WELCOME TO QUALITY PRODUCE INTERNATIONAL
Welcome to Quality Produce International. You are joining a company that is progressive and proud of its history.
Established in 1977, Quality Produce International (QPI) is Western Australia’s premier fresh fruit and vegetable wholesaler servicing over 300 domestic and international customers from premium independent grocers through to the largest supermarket chains.
I am sure you will join with the other employees of QPI in working together to ensure our objectives of excellence in the supply of quality and food safe produce and customer service continues.
May your association with us be happy and rewarding.
This handbook is issued to you for your guidance and to assist you to adapt to your role at QPI. Please read it carefully and retain for reference as it covers the rights and benefits to which you are entitled and your obligations to QPI by having accepted this contract of employment.
We trust that this handbook answers many of the questions you may have. If you feel that something important is missing, please speak with the Human Resources (HR) Officer and let your ideas be known.
QPI reserves the right to issue additions or make amendments to this handbook. You will be advised of any changes which affect you. Nothing in this handbook is intended to conflict with any Award, Agreement or Company Policy.
If you are not clear on any matter regarding your employment, please do not hesitate to speak with either your Supervisor/Manager or the HR Officer.
On completion of your induction process you will be required to sign the following documents:
1. CONDITIONS OF EMPLOYMENT
The following working conditions apply to all employees at Quality Produce International. These conditions arise from compliance with statutory regulations, or as determined by management.
1.1 CONTRACT OF EMPLOYMENT
It is a condition of employment that you;
Employees may be engaged on either a full-time, part-time, casual or fixed-term basis as established in their Letter of Offer.
With your Letter of Offer you will also have received a copy of the Fair Work Information Statement produced by the Australian Government, Fair Work Ombudsman.
1.2 HOURS OF WORK
Ordinary Hours as required
The maximum number of ordinary hours that may be worked in any week shall be up to 45 in accordance with the current EBA. The actual number of hours will depend on an employee’s individual roster, requirement to work additional hours and their basis of employment as specified in their Letter of Offer.
The ordinary hours may be worked over any day of the week, Sunday to Friday, public holidays, late night trade and shift inclusive. The hours of work may be scheduled on any day, and shall be arranged by QPI to meet the needs of the business.
Due to the characteristics of the industry, employees must understand that their hours and days of work may vary from time to time to meet the ordinary operational requirements of the business and customer demand; therefore a flexible approach to working hours will be needed.
In most instances, employees will be advised of their rostered working hours at least the day prior to the commencement of that roster.
It is understood and accepted by employees that the industry in which they are in is one, which they are required to work a reasonable amount of additional hours and employees must be in agreeance.
There is no guarantee of a specific amount of additional hours and there shall only be remuneration where those hours have been authorised by your Supervisor/Manager.
Start and Finish Times/Locations
You must be at your workstation at your designated start time, ready to commence work, not on the way.
You must not leave before your designated finish time without permission.
During any shift of 6 hours or more, employees shall be entitled to a meal break of 30 minutes. Breaks shall be scheduled at mutually convenient times, having regard for the operational requirements of the business.
Time Off in Lieu ('TOIL')
Where employees are required to work on a public holiday, or in the case of a substituted public holiday on the substituted day that falls on a day they would normally be rostered to work, they shall be entitled to take an equivalent amount of time off as time worked.
Rate of Pay/ Salary
On an employee’s initial engagement with QPI, the relevant classification and level under which the employee falls will be outlined in the Letter of Offer.
Payment of Wages
Wages/ salary less tax and other authorised deductions will be paid weekly by electronic transfer into a bank account authorised by the employee, unless an alternative arrangement is agreed between the individual employee and QPI. QPI may deduct from an employee’s wages any amount it is authorised or required to deduct, including any overpayment of remuneration.
The final pay, upon termination of employment shall be paid into the employee’s nominated bank account in the normal pay period on or after the last day of work provided that all QPI property has been returned as required by the QPI Collective Agreement.
Payslips are only available online at secure.adppayroll.com.au through your unique and confidential login, as provided by the HR Officer.
All new employees will be engaged on a probationary period of 3 months. This probationary period may be extended by a further 3 months, if required, by an employee’s immediate manager to ascertain the Employee’s suitability for permanent appointment to the position.
