Handbook PDF

MTEEAMMBER

HANDBOOK

WORKING TOGETHER TO BE
THE BEST IN ALL THAT WE DO

WELCOME

We attribute our success as Australia’s As a Team Member, you too contribute Brent Eastwood
largest and most respected meat and food to our positive culture through living our CEO JBS Australia
processor to our 12,000 Team Members. mission, values and beliefs while adhering to
Company requirements and expectations.
JBS has a strong business culture and aims This JBS Team Member Handbook provides
to be the best in all that we do. We work extensive information about who we are as
hard together every day, building a strong a business and our expectations for each
business that continues to grow. and every one of our Team Members. You
are required to read this handbook and
It is through this hard work, commitment use it as a reference point throughout
and undeterred focus on our Company your employment.
values and beliefs that JBS can proudly
produce our extensive portfolio of industry Should you have any questions or concerns
leading beef, lamb, pork and value added during your time with us, please raise them
products. In addition to our core business, with your Leader.
we have numerous complementary divisions
which further enhance our footprint Whether you are a new or existing Team
and contribute to local communities and Member, we look forward to working with
their families. you to make JBS the best it can be.

DEFINITIONS Leader(s) includes any Team Member with JBS Australia reserves the right to change,
responsibility to oversee JBS’ business or other at any time, the policies and procedures
JBS, JBS Australia, The Group and The Company Team Members’ activities and extends to the contained in this publication. Failure to
means all business units of the JBS Australia Group. following positions – foreperson, leading hand, familiarise yourself with the Company’s
For the purpose of this handbook, JBS Australia supervisor, manager, director, CIO, CTO, COO, CFO policies and/or procedures will not excuse
Group gives the meaning of Baybrick Pty Ltd, and and CEO. you from disciplinary action in the event of
all of its controlled entities including; Northern a breach. Unless otherwise specified, these
Operations, Southern Operations, Primo (including Team Member(s) includes a person(s) directly policies and procedures do not form part
Foodpartners but excluding Premier Beehive NZ employed by the Company (‘employees’), or of the employment contract. Policies and
Ltd), Seven Point Pork, D.R. Johnston, Andrews engaged (directly or indirectly) under a contract procedures contain lawful and reasonable
Meat Industries, Swift & Company Trade Group for services or other legal arrangement with the directions that you are required to follow
(Meat), and Swift & Company Trade Group (By Company (‘contractors’). and do not create any additional liability,
Product – Australian Team Members only). or contractual obligation, on the part of
Work Instruction(s) includes written training the Company.
This handbook does not apply to Scott Technology material; standard operating procedures, task
Ltd at the time of publication. descriptions, procedural statements, position If English is not your first language or you
descriptions and also verbal work instructions. have difficulties reading, this handbook
can be translated into a language you
VERSION 1 understand and/or we can arrange for
someone to sit down and go through it
with you. If you require assistance with
this handbook, please speak with your site
HR representative or your Leader.

2

CONTENTS

WELCOME ................................................................................................................................................................. 2
OUR FOOTPRINT ..................................................................................................................................................... 4
OUR VALUES/MISSION/BELIEFS/PILLARS .................................................................................................... 6
THE EVOLUTION OF THE JBS GROUP .............................................................................................................. 9
CAREER OPPORTUNITIES................................................................................................................................... 10
GENDER EQUALITY ...............................................................................................................................................11
THE WAY WE CONDUCT BUSINESS ................................................................................................................ 13
INFLUENCING OUR CULTURE .......................................................................................................................... 14
IMPORTANT CONDITIONS ABOUT YOUR EMPLOYMENT ......................................................................... 16
ANIMAL WELFARE ................................................................................................................................................ 21
KEEPING US ALL SAFE – WORKPLACE HEALTH & SAFETY (WHS) .......................................................22
WORKERS’ COMPENSATION & RETURN TO WORK ...................................................................................28
PRODUCT INTEGRITY – FOOD SAFETY & QUALITY ASSURANCE (FSQA) ...........................................30
ENVIRONMENTAL SUSTAINABILITY ...............................................................................................................34
LEARNING & DEVELOPMENT ...........................................................................................................................36
THE IMPORTANCE OF TREATING EACH OTHER WITH RESPECT ..........................................................38
INFORMATION TECHNOLOGY (IT) ................................................................................................................. 40
PRIVACY & CONFIDENTIALITY .........................................................................................................................44
WE ALL NEED TO DO THE RIGHT THING .......................................................................................................45
SPEAK UP – OUR COMPLAINTS PROCEDURE ............................................................................................ 46
TEAM MEMBER ACKNOWLEDGMENT ........................................................................................................... 49

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OUR FOOTPRINT

NORTHERN OPERATIONS KNOX INTERNATIONAL JBS CARRIERS

JBS’ Northern Division operates five beef Knox International is the supplier of the JBS Carriers is the transportation arm of
processing facilities and five feedlots across finest quality Australian sheepskins. JBS and supports operations through an
Queensland and New South Wales, with With a processing facility in Victoria, efficient logistical structure, transporting
access to an extensive network of quality Knox International has grown to become livestock, carton meat products, by
Australian cattle. a dominant processor and exporter of products and containers to ports for export.
Australian sheep and lamb skins. JBS Carriers has depots in Queensland
SOUTHERN OPERATIONS and Victoria.
D.R. JOHNSTON (DRJ)
JBS’ Southern Division boasts the most SEVEN POINT PORK
diverse and complex processing facility With seven locations across Australia,
capabilities within the JBS group of DRJ is the leading domestic wholesale and JBS’ pork processing facility in South
companies, operating six beef, lamb and trading business providing an extensive Australia is the Company’s first fresh pork
multi-species processing facilities across range of fresh, frozen meats and carcases business in Australia. All pigs are sourced
Victoria, New South Wales, Tasmania and to the Australian market. from APIQ-accredited farms, with industry
South Australia. best-practice animal welfare standards.
DRJ also has a retail group made up of a
PRIMO collection of butcher shops, strategically SCOTT TECHNOLOGY
placed throughout New South Wales and
Primo is Australia’s largest manufacturer of one store in Queensland and Tasmania. Scott Technology is a New Zealand based
ham, bacon, salami and deli meats, supplying Trading under the names; Joe’s Meat Market, robotics company with a world-class
quality smallgoods to major retail and food Farm Fresh Meats, Premium Meat House portfolio of advanced automation systems.
service groups across Australia. Primo has and Swift Meats, each shop caters to the Scott Technology specialises in the design
manufacturing facilities in Queensland and consumer preferences in the area in which and manufacture of automated production,
New South Wales and services customers they operate. robotics and process machinery globally.
Australia wide.
SWIFT & COMPANY
ANDREWS MEAT TRADE GROUP
INDUSTRIES
Swift & Company Trade Group is the
Located in New South Wales, Andrews Meat international trading division of JBS
Industries comprises of three key divisions: and trades a variety of protein products
food service; value added - cooked and including beef, sheep, goat, pork, poultry
export. Across these divisions Andrews and game meats along with by products
Meat Industries supplies to all areas of the including meat and bone meal and tallow.
hospitality industry as well as servicing a Swift & Company Trade Group is located
number of other industries including health in Queensland.
and aged care, education, aviation and
sporting venues.

4

TOWNSVILLE PROCESSING PLANTS
FEEDLOTS
VALUE ADD
DISTRIBUTION
CORPORATE
SCOTT TECHNOLOGY

PROCESSING PLANTS PORT WAKEFIELD ROCKHAMPTON
FEEDLOTS BORDERTOWN BEEF CITY
VALUE ADD
TOWNSVILLE DISTRIBUTION DINMORE
CORPORATE SCONE
SCOTT TECHNOLOGY RIVERINA BEEF
BROOKLYN
ROCKHAMPTON DEVONPORT
LONGFORD
Note - Retail Butcher Shops not included.
BEEF CITY 5

DINMORE

SCONE

OUR VALUES

EACH AND EVERY DAY

HUMILITY DETERMINATION

Listen Be relentless
Be helpful and thoughtful Deliver superior results
Adopt a sense of urgency
Act with respect
Prioritise the team over yourself Make things happen

Value the opinion of others

AVAILABILITY SIMPLICITY DISCIPLINE

Be receptive and open Be practical Be punctual
Always be prepared and motivated Focus on what is important Fulfill commitments
Adopt a hands-on approach
to take on new challenges Deliver results
Avoid bureaucracy Do not make excuses

SINCERITY OWNERSHIP

Be direct, truthful and transparent Be committed to results
Respectfully express your opinion Focus on details
Take responsibility
Know how to say no, but be
positive and offer solutions

6

OUR MISSION

“To be the best in all that we do, completely focused on our business, ensuring the best products and
services to our customers, a relationship of trust with our suppliers, profitability for our shareholders
and the opportunity of a better future for all of our Team Members.”

