Tips to help you succeed as an Entrée Recruitment Temporary Employee!

As part of the Entrée Recruitment team, we ask that you represent yourself in the best possible way as you are not only representing yourself but also Entrée Recruitment.  You can take pride in the knowledge that we only select the best possible applicants and we aim to ensure our clients receive the best possible service.  Here are some tips to keep you in continuous temp work and to ensure your success:

• Ensure that you allow plenty of time on the first day of your new assignment to find our clients’ office or premises and to familiarise yourself with the office environment
• Present yourself in a professional manner and take pride in your appearance.  Ensure that your clothing is suited to the environment of the office or premises
• Maintain a flexible work attitude; be a cooperative and supportive team member
• Confirm your lunch break and any other meal breaks with your Supervisor at the start of your assignment. 
• Contact our office no less than 1 hour prior to your start time if you cannot attend work for any reason at all e.g. car problems, sickness etc
• The Employee shall complete a Timesheet for approval no later than 7pm each Friday during the completion of an assignment. In the case of working on a Saturday or Sunday, the Timesheet shall be completed no later than 7pm Sunday or upon completion of Sunday shift.
• Please notify us immediately of any changes to your personal details, including phone number, address and banking details
• If you are temporarily unavailable or have found alternative employment, please keep us informed
• Ensure that you follow our clients’ policies and procedures whilst working on their premises
• Do not smoke in a non-smoking environment
• Ensure your personal mobile telephone is switched off while you are at work. Leave our office number with your children’s schools or child care facilities, next of kin, partner or other contacts - we are more than happy to pass any important messages on to you.  Personal telephone calls should be made in your own time out of hours
• Adhere to our Discrimination and Harassment, Equal Opportunity and Internet and Email Code of Conduct policies
• Only use our clients’ facilities for work purposes

• Worker & Employers Rights & Responsibilities

• Discrimination and Harassment Policy

• Equal Opportunity Policy

• Internet & Email Code of Conduct

• Work Health and Safety

Documentation

At the beginning of each new assignment you will be provided with a Summary of Assignment Conditions email pertaining to the specific assignment you are about to undertake.  This email will confirm details including the location of your assignment, pay rates, modern award coverage, start and end dates and the person to whom you should report to.

This summary of assignment conditions should be read in conjunction with your Employment Induction Information and Contract of Employment – Casual On-Hire. Please sign the Contract of Employment and return to mail@entree.com.au, unless you have already provided us with a signed copy. 

If this is your first assignment with Entrée, you will receive a separate email with your username and link to the Employee Portal via our system, please check your junk mail if not received as sometimes it can appear there as spam.  You can also log into the portal via Employee Portal on our website.

The Employee Portal will enable you to add and update your payroll information, access your weekly payslips and submit your weekly timesheets. 

All temporary employees working for Entrée Recruitment are required to read and complete any required information prior to commencing an assignment.  If we do not have your details, we cannot pay your entitlement.

It is your responsibility to ensure that the information provided is accurate.  In relation to the Tax File Number Declaration form, you must ensure that details are correct, as an incorrect answer could affect the amount of tax deducted from payment made to you during each temporary assignment.

Professional Conduct

It is expected that your conduct as a temporary employee of Entrée Recruitment will be professional and appropriate at all times.  This includes adherence to policies in effect at each client location, dress and personal presentation, attitude and confidentiality.

Communication

It is important for us to maintain contact with you throughout your assignment. Equally, it is important you telephone us:

• when there is an emergency which means you cannot perform your responsibilities in accordance with the contract

• if you have an accident while you are on a temporary assignment (see workplace accidents)

• if the client asks you to change the terms of your assignment, particularly in relation to conclusion dates or tasks/responsibilities or if experiencing difficulty or concerns with the assignment

Discrimination and harassment are considered to be unacceptable behaviours and will not be tolerated. Entrée Recruitment is committed to maintaining a comprehensive strategy for eliminating discrimination and harassment.  Discrimination and harassment are against the law and appropriate action will be taken against any individual engaging in such conduct.

