About Koala Farms:

We are Fresh Choice (trading as Koala Farms) and we are a family-owned business.

We were established in 1990 by Anthony and Diane Staatz

Both Anthony and Diane are involved in the business so don’t be surprised if you see them around or they show up to help the team out.

What we do

We grow, pack and transport fresh produce to our customers around Australia.

Our main products are iceberg lettuce, cos lettuce, broccoli, baby broccoli, baby leaf (spinach and rocket), cauliflower and melons.

Our goal is to provide the best quality products at the lowest production costs.

To do this, you, our employees, our culture, and our processes are important.

Koala Farms Structure

We have the following teams within our business:

·         Farm Production

·         Nursery Operations

·         Packing Shed Operations

·         Asset Maintenance

·         Administration

with the following teams rotating around our farms for each season:

·         Planting

·         Harvesting

·         Baby Leaf

·         Logistics

Our company structure is simple and based on our “Teamwork” value.  While you may be allocated to work in a certain team, don’t be surprised if you are asked to help another team out.  We all pitch in to help each other get the job done.

Our Farms

We operate year-round and rotate between our summer and winter seasons.  For the summer season (October to May) we are in full production on our farms in:

·         Bathurst, NSW

·         Worrah, QLD

·         Backplains, QLD

In the winter season (April through to November) we are in full production on our home farm in Lake Clarendon, QLD.

Each of our farms has ideal climatic conditions with plenty of freshwater and uncontaminated fertile soil.  This allows us to consistently supply quality produce to our customers.

Each of our farms has a Farm Manager and his production team.  They are ultimately responsible for growing our produce to meet our customer demands.

Manager/Crew Leader – Role and Responsibility

• Your position will report to a Crew Leader or Manager.  Your Crew Leader or Manager is held accountable for:

  ·         Ensuring the job they have been assigned is completed to the best possible standard, at the highest possible quality as efficiently as possible.

  ·         Managing their team by assigning daily jobs, developing employees, coaching and mentoring employees and performance managing employees.

  ·         Role modelling the behaviors we expect of our leaders to lead the type of culture we expect across the business

  ·         Offer support to other teams and make decisions in the best interest of the business.

How You Are Employed:

We have our own Enterprise Agreement call the Koala Farms Enterprise Agreement 2023.  Our Enterprise Agreement provides the basis for how you are employed.  In addition to this we also ensure your terms and conditions of employment comply with the:

•      The Fair Work Act

•      National Employment Standards

•      Work Health and Safety Regulations 2011

•      Age Discrimination Act 2004

•      Disability Discrimination Act 1192

•      Racial Discrimination Act 1975

•      Sex Discrimination Act 1984

•      Privacy Act (Cth) 1988

In addition to this, we annually review the Horticulture Award and ensure our employees are paid better than what the Horticulture Award provides.

Hours of Work:

To be successful in this role, you need to know that its typical in our industry that there are early morning starts and a requirement to work some weekends.

We try to ensure that you at least have two days off each week.

We also try to ensure that you average around 40 hours of work each week.

In our industry there is always work to do.  If you are looking for more hours, please talk to your Crew Leader/Manager.

During the summer, we may start work earlier, when the sun comes up, however we will usually finish earlier before it gets too hot.

During the winter, we start a little later and finish a little later.

Sometimes, with outdoor work, workdays/hours can be impacted by bad weather which may mean we may have to work a few big days to catch up on the work missed.

Clocking On and Off – Weekly Hours:

•      When you arrive at work you will need to clock on and when you finish work you will need to clock off.

•      Our expectation when you clock on at work is that you are ready to start work. The same applies when you finish work – once you have completed all your work tasks, you clock off.

•      You will be paid for a 20-minute morning tea break and an unpaid 30-minute lunch break.  If you are working a long day, your supervisor might allow another 20-minute paid break in the afternoon.

