Our Culture

OUR HANDBOOK

Welcome to JC Steele

Our ongoing success relies on having quality people like you and your co-workers.

We have prepared this handbook to answer some of the questions that you may have concerning JC Steele Australia and its policies.

This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, please ask. There are no stupid questions, and we are committed to developing an environment of open communication.

We hope you find your time with us to be a fun, enjoyable and rewarding experience.

Adam Nuttall – Managing Director

This Handbook

We want you to understand how we do business and how important you, and every other employee, is to us at JC Steele Australia.

The summary of the policies stated in this handbook may change from time to time. We’ve done our best to include as much information as possible in an easy-to-understand manner.

If you want further details, then just ask !

Our Focus

We love our business, and we hope you will too.

At JC Steele Australia, we are dedicated to providing our customers with quality products and solutions that will stand the test of time. Established in the USA in 1889, and with over 60 years of providing machinery, parts and service to the Australian brick industry, JC Steele Australia is the leader in stiff extrusion.

We are proud of our great culture and know that our employees are important for our combined success. Our team work hard to provide our customers with the highest quality products and services, and we value each and every member of our small, but dedicated team.

Who We Are

JC Steele Australia can only stay the best in our industry by continually improving ourselves, our business and the work we provide for our clients. We are measured not only by the work we do, but the way we are seen, and the way we act. We believe that our integrity, moral compass, fairness and professionalism should always guide our decisions and goals

A national company, JC Steele Australia is based in the Melbourne suburb of Bayswater, with a full warehouse to support our customers with spare and wearing parts. We handle light manufacturing and assembly of components such as custom dies and bridges.

We also offer rebuilds of Steele and Handle machinery and operate a satellite laboratory to evaluate raw materials for stiff extrusion. Our engineers and lab technicians help customers to meet their performance, handling and cost objectives

Our reputation is based on our ability to produce and deliver high quality products and services, while maintaining best practice and the highest levels of safety throughout the process. Our team are integral to delivering on this promise

Our Values

Customer Focus

We focus on the best outcomes for our customers and our business, and we ensure that we always deliver with timeliness and professionalism.

Teamwork

We each contribute to the team by being reliable, flexible and dependable. We communicate effectively and we treat each other fairly and with respect.

Honesty & Integrity

We are honest and fair. We are ‘up-front’ in our communications, and we are consistent and professional.

Quality

At JC Steele Australia, quality is not an act; rather, it’s a habit. We always provide great quality in all we do – even when no one is looking.

Timeline

2006 Generic Company started by Belinda McLean

2007 Generic Company become the Master Licensee for HR Network

2008 Generic Company moved into their first Offices

2009 Hired the First Staff member

2015 Stephen added WHS to the Services offered

2017 The Business expands into ISO compliance

2018 GENOS Emotional Intelligence Practitioner

Life at our Business

Organisation Chart

Probation

All employees appointed to permanent positions are required to serve a minimum period of six (6) months’ probation.

The purpose of a probationary period is for both parties to decide whether the employee is suited to the position in our business and allows either the employer or the employee to terminate the employment, for any reason.

Employment Policies

The following is a summary of the key policies you need to follow while you are employed by JC Steele Australia.

You should refer to the complete policies for further details (available at any time) and ask us anything that you don’t understand or agree to comply with.

Code of Conduct

JC Steele Australia recognises the importance of a work environment which actively promotes best practice. The purpose of this Code of Conduct is to describe the standards of behaviour, and conduct expected from workplace participants in their dealings with customers, suppliers, clients, co-workers, management and the general public.

Compliance with this Code is expected, and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services.

The Code of Conduct includes;

- Acting honestly & fairly

- Compliance with laws, policies & procedures

- Following management instructions

- Acting professionally

- Not discriminating

- Reporting any breaches immediately

- Not using work time for private gain

- Not stealing, defrauding or acting criminally

- Following all OH&S regulations

- Not making false or misleading claims

- Not causing embarrassment to others

- Not abusing your position for personal gain

- Respecting company property

- Following all reasonable directions

- Not working for a competitor

- Avoiding conflicts of interest

- Not fighting in the workplace

- Not using inappropriate language in workplace

Conflict of Interest and Disclosure

JC Steele Australia has a responsibility to avoid any real or perceived conflict of interest. A conflict of interest may arise where a team member enjoys benefits or income other than from the company. Where this is the case, it is your duty to disclose the nature of the interest to the Managing Director such that it may be discussed.