OUR BELIEFS yy A Leader must win over their Team Members
yy Lead by example
yy Focus on the details yy Focus on results
yy A hands on approach yy Working with people who are better than us
yy Success is only achieved through hard work yy Believing makes the difference
yy The right people in the right place yy Quality products
yy Passion for what we do
yy Actions and behaviour are more important than knowledge

OUR PILLARS

yy Safety
yy Quality
yy Turnover
yy Cost
yy Yield

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8

THE EVOLUTION
OF THE JBS GROUP

2008 2007

Acquired Tasman Group in Australia With the aquisition of Swift & Company,
Acquired Smithfield Beef and Five Rivers JBS USA is created, with a presence in the

Cattle Feeding operations U.S. and Australia

2010 2009

Acquired Tatiara Meats in Australia Acquired a controlling interest in
Acquired McElhaney Foodyard in Wellton, AZ Pilgrim’s Pride Corporation

Aquired Rockdale Beef in Australia 2012

2013 Increased share capital in
Pilgram’s to 75.5%
Acquired XL Foods beef
production facility and Lakeside 2014

Feeders feedyard in Canada* Assumed full operation of the Alex Lee case
ready meat processing facility in Lenoir, NC,
2015 and acquired the Fresh & Easy case ready
meat facility in Riverside, CA.
Acquired Primo Smallgoods Group in Acquired majority shareholding in
Australia Pilgram’s acquired Tyson de Sydney-based Andrews Meat Industries
Mexico Acquired Cargill’s pork business
2016
2017
Acquired a controlling interest in New
Pilgrim’s acquired GNP Company Zealand-based Scott Technology Limited,
JBS USA acquired Plumrose USA, an automated technologies manufacturer

Inc. Pilgrim’s acquired Moy Park

*Divested Lakeside Feeders October 30,2017 9

CAREER OPPORTUNITIES–
WE FOCUS ON MERIT

GLOBAL STRENGTH, LOCAL PASSION

With the right can do attitude and yy Environment yy Warehousing & Logistics
commitment to hard work, JBS can provide yy Information Technology
you with more than a job, it can provide a yy Retail Sales yy Operations
long term rewarding career. Time and time yy Shipping & Documentation
again we have promoted internal candidates yy Human Resources yy Maintenance
into new and exciting opportunities, in fact yy Finance
some of our most senior Team Members yy Administration yy Sales
started out in junior labouring roles. yy Payroll
yy Procurement We actively encourage internal applicants
With our extensive range of professions, yy Workplace Health & Safety to express their interest in vacant positions
the possibilities are endless. Some of the yy Farming whilst ensuring the most suitable applicant
fields which we recruit for include - yy Marketing & Communications is appointed.

yy Science To learn more, refer to the Selection and
Promotion Policy which is available on the
yy Quality Assurance Intranet, from your site HR representative
or request a copy from your Leader.
yy Engineering

10

GENDER
EQUALITY

Gender equality is important to us
and we comply with the Workplace Gender
Equality Act 2012 (WGE Act). The WGE Act
aims to promote and improve gender equality
outcomes in the workplace.

If you have any suggestions or wish to raise
a concern about gender equality issues,
we encourage you to contact your site HR
representative or your Leader.

How you encourage gender equality:

yy Treat all Team Members with respect
irrespective of their gender.

yy Comply with the Workplace Gender
Equality Policy at all times.

To learn more, refer to the Workplace Gender
Equality Policy which is available on the
Intranet, from your site HR representative or
request a copy from your Leader.

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12

THE WAY WE
CONDUCT BUSINESS

As a socially responsible organisation, we WHAT IS CONFLICT GIFTS
set about achieving our vision through OF INTEREST?
integrating our values and beliefs with To avoid a potential conflict of interest as
operations to meet the expectations of A conflict of interest (including the part of their employment, Team Members
our stakeholders. appearance of, or potential for, a conflict) are not permitted to accept a gift if they
comes about when a Team Member’s believe the gift was provided for the
We demonstrate our social accountability interests may not align with the best purpose of, or may result in, influencing
through the following commitments - interest of JBS. For example, a Team their work performance or decision making
Member who sells livestock to JBS, a capacity. The acceptance of any gift is at
yy We ensure that our Team Members are salesperson who sells meat to a butcher the discretion of your Leader. If the gift or
legally authorised to work. This includes shop which is run by a family member, a JBS benefit is $100 or more you must discuss
only employing people who are legally Team Member who receives a gift from or acceptance of the gift with your Leader
old enough to work. No underage labour enters into a personal business arrangement who will seek the appropriate approval in
is used. with a supplier or a Team Member who accordance with the relevant policy.
uses JBS confidential information for their
yy Employing people who want to work personal gain. To learn more, refer to the Finance Policy
with us, not because they are forced. 0.03 which is available on the Intranet,
All Team Members are required to disclose from your site HR representative or request
yy We create and maintain an environment any potential conflict of interest. Please a copy from your Leader.
where all Team Members are treated request the relevant disclosure form
with dignity, respect and free of or copies of the relevant policies and
inhumane treatment. procedures from your site HR representative
or your Leader.
yy We comply with all industrial legislation
and Fair Work requirements relating to COMPETITION & CONSUMERS
wages and conditions.
JBS is committed to complying with the
yy We respect our Team Members’ right Competition and Consumer Act 2010 by
to association, including their right to pursuing its objectives through lawful
join or form trade unions and where a competition with competitors, requiring
significant proportion of the workforce its Team Members to be familiar with the
agrees to bargain collectively. laws and to act fairly, responsibly and with
integrity in their dealings with the wider
yy We take a minimal environmental community. Please speak with your site
harm approach to our operations HR representative or your Leader for copies
and implement and follow policies to of the relevant polices and procedures
ensure compliance with all applicable and contact the legal team if you have
environmental legislation. any questions.

yy We have appropriate policies and
procedures to ensure compliance with
the requirements of all applicable trade
practices and conflict of interest laws,
regulations and guidelines.

To learn more, refer to the Social
Accountability Policy which is available
on the Intranet, from your site HR
representative or request a copy from
your Leader.

13

INFLUENCING OUR
CULTURE

Like many large businesses, we have SO WHAT DOES IT MEAN TO YOU? The Above and Below the Line approach
a significant number of compliance isn’t about turning a blind eye or avoiding
requirements which apply to us. Compliance It means that at all times, you have a choice situations, quite the contrary. We actively
is important but how we interact with each as to how you react to different situations. encourage all Team Members to be pro-
other is also a very powerful determinant of active and to handle all situations in a
our internal culture. Within JBS, we endorse If you choose to be ‘Above the Line’, you are professional manner. If you see something
the ‘Above the Line’ approach. positive, you seek feedback and foster hope. which isn’t safe or inconsistent with
You see the possibilities and focus on what Company expectations, you need to speak to
Every day, irrespective of your position, you can control rather than what you can’t. your Leader.
title or duties, you make a significant
contribution to the global JBS community. On the flip side, if you are acting ‘Below There are so many benefits of conducting
Along with our other Team Members, you the Line’, you point blame and justify your ourselves ‘Above the Line’, so actively
assist with achieving our operational and decisions even when they may be flawed encourage yourself and your co-workers
production goals and you are key to creating and you spend time worrying about what to do so.
our desired culture; one based on our values you can’t control.
and beliefs.

ABOVE AND ACCOUNTABILITY
BELOW THE LINE RESPONSIBILITY

Ask yourself, are you above the line? BLAME
JUSTIFY
ACT ON IT
DENY
QUIT AVOIDANCE

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15

IMPORTANT CONDITIONS
ABOUT YOUR EMPLOYMENT

PROBATIONARY PERIOD company phones and your ID card) while DID YOU KNOW
you are working. If you are issued with a
When you join JBS, you will be on probation, desk or locker it must be kept clean, tidy During your employment, you may
this is an opportunity for both you and the and free of dust. hear us refer to your ‘Industrial
Company to see if it is the right fit. If not Instrument’. An industrial instrument
stipulated elsewhere, e.g. in your industrial We reserve the right to search your personal is the legal document which details
instrument, your probationary period will be belongings e.g. your desk, locker and bags the minimum entitlements for
six (6) months. at any time including when entering and your employment. Your industrial
leaving our sites. instrument could be an Enterprise
COMPANY PROPERTY – Agreement or an Award.
PROVIDING YOU WITH We do not take any responsibility for
THE RIGHT RESOURCES personal belongings which you bring to Some Team Members may be issued
work. This includes personal belongings with a contract of employment. A
We provide Team Members with the which you keep in your desk, locker, or leave contract of employment sits alongside
resources required to enable you to perform in your vehicle. an industrial instrument (if applicable)
your tasks to the best of your abilities in a and can provide for additional or more
safe manner. Whether you work in an office REMINDER – mobile phones are not beneficial entitlements, as well
or at one of our many processing sites, permitted in processing areas without the as obligations.
all items which are issued to you are your explicit approval from your Leader.
responsibility and must be kept clean and in For more information about which
working order. VIDEO FOOTAGE & industrial instrument applies to you or
PHOTOGRAPHY for a copy of the industrial instrument,
Some of the items you may be provided speak with your site HR representative
with include but are not limited to; laptop For the purposes of upholding our or your Leader.
computers, uniforms, phones, boots, knives, commitment to our Team Members’ health
pouches, hooks, mesh gloves and/or aprons, and safety and animal welfare, CCTV
cut resistant gloves and helmets. cameras operate on Company sites both
inside and outside of buildings. Footage is
When requested, and upon leaving the recorded and may be used for disciplinary
business, you must return all Company and other legal purposes.
property. At a number of our sites, the
industrial instrument provides a mechanism You must not create or copy recordings,
for recouping the cost of Company property videos, images or similar material on a
if it is lost, damaged or not returned upon non-company device on any Company
request from your wages. At all other sites, site, except with the permission of the site
failure to return Company property upon Leader. Remember that any files created on
request, may result in legal action. a Company site will become the property of
the Company.
PERSONAL BELONGINGS
Occasionally for marketing, internal training
We will let you know where to store your or other legitimate business purposes, the
personal belongings (including non-issued Company may arrange for the taking of
video footage or images on site. You consent
to the taking and use of such footage and
images by the Company.

