QUALITY DOCUMENT
Name of Form: IMS12.2 Out of Hours Conduct Policy

IMS12.2 Out of Hours Conduct Policy

1.0   PURPOSE

The purpose of this policy is to set out the expectations relating to Employees out of hours conduct.

This Policy is established to ensure that the conduct of Employees, where there is a link to the Organisation brand, is deemed responsible, respectful and lawful.

2.0   SCOPE

This policy applies to all Employees and Contractors of the Organisation.

3.0   DEFINITIONS

‘Contractor’      an individual, Organisation or other legal entity who carries out work or performs services for SeaLink. This includes subcontractors.

‘Employee’        any permanent, casual or temporary person employed directly by the Employer.

‘Manager’          any Employee with leadership responsibility, including team leaders.

‘Organisation’  SeaLink Travel Group Limited and including any of its subsidiary companies.

4.0   POLICY

Out of Hours Conduct / Personal Conduct

All Employees are required to avoid conduct detrimental to the integrity of and public confidence in the organisation. Illegal or irresponsible conduct does more than simply tarnish the offender, it can put innocent people at risk, bring the organisations reputation into question and undermine public respect and support for the organisation. SeaLink expects its Employees to conduct themselves in a way that is responsible and in a way that promotes the values upon which the Organisation is based.

Employees attending meetings, training sessions, social functions or out of hours functions must ensure that personal behaviour in no way detracts from the image or reputation of SeaLink. Breach of this expectation may lead to disciplinary action up to and including termination.

Where there is a connection between the workplace and the out of hours conduct the Organisation has a responsibility to ensure appropriate action is taken in relation to inappropriate conduct.

A ‘connection’ can be defined as:

• An objective view of the conduct shows it is likely to cause serious damage to the relationship between the Employer and Employee;
• The conduct damages the Employer's interests; or
• The conduct is incompatible with the Employee's duty as an Employee.

While all SeaLink Employees have a right to privacy, criminal or otherwise inappropriate conduct occurring outside of the workplace and negatively impacting upon SeaLink, may result in disciplinary action or a requirement that the particular private conduct cease.

Examples of such conduct include, but are not limited to:

• criminal offences involving stealing, or other dishonesty regarding cash or goods
• violence, harassment or discrimination towards other SeaLink Employees, that occurs outside of the workplace, and not during working hours.
• An act that damages the relationship between SeaLink and the Employee, or other Employees.

In determining the nature of disciplinary action to be taken, SeaLink will take into account:

• the nature of the conduct
• whether the conduct adversely impacts on the business or public reputation of SeaLink
• the connection of the conduct with the employment relationship
• the effect of the conduct on the relationship between SeaLink and the Employee
• any remedial action taken by the Employee
• any mitigating circumstances
• any other matter SeaLink considers relevant.

5.0   RESPONSIBILITIES OF EMPLOYEES

• Employees must comply with the policy.
• Employees must comply with any reasonable requests of the Organisation in relation to investigation into potential breaches of this policy.

6.0   RESPONSIBILITIES OF MANAGERS

• Managers are responsible for responding to recognised breaches of this policy.
• Managers are responsible for ensuring employees have an opportunity to review and confirm their understanding of this policy.
• Managers are responsible for disciplinary or other appropriate action where an employee breaches this policy.

7.0   NON-COMPLIANCE WITH POLICY

Non-compliance with this policy may lead to disciplinary action, up to and including termination of employment.