – up to 130 days.

4.5 Compassionate Leave

• Full-time and part-time employees are entitled to 2 days paid leave per occasion if:
• A member of their immediate family/household has a life-threatening illness or injury
• A member of their immediate family/household dies
• A child is stillborn
• The employee, or their spouse/de facto partner, suffers a miscarriage
• Casual employees are entitled to 2 days unpaid leave per occasion.

4.6 Long Service Leave

Under the WA Long Service Leave Act 1958, all employees (full-time, part-time, and casual) are entitled to long service leave.

• After 10 years of continuous service, you receive 8.67 weeks of paid leave.
• For every 5 years after that, you receive an additional 4.33 weeks.
• If you leave after 7 years but before 10 years (unless dismissed for serious misconduct), you may be entitled to pro-rata leave.
• Leave is paid at your ordinary rate of pay (excluding penalties and overtime).
• It should be taken as soon as practicable after entitlement and may be split into periods of at least 1 week, with reasonable notice.

 

Service Period	Entitlement
10 years	8.67 weeks leave
Each additional 5 years	4.33 weeks leave
7–10 years (termination)	Pro-rata leave

 

4.7 Community Service Leave

Emergency Service Leave

Employees can take unpaid leave to participate in a voluntary emergency management activity, such as responding to a fire, flood, cyclone, or other disaster.

To be eligible:

• The activity must be with a recognised emergency service organisation (e.g. SES, Red Cross, St John Ambulance, Surf Life Saving).
• The work must be voluntary and not part of the employee’s normal role.
• The employee must notify the business as soon as possible and provide evidence if requested.

Employees may request to use accrued annual leave if they want this time to be paid.

Jury Duty

• Jury duty is a type of community service leave under the NES.
• All employees (including casuals) can take leave to attend jury service, including jury selection, travel, and rest time.
• Employees must notify the business as soon as possible and provide evidence of attendance and any court payments if requested.

Pay:

• Full-time and part-time employees: For the first 10 days, the business must pay “make-up pay” (the difference between base pay for ordinary hours and any jury duty payments from the court).
• After 10 days, jury duty leave is unpaid, unless otherwise provided under an award, agreement, or contract.
• Casual employees: Jury duty leave is unpaid.

4.8 Family and Domestic Violence Leave

• Employees are entitled to 10 days paid leave per year if experiencing violent, threatening, or abusive behaviour from a family member.
• This leave may be taken when it is impractical to deal with the situation outside work hours (e.g., arranging safety, attending court, contacting police).
• Family member includes immediate family, extended family, and Aboriginal or Torres Strait Islander kinship relations.
• Leave resets on the anniversary of commencement each year.
• Notice should be given as soon as practicable. Evidence (e.g., police/court documents, support service statement, or statutory declaration) may be required.
• All information will be kept confidential, subject to legal obligations.

4.9 Appointments

• Time off for medical/dental appointments or other reasons should be arranged outside work hours where possible.
• If unavoidable, paid leave must be used before unpaid leave.
• Unpaid leave may only be accessed once annual and/or personal leave is exhausted, depending on the reason.
• Preferably at least 48 hours’ notice is required.

 

5.0 SAFEGUARDS

5.1 Rights of Search

• The business may check bags, vehicles, or belongings on site if needed for safety/security.
• You can ask for another staff member to be present.
• Refusing a search may lead to disciplinary action. Police may be involved if required.

5.2 IT, Email & Internet

• Software – Only approved programs may be installed. No downloads or personal software without management OK.
• Viruses & security – All files/software must be checked before use.
• Internet use – For work only. No offensive, illegal, gambling, or risky websites. No personal use on store devices. Including planning of holidays, shopping or social media.
• Email use – Work email is for business. Always:
• Use your email signature or write your name (even internally).
• Be professional – no abusive or “hasty” emails.
• No jokes, chain mail, or personal stuff.
• Email accounts –
• kasquotes@gmail.com – Camping quotes
• kastrademarine@gmail.com – Marine trade accounts
• accounts@karrathaadventuresports.com.au – All invoices/statements
• natasha@karrathaadventuresports.com.au – Natasha (secure account)
• fishing@karrathaadventuresports.com.au – Fishing crew

5.3 Social Media

·         Employees must not post or share confidential workplace information, internal matters, customer information, or content that may damage the reputation of Karratha Adventure Sports, its staff, customers, or suppliers.

·         Staff may create or share work-related social media content, including products, demonstrations, events, and store activities, where approved by management or as part of their role.

·         Employees must not present personal opinions as official business statements unless authorised to do so.

·         Personal social media use during work hours must not interfere with work duties, customer service, safety, or productivity.

·         Any breach of this policy may result in disciplinary action.

 

 

 

 

5.4 Phones & Devices

• Work devices are for business use only.
• If a customer doesn’t answer a call, send a text from the work phone using the script in Notes.
• Personal phones must be kept in the tearoom with the exception of management permission
• Mangers and first aid officers are authorised to keep their personal phones on them for work related purposes.
• No earbuds/headphones on shift — you need to stay alert and aware of your surroundings.
• No scrolling socials, texting, or personal use while working.

5.5 Surveillance

• CCTV, audio recording, and digital monitoring will occur for safety and security.
• Monitoring may include phone & internet use, emails, audio recording, and till systems.
• Cameras are visible — never in bathrooms, change rooms, or the tea room.
• Any and all surveillance, monitoring, recordings, and system data may be reviewed and used as part of workplace investigations, safety incidents, policy breaches, customer complaints, performance management, or disciplinary matters.
• Secretly recording colleagues is illegal and will not be tolerated.

5.6 Cash Handling / Till Procedures

• Report all discrepancies immediately. Record and initial them.
• No changing prices without manager approval.
• All paperwork/money must be handed to management at end of day.
• Staff are responsible for money until it’s handed in.
• Juniors – cash payments over $200 must be checked by an adult due to past mistakes.

 

 

 

 

 

 

 

 

 

 

 

 

6.0 STANDARDS

6.1 Behaviour at Work

• Treat colleagues, customers, and the public with respect and civility.
• Rudeness, insulting behaviour, or bad language may result in disciplinary action up to and including termination.
• During work hours, your time and attention should be devoted to the business and its interests.
• Activities that compete with the business are not permitted.

6.2 Customer Service Expectations

• Attend to customers and tasks promptly.
• Say hello or otherwise acknowledge every customer — it’s better for one person to be greeted 10 times than not at all.
• Acknowledge customers by name where possible.
• Greet and thank customers courteously.
• Listen and respond attentively to enquiries.
• Always be polite, friendly, and welcoming in all communication.
• Do not swear or speak crudely in front of customers.
• Respect and protect customer property and confidentiality.

