Code of Conduct

Effective Date – 08/03/2022

This policy sets out Momenta’s Code of Conduct to ensure all casual employees are aware of the standard of conduct and behaviour that is expected to be displayed at all times.

Code of Conduct

1.1    Objectives of this policy

  • To have in place a clear and comprehensive Code of Conduct for casual employees.
  • To ensure the Code of Conduct is applied and enforced consistently.

1.2  Company Policy:     

Momenta and our client require clear rules and procedures governing personal conduct to ensure efficient operations and to ensure casual employees understand our expectations. The following Code of Conduct specify those actions which are prohibited.

Attendance

  • All casual employees are required to start work on time, to observe the proper times for breaks and to work until the scheduled end of their workday. If casual employees are unable to attend work on any days for any reason (eg. due to illness), you must inform Momenta and your line manager as soon as possible, prior to your agreed start time on each day of absence.
  • The manager and Momenta must be advised of the reasons for the absence and the expected date of return to work.
  • Absences due to sickness may require presentation of medical certificates.
  • You must complete timesheets in accordance with Momenta’s directions. Timesheets must be completed accurately by Monday 10am and approved by the Client. Submission of false timesheets may result in the immediate termination of your employment.
  • Momenta will not make any payment unless a timesheet is approved by a nominated representative of the Client.
  • Any reimbursements and overtime rates must be approved by your Momenta Report / Client Representative (as specified in your Letter of Offer) prior to it being worked

Performance of Duties

  • Casual employees must carry out instructions given by a person authorised to give such instructions, but no employee shall be required to do anything which might endanger themselves or any other person.
  • Casual employees must apply themselves diligently to work during working hours and must not undertake other activities without the prior approval of their manager.
  • Casual employees must not deliberately or carelessly do anything that will result in poor quality output or which may bring Momenta/Client into disrepute.

Alcohol and Prohibited Drugs

  • No alcohol is to be consumed on Client premises without the express approval of the Client Manager.
  • Whenever employees are working or performing any company-related work onsite or offsite, they are prohibited from:
  • Using, possessing, buying, selling, manufacturing or dispensing any illegal drug/ drugs
  • Being under the influence of alcohol or an illegal drug as defined in this policy.
  • The presence of any detectable amount of any illegal drug in an employee’s body system, while performing work-related activities or while in a company facility, is prohibited.
  • Casual employees on prescription drugs which may impair their personal safety, or the safety of other persons, should report the matter to their Client Manager to allow a proper evaluation to be made.
  • Any casual employee who is suspected of having consumed alcohol or prohibited drugs and who, in the opinion of their Client Manager, is not capable of satisfactorily performing normal duties will be subject to dismissal proceedings.

Property

  • Unauthorised removal or unauthorised possession of Client property or the property of other persons is strictly prohibited.
  • Momenta/Client shall be entitled, without prior warning, to inspect a Casual employee’s locker or bags but this shall only be carried out in the presence of the casual employee concerned, and in the presence of a witness.
  • Willful damage to property is not permitted.
  • Note: All serious cases, particularly those related to unauthorised possession of Client/Momenta’s property, will be referred to the Police.  Any disciplinary action Momenta/Client may take is quite separate from, and in addition to, any action the Police choose to take.
  • Momenta or the Client may provide you with use of IT equipment, files, records, documents, discs or other similar equipment (Equipment). You acknowledge that the Equipment remains the property of Momenta or the Client (as the case may be), however you are responsible for the care of the Equipment while it is in your possession and control.
  • You must take all reasonable care to ensure that the Equipment is securely kept and immediately advise Momenta and the Client of any damage or theft of the Equipment.
  • Upon termination of your employment for whatever reason, you must immediately return to Momenta or the Client (as the case may be) all property belonging to Momenta or the Client.
  • The value of any unreturned Momenta or Client equipment or other property will be deducted from your final pay if not returned within 2 days of your agreed contract end date.
  • In circumstances where deductions are not possible, if a Casual Employee does not return equipment at the end of their engagement, they may be subject to civil proceedings in order to facilitate the return of the equipment or its equivalent value.

Internet/Email/Computers/Mobile Phones

  • The Client will not sanction excessive or unreasonable personal use of any systems and may at any time audit email and data files.

Viruses

  • Any Casual Employee who receives any email or files from somebody they do not know, or is suspicious about any email or files, must not open them but must follow the Clients IT procedures.