The probationary period is designed for QPI and the employee to establish the following (this list is not exhaustive);
Where an employee is promoted or transferred to a new position, the first 3 months in that role will also be subject to a probationary period.
Employees must log in using the iPad. If the iPads are not working you may use a time card to accurately record your working hours to ensure payment can be made without issue.
Salary Review Program
Salaried employees will have their performance and salaries reviewed every twelve months by the Directors. Payment of any salary increases is by approval of the Directors.
In general, wage reviews for non-salaried employees will only occur as a result of changes made through the enterprise bargaining process or when an employee has satisfied the role criteria for classification at a different Grading Level.
Upon commencement with the Company (full-time, part-time or casual) you will be given the option of nominating your preferred Superannuation Fund.
QPI will contribute a percentage of your base salary into the Fund, as determined by the Superannuation Guarantee (Administration) Act 1992, at the current applicable rate.
1.4 TYPES OF LEAVE
For permanent employees, 4 weeks’ annual leave is available each year. Part-time employees will accrue an entitlement to annual leave based on the proportion of ordinary hours worked each week.
Annual leave is taken by mutual agreement with your Supervisor and is rostered. Staff must submit a leave form to their supervisor for approval before taking leave.
Where the Company shuts down all or any part of the business, employees may be required to take accrued annual leave. If an employee does not have sufficient accrued leave, that employee may be required to take leave without pay.
Under the National Employment Standards full time employees are entitled to 10 days’ paid personal leave (for sick and paid carer’s leave) per year. Part-time employees receive a pro-rata entitlement to sick leave based on the number of hours they work. Paid personal leave accumulates from year to year.
If you are running late or are unable to attend work due to sickness or another valid reason you need to let your Supervisor know as soon as possible prior to the start of your shift.
For all absences due to personal illness or injury, especially Mondays, Fridays and after annual leave, QPI may, at its discretion, require employees to provide a medical certificate from a registered health practitioner indicating the reason for the absence.
Long Service Leave
Long service leave is a period of paid leave for employees who have been working for the same business for more than 7 years.
A summary of entitlements prescribed by the Long Service Leave Act 1958 (WA) are as follows.
Long service leave is paid out on termination (except in the case of serious misconduct) after 7 years completed service on a pro-rata basis.
After 12 months’ continuous employment, employees are entitled to maternity, paternity or adoption leave for a period of 12 months. This is unpaid leave. You must notify your Manager at least one month before you wish to commence leave of your intention to take leave.
During your period of leave you may change your date of recommencement once. This must be advised at least one month prior to your expected recommencement date.
An employee is entitled to two (2) days of compassionate leave to spend time with a member of their immediate family or household who has sustained a life-threatening illness or injury. Compassionate leave may also be taken after the death of a member of the employee’s immediate family or household.
An employee may take compassionate leave for each occasion as:
Personal / Carer’s Leave
Carer’s leave is paid or unpaid leave taken to provide care and support to a member of an employee’s immediate family or household because of:
Paid Carers Leave
The term ‘personal/carer’s leave’ effectively covers both sick leave and carer’s leave. The minimum entitlement paid to an employee for personal/carer’s leave (other than a casual employee) is 10 days per year.
An employee’s entitlement to paid personal/carer’s leave accrues progressively during a year of service according to the number of ordinary hours worked, and can accumulate from year to year.
Personal/carer’s leave continues to accrue when an employee takes a period of paid personal/carer’s leave, paid annual leave or long service leave. Personal carer’s leave will not accrue on unpaid leave unless it is community service leave, or it is provided for in an award or agreement.
Unpaid Carers Leave
Employees (including casual employees) are entitled to a period of up to 2 days unpaid carer’s leave which must be taken in a single, unbroken period unless otherwise agreed.
Full-time and part-time employees are not entitled to take unpaid carer’s leave unless that employee has exhausted their entitlement to paid carer’s leave. Paid personal leave may not be taken in advance of accrual.
Community Service Leave
Employees, including casual employees, are entitled to be absent from work for the purpose of performing certain community service activities such as:
You must notify your supervisor of your intention to take such leave.
