Policies

    DFP Recruitment Services provides a working environment that is fair and equitable, meets the requirements of our internal and external workforce through the application of safe work practices and offers a service that has a positive environmental impact.

    These objectives are inherent in the policies that guide our practices. We endeavour at all times to align our behaviour with our policy framework:

    DFP recognises its moral and legal responsibilities to secure and promote the health, safety and welfare of people at work and to ensure their place of work is protected against risks to health and safety.  DFP considers occupational safety and health the most important in the company.

    We consider all workplace injury and illness as being preventable and we are committed to achieving excellent practices in the management of our occupational safety and health responsibilities.

    We are committed to:

    • Complying with all relevant legislation, standards, codes of practice and safe operating procedures;
    • Establishing, maintaining and reviewing measurable objectives and targets to strive for continual improvement in OHS performance;
    • Ensuring all hazards/risks to safety and health are identified, assessed and effectively controlled according to work activities and the level of risk.
    • Monitoring and reviewing effectiveness of measures to control hazards/risks to safety and health;
    • Consulting with employees in the decision making process on occupational safety and health matters;
    • Providing all staff with information, instruction, training and supervision necessary to safely carry out their responsibilities;
    • Ensuring that all workplace incidents and injuries are accurately reported and recorded in required timeframes;
    • Ensuring that all managers are responsible for the safety and health of all staff in their teams, and for ensuring staff are not placed at risk to their health and safety at client workplaces;
    • Supporting and facilitating the safe and early return to work of injured employees.
    • Effectively implementing this Health and Safety Policy.

    As a staffing service provider DFP Recruitment Services will consult with our clients to ensure, so far as it is reasonably practicable, that the following are provided for our employees:

    • A safe and healthy workplace;
    • Safe systems, adequate training and ongoing supervision of work;
    • Plant, equipment and substances are provided in a continually safe and operable condition.

    In addition our clients will agree to allow nominated DFP Recruitment Services representatives (with prior arrangement) to inspect the workplace to assess safety factors.

    DFP Recruitment Services undertakes not to conduct business where these conditions are not assured.

    It is the responsibility of all employees of DFP Recruitment Services to:

    • Ensure their jobs are performed safely, without risk to themselves or their colleagues; and comply with the security and safe work practices and emergency procedures of their work site.
    • Attend and participate in any training sessions provided.
    • Report any workplace injuries, incidents, hazards or other health and safety concerns immediately to DFP.
    • Participate in rehabilitation and return to work programs after a work related injury or illness.
    • Ensure that the spread of hours worked and meal or other breaks taken fall within safety guidelines.

    This policy will be reviewed by DFP Executive Team every two years.

    DFP Recruitment Services is an Australian owned full service recruitment consultancy. Our market is to provide Recruitment and Assessment services in temporary and permanent recruitment in Administration and Business Support, Contact Centre, Health and Blue Collar markets.

    We are dedicated to providing solutions and creating value for our clients, candidates and staff through listening and adapting our service offering.

    Our people who work at DFP will be like minded and appreciate the vision, mission and guidelines.The company and its people will:

    • Operate with an unquestionable customer focus.
    • Value all DFP team members by encouraging teamwork, empowerment, recognition, fairness and ongoing learning.
    • Recruit and retain energetic individuals who exhibit outstanding performance. Utilise and recognise their expertise.
    • Provide the right facilities, tools, environment and leadership to enable the team to perform to the required standards.
    • Increase profitability so our customers and staff can share in our success.
    • Demonstrate the highest possible ethics through unquestionable honesty, trust and loyalty.
    • Encourage open and candid communication.
    • Promote, encourage and foster fun in the workplace.
    • Recognise the need for work – life balance.
    • Operate with “high performance” principles by demonstrating urgency, accepting responsibility, being flexible and striving for continuous improvement.

    All staff of DFP Recruitment Services are fully committed to the implementation, maintenance and improvement of the Business Management System conforming with the requirements of AS/NZS ISO9001:2008.

