Employer:

Employee:

Position Title:

Reports to:

Location:

Commencement Date

Review:

Award;

Classification:

Annual Remuneration : The first srx (6) months of this agreement will be set as a period of probation
for theEmployee. Thrs may he extended a further three (3) months if required. During
theprobationawpenod. zhe Employer may terminate this agreement following a review

of the performance of the Employee. Iftermination occurs the employee will be given

one-week notice.

Probationary Period

Hours of Work
Time of Instead of
Payment for Section 31.5 of the Pastoral Award Z010 provides for time off instead of
overtime: payment forovertime. Employees may "bank" a maximum of 100
overtime hours. The followingapplies:

1. The employer and employee agree that the employee will take
time off instead ofbeing paid for all overtime that is worked by
the employee under this agreement.
2. Time off must be taken within 6 months of the overtime being
worked at a time ortimes agreed by the employee and employer.
Time off is not taken within 6 monthsof it being worked then the
employer must pay the employee for the overtime, inthe next
pay period following those 6 months, at the overtime rate
applicable to the overtime when worked, unless the employer
agrees to pay out earlier.
3. This agreement will remain in place until the agreement is
terminated. Theagreement may be Terminated by the employer
or employee at any time by notice inwriting.
4. If the agreement is terminated, the employer must pay the
employee for overtimeworked at the overtime rate applicable to
the overtime when it was worked.

Record of Hours The Employee must keep records of hours of work each day including
starting andfinishing times together with details of all breaks taken
during the day. These recordsmust be signed off daily, remain in the
Dairy and be provided to the Employer each fortnight. This will be
monitored by the Employer.

Payment of Wages: Wages will be paid each fortnight into a bank account nominated by the
Employee. Itis the employees’ responsibility to check their pay slips and
advise payroll of anydiscrepancies with regards to payments of wages
and leave.

Please remember that your personal pay arrangements remain

confidential betweenyou and Van Dairy Group and should not be
discussed.

Wet Weather Gear An annual allowance will be paid to the employee on commencement
Allowance: and after eachanniversary of their permanent employment start date.
The employee may elect toforgo the commencement payment in place
of Wet Weather Gear being provided.
Location:
The site to which you are assigned is determined by the needs of the employer.
Theemployer may change the base of employment to an alternate location at any
timewithout having to obtain your consent, by giving you prior notice of at least
four (4)weeks in writing. In the event of such relocation, you will not be entitled to
anyadditional remuneration or compensation.
Driver’s License
lt is a condition of employment that the Employee has and maintains a current
driver licenseThe position requires regular travel on a public road and a current
driver'slicense is an essential requirement ofthe position,

The Employee must notify the Employer immediately of any circumstances where
the

employee may not be in possession of a current driver's license and/or their

driver’slicense has been suspended.

Should the Employee's driver’s license not be current or is suspended by operation

oflaw, the contract of employment may be terminated if suitable duties cannot
Public Holidays:
beallocated
The Nationalwhich do not require
Employment the provide
Standards Employeefortopublic
driveholidays.
on a public road.
Work may
berequired on a public holiday. In such circumstances time off with pay as
mutuallyagreed between the Employer and the Employee will be allowed in lieu of
the publicholiday worked, Time off with pay Wlll be at a ratio of one hour worked to
one-hourtime off with pay.
Annual Leave :
The Employee is entitled to four I4| weeks paid Annual Leave each year in
accordancewith the National Employment Standards. Annual Leave is to be taken by
mutualagreement between the Employee and the Employer.
Annual
Annual Leave Loading of17.S% has been incorporated into the annual salary
Leaveloading :

Personal/Carer’s
Leaves: The Employee IS entitled to ten (10) days paid Personal/Carer’s Leave each year
inaccordance with the Natuonal Employment Standards. The Employee is entitled to
two(2) days unpaid Career’s Leave per occasion in accordance with the
NationalEmployment Standards if the Employee does not have any accrued
paidPersonal/Career’s Leave.

The Employee is entitled to two (2) days paid Compassionate Leave per occasion
inaccordance with the National Employment Standards.

