Objective
To ensure that all employees of Strathfield Sports observe the highest standards of ethics, integrity, and behaviour during the course of their employment that is reflective of Strathfield Sports values.
Responsibilities
- Managers/Supervisors
- Be a role model for the behaviours and values of Strathfield Sports Club.
- To assist in the administration and implementation of this policy.
- Manage instances where this policy has not been adhered to.
- Promote the highest standards of professional conduct
- Employees
- Comply with the Code of Conduct.
- Be aware of your rights and obligations under the Employee Code of Conduct.
- Carry out your duties in accordance with, and behave in a manner that, upholds Strathfield Sports values.
- Carry out all lawful directions and instructions from Managers and Supervisors to the best of your ability.
Code of Conduct
Anti-Bullying
Workplace bullying occurs when:
- An individual or group of individuals repeatedly behaves unreasonably towards a worker or a group of workers at work.
- The behaviour creates a risk to health and safety.
Workplace bullying often results in significant negative consequences for an individual’s health and wellbeing. These negative consequences for an individual’s health and wellbeing include:
- Depression
- Anxiety
- Sleep disturbances
- Panic attacks
- Post-traumatic stress disorder
- Suicidal ideation
- Employees must treat everyone (customers, patrons, and fellow employees) with respect and courtesy.
- Employee harassment and violence (whether physical or verbal) will not be tolerated. Any staff member found damaging Club property or found to invade the space of any staff member or patron in an aggressive, threatening, or intimidating manner may be suspended from duty and summarily dismissed or face police action pending the results of an investigation.
- Any form of harassment, bullying or discrimination will not be tolerated. An employee may be dismissed for any such inappropriate behaviour.
Any member of staff who is the subject of bullying in the workplace must notify the General Manager, and confirm it in writing, so that an investigation can be conducted, and appropriate action taken.
Any employee who witnesses another employee being subjected to bullying in the workplace must notify the General Manager, and confirm it in writing, so that an investigation can be conducted, and appropriate action taken.
If the complaint involves the General Manager, then the employee may address their concerns to the President of the Club.
Anti-Discrimination
Discrimination may be defined as “any practice or behaviour that unjustly makes distinctions between individuals or groups so as to disadvantage some and advantage others”. Discrimination can be direct or indirect.
All employees must comply with the following pieces of legislation: Anti-Discrimination Act 1977 (NSW), Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth), Australian Human Rights Commission Act 1986 (Cth), Disability Discrimination Act 1992 (Cth), Age Discrimination Act 2004 (Cth), Fair Work Act 2009 (Cth).
These Acts of Parliament are aimed at eliminating discrimination in the areas of: access to places of work, accommodation, advertising, education, employment, entry to registered clubs, rates of pay, promotion, provision of goods and services, termination and, terms of employment.
It is unlawful to discriminate against any person based on their:
| a) Race | b) | Political opinion | c) | Mental disability |
| d) Sex | e) | Social origin | f) | Physical disability |
| g) Age | h) | Colour | i) | Religion |
| j) Marital/Domestic relation | k) | Sexual preference | l) | National extraction |
| m) pregnancy | n) | family or carer responsibility | o) | trade union activity |
It is unlawful to victimize a person for making a complaint about discrimination.
- Employees must treat everyone (customers, patrons and fellow employees) with respect and courtesy.
- Employee harassment and violence (whether physical or verbal) will not be tolerated. Any staff member found damaging Club property or found to invade the space of any staff member or patron in an aggressive, threatening, or intimidating manner may be suspended from duty and summarily dismissed or face police action pending the results of an investigation.
- Any form of harassment, bullying or discrimination will not be tolerated. An employee may be dismissed for any such inappropriate behaviour.
Any member of staff who is the subject of discrimination in the workplace must notify the General Manager, and confirm it in writing, so that an investigation can be conducted, and appropriate action taken.
