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General

Privacy Policy

Last modified

October 25, 2022

General

IP Recruitment are committed to protecting the privacy and security of Personal Information and abiding by all laws under the National Privacy Principles established by the Privacy Act 1988 and its amendments. We have put together this Privacy Policy to identify what Personal Information we may collect, for what purpose we collect this information, with whom we may share the information and how we safeguard information. 

Types of Personal Information Held: 

Personal information that we collect and hold usually falls into the following categories:

  • Candidate information submitted and obtained from the candidate and other sources in connection with applications for work both permanent, temporary and labour hire;
  • Work performance information including reference checks;
  • Information about incidents in the workplace;
  • Staff information including test results (skills, psychological and medical);
  • Information submitted and obtained in relation to absences from work due to leave, illness or other causes;
  • Information obtained to assist in managing client and business relationships;

Purposes for which we hold Personal Information: 

We primarily hold personal information for the following:

  • Work placement operations;
  • Recruitment;
  • Employee performance management;
  • Training;
  • Client and business relationship management;

Use and Disclosure of Personal Information: 

We may disclose personal information:

  • To our Clients for the purposes for which it is primarily held or for a related secondary purpose;
  • To our insurers and relevant worker’s compensation bodies;
  • Our contractors and suppliers; for example IT contractors and website/database designers;

We will only use or disclose Personal Information that has been provided to us if:

  • We have authority to do so;
  • We have given notification of the intention to use or disclose information and there has been no objection to that use or disclosure;
  • We are under a legal duty to do so, including circumstances where we are under a lawful duty of care to disclose information.

Security of Personal Information: 

When we receive personal information we take all the necessary and reasonable steps to secure information in our own systems. Only IP Recruitment authorised staff and contractors have access to the database that contains personal information. Data transmission over the internet can not be guaranteed as totally secure, and therefore IP Recruitment cannot ensure or warrant the total security of any information that is transmitted. 

Enquiries: 

Enquiries can be made to our Privacy Co-ordinator.

Fit For Work Policy

IP Recruitment are committed to a safe workplace for all personnel in its employment. It recognises that the inappropriate use of illegal substances and alcohol by an employee can lead to major deficiencies in an individual’s work performance and is a contributing factor in industrial accidents. Part of IP Recruitment’s duty of care is to take reasonable steps to ensure employees are in a fit state to work safely to minimise risk to both themselves and their workmates. An employee also has a duty of care not to expose themselves or their workmates to unnecessary risks and to report to work ready, willing and able to perform the job for which they are employed for.

Company Policy

In line with IP Recruitment’s duty of care, a candidate may be required to take a pre-employment drug and alcohol test. Additionally, a host company may request either a random drug and alcohol test or request such a test from a specific employee where reasonable grounds apply, for example an employee is suspected of being under the influence. If the employee refuses to comply with such a request, they will be deemed to have breached their specific terms and conditions. Furthermore, should a workplace incident occur, you may be required to take a drug and alcohol test within 48 hrs. Again, refusal to comply will be treated as a breach of IP Recruitment’s terms and conditions.

Disciplinary Procedures

If an employee has a positive result to a random drug and alcohol screen the following procedures will apply;

  1. The employee will be asked immediately to leave site and their work contract may be terminated
  2. Any wages owed to the employee will be used to cover all associated medical and D&A testing costs, including any re-testing, if required
  3. A clearance from recognised pathology company must be given for IP to consider a return to work.
  4. Automatic re-testing will be carried out in the future

Candidate Declaration

General Terms & Conditions of Casual (“Hourly Hire”) Employment

  1. I acknowledge and accept that I am under the care, direction and supervision of IP Recruitment’s Client during the period of any client assignment. The Clients care and supervision relates to my defined working hours, Client specific regulations and policies, and the manner and proficiency in which my work is to be performed.
  2. I acknowledge and understand that I will be engaged by IP Recruitment as a Casual (“Hourly Hire”) Employee in accordance with one or more of the following industrial instruments:
    • An Enterprise Agreement (EA) certified in accordance with the relevant federal or state statutory requirements, where I perform work in a classification referred to in that Agreement.
    • An applicable Modern Award under which I perform work in a classification referred to in that Award.