    The Privacy Act 1988 (Cth) (Privacy Act) seeks to protect individuals against interferences with their privacy by regulating the way in which personal information is collected, handled, disclosed, used and stored.

    DFP understands the importance of, and is committed to, protecting the privacy of an individual’s personal information. In handling personal information, DFP is committed to complying with the Privacy Act and the 13 Australian Privacy Principles in the Privacy Act.

    This statement sets out how DFP aims to protect the privacy of your personal information, your rights in relation to your personal information managed by DFP and the way DFP collects, holds, uses and discloses your personal information. This statement may be updated from time to time.

    In the event personal information is collected during an application, recruitment or other assessment process and you subsequently become an employee of DFP, DFP’s handling of such personal information may no longer be governed by the Privacy Act and this statement will no longer apply to you. DFP will nevertheless treat personal information it holds about its employees appropriately in the circumstances.

    In the event that we are contracted to provide services to a Commonwealth, State or Territory government agency, it may become necessary to collect and manage personal information as an Agency under different privacy arrangements.

    This policy acknowledges that the purposes for which we collect, hold, use and disclose your personal information are likely to differ depending on whether you are:

    • a Work seeker
    • a Client
    • a Referee

    This policy encompasses all of the above categories.

    You are under no obligation to provide your personal information to DFP. However, without certain information from you, or where information provided is inaccurate or irrelevant, DFP may not be able to provide its services to you or may be limited in its ability to provide its services to you.

    Type of personal information collected and 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 including general contact information, your education, work history, qualifications, skills.
    • Referee information submitted and collected including work history, titles, relationship to applicant and contact details.
    • Information about your work rights and your eligibility to work within Australia which may include details, copies or presentation of the originals of any applicable visa, passport, birth or citizenship certificate, or other relevant documentation.
    • Opinions of others about your work performance (whether true or not) which will be collected with your consent.
    • Sensitive information (e.g. information about your health, medical history or specific condition, criminal record, professional memberships etc), which will only be collected with your consent.
    • Any results of relevant tests in which you participate including but not limited to online testing carried out on DFP’s behalf by other providers.
    • Any personal information relevant to any training programs you undertake.
    • Your tax file number and relevant bank and superannuation account information necessary to facilitate the payment of wages and superannuation contributions and to ensure appropriate taxation treatment.
    • Driver’s licence number and relevant information about your driving history or infringements and any other applicable licences and certificates.
    • Work performance information.
    • Information about incidents in the workplace.
    • 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.

    How your information is collected

    Generally, personal information will be collected from you directly when you complete an application form or submit your resume, either online or in hard copy, attend an interview, or otherwise provide us with personal information in person or via telephone, email, fax, post or other means, whether at DFP’s request or at your own initiative.

    Personal information may also be collected from a source other than you when:

    • You submit an application form or your resume through a third party website.
    • We undertake reference checks by inquiring with, or we otherwise receive references or performance feedback (whether negative or positive) from, any of your former or current employers, work colleagues, professional associations or registration bodies (reference checks are only undertaken with your consent).
    • We receive results of any medical tests or criminal history checks, (which are only undertaken with your consent).
    • We receive results from any competency tests in which you participate.
    • We receive results from any other online process or testing including but not limited to assessments, induction courses and background checks carried out by provider's on DFP’s behalf.
    • We undertake a VEVO Check through which to assess your eligibility to work within Australia.
    • We receive any complaint from or about you in the workplace.
    • We receive information from your employer for the provision of employee benefits or career assessments for candidates receiving our career transition or training services.
    • We receive information about a workplace accident in which you were involved; and we receive any information about any insurance investigation, litigation, registration or professional disciplinary matter, criminal matter, inquest or inquiry in which you were or are involved during, or in connection with, a work placement.
    • We may also collect personal information about you from a range of publicly available sources including newspapers, journals, directories, the Internet and social media sites. When we collect personal information about you from publicly available sources for inclusion in our records we will manage the information in accordance with the APPs [Links to OAIC Privacy Fact Sheet No 17 Feb 2013] and our Privacy Policy.