What is unlawful discrimination?

Under federal and state legislation unlawful discrimination occurs when someone, or a group of people, is treated less favourably than another person or group because of their race, colour, national or ethnic origin; sex, pregnancy or marital status; age; disability; religion; sexual preference or some other characteristic specified under anti-discrimination or human rights legislation.

What is unlawful harassment?

Under federal and state legislation unlawful harassment occurs when someone is made to feel intimidated, insulted or humiliated because of their race, colour, national or ethnic origin; sex; disability; sexual preference; or some other characteristic specified under anti-discrimination or human rights legislation.

Harassment can include behaviour such as:

• telling insulting jokes about particular racial groups

• sending explicit or sexually suggestive emails

• displaying offensive or pornographic posters or screen savers

• making derogatory comments or taunts about someone’s race or religion

• asking intrusive questions about someone’s personal life, including their sex life

With harassment and discrimination, the law puts the emphasis on the perception of the complainant. Your intention doesn’t matter. 

PLEASE THINK FIRST, AS IT MAY OFFEND.

If you have concerns, wish to discuss this further or feel uncomfortable about an incident that has occurred; please contact your Consultant to discuss in more detail.  You can also contact an Advisor at the Equal Opportunity Commission.

Equal Opportunity Policy

It is the policy of Entrée Recruitment that there shall be no discrimination against applicants, candidates or temporary employees in relation to their sex, marital status, pregnancy, sexuality, race, impairment or age.  They shall be treated in accordance to their abilities, aptitude, skills, qualifications, knowledge and experience.

The Equal Opportunity Act outlines the rights we all have in our public area of life. In summary, it is against the law to treat an employee or volunteer unfairly based on their age, race, sex, sexuality, marital status, pregnancy, disability. It is also against the law to sexually harass or victimise an employee or volunteer.

In the workplace, both employers and employees have responsibilities:

Employer’s responsibilities:

• to take all reasonable steps to prevent unlawful discrimination and harassment from occurring

• to respond quickly, seriously and effectively to complaints should they arise

Employee’s responsibilities:

• not to unlawfully discriminate against or harass work colleagues or clients

• to ensure that colleagues and clients understand and abide by relevant workplace policies

Internet and Email Policy

Working as a temporary employee for Entrée Recruitment at our client site, you are likely to be provided with Internet and email facilities.  We recommend that you observe Entrée Recruitment’s email and internet policy in line with the policy of your host employer.

This Code of Conduct sets out the appropriate standard of behaviour for all temporary employees accessing on-line services, including the Internet and email.

Breaches of the Code may result in disciplinary proceedings.  Where it is established that a serious breach of the Code has occurred, the temporary employee(s) who committed that breach will face the prospect of being dismissed.

This Code of Conduct is designed to protect Entrée Recruitment and its employees from legal liability arising from breaches of anti-discrimination and other laws.  Note also that email can be subject to court orders for production as evidence in the course of litigation.

The Code

1. Only use the Internet and email for legitimate business purposes related to your job e.g. do not access your facebook or Hotmail accounts etc.

2. Do not use work time and your host organisation’s resources for personal gain.

3. Do not use the Internet or email to send defamatory, threatening or obscene messages to other employees or to anyone outside your host employer.

4. Do not use the Internet or email to send racially and/or sexually harassing messages or other illegal communications to other employees or to anyone outside your host employer.

5. Do not download, retrieve or forward sexually explicit, racist or otherwise discriminatory or illegal material from the Internet or from email at any time while you are on work premises.

6. Do not send chain mail.

7. Do not, without express authority, access (hack) any computer.  This behaviour is illegal, leaving employees liable to criminal prosecution as well as disciplinary action by Entrée Recruitment.

8. When you send an email, remember it becomes a part of the public arena.  As such, you should consider the confidentiality of information you transmit. Although forwarding of emails is now supposed to be with the express permission of the original author, you should not assume that this will always occur.

