Holidays and emergency information - Australian Security Industry Association Ltd (ASIAL)

Employee Relations

Workplace functions and emergency information

Work parties and functions

Work parties can be a successful way to thank employees for their hard work, have fun and celebrate but they can be a nightmare for employers when things go wrong!

A few too many drinks can produce a most embarrassing experience for many people and our advice is for both employer and employees to exercise care and self control in order to avoid those most embarrassing moments and possible litigation.

So here are a few hints on how to have a fun work party without the collateral damage.
The first thing to remember is that it is a work function – that means the employer is responsible for the results of an employee’s bad behaviour .
Coming up to the event remind staff and clients that they are expected to behave themselves and of the usual work related rules and policies that will also apply at the party.
* You should remind all employees of the policies on bullying, harassment and discrimination.
* You should also gently remind all employees that unacceptable behavior could result in disciplinary action.
* Consider employees who may have reservations about attending – don’t make attendance mandatory – if someone doesn’t want to come don’t force them.
* Think about travel arrangements and try ending the party before public transport stops running; or provide the phone numbers for local cab companies (or Cabcharge vouchers) and encourage staff to use them.

What to do at the Party/Function:

* Serve alcohol responsibly. That means having plenty of food, low alcohol and non-alcoholic drinks available.
* Ensure waiting staff are well briefed on limiting alcohol to people who are becoming intoxicated.
* Appoint a senior manager for staff to deal with problems or any issues that arise during the party.
* Keep a close eye out for office juniors – if they are under 18 they are not allowed to drink alcohol.

Keep in mind - alcohol makes people say stupid things. Let everyone know that work issues are not to be topics of conversation. What you agree to at the Party may come back to bite you!.

After the Party/Function:

* Make sure intoxicated employees get home safely as you (the employer) have a duty of care for your employees.

You are better off to hold parties or functions the day before a day off, however the next day is a work day ensure that people know they are expected at work the next day and provide plenty of non-alcoholic drinks and food.

Bush Fires and Other Emergencies

Bushfires can cut access by rail and road for many employers and their employees. It is recommended that you prepare emergency plans to overcome potential problems. Car pools, alternative means of access, supervisors to contact to make alternative arrangements. For those who can't get to work, consider work from home for the duration of the emergency. (Be careful of the Occupational Health & Safety requirements) For those who can't get to work by any means, "Personal" leave as found in most awards is available, e.g. make up the time later; take days off annual leave, etc.

Natural Disaster leave

Natural disasters may affect employees in different ways. Employees may be forced to evacuate or protect their property against natural events that may be disastrous.
A natural disaster is:

• flood

• bushfire

• cyclone

• earthquake

• tidal wave or extreme seas

• volcanic eruption

• land or mud slides

While we don’t have a tendency for volcanic eruptions or earthquake it is worth having a contingency plan to accommodate these occurrences, including consideration of volunteer members of the various groups who assist in these times.

Leave is granted to assist the employee evacuate, repair or clean up afterwards and be able to show insurance assessors the scene.

Driving and Other Licenses

ASIAL regularly receives enquiries from members involved in most areas of the Security industry. An issue that often arises is that of employees driving company vehicles. Employers need to ensure that employees who drive company vehicles hold current licences. Remember also, 3 offences worth 4 points can remove a motor vehicle driver’s license, as can one conviction for driving above the prescribed content of alcohol. Extended holiday periods attract double demerit points.

An unlicensed driver is more than likely uninsured! In case of an accident, the company is vicariously liable for all damage. You should be regularly checking with employees formally about any and all relevant licenses.

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