Company Policies
BFH Sydcon takes it's role as a responsible company seriously, and has a similar expectation of all employees and subcontractors.
Please refer to our core policies to the left, which form the nucleus of our Occupational Health and Safety Management Plan. BFH Sydcon use and is happy to recommend the Grice Safety Management System.
OH&S Policy
BFH Sydcon’s commitment towards the Health, Safety and Welfare of its employees is of extreme importance within its operations. The company recognises and accepts its responsibility towards ensuring the Health, Safety and Welfare of all BFH Sydcon’s employees, subcontractors, suppliers, consultants, client, any other visitors to its workplaces, and the General Public.
Resources commensurate with the company's emphasis towards Occupational Health and Safety have been made available to provide and maintain for the physical and psychological well being of BFH Sydcon’s employees. BFH Sydcon will develop, implement, maintain and continually improve its Occupational Health & Safety Management Systems within its operations.
The Management will demonstrate through policy development that health and safety receives priority attention on a continual basis. Managers and Supervisors will be responsible for the implementation and maintenance of Occupational Health & Safety Management Systems and
Standards within the workplaces under their control.
All employees will be expected to demonstrate a willingness to embrace the concept of safe work practices and a safe working environment. Employees will be required to work in a healthy and safe manner whilst discouraging others from working in an unsafe manner.
Education and Training of all employees on Health and Safety issues is considered to be a natural course of employment and all employees will be encouraged to embrace this concept.
This policy is but an outline of the commitment which this company places upon Occupational Health and Safety within the workplace, but this commitment from all concerned is necessary if the Health and Safety of all is to be achieved and maintained.
Drug & Alcohol Policy
BFH Sydcon will not tolerate the consumption of drugs or alcohol on company premises and during working hours.
The effect of alcohol usage increases the risk of accidents making it necessary to adopt this policy.
The objective of this policy is to ensure the health, safety and welfare of BFH Sydcon’s personnel, contractors, consultants, clients, visitors, and the general public.
Breach of this policy will lead to disciplinary action which may include summary dismissal. The only exception to this policy is at authorised company functions and events whereby a predetermined quota of alcoholic beverages will be supplied and alternative non alcoholic beverages must also be supplied.
BFH Sydcon will not tolerate employees or contractors being under the influence of alcohol or appearing to be under the influence of alcohol in situations which include the following:
• Installation or maintenance of buildings, plant and equipment.
• Operation of machinery or vehicles.
• On any work premises.
Where required, education and training of employees in Drug and Alcohol programs shall be made available in line with BFH Sydcon’s commitment to the health and welfare of its personnel.
This policy is but an outline of the commitment which the company places upon the health, safety, and welfare of the people in its workplaces, but the commitment from all concerned is necessary if the health, safety and welfare of all are to be achieved and maintained.
Non Smoking Policy
BFH Sydcon is committed to providing a safe and healthy environment for all customers, employees, contractors and other people on the company's premises.
The company will accommodate the needs of both smokers and non-smokers, and is committed to providing a safe workplace and will comply with any relevant legislation which regulate and apply to the health and safety of employees.
The company will endeavour at all times to meet the standards of health, safety and welfare required for a safe working environment in accordance with applicable occupational health and safety legislation and ensure that it minimises or eliminates the risk of exposure to environmental tobacco smoke at its premises. Accordingly:
• Smoking by employees, visitors and contractors is not permitted within the company’s offices and workplace offices;
• Smoking is permitted outside except where otherwise indicated;
• The policy will apply to all workplaces and offices of BFH Sydcon.
The company believes it is the responsibility of every person at the company's premises
to take reasonable care in relation to health and safety and to co-operate with the Company in meeting its occupational health and safety obligations. Accordingly, all employees, contractors and visitors are required to comply with this policy.
Sexual Harassment Policy
BFH Sydcon finds all forms of harassment including sexual harassment unacceptable. No form of harassment will be condoned at or outside work whilst on company business.
Harassment is defined as any unsolicited or unwelcome act, by either an employee, contractor or anyone else at our workplace, that humiliates or undermines the individual involved.
The effects of harassment are harmful. It can cause distress, can lead to stress, illness and poor performance.
Harassment can also reduce the effectiveness of the company by:
● Undermining the confidence of those employees who are harassed,
● Creating a threatening environment,
● Increasing sickness and absenteeism, and
● Increasing labour turnover.
Harassment may take many forms. Examples of harassment include:
● Derogatory remarks;
● Insensitive jokes or pranks;
● Insulting or aggressive behaviour;
● Ignoring or excluding an individual;
● Setting unrealistic deadlines;
● Public criticism;
● Substituting responsible tasks with menial or trivial ones;
● Withholding necessary information;
● Constantly under-valuing effort;
● Lewd comments about appearance;
● Unnecessary body contact;
● Displays of sexually offensive material including pin-ups;
● Requests for sexual favours;
● Speculation about an employee's private life and sexual activity;
● Threatened or actual sexual violence;
● Threat of dismissal or loss of promotion for refusal of sexual favours;
● Offensive internet/soft copy material; and
● Offensive e-mails.
All employees have personal responsibility for applying the company's policy and for behaving in a considerate and respectful way to each other.
Following the investigation of a harassment complaint, performance counselling action is taken in appropriate cases. The action taken depends on the particular facts of each case.
Where a written or verbal warning is given, this may be coupled with action to ensure that the victim is able to continue working without intimidation or undue anxiety, either by transfer of the harasser or victim, or amending the working practices.
Serious incidents can constitute gross misconduct for which an employee may be dismissed.