6.3 Friends and Family in the Workplace

• Friends and family should not be hanging around the workplace unless there’s a genuine reason.
• Quick visits (dropping something off, saying hello, etc.) are fine as long as they don’t interrupt work or customers.
• Longer stays or involvement in work areas need manager approval (e.g. emergencies, business-related reasons).
• It’s your responsibility to make sure visits don’t disrupt the team or customers.
• Do not serve your family/ friends when possible.

6.4 Conflict of Interest

• You may not be involved in any activity that creates or is likely to create a conflict of interest.
• The Employer may take action to avoid conflict, including reassignment, changing shifts, or termination.

6.5 Wastage

We maintain a “minimum waste” policy to run efficiently and cost-effectively.

• Please:
• Handle machines, equipment, and stock with care.
• Turn off unnecessary lights and air-conditioning.
• Keep doors closed whenever possible.
• Use dual screens and e-signing where possible to reduce paper.
• Re-use scrap paper and double-side print when printing is required.
• Ask for additional work if your task is complete.
• Start work promptly after arriving and after breaks.
• Moving boxes: place suitable boxes in the JPW pallet outside for customers to take free of charge.
• Pallets: all pallets are free for customers except red or blue Loscam/CHEP pallets, which must be retained.
• Any loss to the Employer that is the result of your failure to observe rules, procedures or instruction, or is as a result of your negligent behaviour or your unsatisfactory standards of work, may result in the employer taking action against you.

6.6 Dress, Uniform and Presentation

Employees are expected to present a professional image, maintain high personal hygiene, and wear clothing that is safe and appropriate for their role.

Uniform Requirements

• A Karratha Adventure Sports polo shirt must be worn at all times.
• In winter, a work jumper may be provided if stock is available.
• An issued name badge must be worn each shift. Lost badges must be replaced at the employee’s cost.
• Pants or shorts may be chosen by the employee, provided they are of a reasonable length and suitable for safe squatting and lifting.
• Closed-in shoes are required at all times. Trainers are preferred, though other safe footwear may be approved by management. Crocs or similar footwear are only permitted in specific circumstances (e.g. recovery from injury) with management approval.

Presentation Standards

• Uniforms must be clean and presentable at the start of each shift.
• Hats, caps, or other headwear are not permitted unless approved for medical or religious reasons.
• Personal protective equipment (PPE) and clothing may be issued for your protection because of the nature of your job and if issued must be worn and used at all appropriate times. Failure to do so could be a contravention of your health and safety responsibilities. Once issued, this PPE is your responsibility. At the cessation of your employment, you must return any uniform and PPE issued to you. Failure to return your uniform and PPE within seven days may result in the employer taking action against you.

Seasonal Exceptions
The Employer supports fun and team spirit through dress-up and themed decorations at certain times of year (e.g. Halloween, Easter, Christmas). Outfits and decorations must remain safe, workplace-appropriate, and not interfere with normal duties.

Compliance
Failure to comply with these requirements may result in being sent home to change. Deliberate or repeated breaches may lead to disciplinary action.

 

7.0 WORKPLACE CONDUCT & GENERAL TERMS

All staff are expected to help maintain a safe, clean, and professional workplace. These rules cover general behaviour, safety, and administration.

7.1 Personal & Employment Obligations

• Notify management promptly of changes to personal details (e.g. name, address, emergency contact).
• Secondary employment must be discussed with management. Approval depends on potential fatigue, conflicts of interest, or safety concerns.
• Business funds and accounts must only be used for legitimate purposes. Approved expenses will be reimbursed with receipts.

7.2 Safety & Housekeeping

• Do not alter or remove plant, equipment, or safety devices without approval.
• Follow safety signs, policies, and PPE requirements at all times.
• Keep exits, aisles, and work areas clear and free from hazards.
• Dispose of rubbish properly and keep communal spaces clean.

7.3 Hygiene & Fitness for Work

• Cover cuts/burns with appropriate dressings.
• Do not attend work with infectious illness without medical clearance.
• Report contact with infectious persons before starting work.
• You must be fit for duty. If unfit due to illness, fatigue, alcohol, or drugs, you may be sent home. A medical certificate may be required before returning.

7.4 Property & Belongings

• The Employer is not responsible for loss of, or damage to, personal belongings.
• Lost property is kept in the tea room and may be donated or disposed of periodically.

7.5 Containers for Change

• Eligible drink containers (10¢ collectables) can be placed in the tearoom bin (please rinse first). Proceeds go towards the staff Christmas party or tearoom snacks.

 

 

 

 

 

 

 

7.6 Company Card & Business Expenses

Company cards and business accounts must only be used for approved business-related purchases.

All expenditure must:

• Be for a legitimate business purpose
• Be approved by management where required
• Remain within budgets or spending limits approved by the CEO

Employees using company cards are responsible for ensuring purchases are reasonable, appropriate, and properly documented.

A valid tax invoice or receipt must be submitted to Hubdoc immediately after purchase. This may include:

• Uploading or downloading the invoice from the supplier portal
• Taking a clear photo of the receipt or invoice
• Forwarding the supplier email invoice to Hubdoc

Failure to provide supporting documentation, misuse of company funds, unauthorised purchases, or repeated failure to follow this process may result in disciplinary action.

 

7.7 Food & Drink

To maintain a clean, safe, and professional workplace, the following standards apply regarding food and drink consumption within the workplace.

• Drinks may be consumed in work areas provided they are contained in a sealed, insulated, spill-proof bottle.
• Open cups, cans, glasses, and non-sealed containers are not permitted in work areas.

• Food is not permitted in work areas.
• All meals, snacks, and food items must be consumed in the tearoom or other designated staff areas during authorised breaks.

Exemptions
The following exemptions may apply:

• Medical or dietary requirements approved by management.
• Approved team events, celebrations, meetings, or catered lunches where management has advised food may be consumed in a designated area.
• Mess-free lollies may be kept in work areas provided they are shared amongst team members, stored appropriately, and removed at the end of each day.

Employees are expected to:

• Dispose of rubbish appropriately.
• Clean up any spills or mess immediately.
• Respect food and drink belonging to other employees.
• Maintain a hygienic work environment at all times.

Failure to comply with this policy may result in disciplinary action in accordance with the Company's disciplinary procedures. Repeated or serious breaches may be formally recorded and managed as a policy breach.

8.0 RIGHT TO DISCONNECT

Karratha Adventure Sports respects employees’ right to disconnect outside of rostered working hours.

Work-related communication may occur through systems such as Tanda, phone calls, messaging, or email for operational purposes including rosters, shift availability, safety announcements, workplace updates, and urgent business matters.

Employees are not expected to monitor or respond to work-related communication outside of their normal working hours unless:

• previously agreed
• part of their role responsibilities
• required due to operational, safety, or emergency circumstances

Managers and employees should use reasonable judgement when contacting others outside of work hours and should avoid unnecessary disruption to personal time where possible.