•      Our pay periods are from Wednesday to Tuesday.  On Wednesday morning you will be provided with your weekly time clock report via your email address.  It is your responsibility to review this report and notify your Crew Leader/Manager if there are any changes that need to be made.  It is your responsibility to ensure your clock on and off times are correct so that we can pay you correctly.

Pay Details:

You are employed by Trustee for Anthony Staatz Family Trust which is part of Koala Farms.  You will be paid direct credit to your chosen bank account.

We also pay your superannuation as per Government legislation.

Our payroll system is called Aurion.  You can download the Aurion app and view all your employment pay details there including your pay slips.  You can also populate Aurion with your emergency contacts and update bank details etc…

Pays are processed on Thursday and usually, depending on your bank, your pay is in your bank account on Thursday evening.

Aurion Pay System:

Your pay is processed through Aurion our payroll system.  You will be asked to download the Aurion Self Service App. 

Through the Aurion App you will be able to review everything in relation to your pay including pay slips and being able to apply for time off.

If you have any questions about your pay, you should talk with your Crew Leader or email HR@koalafarms.com.au.

Taking Time Off:

We all need to take time off from work.  If this is the case, then you need to provide 1 weeks’ notice by talking with your Crew Leader/ Manager and applying to take time off through Aurion.

If you have an accident outside of work or are suddenly sick, you need to notify your Crew Leader/Manager immediately and apply for leave through Aurion.

If you have an accident at work and injure yourself, you need to notify your Crew Leader/Manager as soon as possible.

For any accidents at work, we have very clear processes that must be followed, and they start by notifying your Crew Leader/Manager immediately. 

You will not be punished if you are injured at work. It is our goal to help you recover and to return to work as soon as possible.

What to Expect – First Day:

On your first day, you will be introduced to your Team Leader.  Your Team Leader will go through a check list induction to include:

·         Start times and transportation

·         How to clock on

·         Weekly hours report

·         Toilet and freshwater locations

·         Designated rest and eating locations

·         Designated smoking areas

·         Traffic management in your work area

·         Food safety and hygiene

·         Disposing of rubbish

·         Safety and risks in your work area

·         Emergencies and meeting areas

·         Incidents and injury reporting

·         How to do your job – training

·         Introduction to your team

·         Check-ins – are you okay.

Human Resources

To be a part of our team, you need to understand what our expectations and standards are.  All we ask is that you meet these expectations and standards, are reliable, work hard, have a positive attitude and contribute to our success. 

To help you understand our expectations and standards we have key policies and codes that we expect our employees to comply with.  They are:

·         Our Employee Code of Conduct

·         Work Health and Safety Policy

·         Anti-Discrimination, Harassment and Bullying Policy

·         Grievance Policy

·         Mobile Phone Policy

·         Smoking Policy

·         Drugs and Alcohol Policy

·         Disciplinary Policy.

Human Resources

Our Employee Code of Conduct:

Our Code of conduct is based on the following behaviours:

·         Leadership - integrity, honesty, role modelling, decision making and working towards the best result for Koala Farms.

·         Teamwork – self managed, admit mistakes, build and maintain relationships, commitment and enthusiasm, team player, team focused, values difference and diversity and treats people with respect.

·         Communication – negotiation and influence, open and considered, clear, interpersonal, friendly, rapport building, team oriented, resolves conflict, address disagreements with respect, actively listens and seeks clarity.

·         Business Understanding – understands the vision, why we exist and what we do what we do, financially aware, contains costs and maintains quality, takes pride in work and the business, and understands the risks.

·         Results Oriented – adheres to policies and procedures, commits to team and business goals and puts them first, and completes all work as directed.

·         Customer Focus – understands the quality standards, understands customers are everything in the workplace and externally, can make improvements and suggestions and think outside the box.

Human Resources

Workplace Health and Safety Policy:

We are committed to providing and maintaining a safe and healthy workplace for all employees and to be compliant with legislation so far as reasonably practicable.  Our goal is to have zero injuries.  For us to achieve this you must:

·         Take reasonable care of your own health and safety as well as co-workers.