9. Obey copyright laws.

10. It is the prerogative of the host employer to have in place appropriate monitoring software that reflects internal policy, particularly to protect the company and its staff from offensive material, virus attacks, or stealing of company information or intellectual property.

We impose these guidelines to ensure that there is uniformity in the usage of email and Internet facilities and to ensure that you do not expose yourself, your host organisation, or Entrée Recruitment to company litigation.

No Smoking Policy

Under the Work Health and Safety Act it is Entrée Recruitment’s responsibility to protect all temporary employees, including smokers, from being exposed to a health hazard at work.  To this end, Entrée Recruitment has a No Smoking Policy in the office which could ultimately lead to dismissal if a temporary employee does not abide by this policy.

Temporary employees on a client site will be required to observe the client’s No Smoking Policy.

Drug and Alcohol Policy

Consumption of drugs or alcohol within Entrée Recruitment or client premises or coming to work under the influence of liquor or drugs is strictly forbidden.  Alcohol can only be consumed in specifically designated areas during company functions, although a total ban may apply on some client premises.  You may be asked at any time either prior to placement or whilst working on client premises to test for foreign substances.  Failure to comply with this policy may result in instant dismissal.

* Client Responsibility

All clients are responsible for the provision of a safe working environment; safe systems of work; plant and equipment in a safe condition and the provision of such information, instruction, training and supervision as necessary to ensure the safety of temporary employees.

Induction and Training

In conjunction with the induction program conducted at Entrée Recruitment, you should receive an induction at each client site.  This on-site induction should include:

• orientation of facilities

• fire/evacuation/emergency procedures

• first aid facilities and Officer

• ergonomics/layout of workstation and areas

• specific training/induction on equipment/machinery being used

• COVID-19 safety and prevention strategies 

Do not use any machinery/equipment without having received instruction on safe use.

Work Health and Safety

Entrée Recruitment places a great emphasis on the prevention of work-related accidents and illnesses.  It is important that you ensure you are aware of safe operating procedures and work practices prior to commencing each temporary assignment and to ensure you work in a safe manner at all times.

The Entrée Recruitment client with whom you are placed should provide workplace-specific safety training to ensure that you are familiar with the particular responsibilities of your assignment. It is a condition of engagement that you agree to observe the safety instructions set out in this handbook and those of the client to whom you are assigned.

Entrée Recruitment is committed to your safety and stopping the spread of COVID-19. We recommend using prevention practices recommend by the World Health Organisation and Department of Health and it is your responsibility to continue to check these websites and keep updated with current information,  recommendations or restrictions.

Entrée Recruitment is committed to consultation and cooperation with temporary employees and clients on all health and safety issues.  The consultation process will involve the sharing of information and the exchange of views to provide a genuine opportunity for all to contribute effectively to the elimination of and control of risks.

Regular consultation with temporary employees and clients allows the free flow of information and gives all temporary employees and clients the opportunity to discuss WHS issues.

Safety and You

Your safety, and the safety of the people that you are working with, depends on your awareness of safe working practices and the need for a safe working environment.

Safety is a cooperative effort.  Entrée Recruitment acknowledges its obligation and the client also has an equal responsibility to provide a safe working environment.  You will contribute by having a positive and attentive attitude to safety and by:

• ensuring you are familiar with the work environment including first aid facilities and fire/emergency procedures

• making sure you know how to do the job safely before you commence

• learning that safety is part of the job

• reporting anything you feel is unsafe about the plant, equipment or work environment

• discussing any aspect of job safety that you are concerned about

For information regarding ergonomics for the computer workstation click here

Your Responsibilities

• you are legally required to protect your own health and safety and to avoid adversely affecting the health, safety and welfare of any other person

• you must follow Entrée Recruitment’s policies, procedures and rules.  It is the responsibility of all temporary employees to insist that all actions are carried out in a safe manner

• you are required to report hazardous situations, unsafe methods and actions by other temporary employees or persons engaged by the client that might endanger others.  It is the responsibility of all temporary employees and persons engaged by the client to actively assist on the rehabilitation of an injured fellow worker

If you are injured, you must:

• report the accident to your Entrée Recruitment Consultant immediately (within 24 hours)

• provide a medical certificate to Entrée Recruitment to cover all time lost from work due to the workplace related injury

• attend all medical appointments reasonably made for you

• actively participate in an established rehabilitation program to return to work It is an offence to provide any false or misleading information about a claim.