1.5 NOTICE PERIOD AND TERMINATION OF EMPLOYMENT
Termination of Employment
The contract of employment may be terminated;
Period of continuous service with the Company
Not more than 1 year
More than 1 year but not more than 3 years
More than 3 years but not more than 5 years
More than 5 years
Where an employee is over 45 years of age and has been employed by QPI for more than 2 years at the time of termination, the Company must provide the employee with an additional one weeks’ notice in addition to the period specified in this clause.
Unsatisfactory performance or misconduct by an employee can lead to disciplinary action being taken. Depending on the circumstances, disciplinary action could involve counselling, written warnings, demotion, transfer, dismissal or a combination of these. In some circumstances, misconduct can lead to instant dismissal.
QPI’s disciplinary action of employees will be conducted in a just and equitable manner, and will be consistent with all legal requirements. QPI will ensure that when investigating possible disciplinary actions, it will conduct the investigation in a procedurally fair manner, act promptly, treat the issues seriously, maintain strict confidentiality and remain objective.
Disciplinary procedures will be applied in cases of misconduct or misdemeanour. Some examples of misconduct include (but are not limited to):
Where QPI supplies employees with Company property equipment or uniforms, employees shall be responsible for maintaining those items in good condition.
Where an employee wilfully damages QPI property, the Company may recover from that employee, or deduct from any monies owing to them, the cost of replacing such items.
Upon the termination of employment, employees must immediately return to QPI any property of the Company (e.g. locker and warehouse keys) in their possession or control including any Confidential Information. You are required to return your access card to HR.
Where protective clothing, tools or other goods, which are the property of QPI, are not returned upon termination of the contract of employment, QPI may withhold from monies owing to the employee an amount to the value of the goods not returned.
If you resign you may be asked by the HR Officer to attend an exit interview. The purpose of conducting this type of interview is to discuss the reasons for your resignation.
1.6 CONFIDENTIALITY OF INFORMATION
The business scene can be very competitive. As a result of this, the Company does not wish its employees to discuss its methods and results with third parties, particularly those who may benefit at the Company’s expense. This obligation will survive your contract of employment. This non-disclosure does not apply to situations where;
More information is available under Section 19 of the Enterprise Agreement 2017.
1.7 ALCOHOL AND DRUG POLICY
The consumption of drugs and alcohol prior to commencing and or during your work hours is not permitted.
Drinking alcohol and the use of drugs can endanger your own safety and those who work with you. Members of the public and customers can also be placed a t risk. Intoxication, use or possession of intoxicating liquor and or illegal drugs in the workplace will not be tolerated.
It is an employee’s own responsibility to advise QPI as soon as practical if they are taking prescription medicines that may affect their work performance Employees agree QPI reserves the right to ask for evidence in this situation. If you are required to keep emergency medicine on your person, you must also notify your supervisor/manager. All non emergency medication is to be stored away from product, in a designated area.
1.8 MEDICATION IN THE WORKPLACE
QPI Management understands and respects that some staff may need to carry medication on their person due to their having a particular medical condition which warrants them doing so. If you are required by a doctor to carry prescribed medication (e.g., epi pen, asthma puffer, heart medication) on your person due to the nature of your medical condition, you must notify your supervisor and the HR Officer.
If you have prescribed medication that is not required to be carried on your person by a doctor, or any other non-prescribed medication, then it must be stored in the designated areas as required by our Good Manufacturing Practices Procedure. In an emergency the supervisor or a first aid trained staff member can assist in retrieving it from the designated area.
If you are taking any medication which may affect your safety or the safety of others around you, e.g., medication that causes drowsiness, you must notify your supervisor. This is particularly important for staff who operate company equipment, such as forklifts.
Please contact the HR Officer for any further clarification on this matter.
1.9 SMOKING POLICY
Quality Produce International has a NO SMOKING policy with respect to the internal premises of the sales floor and warehouses. Employees who wish to smoke are required to observe the policies of QPI and the by-laws of Perth Markets Group Limited and not smoke within 5m of doorways or air vents, and must be out of view of any customers. Cigarette ends must be extinguished and disposed of properly in bins and waste receptacles. Hands are to be washed before returning to work.
No employee is permitted to smoke on any forklift (gas or electric) due to potential gas or battery acid fumes which are highly volatile. Compliance is not only for your own safety but to ensure produce in transit is not contaminated. These are non-negotiable requirements and are in accordance with the Western Australian Occupational Safety and Health Act 1984 and the Food Act 2008.