·         Follow safe work procedures, instructions and rules.

·         Participate in safety training.

·         Report health and safety hazards including near misses to your Crew Leader.

·         Use safety equipment and personal protective equipment as instructed.

·         Encourage other employees to work in a safe manner.

·         Inform us of any pre-existing injuries or illness which may be affected by the work you do.

You must not:

·         Perform a work task without prior training or instruction from your Crew Leader.

·         Operate machinery or vehicles without direct instruction from your Crew Leader.

We believe that zero injuries is achieved through consultation and cooperation from you and by all of our employees.

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

Discrimination occurs when a person or group of people, is treated less favourably than another person or group because of their background or certain characteristics such as:

•      Race – colour, ethnic origin

•      Sex, pregnancy, marital status

•      Age

•      Disability

•      Sexual preference

•      Family responsibility

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

Harassment is any form of behaviour that is unwelcome, unsolicited, unreciprocated and usually (but not always) repeated:

• Telling insulting jokes about a particular racial group

• Pornographic material

• Derogatory remarks

• Asking personal or intrusive questions

• Unwelcome touching

• Staring or leering

• Insults or taunts

• Sexually suggestive emails or text messages

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

·         Unreasonable behavior means behavior that a reasonable employee, having considered the circumstances, would see as unreasonable, including behavior that is victimizing, humiliating, intimidating or threatening.

·         Victimization means treating someone unfairly because they have made, or intend to make, bullying, discrimination or harassment complaint. This also includes those who have supported another employee in making a complaint. 

·         Workplace conflict means perceived or real differences of opinion and disagreements. Workplace conflict is not generally considered to be workplace bullying as employees can have differences and disagreements in the workplace.

Human Resources

Grievance Policy:

This policy aims to provide a quick and effective resolution of workplace grievances.  While we have a formal grievance process, it is believed that minor grievances will be dealt with more informally and serious more complex grievances are to be dealt with formally.

Human Resources

Grievance Policy:

Formal Grievance

If the parties involved require management to facilitate a resolution.  The steps to this process are:

Stage 1:  Supervisor conciliation

Stage 2:  Management level conciliation

Stage 3:  HR conciliation.

Grievances are to be addressed in a timely manner and are not to be rushed.  All parties involved in a grievance resolution process must keep matters pertaining to the process confidential.  A breach of confidentiality by an employee may result in disciplinary action.

Incidents of a serious or unlawful nature should be reported immediately to HR.  A full version of the Grievance Resolution Policy and Procedure is available from HR.

Human Resources

Smoking Policy:

Smoking is not permitted within the crop area, on tractors, on machinery and equipment, in offices, workshop and maintenance areas, and vehicles.

You may only smoke in the designated smoking areas and must place used cigarette butts in the appropriate rubbish container.

If you are found to have through cigarette butts/rubbish on the ground you will be disciplined.

Human Resources

Disciplinary Policy:

Koala Farms will take action to address inappropriate employee behaviour and non-compliance with company policies and the Koala Farms Code of Conduct through our Disciplinary Policy.

Koala Farms may/will suspend employees from normal duties pending investigation into failing to comply with company policy, procedures and work instructions.

In the case of gross/wilful misconduct, Koala Farms reserves the right to dismiss an employee immediately without notice.  Failure to comply with company policy, procedures and work instructions may lead to dismissal pending the outcome of an appropriate investigation.

Work Health & Safety

A SAFE AND HEALTHY WORKPLACE

Employee Responsibility

Under the Queensland WHS ACT 2011 all employees have a duty to take care of their own health and safety and the health and safety of others affected by their actions at work.

Employee responsibilities:

·         COMPLY
Comply with safety procedures and directions

·         MUST NOT
Must not willfully interfere with, or misuse items or facilities provided in the interests of health, safety and welfare of all employees in the workplace.

·         REPORT HAZARDS
Report potential and actual hazards to your Team Leader or Crew Leader/Manager.

·         REPORT INCIDENTS
Report workplace injuries immediately to your Team Leader or Crew Leader/Manager.