16

ID CARDS & FINGERPRINT HOURS OF WORK APPEARANCE
SCANNERS - CAPTURING
ACCURATE RECORDS Your normal hours of work are provided for The way our Team Members present
in your industrial instrument or your contract themselves contributes to our culture and
Many of our Team Members are issued of employment. Your site HR representative reputation. A professional appearance is
with an ID card or registered to use the or Leader will provide you with all the essential to a favourable impression with
fingerprint scanner at their site. The ID information you require including your start, customers, regulators, and Company
cards and fingerprint scanners are used for finish and break times. visitors. Good grooming and appropriate
efficient and accurate time and attendance, dress reflects pride in our business and
put simply, it helps us pay you correctly. In order to meet business and production inspires confidence in our Team Members.
With such a large workforce, ID cards requirements, we may require you to work
and fingerprint scanners also help us to a reasonable amount of overtime and/or, Team Members who work in corporate,
distinguish who is who and monitor security where appropriate, additional days. If you administrative and non-production roles
on site. do work overtime or additional days, across our business units must adhere to site
you will be paid in accordance with your specific appearance and dress requirements
If issued with an ID Card, it is important industrial instrument. which may include being issued with a
that you - uniform. If you are issued with a uniform it
For more information on hours of work must be worn as directed by your Leader.
yy Keep your ID card safe and in a and overtime, speak with your site HR
workable condition. representative or your Leader. DEALING WITH THE MEDIA

yy Ensure that no other person uses WORK PERFORMANCE All media enquiries are handled by our
your ID card. Communications Team. No Team Member
You are required to perform all tasks and is to provide comment to the media unless
yy At sites where there is a Kronos duties as per your work instructions. You authorised to do so.
terminal, you are to clock in and out at must ensure that all task and duties are
the start and end of every shift. carried out to the quality standards that If a media outlet requests a comment from
have been set. you, politely say ‘no comment’ and then end
yy Must not take your ID card into the call or conversation. As soon as possible
production areas as it is a loose item. If your Leader asks you to do any additional advise your site HR representative or your
tasks, you are to comply with these Leader of the details of the conversation.
yy Notify your site HR representative or instructions as long as it is a lawful
your Leader immediately if your ID card instruction and a safe work practice.
is damaged, lost or stolen.

yy Upon ceasing employment with JBS,
you must return your ID card to your site
HR representative or Leader.

yy If you damage or lose your ID card you
will be charged a $10 re-issue fee.

yy If you fail to return it upon ceasing
employment $10 will be deducted
from your final pay.

17

WHAT DO I DO IF I CAN’T LEAVE ENTITLEMENTS ABANDONMENT OF
COME INTO WORK? EMPLOYMENT
Your leave entitlements, including annual
If you can’t come into work, you are required leave and personal leave, are set out in the If you are absent for a period of three
to notify in accordance with your industrial National Employment Standards (NES). Long days or more without notifying
instrument, contract of employment or Service Leave is covered by the applicable the Company, we will initiate the
site policy. When you call, you are required state legislation. Your industrial instrument Abandonment Procedure.
to notify the appropriate person of your or contract of employment may also provide The Abandonment Procedure involves
absence and you will need to let us know details of your leave entitlements. the Company making reasonable
why you can’t attend your shift and how efforts to contact you via telephone
long you will be away. How Do I Apply for Leave? or letter to establish why you have
been absent from work without
What Else Do I Need To Do & Know? Request a leave form from your site HR notification. If you do not respond to
representative or your Leader and remember our attempts to reach you, or if your
yy Inform the Company of any change to the that you only take leave (other than personal response is unsatisfactory, we will
estimated duration of your absence. leave) AFTER it has been approved in writing consider that you have abandoned
by the authorised Leader on the leave form. your employment and that
yy You may be required to obtain a medical you have decided to terminate
certificate or other document to cover/ If you are a salaried Team Member, you your employment.
explain your absence. can apply for leave via the Kronos link on
the intranet.
yy Depending on your site, you may require
a medical clearance certificate or return CEASING EMPLOYMENT
to work clearance. Check with your HR WITH JBS
representative or your Leader about site
specific requirements. If you decide that you want to leave JBS,
or your employment is terminated, there
ARE YOUR PERSONAL will be notice requirements stipulated in
DETAILS CORRECT? your industrial instrument or contract
of employment.
Keep your bank details up to date as
your wages will be paid via Electronic Upon request, JBS will provide you with
Funds Transfer (EFT) into your a statement of service and will upload a
nominated bank account. separation certificate to Centrelink. Please
note that references will not be provided.
It is also important to keep your
personal email address details up to
date as this is how you will receive
your pay slips.

A change of details form is available
on the intranet or from your site HR
representative or your Leader.

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20

ANIMAL
WELFARE

The welfare of animals (livestock) yy Providing sufficient space and proper
associated with our business is of paramount facilities that are fit for purpose in design
importance to JBS. We treat animals with and adequately maintained.
dignity and as humanely as possible whilst
they are in our care, it is what the animals yy Providing company of the animal’s own
deserve and what the community expects. kind to achieve freedom to express
As a business we strive to be the leader in normal behaviour.
animal welfare through adopting industry
best practices including low stress yy Ensuring conditions and treatment
handling techniques. which avoid mental suffering to achieve
freedom from fear and distress.
We have obligations under the relevant
Australian Standards to ensure the How you can ensure animal welfare -
compliance with the National Animal Welfare yy By knowing and following your work
Standards of Australia.
instructions that include the key animal
We achieve our obligations to animal welfare aspects of your role.
welfare through -
yy By not mistreating any animal and
yy Training all Team Members who interact reporting questionable behaviour
with animals in animal welfare. immediately to your Leader.

yy Monitoring animal welfare and our yy Through meeting our obligations under
handling procedures on a daily basis. the relevant Australian Standards, Animal
Welfare code of practice and our Animal
yy Ensuring ready access to fresh water Welfare Policy at all times.
and a diet to maintain full health and
vigour to achieve freedom from hunger To learn more, refer to the Animal Welfare
and thirst. Policy which is available on the Intranet,
from your site HR representative or request
yy Providing an appropriate environment a copy from your Leader.
including shelter and a comfortable
resting area to achieve freedom from
environmental discomfort.

yy Preventing or rapid diagnosis and
treatment of animals to achieve freedom
from pain, injury or disease.

21

KEEPING US ALL SAFE –
WORKPLACE HEALTH &
SAFETY (WHS)

Safety is not just about you, it is about those WHO IS RESPONSIBLE FOR ENSURING YOU ARE
you work with, your family, your friends and SAFETY – I AM, YOU ARE… FIT & ABLE TO PERFORM
your loved ones. Fundamentally, we believe EVERYONE IS YOUR ROLE
that being safe is primarily about protecting
you for something, not from something. JBS has an active and robust Safety Your health and wellbeing is of foremost
Management System but the system needs importance. If we have concerns about your
It is JBS’ goal that you “Just Be Safe” when to be supported by everyone, every day. ability to safely perform your task or duties,
you are at work. The best part about this A positive safety culture is key to protecting we may discuss with you the requirement to
goal is that it is achievable, but in order us all for our loved ones and to enable us to participate in a fitness for work assessment.
to achieve our goal everyone must be on enjoy our Top 4. For more information, please speak with
board. Our goal is that we don’t have any your site HR representative or your Leader.
incidents within our business, every incident STRENGTHENING OUR
is preventable, and that everyone returns SAFETY CULTURE REPORTING INJURIES,
home safely each day to those things which ILLNESSES & NEAR MISSES
matter most to them. We call these ‘things’ Our minds love working on autopilot and
our Top 4. there are many things we do without even Report injuries, and illness (both physical
thinking, we get up, take a shower and clean and psychological) as soon as they happen
WHAT ARE YOUR TOP 4? our teeth, all out of habit. so we can arrange appropriate support
and/or treatment. Wherever possible and
What are the 4 most important things in your Imagine if safety was a habit, what if your in circumstances where it is safe to do so,
world – friends, family, hobbies, community? autopilot setting was to perform your tasks report your injury or illness to your Leader
as safely as possible, what if our brains before attending First Aid.
Think about it, you come to work to earn were trained to think ‘safety first’. If you
money and make a contribution to the constantly question yourself about whether Another reason why it is important that
business but then you finish your shift and you are performing a task safely it will you tell us of any workplace injuries, illness
you leave the site. You leave the site perhaps eventually result in that behaviour becoming or near-misses is so we can find out what
a little tired, but still in a healthy condition a habit, now that is a way to strengthen our caused the incident/accident and can work
so you can do what you enjoy with those safety culture! to ensure it doesn’t happen again.
you treasure the most. We believe as a
business that there is no job that is worth EARLY INTERVENTION PERSONAL PROTECTIVE
risking your Top 4 for! So next time you think EQUIPMENT (PPE)
about taking a shortcut or doing something From time to time you might experience
which might not be safe, ask yourself – am I muscle soreness and at most of our JBS provides PPE to protect YOU! We want
prepared to risk my Top 4? processing sites we provide access to early you to use it properly and in accordance with
intervention services including chiropractors your work instructions so you get to keep
and physiotherapists. For Team Members on enjoying your Top 4 and your loved ones,
sites which offer early intervention services, friends and family get to have you home
your site HR representative or Leader will be safely each and every day.
able to direct you to the designated person
who is responsible for making appointments.