It is also a requirement that no employee is to smoke within FIFTY METRES of the gas bottle refilling station at any time.
2. GENERAL INFORMATION
2.1 COMPANY VEHICLE USE
All employees intending to drive any QPI vehicles must hold a current state licence with appropriate endorsements to drive that class of vehicle. You must not drive a vehicle if you do not have the appropriate, valid license. You must provide proof that you have the appropriate, valid license(s) when asked. If you do not have the appropriate, valid license(s) you must inform QPI and not drive any company vehicle (including forklifts).
Drivers of all QPI vehicles must comply with all site, Federal and State government regulations regarding traffic regulations, road rules and the state of health of the driver. If fines and infringements for parking or other driving offences are imposed whilst you are driving/using the company vehicle (including forklifts), it is your responsibility to pay for such fines and infringements.
Company vehicles are only to be used for company business, unless authorised. Any incidents must be reported to the HR officer immediately.
2.2 MEDIA POLICY
No employees other than those expressly authorised by the Directors shall either talk to or make statements to any media representatives. Any media enquiries should be directed to the Directors.
2.3 SOCIAL MEDIA POLICY (Supplied Separately)
Compliance with the policy is mandatory for all QPI employees.
External calls may only be made with the agreement of your Supervisor and on break times. Urgent inward messages will be delivered. Hand held devices are not to be used while driving.
2.5 COMPUTER USUAGE
Computer users have certain responsibilities. You must not;
It is also important that you are conscious of the size of the files that you are holding and that you routinely delete all unnecessary files. Similarly, e-mail messages no longer required must be deleted.
2.6 CHANGE OF DETAILS
You must advise the Accountant / HR Officer of any changes to your personal details, such as change of address, name, next of kin, bank details etc.
2.7 PERSONAL FILES
Documents and information directly relating to you are kept on your Personnel File to which you have access.
All employees are expected to demonstrate an appropriate standard of grooming and general presentation at all times. Grooming expectations will be consistent with food production standards for cleanliness and community expectations of a business such as QPI. You are responsible for keeping uniforms and other clothing (includes high-visibility vests) in a clean and hygienic condition.
Full time employees are supplied with work clothing, in accordance with Company Policy. Your Supervisor will explain details of eligibility, what type is available, the requirements for your section and how to go about getting your uniform. All staff are to wear high visibility clothing and enclosed shoes. Singlets are not permitted.
Where parking areas are provided the Company will accept no responsibility for the vehicles parked in the area. Vehicles are parked at the owner’s risk.
Your Supervisor/Manager will arrange for you to be provided with the necessary information required to carry out your new job efficiently and effectively.
Prior to starting you would have received this Employee Handbook which contains an Employee Induction Checklist and other important material. Your Supervisor/Manager, QA team and HR Officer will ensure that the relevant areas of the Employee Induction Checklist are covered with you. You, in conjunction with the QA Manager and HR Officer must sign off on the Employee Induction Checklist within 1 week of your commencement. This is then placed in your Personnel File.
Further on the job or off the job training will be arranged as required.
2.11 EDUCATION ASSISTANCE
If you wish to undertake training which QPI is unable to provide, then you can make a request for Educational Assistance.
Company support may take a variety of forms including payment of course fees, prescribed text and/or paid time off work to attend examinations etc.
Each request will be considered on an individual basis. Things that will be considered include the relevance of the training to the work you do, the benefit to yourself and to the Company and the cost, including the time involved and the effect on the workplace if relief is required whilst you attend the training.
2.12 ENVIRONMENTAL MANAGEMENT
All employees are required to assist with compliance to legislative and license requirements for environmental protection and preservation. The purpose of which is to minimise the impact on our environment and risk to health, while conserving natural resources.
Mobile, plastic 120 litre waste bins are provided and maintained for the storage of waste material prior to its removal from the sales floor & warehouse. During or at the end of each day’s operations these bins are emptied into plastic 780 litre bins, the property of Perth Markets Group Limited (PMGL), which are transported to the waste station operated by the PMGL. Clean bins for the following day’s operations are exchanged. The 120 litre bins are high-pressure cleaned by company employees weekly.
Water Quality and Supply
The water provided by the terms of the lease, is mains supplied (Treated and supplied by the West Australian Water Authority) and meets the minimum standard required for potable water. Water testing is conducted annually by the QA team.