A SAFE AND HEALTHY WORKPLACE

Employee Responsibility:

A hazard is any source of potential damage, harm or adverse health effects on something or someone under certain conditions at work.

Managing Hazards:

HOW: Identiy and control the hazard present in the workplace

WHY: Because doing so makes the workplace safer

METHOD:

A SAFE AND HEALTHY WORKPLACE

Incident Reporting:

Why do we report and investigate?

·         PREVENTION:

Identify causes and prevent future incidents

·         CONTINUOUS IMPROVEMENT:
Learn and adjust

·         CULTURE:
Reporting incidents creates an improved safety culture

·         COMMITMENT:

Shows you and the company are serious about safety – lead by example and promote a positive safety culture.

·         LEGAL:
We are legally required to register, report and investigate all incidents.  Documents must be kept for 5 years.

A SAFE AND HEALTHY WORKPLACE

Fitness for Duty

·         It is essential that all employees are in a fit state to carry out their duties

·         A responsibility is placed on both the employer and the employee to ensure the health and safety of all employees while at work.

·         With the mechanical environment that exists in our workplace, it is essential that people do not jeopardize their own safety and the safety of others if they are not in a fit state to carry out their duties safely.

·         Employees are not to operate, or work near machinery if they are suspected of not being a fit state to do so.

·         Alcoholic beverages and prohibited drugs are banned on our farms.  Any employees suspected of being under the influence of alcohol and drugs may be escorted from the farm.

A SAFE AND HEALTHY WORKPLACE

Traffic Management

Koala Farms has a Traffic Management Plan.  The purpose of this plan is to keep you safe by controlling where vehicles can drive and where people can walk.

·         Please use the correct car parking area and designated car parking area.

·         Watch out for trucks and other vehicles that share the site.

·         Watch out for forklifts in work areas

·         Only walk in pedestrian areas and routes.

·         Only rest in the designated rest/eating areas.

·         If driving vehicles/machinery on farm, comply with speed limits and watch out for pedestrians and other moving machinery.

·         Always proceed with caution around machinery and vehicles.

A SAFE AND HEALTHY WORKPLACE

Emergency Management:

Emergencies are events which you may have to deal with immediately to reduce the threat they pose to the safety, health and livelihood of the employees on our farms. Possible emergency situations include:

·         Fire or the threat of fire

·         Hazardous materials spillage or discharge

·         Gas leakage or other type of exposure

·         Floods/severe storms

·         Medical emergencies

·         External emergency outside of farm

·         Major plant failure endangering life

·         Unauthorised entry.

A SAFE AND HEALTHY WORKPLACE

Emergency Situations:

On becoming aware of an emergency, employees, contractors and visitors should:

·         Communicate with their Team Leader/Crew Leader or Manager by whatever means is available and then act on all instructions received.

·         If directed, commence emergency evacuation of the area via the safe route or exit.

·         Switch off or deactivate machinery in use

·         Advise Leader on the situation and any actions taken at that time

·         Confirm the area is fully evacuated as far as practicable

·         Conduct a headcount on exiting the build of all staff in the area and repor the result

Remain at the assembly point until instructed to do otherwise.

A SAFE AND HEALTHY WORKPLACE

Emergency Situations:

Medical Emergencies:

In the event of a medical emergency employees should:

·         Check for any threatening situation and remove it (if safe to do so)

·         Remain with the injured employee and provide appropriate support

·         Notify first aid officers

·         If needed dial 000 and ask for medical assistance.

·         Provide information for the ambulance such as address, etc.

·         Contact the Farm Manager or delegate someone to meet the ambulance to direct them to the correction location of the employee.

·         Provide support to the employee

·         Try not to leave the employee alone unless emergency assistance arrives

·         Do not move the employee, unless they are exposed to a life-threatening situation.

