Candidate Induction Booklet - v23.03.2020

OnSite Recruitment
Candidate Induction Handbook
Welcome to OnSite Recruitment

OnSite Recruitment prides itself on identifying and placing quality candidates to our
clients.
You have been chosen to represent OnSite Recruitment.
This Induction booklet will provide you with all of the information you need to start as
an employee of OnSite Recruitment.
Please read this document carefully.

Please sign the acknowledgement form that is provided to you
Please keep this Induction book as a guide for your future work with us at OnSite Recruitment.
OnSite Recruitment Page 1 of 27

Version 4 – March 2020
Approved by Jarrod Hart
OnSite Recruitment
Contents
Item Description Page Number
1. OnSite Recruitment Business and Workplace Health and Safety Page 3
Commitment
2. Workplace Health and Safety Policy Page 4
3. Respectful Behaviour in the Workplace Policy Page 5
4. Drug and Alcohol Policy Page 6
5. Dispute Resolution Policy & Process Page 7
6. Fatigue Management Policy Page 9
7 Important Employee Information- Timesheets; Clock On & Off; Page 10
Personal Protective Equipment
8 Important Employee Information- Absences from work; Work Page 11
Assignments;
9 Important Employee Information- Inductions to work; Instruction & Page 12
Training; Licences
10 Important Employee Information- Safety at Work; Injury Notification; Page 13
Workplace Communication & Consultation
11 If you are injured at Work Page 14
12 Important Return to Work Information Page 15-17
13 Workplace Hazards– Manual Handling Page 18
14 Workplace Hazards- Manual Handling; Hazardous Chemicals Page 19
15 Workplace Hazards- Plant – Machine Hazards Page 20
16 Workplace Hazards- Lock Out Tag Out; Traffic Management; Hand Page 21
Tools.
17 Workplace Hazards- Electrical Tools; Working at Height Page 22
18 Workplace Hazards- Working at Height; Workplace Noise; Page 23
19 Personal Protective Equipment & Group Disclaimer. Page 24
20 Privacy Policy, Collections & Disclosures Page 25
21 Feedback Page 26
22 Acknowledgement Form Page 27

OnSite Recruitment
ONSITE RECRUITMENT BUSINESS & WORKPLACE HEALTH AND

SAFETY COMMITMENT
Our Business Focus

We take pride in our complete commitment to our candidates and our clients
• The quality of the people we place, our pre-employment assessment and the training and
development offered to staff whilst employed
• OnSite account management and labour pool management
• Our approach to safety and focus on achieving zero harm
• Providing best value through competitive pricing
Our Safety Focus

OnSite Recruitment believes that our candidates are one of the keys to our success as a business.
Our safety focus is geared towards achieving a goal of Zero Harm.
We provide training and instruction in workplace safety for our candidates
We provide support to our clients to improve workplace safety on their worksites.

OnSite Recruitment
WORKPLACE HEALTH AND SAFETY POLICY

OnSite Recruitment recognises its obligations under the Occupational Health and Safety Act (Victoria)
2004 and (Queensland)2011.
We are committed to providing a safe and healthy work environment. Senior Management recognises
their responsibility for the management of the Occupational Health and Safety at its workplaces and
client workplaces and for its employees.
We are committed to ensuring that the conduct of our business complies with all Occupational Health
and Safety Acts, Regulations and Codes of Practice.
We recognise that regular consultation with all our business stakeholders will help us to achieve a
workplace that is as free from hazards and risks.
Our commitment to Workplace Health and Safety means that we will:
Provide and encourage our clients to provide a safe and healthy workplace and working conditions for
all persons related to our work and our workplace; this includes employees, contractors, customers,
visitors and business partners.
• Provide training to enable all employees to work as safely as possible.

• Consult with our employees and clients to assist in reducing hazards and risks and improving
safety programmes in the workplace.
• Review our policies and procedures periodically to ensure that we and our clients are providing
a workplace that is as safe as possible.
• Provide our employees with sufficient training and support to carry out their work safely.
• Ensure the provision of adequate facilities at our client workplaces to ensure our employees feel
safe and comfortable at work.
We expect our employees and contractors to contribute to our clients’ workplace safety programmes
to ensure that each employee and contractor is able to work as safely as possible.
• While at work, all employees – irrespective of their position – will:
• Take all possible care to ensure our health and safety programmes are practiced at all times.
• Report any injuries, machinery breakdowns, safety concerns and unsafe happenings or events
immediately to a client representative and a member of the OnSite Recruitment team who can
effect an improvement or change.
• Take personal responsibility for their own safety and that of their co-workers and colleagues.
• Always behave respectfully and courteously towards everyone in the workplace.