CpmpassionateLeave :

Community
The Employee is entitled to Community Service Leave in accordance with the
Service Leave:
NationalEmployment Standards.

The Employee is entitled to Long Service leave in accordance with the Long
ServiceLeave Act 1976, (TAS).
Long Service Leave

Superannuation: The Employer will pay superannuation on behalf of the Employee in accordance
with the Superannuation Guarantee Act‘ The current employer contribution IS 9.5 %
ordinary time earnings.

Notice of
Termination: Notice 0fTerminat|on us part of the NationalEmployment Slanderedand the
pastoral award 2010.

The following table contains minimum notice periods

Not more then 1 year 1week

More then 1 year but more then 3 years 2weeks
More then 3 year but not more then 5 years 3weeks
More then 5 years 4weeks

lf the Employee is over45 years old and has completed at least two years of
continuous service with the employer, the Employee is entitled to an extra week's
notice.

Notice of termination required to be given by the Employee is the same as

thatrequired of the Employer except that the Employee does not have to give
theadditional notice based upon the age of the Employee.

If the Employee does not give notice the Employer may withhold from the employee
final pay the amount that the Employee would have been paid for the notice period

Conditions: All other conditions not mentioned m this Employment Agreement will be as per
thePastoral Award 2010 and the National Employment Standards.
Agreement for Time off Instead of Payment for Overtime

Name of Employee : _________________________________________

Name of employer : Van Dairy Group Pty Ltd Trading as VDL Farms

1. The employer and employee agree that the employee will take time off instea
being paid for all overtime that is worked by the emnlovee under this agreernenl

2. Time off must be taken within 6 months ofthe overtime being worked at a time or
times agreed by the employee and employer. lifetime off is not taken within 5 m°"‘h5 °m
being worked then the employer must pay the employee for the overtime, in the next PBY
period following those 6 months, at the overtime rate applicable to the overtime when
worked, unless the employer agrees to pay out the accrued overtime earlier.

3.This agreement will remain in place until the agreement is terminated. The agreem
mav be terminated by the employer or employee at any time by notice m writing.

4. agreement is terminated, the employer must pay the employee for overtime
worked at the overtime rate applicable to the overtime when |l was worked.

Employee Name : _______________________ Employer Representative : __________________________

Employee Signature : _________________________ Employer Signature : _______________________________

Date : ______________________________________ Date : _____________________________________

 CONDITION OF EMPLOYMENT

As an employee of Van Dairy Group Pty Ltd you are required to comply with the following requirements and
conditions.

If you fail to adhere to the requirements set out below it could lead to terminate of your contract of
employment.

APPOINTMENT
The employee is appointed to the position set out in the attached position description.

DUTIES
The employee's duties include the duties set out in the position description and such other duties as the
employee may determine from time to time which are consistent with the employee's skill, competence,
training and status with the employer. The employee will:

(a) Conform to, observe and comply with:

 The policies of the employer (whether written or stated); and
 All legal, regulatory and statutory requirements including, without limitation, the
requirements of occupational health and safety and anti-discrimination laws; and

(b) Carry out all lawful directions of the employer ; and

(c) Carry out the employee’s duties in a professional and business like manner.

PERFORMANCE REVIEW

The employee’s performance will be reviewed by the employer annually form the commencement Date.
When reviewing the employee performance the employer will take into account the following factors:

(a) Standard of the employee’s performance of theemployee’sduties ;

(b) The employee’s atitide and loyalty;
(c) The employee’s conduct : and
(d) Compliance by the employee with the employer’s directions, policies and procedure.

PERSONAL/CARE’S LEAVE

Medical certificates are required for any period of personal/care’s leave.

“immediate family” is defined as follow:
(a) A spouse, child parsent, grandparent, grandchiledor sibling of the employee;
(b) A child , parent grandparent , grandchild or sibling of spouse of employee.