    Why your personal information is collected

    DFP collects, holds, uses and discloses your personal information where it is reasonably necessary for the purposes of providing you with recruitment, work placement services, career transition and training services. This may include using and disclosing your personal information to facilitate or otherwise in connection with:

    • You being offered employment or an engagement with a client of DFP.
    • Your actual or potential work placements with clients of DFP.
    • Undertaking performance appraisals in relation to your former or current work placements with clients of DFP.
    • Any test, assessments or checks (including medical tests and assessments and criminal record checks) that you might be required to undergo for the purposes of assessing your suitability for a potential work placement or task with a client of DFP.
    • Identifying and facilitating your training needs.
    • Any necessary workplace rehabilitation during, or for the purposes of, a current or future work placement with a client of DFP in accordance with applicable legislation.
    • The management of any complaint, investigation or inquiry in which you are involved during a work placement with a client of DFP.
    • Any insurance claim or proposal in which DFP is involved by virtue of your current or previous work placements with a client of DFP.
    • You being offered career transition services upon termination of your employment with your current or ex-employer; and/or assessing training needs.

    DFP may also collect, hold, use or disclose your personal information for:

    • Administrative and business management purposes.
    • Marketing purposes and to identify and inform you of products and services that may be of interest to you.
    • Its own internal recruitment processes; and/or
    • Any other legal requirement.

    Where personal information is used or disclosed, DFP takes steps reasonable in the circumstances to ensure it is relevant to the purpose for which it is to be used or disclosed.

    You are under no obligation to provide your personal information to DFP. However, without certain information from you, or where information provided is inaccurate or irrelevant, DFP may not be able to provide its services to you or may be limited in its ability to provide its services to you.

    Disclosures

    DFP discloses information for the purposes for which DFP collects it. Therefore related to the provision of recruitment services or work placement services or as otherwise set out in this policy statement.

    In some cases we may only disclose information with your consent.

    We may disclose your personal information where we are under a legal duty to do so, including circumstances where we are under a lawful duty of care to disclose information.

    This may include disclosing your information to:

    • Clients of DFP in relation to recruitment practises.
    • Your referees.
    • Educational institutions and organisations, for the purpose of recommending and facilitating courses or programs through which you can upgrade your skills and undertake further training.
    • DFP’s insurers.
    • A professional association or registration body if relevant to the provision of DFP’s services or otherwise with your consent.
    • A workers compensation body in accordance with applicable legislation.
    • DFP’s contractors and suppliers including IT contractors and database designers.
    • A federally registered Job Services Provider, for the purpose of confirming hours of work and hourly rate of pay.
    • DFP’s professional advisors.
    • Any other entity, with your consent, or to whom disclosure is required or authorised by law; and/or
    • Any other third parties engaged to perform administrative or other services.

    Trans-Border Data Flows

    We cannot guarantee that any overseas recipient of your personal information will protect it to the standard to which it would be protected in Australia. The costs and difficulties of enforcement of privacy rights in foreign jurisdictions and the impracticability of attempting to enforce such rights in some jurisdictions will, mean that in some instances, we will need to seek your consent to disclosure into a jurisdiction in place of seeking an assurance of protection from the overseas jurisdiction.

    Direct Marketing

    DFP may use and disclose your personal information in order to inform you of products and services that may be of interest to you. In the event you do not wish to receive such communications, you can opt-out by contacting DFP via the contact details set out below or through any opt-out mechanism contained in a marketing communication to you.

    Security of your Personal Information

    DFP takes all reasonable steps to ensure personal information it holds is protected against misuse, interference and loss and from unauthorised access, modification or disclosure. DFP holds personal information in both hard copy and electronic forms in secure databases on secure premises, accessible only by authorised staff.