OnSite Recruitment
RESPECTFUL BEHAVIOUR IN THE WORKPLACE POLICY

OnSite Recruitment believes that all employees should work in an environment free from bullying or
harassment.
Bullying is repeated, unreasonable behaviour directed towards an employee or group of employees that
creates a risk to health and safety.
Bullying behaviour may include: verbal insults or abuse, personal attacks, threats, intimidation and
misuse of power.
Harassment behaviours may include: systematic or continued unwanted and annoying actions of one
party or a group, including threats and demands, deliberate exclusion or isolation from workplace
activities.
OnSite Recruitment does not support, condone, foster or promote bullying, harassment or disrespectful
behaviour towards any persons working with OnSite Recruitment.
Single incidents of bullying or harassment or disrespect directed towards our employees will not be tolerated.
Bullying and harassment may cause the loss of trained and talented workers, reduce productivity and
morale, and create legal risks.
OnSite Recruitment acknowledges its obligation to ensure that our employees are not bullied or harassed
in the workplace or as a consequence of their employment with us.
• All reports of bullying and harassment will be treated seriously and investigated promptly,
confidentially and impartially.
• OnSite Recruitment reserves the right to refer any Bullying or Harassment reports to be
investigated by an objective third party.
• OnSite Recruitment will ensure that workers who make reports, and anyone else who may be
involved, are not victimised during the reporting, investigation and rectification process.
• Any person who is accused of bullying or harassing behaviour may face suspension from
employment pending investigation of the accusation.
• Any person found to be responsible for bullying or harassing behaviour may face disciplinary
action which may include dismissal.
• OnSite Recruitment contact persons to report bullying or harassment are:
Reports of Bullying or Harassment should be made to:

Jarrod Hart – General Manager at OnSite Recruitment
Mobile: 0411 220 901
Email: jarrod.hart@onsiterecruitment.com.au

OnSite Recruitment
DRUG AND ALCOHOL POLICY

OnSite Recruitment is committed to ensuring that our employees are not exposed to the risks inherent
with substance abuse in the workplace. This policy acts as part of our Duty of Care to our employees
and meets the regulatory requirements of both State and Federal law.
OnSite Recruitment is a Drug and Alcohol Free employer.
Drugs, for the purpose of this policy, are defined as any legal or illegal substance that has the
potential to impair, alter or otherwise adversely affect a person’s ability to perform their work.
This policy extends to all persons who are working on our sites; employees, casual employees and
contractors.
• NO OnSite Recruitment employee may attend work whilst under the influence of alcohol or
drugs.
• NO OnSite Recruitment employee may have alcohol or drugs in their possession, while at work
or at our client’s premises.
• NO OnSite Recruitment employee may operate a client owned, leased or rented vehicle or any
piece of mechanised plant of any description whilst under the influence of alcohol or drugs.
• An OnSite Recruitment employee who attends work who is also suffering from an adverse
reaction to, or impairment from, prescription drugs must report his or her adverse reaction or
impairment to their immediate supervisor.
• ON occasion an OnSite Recruitment employee may be required to drive their own vehicle for
work purposes; NO OnSite Recruitment may do so whilst under the influence of Drugs or
Alcohol.
OnSite Recruitment may choose to require an employee to undergo a random Drug or Alcohol test.
In the event that an employee is found to be in breach of this policy, OnSite Recruitment reserve the
right to stand down that employee during an investigation. If a candidate is deemed to have a non-
negative (Positive) result from a drug test or any trace of alcohol in your blood system from our
industrial breathalyzer after an incident or accident will not be covered under Workcover.
Disciplinary action may be taken against the employee depending on the findings of the investigation.
A breach of any part of this policy may result in the instant dismissal of the offending employee (and
police involvement if the law requires).
Any person who has been previously disciplined regarding a breach of this policy upon breaching this
policy a second time may face dismissal from employment without notice.

OnSite Recruitment
DISPUTE RESOLUTION POLICY AND PROCESS

OnSite Recruitment is committed to maintaining relationships with its clients, candidates and employees
that are open, honest and free from disharmony.
OnSite Recruitment acknowledges that on occasion issues or concerns may arise within our working
environments. These issues or concerns may be related to bullying or harassment, OHS, hazard or risk
management. This policy and process has been instituted to address any and all of these issues or
concerns.
OnSite Recruitment is unable to ensure that we can maintain open, honest, and harmonious
relationships unless we are informed of issues and concerns as soon as these matters arise.
Immediately a concern or issue arises, the client, candidate or employee should inform his or her
immediate supervisor.
• Candidates should notify the OnSite Recruitment office and their client contact.
• Candidates / Employees should be mindful of personal belongings, while working at site.
OnSite Recruitment doesn’t take any responsibility for theft or recovery on personal belongings.
• Clients should notify their OnSite Recruitment contact
• Employees should notify their immediate supervisor.
• In the event that the candidate, client or employee believes that there will arise a conflict of
interest by notifying their immediate supervisor; OnSite Recruitment has appointed a Dispute
Resolutions Officers. These officers have been appointed for their objectivity and investigative
skills and are approved by Senior Management of OnSite Recruitment.
The Dispute Resolutions Officers will conduct an investigation into the reported concern or issue,
resolving issues quickly, rather than allowing them to escalate through inaction
• Fair consultation of all relevant parties so that all sides of the issue are taken into account
• Confidential resolution of disputes including, where possible and appropriate, resolution in a
confidential context to minimise the impact of the investigation and resolution of the issue on
the complainant.
• Transparency to ensure the dispute resolution policy and procedure is known to every employee
• Efficient resolutions which do not interfere with the continued operation of the business where
possible
Dispute Resolution Process

The employee, candidate, client (s) meet with their direct supervisor to discuss the grievance.
The supervisor will listen carefully to the employee(s) and together they will review the issues raised
and attempt to resolve the dispute in a timely manner.