Food Safety and Quality Assurance

Water

There are several different functions of water at Koala farms, production, harvesting, cleaning and drinking. Depending on the water source used, some water on site can have a high microbial level & if drank could potentially make you sick. To ensure we understand which water is safe to drink & clean with we get annual testing, when you are wanting to fill up your water, clean a facility or a product make sure your Crew leader has shown you the correct water source to use.

Any liquid that is not water that you are wanting to have on your break, must be stored and consumed in the designated break area. An exception is made for plastic drinking containers filled with water and phones that are required as part of an employee's job.

 After you have had a break, gone to the toilet or had a smoke it is essential that you sanitize your hands before commencing work again.

• Each team member is responsible for maintaining and cleaning tools, equipment and containers that contact produce.

• Tools, equipment, and containers are stored in a manner that minimises contamination.

• Handheld harvesting tools (e.g. knifes) are cleaned and sanitized each day before use and accounted for at the end of each day.

• Containers used for storing waste, chemicals or dangerous substances are clearly identified and not used for produce.

• Packaging materials is appropriately managed & stored to minimise the risk of contamination prior, during or post process.

• All packaging is checked for cleanliness, foreign objects and pest infestation. Where required, packaging is cleaned, rejected or covered with a protective material.

• Maintaining machinery to prevent contamination E.g. tractor, forklift

• Check bins & crates before using them.

• toilets and hand washing facilities are provided, we ask that you work with us to ensure they are:

  • Equipped with running water, liquid soap, Hand towel and Hand Sanitizer.

  • hand washing instructions are displayed.

  If there is any damage, or the facilities are not working properly please report it to your Team leader.

People

When working within a team at Koala Farms, it is each persons’ responsibility to ensure the following:

• You are wearing high vis, clean clothes at the beginning of each day.

• Don’t take personal items (e.g. pens, personal mobile phones) or wear jewellery (except for a plain wedding band) into growing, packing, handling and storage areas.

• Ensure you wash (using soap) your hands, dry your hands and after apply Hand Sanitizer before handling produce, after using the toilet, eating / smoking, handling animals, removing waste or at any other time when there is a risk of contaminating produce.

• regularly sanitize reusable gloves (if worn) after using the toilet, eating or smoking, removing waste or at any other time when there is a risk of contamination produce

• Cover all wounds with a clean, plastic adhesive BLUE bandage and a glove if required. Workers and visitors with open cuts/lesions are prohibited from handling fresh produce

• Do not smoke, eat / spit in the growing, packing, handling and storage areas

• Anyone with long hair is required to have it tied up

Produce given to staff

Any produce that staff wish to take from Koala Farms is required to be given permission from the Team leader. The produce is required to be an unpackaged or labelled raw product; under no circumstances can an employee take a packaged product with customer branding on it.

Allergens

Ensure you do not take any food that contains any of the following allergens near product; Allergens to consider:

Peanuts, Tree Nuts, Added sulphites, Milk, Crustacea, Fish, Eggs, Soybeans, Sesame seeds,

Cereals containing gluten

At break times teams are to take break out of the paddock & ensure they wash and sanitize their hands after eating. The only liquid allowed near product is water that is in a water container as stated above, any time food is being eaten on site please ensure that you eat in the designated area set by your Team leader.

Your Feedback is Important:

We value our employee feedback and are always looking for ways to improve our employee experience at Koala Farms.

If you want to provide feedback, please email to HR@koalafarms.com.au.

We also have suggestion boxes on each of farms that are checked daily – please feel free to make suggestions.

If you have serious feedback of a sensitive nature, you are welcome to talk with HR or to email complaints@koalafarms.com.au which will go directly to Anthony.

If you want to make an anonymous complaint, then please use our suggestion boxes.  All suggestion boxes are in areas that are not covered by our security cameras.

Human Resources

Our Employee Code of Conduct:

Our Employee Code of Conduct outlines the expected behaviour, conduct and commitment require of all Koala Farms employees.

It applies to all existing and new employees, trainees, apprentices, and contractors.

The ultimate responsibility for following our Code of Conduct and for maintaining Koala Farms culture rests with each of our employees.