22

FAMILIARISE YOURSELF yy You MUST only operate vehicles which RISK MANAGEMENT
WITH THE HAZARDS ONSITE you are trained, authorised to use and if METHODOLOGY
required have the appropriate licence.
JBS has a comprehensive risk register Remember even if not operating a JBS requires all Leaders to implement a
which is available to all Team Members vehicle, be mindful that vehicles operate risk management approach for maintaining
and contractors and is located in the site on our sites and you must remain alert. the health and safety of persons in the
WHS Office. workplace to ensure that -
yy You must maintain good
If you identify a hazard, you should report it housekeeping practices. yy Hazards that persons may be exposed to
immediately to the WHS representative, site in the workplace are identified.
HR representative or your Leader. yy If you see a sign which says “Confined
Space”, you MUST NOT enter it unless you yy An assessment is conducted if necessary
Hazards can be identified in a number of are trained and authorised to do so. to determine the risk (likelihood and
ways that include, but is not limited to - consequence of injury or harm to a
yy If you find any needles don’t touch them. person) resulting from such hazards.
yy Identifying hazards prior to purchasing Try and make people aware and report it
substances or plant and equipment. to your Leader immediately. yy Control measures are implemented
with consideration given to the most
yy Audits. yy Don’t access heights unless safe to do effective control measure that is
so, don’t jump down from heights, reasonably practicable.
yy Workplace inspections. always use stairs or ladders.
yy Control measures are reviewed to ensure
yy Consultation with WHS representatives yy You MUST NOT access areas where there they are working.
and Team Members. is a risk to fall from height and remember
always use stairs or ladders when
yy Hazard reports. ascending and descending from heights.

yy Health surveillance. yy Knives are common tools in our industry
and pose a significant risk. You MUST
yy Risk assessments. always follow the correct procedure
when working with knives and other
yy Observations during work. sharps. If you need to carry a knife it
MUST be kept in your pouch at all
yy Task analysis, and; times. Knives MUST NOT be used to
transfer product.
yy Incident reporting and investigation.
yy Livestock is very unpredictable and can
Other more general hazards will also be be very dangerous. You MUST stay alert
explained to you by your training team when working around livestock and
and Leaders. follow all training provided to you.

Some examples of how to avoid hazards
include -

yy You MUST NOT handle hazardous
substances (chemicals) unless you have
been properly trained and authorised to
do so.

23

THE DANGERS ASSOCIATED Keeping you safe : DO YOU NEED TO OPERATE
WITH MACHINERY – THE A VEHICLE OR PLANT
IMPORTANCE OF ISOLATION yy You MUST know where emergency stops EQUIPMENT AS PART OF
are located and how to operate them. YOUR ROLE?
Across our business there are thousands of
pieces of machinery and vehicles used every yy Exercise extreme caution when working In addition to only operating vehicles and
day to help us achieve our production goals. near machinery. plant equipment which you are permitted
There are significant hazards associated with to operate, have been trained to use and if
the use of machinery and for this reason you yy Never place yourself in a position required have the appropriate licence, there
must always remain vigilant. where you may become entangled in are some simple yet important things to
moving parts. remember to keep you and others safe -
There are serious risks associated with
bypassing or removing guarding, failing to yy Do not wear loose clothing as it may yy Pre-op checks must be completed daily,
lock out a piece of equipment or remove catch in machinery. with any issues reported to your Leader.
an out of service tag or danger tag. It is our
expectation that under no circumstances yy You MUST NOT operate equipment which yy Remain vigilant and alert – watch out
are Team Members permitted to bypass has an isolation lock, danger tag or out of for pedestrians, other vehicles, fixtures
or remove any guarding on equipment – it service tag attached to it. and property.
is there to protect you! Furthermore, if
you notice that equipment is broken or yy You MUST NOT remove an isolation lock, yy Observe speed limit signs and all other
unserviceable you MUST apply an out of danger or out of service tag unless you road safety rules.
service tag to the piece of equipment and applied it and the issue has been rectified.
notify your Leader immediately. yy If the vehicle or plant equipment is
yy Ensure that isolation procedures are fitted with a seatbelt it must be worn
You must also apply a personal isolation followed when working on or cleaning at all times.
lock and a danger tag if you need to equipment that has energy sources.
perform cleaning or maintenance on the yy Do not use a mobile phone when
equipment. If you don’t know where to operating a vehicle or plant equipment.
get an out of service tag, please ask your
Leader immediately.

24

ELECTRICAL SAFETY EMERGENCY PROCEDURES MANUAL HANDLING

You must comply with all instructions given Sometimes things just don’t go to plan. We have lots of tasks across our business
to you in relation to electrical safety. Do For your safety you need to know what which are very labour intensive e.g. roles
not interfere with or misuse anything which to do in the event of an emergency. which involve Team Members physically
is provided for electrical safety and do not Most importantly follow all emergency pushing, pulling, lifting or carrying. The
place any person, including yourself, at instructions and familiarise yourself with Company continues to investigate ways to
electrical risk. the nearest emergency exits, the sound of minimise this exposure and strive toward
the alarms, the assembly point and who your reducing this risk as much as we can. Each
If you suspect electrical safety issues or Area Warden is. task that involves manual handling is
observe damaged electrical equipment, identified in the work instruction and the
report it to your Leader immediately. If you see something out of the ordinary or process explained and demonstrated by your
unsafe – speak up, we want and need you trainer. If you believe you are at risk of being
HEARING CONSERVATION to tell your WHS Representative, site HR injured due to manual handling, you MUST
representative or your Leader. stop work immediately and talk to your
At a number of our sites, we provide hearing Leader – Remember we do not want you to
protection to our Team Members. If it is a ALCOHOL & risk your Top 4.
site requirement to wear hearing protection OTHER DRUGS
you must do so. The use of radio headsets To reduce the risk of injury when lifting, you
(e.g. ear phones) is not permitted unless Alcohol and other drugs can be should always follow the correct manual
authorised to do so. incredibly dangerous and that is why handling procedures which include -
we have an Alcohol and Other Drugs
As part of our ongoing commitment to your (AOD) Policy to help protect you and 1. Size up the load;
health and wellbeing, you may be required your workmates. We require all Team
to undertake hearing tests throughout your Members to be safe and this includes 2. Position your feet;
employment with JBS. not being under the influence of
alcohol and other drugs. 3. Bend your knees;
CONTRACTORS – ARE OUR
RESPONSIBILITY Our AOD Policy and procedures 4. Take firm hold of the box/item;
provides details on when we may test
If you see a contractor not working safely for alcohol and other drugs, how we 5. Raise your head;
or putting themselves at risk, remember will conduct the tests, what the cut
they also have a family and loved ones to go off limits are and what happens after 6. Lift with your thighs, keeping your back
home to. Please report safety concerns to the test. straight; and
your Leader.
To learn more, refer to the Alcohol 7. Look in the direction of travel.
and Other Drugs Policy which is
available on the Intranet, from your Remember – your safety is important.
site HR representative or request a Use lifting equipment where provided for
copy from your Leader. objects that are too awkward or too heavy,
and never try to lift an object that is too
heavy for you to manage on your own – ask
for help.

25

WARNING ON REPETITIVE Q FEVER PROGRAM HOW YOU HELP MAKE
STRAIN INJURIES (RSI) (APPLICABLE TO BEEF, JBS THE SAFEST POSSIBLE
& CARPAL TUNNEL LAMB & GOAT FEEDLOTS WORKPLACE -
SYNDROME (CTS) & PROCESSING FACILITIES
IN ALL STATES EXCEPT yy Ask yourself would you risk your Top 4
Due to the repetitive and intrinsic nature TASMANIA) before starting all tasks.
of a number of our tasks, we take this
opportunity to provide you with a warning Working in an industry where you may have yy Comply with the WHS Policy.
on Repetitive Strain Injuries (RSI) and Carpal contact with animals or animal products
Tunnel Syndrome (CTS). poses a risk of contracting diseases and Q yy Comply with all instructions given for
Fever is one of those diseases. We have put WHS by the Company including the
RSI is a term that covers a number of a program in place to help protect you. In instructions in training documents.
musculoskeletal disorders (e.g. Tendonitis) order to ensure you maintain your Top 4 the
that may develop and/or be aggravated Q Fever Program requires a commitment yy Remain alert, be aware of potential risks
through the performance of repetitive tasks. from JBS and you to achieve the best including wet floors and uneven surfaces.
CTS is a condition that affects the wrists. possible outcome.
yy Use PPE correctly and as required.
We have measures in place to minimise the You are required to participate in the
risk of Team Members developing RSI and/ Q Fever testing program and if necessary, yy Keep your work area as clean as possible
or CTS however it is important that you are be vaccinated. Although you may have been and practice good housekeeping.
familiar with the symptoms of RSI. vaccinated for Q Fever there is no guarantee
that the vaccination is 100% effective and yy Do not interfere with or misuse any
The symptoms of RSI may include the as such you MUST follow these steps to equipment provided at the workplace.
development of aches, pains, weakness, minimise the risk -
numbness and/or pins and needles in any yy Do not place at risk the health and safety
parts of the hands, arms and/or shoulders. yy You MUST follow simple hygiene of any person in the workplace – this
procedures, particularly washing your includes yourself.
The symptoms of CTS may include the hands correctly and when required;
development of aches, pains, weakness, yy Speak up about safety hazards
burning sensation, numbness in wrists, pins yy You MUST avoid splashing in and unsafe work practices to the
and needles in fingers, tingling in the fingers processing areas; WHS representatives, your site HR
and difficulty gripping and holding items. Representative or your Leader.
Symptoms are often more noticeable at yy You MUST report any cut,
night and it is common for some people to scratch or abrasion to first aid for yy Assist the WHS representatives in the
be woken at night with CTS symptoms. immediate treatment; performance of their duties.

Symptoms of RSI and CTS once experienced yy You MUST wash clothing you wear at yy Report any injury or illness, or symptom
may intensify and if not treated early, may work, including anything worn under of an injury or illness to your First Aid
result in permanent damage. It is essential Company provided clothing, separately representative (where applicable), your
that you seek immediate medical treatment from other personal clothing; and site HR representative or your Leader.
which may lead to complete resolution of
the symptoms. yy If you develop flu like symptoms, yy Participate in injury/illness investigations
you MUST report to your First Aid as required.
You are required to immediately report to representative (where applicable), your
First Aid, your site HR representative or your HR representative or your Leader. yy Keep out of work areas other than
Leader any symptoms associated with the your own unless otherwise directed by
development of RSI or CTS in order to seek your Leader.
appropriate medical treatment.
yy Don’t use tools/equipment/machinery
without express approval and in
accordance with the training.