CARE’S LEAVE :

Care’s leave is leave for the purpose of caring for a member of the employee’s immediate family or household who
requires care or support because of personal injury, illness or an unexpected emergency
COMPASSIONATE LEAVE:

Compassionate leave is leave for the purpose of attending the funeral of a member of the employee's
immediate family or a member of the employee's household or to spend time with a member of the
employee's immediate family or a member of the employee's household who has a personal injury or illness
which poses a serious threat to his or her life.
Statutory declarations or other evidence may be required for periods of compassionate leave.

COMMUNITY SERVICE LEAVE:

Community Service leave is unpaid leave for voluntary members of an "emergency management body” to
engage in voluntary activities which involve dealing with a natural disaster or emergency. "Emergency
management bodies" include firefighting bodies, civil defence and rescue. Community service leave includes
Jury Service Leave.

LONG SERVICE LEAVE:

The employer will pay the employee long service leave entitlements in accordance with the laws of Tasmania.

PUNCTUALITY:

Employees are expected to be ready to commence work at the designated time.

Rest breaks and meal breaks are to be taken at the designated time and employees are expected to work up
to the time the break is to be taken or cessation of work for the day and be ready to commence duty at the
designated time following such rest period and/or break. In circumstances where an employee is unable to
attend for work, the employee must verbally notify the employer of such absence before the time designated
to commence work.

ABANDONMENT OF EMPLOYMENT:

The absence of an employee from work for a continuous period exceeding three working days without the
consent of the employer and without notification to the employer is evidence that the employee has
abandoned their employment.
If within a period of 14 days from their last attendance at work or the date of their last absence in respect of
which notification has been given or consent has been granted an employee has not established to the
satisfaction of their employer that they were absent for reasonable cause, the employee is deemed to have
abandoned their employment.

GENERAL BEHAVIOUR:

Employees must conduct themselves in such a manner as to not interfere with or disrupt the harmony of the
worksite. Employees must not act in such a way as to be a hazard to themselves or their fellow workers. No
'horseplay'or practical jokes are permitted as these can result in accidents and injury.

SERIOUS MISCONDUCT:

Serious misconduct such as unauthorised use of machinery, violence, abuse, sexual harassment, theft, fraud,
attendance at work under the influence of alcohol or drugs, conduct which causes serious and imminent risk
to the health or safety of a person or the reputation, viability or profitability of the employer's business, and
refusal to carry out a lawful and reasonable instruction of the employer will result in instant dismissal.
ALCOHOL/DRUGS/SMOKING:

The company is concerned with the general health and welfare of our employees and is committed to ensuring
the highest possible safety standards in all its operations. For this reason, we have protocols in place for Alcohol
and other Drugs Management and a Smoke-free workplace. All employees must make themselves familiar with
and comply with these protocols as part of their employment.

HOUSEKEEPING:

Keep work area as clean as possible at all times and clear of any obstacles. A clean work area is a safe work
area and will lessen the risk of injury. Be clean in your habits - clean up as you go.

Wipe all oil, grease, spillages, etc., as soon as possible.

Keep aisle and passage ways clear at all times. Do not stack anything in front of exit doorways. Soft drink
cans/bottles, lunch wraps, confectionery wrappers, etc. must not be left at the worksite. (You brought it in -
you take it out).

HYGIENE:

Good personal hygiene will help to reduce risk of illness due to infections or contamination with hazardous
substances that you may be exposed to Cigarette smoking can add to risk of lung disease, and if you are a smoker,
we would support your attempts to quit smoking. You must:
 Ensure that you wash up after handling pesticides, dogs and cattle. Any pesticides on the skin should be
washed off immediately.
 Make sure that your work clothes are washed regularly. You will need to wash them daily if you are
working with pesticides.
 NOT smoke inside buildings or any cabined machines
 Keep cabins of machines clean and free of food scraps. Keep up to date with your tetanus shots.

MACHINERY:

Unauthorised use of machinery is strictly prohibited. Employees charged with the operation of machinery
must do so in accordance with the employer's instructions and must at all times operate the machine in a safe
manner. Any faults with the machine must be reported to the employer immediately.
The esployer notes its responsibilities to the employee in this position. In respect of the employee's
responsibilities regarding staff employed by the employer but reporting directly to the employee, the
•employee is to ensure that all such staff are trained and aware of all health and safety hazards in respect of
any machinery. Employees under 16 years of age are not permitted to operate machinery.