Human Resources

Our Employee Code of Conduct:

In additional to these, we expect our employees to have these general behaviours of:

·         Behave in a way that upholds Koala Farms performance behaviours.

·         Act ethically

·         Act in good faith with care and diligence

·         Act in the best interests of Koala Farms

·         Treat everyone with respect and courtesy, recognising social and cultural differences

·         Treat colleagues fairly, equitably and with due consideration

·         Perform duties competently and with professionalism, honesty, and integrity

·         Be familiar with, & comply with, all applicable laws and regulations & Koala Farms policies and procedures

·         Comply with any lawful and reasonable direction given by Koala Farms; and

·         Report all potential breaches of the Code of Conduct, including illegal activities.

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

There is ZERO tolerance for Bullying, Harassment and Discrimination.

•      We have a level and moral responsibility to ensure that workers, and visitors are not subjected to behaviours or practices that may constitute as bullying, discrimination or harassment.

•      It is our commitment to eliminate behaviour that does not conform with our Code of Conduct, standards, policies and legal requirements.

•      We aim to promote the principles of professional, responsible and respectful behaviour to ensure teamwork that supports a productive workplace and our workplace culture.

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

Bullying is repeated, and unreasonable behaviour directed towards an individual or a group that creates a risk to employee health and safety:

• Yelling, screaming or offensive language

• Excluding or isolating someone

• Psychological harassment

• Cyberbullying

• Intimidation

• Constant criticism or nitpicking

• Suppression of ideas

• Overloading a person with work

• Not allowing sufficient time to complete work

• Practical jokes

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

Sexual Harassment means any unsolicited, unwelcome and unreciprocated behaviour, act or conduct of a sexual nature that offends, humiliates or intimidates other employees.  It can be a single incident or a persistent pattern and can range from subtle behaviour to explicit demands for sexual activity or criminal assault.  It includes but not limited to:

•      Inappropriate jokes or comments with sexual connotations

•      the display of offensive material

•      stares and leers or offensive hand or body gestures

•      comments and questions about another employee’s sexual conduct and/or private relationships

•      persistent unwelcome invitations

•      requests for sexual favours

•      offensive written, telephone or email communication, or any other electronic means of communication

•      unnecessary close physical proximity including persistently following an employee

•      unwelcome physical contact such as brushing against or touching an employee

•      denigrating comments regarding an employee’s gender or sexual preference

•      negative behaviours, e.g., intimidation or exclusions related to the sex of the recipient

Human Resources

Anti-Discrimination, Harassment and Bullying Policy:

Bullying, Harassment and Discrimination does not include REASONABLE management that is carried out in a reasonable manner.

Simple performance management process:

•      Concerns raised with the Crew Leader

•      Crew Leader conversation with the employee and a witness

•      If it continues – Crew Leader provides a formal warning it is documented (sent to HR)

•      If it continues – Crew Leader and HR provide a second warning it is documented

•      If it continues – Crew Leader and HR determine consequence

Human Resources

Grievance Policy:

Informal Grievances

Either party may choose to involve their Crew Leader/Manager to facilitate a resolution. 

If the grievance can not be resolved at this level, then the HR Manager maybe required to facilitate a resolution.

Human Resources

Mobile Phone Policy:

The use of personal mobile phones whilst you are working is prohibited unless prior arrangements have been made with your Crew Leader/Manager.

Personal mobile phones may however be used during meal breaks.

Koala Farms takes no responsibility for personal mobile phones brought into the workplace.

Human Resources

Drug and Alcohol Policy:

Drugs and alcohol use can affect a person’s ability to work safely and creates a health and safety risk in our workplace.

Employees must ensure they are not under the influence of drugs or alcohol while at work.

Employees must not bring any illegal drugs to work or have them in their possession at work. Employees must not sell (or make arrangements to do so outside of work whilst at work), consume or dispense illegal drugs or prescriptions or pharmacy drugs at work.

