CPS Security Services has put together this policy to encourage a fair and equitable work environment for all employees that promotes equal opportunity and personal development, ensures that all legal, remuneration, relevant award and other obligations are met, and provides clear lines of communication and avenues for the resolution of grievances.
All CPS Security Services people commit to behaving in accordance with this policy. This policy is endorsed and promoted by the management of the company.
It is the policy of CPS Security Services to provide appropriate mechanisms to effectively manage employee relations between employees, their representatives and management, with the objective that all employees perform their jobs to the best of their ability and to the expectations of the company.
Wages, harassment, bullying, and discrimination are typical issues in the security industry.
CPS Security Services is fully aware of these issues, and from inception, measures have been taken to prevent them eventuating and to ensure legal compliance.
There are ten (10) minimum conditions of employment applicable to all employees under the Fair Work Act 2009. These are referred to as the National Employment Standards (NES) and are legislated minimum employment conditions that cannot be excluded or modified in a contract of employment or other industrial agreement. They are:
CPS Security Services will not request or require an employee to work more than 38 hours a week unless the additional hours are reasonable. When determining whether additional hours are reasonable, CPS Security Services will consider risks to health and safety, the employee’s personal circumstances, the needs of the workplace, compensation, notice given, industry norms, and the nature and level of responsibility of the employee’s role.
An employee may refuse to work unreasonable additional hours. A modern award or enterprise agreement may allow for the averaging of hours, however the average weekly hours over the period must not exceed 38 hours.
An employee who is a parent or carer of a school-age or younger child, a carer under the Carer Recognition Act 2010, has a disability, is 55 years or older, or is experiencing or supporting someone affected by family or domestic violence, may request a change in working arrangements.
Full-time and part-time employees need at least twelve (12) months continuous service before being eligible to request flexible work arrangements. Casual employees need at least twelve (12) months service and a reasonable expectation of continuing employment on a regular and systematic basis.
Requests must be submitted in writing outlining the change sought and reasons. CPS Security Services will respond in writing within twenty-one (21) days and will only refuse on reasonable business grounds, with reasons provided in writing.
An employee is entitled to be absent from work on a public holiday. CPS Security Services may request an employee work a public holiday only where reasonable, considering the nature of the workplace, the employee’s personal circumstances, reasonable expectations, compensation, employment type, and notice provided.
Public holidays recognised under the NES include New Year’s Day, Australia Day, Good Friday, Easter Monday, ANZAC Day, the Monarch’s Official Birthday, Christmas Day, Boxing Day, and any other day declared under state or territory law.
Notice and redundancy payments comply with the Fair Work Act 2009 (Cth).
Notice of termination is provided in writing based on length of continuous service: 1 week (up to 1 year), 2 weeks (1–3 years), 3 weeks (3–5 years), 4 weeks (5+ years). Employees over 45 with at least 2 years’ continuous service receive an additional week’s notice.
Redundancy pay is based on length of continuous service, ranging from 4 weeks (1–2 years) up to 16 weeks (9–10 years), with entitlements set out under the Fair Work Act 2009. Certain employees are excluded from redundancy provisions, including those with under 12 months’ service, casual employees, and those terminated for serious misconduct.
CPS Security Services provides every employee, including subcontracted personnel, with the Fair Work Information Statement before or as soon as practicable after starting employment. The statement covers the NES, modern awards, agreement making, freedom of association, and the roles of Fair Work Australia and the Fair Work Ombudsman.
Any industrial relations disputes or grievances are handled in accordance with the Fair Work Australia dispute resolution process, which also sets out communication requirements between employers, personnel, and subcontractors.
Union Right of Entry
CPS Security Services recognises the right of entry of union officials who hold valid right of entry permits, for purposes including investigating suspected breaches of the Fair Work Act 2009, holding discussions with represented employees, and performing WHS inspections. Union officials must hold a valid permit and provide at least twenty-four (24) hours’ written notice of entry, except where entry is under WHS law.
The Operations Director and Managing Director are primarily responsible for managing industrial relations. Where necessary, aspects of this subject are delegated to specialist consultants and organisations.