3. EQUAL OPPORTUNITY, DISCRIMINATION, HARASSMENT AND BULLYING
This policy and supporting procedure applies to all QPI employees, contractors, service providers, clients and visitors.
3.1 PURPOSE AND OBJECTIVES
Quality Produce International (QPI) is committed to developing a diverse workforce and providing a work environment in which everyone is treated fairly and with respect. This commitment is central to the vision, mission, culture, activities, practices and future development of QPI.
The objectives are:
3.2 GUIDING PRINCIPLES
The following principles will guide QPI in promoting equality of opportunity and dealing with inappropriate behaviour:
3.3 GRIEVANCE PROCEDURE
(Refer to the QPI Enterprise Agreement for the detailed 15. Dispute Settlement Procedure).
Disciplinary and Dismissal Procedures
4. FOOD SAFETY AND QUALITY PRACTICES
4.1 PERSONAL HYGIENE
Hand Wash Procedure
For Food Safety reasons hands must be thoroughly washed:
Note, for reason of your personal health and safety, we strongly recommend you wash your hands before eating.
Personnel suffering from a contagious illness/disease, or who are carriers of any known communicable disease, must report this to the QA Manager and/or Directors immediately as is known.
In the case of norovirus (gastroenteritis) the affected staff member will not be permitted to attend work for 48 hours after the last symptoms of the illness have passed. All other illness/disease need to be supported by a doctor’s certificate/clearance before being permitted to return to work. Communicable/infectious disease shall be taken to include the following:
For more information pertaining to food safety and quality practices at Quality Produce International, refer to the following two policies:
5. WORK, HEALTH AND SAFETY
The Occupational Safety and Health Act 1984 and supporting Regulations 1996, places responsibility on both the employer and employee for safety in the workplace.
An employer has a responsibility to provide;
As an employee you have a responsibility to;
WORK, HEALTH AND SAFETY POLICY
All at Quality Produce International accept our social responsibility towards Work, Health and Safety (WHS). We recognise that WHS is best achieved through consultative process and we will work together to continually improve all aspects relating to health and safety at QPI.
The Work, Health and Safety Policy details the aims of QPI in providing a safe workplace where it is believed all injuries are preventable, which underlines our commitment to achieving and maintaining an injury free workplace.
The Perth Markets Group Limited (PMGL) also takes all reasonable and practical steps to improve work safety conditions demonstrated through its Health and Safety Management System. For more information regarding the PMGL Health and Safety Policy refer to their website www.perthmarket.com.au
You are asked to act in a responsible and safe manner at all times. Unsafe acts, such as practical jokes, sky larking or unsafe practices that put you or those around you at risk are forbidden.
Some important personal safety hints are;
It is important that whilst working in close proximity to forklifts and other machinery, all staff should be fully aware of their surroundings. This cannot be done when hearing is impeded by music or other distractions through the use of headphones.
No headphones or hands free head sets, including Airpods, are to be worn while carrying out your work on site. This applies to all QPI and agency staff working at CTA/Trading Floor, SE2, W3, W2 and E7.
Do not attempt to lift anything that is too heavy for you. Obtain assistance from fellow employees or use the mechanical aids provided.
Take care of your back by lifting correctly.
Many accidents occur because of poor housekeeping.
General tidying up should be regularly carried out to ensure clear access is maintained to all areas. Keep floors, passageways, aisles and stairways clear of all obstructions.
Keep tools, machines and equipment orderly and your work area neat. Don’t leave items where they might fall on people working below. Do not stack items, such as pallets or boxes, in front of exit doors or safety equipment.
Don’t let grease or other liquids, strapping, tape, stretch wrap etc., lie about on floors. Sweep up any rubbish or other debris and place it in an appropriate rubbish container.
QPI has safety procedures for using, transporting, handling, storing and disposing of hazardous chemicals. If you are required to use these types of substances you will be appropriately trained. Please speak with your Supervisor should you have any questions.
Safety Data Sheets (SDS) are located where the chemicals are stored.
Lock and Tag Out Procedure
All machinery or equipment that is either faulty or being serviced must be tagged Out of Service. Yellow tags are available from the SHREP and QA Manager.