    DFP will destroy or de‑identify personal information in circumstances where it is no longer required, unless DFP is otherwise required or authorised by law to retain the information.

    You can gain access to, and seek correction of, your Personal Information held by DFP

    DFP takes steps reasonable in the circumstances to ensure personal information it holds is accurate, up‑to‑date, complete, relevant and not misleading. Under the Privacy Act, you have a right to access and seek correction of your personal information that is collected and held by DFP. If at any time you would like to access or correct the personal information that DFP holds about you, or you would like more information on DFP's approach to privacy, please contact DFP via the contact details set out below. DFP will grant access to the extent required or authorised by the Privacy Act or other law and take steps reasonable in the circumstances to correct personal information where necessary and appropriate.

    To obtain access to your personal information:

    • You will have to provide proof of identity. This is necessary to ensure that personal information is provided only to the correct individuals and that the privacy of others is protected.
    • DFP requests that you be reasonably specific about the information you require; and
    • DFP may charge you a reasonable administration fee, which reflects the cost to DFP for providing access in accordance with your request.
    • DFP will endeavour to respond to your request to access or correct your personal information within 30 days from your request. If DFP refuses your request to access or correct your personal information, DFP will provide you with written reasons for the refusal and details of complaint mechanisms. DFP will also take steps reasonable in the circumstance to provide you with access in a manner that meets your needs and the needs of DFP.

    Inquiries and Complaints

    You can make further inquiries or complaints about our privacy policies to our Privacy Coordinator via email at privacy@dfp.com.au.

    You can also make complaints to the Office of the Australian Information Commissioner.

    DFP Recruitment Services is an organisation committed to providing recruitment services of the highest quality. To do this we recognise the need to operate in a highly ethical framework with a commitment to both corporate and individual responsibility and accountability.

    The company's operating charter spells out the mission, objectives and identifies guidelines by which we operate. Included in these objectives and guidelines are statements such as:

    • Citizenship- With ethical business practices and a co-operative spirit we aim to impact our team and community by making a positive difference to other peoples lives and the environment
    • The company and its people will demonstrate the highest possible ethics through unquestionable honesty, trust and loyalty.
    • The company and its people will operate with ‘high performance’ principles by demonstrating urgency, accepting responsibility, being flexible and striving for continuous improvement.

    These statements are enthusiastically supported by the CEO , the Executive Team and we believe the whole company. The charter is visible throughout all of our offices and is referred to at not only special company presentations but is also used by staff when they need guidance with regards how a certain situation should be handled.

    Code of Ethics

    Through our corporate membership to the Recruitment Consulting Services Association (RCSA), we are committed to a code of professional practice that represents the best interests of our clients, serves our candidates in good faith and has a responsibility to our industry and our community.

    Members subscribe to, and have agreed in writing to, observe a code of professional practice in the conduct of their business. A copy of the RCSA Code for Professional Conduct can be found on their website - www.rcsa.com.au.

    The General Principles are:

    1. Members will observe a high standard of ethics, probity and professional conduct.
    2. Ethical behaviour is not simply compliance with legal requirements, it extends to honesty, equity, integrity and social responsibility in all dealings. It is behaviour that holds up to disclosure and to public scrutiny.
    3. All members are required to sign a ‘Statement of Commitment’ to abide by the Code for Professional Conduct and to support the mission of the RCSA.
    4. The Schedules to this Code form part of the Code and operate as guidelines to assist members to meet their obligations arising under the Code's Principles.

    All of our Consultants involved in servicing client accounts observe the RCSA Code for Professional Conduct.

    Policy Objectives

    The DFP Environment Policy aims to integrate a philosophy of sustainable development into all our business activities and establish and promote sound environmental practice in our operations. We aspire to minimise impact on our environment and maximise the effective use of resources. We strive to achieve this by increasing communication and awareness of our efforts in accordance with this policy and fostering responsible environmental behaviour amongst our employees at all levels.