 

 

 

 

 

 

9.0 WHISTLEBLOWER POLICY

9.1 Introduction

The Corporations Act 2001 (Cth) provides protections for certain types of persons that make a disclosure of Reportable Conduct. This policy has been put in place to ensure employees and other Disclosers can raise concerns regarding any misconduct or improper state of affairs or circumstances of the Employer (including any related entities of the Employer) (the Employer) without being subject to victimisation, harassment or discriminatory treatment.

9.2 Who this applies to

The protections in this policy apply to Disclosers, which means anyone who is, or has been, any of the following with respect to the Employer:

·         employee

·         director

·         officer

·         contractor (including employees of a contractor)

·         supplier (including employees of suppliers)

·         associate

·         consultant, or

·         a relative, dependant, spouse, or dependant of a spouse of any of the above.

The protections in this policy will also apply to any person who has made a disclosure of information relating to the Employer to a legal practitioner for the purpose of obtaining legal advice or legal representation in relation to whistleblowing protection laws.

9.3 What counts as “Reportable Conduct”

Reportable Conduct is conduct which involves:

·         dishonest behaviour

·         fraudulent activity

·         unlawful, corrupt or unethical use of company funds or practices

·         improper or misleading accounting or financial reporting practices

·         behaviour that is oppressive, discriminatory or grossly negligent

·         unsafe work practices

·         a serious risk to the health and safety of any person at the workplace

·         a serious risk to public health, public safety or the environment, or

·         behaviour which may cause financial loss to the Employer, damage its reputation or be otherwise detrimental to the Employer’s interests.

Personal work-related grievances regarding matters such as an interpersonal conflict with the Discloser and another employee or a business decision relating to an engagement, transfer, promotion, terms and conditions, suspension or termination of the Discloser’s employment typically fall outside this policy and should be raised in accordance with the relevant employee grievance policy that applies. An exception to this is where a personal work-related grievance is related to detrimental treatment taken against the Discloser because the Discloser has made (or is suspected of making) a disclosure under this policy, or because the Discloser proposes to (or could) make a disclosure under this policy.

9.4 RESPONSIBILITY TO REPORT

The Employer relies on its employees and Disclosers to maintain its culture of honest and ethical behaviour. To this end, it is expected that any Discloser who becomes aware of Reportable Conduct will make a formal report.

9.5 HOW TO REPORT

Employees of the Employer should initially report the Reportable Conduct to their relevant Senior Manager by telephone or email.

If a Discloser is unable to use the above reporting channel, a report can be made to an Eligible Recipient within the Employer. Eligible Recipients in relation to the Employer are:

·         directors

·         officers

·         senior managers or

·         any appointed external auditor or actuary of the Employer.

Reports to an Eligible Recipient may be made in person or by telephone, and the Discloser must inform the Eligible Recipient that they wish to make a report under this policy.

9.6 INVESTIGATION OF REPORTABLE CONDUCT

Upon receiving a report, the relevant Senior Manager/s of the Employer will determine if the report relates to Reportable Conduct and, if so, the report will be investigated as appropriate. The investigation may be conducted internally or via an externally appointed investigator.

The particular investigation process and enquiries will be determined by the nature and substance of the report. All investigations will be conducted in an objective and fair manner, and will be reasonable and appropriate having regard to the nature of the Reportable Conduct and the circumstances.

Where a Discloser wishes to remain anonymous, the Discloser’s identity will not be disclosed to the investigator or to any other person. Information that is likely to lead to the identification of the Discloser can be disclosed without the Discloser’s consent, provided that:

·         the disclosure of the confidential information is reasonably necessary for the purposes of investigating the conduct disclosed by the Discloser, and

·         all reasonable steps are taken to reduce the risk that the Discloser will be identified.

Where appropriate, the Eligible Recipient or appointed investigator will provide feedback to the Discloser regarding the investigation’s progress and/or outcome. This will be subject to privacy and confidentiality considerations.

9.7 CONFIDENTIAL REPORTING

All reasonable steps will be taken to protect a Discloser’s identity following a report of any matter that is considered Reportable Conduct.

Information about a Discloser’s identity and information that is likely to lead to the identification of the Discloser may be disclosed in the following circumstances:

·         where the information is disclosed to ASIC, APRA or the Australian Federal Police

·         where the information is disclosed to a legal practitioner for the purpose of obtaining legal advice in relation to the operation of applicable whistleblowing protection laws, or

·         where the Discloser consents.

All information, files and records that form part of an investigation into Reportable Conduct will be retained securely.

9.8 PROTECTIONS AND SUPPORT AVAILABLE TO DISCLOSERS

A Discloser will not be subject to any civil, criminal or disciplinary action for making a report that is covered by this policy, or for participating in any subsequent investigation by the Employer.

The Employer will not tolerate any retaliation against any Discloser. Retaliation occurs where a person causes or threatens detrimental treatment to another person as a result of making a report of Reportable Conduct. Detrimental treatment may include, but is not limited to:

·         dismissal

·         injury of an employee in their employment

·         alteration of an employee’s position or duties to their disadvantage

·         discrimination between an employee and other employees of the same employer

·         harassment or intimidation of a person

·         damage to a person’s property

·         damage to a person’s reputation

·         damage to a person’s business or financial position, or

·         any other damage to a person.

·         Detrimental treatment by any employee will be deemed a serious breach of this policy and may result in disciplinary action up to and including termination of employment. Retaliatory conduct may also attract civil or criminal liability.

The Employer will connect the Discloser with internal and external support providers as necessary.

9.9 AMENDMENT AND AVAILABILITY OF THIS POLICY

This policy, as it is amended from time to time, will be made available to you.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

10.0 SALES

10.1 Sales procedure

Karratha Adventure Sports uses Tower Systems Retailer as its primary in-store point-of-sale platform, along with Shopify, Legends Club, and other integrated business systems for online sales, customer orders, and store operations.

Employees may be required to process:

• In-store sales
• Online orders
• Click & Collect orders
• Shipping orders
• Laybys
• Quotes
• Purchase orders
• Warranty claims
• Customer enquiries

Employees will receive training during induction and ongoing support from managers and senior staff. Step-by-step transaction procedures are detailed in the How-To Book located at the counter. All stock remains property of Karratha Adventure Sports until paid in full.

10.2 Warranty claims

All warranty claims and customer product issues must be recorded and processed in accordance with company procedures.

Warranty claims must be referred to management and recorded correctly before being sent to suppliers, representatives, or repair agents.

Employees must not:

• Promise warranty outcomes without approval
• Dispose of customer products
• Authorise replacements, credits, or refunds without approval

Detailed warranty procedures are contained within the How-To Book.

10.3 Discounts

Discounts, credits, price overrides, or transaction adjustments may only be approved by authorised managers or directors.