REMEMBER WE WANT YOU
TO ‘JUST BE SAFE’

26

FIRE FIGHTING INFORMATION OXYGEN HEAT CARDINAL RULES

There are three (3) elements which when combined will cause a FUEL There are certain things in our
chemical reaction called a combustion or fire. The removal of one industry that create significant risks
or more of these elements will cause the fire to cease to exist. to you and those around you. JBS has
This is often referred to as the Fire Triangle. created what we call ‘Cardinal Rules’
in an effort to emphasise to all Team
The three principle methods to fire extinction are as follows: Members that we are not willing to
1. Starvation – Removal of, or limiting the amount of fuel. put their safety and wellbeing at risk.
2. Smothering – Removal of, or limiting the supply of oxygen. If anybody does jeopardise the safety
3. Cooling – Removal of the heat source. and wellbeing of themselves, their
workmates or others, then there are
Portable extinguishers are essentially used for quick response before the combustion serious consequences.
has become extensive. Users must take precautions to minimise personal risks from heat
radiation and smoke inhalation. Operate all portable extinguishers in the upright position. The Company’s Cardinal Rules are,
you MUST not -
In general, when using an extinguisher follow the PASS principle:
P – Pull the pin. A – Aim low at the base of the fire. S – Squeeze the handle. S – Sweep side to side. yy Fail to isolate using lock out and
tag out procedures.
Pull the pin Aim low at the base of the fire Squeeze the handle Sweep side to side
yy Fail to follow confined space
PORTABLE FIRE EXTINGUISHER GUIDE entry requirements.

AB C E F yy Operate mobile plant without
authorisation and/or training.
Current Extinguish- Wood, Paper, Flammable & Flammable Electrically Cooking Oils
ing Agent Plastic Combustible Gasses Energised and Fats yy Remove or bypass guards, limit
Equipment switches, or safety devices.
Liquids
yy Fail to wear torso protection
Water (Mesh or Kevlar) where required.

Wet yy Fail to wear electrical safety
Chemical personal protective equipment
(PPE) on authorised live work,
Foam Limited or failure to use electrical
safety related work practices
where required.

yy Allow or instruct another Team
Member to perform any of the
above acts.

Powder
(ABE)

Powder (BE)

Carbon Limited Limited
Dioxide Limited
Limited
Vapourising
Liquid

Fire Blanket Limited Limited

27

WORKERS’ COMPENSATION
& RETURN TO WORK

None of us want to be injured at work, We work hard to help get our injured Team To learn more, refer to the Workplace
but sometimes our Team Members do Members healthy and back to work. If Rehabilitation Policy which is available
sustain injuries or illnesses which are you sustain a work related injury and fail on the Intranet, from your site HR
related to their employment. If you hurt or refuse to participate in rehabilitation representative or request a copy from
yourself at work, you may have a right to without reasonable excuse, it may result your Leader.
workers’ compensation and your site HR in having your workers’ compensation
representative or your Leader will be able entitlements suspended or reduced.
to assist you, including providing you with
a claim form and put you in touch with If you sustain a work related injury,
the Rehabilitation Coordinator and where you must –
applicable, the appropriate insurer.
yy Report the injury as soon as possible.
Team Members who commence
rehabilitation after making a workers’ yy Comply with the Workplace
compensation claim will be provided with Rehabilitation Policy at all times.
more detailed information about their rights
and responsibilities. yy Obtain appropriate treatment.

Workers’ Compensation and Rehabilitation yy Participate in the rehabilitation program.
Is a Team effort
yy Comply at all times with suitable
We know, in the majority of cases there are duties plans.
huge benefits in getting injured workers
back into the workplace as soon as possible, yy Submit all certificates and reports
getting our Team Members back to work relevant to the injury/illness to the
helps with both their rehabilitation and Company promptly.
overall wellbeing.
yy Advise the Rehabilitation Coordinator
As a business, we have structured Return prior to attending appointments
to Work Programs. If you lodge a claim for concerning the injury/illness with
workers’ compensation, you are required the Team Member’s treating medical
to participate in our RTW Program for the practitioner (TMP) and rehabilitation
period during which you are entitled to providers where appropriate.
workers’ compensation.
yy Keep in regular contact with the
Rehabilitation Coordinator as directed,
providing details of treatment, progress
and other issues advised by the Team
Member’s TMP.

28

29

PRODUCT INTEGRITY
FOOD SAFETY &
QUALITY ASSURANCE (FSQA)

Quality is a cornerstone of our business and LOOSE ITEMS/FOREIGN yy Loose items/foreign objects (pens,
our Team Members’ absolute commitment OBJECTS phones, Band-Aids etc.) pose a risk to
to delivering products of the highest quality food safety and are not permitted in
is paramount to us protecting our industry yy Under no circumstances are loose items/ production areas.
leading reputation. foreign objects to be included in our
products. For example; internal labels are yy The exception to our loose items/foreign
Our customers demand and deserve quality. required for some of our products, but objects requirement is where you are
Key to supplying a quality wholesome can be a significant risk to other products provided with an authorised controlled
product is having all Team Members observe we produce if we do not control their loose item that you require to perform
our FSQA requirements. use correctly. your task. These may be used in a
production area, but will be reconciled
All Team Members are required to comply yy Loose items/foreign objects are each day by your Leader.
with the FSQA Policy and all hygiene specific considered to be any matter or substance
training, instructions and directions to that is present within our product that ALLERGENS
ensure food safety. shouldn’t be. In the event you believe
product has become contaminated yy Allergens are substances such as pollens
You will be advised of specific FSQA with a loose item or foreign object you and foods which cause allergic reactions
requirements at your site but some of the are required to immediately notify and are not permitted in processing areas
common requirements are - your Leader. unless associated with the smallgoods
and value added divisions of our business.
yy Smoking (including E-cigarettes and
vaping tobacco) is only permitted in Some of our value added/further processing
the designated smoking areas, during departments produce products with added
nominated breaks and is not permitted in ingredients in the form of seasoning, rubs
Company vehicles. and oils that contain allergens. If you work
within these departments you are required
yy Consumption of food and drink (including to strictly follow the allergen management
lollies and gum) is only permitted in procedures in place.
designated areas. Food and drinks must
not be stored in lockers or desks at We are making great food products that
any time. feed not only the people right around the
world but our own families so it’s important
yy Clothes, including dirty or used clothing, we get it right. Food defence/integrity is
and dirty equipment must not be stored about being aware of and preventing the
in your locker or desk. production and distribution of food that is
not fit for purpose, misrepresented or may
yy Following site based hand and boot indeed be injurious to people’s health. Food
washing is compulsory. You will be defence is everyones’ responsibility. If you
trained in how to wash your hands and become aware of product adulteration,
boots correctly. deliberate contamination, raw material
variance, misformulation or mislabelling,
please notify your Leader or ring the
confidential number on page 46.

30

ACCESS TO PERSONAL EQUIPMENT PROTECTIVE GLOVES
PROCESSING AREAS
To maintain our food safety standards and There are site specific rules around mesh
We have strict rules about movement for your safety and those around you, you gloves and cut resistant gloves. If your glove
around our sites for WHS, FSQA and security must check the condition of your personal becomes contaminated or damaged it must
reasons. As a Team Member, you are equipment before each shift in accordance be replaced with a clean glove.
only allowed to go to other areas of the with site specific requirements.
processing site if permission is granted by There will be different processes at our sites
your Leader. All personal equipment must be washed on the laundering of cut resistant gloves and
at regular intervals throughout your shift you must abide by them.
At our food processing sites, there are areas and sterilised if it becomes contaminated.
which cannot be accessed once you have At the end of your shift, all equipment Cut resistant gloves with fraying ends
been exposed to other areas, e.g. you cannot must be cleaned and sanitised. Under no or edges and mesh gloves or arm guards
go from the livestock yards (inedible area) circumstances can dirty equipment be shedding links must be returned to the
to the boning room (edible area) because of stored in your locker or desk. clothing store for replacement.
possible cross contamination.
All of your equipment that will be used in a DROPPED/CONTAMINATED
At our smallgoods and value added processing area of a site, for example; pouch, PRODUCT PROCEDURE
processing sites, the Highcare food safety aprons, knives, hook and steel handles, must
requirements must be adhered to and you be made from an approved material and be Any product that is dropped or comes into
are only permitted to access other areas maintained in good condition that can be contact with either a contaminated or
of the site if permission is granted by easily kept clean. potentially contaminated surface must be
your Leader. processed in accordance with the Dropped/
Steels cannot be worn at a length that Contaminated Product Procedure at your site.
More details on inedible and edible areas and allows contact with your boots, when not in
Highcare Food Safety are available from the use they must be kept in the steel holder.
Quality Assurance team at your site.
Equipment must not be worn outside
APPROVED VISITORS & processing areas during breaks and must be
UNAUTHORISED ENTRY washed and hung on the racks provided in
designated areas (not left on work tables or
We are proud to take visitors and customers wash basins).
of our products on tours, but only authorised
visitors and customers are allowed onto and You are required to make your Leader aware
into Company sites. should you lose or misplace any equipment
in a production area as there may be a
Unfortunately, there is the potential for foreign material risk to the product.
people to want to gain unauthorised entry
to our sites where their actions could have a You will be provided with site specific
significant negative effect or impact to our requirements around use, training and
operations and the products we produce. storage of your personal equipment.
It’s important if you identify a person(s) in
your production area that, in your opinion,
is not part of a planned visiting group and
therefore doesn’t belong. Please make your
Leader aware of their presence and location.

