Our Commitment

We are committed to fostering a workplace where every person is treated with dignity, respect, and fairness. We believe diversity strengthens our team and that everyone deserves to work in an environment free from bullying, harassment, and discrimination.

Policy Statement

Our workplace has zero tolerance for bullying, harassment, and discrimination. All employees, contractors, customers, and visitors have the right to a safe and respectful work environment.

Prohibited Conduct

The following behaviors are strictly prohibited:

• Bullying: Repeated unreasonable behavior directed toward any person that creates a risk to health and safety
• Discrimination: Unfair treatment based on prohibited grounds under the Human Rights Act 1993, including sex, marital status, religious belief, ethical belief, colour, race, ethnic origin, disability, age, political opinion, employment status, family status, or sexual orientation
• Harassment: Unwelcome conduct that is offensive, humiliating, or intimidating
• Sexual harassment: Unwelcome sexual advances, requests for sexual favours, or other unwelcome conduct of a sexual nature

Responsibilities

All employees must treat others respectfully and report witnessed misconduct. Managers must model appropriate behavior, address concerns promptly, and support this policy's implementation. The organisation will provide training, investigate complaints fairly, and take appropriate corrective action.

Reporting Procedure

If you experience or witness prohibited conduct:

1. If comfortable, tell the person their behavior is unwelcome and ask them to stop
2. Report the matter to your manager or the Complaints Officer
3. Document incidents with dates, times, witnesses, and details

Complaints Officer Erika Olsen Contact

Investigation Process

All complaints will be:

• Treated seriously and confidentially
• Investigated promptly and impartially
• Resolved through appropriate action, which may include mediation, training, warnings, or dismissal

Protection

No person will face retaliation for making a complaint in good faith or participating in an investigation.

Legal Framework

This policy complies with the Employment Relations Act 2000, Human Rights Act 1993, Health and Safety at Work Act 2015, and Harmful Digital Communications Act 2015.

Review

This policy will be reviewed annually and updated as needed.

Date: 15 September 2025
Approved by: E Olsen