Unacceptable Use

  • The use of Client Internet and email facilities for the following is expressly forbidden:
    • Distribution or saving of material that is illegal in Australia or country of destination.
    • Distribution or saving of material that negatively reflects upon a particular race, gender, religious belief, nationality, marital status or sexual orientation or is likely to cause offence.
    • Distribution of copyright material without permission of the author(s).
    • Distribution of material that may negatively reflect on the Client’s reputation, or the issuing of unauthorised statements as being attributed to the Client.
    • Carrying out or attempting to carry out impersonation, misrepresentation of identity, forgery, substitution of mail, headers or any other identification marks.
    • Using Client computer systems for gambling or soliciting for personal gain or profit.

Social Networking and Mobile Phones

  • Use of the Client’s Internet facilities to access any social media sites (such as Facebook) is prohibited during work hours, unless it is specifically approved for your role. Accessing such sites during working time on your business or personal mobile, making personal mobile calls, or sending and receiving personal SMS messages is also prohibited.

Security

  • Employees must not send any confidential Client material to unauthorised persons. All documents and mailing addresses must be checked before the email is sent as mistakes can easily be made.

Safety Procedures

  • Momenta is strongly committed in providing a safe and healthy working environment. Safety hazards will be identified and where practicable, eliminated, isolated or minimised.  You must take all reasonable steps to promptly report any work accident or foreseen hazard to your manager at Momenta and the client. You must notify Momenta within 24 hours of any injury or incident that occurs on site.
  • Momenta is strongly committed to providing a safe and healthy working environment. Our success also depends on the personal responsibility of employees, consultants, contractors, and visitors.

Personal Behaviour

  • All Casual Employees are expected to conduct themselves in a professional and socially acceptable manner. Specifically, threats, abuse or physical violence are strictly prohibited. Any conduct, whether verbal or physical, which causes another to feel threatened, abused or in fear of physical violence is also strictly prohibited.  Provocation will not be accepted as an excuse.

Harassment

  • Harassment of any kind is not permitted. This includes sexual harassment, racial vilification and bullying. If a Casual Employee believes they have been subjected to harassment they must report the matter to their manager as soon as possible so it may be investigated.

Gambling

  • Gambling is not permitted on Client premises.

Confidential Information

  • During your employment, you will have access to Confidential Information of the Group and the Client.

You must not:

  • other than in the proper performance of your duties, either directly or indirectly disclose to any third party any Confidential Information, unless expressly authorised by Momenta, the Client (as the case may be) or required by law or court order, or where the information has become public, otherwise than by breach of this agreement by you);
  • remove Confidential Information from the premises of Momenta or the Client for any purpose other than performing your duties;
  • make copies of Confidential Information (except for the purposes of performing your duties);
  • use or attempt to use Confidential Information for your own purposes, for any purpose other than that authorised by Momenta, the Client (as the case may be) or in any manner that may injure or cause loss directly or indirectly to the Group and/or its business.
  • You must also use your best endeavours to keep secure all Confidential Information that is in your possession. If you are uncertain as to whether information is of a sensitive or confidential nature, you must treat the information as confidential unless advised by Momenta in writing to the contrary.
  • Your obligations apply both during your employment and after termination but will cease to apply to knowledge or information which comes into the public domain.

Media Statements

  • Statements to media representatives relating to Momenta or Client business are strictly prohibited.

Smoke Free Workplace

  • By law all workplaces must be smoke free. All Casual Employees must observe this requirement. Any rules relating to outdoor smoking areas, or areas near entrances or exits to buildings where smoking is prohibited.

Conflict of Interest

  • During your employment, you must not:
    • engage in private business or undertake other employment in direct or indirect competition with the Client using any knowledge or materials gained during the course of your employment under this agreement;
    • encourage or persuade any Casual Employee, agent or contractor of the Client to resign or stop providing services to the Client;
    • encourage or persuade any Casual Employee, agent or contractor of Momenta or a Related Entity (the Group) to resign or stop providing services to the Group
    • encourage or persuade any of Momenta’s Clients, customers, suppliers agents or end clients to terminate or restrict their trade relationship with Momenta.

Other

  • Any action, which by its nature and in light of reasonable community standards would be adjudged to be misconduct, is prohibited.
  • Serious breaches of these rules may result in the Casual Employee being dismissed without notice

Further information

Any employee who requires further information about the Code of Conduct should contact projectsupport@momentaresourcing.com.au

Document Owner – Global Head of HR

Version History

Version Approved By Revision Date Description of Change Author
1 Mark Westbrook 1/09/2018 Creation Sylvia Tsang and Cath Davis
2 Cath Davis 24/01/2022 Updates to policy Sylvia Tsang and Ben Mabelson