For site specific rules in regards to visits from
family members, please speak with your site
HR representative or your Leader.

31

32

IMPORTANCE OF GOOD certificate or return to work clearance from with your Leader that you are wearing or
PERSONAL HYGIENE either your doctor, the onsite nurse, first aid taking a Medi–alert into a processing area.
representative or allied health professional
Practicing good personal hygiene is not only before recommencing work. HOW YOU CAN PROTECT
important for your health and wellbeing OUR PRODUCTS
but it also safeguards our products, and It’s very important for our FSQA systems
ultimately, our customers. that you make sure your medical clearance 1. Comply with the Food Safety and Quality
certificate indicates that you are now fit and Assurance Policy at all times.
You should practice good personal suitable to work within a food environment.
hygiene by washing your hands at the 2. Follow all hygiene and product specific
following times - Minor cuts and skin abrasions will require training, instructions and directions
covering with a metal detectable, at all times.
yy Commencement of your shift. waterproof dressing before handling any of
our products. You must visit the site first aid 3. Assist Quality Assurance Officers in the
yy After using the bathroom. representative to receive treatment, do not performance of their duties.
use your own dressings.
yy Every time you enter or leave a REPORTING SUSPECTED
processing area. COMPANY CLOTHING, FOOD SAFETY BREACHES
JEWELLERY & MAKE-UP
yy After handling any type of contamination. (PROCESSING SITES) You have a responsibility to speak up if
you are aware of a food safety breach or
yy Immediately after coughing, sneezing, or At a number of our processing sites, you questionable food safety/quality assurance
coming into contact with your head, face will be issued with protective clothing, practices that has the potential to put our
or body which is otherwise covered by including footwear, which you must wear. great products at risk.
protective clothing. If issued with protective clothing it must be
worn in such a way that it fully covers your If you would like to report a food safety
yy Before and after eating. street clothing. Remember, footwear must breach or questionable FSQA practices,
be cleaned whenever entering or leaving a please contact your Leader or alternatively
yy Good personal hygiene, including processing area. you can call the toll free confidential
thoroughly washing your hands, ensures number: 1800 895 399.
that cross contamination does not occur. At the end of each day, or upon removing
protective clothing, it must be placed in the
PERSONAL HEALTH & receptacle provided and cannot be taken off
ADDITIONAL HYGIENE site unless authorised.
REQUIREMENTS
If your protective clothing gets excessively
To maintain our strict hygiene and food soiled during your shift you must change into
safety standards, if you are suffering from a clean set.
certain illnesses you will not be permitted to
handle product or enter areas where there Depending on where you work there may
is raw material, unpackaged product or be strict rules on wearing make-up, nail
materials and packaging. Examples of such polish, false nails and jewellery. Some of the
illnesses include - common rules which apply when working
in any area where there is exposed product
yy Severe cold or flu symptoms; include; your hair (including facial hair) must
be fully contained, jewellery will need to be
yy Stomach cramps, vomiting removed, false eyelashes and heavy scented
and/or diarrhoea; perfume will not be permitted and finger
nails must be free of polish and kept clean.
yy Contagious or infectious diseases;
Medi-alerts or personal medicines are
yy Infected wounds or sores; and allowed but we need you to notify or register

yy Dermatitis, rashes or other
skin irritations.

If suffering from an illness which could lead
to contamination of our products, you must
obtain and present a medical clearance

33

ENVIRONMENTAL
SUSTAINABILITY

Environmental protection and conservation is incredibly important and we integrate
environmental considerations into our business decisions. We have detailed policies and
procedures to meet the requirements of site environmental licences, government legislation
and the concerns of our Team Members, neighbours and local communities.

SUSTAINABLE WASTE
PRODUCTION MINIMISATION
AND RECYCLING
We are continually striving to reduce
the amount of energy, water and By reducing the amount of
other raw materials required for waste we generate and
our operation whilst conducting ensuring recyclable waste is
our business in an environmentally placed in the appropriate bins.
friendly manner.
VISUAL
WATER POLLUTION
POLLUTION
We carefully plan and control
By ensuring the large amounts the appearance of our sites.
of water used in our operations
is properly treated before we NOISE POLLUTION
dispose of it.
We ensure that noise is controlled
AIR POLLUTION when our sites are located close
to other residents.
We carefully monitor and
control pollution through
dust and odour.

34

WAYS YOU CAN HELP MINIMISE
OUR ENVIRONMENTAL FOOTPRINT -

yy Comply with the Environmental Policy yy Use the correct disposal procedures in
at all times. relation to chemical, oil and grease.

yy Consider if you really need to print yy Ensure that you use the proper disposal
out documents. procedures for all sharps.

yy Use the minimum amount of yy Immediately report any environmental
water required. concerns to your Leader.

yy Place all waste in the appropriate bins. To learn more, refer to the Environmental
Policy which is available on the Intranet,
yy Use the correct drain for each type of from your site HR representative or request
collected waste and ensure that waste is a copy from your Leader.
not hosed into storm-water drains.

yy Never break, remove or otherwise
interfere with drain grates.

35

LEARNING &
DEVELOPMENT

At JBS, we provide our Team Members with yy Australian Quarantine Inspection The thing with training is that you
adequate training to perform their job safely Service (AQIS) requirements; have obligations too.
and competently.
yy WHS requirements; and You are not only required to
Training our Team Members is incredibly participate in the training which is
important. Training helps ensure that yy Company requirements. provided to you, but you are required
you understand our expectations, aids to perform your role in accordance
in personal safety and safeguards SOME MORE INFORMATION with the training. As a Team Member
product integrity. ABOUT HOW WE CONDUCT you are required to read (or have read
TRAINING to you), understand and adhere to
Our training programs are developed with all directions detailed in any work
our Team Members in mind. We draft our yy On the job training is achieved with the instruction issued to you.
training documents in plain English and use of work instructions, one on one
focus on identifying the hazards associated coaching and buddy programs. REMEMBER…
with the tasks.
yy Off the job training is delivered by a You must not commence a new task without
We use a range of training techniques facilitator in a group based E-learning first being issued with the applicable work
including classroom, online and buddy environment or via the internet. instruction and complete the necessary
programs to ensure you are adequately PRC training. Failure to do so can have very
trained. In our production areas we yy Team Members are required to participate serious consequences.
have certified Workplace Trainers and in the assessment process during which
Assessors (WTA’s) to help you, so if you we will assess you against your task PROVIDING REGULAR
have any questions about how to perform to ensure you are able to complete it ONGOING FEEDBACK
a task, please speak with a WTA. If you are safely and competently. The assessment
employed in one of our corporate offices, process will also include completing and As a Team Member, your behaviour and
please speak with your Leader if you have signing off on all assigned assessments. work performance will be monitored
any questions. throughout your employment. When
MAINTENANCE, you first commence you will have regular
We are committed to providing special ADMINISTRATIVE & reviews in which we will give you feedback
assistance to Team Members on a needs SALARIED TEAM MEMBERS on how you are going and provide you with
basis to overcome any obstacles to training an opportunity to discuss any matters which
such as hearing or language difficulties. Due to the varied nature of work performed, you think are important.
our maintenance, administrative and
WHAT TRAINING MATERIALS salaried Team Members are not issued work Our salaried and administrative Team
WILL I BE ISSUED WITH? instructions, however, they must complete Members also participate in an annual
all required Pre Requisite Competency (PRC) 360 Performance Program. Our 360
For our office based Team Members, you will training prior to commencing a new task. Performance Program provides a great
be issued with a Position Description which If a Team Member is required to perform a mechanism for capturing feedback,
details your responsibilities. task for which there is a work instruction, discussing professional development
they must complete the relevant training opportunities and setting goals.
At our processing sites, you may hear people and complete the required PRC’s prior to
referring to Task Descriptions, Standard commencing that task.
Operating Procedures, and Procedural
Statements. These documents are simply a set
of work instructions that take into account-

36

PROFESSIONAL How You Get the Most Out of
DEVELOPMENT AT JBS Learning & Development

Traineeships & Apprenticeships yy Actively seek out development feedback
from your Leader.
As a Team Member of JBS, if the leadership
team at your site believes that for your yy Participate in all training and assessment
professional development, entering into activities, on and off the job.
a training contract for either a traineeship
or apprenticeship would be advantageous yy Only perform tasks and duties you have
you will be encouraged to participate. been trained in.
Upon successful completion of the training
contract, you will receive a nationally yy Follow company instructions provided
recognised qualification. that the instructions are safe.

Our Leadership Framework To learn more, refer to the Training Policy
which is available on the Intranet, from your
Did you know at JBS we have a range site HR representative or request a copy
of innovative and practical learning and from your Leader.
development opportunities targeted at
different stages of our Team Members
employment. Some of the programs include
Women in Leadership, Next Generation and
the JBS USA Summit Program.

SUMMIT Leadership development for JBS Australia executives, C-Suite, and
NEXT GENERATION senior leaders. Offerings include the JBS USA Summit Program,
Executive MBA programs, post graduate individual placements,
IMPACT executive coaching ‘and international secondments.
ELEVATE
Leadership development for senior leaders aspiring to C-­Suite roles
within JBS Australia. Offerings include the 8-month QUT Next
Generation Leaders course delivered annually, the JBS USA
Summit Program, individual coaching and secondments.

Leadership development offered to senior supervisors
and middle management at JBS Australia. Offerings
include mentoring, coaching, rotations, and the
Impact Leadership Program.

Leadership and management training for those taking
their first leadership steps, transitioning from a wage
to a salaried role for example. Offerings include
individual coaching and discreet foundational
leadership modules delivered at site.