Employees must not drink alcohol or use drugs in the workplace, except:

·      for legitimate medical reasons: the employee must notify the Crew Leader if prescribed medication is likely to affect their behaviour and therefore work health and safety. The Crew Leader may assign other duties while the employee is taking the medication.

·      at workplace-based social events: This is dealt with in more detail under the Social Events Policy.

The Crew Leader must, if they have reasonable grounds for believing that an employee is incapable of safely performing their duties or may be a risk to other employees, because of drugs or alcohol, arrange for the employee to be removed safely from the workplace.

Koala Farms conducts randomised drug testing on a regular basis.  If an employee is found be under the influence of drugs and alcohol the Koala Farms Disciplinary Policy takes effect which may lead to termination of the employees employment.

A SAFE AND HEALTHY WORKPLACE

Koala Farms is committed to ensuring all employees are provided with a safe and healthy place in which to work.

We will endeavor to ensure the working environment is free of unnecessary and uncontrolled hazards that may affect employees’ health and safety.

Our employees are not expected to take unsafe risks for any reason or encouraged to participate in unsafe behavior.

No operating condition or urgency of work can ever justify endangering the safety of life of anyone.

Failure to adhere to established safety procedures may result in disciplinary action, including termination of employment if warranted.  Deliberate actions which cause injury to people or damage to equipment will not be tolerated under any circumstances.

A SAFE AND HEALTHY WORKPLACE

Employee Responsibility

All employees MUST advise their Crew Leader/Manager of any allergies (e.g asthma, bee stings, etc.) or a potentially serious medical condition (e.g. epilepsy, a heart condition, etc.)

We will need to know this in case of an emergency so we can help you.  This information will be kept confidential.

A SAFE AND HEALTHY WORKPLACE

Incident Reporting:

Report an Incident/Accident within 24 hours.

All incidents must be reported and investigated to prevent recurrence, including:

·         Injuries and illnesses

·         Property damage

·         Fire

·         Theft

·         Dangerous Occurrence

·         Chemical Leaks and Spills

·         Near Misses (A near miss is an unplanned event not resulting in injury, illness or damage but had the potential to do so).

The Incident Report form must be filled in by your Crew Leader/Manager and submitted to the WHS Coordinator.

A SAFE AND HEALTHY WORKPLACE

Incident Reporting:

Gather Information:

·         To understand What Happened

·         Even the smallest details can be important

Talk to Everyone:

·         The injured employee

·         Co-workers

·         Witnesses

·         Visitors/contractors

Details:

·         Name of injured employee or employees involved

·         Contact details of injured employee or employees involved

·         Date, time and location of incident

·         Incident description – be as detailed as possible

·         Take lots of photos.

A SAFE AND HEALTHY WORKPLACE

Fitness for Duty

Fatigue is both a physical and mental impairment affecting one’s alertness, attentiveness, mental and physical performance.  Fatigue is usually caused by a combination of several factors including a lack of sleep, diet choices, exercise regime, shift rosters and workload.

The Effects of Fatigue

·         Slower reaction times

·         Reduced motor skills

·         Decreased coordination

·         Increase in risky behavior

·         Decrease in motivation

·         Reduction in performance (low productivity output)

A SAFE AND HEALTHY WORKPLACE

Manual Handling

The most effective method of ensuring employees are not injured while performing manual handling is to avoid all manual handling.  This can include using machinery or other equipment (e.g. lifts and trolleys) to complete the task at hand or assist at very least.

·         Assess the risk

Where avoidance is not possible and manual handling is the only option, you should assess the risk.  You can then minimize the risk by varying out extra preventative measures specific to the situation.

·         Ask for help

A vast amount of manual handling injuries occurs every year due to people not asking for help.  By simply asking a colleague for help moving an object, injuries can be avoided.

·         Provide training
Employers should provide their employees with manual handling training to ensure they know the safe way to lift objects.  Most injuries occur due to poor manual handling techniques

A SAFE AND HEALTHY WORKPLACE

Emergency Management:

Emergency warning and communication.