WORK CLOTHES:
.
You are expected to come to work dressed in suitable clothes which do not pose a safety risk.
These include:
 Sturdy work boots with non-slip soles for general work on the farm.
 A broad brimmed hat or hat with a neck cover for outdoors work.
 Jewellery should be kept to a minimum. No rings, necklaces, bracelets or dangling earrings.
 Tough work overalls, or long leg washable trousers, or sensible work shorts. Comfortable shirt. Long
sleeves should be either buttoned at the wrist, or rolled up in such a way that no loose ends can be caught
in machinery or on protruding materials.
 Shirts should be tucked into trousers, and there should be no loose clothing that could become entangled
 e... cords of jackets etc. in machinery or moving parts.
 Long hair should be tied back, out of the way of machinery.
 Suitable wet weather gear when needed.
 Under no circumstan will thongs be considered to be safe or suitable footwear.

EXPOSURE TO THE SUN:

Medical evidence strongly recommends that during the warmer months, November to March each year,
persons working outside should wear a broad brimmed hat or hat with a neck cover and all skin exposed to
direct sunlight should be covered.
In instances where employees choose not to follow this procedure and cover up, it is strongly recommended
that a maximum UV sunscreen be worn at all times whilst working outside. Particular attention should be
given to the back of the hands.

WORK HEALTH AND SAFETY:

The employer reserves the right to direct an employee on any matter regarding Work Health and Safety at
any time during the term of the employment.

Van Dairy Group Pty Ltd Pty Ltd is committed to providing and maintaining a safe and healthy work
environment for all employees, contractors, customers and visitors.

Employees must understand and be committed to the company's Work Health and Safety Policy.

They must work in such a manner so as not to put themselves at risk of injury or disease and must also go
about their work in such a manner so as not to endanger or put at risk of injury or disease, other persons in
or about the workplace.

The employee must report to the employer as soon as practicable any unsafe machinery, act or situation. In
the event of an emergency the first priority is to report it.

Unless you have been specifically trained, you should not involve yourself in trying to control the problem.

It is a condition of your employment to identify and report all accidents, incidents and hazards within the
Workplace.
If you suffer an injury whilst working (farm name) Pty Ltd it must be reported to Management
as soon as possible.

USE OF PROTECTIVE CLOTHING AND EQUIPMENT:

Protective clothing and equipment is provided for your protection as required for hazardous jobs. You must
use these as instructed, and you must clean these properly after use, and keep them in good order. Disciplinary:
action may be taken if you intentionally misuse or damage Personal Protective Equipment (PPE).

You must let the manager/owner know if protective equipment is damaged or not available, or if you are
having difficulty in using the equipment provided.

Employees must wear:

• Ear muffs or plugs when directed or when you feel necessary.

• Helmet for head protection when riding the Quad Bike (ATV) or using the Side-by-side (UTV).
• Seatbelts (where fitted) in Side-by-side (UTV) vehicles and Tractors
• Protective gloves, face mask, overalls for handling chemicals.
Sunscreen and a broad brimmed hat when you are working in direct sunlight.

RIDING THE MOTORCYCLE/QUAD BIKE:

• Suitable clothing, including tough trousers, boots and a helmet must be worn when riding the farm
motorcycle/quad bike.
• Before setting out at the beginning of each day on the motorcycle/quad bike, you are expected to refuel,
and check that tyres, brakes, guards and chain tension are in good working order.
You should become familiar with the riders manual for any motorcycle/quad bike you ride. It is a condition
of your employment that you comply with the manufacturer’s Operators Manual.
• You should limit your riding speed to the condition of the tracks and terrain.
• No passengers are permitted on the quad bike.
Riders must be over the age of 16 and hold a quad bike certificate or be willing to obtain one

BEING READY FOR EMERGENCIES:

• Before setting out each day you must ensure that you have adequate water to keep you well hydrated.
• Always let someone know your planned location on the farm
• Emergency telephone number is 000
• Please advise the owner/ manager if you have a medical condition or allergy for which you may need
assistance, and where emergency medication is located.

HANDLING FARM CHEMICALS:

The pesticides which we may use on this farm include chemicals to kill or control insects, weeds, fungal
diseases, mice or rats.
 All persons handling pesticides must comply with the instructions detailed on the label for mixing and
applying pesticides, and use personal protective equipment provided.
 If you cannot read or understand the instructions, you must ask for help before continuing.
• Always take water for washing down, and clean clothes when using pesticides
• When you have finished your pesticide job, equipment should be washed down and the pesticide should
be locked away in the chemical storage area.
 Please familiarise yourself with the chemical SDS

EQUIPMENT OPERATION AND MAINTENANCE:

 You must become familiar with the Operators Manual for all machinery that you operate.
 You must comply with all safety warnings on stickers and in the Manual.
 You must not operate an unguarded machine.
 Whenever you remove a guard to undertake machinery maintenance, or to clear a blockage, you must
replace that guard at completion of the repairs.
 The owner/manager should be informed of guards which are damaged or where there are exposed
moving parts of machines causing safety hazard.
 If leaving a machine when the engine is running, you must ensure that working equipment is disengaged.
 Equipment should be put away after use in its correct place.

HANDLING STOCK:

 Before working with stock, you should check the condition of yards and handling equipment to ensure
safety.
 Extreme care should be taken when working with cattle in confined areas to avoid being charged or
crushed.
GRAIN AND FODDER HANDLING:

 If you suffer from asthma, you should report this to the manager so that special arrangements can be
made to protect your health and safety.
 Silos are confined spaces. Where possible you should avoid entry. If you need to enter the silo, you should
have a fellow worker in the vicinity, and be in communication at all times, and use dust masks provided.
Safety harnesses must be worn
 Must have a Certificate in Confined Spaces
 Grain in storage areas may have been treated with chemicals to control insect damage, and additional
precautions must be taken to protect from exposure.
 Access ladders to silos must be guarded at all times to prevent access by children.
 Grain handling poses significant risk of suffocation. Silos should not be entered while grain is being
moved.
 Children are not permitted in the vicinity of the grain or hay handling areas.
 Guards should be in place on all grain augers during operation. This includes flight guards, drive shaft
guards and belt/pulley guards.
 When moving augers, ensure that they are empty, and fully lowered, and that the transport route avoids
all overhead power lines.

GENERAL:

 If you feel you do not have the experience to undertake a job safely, please advise the manager, and do
not go ahead with the job.
 The laws of this state require that the owner/manager provide a safe place of work and safe work
systems. In order to help us meet these obligations, you are expected to advise the owner/manager of
any safety hazard or problem that you come across.
 The same law requires that you as a worker must take care to ensure the health and safety of others who
are on this farm - including other workers, family and visitors.
 You are also required to cooperate with the company Work Health and Safety program, and comply with
our requirements to protect your own safety and others safety.
 The law also requires that the safety of visitors and contractors who enter this workplace be assured. You
must look out for hazards to health and safety for family members, contractors and others who enter the
farm.
 If there are children on the farm, their safety must be a high priority. Please be careful when driving
vehicles or machinery, never reversing without checking for children.
 Children are not permitted on tractors or other farm machinery.
• Children are not permitted in the yards when animals are being handled.
 The safety of the people on this farm takes precedence over all other considerations, especially when we
are under pressure!

ANIMAL WELFARE POLICY:

The company has an Animal Welfare Policy which has been discussed with you.

The company has a zero tolerance to breaches of this policy and any such breach must be reported to your
immediate supervisor who must then report to the CEO on the breach and recommended actions.

The most likely action will be immediate dismissal if following a full investigation the breach of policy is
proven.
If you should be aware of a breach of the policy it is your responsibility to take action and advise your
immediate supervisor or other company representative immediately.

PRIVACY ACT:

The employer is bound by the rules and regulations contained in the Privacy Amendment (Private Sector) Act
2000) and accordingly, the employee must comply with the attached Company Policy in respect of the Act.

CONFIDENTIALITY AND COMPETITION:

The employee is to ensure that all information relating to the Company, its shareholders and its business
disclosed or made available to you, remains confidential and is not disclosed to any person outside the
Company.The information to be kept confidential under this paragraph includes terms of this Agreement
(including your remuneration package).
All concepts, ideas, marketing and advertising programmes, positioning and campaigns developed by you,
either alone or in conjunction with others, or developed by others and of which you become aware during or
by reason of your employment with the Company, are to be the sole and exclusive property of Van Dairy
Group Pty Ltd Pty Ltd which may, during your engagement or after the termination of your employment,
request that you deliver these to it. It is a condition of your employment that you comply with such request
promptly and fully.

AUTHORITY:

Your authority levels are such that your position provides you full authority to carry out the activities
necessary foryou to achieve your responsibilities as detailed in the Position Description in consultation with
your Manager, but you have no authority to incur debt or sell assets on behalf of the Company.

SECONDARY EMPLOYMENT:

While you remain employed by the Company, you are not entitled to undertake any secondary employment
without prior written approval by the Manager.

In the event that secondary employment is approved, you should provide full contact details of all secondary
employers, the number of hours worked, and the remuneration received.

CONFIDENTIALITY AGREEMENT

During the course of your employment with Van Dairy Group Pty Ltd Pty Ltd you will acquire information or
knowledge about our about our operations. As part of your employment contract, by signing this agreement,
you agree to abide by the Australian Privacy Principles - Privacy Act 1988 in addition to the company's Privacy
and Confidentiality Policy. By signing this agreement, you agree:
a) To keep strictly confidential, protect and preserve any personal or company information that I may be
exposed to as part of my duties.
b) Not to access any personal information without authorisation;
c) Not to misuse, reproduce, improperly modify, store or disclose any personal or company information that
I am authorised to view;
d) To notify the Chief Executive Officer if I detect any improper use, modification or disclosure of any
personal or company information;
e) That my obligations contained in this Agreement continue even after I am no longer contracted/employed
by Van Dairy Group Pty Ltd Pty Ltd, and
f) That a breach of my obligations outlined in this Agreement will be considered a serious misconduct and a
breach of my contract, and may be grounds for legal action against me.
 AVOIDANCE AND RESOLUTION OF DISPUTES:

The parties to this agreement unequivocally commit themselves to the peaceful resolution of all grievances
and/or disputes arising during the currency of the Agreement.
Regular discussion shall take place between management and employee to identify and alleviate any
concerns, which may lead to a dispute.
Should a dispute arise the parties are committed to adopting the following procedure in the resolution of
grievances and/or disputes:
a) Any grievance/dispute arising shall first be raised by the employee with the employer who shall
endeavour to resolve the matter.
b) In the event the matter remains unresolved either party may in the first instance notify the matter to the
mutually decided arbitrator for conciliation and/or arbitration.
c) All parties unequivocally agree to accept the decision of the mutually decided arbitrator as final
settlement of the grievance and binding on both parties.

EMPLOYEE OBLIGATIONS ON TERMINATION:

At the conclusion of the last day of Employment under this agreement, unless otherwise agreed by the
employer in writing, the employee must return to the employer all property of the employer in the
employee's possession, custody or control including any:
a) Documents, computer disks and tapes, papers, reports, information, programmes and records;
b) Intellectual property;
c) Keys and any associated security passes or devices; and
d) Confidential information and any copies.
e)
EQUAL OPPORTUNITY:

The employer is committed to the principle of equal opportunity for all of its employees.
Any breach of this policy will be considered misconduct and may result in disciplinary proceedings or the
Employment being terminated.

The employee acknowledges the employer's commitment to equal opportunity and agrees not to engage
in any activity inconsistent with the principle of equal opportunity for all employees.
The employee agrees to participate in and co-operate with the employer in any investigation of an
allegation of discrimination.
HARASSMENT, DISCRIMATION, VICTIMISATION AND BULLYING:

The employer is committed to the principle that the workplace should be free from any form of
harassment, discrimination, victimisation or bullying and to fulfilling its obligations to prevent its
employees from being harassed (generally or sexually), discriminated against, victimised or bullied in the
workplace.

Harassment, discrimination, victimisation or bullying is either verbal or physical conduct that creates an
offensive work environment. Harassment, discrimination, victimisation or bullying includes words as well
as acts, pictures and images, manifest attitudes and a hostile or threatening "atmosphere", the effect is to
make a person feel insulted, isolated, offended, intimidated and unable to work effectively or, ultimately,
safely.

Any breach of this policy will be considered misconduct and may result in disciplinary proceedings or
thenEmployment being terminated.

The employee acknowledges the employer's commitment to providing a workplace free of harassment,
discrimination, victimisation or bullying and agrees not to make any statements or engage in any activity
inconsistent with that policy.
The employee agrees to participate in and co-operate with the employer in any investigation of an
allegation of harassment, discrimination, victimisation or bullying.

GOVERNING LAW:
This agreement is subject to federal industrial laws and the laws of Tasmania and the Parties submit to the
non-exclusive jurisdiction of the courts of both jurisdictions.
 POSITION DESCRIPTION
EMPLOYEE:
POSITION TITLE:

1. ORGANISATIONAL RELATIONSHIPS
Reports to: Farm Manager

Supervise: N/A

2. POSITION SUMMARY
The Employee reports to the Farm Manager and is required to workto ensure that the Farm is operated
as efficiently as possible and in accordance with the policies and procedures Of the Company.
3. CORE ACCOUNTABILITIES
Operate the farm as efficiently as possible to achieve agreed key targets.
Comply With directions o' the Farm Manager, all relevant legislation and all company policies.
4. DUTIES
Milk Harvesting
The Employee should at all times ensure milk is produced to the highest quality level.
a. Bring cows from yard to milking shed according to farm procedure.
supplied and operates it within the farm guidelines. Set up tracks and gates for
next Bring cows from yard to milking shed according to farm procedure.
b. Check, and start milking System, milk cooling, refrigeration, washing and feed system. Cup up
cows attending to appropriate udder hygiene.
c. Remove cups from cows following the standard operating procedures (SOP). prepare and apply
teat disinfectant use according to SOP. Oversee the movement of cows from the dairy.
d. Identify cows With clinical mastitis, teat damage, lameness and other illnesses. Follow protocols
for the treatment and recording 01 the condition.
e. At the completion of milking, follow the procedures for plant cleaning and the shutdown process.
Prepare the dairy in readiness for the next milking according to the set guidelines.

Animal Husbandry and Calf Rearing:

a. Assist with the identification and treatment of common ailments of cattle including reproductive
disorders, downer cows and lameness. Assist veterinarian when required. Record all treatments
to meet quality assurance requirements and farm policy. Follow farm guidelines for storage Of
appropriate levels Of veterinary and animal husbandry supplies.
b. Assist With the application Of heat detection aids, identifying, recording, marking and drafting
cows
on heat, segregate and prepare for insemination. Identify cows with clinical mastitis, teat
damage, lameness and other illnesses. Follow protocols for the treatment and recording of the
condition.
c. Assist With the identification and recording Of newborn calves, ensure adequate colostrum
intake and adhere to farm procedures for newborn calf management. Prepare and deliver milk
and concentrates to reared Calves. Observe and treat calves requiring medication. Manage calf
groups through to weaning.
d. Participate in cattle mustering, drafting, transport and application Of Herd ID.

Feed Management and Delivery:

a. Load and feed out conserved fodder using farm machinery either in paddock or on feed pad, hay
feeders or troughs.
b. Set up, operate and monitor concentrate feed delivery equipment at dairy and elsewhere on
farm.
 Pasture Production and Cropping:

 Follow weed management policy on farm.

Plant Equipment and Infrastructure Maintenance:

 The Employee will be responsible for garden and section maintenance around their home. Any
redecoration or changes to the house must be discussed with the Owner and their approval given
before commencement.
 Assist With maintenance program for farm buildings including shedding, dairy and dwellings.
 Assist to maintain and develop paddock infrastructure including fencing, water reticulation,
laneways, and drainage and shelter belts. Maintain and develop stock handling facilities, shedding
and feeding areas.
 Implement the dairy maintenance schedule including replacement Of rubber ware, routine
machine testing and maintenance Of equipment.