37

THE IMPORTANCE OF
TREATING EACH OTHER
WITH RESPECT

Everyone employed and associated with yy Carer status. humiliated, intimidated or offended, in the
JBS is to be treated with dignity, courtesy circumstances in which a reasonable person,
and respect. In our diverse and multicultural yy Breastfeeding. having regard to all of the circumstances,
workplaces, it is important that you are would have anticipated the possibility that
aware that some behaviour will not be yy Gender identity. the person harassed would be offended,
tolerated. This includes; discrimination, humiliated or intimidated.
harassment (including sexual harassment), yy Sexuality.
victimisation and bullying. Sexual harassment is unlawful and isn’t
yy Political activity. limited to members of the opposite sex and
JBS will not tolerate any threatening or does not need to be repeated or continuous.
hostile behaviour in the workplace. As a Team yy Trade Union activity.
Member you must not engage in any assault, Examples of sexual harassment are -
hostile physical contact, intimidation, yy Religious belief or activity.
fighting, verbal threats, physical harm or yy Smutty jokes, innuendos, comments and
violence, while on Company property, on WHAT IS HARASSMENT? sexually explicit conversation.
Company business, at Company functions,
in Company vehicles, or in personal vehicles Harassment is unwanted behaviour yy Flashing or sexual gestures.
when on Company property or when that offends, humiliates or intimidates a yy Sex-based insults, teasing or
conducting Company business. person and targets them on the basis of
a characteristic such as their gender, age name calling.
WHAT IS UNLAWFUL or ethnicity. Under discrimination law, it is yy Staring or leering at a person for an
DISCRIMINATION? unlawful to treat a person less favourably on
the basis of a particular protected attribute. extended period of time.
Unlawful discrimination is when a person or yy Physical contact such as patting, pinching
group of people is treated less favourably Harassment can occur once or be ongoing
than another person or group of people and can include - or brushing up against a person.
on the basis of a personal attribute that is yy Sexual propositions, promises or threats.
covered by discrimination laws. yy Telling insulting jokes about particular yy The transfer or display of material
racial groups;
Unlawful discrimination can be either direct with sexual content by any means
discrimination or indirect discrimination and yy Sending explicit or sexually suggestive (including digital).
includes the following attributes - emails or text messages;
Remember: Harassment and sexual
yy Sex. yy Displaying racially offensive or harassment is not about how you
pornographic posters; feel; it is about how you make
yy Disability. others feel.
yy Making derogatory comments or taunts
yy Race. about a person’s disability or WHAT IS WORKPLACE
BULLYING?
yy Age. yy Asking intrusive questions about
someone’s personal life, including his or Workplace bullying is repeated and
yy Marital status. her sex life. unreasonable behaviour directed towards
a person or a group of people that creates a
yy Pregnancy. WHAT IS SEXUAL risk to health and safety.
HARASSMENT?

Sexual harassment is unwelcome and
uninvited behaviour which is sexual
in nature and makes a person feel

38

Examples of bullying include - WHAT IS VICTIMISATION? SPEAKING UP

yy Behaving aggressively. Victimisation means subjecting or If you feel you are being discriminated against,
threatening to subject a person to some harassed, bullied or victimised at work or wish
yy Teasing or practical jokes. form of detriment because they have - to report discrimination, harassment, bullying
or victimisation you have witnessed, speak
yy Pressuring someone to behave yy Lodged, or is proposing to lodge, with your site HR representative or your
inappropriately. a complaint of discrimination Leader. JBS has a Complaints Policy which is
or harassment. detailed on page 46.
yy Excluding someone from work
related events. yy Provided information or documents CONSEQUENCES
to an internal investigation or an
yy Unreasonable work demands. external agency. Refer to page 45 for consequences of
participating in unlawful behaviour including
Remember that whether a behaviour is yy Attended a conciliation conference. discrimination, harassment, victimisation,
unreasonable is not up to you, it depends on bullying or any of the other behaviours listed
whether other people would consider the yy Reasonably asserted their rights, or which are not acceptable.
behaviour as unreasonable. supported someone else’s rights, under
anti-discrimination laws.
OTHER BEHAVIOUR WE
WILL NOT CONDONE yy Made an allegation that a person
has acted unlawfully under anti-
In addition to the behaviours already listed, discrimination laws.
the following are some more behaviours
that we do not condone at JBS - WHAT ABOUT OUTSIDE
OF WORK?
yy Ridiculing or putting another
person down. There will be times when you interact with
colleagues outside of work, maybe at a
yy Deliberately sabotaging another corporate function or via social media. Be
person’s work. mindful that conduct outside of work may
also constitute discrimination, harassment,
yy Maliciously excluding and isolating a sexual harassment, victimisation and
person from workplace activities. bullying.

yy Spreading gossip or false malicious REASONABLE
rumours about a person with an intent to MANAGEMENT ACTION
cause them harm.
Sometimes in the work environment you
yy Singling out a person for different may be spoken to or have an interaction
treatment without good reason. with your Leader which makes you feel
uncomfortable, but as a Team Member
yy Humiliating a person through abuse, of JBS, we will monitor your behaviour
sarcasm, insults or unjustified criticism in and work performance and if we see any
front of others. breach of policy or unacceptable behaviour
we will address it with you. If we address
yy Verbal abuse or messages containing a problem with you, be it via constructive
threats, taunts, ridicule and insults. feedback, setting reasonable performance
goals, counselling or discipline, it doesn’t
yy Repeated threats of dismissal or other constitute discrimination, harassment,
punishment without reason. sexual harassment, victimisation
and bullying.
yy Inappropriate comments about
appearance and lifestyle.

yy Physically attacking another person or
threatening to do so.

39

INFORMATION
TECHNOLOGY (IT)

IT resources are provided to assist you Below are some examples of what is INTERNET & EMAIL USAGE
perform your duties and we have procedures inappropriate and could potentially breach
around their usage. If something goes wrong our Company policies and/or legislation. The use of the internet and email is
it could threaten the security and stability primarily for business purposes and not for
of the Company systems which, in turn, can Team Members must not do the following inappropriate use or material.
affect business continuity and expose both when using the company’s IT system and EC
you and the Company to legal action. resources - Personal use of the internet and email is to
be kept to an absolute minimum and should
The Company has a number of policies which yy View or send pornography and sexually not interfere with work performance or
regulate how Team Members must use the explicit images. network resources.
Company’s IT and Electronic Communication
(EC) resources. To put it simply, if something yy Initiate or participate in chain emails. Emails are an important tool for many of our
is technology based our policies have Team Members, but you need to be careful
it covered. yy Participate in bulletin boards or chat as emails can both legally bind the Company
rooms, blogs and sessions. and be discoverable in legal proceedings.
Examples include, but are not limited
to; servers, computers, tablets, phones, yy Participate in gambling, illegal or WHAT IF I RECEIVE AN
removable storage, network devices, immoral activities. INAPPROPRIATE EMAIL?
operating systems, programs, applications,
email, telephones, mobile telephones, yy Download music and/or movies. If you receive an inappropriate email
smartphones, two-way radios, webcams from another Team Member you need to
and voicemail. yy Utilise streaming services e.g. Netflix immediately notify the HR representative,
and/or Spotify. your Leader or IT Security. If you receive
WE KEEP TRACK inappropriate material via email from an
yy Violate copyright laws. external source, you must immediately
Everything you create, store, access, send or delete it and advise the sender by email not
receive using Company resources remains yy Engage in personal commercial purposes to send any further inappropriate material.
the property of the Company and material is including soliciting for personal gain or
backed up, archived and can be retrieved and running a business. SOFTWARE
accessed by the Company at any time.
yy Create store, access, send or forward The JBS IT Department controls our IT and
We keep a record of the internet sites you material that is defamatory, abusive, EC resources and programs. Only the IT
access and the emails you send and receive obscene racist, sexist etc. department are authorised to install, remove
including deleted emails. We also keep a or alter existing software in any way. If there
record of all calls which includes a record of yy Use personal email accounts for is anything you need, please speak with
telephone numbers dialled, received, and the Company business. your Leader.
length of calls.
yy Make malicious or hoax telephone calls or
DO THE RIGHT THING! email usage.

As a Team Member, you need to be yy Use another Team Member’s login
careful about what you send, receive and and/or passwords.
communicate via Company resources.
yy Breach the security of your login’s
and/or passwords.

yy Disclose Company Information to Team
Members personal email addresses,
blogs, social network sites or online
storage sites for non-company
related purposes.

40

41

42

HARDWARE As a Team Member you must not - yy Use of IT and EC primarily for
business purposes.
If you are issued with any equipment you yy Disclose Company confidential or other
are responsible for it. If you damage or lose proprietary information; yy Guard the secrecy of logins and
it, you may be liable for the cost of repair passwords and sharing of passwords is
or replacement. If something happens to yy Post material that is, or could be strictly prohibited.
the equipment e.g. you lose it or it gets construed as, threatening, harassing,
damaged, you must immediately notify bullying or discriminatory towards yy Lock computers when not in use and log
your Leader. other Team Members, Leaders, off computer at the end of each day.
customers or suppliers;
MALICIOUS CALLS yy Maintain awareness of Malicious
yy Post comments or materials that may Call Procedure.
A malicious call is one which is made compromise the reputation of the
against an organisation or persons health, Company, its Team Members, Leaders, yy Do not use social media for
life or liberty and could include a threat customers or suppliers; inappropriate purposes.
of extortion, death, kidnapping or a
bomb attack. yy Imply that you are authorised to speak as yy Report anything of a harmful nature
a representative of the Company; or concerning the Company to your site HR
If you receive a malicious call you should - representative or your Leader.
yy Use, without express authority,
1. Remain calm; Company logos or photos/videos of the yy Report breaches of the Communications
interior of Company buildings, machinery Policy to IT Security, site HR
2. Ask questions and record details; or documents. representative or your Leader.