Unauthorised discounts, misuse of the point-of-sale system, falsifying transactions, or providing unauthorised benefits may be treated as serious misconduct and may result in disciplinary action, including termination.

 

 

 

10.4 Gifts and Benefits

Any gifts, benefits, incentives, birthday presents, farewell gifts, or tokens received from customers, suppliers, contractors, or other business contacts must be declared to management.

Gifts or benefits must never be exchanged for:

• Discounts
• Preferential treatment
• Special access
• Business advantage
• Unauthorised transactions

Any inappropriate exchange of gifts or benefits may be treated as serious misconduct.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

11.0 TRIAL PERIOD AND STAFF DISCOUNT

All new staff are employed on a trial period of 3 months (or 6 months if in staff housing).

After successfully completing the trial period, staff are entitled to a 25% staff discount on purchases (excluding gift vouchers, sale items, and already discounted products).

Conditions of Use

• The discount is for the staff member only. It is fine to buy a present for someone else, but if you are paid back for an item, you purchased using your staff discount, it will be considered theft.
• The discount must not be used for friends, family, or anyone else’s purchases.
• All staff purchases must be processed under your customer profile in the till.
• Purchases must be made off the clock (e.g. on a break or a rostered day off).
• All staff purchases must be processed by one of the following: Store Manager, Assistant Manager, Department Manager, Till Supervisor or PIC
• Abuse of the staff discount (including unauthorised discounts or resale) will result in the permanent loss of this privilege and may also lead to disciplinary action or termination.

Staff are reminded that while it may be unavoidable at times to serve friends or family, wherever possible another staff member should complete these sales to avoid any perception of unapproved discounts.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

12.0 CAPABILITY

We understand that sometimes people may struggle with their role. This might be because the job has changed over time and you’re finding it hard to keep up, or because personal or health reasons mean you can’t manage your duties in the same way. We’ll always try to be fair, support you, and look at training or adjustments before anything more serious.

If there are concerns about your performance, we’ll start with an informal chat so you know what’s expected and have the chance to improve. If there’s no improvement, you may receive a written warning that sets out what needs to change and by when. We may also consider whether another role in the business would suit you better. If, after reasonable time and support, there’s still no improvement and the issue is affecting the business, your employment may be ended with notice.

Sometimes health or personal circumstances don’t stop you from coming to work, but they do affect how you work. In these cases, we may ask for medical information (with your consent) so we can better understand your situation and explore options. We’ll speak with you and look at whether adjustments or another role are possible. If ongoing health or personal issues mean you can’t attend work regularly or for a long time, we’ll need to know when your attendance is likely to return to an acceptable level. After reviewing the information and consulting with you, a decision will be made about whether you can continue in your current role or, if available, move to a more suitable one.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

13.0 DISCIPLINARY

13.1 Introduction

We expect all staff to maintain high standards of performance and behaviour. This policy explains how disciplinary matters will be handled if issues arise. The goal is to encourage improvement, not simply to punish. Any action taken will be fair, consistent, and based on proper investigation. You will always have the chance to explain your side, and at a formal disciplinary hearing you may bring a support person. In some cases, a temporary suspension (on normal pay) may be used while an investigation takes place. This is not considered a penalty.

13.2 General Rules

It’s not possible to list every situation that might result in disciplinary action. However, misconduct generally includes things like ignoring health and safety rules, creating risks for yourself or others, repeated lateness or absences, poor work standards, rudeness or harassment, misuse of email or social media, not following instructions, unauthorised use or damage of company property, or failing to report accidents or damage.

13.3 Serious Misconduct

Occurrences of serious misconduct are significant because the penalty may be termination without notice, even without any previous warning being issued. It is not possible to provide an exhaustive list of examples of serious misconduct. However, any behaviour or negligence resulting in a fundamental breach of your contractual terms that irrevocably destroys the trust and confidence necessary to continue the employment relationship will constitute serious misconduct. Examples of offences that will normally be considered to be serious misconduct include serious instances of:

·         theft or fraud

·         any conduct that may constitute a criminal offence

·         physical violence or bullying

·         sexual harassment

·         deliberate damage to property

·         deliberate acts of unlawful discrimination or harassment

·         possession, or being under the influence, of illegal drugs at work and

·         breach of the Employer’s health and safety policies and procedures and your general health and safety responsibilities or any actions that endangers the lives of, or may cause serious injury to, employees or any other person.

13.4 Procedure

Disciplinary action taken against you may be based on the nature of the conduct and behaviour. Outcomes of the disciplinary procedure will vary depending on factors including, but not limited to, any history of misconduct, the severity of the misconduct, your length of service and any mitigating factors. The outcomes include:

Disciplinary action taken against you may be based on the following procedure:

Offence	1st occasion	2nd occasion	3rd occasion	4th occasion
Unsatisfactory conduct	Formal verbal warning	Written warning	Final written warning	Termination
Misconduct	Final written warning	Termination
Serious misconduct	Termination

Ordinarily a disciplinary outcome will be provided after:

·         a meeting with you has taken place to discuss the issues allegedly involved (and at which you are entitled to have a support person)

·         you have had the opportunity to respond to the allegations and

·         we have considered your response and any mitigating factors.

We retain discretion in respect of the disciplinary procedures to take account of your length of service and the severity of the misconduct to vary the procedures accordingly. If you have a short amount of service, you may not be in receipt of any warnings before termination.

Where a disciplinary outcome has been provided, any future or further breach of the rules in relation to similar or entirely independent matters of misconduct may be subject to further disciplinary action and allow the continuation of the disciplinary process through to termination if the warnings do not change behaviour.

13.5 Notes

If you are in a supervisory role, demotion may be considered instead of termination, except where serious misconduct has occurred. Serious misconduct will result in termination without notice.

 

14.0 BULLYING AND HARASSMENT

14.1 Introduction

The Employer is committed to the provision of a fair, healthy and safe workplace in which everyone is treated with dignity and respect and in which no individual or group feels bullied, threatened or intimidated.

Bullying or harassment in any form is unacceptable behaviour and will not be permitted or condoned.

We recognise that bullying and harassment can exist in the workplace, as well as outside, and that this can seriously affect workers' working lives by detracting from a productive working environment and can impact on the health, confidence, morale and performance of those affected by it, including anyone who witnesses or has knowledge of the unwanted or unacceptable behaviour.

If you see something, say something. All staff have a responsibility to report bullying or harassment.

14.2 Harassment

The intention of these procedures are to inform workers of the type of behaviour that is unacceptable and to provide procedural guidance.

We recognise that we have a duty to implement this policy and all workers are expected to comply with it.

Harassment is any unwanted physical, verbal or non-verbal conduct based on grounds of age, disability, gender identity, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation which affects the dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Sexual harassment is any unwelcome sexual advance, an unwelcome request for sexual favours or any unwelcome conduct of a sexual nature. Such conduct includes making a statement of a sexual nature to a person, or in the presence of a person, whether the statement is made orally or in writing. Harassment on the grounds of sex is any unwelcome conduct of a seriously demeaning nature and includes making a statement to a person, or in the presence of a person, whether the statement is made orally or in writing.