Administration

 Communication between the Employee and Farm Manager is vital at all times. Part Of this process
is to have open verbal communication and regular meetings. The Employee should be aware Of
what records are being collated by the Farm Manager and provided to the Operations Manager—
Dairy.
 The Employee must ensure he is aware Of workplace legislation including WHS requirements and
work within these requirements. Where safety equipment is provided or where a specific process
is outlined for performing a task or using plant and equipment then this must be used.
 A roster will be used to allocate an tasks; the employee must actively participate in this roster and
ensure that they fulfil the rostered requirements.

FARM EXPENDITURE

 The Employee does not have the authority to order any goods for the farm without a completed
and signed order from the Farm Manager or where there is a clear Health and Safety matter
requiring immediate action. In this instance the Employee is authorised to take necessary action
and advise the Farm Manager or Operations Manager — Dairy immediately.
 All efforts should be made to conserve electricity, water and minimise waste where possible.

STA FF

 Staffing allocations for properties vary according to the Size Of the farm.
 The Farm Manager is required to treat all employees in a manner that is fair, educative and
broadening to the employee and does not bring discredit either to the Farm or the Owner.
 The Farm Manager must comply fully with all statutory employment requirements.
 The Employee must likewise treat all other farm employees in a similar manner.

HEALTH & SAFETY AND RESOURCE MANAGEMENT:

At all times the Employee and any other staff must with both the of the Health &
Safety and Resource Management regulations and policies and procedures of the property.

PRIDE OF OWNERSHIP:

The tidiness and appearance Of the Farm is very important to the Owner and attention to this bv the
Farm Manager is expected such that the is maintained in a neat, tidy and presentable State at all times.
COMPANY PROFILES:
 The Owner has a number of and procedures and is continully developing these further to
key Farm Managernent areas.
 The will provide training to ensure employees are aware Of their responsibilities under
these policies.
Adherence to these policies is a requirement for all employees.

KNOWLEDGE. SKILLS AND EXPERIENCE:

 Good communications sills
 Self motivated and honest
 Stock Handling
 Ability to work independently
 Ability to work efficiently during times of pressure
 physical fitness
 Punctual
 ATV operation
PERSONAL COMPETENCY:
Acceptance Of direction
 Acceptance Of direction and code Of Within the business.
Accuracy and eye for detail
 Demonstration Of a concern for accuracy.
 Attention to all requirements Of a task and Of checking and follow-up,
Punctuality
 Ability to be on a regular basis and appropriate communication in the event of being
delayed.
prioritizing Skills
 Identification Of the important requirements Of the farming enterprise.
 Implementation Of priority tasks Within the resource capabilities available.
Confidence
 A quality of self-reliance and boldness,
 A confidence and belief in ideas and opinions and a Willingness to express and act upon them.
Empathy
 The ability to perceive and understand the feelings Of Others.
Flexibility to Cope with change
 Demonstration Of the ability to ir"tigate. Support and Cope With change,
Handling pressure and stress
 The ability to continue to perform well under pressure or Stressful circumstances.
Initiative
 An ability to take action when enterprise is required.
 Actively seeks out opportunities to make extra contributions to benefit the business.
Interpersonal skills
 The ability to interact appropriately and successfully with people of all different types and at
different levels.
Listening skills
 The ability to give Close attention to someone, instruction and involve in discussion.
Teamwork
 The ability to work With other people towards a commcm
 To establish effective collaborative relationships with Other people in the business
Work ethic
 The to Within the boundaries Of what is a reasonable industry expectations,
Communication:
 Ability to communicate clearly and effectively via phone, SMS. interpersonally email, present
ideas and to document activities; to source, read and interprets written information.
 To keep all Stakeholders up to date.
Employee Name:

Employee Signature:

Employer Representative:

Employer Signature: —