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Frequently Asked Questions - Inventory Control
It is important to keep all training records associated with an employee. This would include:
❑ Induction
❑ Initial generic training
❑ Site specific Induction and or training
❑ Courses undertaken;
❑ Records of day to day training, tool box talks or other direction provided.
These records support the businesses position regarding its Duty of Care, and often become valuable supporting evidence when claims are made against the business, by employees or contractors for various reasons, e.g. work injury
❑ Induction
❑ Initial generic training
❑ Site specific Induction and or training
❑ Courses undertaken;
❑ Records of day to day training, tool box talks or other direction provided.
These records support the businesses position regarding its Duty of Care, and often become valuable supporting evidence when claims are made against the business, by employees or contractors for various reasons, e.g. work injury
Yes it should. These goals and objectives become part of what is known as Personal
Performance & Appraisal (PPA)
PPA creates a system of fairness between the employer and employee clearly articulating
what is expected. It is another method to limit the occurrence of misunderstandings and
disputes between both parties when understanding what is required in the workplace.
PPA is completed in writing, and is;
✓ Acknowledged by the employee;
✓ Assessed by the employer regularly. (usually every six months)
✓ May be used to reward the employee when goals and objectives are exceeded or create a sanction, when they are not.
✓ Acknowledged by the employee;
✓ Assessed by the employer regularly. (usually every six months)
✓ May be used to reward the employee when goals and objectives are exceeded or create a sanction, when they are not.
At least the following information should be kept on file;
❑ Full Name, including 100 points supporting identification documentation
❑ Full address, including supporting documentation
❑ Photograph
❑ Date of Birth, supported by documentation
❑ Telephone details
❑ Vehicle particulars
❑ Next of Kin particulars
❑ Parents particulars
❑ Resume
❑ A copy of documentation outlining qualifications
❑ Full Name, including 100 points supporting identification documentation
❑ Full address, including supporting documentation
❑ Photograph
❑ Date of Birth, supported by documentation
❑ Telephone details
❑ Vehicle particulars
❑ Next of Kin particulars
❑ Parents particulars
❑ Resume
❑ A copy of documentation outlining qualifications
The business should have a formal policy that documents its position of all aspects of the
management of its Human Resources. This would include policy regarding inter alia:
❑ Recruitment & Selection
❑ Induction & Orientation
❑ Training & Development
❑ Employee – Contractor Code of Conduct
❑ Job Description
❑ Grievances
❑ Confidentiality
❑ Performance
❑ Disciplinary Process
❑ Bullying & Harassment
❑ Grounds for Termination
❑ Entitlements
❑ Leave
❑ Rights & Obligations
❑ Reimbursements
❑ Dress Standards
❑ Work Places Health & Safety
❑ Rehabilitation & Staff Suitable Duties
❑ Recruitment & Selection
❑ Induction & Orientation
❑ Training & Development
❑ Employee – Contractor Code of Conduct
❑ Job Description
❑ Grievances
❑ Confidentiality
❑ Performance
❑ Disciplinary Process
❑ Bullying & Harassment
❑ Grounds for Termination
❑ Entitlements
❑ Leave
❑ Rights & Obligations
❑ Reimbursements
❑ Dress Standards
❑ Work Places Health & Safety
❑ Rehabilitation & Staff Suitable Duties
Yes. The business should document, and disclose its position to employees and contractors,
regarding any conduct that it deems, warrants Dismissal. E.g. Theft of Company property.
When an allegation is made, or breach detected, an investigation takes place to identify
evidence of such and evidence is collated. The employee or contractor, must be given the
right to formerly address allegations being made. Dismissal follows, only after at least these
steps are taken.
It really depends upon the nature of the business. Induction for a position in underground
mining will be different from a reception job in an office. The following should however be
addressed:
❑ The Nature of the business
❑ Job Description
❑ Employee Training
❑ Hours
❑ Standard of Dress
❑ Employee Code of Conduct
❑ Intellectual Property
❑ Confidentiality
❑ Restraint of Trade
❑ Work Place Health & Safety
❑ Privacy
❑ Grievance process
❑ The Nature of the business
❑ Job Description
❑ Employee Training
❑ Hours
❑ Standard of Dress
❑ Employee Code of Conduct
❑ Intellectual Property
❑ Confidentiality
❑ Restraint of Trade
❑ Work Place Health & Safety
❑ Privacy
❑ Grievance process
It really depends upon the nature of the business. Induction for a position in underground
mining will be different from a reception job in an office. The following should however be
addressed:
❑ The Nature of the business
❑ Job Description
❑ Employee Training
❑ Hours
❑ Standard of Dress
❑ Employee Code of Conduct
❑ Intellectual Property
❑ Confidentiality
❑ Restraint of Trade
❑ Work Place Health & Safety
❑ Privacy
❑ Grievance process
❑ The Nature of the business
❑ Job Description
❑ Employee Training
❑ Hours
❑ Standard of Dress
❑ Employee Code of Conduct
❑ Intellectual Property
❑ Confidentiality
❑ Restraint of Trade
❑ Work Place Health & Safety
❑ Privacy
❑ Grievance process
Yes. When an application is successful, details of employment are conveyed to the
successful application in writing, inclusive of inter alia:
❑ Position Name
❑ Job Description
❑ Conditions of Employment including;
❑ Start Date
❑ Probationary period
❑ Reference to Induction
❑ Reference to Training
❑ Reference to the Code of Conduct
❑ Position Name
❑ Job Description
❑ Conditions of Employment including;
✓ Gross Salary;
✓ Annual Recreation Leave entitlement;
✓ Sick Leave entitlement;
✓ Other benefits;
✓ Commission, if applicable;
✓ Annual Recreation Leave entitlement;
✓ Sick Leave entitlement;
✓ Other benefits;
✓ Commission, if applicable;
❑ Start Date
❑ Probationary period
❑ Reference to Induction
❑ Reference to Training
❑ Reference to the Code of Conduct
Yes it should. In many instances, the policy becomes part of the employee code of conduct,
and should address the following criteria;
❑ Gifts
❑ Disclosure of Confidential Information
❑ Employment in Conflict
❑ Personal Investments
❑ Benefits for Performing Official Duties
❑ Disclosure of Personal Interest
❑ Interest in any Private Consultant
❑ Nepotism
❑ Discrimination
❑ Bribery
❑ Gifts From Persons Interested in Contracts
❑ Telephone System Use
❑ Business Property Use
❑ Drugs & Alcohol
❑ Gifts
❑ Disclosure of Confidential Information
❑ Employment in Conflict
❑ Personal Investments
❑ Benefits for Performing Official Duties
❑ Disclosure of Personal Interest
❑ Interest in any Private Consultant
❑ Nepotism
❑ Discrimination
❑ Bribery
❑ Gifts From Persons Interested in Contracts
❑ Telephone System Use
❑ Business Property Use
❑ Drugs & Alcohol
Yes. Written Job Descriptions should fully outline all of the responsibilities of the position.
Provision should also exist for the responsibilities to change with such changes recorded in
writing.
After induction and training, the responsibility of the Job Description is acknowledged in
writing by the employee
From time to time, all staff will have issues, concerns or complaints about a wide variety of
things. The business should have a formal process which allows staff to report these
grievances.
The Grievance process should be clearly outlined, starting from reporting such, to what the
business does upon receipt of such report, and potential outcomes.
Employees must have confidence in the process understanding that they will be taken
seriously and an outcome will be reached as a result of their disclosure and without reprisal.
At least the following criteria should be addressed:
❑ Remuneration.
❑ Obligations of the Contractor.
❑ Tools and Equipment.
❑ Relationship between the Parties.
❑ Conflict of Interest.
❑ Warranties of the Contractor.
❑ Confidential Information.
❑ Non Competition
❑ Intellectual Property
❑ Termination
❑ Services of Notices
❑ Goods and Services Tax
❑ Remuneration.
❑ Obligations of the Contractor.
❑ Tools and Equipment.
❑ Relationship between the Parties.
❑ Conflict of Interest.
❑ Warranties of the Contractor.
❑ Confidential Information.
❑ Non Competition
❑ Intellectual Property
❑ Termination
❑ Services of Notices
❑ Goods and Services Tax
At least the following criteria should be addressed:
❑ Wages, including incentives
❑ Probation Period
❑ Annual Leave
❑ Long Service Leave
❑ Sick Leave
❑ Superannuation
❑ Reimbursement of Legitimate Company Expenses
❑ Business Hours
❑ Termination
❑ Confidentiality
❑ Equipment and Staff Amenities
❑ Dress Standards
❑ Wages, including incentives
❑ Probation Period
❑ Annual Leave
❑ Long Service Leave
❑ Sick Leave
❑ Superannuation
❑ Reimbursement of Legitimate Company Expenses
❑ Business Hours
❑ Termination
❑ Confidentiality
❑ Equipment and Staff Amenities
❑ Dress Standards
Each Business should have a formal Disciplinary process, in line with local legislation.
Once an allegation is raised, or breach detected, an investigation is undertaken.
The next step is to Interview the staff member or contractor, putting the allegations and
breach to this person, providing them with an opportunity to explain their position regarding
such.
Once a determination has been made regarding the extent of the allegation or breach, the
business should formally have documented, a range of various disciplinary outcomes relevant
to each issue.
CODE OF CONDUCT is a documented reflection as to the way that the business attempts to
cover any issues of potential misunderstanding concerned with its Employee relationships
and business philosophy.
A CODE OF CONDUCT states the organization’s position on the issues that it considers to be
important criteria, such as equality, ethics, contracts, conflict of interest, work methodology
and duty of care.
Often these matters are overlooked in the process of doing business, only to surface later and
cause problems because they've not initially been properly explained or understood.
Being able to provide a solid and fair code of practice is therefore important in order to
establish a clear common understanding of expectations and deliverables between the
business and an employee.
It is usual that a CODE OF CONDUCT will address the following areas:
✓ Professional Conduct;
✓ Personal Presentation;
✓ Confidentiality;
✓ Intellectual Property;
✓ Media enquiries;
✓ Use of Social media;
✓ Ethics;
✓ Equality and discrimination;
✓ The acceptance of gifts;
✓ Employment in Conflict;
✓ Disclosures of personal interests;
✓ Telephone and vehicle use;
✓ Drugs and Alcohol;
✓ Assessment through Personal Performance & Appraisal.
It is usual that a CODE OF CONDUCT will address the following areas:
✓ Professional Conduct;
✓ Personal Presentation;
✓ Confidentiality;
✓ Intellectual Property;
✓ Media enquiries;
✓ Use of Social media;
✓ Ethics;
✓ Equality and discrimination;
✓ The acceptance of gifts;
✓ Employment in Conflict;
✓ Disclosures of personal interests;
✓ Telephone and vehicle use;
✓ Drugs and Alcohol;
✓ Assessment through Personal Performance & Appraisal.
A business should have staff and contractors execute a Confidentiality Agreement and the
agreement should adequately identify what information is covered by the agreement.
It should include the aspect of Confidentiality during Induction and Training, making new
employees and contractors aware of their obligations to the business, and its clients.
Confidentiality should be addressed as part of the business Employee and Contractor, Code
of Conduct.
Its operational and administrative structure should include a large number of strategies to
ensure confidentiality. E.g. A high level of I.T security, preventing information being
unlawfully downloaded and disseminated.
Depending upon the level of risk, within a business, and the nature of the work a business
performs, various regular checks should be undertaken regarding staff.
• What are they saying in business emails?
• What web sites are they visiting whilst using business property?
• Are they harassing other staff via social media sites?
• Are they communicating with competitors?
• Are they discussing confidential business information when they shouldn’t be?
• Are they downloading and removing Intellectual Property?
• What are they saying in business emails?
• What web sites are they visiting whilst using business property?
• Are they harassing other staff via social media sites?
• Are they communicating with competitors?
• Are they discussing confidential business information when they shouldn’t be?
• Are they downloading and removing Intellectual Property?
Related in Investigations
- Cheating Spouses
- Commercial Litigation
- Consumer Fraud
- Covert Operations
- Cryptocurrency Scams
- Defamation Investigations
- Domestic Violence
- Due Diligence
- Family & Estate Investigations
- Fraud Investigations
- Injury Investigations
- Insolvency Investigations
- Insurance Investigations
- Locating Persons of Interest
- Process Serving
- Suicide Investigations
- Surveillance
- Workcover Investigations
Contact Us
Email: operations@completecorp.com.au
Phone: 1300 911 334
Complete Corporate Services
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