The nature of this discussion will include whether the interest or income source is a result of personal exertion, industry, skills, times & location.

Should you currently be engaged in or wish or intend to become engaged in any other employment or contracting you are obliged to disclose and discuss this with the Managing Director such that any potential conflict of interest can be managed appropriately to the benefit or all parties.

Equal Employment

At JC Steele Australia, employment is based upon merit, qualification and competence and employment practices shall not be influenced or affected by virtue of an applicant’s or employee’s:

Sex, sex characteristics, sexual orientation and/or gender identity
Marital status
Parental status, pregnancy and/or breastfeeding
Carer status
Race (including colour, nationality, ethnicity and ethnic origin)
Age
Religious beliefs or activities
Disability and/or physical features
Political beliefs or activities
Employment activity, profession, trade or occupation
Spent conviction
Personal association with someone who has, or is assumed to have, any of these personal characteristics

All employees are entitled to access employment, promotion, training, transfers and the benefits of employment on the basis of merit. They will be assessed on their skills, qualifications, abilities, prior work experience and aptitude.

JC Steele Australia will positively seek to identify and eliminate all discriminatory practices both direct and indirect and will strive to maintain a workplace free of harassment.

All employees have a legal and moral responsibility to treat each other fairly and are expected to fulfil these responsibilities as a condition of employment.

Confidentiality

Our company confidentiality policy explains how we expect our employees to treat confidential information. Employees will unavoidably have access to personal and private information about customers, partners and our company. We want to make sure that this information is protected.

We must protect this information for two reasons. It may:

Be legally binding
Gives us a competitive advantage (example: Our Procedures)

Confidential and proprietary information is secret, valuable, expensive and/or easily replicated. As such, we expect you to.

We expect you to;

Lock or secure confidential information at all times
Securely dispose of confidential documents when they’re no longer needed
Make sure they only view confidential information on secure devices
Only disclose information to other employees when it’s necessary and authorised
Keep confidential documents inside our company’s premises or storage locations, unless it’s absolutely necessary to move them.

We do NOT want you to;

Use confidential information for any personal benefit or profit.
Discuss confidential information to anyone outside of our company.
Copy confidential documents and files and store them on insecure devices.

Harassment and Grievances

Intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination in the workplace are examples of unacceptable behaviour and will not be tolerated under any circumstances.

Sexual harassment is recognised as a form of sex discrimination, and is illegal under the State Anti-Discrimination Acts, and the Commonwealth Sex Discrimination Act 1984. It is also considered by the business to be inappropriate workplace behaviour.

What is Harassment?

Harassment is intimidation, hostility, offensiveness or sexual harassment.
Harassment also includes unfair discrimination
.

Personality clashes between staff do not constitute harassment.

Grievances?

Should you have a grievance or believe that a certain procedure or practice can be modified or changed to the benefit of your work output and the business, you are encouraged to discuss the issue with your manager to resolve the matter.

If the matter is not resolved satisfactorily or it is inappropriate for you to discuss the problem with your supervisor, you can contact the Managing Director. You will then be advised of a plan of action to resolve the matter.

Workplace Bullying

It is a policy of JC Steele Australia that no worker shall be subject to bullying in the workplace. Workplace bullying is defined as: “Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.”

It is a risk to health and safety because it may affect the mental and physical health of workers. Taking steps to prevent it from occurring and responding quickly if it does is the best way to deal with workplace bullying.

Bullying can take different forms including psychological, physical or even indirect bullying—for example, deliberately excluding someone from work-related activities. It can be obvious, and it can be subtle, which means it’s not always easy to spot.

Some examples of workplace bullying include:

Abusive or offensive language or comments.
Aggressive and intimidating behaviour.
Belittling or humiliating comments.
Practical jokes or initiation.
Unjustified criticism or complaints.
Gaslighting.
JC Steele Australia is committed to providing a workplace free of bullying.

Workplace Surveillance

This is notice that continuous and ongoing camera surveillance will be carried out on JC Steel Australia premises. Anyone attending the premises may regularly be subject to surveillance.

What will we use the surveillance for?

We may use and disclose the records for the following purposes;

Related to the employment of employees or their business activities.
To the police regarding connection, investigation or prosecution of an offence or connection to legal proceedings.
To avert threats to people or damage to property

Social Media

This policy is intended to provide clarity to all employees on how to conduct themselves on social media. It also informs them of their responsibilities when using social media.