OnSite Recruitment
If the supervisor and employee, candidate or client are unable to resolve the dispute or it is not appropriate
that the supervisor deal with it, the matter will be referred to senior management.
Senior management will listen to the employees’ concerns and where appropriate investigate the
concerns raised either resolve the dispute or refer the matter to more senior management.
Where the dispute remains unresolved, the parties may jointly or individually refer the matter to an objective
third party already appointed by OnSite Recruitment for this purpose.
All persons involved with the dispute must cooperate with the enquiry of the Third Party.
It is the responsibility of the Third Party to seek a resolution to the dispute that satisfies all persons in
the dispute.
All reports of Disputes must be made to:
Jarrod Hart – General Manager at OnSite Recruitment

Mobile: 0411 220 901
Email: jarrod.hart@onsiterecruitment.com.au
CASUAL CONVERSATION – GUIDANCE NOTE
From October 1st 2018, new obligations in relation to casual employees will commence in 85 modern
awards in relation to the entitlement of casual employees engaged on a regular systematic basis for a
period of 12 months to request full-time or part-time employment. Fore more information please go to
www.fairwork.gov.au

OnSite Recruitment
FATIGUE MANAGEMENT POLICY

OnSite Recruitment has developed some of its Workplace Health and Safety policies, procedures and
processes to assist our candidates when they are working on client sites where we do not supervise or
control the work undertaken.
The hazards faced by our external employees may be consequent to the work practices of the client
site rather than the physical conditions on site.
Work practices include the rostering of work, shift times and rotation of staff at the workforce,
supervision and training of our employees.
OnSite Recruitment is committed to assisting our clients to achieve their productivity goals, and we
recognise that our employees need adequate rest in order to work effectively, efficiently and with as
little likelihood of injury as possible.
We recognise that a poorly rested person is likely to be slow to react to hazards and danger, and
maybe less able to assess hazards and danger and may present a risk to others in the workplace.
Many workplace industrial arrangements recognise the need for permanently employed workers to have
adequate rest between shifts; often these arrangements do not recognise the rest requirements for
casual employees.
OnSite Recruitment operational procedures ensure that no employee may be deployed unless there has
been a 10-hour break between shifts.
Casual employees may choose to be employed by multiple employees accepting work as it is

presented.
OnSite Recruitment endeavours to
• Regularly remind our candidates to ensure that they have adequate rest between shifts
• Regularly check with our candidates to ensure that they have not accepted work that is of
a back to back nature from multiple employers.
• Ensure that candidates have had an appropriate break between shifts before placing them
on another shift.

OnSite Recruitment
IMPORTANT EMPLOYEE INFORMATION
OnSite Recruitment is committed to providing our employees with the skills, information and
understanding of their work with us and our clients, which we believe will make your work enjoyable,
and trouble free.
Please read this information carefully. This booklet is how we communicate with you about important
details relating to your work with us.
TIMESHEETS
Timesheets are a record of your work at a client’s workplace. Timesheets are the record that is used
to ensure that pay your wages accurately and on time.
• You must complete your timesheet each day and submit it to

timesheets@onsiterecruitment.com.au by no later than 2pm Monday.
• We also offer online timesheets to certain clients, which each candidate working for those
selected clients will be shown the process.
• If there is an issue with your weekly payment or you have a question, regarding your weekly
payment, please email us on payrollqueries@onsiterecruitment.com.au
CLOCK ON & OFF
Some of our clients have a time clock which workers are expected to use at the beginning and at the
end of each shift.
Clocking on and off ensures that there is an accurate record of your work at the client’s workplace.
• You must clock on at the beginning of each shift

• You must clock off at the end of your shift
• If you forget to clock on or off, you must take your card to your supervisor to have your card
signed off.
• You must not write on your clock card
• You must not ask a friend to write on your clock card
• You must not clock on or off for another person.
• Email all manual timesheets with authorized signature to timesheets@onsiterecruitment.com.au no
later than 2pm every Monday.
PERSONAL PROTECTIVE EQUIPMENT
OnSite Recruitment expects all candidates to arrive at work ready and equipped to work.
All candidates must wear safety footwear and high visibility vests or clothing.
If you arrive at work without the proper Personal Protective Equipment, your supervisor has the right to
refuse to allow you to start work. OnSite Recruitment will inform you of the PPE requirements for your
work depending on the client site, work and industry requirements.

OnSite Recruitment
ABSENCES FROM WORK
If you are unable to go to work for any reason, you must call OnSite Recruitment 2 hours before your
shift is to begin.
Brittany Robinson (Laverton North VIC office) 0413 608 919
Siobhan Smyth (Laverton North VIC office) 0423 087 066
Kendall Chadwick (Dandenong South VIC office) 0434 104 805
Antionette Cachart (Dandenong South VIC office) 0434 624 506
OnSite Offices (Payroll at Laverton North Office) 1300 366 015 / payrollqueries@onsiterecruitment.com.au
OnSite Recruitment has a reputation for providing reliable workers to our clients.
OnSite Recruitment’s clients expect us to provide reliable people to their workplaces.
All OnSite Recruitment’s employees are representatives of OnSite Recruitment at our client’s workplaces.
Our business reputation is based on your attendance and the quality of your work.
If you:
• Do not go to work that has been assigned to you without telling us.
• Provide little or no notice of an absence from work
You may be refused further work with OnSite Recruitment.
WORK ASSIGNMENTS
OnSite Recruitment has a reputation for providing quality people to our clients. We are committed to
maintaining our reputation by matching your skills and experience to our client’s needs.
We value your feedback on your work at our client’s sites.
At the end of your first shift we call all of our candidates to check up with them about their day.
Please be honest about your work and let us know if you were expected to do work for which you do
not have the skills, experience or training.
If we assigned you to work at our client site and you were asked to do something that you did not
expect, you should call us immediately. OnSite Recruitment makes regular visits to its client sites; our
candidates are on site every day. If you see or experience any difficulty at work, you should call us
immediately or via email operations@onsiterecruitment.com.au

OnSite Recruitment
INDUCTIONS TO WORK
All Onsite Recruitment’s clients provide an induction to new starters. Most of our clients provide a
buddy system for new people to the workplace.
Your induction should tell you important information about the workplace, such as:
• Toilets
• Lunch room facilities
• Emergency Exits
• Emergency Procedures
• First Aid facilities on site
• Traffic Management arrangements on the site
• Where to park on the site
• The layout of the workplace
INSTRUCTION & TRAINING
You will be shown how to do the work. Usually, there is a more experienced person working close by
who will show you what needs to be done.
LISTEN CAREFULLY to all instructions about the work
ASK QUESTIONS to make sure that you have understood what you have been told and shown.
If something happens that you have not been shown or you do not know what to do – STOP and
ask for HELP before continuing to work.
LICENCES
If you need to be licensed to work, OnSite Recruitment expects you to carry your licence with you at
all times.
Your supervisor may ask you to show your licence and may also take a copy of your licence.
If you do not have your licence with you at work, your supervisor can refuse to allow you to work.
This is appropriate behavior as there are substantial fines for persons who operate equipment without
carrying their licence with them and for the person who allows them to work without a licence.
SAFETY AT WORK
The Onsite Recruitment team makes regular visits to its client sites. During these visits the team visit
members of the client’s team and the Onsite Recruitment candidates who are working on that site.

OnSite Recruitment
Our Onsite Recruitment team are trained to look for safety hazards and risks whilst on
client sites. However, as our candidates are on our client sites every day, we rely on you to watch
for Workplace hazards and risks.
If you see a Workplace Hazard, we expect that you will bring the hazard to the attention of your
supervisor. We also expect that you will call us to notify us of the hazard as well. We can raise the
hazard with the client.
If you notify us of a hazard, we will discuss the issue with the client and we will discuss with you
the outcome of the discussion.
INJURY NOTIFICATION
If you are injured in the course of your work with Onsite Recruitment, you must notify us as soon as
you become aware of the injury.
We prefer to hear from you even if the injury is a minor matter.
We can discuss with you the best course of action to take to ensure that the injury does not get
worse.
Please remember that we cannot know about what is happening to you at work unless you tell us.
If you are unable to go to work, you must call OnSite Recruitment 2 hours before your assigned shift
is to begin.
WORKPLACE COMMUNICATION & CONSULTATION
All workplaces have a forum for discussing workplace issues with its workforce. Sometimes, the forum
is via an OHS Committee, sometimes it is via toolbox talks and sometimes it is via a team meeting.
Onsite Recruitment expects its candidates to attend any meetings to which you are invited. Also, if you
are asked to contribute to any of these discussions, we encourage to you to do so.
All of our clients are interested in ensuring their Workplace Safety arrangements are in good order; our
clients cannot know about problems unless these problems are raised during these forums.

OnSite Recruitment

OnSite Recruitment
IMPORTANT RETURN TO WORK INFORMATION
This policy applies to all employees.
Onsite Recruitment return to work obligations under the Accident Compensation Act 1985
The Employer
return to work How Onsite Recruitment will meet its obligations
obligations
Make return to Onsite Recruitment will make return to work information available to its workers
work information about:
available and (a) the obligations of Onsite Recruitment under Part VIIB of the Act and how
consult about how Onsite Recruitment is meeting the obligations;
the information is (b) the rights and obligations of workers under Part VIIB of the Act and how
made available workers can obtain further information about their rights and obligations;
(c) the name and contact details of the WorkSafe Agent selected by the
employer;
(d) the name and contact details of the Return to Work Coordinator, if
applicable; and
(e) the procedure for resolving return to work issues in the workplace -
by providing workers with this document after consulting with them about how the
information will be provided to them.
Provide To the extent that it is reasonable to do so, Onsite Recruitment will provide
employment suitable employment to an injured worker if they have a current work capacity
and provide pre-injury employment to them if they no longer have an incapacity
for work.
To the extent that it is reasonable to do so, Onsite Recruitment will provide pre-
injury or suitable employment to an injured worker for a period of 52 weeks of
the worker’s incapacity. This will commence from the date a WorkSafe Certificate
of Capacity or a Worker’s Injury Claim Form in which weekly payments are
claimed is received from the worker or from when the WorkSafe Agent notifies
us of receipt of same (whichever is the earliest).
Plan return to From the time that Onsite Recruitment receives a Worker’s Injury Claim Form in
work which weekly payments are claimed or the initial WorkSafe Certificate of Capacity
from the worker or the WorkSafe Agent notifies us of receipt of same
(whichever is earlier), Onsite Recruitment will, to the extent that it is reasonable
to do so, commence return to work planning for that injured worker.
As part of that planning, Onsite Recruitment will:
• obtain relevant information about the injured worker’s capacity for work;
• consider reasonable workplace support, aids or modifications to assist the
worker’s return to work
• assess and propose options for suitable employment or pre-injury
employment;
• engage in consultation about the return to work of the worker; and
• provide the worker with clear, accurate and current details of their return to
work arrangements; and
• monitor the worker’s progress-
as often as is necessary to enable the worker to return to work in employment
which is consistent with the worker’s capacity for work.

OnSite Recruitment
Consult about the Onsite Recruitment will, to the extent that it is reasonable to do so, consult with
return to work of the worker, the worker’s treating health practitioner (with the consent of the
a worker worker) and occupational rehabilitation provider (if one is involved) in relation to
the injured worker’s return to work.
Onsite Recruitment will consult with the parties listed above by:
• sharing information about the worker’s return to work
• providing a reasonable opportunity for them to consider and express their
views about the worker’s return to work, and
• taking those views into account.
Onsite Recruitment will consult directly with the worker about their return to work,
but the worker may be assisted by a representative during any consultation
(except for a legal practitioner). The worker may be represented, assisted and
supported during the return to work process.
Nominate and Onsite Recruitment has nominated and appointed at all times a Return to Work
appoint a Return Coordinator who has an appropriate level of seniority and is competent to assist
to Work Onsite Recruitment meet our obligations under Part VIIB of the Act.
Coordinator
Cooperate with If Onsite Recruitment hires labour hire workers and the worker suffers an
labour hire incapacity for work resulting from or materially contributed to by an injury arising
employers out of working with us, we will, to the extent that it is reasonable to do so,
cooperate with the labour hire employer in respect of action taken by the labour
hire employer to provide employment, plan a worker’s return to work and consult
about the return to work of a worker to facilitate the worker’s return to work.
Resolution of Onsite Recruitment will attempt to resolve return to work issues in accordance
return to work with:
issues Our agreed Return to Work Issue Resolution Procedure. Details regarding this
procedure are available on all Site OHS Boards.
If you have any questions or queries regarding this procedure, please contact
Onsite Recruitment Representative on 1300 366 015 or
ali.crawford@onsiterecruitment.com.au
Worker’s return to work rights and obligations

Injured worker rights are:
• to be provided with return to work information and be consulted about how that information is to be
made available;
• to the extent that it is reasonable for Onsite Recruitment to do so, to be provided with suitable
employment if they have a current work capacity or pre-injury employment if they no longer have an
incapacity for work for a period of 52 weeks in accordance with the Act;
• to be consulted by Onsite Recruitment about planning their return to work;
• to be provided with clear, accurate and current details of their return to work arrangements as part
of planning for their return to work;
• to the extent that it is reasonable for Onsite Recruitment to do so, to be consulted and be provided
with information about their return to work. The injured worker must be given a reasonable opportunity

OnSite Recruitment
to consider and express their views about their return to work and have those views taken into
account;
• to be represented, assisted and supported (except by a legal practitioner) during any stage of the
return to work process, including in the consultation process.
Injured worker’s obligations are:
• in co-operation with Onsite Recruitment and the Agent, to make reasonable efforts to actively participate
and cooperate in planning for their return to work;
• in co-operation with Onsite Recruitment and the Agent, to make reasonable efforts to return to work
in suitable or pre-injury employment at their place of employment or at another place of employment;
• to actively use an occupational rehabilitation service where provided and cooperate with the provider of
that service;
• to actively participate and cooperate in assessments of their capacity for work, rehabilitation progress
and/or future employment prospects at the request of Onsite Recruitment and/or the Agent;
• to actively participate and cooperate with the representative of the Agent in an interview to enhance
their opportunities to return to work, as required;
• if an issue about their return to work arises, to attempt to resolve the issue in accordance with the
procedure for resolving return to work issues (see above).
If you do not comply with one or more of the above obligations, your weekly payments may be suspended,
terminated or ceased and determined in accordance with the Act by our Agent.
Additional details regarding the rights and obligations of an injured worker are available in WorkSafe’s
Return to Work Obligations – Information for workers fact sheet available from worksafe.vic.gov.au or via
the WorkSafe Advisory Service ph: (free call) 1800 136 089 or (03) 9641 1444.
WHERE TO GET HELP
Our OHS Coordinator
Name: Ali Crawford Phone: …1300 366 015…………………..
Postal Address: ………………………
Site…………………………….
OUR WORKSAFE INSURER
Name: Gallagher Bassett
Phone: 03 9297 9000
Postal Address: ………………………..
WorkSafe
Phone: free call 1800 136 089 or (03) 9641 1444 Web: worksafe.vic.gov.au
Email: info@worksafe.vic.gov.au Postal Address: WorkSafe, Ground Floor, 222 Exhibition Street, Melbourne 3000

OnSite Recruitment
WORKPLACE HAZARDS
MANUAL HANDLING HAZARDS
Any work activities that require operators to lift, carry, push, pull, reach, bend, grasp, hold or restrain
are manual handling hazards.
Manual Handling is a risk when work activities require repetition for a long period of time or where
force needs to be applied for a sustained period.
Most of OnSite Recruitments clients provide relief from manual handling tasks by rotating between
positions. Each member of the team will work equally.
OnSite Recruitment encourages all candidates to participate in the rotation of tasks.
Please review the pictures provided to remind yourself of proper lifting postures.

OnSite Recruitment
MANUAL HANDLING HAZARDS
If you believe that an object you need to lift is outside your capacity because of its weight or its size,
please ask a co-work for assistance.
HAZARDOUS CHEMICALS
Some of OnSite Recruitment’s clients use chemicals in the course of the work.
Generally, speaking these clients work only with candidates who have been specially trained to handle
these chemicals.
These chemicals may be used by OnSite Recruitment’s Candidates and our clients will provide the
appropriate equipment and Personal Protective needs to suit the chemicals that are being handled.
Some of OnSite Recruitment’s clients use chemicals in a more controlled environment, where it is not
likely that our candidates will make direct contact with the chemical. Our clients have copies of
information sheets, called Safety Data sheets available for First Aid purposes.
If you want to review a Safety Data sheet, please ask your supervisor.

OnSite Recruitment
PLANT – MACHINE HAZARDS
In the OHS world the word “plant” refers to machines or anything with an energy source to operate it.
Plant is either fixed – it does not move or mobile it has wheels. Most people think of Forklift Trucks
when they think of mobile plant.
Fixed Plant Mobile Plant
Depending on its function each machine has different safeguards in place to prevent operators from
being injured.
• You should never operate a machine unless you have been trained to operate it.
• You should never interfere with or bypass a safety feature on a machine.
• You must never operate a machine unless you have a licence to operate the machine.
• You must never drive or operate mobile plant without a licence
• You must carry your licence with you every day as you would a car licence.
• If a machine is faulty you must stop work immediately and notify your supervisor.
• If a machine has a tag or notice on it indicating it is faulty you must not operate it.
If you are asked to operate a machine by a client representative and you have not been trained to
operate the machine, OnSite Recruitment will fully support you when you refuse to operate the
machine.
• Please call OnSite Recruitment immediately, if you are asked to operate a machine when you
have not been trained to operate it.

OnSite Recruitment
LOCK OUT TAG OUT
Some of OnSite Recruitment’s clients have a procedure in place for identifying faulty equipment. It is
called Lock Out Tag Out.
A tag is placed on the machine. Sometimes a lock is also placed on the machine.
TRAFFIC MANAGEMENT
Each work place has an arrangement for the movement of vehicles, mobile plant and pedestrians.
Generally, there are lines marked on the road or floor surface of the workplace.
OnSite Recruitment will provide you with information about parking when you first attend a client
workplace.
In some cases, workplaces will have a plan provided to you on your induction.
• OnSite Recruitment expects all of its candidates to abide by the Traffic Management rules in
the workplace where you are working.
• PPE is a must with your own two way radios. The appropriate PPE to be worn will be
discussed at the interview process.

OnSite Recruitment
HAND TOOLS
On occasion you will be assigned to work where you will be using hand tools. If you have not
operated the hand tools used at a client workplace, you must ask for training or assistance.
Many people mistakenly believe that hand tools cannot cause injuries. Often hand tools have blades
and other cutting surfaces which can cause significant damage to a thoughtless operator.
You may be expected to wear specific Personal Protective Equipment (PPE) such as gloves when
working with hand tools; OnSite Recruitment recommends that you use the PPE provided.
ELECTRICAL TOOLS
On occasion you will be assigned to work where you will be using electrical tools. If you have not
used the electrical tools used at a client workplace, you must ask for training or assistance.
Tools that have a motor have great potential to injure the operator.
You are expected to be aware of your surroundings and the people around you when operating
electrical tools.
Tools that are battery operated fall into this category and the same potential for injury exists with
battery operated tools.
Some electrical and battery operated tools have guards and require constant pressure on the switch to
operate them.
• You must not interfere with the guards on the tools

• You must not by pass any built-in safety mechanisms on the tools.
• You must report faulty equipment immediately to your supervisor
• You must make sure that the electrical lead for the tool you are operating is clear of your
operating space.
• Do not operate electrical equipment when the electrical lead is trailing in a watery environment.
• If a tool is faulty you must stop work immediately and notify your supervisor.
You may be expected to wear specific Personal Protective Equipment (PPE) such as gloves, eyewear
and hearing protection when working with electrical tools; OnSite Recruitment recommends that you use
the PPE provided by the client.

OnSite Recruitment
WORKING AT HEIGHT
In Victoria, any height above 2 metres is considered to be Working and Height and special hazard
controls must be in place to work above 2 metres.
OnSite Recruitment works carefully with its clients to ensure that we know the work expected of our
candidates. We will inform you when we know that you will be working at height.
We will not place you at a client workplace when we know that working at height is expected unless
you have the licenses required for working at height.
Ladders, boom lifts and scissor lifts may be used to work at height.
If you are to work from a ladder
• Ladders must be secured and at the correct angle against a fixed surface.
• Some ladders have brakes attached. You must always engage the brake before accessing the
ladder.
WORKING AT HEIGHT
If you are to work from a boom or scissor lift.
• You must have the correct high risk licence and be carrying that licence.
• You should not be working alone unless you have been carefully training in the work you are
doing.
• If you are in a boom lift, a spotter should have been assigned to you.
• If there is no spotter available, you should not go up in the machine.
• If you are to operate the machine, you must complete the log book that comes with the
machine before you commence operations.
• If a machine is faulty you must stop work immediately and notify your supervisor.
• If you are operating a boom lift you must wear the safety equipment provided.
• If there is no safety equipment provided, do not operate the machine.
WORKPLACE NOISE
Some workplaces are noisy environments and the client provides hearing protection (hearing PPE).
Hearing protection can be ear plugs or ear muffs.
If hearing PPE is provided, you must wear it.
Your hearing can be adversely affected by workplace noise when you are older if you do not protect it
when you are working.

OnSite Recruitment
PERSONAL PROTECTIVE EQUIPMENT
Personal Protective Equipment (PPE) is the least effective form of protection from workplace hazards.
OnSite Recruitment encourages you to make sure that you cooperate with and use all of the hazard
and risk control measures that are available to you in the workplaces where you work.
Most industries have a requirement for wearing PPE as a minimum standard of protection.
Ensure that your PPE is in good condition each time you wear it.
GROUP DISCLAIMER
I agree to allow Onsite Recruitment Pty Ltd to share my data with Foresite Group Pty Ltd and related
entities (including but not limited to Foresite Training Pty Ltd, Lend a Hand Pty Ltd and Arbortrim
Australia Pty Ltd) for marketing of further training and employment opportunities and for activities
relating to quality improvement; and I consent to being sent commercial electronic messages from Onsite
Recruitment Pty Ltd and those related entities.

OnSite Recruitment
PRIVACY POLICY
Your privacy is important to us. This statement outlines OnSite Recruitment’s policy on how we collect
personal information and how we maintain, use, store and disclose the personal information we hold
and reflects out commitment to you.
It is the policy of OnSite Recruitment to respect the confidentiality of information and the privacy of
indivduals. OnSite Recruitment are bound by the Australian Privacy Principles (APP) contained in the
Privacy Act 1988 (as amended)(Australian Act) in Australia.
OnSite Recruitment’s privacy policy will be reviewed and updated from time to time to take account of
new laws and technology, changes to our operations and practices and to make sure it remains
appropriate to the changing environment. Please regularly check our privacy policy, so that you are
aware of these updates and changes.
COLLECTIONS
OnSite Recruitment may collect personal or sensitive information about you when:
• You complete one of our online or in person application forms

• We receive the results of any competency or medical test or any background check, including
credit and criminal record checks
• We receive any complaint or other information from or about you in the workplace
• We receive any information about any insurance investigation, litigation, registration or
professional disciplinary matter, criminal matter, inquest or inquiry in which you were involved
• We receive any information about a workplace accident in which you are involved
• We collect information about you from public domain sources
We will collect data about you, both personal data (such as your name and contact details) and also
sensitive personal data (such as information in your CV or Bank/Super Details) The personal details
and sensitive personal data will be stored, processed, used and disclosed by us in a suitable, but safe
environment.
DISCLOSURES
OnSite Recruitment may disclose your personal information (including to trusted third parties) for the
purposes for which it is primarily held or for a related secondary purpose and in some cases we may
only disclose information with your consent. Your personal and sensitive information may be disclosed
to:
• Potential and actual employers, Referees and clients of OnSite Recruitment

• External providers of on-line training and induction – eg mandatory on-line OH&S Inductions,
and background checking agencies – eg criminal record and credit checking
• Our Insurers and Workers Compensation Body.

OnSite Recruitment
OnSite Recruitment train our internal staff to respect the confidentiality of candidate
information and the privacy of individuals. OnSite Recruitment regard breaches of your privacy very
seriously and any breach will result in disciplinary action being taken. Dependent upon severity.
Safeguarding the privacy or your information is important to us, whether you interact with us personally,
by phone, mail, over the internet or other electronic medium. We hold personal information in a
combination of secure computer storage facilities and paper-based files. We may need to maintain
records for a significant period of time. However, when we consider information is no longer needed,
we will remove any details that will identify you ot we will appropriately destroy records.
FEEDBACK
Any feedback or questions, regarding our privacy policy can be submitted directly to our General
Manager via email: jarrod.hart@onsiterecruitment.com.au
The current version of this Privacy Policy is available on our website. If you need a copy of this
Privacy Policy in a different form, please ask us and we will try to meet your request.

OnSite Recruitment
CANDIDATE AGREEMENT
I have read and understood the information in this booklet.
I have been provided verbal information from an OnSite Recruitment team member.
Candidate Name (Printed)
Candidate Signature
Date of Induction
ONSITE RECRUITMENT TEAM MEMBER ACKNOWLEDGEMENT
I have provided the candidate with verbal information relating to the Induction.
OnSite Recruitment Team Member Name (Printed)
OnSite Recruitment Team Member Signature
Date of Induction
Office Use only
Attach the signed acknowledgement form to the candidate pack.


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OnSite Recruitment

Candidate Induction Handbook

Welcome to OnSite Recruitment

Please read this document carefully.

OnSite Recruitment Page 1 of 27

OnSite Recruitment Page 2 of 27

ONSITE RECRUITMENT BUSINESS & WORKPLACE HEALTH AND

Our Business Focus

Our Safety Focus

OnSite Recruitment Page 3 of 27

WORKPLACE HEALTH AND SAFETY POLICY

• Provide training to enable all employees to work as safely as possible.

OnSite Recruitment Page 4 of 27

RESPECTFUL BEHAVIOUR IN THE WORKPLACE POLICY

Reports of Bullying or Harassment should be made to:

OnSite Recruitment Page 5 of 27

DRUG AND ALCOHOL POLICY

OnSite Recruitment is a Drug and Alcohol Free employer.

OnSite Recruitment Page 6 of 27

DISPUTE RESOLUTION POLICY AND PROCESS

Dispute Resolution Process

OnSite Recruitment Page 7 of 27

All reports of Disputes must be made to:

Jarrod Hart – General Manager at OnSite Recruitment

CASUAL CONVERSATION – GUIDANCE NOTE

OnSite Recruitment Page 8 of 27

FATIGUE MANAGEMENT POLICY

Casual employees may choose to be employed by multiple employees accepting work as it is

OnSite Recruitment Page 9 of 27

IMPORTANT EMPLOYEE INFORMATION

• You must complete your timesheet each day and submit it to

CLOCK ON & OFF

• You must clock on at the beginning of each shift

PERSONAL PROTECTIVE EQUIPMENT

OnSite Recruitment Page 10 of 27

Brittany Robinson (Laverton North VIC office) 0413 608 919

Siobhan Smyth (Laverton North VIC office) 0423 087 066

Kendall Chadwick (Dandenong South VIC office) 0434 104 805

Antionette Cachart (Dandenong South VIC office) 0434 624 506

OnSite Recruitment’s clients expect us to provide reliable people to their workplaces.

You may be refused further work with OnSite Recruitment.

We value your feedback on your work at our client’s sites.

OnSite Recruitment Page 11 of 27

INSTRUCTION & TRAINING

LISTEN CAREFULLY to all instructions about the work

OnSite Recruitment Page 12 of 27

We prefer to hear from you even if the injury is a minor matter.

WORKPLACE COMMUNICATION & CONSULTATION

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Worker’s return to work rights and obligations

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MANUAL HANDLING HAZARDS

OnSite Recruitment encourages all candidates to participate in the rotation of tasks.

OnSite Recruitment Page 18 of 27

OnSite Recruitment Page 19 of 27

PLANT – MACHINE HAZARDS

Fixed Plant Mobile Plant

OnSite Recruitment Page 20 of 27

LOCK OUT TAG OUT

OnSite Recruitment Page 21 of 27