A hazard is anything that has the potential to cause damage, injury or illness.

Entrée Recruitment has a Work Health and Safety (WHS) policy which confirms our commitment to the identification, assessment and control of hazards in the workplace.

Incident Report Forms are available from our office, please contact your Consultant.

If you identify a hazard whilst on an assignment with a client, please communicate this to us immediately.

It is our wish that your time of engagement through Entrée Recruitment will be a safe, rewarding and positive experience.  We encourage you to speak with us at any time if you wish to discuss any aspect of your temporary assignment.

If a workplace injury does occur, workers and employers have clear rights and responsibilities. The workers’ rehabilitation and compensation system is designed to ensure:

• the injured worker receives appropriate support and medical care

• the worker is assisted to return to safe work as soon as possible

• steps are taken to prevent the workplace injury from happening again

Employer responsibilities

Under the workers’ compensation system employers have a responsibility to:

• provide a safe working environment

• provide safe, suitable alternative work, and be actively involved in an injured worker’s rehabilitation

• keep in touch with their claims agent. Until the injured worker is doing full-time normal work, notify the agent if there is any change in type of work or hours, or if the employer is thinking of terminating the worker’s employment

Employer rights

Under the workers’ compensation system employers have a right to ask their Claims Agent to:

• review a claim if they believe that weekly payments to a worker should be stopped or reduced

• arrange for an injured worker to attend an examination by a recognised medical expert

• provide copies of medical reports and request a report on an injured worker’s medical progress and incapacity for work

• request a review of decisions made about the claim

• take into consideration any other relevant factors          

Worker responsibilities

Under the workers compensation system injured workers have a responsibility to:

• report injuries to your employer or supervisor as soon as possible

• seek appropriate treatment for the injury

• provide your employer with a Prescribed Medical Certificate (available from the treating medical practitioner) if you lose time from work or you wish to make a claim

• participate actively in your treatment and rehabilitation

• do suitable tasks your doctor says you’re are fit to do once a return to work plan is in place

• attend an examination by a doctor nominated by the claims manager (for an assessment only)

Worker rights

Under the workers’ compensation system, injured workers have rights to:

• make a claim for compensation

• choose their own doctor or specialist and seek a second opinion

• to have a representative (e.g. family member, union representative, solicitor or interpreter) at meetings to discuss their claim

• have any personal information kept confidential

• have a copy of their rehabilitation plan and be consulted in its preparation

• be provided with a copy of all medical reports relating to their claim

• request a review of decisions made about their claim

• request a copy of their claim file

​For more information, go to Return to Work SA.

• steps are taken to prevent the workplace injury from happening again

A new Fair Work information and Casual Employment information statement has been released.

The Fair Work Information Statement is information issued by the Fair Work Ombudsman that gives new employees a summary of the National Employment Standards and conditions of employment in Australia.

Employers must give every new casual employee a Casual Employment Information Statement (the CEIS) before or as soon as possible after they start their new job.

• Fair Work Information Statement and information

The Fair Work information statement is available for everyone and offered in other languages. Access Other Languages.

• Casual Employment Information Statement

Do not attempt to use your own software on a client's equipment. You may accidentally introduce a virus to their system.

Can I use the internet and send personal emails whilst on assignment?

No. Please refer to our Internet and Email Policy and The Code of Practice in our Employee Induction Pack so you are aware of our expectations whilst you are on a client site.

Please read your Employment Contract – Casual on Hire very carefully. Once you commence an assignment with us you are obliged to abide by the contract, including the confidentiality of any information you become aware of while on assignment.

Please visit our comprehensive FAQ page. Don't hesitate to contact mail@entree.com.au or (08) 8100 8877 if you cannot find an answer to your query.