JC Steele Australia wishes to encourage employees to find a voice on social media, but at the same time protect the interests of the company.

Be aware of your association with JC Steele Australia in online social networks. If you identify yourself as an employee, ensure your profile and related content is consistent with how you wish to present yourself with customers and colleagues:

Don’t provide company or a customer’s, partner’s or supplier’s confidential or other proprietary information and never discuss JC Steele Australia’s business performance or other sensitive matters about business results or plans publicly.

Don’t cite or reference customers, partners or suppliers on business-related matters without approval.

Don’t publicly publish information or photos from any of the company’s functions, workplaces or customer’s sites without prior approval from those in the photos and from the Managing Director.

Respect your audience. Don’t use ethnic slurs, discriminatory remarks, personal insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace. You should also show proper consideration for other’s privacy.

Mobile Phone Use

Here are some guidelines regarding the appropriate use of mobile phones.

If you have been provided with a mobile phone;

The phone is primarily for business communication and work. It’s to allow other employees or customers to contact you, and for you to contact them.

Employees must abide by all laws with regards to mobile phone use.

You must comply with other internet and email policies if enabled on your mobile.

While the phone is used primarily for work, we understand that some private usage may occur. As such we expect private usage kept to a minimum.

It’s a privilege to have a company provided mobile phone, as such, irresponsible or unreasonable use may cause the phone to be removed or re-imbursement of non-business use.

An employee must not use the device in any way that may damage the legitimate interests of the business and employment relationships.
Games, Apps, Photography, Internet “surfing” and social media updates are not acceptable use of a mobile phone during business hours.

Personal Mobile Phone Use;

Employees should not use their personal mobile phones during working hours.

Personal mobile phones should be kept on silent during working hours.

Computer Use

You are expected to take a professional and courteous approach to everything you do in connection with work.

You should not expect that any email or other activity conducted over the JC Steele Australia’s computer network(s) will be private or otherwise confidential.

You are allowed personal use that is reasonable and limited so as not to get in the way of you doing your job.

You must not say or type things about JC Steele Australia unless you have been told you can do so.

You must not engage in use that involves conduct or material that is inappropriate or otherwise obscene or offensive such as accessing or distributing content of a sexual, pornographic, discriminatory, sexist or racist nature.

You must not engage in use that includes conduct or material that has the risk of defaming, or of causing damage to, JC Steele Australia or any of its officers or employees.

You must not engage in use that includes unlawful activities that are illegal or otherwise inappropriate.

Drugs & Alcohol

The use of drugs and alcohol may impact on an individual’s capacity to perform work safely, efficiently and with respect, thereby posing a risk to the health and safety of the individual and others at the workplace.

We do NOT allow;

Illegal drugs in the workplace
You to be at work while under the influence of drugs or alcohol
You to consume alcohol while at work.

If you need to take prescription or pharmacy drugs – you need to discuss this with management before commencing work.

We may carry out random drug and alcohol testing.

Behavior at Work

Serious Misconduct

All team members will be expected to act in a suitable manner at all times. JC Steele Australia provides a positive and safe work environment and expect all team members to uphold these standards and the values of the company.

Certain rules of conduct and behaviour apply, this ensures a harmonious work environment for all concerned.

Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in your personnel file and will be taken into consideration when reviewing opportunities for advancement within the company.

Any serious misconduct, or any conduct that puts the business or any person at risk, may result in termination of employment with no notice (summary dismissal).

Discipline and Termination

JC Steele Australia expects all team members to follow any policies and procedures implemented by the company.

It is our goal to create a fair and efficient environment for all team members.

Should any team member act with disregard to any of the relevant policies and procedures it may become necessary to take disciplinary action, including and up to termination of employment.

Employees must return all company owned property (i.e. telephones, computers, uniforms, and keys) prior to leaving on their last day.

Your Responsibilities

You are expected to follow all reasonable and lawful instructions given by us.

You will be expected to:

Be punctual and arrive to work on time.

Advise your manager of any intended absences as soon as possible.

Work to the best of your ability during the hours of work in your employment agreement.

Comply with all reasonable instructions from managers concerning health & safety issues.

Comply with all directions and Safe Work Practices, with the goal of avoiding injury to yourself and others.

Follow all required business procedures for your job.

Dress appropriately for the job, including wearing any required PPE

Show respect to your supervisors, colleagues and our customers.

Treat all JC Steele Australia’s property with great care

Actively participate in any Return to Work programs.