Any employee who witnesses another employee being subjected to discrimination in the workplace must notify the General Manager, and confirm it in writing, so that an investigation can be conducted, and appropriate action taken.
If the complaint involves the General Manager, then the employee may address their concerns to the President of the Club.
Staff Gambling
The Club cares about the physical, mental, and financial health of all employees.
- Employees are not permitted to participate in any form of gambling on the Club’s premises, whilst on duty, during meal breaks or outside of work hours, regardless of whether employees are members of the Club or not.
- Forms of gambling include but are not limited to; poker machines, card machines, online gambling, collections of winning tickets or placing wagers on other people’s behalf.
- Employees are not to sit or stand next to a person who is playing a gaming machine or patronise the gaming floor of Strathfield Sports.
- If an employee gives money to or makes arrangements for a person to play a gaming machine, wager on TAB or Keno or enter a Club promotion on behalf of that employee or another employee, the employee may face disciplinary action, up to and including termination.
Employees are not permitted to participate in any form of gambling on Club’s premises whilst they are in Club uniform.
The Club strongly encourages any employee who feels that gambling is becoming a problem for them to access a confidential counselling assistance by contacting ClubSAFE Counselling Service on 1800 99 77 66.
Mobile Phones
- Staff are not permitted to carry or use mobile phones whilst on duty, including within their designated work area.
- Staff are only permitted to use their mobile phones in the staff room or dm office during break time only.
- Should an employee be found to be breaching this provision the employee will be issued with a final written warning and any further instances may result in termination of their employment.
- This also applies to staff who are found to have their mobile phone in their pocket.
The only exceptions are:
- if the employee is given specific permission by the relevant Manager or Supervisor (such permission will only be given for a stipulated period of time).
- If the employee is a Manager/Supervisor that performs a role where approval has been given to carry and use a mobile phone.
Supervisors are only to use phone for work related messages in management group chat. If phone is not in use, it is to be kept in DM office at all times. Prioritising customer service first over management group chat is a must.
The Club will not be liable for the loss of, or damage of personal mobile phones brought into the workplace by employees.
Signing in/Signing out
- Staff are required to sign in/sign out using Deputy App located in the Duty Manager office.
- Staff are required to sign in at the start of shift at rostered time (within 5minute no earlier).
- If staff have been notified to start earlier that rostered shift, the Operation Manager and or Manager/Supervisor on duty must alter the hard copy roster and initial.
- When going on 30min break, ensure staff sign OUT at start of break and sign back IN when returning.
- When staff are required to work longer than rostered finish time, the Manager/Supervisor on duty must alter the hard copy roster and initial. Otherwise sign OUT at the rostered time.
Smoke Breaks
- Smoking is not permitted under any circumstance in any work area whilst on duty.
- Smoking is only permitted in the designated employee smoking areas.
- Employees are not permitted to utilise the Gaming room and Alfresco smoking room, prior or post duty, for smoking, drinking or eating purposes-whilst in uniform.
- Smoke breaks are prohibited during paid working time.
10-minute paid breaks
- Employs requesting a 10-minute break must first verbally request permission from their immediate Manager/Supervisor on shift.
- In quiet trading periods, the Manager/Supervisor on shift has the discretion to permit employees to take a 10-minute paid break.
Allocated break times
| < 5-hour shift | 1 x 10min paid break (subject to demand) |
| 5-9-hour shift | 1x 30min unpaid break only |
| > 9-hour shift | 1x 30min unpaid break + 2x 10min paid break (subject to demand) |
Food and Beverage Consumption
- Eating or drinking is not permitted under any circumstance in any front of housework area whilst on duty. Meal breaks are provided for the consumption of food and beverages.
- Beverages to be consumed and left out of view of customers. (Back of house or in front of fire panel at reception)
- Any food brought onto the premises from an external source must be eaten in the staff room. Board Room is also available if the staff room is full. Board Room must be cleaned after use.
- Any food purchased internally (Red Pepper, Strabeans or Bar meals) must be eaten in the staff room. Board Room is also available if the staff room is occupied. Board Room must be cleaned after use.