In the event that I am required to perform work that is not covered by a Modern Award or Agreement IP Recruitment will communicate the rates and terms and conditions for that Client assignment in accordance with Fairwork Act 2009 and the Fair Work National Employment Standards.  I understand that the terms and conditions of my employment (such as overtime, shift penalties and other allowances) will be calculated according to the appropriate industrial instrument.

  1. IP Recruitment will offer me assignments for which I am qualified and I may accept or refuse such offers. Should I accept the assignment, I undertake to complete each assignment to the best of my ability.
  2. I accept that each casual assignment is a separate period of employment, that IP Recruitment does not control the length of any Client assignment, and that the Client may vary or terminate the assignment at one (1) hours notice.
  3. I am an Australian Resident and/or hold a visa permitting me to work in Australia.
  4. I understand that I am responsible for the submission of timesheets to IP Recruitment and that failure to provide timesheets signed by the hiring client, will result in me not being paid for those hours worked.
  5. I will not seek or accept an offer of casual or permanent employment with any Client of IP Recruitment where I am currently working or have completed an assignment within the past six (6) months, unless by agreement between the Client, IP Recruitment and I.

Superannuation

  1. IP Recruitment will make superannuation contributions on my behalf in accordance with statutory requirements.
  2. I understand and accept that IP Recruitment bears no responsibility for the performance of my superannuation fund(s) including but not limited to the management of my superannuation investment and my investment outcome. IP Recruitment will not provide advice on my superannuation fund(s) or on the investment options associated with my superannuation fund(s).
  3. In accordance with the Superannuation Legislation Amendment (Choice of Superannuation Funds) Act 2004, I shall be able to elect a fund into which IP Recruitment shall make superannuation contributions.

Timesheets & Payment of Wages

  1. I will be paid weekly, and only upon IP Recruitment’s receipt of a correctly completed timesheet that has been authorised by the appropriate Supervisor/Manager of the Client.
  2. In the event that any excess payment is made to me, I authorise IP Recruitment to make the appropriate deductions from my following pay subsequent to discovery of the error. Alternatively, IP Recruitment and I may agree to a different repayment schedule.

Policies and Procedures

  1. During my employment I will be required to comply with the policies and procedures of IP Recruitment and the Client, including but not limited to, Occupational Health Safety and Environment, Smoking, Fit For Work, Drugs and Alcohol, Workplace Bullying, Sexual Harrassment, and Equal Employment Opportunity. If I fail to comply with any relevant policies without reasonable excuse, such actions may result in disciplinary measures (including termination of employment).
  2. In the event of an inconsistency between the policies and procedures of the Client and IP Recruitment, I am to comply with the policies and procedures as directed by IP Recruitment.

Confidentiality

  1. During my employment I may have access to trade secrets, intellectual property, confidential information including information about the business of the client (and its client and trade connections). IP Recruitment’s Client is anxious to protect this confidential information. Accordingly, I agree not to disclose confidential or sensitive information, (except as authorised by IP Recruitment or the Client) to any unauthorised individual during the period of employment or at any time thereafter. I further agree not to make use of any information, process, papers or documents, during the period of employment (or at any time hereafter), except on behalf of IP Recruitment or the Client (as authorised).
  2. Upon my completion of a client assignment, I agree to return to IP Recruitment (or the Client) all material(s) and information relating in any way to the business or affairs of IP Recruitment or the Client, or any related information.

Workers Compensation & OHS

  1. I understand that I am protected by Workers Compensation in the event of a workplace-related accident, injury or disease. (Any and all workers compensation entitlements will be in accordance with statuatory requirements).
  2. I agree that in the event of any injury/illness occurring during (or resulting from) a client assignment, I will contact the IP Recruitment office with details immediately.

Email, the Internet & Electronic Mail Systems – Policy

  1. During a Client Assignment I may be required to use an electronic mail system or the Internet. These systems are designed and intended to support the Clients business goals and objectives, and are not to be used without authorisation.
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