Your Rights

To be paid the appropriate rate for the work that you do.
To be advised of your rate of pay
To work in a safe environment.
To receive training in your duties.
To work in a discrimination-free and bully-free workplace.

Our Standards

When working for JC Steele Australia, it is important to know that you are part of a team. As a member of our team, it is important that you follow our reasonable standards of conduct and policies for the operation of the business.

The following items constitute breaches of our Code of Conduct and policies and may result in disciplinary action, up to and including immediate termination of your employment.

Providing false or misleading information about employment or leave.
Not showing up to work without calling your supervisor, or the office.
Falsifying time and attendance records (yours or others)
Conviction of a Crime
Foul and inappropriate language, as well as disorderly or indecent conduct
Theft or dishonesty of any type
The disclosure of confidential or proprietary information to people outside of our business, without the express permission of the Managing Director.
Failing to report safety hazards, defects, incidents or injuries.
Harassment or bullying towards other workers or customers
Refusal to follow reasonable instructions from your supervisor/manager.
Breach of Workplace Health & Safety laws and policies.

Workplace Health & Safety

We have a legal obligation to protect the health, safety and welfare of all our employees. Equally, however, employees are obliged to obey with Workplace Health & Safety policies and rules designed for their safety.

JC Steele Australia is committed to providing a safe and healthy environment for its workers, contractors and visitors.

Our Objectives

Reduce the risks to health and safety of all workers, contractors and visitors, and anyone else who may be affected by our business operations.
Ensure all work activities are done safely.
Strive to be a Safe and Incident Free workplace.

Incident and Accidents

JC Steele Australia relies upon our employees to alert us to any unsafe work activities/hazards so that we can investigate, make safe and continuously improve our work practices.

We want to provide a safe working environment for everyone and as such, we require all employees to report all incidents and near misses to their supervisor or manager.

Emergencies & First Aid

Notices for First Aid kit locations, First Aid officers and Emergency diagrams/procedures are posted throughout the premises

In the event of an Emergency, follow the directions of any First Aid Officer, Fire Warden, or Emergency Services personnel.

Smoking in the Workplace

Smoking is not permitted in any company premises, other buildings or any company owned vehicles.

It is unacceptable to be smoking while you are performing any business task outside or at any customer site.

All smoking must be done during your assigned breaks and only in designated smoking areas.

Note: (A breath mint is a great way to keep a fresh breath smell when dealing with people)

Pay & Leave

Your pay will be deposited into your nominated bank account in accordance with your employment agreement with JC Steele Australia.

Your salary will also include a superannuation payment, in accordance with the Superannuation Guarantee, into your nominated superannuation fund.

Any allowances you are entitled to will be included into your pay in accordance with the Fair Work legislation and your employment agreement.

All employees are entitled to the paid and unpaid leave entitlements defined by the National Employment Standards. These include, but are not limited to:

Annual Leave
Personal Leave (sick and carers leave)
Compassionate Leave
Parental Leave
Family and Domestic Violence Leave
Community Service Leave

Employees should note that submission of a request for annual leave request does not constitute approval. You will be notified if your leave is approved or declined at the earliest opportunity.

Prior to going on leave it is the responsibility of each employee to ensure that any outstanding matters or ongoing jobs are discussed, and a satisfactory handover occurs.

NOTE: Casual employees are not entitled to paid annual leave or paid carers leave and are paid a casual loading in lieu of this leave.

Expenses

If you incur an expense as part of business operations (such as paying for fuel for the cars, general supplies, etc), then you must obtain a tax invoice for the expense, and this must this be given to the Administration Manager for reimbursement, along with submitting an Expenses Claim Form.

The Administration Manager will arrange to have the payment made back into your personal bank account.

Reimbursements are generally paid on a fortnightly basis.

Attendance

If for any reason you are unable to attend work by your normal starting time, you should notify your manager via a phone call at least 2 hours before you are due to start (or as soon as is practicably possible).

If you are delayed in starting work due to a reason other than sickness, you should notify your manager as soon as practicably possible.

Punctuality means being able to start your work at the agreed time. Being in the carpark or kitchen is not seen as being able to start work.

Habitual or consistent lateness may result in disciplinary action up to and including termination of your employment.

Time off for personal appointments (e.g. specialist appointments) or unexpected occurrences needs to be discussed with your manager as to how your absence from work will be considered.

Welcome to JC Steele Australia