A single incident of unwanted or offensive behaviour can amount to harassment.

Harassment can take many forms and individuals may not always realise that their behaviour constitutes harassment. Examples of harassment include:

·         insensitive jokes and pranks including inappropriate comments based on sex

·         lewd or abusive comments about appearance

·         asking intrusive personal questions based on a person’s sex

·         deliberate exclusion from conversations

·         displaying abusive or offensive writing or material

·         unwelcome sexual advance, or an unwelcome request for sexual favours

·         unwelcome conduct of a sexual nature

·         unwelcome touching and

·         abusive, threatening or insulting words or behaviour.

 

These examples are not exhaustive and disciplinary action at the appropriate level will be taken against employees committing any form of harassment. Appropriate action in relation to an employee will include disciplinary action in accordance with the Employer’s disciplinary and disciplinary termination procedure. For other workers, appropriate action may include termination of their engagement with the Employer.

14.3 Bullying

Bullying is repeated, offensive, abusive, intimidating, insulting or unreasonable behaviour directed towards an individual or a group, which makes the recipient(s) feel threatened, humiliated or vulnerable. Note single incidents of bullying will not be tolerated.

Bullying can occur in the workplace and outside of the workplace at events connected to the workplace, such as social functions or business trips.

Bullying can be a form of harassment and can cause an individual to suffer negative physical and mental effects.

Bullying can take the form of physical, verbal and non-verbal conduct. As with harassment, there are many examples of bullying, which can include:

·         abusive, insulting or offensive language or comments

·         unjustified criticism or complaints

·         physical or emotional threats

·         deliberate exclusion from workplace activities

·         the spreading of misinformation or malicious rumours and

·         the denial of access to information, supervision or resources such that it has a detrimental impact on the individual or group.

These examples are not exhaustive and disciplinary action at the appropriate level will be taken against employees committing any form of bullying. Appropriate action in relation to an employee will include disciplinary action in accordance with the Employer’s disciplinary and disciplinary termination procedure. For other workers, appropriate action may include termination of their engagement with the Employer.

14.4 Reasonable Management Action

It is reasonable for managers and supervisors to allocate work and to give fair and reasonable feedback on a worker’s performance. These actions are not considered to be workplace bullying or harassment if they are carried out lawfully and in a reasonable manner, taking the particular circumstances into account.

Examples of reasonable management action can include but are not limited to:

·         setting reasonable performance goals, standards and deadlines

·         rostering and allocating working hours where the requirements are reasonable

·         transferring a worker for operational reasons

·         deciding not to select a worker for promotion where a reasonable process is followed

·         informing a worker of their unsatisfactory work performance

·         meeting with a worker to discuss performance and/or conduct

·         informing a worker of their unreasonable or inappropriate behaviour in an objective and confidential way

·         implementing organisational changes or restructuring and

·         taking disciplinary action including suspension or termination of employment.

14.5 Making a Complaint

Informal complaint

We recognise that complaints of bullying, harassment, and particularly of sexual harassment, can sometimes be of a sensitive or intimate nature and that it may not be appropriate for you to raise the issue through our normal grievance procedure. In these circumstances you are encouraged to raise such issues with a senior colleague of your choice (whether or not that person has a direct supervisory responsibility for you) as a confidential helper.

If you are the victim of minor bullying or harassment you should make it clear to the alleged bully or harasser on an informal basis that their behaviour is unwelcome and ask the individual to stop. If you feel unable to do this verbally then you should hand a written request to the individual, and your confidential helper can assist you in this.

Formal complaint

Where the informal approach fails or if the bullying or harassment is more serious, you should bring the matter to the attention of management as a formal written complaint and again your confidential helper can assist you in this. If possible, you should keep notes of the bullying or harassment so that the written complaint can include:

·         the name of the alleged bully or harasser

·         the nature of the alleged incident of bullying or harassment

·         the dates and times when the alleged incident of bullying or harassment occurred

·         the names of any witnesses and

·         any action already taken by you to stop the alleged bullying or harassment.

On receipt of a formal complaint we will take action to separate you from the alleged bully or harasser to enable an uninterrupted investigation to take place. This may involve a temporary transfer of the alleged bully or harasser to another work area or suspension of employees (with contractual pay) until the matter has been resolved.

The person dealing with the complaint will invite you to attend a meeting, at a reasonable time and location, to discuss the matter and carry out a thorough investigation. You have the right to be accompanied at such a meeting by your confidential helper or another work colleague of your choice and you must take all reasonable steps to attend. Those involved in the investigation will be expected to act in confidence and any breach of confidence will be a disciplinary matter.

Where appropriate, the appointed investigator will issue a report of the findings and decision, in writing, to you and to the alleged bully or harasser.

14.6 Reporting Lines

• Staff should report concerns directly to management.
• Management will escalate the matter to the CEO.
• If it is not appropriate to report through the usual chain, staff may approach the CEO directly.

If allegations are proven, appropriate action will be taken. If a complaint is found to be deliberately false and malicious, disciplinary action may also apply.

 

15.0 SEXUAL HARASSMENT

15.1 Introduction

The Employer is committed to the provision of a fair, healthy and safe workplace in which everyone is treated with dignity and respect and in which no individual or group feels offended, threatened or intimidated. Everyone in the workplace has the right to a workplace that is safe and free from sexual harassment.

Sexual harassment is a legally recognised form of sex discrimination. Sexual harassment and sex discrimination are both unlawful under the Sex Discrimination Act and Fair Work Act.

Sexual harassment in any form will not be tolerated. We recognise that sexual harassment can seriously affect workers' working lives by detracting from a productive working environment and can seriously impact on the health, confidence, morale and performance of those affected by it, including anyone who witnesses or has knowledge of the unwanted or unacceptable behaviour. Any person who is subject to sexual harassment in the workplace is encouraged to speak up and follow sexual harassment complaints procedure outlined in this policy.

15.2 What is Sexual Harassment?

Sexual harassment is a specific and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated or intimidated. Sexual harassment can be physical, spoken or written. It can include:

·         inappropriate physical contact, such as unwelcome touching

·         inappropriate staring or leering

·         making a suggestive comment or joke

·         sharing sexually explicit pictures or posters, sending sexually explicit emails or messages

·         making an unwanted invitation to go out on a date

·         a request for sex

·         intrusive questioning about a person's private life or body

·         unnecessary familiarity, such as deliberately brushing up against a person

·         an insult or a taunt of a sexual nature

·         harassment on the grounds of sex

·         behaviour that may also be considered to be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications.