- Employees off duty who have changed out of uniform may dine in the dining area.
- Employees are not to loiter in the foyer/reception area when on a break or prior/post duty.
- Employees are not permitted to consume alcohol whist on duty or during any break in duty.
- Employees are not permitted to consume alcohol in any area of the staff room, whether on or off duty.
- Employees off duty who have changed out of uniform and have legally entered the premises may consume purchased alcohol in any area except on the gaming floor.
- The gaming floor is not to be used for food and drink consumption from either on duty or off duty employees at any time.
- On duty employees may purchase a non-alcoholic drink of any description whilst on a break from the Bar or Strabeans.
Purchases
- Employees must ensure that all food and beverage items are purchased and accounted for in all instances. Employee must pay for all food and beverage items at the time they are entered into the till. Employees require a receipt as a record of payment after purchasing an item on Club property.
- Under no circumstances are employees permitted to serve themselves. Staff must receive service from Manager/Supervisor and are not permitted to make or prepare their own meals or beverages.
- Under no circumstances is stock sold by the club to be taken without payment. IOU notes are not acceptable or permitted.
- All alcoholic drinks purchased by staff to take home needs to be paid before Liquor Law time (Mon- Sat 12am and Sun 11pm Cut off time). Staff can leave it in the cool room for collection at end of shift, as long as Manager/Supervisor on duty monitor the purchase.
Beverages
- Staff are instead entitled unlimited post mix. coffee and tea.
- Any non-alcoholic drink can be purchased at staff price.
- Alcoholic drinks purchased after shift will be at member price.
Complimentary food
- Complimentary items not to be taken or consumed unless prior approval per instance has been given by a manager or supervisor.
- Once food has been offered to all Gaming Patron any excess can be consumed back of house.
Strathfield Sports Club Property
• Damage to, misappropriation of or misuse of company property by an employee may result in disciplinary action up to and including termination of employment.
Direction by Manager/Supervisor
- Employees are required to follow all reasonable and lawful directions given to them by a manager or supervisor.
- A manager/supervisor may request an employee, on or off duty, to leave the Club premises immediately if they believe it is required. Any employee refusing may face disciplinary action including dismissal.
Language
- Employees are only to speak English to one another whilst on duty unless requested to do otherwise by a manager/supervisor.
- Employees are permitted to speak another language to a patron of Strathfield Sports where necessary to ensure customer service standards are complied with.
- The use of foul, rude or inappropriate language whilst on duty or whilst in uniform on any Strathfield Sports premises may lead to summary dismissal.
Communication
All employees (including managers) and directors will adhere to the following lines of communication when issuing instructions to staff.
- All employees (including managers) and directors will communicate requests and instructions in a clear and polite manner.
- All employees (including managers) will adhere to the instructions and directions (except those that place the employee in breach of the Law or expose the employee to danger) made by their immediate supervisor.
- The Senior Management will communicate all instructions and requests to the Supervisor on duty.
- The Manager/Supervisor on duty will communicate all instructions and requests to operational staff.
- All directors will communicate requests with the most senior staff member on duty. i.e., General Manager -> Operations Manager –> Manager/Supervisor.
- The President (or their appointed delegate) will issue Board instructions to the General Manager (or their appointed delegate).
- In the absence of the General manager or Operations Manager the President may give instructions to the Manager/Supervisor on duty.
Email and Internet
Email and internet access are workplace tools that facilitate communication and information-sharing. Staff access to email and the internet is a privilege that must not be abused at any time. Examples of unacceptable use of email and the internet include, but are not limited to:
- Sending or forwarding pornographic or other material that could be perceived as offensive.
- Searching for, accessing, or viewing emails with pornographic attachments or other material that could be viewed as offensive, or navigating through websites with pornographic or other material that could be perceived as offensive.
- Spending large quantities of time sending or forwarding emails or website links that are not work related.
- Spending large quantities of time searching for, accessing or, viewing attachments from emails or surfing websites that are not work related.
- Internet use is monitored so any non-related websites accessed will be investigated.
Social Media
Club employees shall comply with the following procedure regarding social media:
- Do not use or access social media during work time.
- Do not use the Club’s computer or internet facilities to access social media at any time.
- Social media it is not to be used in a manner that brings the Club’s reputation into disrepute or harms the Club’s commercial interests. This includes making comments, written or otherwise, that are slanderous or defamatory about the Club, its services, its employees, its members or guests, or its competitors or about the Club’s other business-related activities.
- Social media is not to be used in a manner that constitutes bullying, harassment or discrimination of a co-worker (refer to the club’s bullying, harassment and discrimination policies).
Confidentiality
• Employees are to respect the confidentiality of information entrusted to them in the course of their employment.
Surveillance
• Employees should be aware that all operational areas of Strathfield Sports Club are under constant camera surveillance. Areas under surveillance include gaming floors, change counters, bars, service areas, and back of house storage and administration areas.
Parking
• Unless otherwise advised, staff are currently only permitted to park their motor vehicles at the staff car park (work shed) or 2x front entrance carpark (located on the left side of entrance boom gate). This is subject to change in the near future and will be communicated to staff accordingly.
Personal items
- Employees are not permitted to take bags, mobile phones (Managers with approved mobile phones are exempt), clothing or personal belongings into any designated work area. All personal items brought onto the premises must be placed in lockers provided or in Duty Manager office.
- Employees are required to either ensure that their RSA/RCG competency cards are in their possession at all times. Employees with digital competency cards must ensure that their mobile phones are on the premises and in working order for access in the event of a compliance audit.
Cash Handling
- Manager/Supervisor is to check and count floats at start of shift, at changeover and at closing. Any discrepancy of $5 or more must be followed up with previous Manager/Supervisor on duty.
- Record on DCR of discrepancy.
- Coin and Note increase can only be authorised by the Manager/Supervisor on duty.
- Any Cheque payment must be sighted by the Manager/Supervisor on duty.
- Employees are not permitted to retain any variance that results in an excess of monies recorded. To ensure the float balances.
- Employees may be required to participate in an investigation to identify the source of the discrepancy.
- The Club may refer any discrepancies identified to the Police for further investigations.
Workplace event conduct and attendance policy
Safety and Professionalism: Employees are expected to prioritise their safety and the safety of others at all work-related events. They must adhere to reasonable precautions for health and safety, refrain from harassment or abusive behaviour, and avoid intoxication to the extent that it poses a hazard to themselves or others. As representatives of the Club, staff are obligated to maintain a professional standard of conduct that upholds the Club’s reputation.
Alcohol Consumption: Prior to or following any sanctioned staff social event, alcohol consumption at the club is strictly prohibited without prior approval from Management. While gathering for transportation purposes before the event is permitted, drinking is not allowed without explicit permission. The same rule applies to non-sanctioned events, where groups of staff are not permitted to consume alcohol without prior approval. Additionally, all staff should be invited where feasible.
Event Communication and Attendance: Invitations to sanctioned events will be communicated through established work group social media channels. Rostering for staff events will be conducted fairly, with all staff given the opportunity to attend where possible. A roster will be maintained to ensure fair opportunities for Managers to attend organised events. It is unlawful to discriminate against or victimise any worker because the worker raises an issue or concern about a workplace matter that he or she considers unsafe or is a risk to health.
Breach of Policy
Strathfield Sports Club has an obligation to consistently apply and enforce this policy. Employee must understand and comply with this policy.
Any employee who breaches this policy shall be subject to counselling, training, and/or disciplinary action, which may include termination of employment.
| Version | Authorised by | Date Reviewed | Next Review Date |
| 2 | Phillip Truong | 29/04/2024 | 29/04/2025 |
Scope
This policy applies to all employees of Strathfield Sports Club.