Without communication there cannot be any interaction between the person discovering an emergency/potential emergency and the person whose responsibility it is to combat any situation.

Currently, Koala Farms relies on mobile phones for employees to use to raise an alarm. In some of our shed we have airhorns to notify employees to evacuate the shed.  

Depending on the emergency type, employees may be required to evacuate to the assembly areas.

Your Crew Leader will review your area’s assembly area when you start and there will be annual evacuation simulations so that our employees clearly understand what to do in an emergency.

A SAFE AND HEALTHY WORKPLACE

Emergency Situations:

Fire Emergencies:

In the event of fire, employees should:

·         Extinguish the fire (only if safe to so)

·         If the threat of life exists, commence immediate evacuation

·         Ensure all areas have been cleared

·         Control the movement of all employees to assembly area

·         Only trained employees use extinguishers.

·         Use a fire extinguisher only in the event of a fire.

·         Do not put a used fire extinguishers back on the holding hook – give it to the WHS Coordinator.

·         If you are not trained in the use of fire extinguishers, then raise the alarm.

Premises, Facilities, equipment, tools, packaging & vehicles

Everyone is responsible for helping maintain and keeping a clean work environment for their respective crews. When working in the harvest and pack areas it is essential to minimize the risk of foreign objects and contaminants.

Items that aren’t needed for production or packaging are to be kept with each staff member’s personal lunch bag or vehicle & can be used or accessed on breaks in designated areas. All equipment used on site in Pack & harvest areas has been manufactured to be compliant with regulations and standards.

-          Glass, hard or soft plastic, metals, ceramic or similar materials are removed from Harvester.

-          Surfaces that contact produce in the are cleaned and maintained to ensure they do not contaminate produce.

-          Produce is not stored with or near materials that may present a risk of contaminating produce.

-          Chemicals, grease, oil, fuel and farm machinery are segregated from packing and produce storage areas. Pack and harvest areas use food grade grease where necessary.  

-          Workshop equipment is not operated during production or is screened to prevent contamination of produce.

Product Specifications & traceability

When working within a team at Koala Farms, it is each persons’ responsibility to ensure the following:

1. Ensure all product meets the standard outlined by Team Leaders and Crew Leaders.

2. Systems created to maintain a product identification and traceability system are followed to ensure produce is traceable from production to its destination.           

A record of all produce harvested is kept and must include:

•       crop/variety

•       growing site

•       harvest date

•       packing date

•       batch identification code (where applicable)

•       quantity

•       destination.

If there is an error or problem with any of the following above, please notify your Team leader.

Mobile Phone and Music Device Policy

Mobile Phones

1. Employees are not to use their mobile phones for personal, non-urgent matters except during breaks or rest pauses.

2. Mobile phones are to be secured safely while the employee is working and are the responsibility of the employee.

Koala Farms is not responsible for any damage caused to employee mobile phones

Music Devices

1. The use of mobile phones and other portable music devices is not permitted during work unless the Crew Leader provides permission.

2. If the Crew Leader provides permission, then the employee is only permitted to use one earphone (not two) so that the employee can hear and follow instructions, hear alarms and not be distracted from work tasks or be compromised from completing work tasks.

3. Wireless earphones are not permitted as they may fall into produce.

4. Koala Farms is not responsible for any damage caused to employee music devices.

Contamination procedure 

If contamination happens follow these steps

EXAMPLE: Someone vomits near product, oil leak, etc.

1. If the contamination happened through injury or illness first Assist the employee to get any medical attention needed.

2. Ask other employees to leave the area

3. Put all affected produce in the waste bin, including the soil, roots of plants and anything that has come into contact with the liquid. 

4. Any tools such a knives, boots and gloves that have been contaminated need to be hosed down with fresh water on cement that drains into the sewer.

5. Sanitise all equipment that has been contaminated and washed

6. Air dry the sanitised tools

7. Wash and sanitise anyone who has come into contact with the contamination.