Sexual harassment in connection with the workplace can be committed by “all workers”, including employees, contractors, subcontractors, outworkers, apprentices, trainees, students and volunteers as well as prospective workers and third parties such as clients and customers.

Sexual harassment does not necessarily have to take place in the workplace to be unlawful. Sexual harassment in the course of employment can occur during work hours, at work-related events such as training or social events, between people sharing the same workplace, or even between colleagues outside of work.

Behaviour that may be considered sexual harassment in one situation may not be in others, for example flirtation or love and affection between two consenting individuals which is mutual, consensual or reciprocated is not sexual harassment.

A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated. If substantiated, sexual harassment is considered serious misconduct under the Fair Work Act and can amount to a valid reason for termination without notice.

Sexual harassment incudes behaviour which could result in a workplace being offensive, intimidating or humiliating to a person because of their gender, even if the behaviour is not directed at a single person eg where employees engage in sexist conversation.

Manager and supervisors have an additional responsibility to ensure the safety and welfare of their employees. This includes modelling appropriate standards of behaviour, taking steps to educate and make staff aware of their obligations under this policy and the law and responding quickly and appropriately to any form of sexual harassment.

The Employer takes sexual harassment seriously Including the duty to eliminate discriminatory behaviour in the workplace. This policy requires all staff (including apprentices and trainees), volunteers as well as contractors to ensure their behaviour is respectful and appropriate. These examples are not exhaustive and disciplinary action up to and including termination of employment, will be taken against workers committing any form of sexual harassment. Appropriate action in relation to an employee will include disciplinary action in accordance with the Employer’s disciplinary and disciplinary termination procedure. For other workers, appropriate action may include termination of their engagement with the Employer.

15.3 Responsibilities

All staff, volunteers and contractors are expected to behave respectfully and appropriately at all times. Managers and supervisors carry additional responsibility to model correct behaviour, ensure staff are aware of this policy and respond promptly to complaints. The Employer has a duty to eliminate discriminatory behaviour and will take whatever action is required, up to and including termination of employment or engagement.

15.4 Complaint Procedures

i) Informal complaint

We recognise that complaints of sexual harassment can be of a sensitive or intimate nature and that it may not be appropriate for you to raise the issue through our normal grievance procedure. In these circumstances you are encouraged to raise such issues with a senior colleague of your choice (whether or not that person has a direct supervisory responsibility for you) as a confidential helper.

If you are the victim of sexual harassment, we encourage you to make it clear to the alleged harasser on an informal basis that their behaviour is unwelcome and ask the individual to stop. If you feel unable to do this verbally then you should hand a written request to the individual, and your confidential helper can assist you in this.

ii) Formal complaint

Where the informal approach fails or if the sexual harassment is more serious, you should bring the matter to the immediate attention of management as a formal written complaint and again your confidential helper can assist you in this. If possible, you should keep notes of the sexual harassment so that the written complaint can include:

• the name of the alleged sexual harasser
• the nature of the alleged incident of sexual harassment
• the dates and times when the alleged incident of sexual harassment occurred
• the names of any witnesses and
• any action already taken by you to stop the alleged sexual harassment.

On receipt of a formal complaint we will take action to separate you from the alleged harasser to enable an uninterrupted investigation to take place. This may involve a temporary transfer of the alleged harasser to another work area or suspension of employees (with contractual pay) until the matter has been resolved.

The person dealing with the complaint will invite you to attend a meeting, at a reasonable time and location, to discuss the matter and carry out a thorough investigation. You have the right to be accompanied at such a meeting by your confidential helper or another work colleague of your choice and you must take all reasonable steps to attend. Those involved in the investigation will be expected to act in confidence and any breach of confidence will be a disciplinary matter.

On conclusion of the investigation which will normally be within ten working days of the meeting with you, a report of the findings and of the investigator's decision will be sent, in writing, to you and to the alleged bully or harasser.

Due to the serious nature of sexual harassment, if you decide to not proceed with a formal or informal complaint, the Employer reserves the right to consider appropriate action in the circumstances in order to ensure the safety and wellbeing of its employees. The Employer will consider the seriousness of the behaviour and circumstances in taking action this may include a review of current processes for preventing and responding to sexual harassment, providing training and reminders to employees of their general obligations not to sexually harass others, following up with you on your concerns as well as monitoring behaviour in the workplace.

 

16.0 GRIEVANCE

If you are unhappy or dissatisfied with any aspect of your employment, you have the right to raise it and expect that it will be taken seriously.

Often, issues can be resolved quickly with an informal conversation. You are encouraged to raise concerns directly with your manager as a first step. However, if the issue cannot be resolved informally or you would prefer to make a formal complaint, you should put it in writing.

For matters relating to general work concerns (other than harassment, which has a separate procedure), your manager will arrange a meeting with you at a reasonable time to discuss your grievance and investigate it fully. You are expected to attend this meeting and provide any relevant information.

After the meeting, a decision will usually be provided to you in writing within ten working days.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

17.0 PRIVACY

We take the handling of personal information seriously, even though the Privacy Act does not apply to employee records in the same way it does to customers. This policy ensures your personal details are protected and only used for legitimate employment purposes.

Collection of Information
We collect personal information during recruitment and throughout your employment. This may include things like your contact details, emergency contacts, pay and superannuation information, hours worked, performance records, and leave history. The information may be shared within the business for administrative purposes only and we make every effort to keep it accurate and up to date. You are responsible for notifying us of any changes to your details.

Confidentiality and Your Responsibilities
If, as part of your role, you have access to personal or confidential information about other staff, clients or the business, you must handle it respectfully and lawfully. This means:

• Only using the information for legitimate business purposes.
• Not disclosing it to anyone who is not authorised.
• Maintaining confidentiality during and after your employment.

Unauthorised use or disclosure of confidential information is a serious matter and may result in disciplinary action.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

18.0 EQUAL OPPORTUNITIES AND ANTI-DISCRIMINATION

18.1 Statement of Policy

We recognise that discrimination is unacceptable and, although equality of opportunity has been a long-standing feature of our practices and procedure, we have made the decision to adopt a formal equal opportunities policy.

Breaches of the policy will lead to disciplinary proceedings up to and including termination.

The aim of the policy is to ensure that no job applicant or employee is discriminated against either directly or indirectly on the grounds of age, disability, gender identity, marriage and civil partnership, pregnancy or maternity, breastfeeding, race, religion or belief, sexual orientation, intersex status or family and domestic violence.

The policy will be communicated to all private contractors reminding them of their responsibilities in respect of equality of opportunity.

We will maintain a neutral workplace in which no employee or other worker feels under threat or intimidated.

18.2 Recruitment and Selection

The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or subconsciously, in making these decisions.

Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

We will adopt a consistent, non-discriminatory approach to the advertising of vacancies. We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.

Short listing and interviewing will be carried out by more than one person where possible.

Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

Selection decisions will not be influenced by any perceived prejudices of other staff. All promotions will be in line with this policy.

18.3 Complaints Procedure

We take allegations of discrimination seriously. If you believe that you have been the victim of discrimination, we encourage you to follow the grievance procedures outlined in this Handbook.

 

 

 

 

 

 

 

19.0 MOTOR VEHICLES

19.1 General Requirements

You may be required to use a motor vehicle or forklift to perform your duties. When used for work purposes, vehicles and forklifts are considered part of the workplace and the Employer has health and safety obligations. The Employer will ensure all company vehicles and forklifts are registered, insured and maintained as required by law.

19.2 Fixtures, Fittings and Modifications

No fixtures, fittings, or modifications (e.g., roof racks, stickers, towing apparatus) may be added to Employer vehicles or forklifts without prior approval. No structural or mechanical changes are permitted.

19.3 Cleaning and Maintenance

When using a company vehicle or forklift, you are responsible for keeping it clean, tidy, and free from rubbish or personal items.

• Smoking is not permitted.
• Any repairs, servicing, or parts (including tyres) must be authorised by management before work is carried out.
• Oil, water, tyres, and general safety checks should be completed before and after use.
• Failure to keep a vehicle or forklift in acceptable condition may result in the employer taking action against you.

19.4 Fines

The Employer is not responsible for any fines (parking, speeding, tolls, etc.) incurred by you while using company vehicles.

19.5 Loss and Security

In the event of theft, the police and the Employer must be notified immediately. Only Employer property is insured — personal belongings are not.
You must secure vehicles and equipment at all times. Negligence leading to theft or damage may result in you being held responsible.

19.6 Permitted Use

Company vehicles and forklifts may only be used for authorised business purposes. They must not be used for private use, hire/reward, or motor sport. During periods of leave, company vehicles may need to be returned to the Employer unless otherwise agreed.

19.7 Personal Liability

If you are at fault in an accident, or damage occurs due to negligence or lack of care, you may be required to cover repair costs or pay the insurance excess. Repeated incidents may lead to disciplinary action and/or withdrawal of vehicle use.

 

 

 

20.0 DRUGS AND ALCOHOL

20.1 Illicit Drugs and Alcohol
The use of drugs or alcohol jeopardises a safe workplace. The Employer recognises alcohol and other drug dependencies as treatable conditions, and encourages those persons who may be subject to such dependency to seek assistance from appropriate organisations or support groups.

The Employer has a zero tolerance approach towards the presence of illicit drugs within the workplace. This includes the discovery of an employee with possession of an illicit substance, and any testing which results in a non-negative reading of a substance within an employee’s system above the detectable limit while at work.

Employees are not permitted to work while under the influence of alcohol and must conduct themselves responsibly at all times. For the purposes of this policy and due to the nature of your work, if at any time you are required to operate vehicles, heavy or otherwise, machinery or other high risk work, the blood alcohol content limit is zero (0.00%).

Alcohol may be consumed at some Employer events. Where this is the case, the Employer encourages responsible alcohol consumption and at no time should you be drunk or behave in a manner which is inappropriate.

Non-compliance with this policy and any associated procedure by employees may result in disciplinary action up to and including termination.

20.2 Prescribed/Over-the-Counter Medication
Employees who are taking any prescribed or over-the-counter medication which may affect their ability to perform their work must notify management as soon as possible. You may be required to produce a medical certificate stating that you are fit for work or specifying any restrictions.

20.3 Screening
The Employer may require screening for alcohol and drugs. This may include pre-employment testing, reasonable suspicion testing, testing after an OHS incident, or random testing across all levels of employees.

If suspected of being under the influence, you may be transported to Sonic HealthPlus Karratha GP Super Clinic (66 Welcome Rd, Karratha), or another facility for testing. You will need to bring photo ID. Refusal to undergo testing will result in disciplinary action.

Testing Hours (Sonic HealthPlus):

• Monday & Friday: 8:30 AM – 5:00 PM
• Tuesday to Thursday: 8:30 AM – 8:00 PM
• Saturday: 9:00 AM – 1:00 PM
• Sunday: Closed

If you return a positive result, refuse to participate, or are removed due to reasonable suspicion, you will be required to cease work immediately and leave the workplace. This time will be unpaid until you return a negative result. You will not be able to return to the workplace until you report to management and are cleared to work.

20.4 No Smoking or Vaping Policy
Smoking and vaping/e-cigarettes are not permitted under any circumstances on the premises. These activities are only allowed in designated areas and during breaks.

Failure to comply with this policy may result in disciplinary action being taken against you, up to and including termination.

21.0 EMPLOYEE ASSISTANCE PROGRAM (EAP)

Employees aged 16 and over have access to a free, confidential Employee Assistance Program provided by Wisdom Wellbeing. This service is also available to your immediate family members and offers professional support for both personal and work-related challenges.

What’s Included:
• 24/7 helpline, 365 days a year, answered by experienced counsellors
• Up to six counselling sessions per issue, per year
• Access to the Wisdom App and wellbeing portal with mental health tools, webinars, podcasts, and more

When to Use It:
For stress, family concerns, personal struggles, or work-related challenges. The service is totally confidential—management will not be informed if you use it.

How to Access:
Call Wisdom Wellbeing on 1800 719 887 at any time, or download the Wisdom Wellbeing App and log in using the company code WW345294.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

22.0 WORK TRAVEL & CONFERENCES

22.1 Introduction

Occasionally, staff may be invited or approved to attend conferences, training, or other work-related travel opportunities. Attendance is entirely voluntary and not a requirement of employment.

22.2 Approval

• All work travel or conference attendance must be approved in advance by Management.
• Approval will outline what costs (if any) the Company will cover.
• Once an employee agrees to attend and the Company has committed to costs (e.g. flights, accommodation, registration), the employee is expected to make every effort to attend.

22.3 Expenses

• Under the General Retail Award, travel and conference attendance is not an automatic entitlement.
• On a case-by-case basis, the Company may choose to cover costs such as flights, accommodation, or registration fees.
• Any expenses not approved in advance will be the responsibility of the employee.

22.4 Pay & Hours

• Employees will be paid their usual rostered hours if an approved conference or travel occurs on a day they are normally rostered to work.
• If the conference or travel falls on a day the employee is not rostered, no payment applies.
• No additional pay or allowances apply for attending outside of rostered hours.

22.5 Conduct

• Employees are representing the Company when travelling or attending conferences. Usual workplace policies (including Code of Conduct, Health & Safety, and Drug & Alcohol policies) apply at all times.

 

 

 

 

 

 

 

 

 

 

 

 

23.0 COMPANY CREDIT CARD

Karratha Adventure Sports provides company credit cards to authorised employees to facilitate approved business purchases where alternative purchasing methods are impractical.

The card remains the property of Karratha Adventure Sports at all times and must only be used in accordance with this policy.