5.2 SAFETY HEALTH REPRESENTATIVE
QPI’s is committed to providing a safe and healthy workplace for its employees and contracted workers. It’s Safety Health Representative (SHREP), in conjunction with QA Department personnel and the HR Officer, are the people to be consulted by workers where they have workplace health and safety concerns.
in consultation with the above persons and employees, QPI supports and will provide every assistance in the monitoring, reviewing and recommendation of any changes to improve the safety and health programs within the workplace.
5.3 FIRST AID
First-Aid stations are located in the Central Trading Area (two) and each of the warehouses. A list of current, first aid trained staff is displayed next to each First Aid kit.
Injuries to person(s) must be reported to a First-Aid trained staff member so as to be assessed. All abrasions/cuts must be covered before returning to work with a bandage or detectable bandaid, which are available in the first aid kits. Familiarise yourself with the locations of first aid kits.
Any body fluids such as blood must be cleaned up as soon as practical.
Any stock contaminated with blood or any bodily fluid must be isolated, reported to the QA Manager and disposed of immediately.
5.4 ACCIDENT / INCIDENT REPORTING
All accidents or incidents that result in personal injury, stock or property damage must be reported and recorded. This should be done through a First Aid Officer, SHREP or your Supervisor/Manager. In the event of a serious injury where workers compensation may apply, the report will be required by medical professionals and the insurers.
The reporting of an accident or incident attaches a high priority to prevent a recurrence of the same accident and to identify situations where corrective actions are required.
In the event of property damage, the QA Manager must be notified, as this may directly impact product quality and/or safety.
5.5 WORKERS COMPENSATION
Workers’ Compensation is the insurance taken out by QPI to insure against employees’ injury at work, or diseases in which the workplace has been the major contributing factor.
All employees of QPI are entitled to Workers’ Compensation who are injured during the course of their employment.
If Workers’ Compensation is to be claimed the procedures in the Workers’ Compensation Employee handbook should be followed.
5.6 REHABILITATION POLICY
QPI is committed to preventing injury and illness by providing a safe and healthy working environment. The Company is also committed to the rehabilitation of employees who may be injured or contract an illness arising from their employment. Every effort will be made to assist employees to an early, safe return to the workforce.
5.7 EMERGENCY RESPONSE PROCEDURE
Emergency Evacuation (see 5.8 for more information)
There are various alarm systems operating within the Market City. Your Supervisor will go through the relevant alarms with you and your actions required in the event of an emergency or drill.
At QPI there are designated Fire Wardens for each warehouse. The nominated fire wardens are:
If in doubt as to your nearest Assembly Point ask your Supervisor.
Market City Assembly Areas
After all emergency evacuations, including drills, all employees must wash their hands prior to resuming food handling tasks.
5.8 GENERAL PERTH MARKETS LIMITED SAFETY ADVICE
Perth Markets Group Limited (PMGL) is committed to protecting the health and safety of everyone in our workplace including employees, contractors, lessees and other visitors.
Emergency & Evacuation
If in immediate danger, or on hearing the alarm:
First Aid & Emergency
High Visibility Clothing
Smoking Restrictions Apply on Site
Trucks & Other Vehicles
Where a hazard is identified,
5.9 PHONE NUMBERS
Emergency (Police, ambulance, fire) 000
Dept of Fire & Emergency Services (DFES) Canning Vale 94552008
Police non-emergency 131 444
Electrical/Gas Emergency 131 351
24/7 Perth Market Guardhouse 9456 9215
Perth Market Front Office 9456 9200
QPI Office 9455 2777
Poisons Information Centre 13 11 26
Mental Health Emergency Response 1300 555 788
Fair Work 13 13 94
“A good Samaritan does not incur any personal civil liability in respect of an act or omission done or made by the Good Samaritan at the scene of an emergency in good faith and without recklessness in assisting a person in apparent need of emergency assistance.” Civil Liability Act (WA) 2002, Section 1D, Paragraph 5AD
Once you have read and understood the QPI polices contained within this handbook and have received induction by the Human Resources (HR) Officer and Quality Assurance (QA) Dept, please fill out the form belowpress the Submit button. This form will be placed in your personnel file as your commitment to the policies.
QUALITY PRODUCE INTERNATIONAL KEY POLICIES
PERTH MARKETS LIMITED (PMGL) HEALTH and SAFETY MANAGEMENT SYSTEM: