Privacy Policy
Peregrine Corporation and all other companies in the Peregrine Corporation are covered by the Commonwealth Governments Privacy Amendment (Private Sector) Act 2000, and its National Privacy Principles.

A copy of the Peregrine Corporations Privacy Policy is available on request.

It may be necessary to make inquiries from your referees or previous employers to confirm some of the information contained in your Resume.

Should you be appointed to a position in this company, this information will be filed with your staff records, secured in our Personnel Department.

Should you be unsucessful in your application we undertake to destroy all information gathered within 14 days of assessing your application.

I agree to the relevant inquiries being made by the company in regard to this application.

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Drug & Alcohol Policy
If Peregrine Corporation believes an employee to be under the influence of drugs or alcohol during work time, the company may request their attendance at a (company chosen) Medical Clinic for testing at the employers expense.

The clinic will be requested to report on whether the employee is fit for normal duties. Whenever possible, testing procedures will be in line with the Australian Standard AS4308-1995.

If tests are clear or incolnclusive and the employee is deemed fit for normal duties, they will be required to resume work as normal.

If tests detect alcohol or drugs in the employees system and the clinic deems them unfit to work, the employee will be sent home.

An employee does have the legal right to refuse to be tested, but disciplinary action or Terminatin of Employment may result, dependent upon circumstances.

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Harassment Policy
Peregrine Corporation places great emphasis on attracting and rewarding the best people and is committed to providing a safe and productive work environment for all our employees and others with whom we associate at work.

This Company considers that harassment by or toward employees, contractors, suppliers or customers is an unacceptable form of behaviour and will not be tolerated under any circumstances.

Harassment is not only unacceptable, it is unlawful, pursuant to State legislation (Equal Opportunity Act, 1984) and Federal Legislation (Sex Discrimination Act, 1984, Racial Discrimination Act, 1975, Disability Discrimination Act, 1992 and Human Rights and Equal Opportunity Commission Act, 1986.)

It is the responsibility of Management to provide a working environment free from harassment and to ensure that all complaints are treated confidentially, seriously and sympathetically and that appropriate action is taken whenever harassment has occurred. Disciplinary action will be taken against anyone found to have harassed another employee.

No employee will be penalised or disadvantaged as a result of raising concerns or complaints relating to harassment.

What is Harassment?

Harassment is a type of discrimination and can take many forms. It may involve inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence. Unlawful harassment may relate to any of the characteristics covered by various equal opportunity legislation.

It is important to note that it is irrelevant at law as to whether or not the inappropriate behaviour was intended. It is also important to understand that it is the person being subjected to the behaviour who determines whether the behaviour is welcome or unwelcome.

Harassment may be seen to have occurred if the behaviour makes the victim feel:

• offended and humiliated
• intimidated or frightened and/or
• uncomfortable at work

What is Sexual Harassment?

Sexual harassment occurs when a person makes an unwelcome sexual advance or an unwelcome request for sexual favours to another person, or engages in any other unwelcome conduct of a sexual nature in relation to another person.

It has nothing to do with mutual attraction or private, consenting friendships, whether sexual or otherwise.

Some examples of sexual harassment include:

• persistent, unwelcome demands or even subtle pressures for sexual favours or outings
• leering, patting, pinching, touching or unnecessary familiarity
• offensive comments on physical appearance, dress or private life
• the public display of pornography (especially when it is directed at particular individuals) ranging from material that might be considered mildly erotic through to material that is sexually explicit

This Company recognises that comments and behaviour, which do not offend one person, can offend another. The Management accepts that individuals may react differently and expects this right to be generally respected.

What can you do if you are being harassed?

• Do not ignore the harassment (ignoring the behaviour could be taken as tacit consent)
• Inform the offender that the behaviour is offensive and unacceptable and against Company policy
• Seek assistance - this may include making a report or a complaint

Who can assist you in making a report or complaint?

If you feel that you are unable to resolve the matter yourself, the following people will be able to assist you:

• Store Manager
• Supervisor
• State Manager

or

This Company has appointed the Human Resources Manager as Harassment Contact Officer specifically because we recognise that, in some instances, discussing the matter with your Manager or Supervisor is not appropriate. Furthermore, you may contact Charlie Shahin (Director) if any of the above proves unsatisfactory.

In addition to the Management of this Company you may approach the Equal Opportunity Commission for independent advice at any time.

What will happen if you make a complaint or report?

Any complaints or reports of harassment will be treated quickly, seriously and sympathetically. They will be investigated thoroughly, impartially and confidentially. Managers, Supervisors, State Managers and the Human Resources Manager must act immediately on any reports of harassment. Employees will not be disadvantaged in their employment conditions or opportunities as a result of lodging a complaint.

What will happen to the person against whom you have made a complaint?

Appropriate action, where necessary, will be taken against anyone, including employees or independent contractors, who are found to have harassed a co-worker or any other person during the course of their employment.

Our Commitment

We place great emphasis on attracting and rewarding the best people. We are committed to providing an environment that is safe and free of harassment for all employees and others with whom we associate at work.

This harassment policy has the full support and commitment of Management.

Please help us to help you by giving your support in monitoring and avoiding practices, attitudes and traditions that lead to harassment.

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