    Policy Guidelines

    Our key principles for achieving our objectives include:

    • Developing a systematic approach to environmental issues to ensure compliance with the law and achieve performance improvement. This includes regular audits, appraisals and reporting of performance in line with our ISO 9001:2008 quality management system.
    • Working to manage our own operations and physical assets in an environmentally responsible manner. This incorporates efficient use of materials and energy to provide our services. We aim to minimise waste generation through ‘recycle, reuse and reduce’. We also aim to identify and manage excessive energy consumption.
    • Working with suppliers who promote sound environmental practices. This includes using, where appropriate environmental criteria in the selection of suppliers.
    • Helping clients identify, assess and reduce environmental risks. Using a hazard analysis to evaluate environmental and health risks to our staff on client sites.
    • Enhancing awareness among our employees, temporary and contract staff - educating and motivating them to act in an environmentally responsible manner. This includes the development of clear guidelines for our workforce to adopt sound environmental work practices both in our workplace and our client’s workplace, then providing adequate training to ensure these practices are carried out.

    Continuous Improvement

    Continuous improvement will occur by:

    • Periodically reviewing our Environment Policy and practices in order to improve operational and environmental performance
    • Learning from best practice examples of environmental management and being responsive to government principles and community issues.
    • Integrating environmental awareness in planning and employee communications and training, and
    • Promoting a culture in which all DFP employees share this commitment.

    Policy objectives

    DFP is committed to ensuring that a safe, healthy and productive workplace is provided for all employees - fulltime, contract or temporary. While DFP Recruitment Services does not wish to intrude into the private lives of employees, if drug use or alcohol has a direct impact on an individual’s work performance or on safety standards, it is DFP Recruitment Services’ responsibility to employees, clients and other people on work premises to intervene.

    DFP’s specific objectives are:

    • To minimize alcohol related harm to the individual
    • To ensure that persons who are consuming alcohol take responsibility for their own behaviour
    • Reduce costs of alcohol and drug misuse;
    • Provide access to information and education;
    • Offer appropriate forms of assistance to those individuals for whom alcohol has become a problem
    • To preserve the reputation of DFP in the community

    DFP is committed to maintaining and enhancing job performance and job safety and, at the same time, has the responsibility for the welfare of each employee.

    Whilst this policy refers explicitly to drugs and alcohol it is intended to apply to inhalants and other forms of substance abuse or usage.

    Policy

    DFP is committed to ensuring that the safety and wellbeing of employees and the quality of DFP work is not compromised by the presence of people under the influence of alcohol, non prescribed drugs or over the prescribed dose of prescription medication in the work place.

    As part of these efforts to achieve the highest standards of safety and health, DFP has a policy of zero tolerance for illicit drug or alcohol use, or the use of prescription medication with safety implications during work hours and zero tolerance for work being conducted under the influence of such substances.

    DFP does not and will not condone:

    • The use, sale or possession of any illegal / prohibited substances at the work place or a work related event.
    • The presence of employees affected by alcohol or drugs at the workplace or work related event
    • The consumption of alcohol at a work related event without express DFP permission

    Persons working for Clients of DFP must comply with the Host Company’s policies relating to drugs and alcohol and related testing methods, subject to the reasonableness of those policies and methods.

    Host companies may conduct unannounced searches for drug or alcohol on company premises.

    Host companies or DFP may conduct unannounced random alcohol and drug testing.

    DFP or the host client may require employees to submit to medical evaluation or alcohol or drug testing where cause exists to suspect alcohol or drug use, including workplace incidents, or reasonable suspicion of being under the influence of drugs of alcohol whilst at work.

    A positive test result, refusal to submit to a drug or alcohol test and/or impairment due to the use of drugs or alcohol may result in disciplinary action, up to and including termination. On safety critical sites, immediate termination may result.

    Safety Critical Sites - Use of Vehicles & Machinery

    Persons working with vehicles and machinery, handling hazardous substances or undertaking hazardous activities must not be under the influence of alcohol and/or drugs and must at all times comply with relevant laws.