3. Don’t hang up before the caller; and SUPPORT & ASSISTANCE To learn more, refer to the IT Policies
including the Communications Policy which
4. Notify your Leader. JBS has a Service Desk for requesting is available on the Intranet, from your site
IT assistance. This system provides the HR representative or request copies from
SOCIAL MEDIA business with greater management of IT your Leader.
related matters and allows us to prioritise
The digital world and social media is very tasks and projects.
dynamic. It expands our knowledge base,
facilitates idea generation, brings people To log a ticket email
together and provides a great platform for [email protected]
promoting our brands and corporate image.
With all of these positive attributes, it does For production critical matters
have risks. contact 07 3810 2228.

Social media can blur the lines between HOW YOU CAN PROTECT OUR
our private and professional lives as the IT & EC RESOURCES & OUR
information you put online is widely COMPANY REPUTATION -
accessible. Common social media sites
which are based on user participation and yy Comply with the Communications
user-generated content include but are Policy at all times.
not limited to LinkedIn, Facebook, Twitter,
SnapChat and Instagram. yy Waive your right to privacy with
regards to anything created, stored,
The Company considers inappropriate use accessed, sent or received using
of social media to include, but not limited to Company resources.
the following list.
yy Use the IT Service Desk system.

yy Care for all resources under your control.
If you negligently damage the equipment,
you may need to cover the cost of
replacement/repair.

43

PRIVACY &
CONFIDENTIALITY

In the course of your employment, you may COMPANY INFORMATION TEAM MEMBER
be trusted with a wide range of information. INFORMATION
This information could come from - Just as your information is safeguarded,
so too is Company information. Company As a private sector employer, Team Member
yy Our Team Members. information can include; strategies, records are exempt from the provisions of
operational data, financial, legal and the Privacy Act. This means, amongst other
yy Our Customers. customer data and must not be disclosed things, that the right of Team Members to
by any person. Unauthorised sharing of this request access to their records is generally
yy Our Suppliers. information is very serious. governed by the relevant workplace or
health records legislation and not the
yy Our Industry Groups. TO PROTECT OUR BUSINESS Privacy Act.
& STAKEHOLDERS
Personal information, regardless of its To learn more, refer to the Privacy Policy
source, can be highly sensitive. When we yy You must not use or disclose any which is available on the Intranet, from your
obtain personal information from other Company information to any party or site HR representative or request a copy
parties, we agree to handle that data with person who is not authorised to see it. from your Leader.
the confidentiality it requires in accordance This applies both whilst employed and
with the Privacy Act 1988 (Cth) (‘the Privacy after you leave JBS.
Act’) and the Australian Privacy Principles.
yy You must not use any Company
We will only collect, use and disclose information unless authorised both
personal information for our business whilst and after.
purposes, which are listed in the privacy
policy, or as otherwise required or yy You must not send Company information
authorised by law. outside JBS unless authorised. This
includes personal email addresses while
employed and after.

yy Speak up if you believe there has been a
breach of privacy or confidentiality.

44

WE ALL NEED TO
DO THE RIGHT THING

We are all responsible for ensuring a safe, yy Significant breach of safety ID CARDS
healthy and positive workplace where procedure/process.
people are eager to attend and contribute to If you intentionally damage your card,
the Company’s goals and objectives. Some yy Serious breach of the JBS Team Member disciplinary action may follow. So too,
behaviour and conduct is counterproductive Handbook, Company Policy, Right and regular non-compliance with using kronos
to this goal and places our Team Members, Responsibility, guideline or procedure. clocks may result in disciplinary action.
products, customers, stakeholders and
reputation at risk. yy Horseplay (including social media HOW YOU CONTRIBUTE
challenges) on Company premises. TO MAKING JBS A GREAT
We use a range of performance PLACE TO WORK
management and disciplinary tools yy Mistreatment of livestock.
throughout our business to address yy Comply with the JBS Australia Team
performance concerns and unsatisfactory yy Failure to follow dropped meat Member Handbook, Company policies,
behaviour. We are committed to educating procedures. procedures and work instructions.
our Team Members on what they need to do
to improve their behaviour. yy Deliberate insubordination (failing to yy Report all incidents of misconduct and
follow lawful instructions / directions / serious misconduct to your site HR
Misconduct is behaviour which is walking off the job). representative or your Leader.
unacceptable and inconsistent with our
values, beliefs, JBS Team Member Handbook, yy Damage to the Company’s reputation, DID YOU KNOW THAT
Policies and procedures. If your behaviour either verbally, in print or digital. IF YOU BREACH OUR
or conduct constitutes misconduct you will POLICIES IT CAN RESULT
face disciplinary action which may include yy Intentional damage to Company IN MUCH MORE THAN
termination of employment. property/product. DISCIPLINARY ACTION?

Serious Misconduct is defined by the Fair yy Throwing of product. You could face personal liability, and
Work Regulations 2009 (Cth) and includes – expose the company to direct and
yy Failure to wear PPE provided by the vicarious liability. In some instances,
yy Wilful or deliberate behaviour that is Company. breaches of our policies could be
inconsistent with the continuation of deemed as criminal behaviour and we
employment; yy Disclosing confidential information about may refer your conduct to the Police.
the Company or fellow Team Members.
yy Conduct that causes serious or imminent
risk to – yy Violent, threatening and/or hostile
behaviour and fighting in the workplace,
– The health and safety of another including threats of violence.
person; or
yy Misuse of sterilisers and/or hot hoses.
– The reputation, viability or profitability
of the employer’s business. yy Fraud.

Behaviour which may be considered as yy Theft.
serious misconduct includes but is not
limited to - yy Assault.

yy Breach of a Cardinal Rule. yy Breach of the Alcohol & Other
Drugs Policy.

yy Participation in behaviour or conduct
which would amount to discrimination,
harassment, victimisation and/or
bullying.

yy Any illegal act.

45

SPEAK UP –
OUR COMPLAINTS
PROCEDURE

If you observe something which you don’t Three methods to lodge a TYPES OF COMPLAINTS WE
think is right, speak up about it. Likewise if formal complaint – WON’T TOLERATE
we notice that you aren’t doing the right
thing, we will address it with you. We have 1. Lodge your complaint directly False, frivolous, vexatious or malicious
consistent and procedurally fair systems with your immediate Leader or the complaints are not acceptable and if it
to effectively and efficiently manage HR representative. is determined that a complaint is false,
disciplinary matters and genuine complaints. frivolous, vexatious or malicious the Team
2. Call the complaints hotline Member who lodged the complaint may face
In the first instance, you are expected on 1800 895 399. disciplinary action.
to raise all matters with your immediate
Leader. If the matter hasn’t been adequately 3. Put your complaint in writing and post it So how do I know what complaints will not
addressed refer it to the site HR team. to Corporate HR Manager – PO Box 299, be tolerated?
All efforts are to be made to address the Carole Park, QLD 4300.
grievance onsite prior to escalation to the yy A false complaint is one that has no basis
Corporate HR team. SUPPORT PERSON in fact or truth

If a formal investigation is conducted, Dealing with performance management, a yy A frivolous complaint is one that is petty,
all parties to the complaint have disciplinary issue, or an internal investigation trivial and/or time wasting
obligations around active participation and can be very stressful. For this reason, we
confidentiality. If you have strong reasons recommend the use of a support person. The yy A vexatious complaint is one that is
to believe that a reported issue has not been support person provides emotional support motivated by an intention to get revenge,
investigated, you are encouraged to contact and may assist in discussions e.g. where the annoy, distress or cause trouble for
the Corporate HR team on: 1800 895 399. Team Member does not speak English well, the Respondent
take notes, and provide advice. The support
Your commitment – person is not to speak for or on behalf of the yy A malicious complaint is one that bears
Team Member. active ill-will or spite; having wrongful
yy Raise all matters with your Leader in the intention towards the respondent.
first instance. At our sites, a support person may be either
a consultative committee representative, If you require additional information or your
yy Any complaint about discrimination, union representative or another person. We concern has not been addressed to your
harassment, bullying or victimisation is will make reasonable attempts to provide satisfaction, you may contact the applicable
lodged as soon as practicable after the the support person of your choosing state or federal authority.
occurrence of the incident. however this may not always be possible
including if the person is a witness. To learn more, refer to the Complaints
yy All workers have a responsibility to assist Policy which is available on the Intranet,
in the investigation of complaints when from your site HR representative or request
requested to do so. a copy from your Leader.

yy All workers must observe the strict
confidentiality requirements of this
Policy at all times.

46

47

48

TEAM MEMBER
ACKNOWLEDGEMENT

I, ……………………………………………………………………………………………………………, acknowledge and understand
JBS Australia has in place various policies, procedures and associated instructions as outline
and explained in the JBS Team Member Handbook which has been provided to me.
I confirm I have read and understood the Handbook.
I acknowledge that JBS has provided me, upon my request, with the assistance of an interpreter
in order to read and fully understand this document.
I understand JBS encourages open communication from and between all Team Members
regardless of English language skills and agree it is my responsibility to raise any difficulties I have
in understanding any written or verbal instructions or documentation I am required to read.

OPTION 1

I have read, understood and sign this document without the need for an Interpreter as I am
fluent in written and spoken English.

……………………………..………………………………………………………
Signed

……………………………..………………………………………………………
Date

OPTION 2

I have requested and have been provided with the assistance of an Interpreter who has
translated this document into ………………………………………………………………………… [insert native language]
before I have signed it.

……………………………..………………………………………………………
Signed

……………………………..………………………………………………………
Date

49