23.1 Authorised Users

The following employees are authorised to use the company credit card:

• Chelsea Thomas
• Lisa
• Wai

No other employee may use the card without the prior approval of the CEO.

Authorised users must not lend the card to another employee or provide the card details to any unauthorised person.

23.2 Approved Use

The company credit card may only be used for legitimate business expenses, including:

• Approved stock purchases.
• Approved operating expenses.
• Emergency business purchases.
• Approved software and subscriptions.
• Approved online orders.
• Other purchases specifically authorised by management.

All purchases must be made for the benefit of Karratha Adventure Sports.

Transaction Fees

The company credit card should only be used where the transaction can be completed without additional merchant fees or surcharges.

If a supplier charges a credit card surcharge, or similar transaction fee, the purchaser must request payment by bank transfer or another fee-free payment method wherever practical.

 

23.3 Receipts & Record Keeping

A valid tax invoice or receipt must be obtained for every purchase & uploaded to Hubdoc.

Where a receipt cannot be obtained, the employee must notify management immediately and provide an explanation. Failure to provide supporting documentation may result in card privileges being suspended.

 

23.4 Card Security & Prohibited Use

The company credit card is provided for authorised business purposes only and must be kept secure at all times.

Card details may only be stored within approved supplier accounts authorised by management (e.g. Officeworks and Temu) and must not be saved to personal accounts or personal devices.

 

Any lost, stolen or potentially compromised card, or suspected compromise of the card details, must be reported to Natasha Ambroziak immediately.

 

 

 

 

23.5 Spending Limits

Credit card limits are determined by Natasha and may be changed from time to time.

Current transaction limits:

Company	Amount	Authorised items
Cressi	$10,000	Stock is on direct debit
Coles	$100	Toilet paper, cleaning supplies, birthday treats ($15 per event),
Officeworks	$300	Till thermal receipts, stationary, files
All Marine Spares	$1000	Stock
Parrys	$50	Bags, must obtain receipt including credit card surcharge amount
Lure us in	$800	Stock
Temu	$200	Stock, merchandising, stationary
Subway	$250	Approved staff events
Smooshie	$700	Stock
BP	$100	Forklift fuel

 

Purchases outside approved limits require prior approval from the CEO before transaction.

Transactions must not be split into multiple payments to avoid approval requirements or spending limits.

 

23.6 Monitoring & Compliance

All transactions are subject to management review.

Management may request supporting documentation or justification for any purchase.

The company reserves the right to revoke card access at any time.

 

Misuse of the company credit card may result in:

• Repayment of unauthorised expenses.
• Removal of card privileges.
• Disciplinary action.
• Further action where appropriate.

The company reserves the right to report suspected fraud or criminal misuse to the appropriate authorities.

 

 

 

 

 

 

 

 

 

 

24.0 ARTIFICAL INTELLIGANCE

Karratha Adventure Sports provides access to Artificial Intelligence (AI) tools, including KASSI and other approved AI systems, to improve productivity, communication and efficiency in the workplace.

These tools are business resources and are provided solely to assist staff in performing their work duties.

Examples of appropriate use include:

·         Creating price signs and promotional material.

·         Drafting customer emails and correspondence.

·         Writing product descriptions.

·         Assisting with internal procedures and documentation.

·         Brainstorming merchandising ideas.

·         Rewording notices and business communications.

·         Creating checklists and work instructions.

·         Accessing company procedures and guidance through KASSI.

 

Personal use is not permitted, whether during work hours or outside of work hours.

Examples of prohibited use include:

·         Recipes or meal planning.

·         Homework or study.

·         Holiday planning.

·         Personal correspondence.

·         Entertainment.

·         General personal questions.

·         Side businesses or personal projects.

·         Any activity unrelated to Karratha Adventure Sports.

24.1 KASSI

KASSI is the company's internal AI knowledge assistant and is intended to provide guidance based on Karratha Adventure Sports procedures, policies and operational documentation.

KASSI is designed to assist staff in performing their roles more efficiently but does not replace management instructions or company policies.

If KASSI is unable to answer a question, or the answer appears incorrect or unclear, staff should seek guidance from a manager.

 

24.2 Confidentiality

Do not enter confidential, commercially sensitive or personal information into any shared AI system unless it has been specifically approved for that purpose.

This includes, but is not limited to:

• Payroll or wage information.
• Employee records or performance discussions, disciplinary matters or grievances.
• Workers' compensation matters.
• Banking or financial information.
• Passwords or login credentials.
• Supplier pricing, margins or confidential agreements.
• Customer personal information.
• Information not intended for public release.

If in doubt, do not enter it.

24.3 Accuracy

AI-generated content may contain errors.

Staff are responsible for verifying:

• Prices.
• Product specifications.
• Policies and procedures.
• Customer communications.
• Any information before publication or use.

Management approval requirements continue to apply regardless of whether content was generated using AI.

 

24.4 Responsible Use

Staff must not use company AI systems to:

• Create offensive, discriminatory or inappropriate material.
• Generate false or misleading information.
• Misrepresent company policies.
• Circumvent company procedures.
• Upload confidential documents without approval.
• Upload copyrighted material where doing so would breach legal obligations.
• Conduct any activity unrelated to Karratha Adventure Sports business operations.

The effectiveness of company AI systems depends on them being used consistently for legitimate business purposes. Personal use reduces their usefulness and is not permitted.

 

24.5 Ownership & Monitoring

Company AI accounts, KASSI interactions and any associated business-generated content remain the property of Karratha Adventure Sports.

Chats and prompts may be visible to other authorised users and may be retained by the platform.

Deleting a conversation should not be relied upon to remove information or protect confidentiality.

If information should remain confidential, it should never be entered into a shared AI account.

Management may review usage where necessary to ensure compliance with this policy.

Misuse of company AI systems may result in access being removed and may be dealt with under the company's disciplinary procedures.

 

 

 

 

 

 

 

 

 

25.0  TERMINATION OF EMPLOYMENT

25.1 Resignations
All resignations must be submitted in writing, stating the reason for resigning your position.

25.2 Failure to Provide Required Notice
If you leave without giving the required notice, you may not be entitled to your full termination pay. An amount equal to all or part of the notice not provided may be deducted, in line with your employment contract and governing employment terms.

25.3 Return of Employer Property
When your employment ends, all Employer property in your possession (or for which you are responsible) must be returned within seven (7) days.

• Failure to return property may result in the employer taking action against you.
• All items are to be returned directly to management.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

26.0 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM

 

I, __________________________________________ (please print full name),
acknowledge that I have received a copy of the Karratha Adventure Sports Employee Handbook and that I have read, understood, and agree to comply with the policies outlined.

Signed: __________________________________________

Date: __________________________________________

Manager Present

Signed: __________________________________________

Date: __________________________________________