BETMAKERS INFORMATION

MANAGEMENT POLICY

REMOTE WORKING

INTERNAL
Relevant to Australia and Sri Lanka only

Remote Working Policy

1
 INTERNAL

Name Position Signature

Document owner Alex Teseo Cyber Security Manager

Reviewed By Alex Teseo Cyber Security Manager

Revision History

Version Approval Date Author Signature

0.1 22/02/2022 Allister Jackson-Knaggs

1.0 27/05/2022 Allister Jackson-Knaggs

2.0 19/08/2022 Alan Pedley

3.0 31/07/2023 Alex Teseo

Policy Review Frequency Annually

Remote Working Policy

2
 INTERNAL

Contents
1. Overview 4

2. Purpose 4

3. Eligibility to Work Remotely 5

4. Remote Working Checklist 5

5. Employee Remote Work Agreement 5

5.1 Employee Responsibilities 5
5.2 Manager/Supervisor Responsibilities 6
5.3 WHS of Employees 6
5.4 Communication/Responsiveness 7
5.5 Security 7

Remote Working Policy

3
 INTERNAL

1. Overview
BetMakers Remote Working Policy regulates situations where its employees work from a
non-office location. Remote working is an arrangement between BetMakers and its employees
that are authorised to work from a suitable location other than BetMakers office environment or
premises.

We support increased flexibility for all BetMakers employees and encourage a good work/life
balance. The flexibility offered by this policy in terms of varying work location may:

● Assist employees to accommodate conflicts between their personal responsibilities and

work life.

● Support performance and promote employee wellbeing.

● Allow our employees to work together effectively.

● Ensuring employees feel valued and respected.

● Foster employee satisfaction, success and security.

However, it should be noted that this is a policy only and does not form part of BetMakers
contract of employment with its employees. This policy must be read in conjunction with
Australian and Sri Lankan National Employment Standards and any applicable industrial
instruments such as an enterprise agreement. This policy is not intended to override any rights
and obligations under applicable legislation or an industrial instrument.

2. Purpose
The purpose of this policy is to provide our employees with the flexible option to work from
home or other remote location, where appropriate. BetMakers acknowledges that working
remotely may be appropriate for certain positions and in certain circumstances. However, it is
important that these remote working arrangements are always consistent with the needs of the
organisation.

The Remote Working Policy outlines the responsibilities of staff during the remote work, the
situations in which a remote working arrangement may be authorised, and the conditions for
remote work. This policy specifically deals with the conditions in relation to remote work, and
covers circumstances in which BetMakers may, at its discretion, grant an employee the ability to
work from a remote location on a regular basis.

This policy covers arrangements made for a specified period, by agreement between BetMakers
and an employee. Occasional (i.e. non-regular) working from home is not the subject of this
policy and should be arranged in consultation with the employee's manager.

Remote Working Policy

4
 INTERNAL

3. Eligibility to Work Remotely

An employee may be eligible to work remotely where:

● Their duties can be met through basic hardware and software.

● They have proven to be trustworthy, disciplined and self-motivated

● They are meeting performance and behavioural expectations as set by their direct
manager.

Whether working remotely is reasonably practicable will depend on the specifics of the
workplace, the facilities available for workers to work remotely and the ability for workers to
perform their work safely and effectively.

4. Remote Working Checklist

A home office or other remote location is a workplace and BetMakers will not allow an employee
to work in an environment that it considers to be unsafe. Employees will be required to complete
the Remote Working Checklist. This checklist sets out the work health and safety obligations
which apply to home-based/remote workplaces. The Remote Working Checklist must be
completed by the employee and approved by their manager prior to commencing to work
remotely.

5. Employee Remote Work Agreement

BetMakers expects the highest standards of behaviour of its employees, whether they are in its
workplaces or working remotely.

5.1 Employee Responsibilities

Employees approved to work from home must:

● Adhere to BetMakers policies and procedures.

● Be contactable during the normal span of business hours.

● Ensure fitness for work requirements are met. If employees are unwell or unable to work
due to other reasons, then leave entitlements are to be accessed.

● Ensure the home/remote worksite always complies with health and safety requirements.
Employees have health and safety obligations to minimise risks when working remotely
including:

○ Following procedures about how work is performed.

Remote Working Policy

5
 INTERNAL

○ Maintaining a safe work environment, such as designated work area, ensuring

comfortable access, providing adequate lighting and ventilation, repairing any
uneven surfaces, or removing trip hazards.

○ Managing safety in their remote work area, such as maintaining electrical

equipment and installing and maintaining smoke alarms.

○ Using equipment as per the manufacturer’s instructions and ensuring equipment

is not damaged or misused.

● Report any health, safety and wellbeing hazards, risks, near misses and incidents via the
Incident Register.

● Maintain accurate and up to date records of hours worked within normal span of
business hours.

● By agreement, provide authorised BetMakers employees or other approved parties with

access, where necessary, for matters such as WHS inspections, and retrieval of any
supplied equipment.

● Take the reasonable precautions necessary to secure BetMakers equipment.

5.2 Manager/Supervisor Responsibilities

The manager/supervisor must:

● Ensure the employee is working in accordance with their Remote Working Checklist and
adhering to BetMakers policies and procedures.

● Schedule communication meetings including methods of disseminating information to

employees who are working remotely.

● Where practicable, provide equipment and tools required to perform the tasks required.

● Accurately document the ownership and usage arrangements for any of the equipment
and assets.

5.3 WHS of Employees

Under the model WHS laws, BetMakers has a duty of care for the health and safety of
employees and others at the workplace. This duty extends to identifying and managing the
WHS risks and putting appropriate controls in place in every workplace where the employee
carries out work. The WHS duties apply to both physical health and mental health. This means
that BetMakers must, so far as is reasonably practicable, ensure the mental health of
employees and protect them from any psychological risks.

To ensure a healthy and safe environment, BetMakers preference on the physical environment
where an employee works must be specified. Sometimes managers may prefer or require an

Remote Working Policy

6
 INTERNAL

employee's physical environment to be reviewed for WHS risks and approved prior to working
remotely.

To ensure the health, safety and wellbeing of employees, managers should:

● Regularly remind their employees to have suitable breaks and work reasonable hours
while working remotely.

● Provide guidance on what is a safe remote office environment, work practices and
physical activity, as well as why employees should not be sedentary all day.

● Require employees to familiarise themselves and comply with good ergonomic practices,
consistent with any workplace policies and procedures.

● Maintain regular communication with employees.

● Consider any pre-existing injuries the employee may have.

● Consider the mental health and wellbeing of the employees and appoint a contact
person who they can talk to about any concerns related to working remotely.

● Consider workstation setups, such as desk, chair, monitors, keyboard, mouse and
computer.

5.4 Communication/Responsiveness
Remote working relies heavily on clear communication for its success. Establishing expectations
around communication creates a healthy relationship between employees and supervisors. The
following must be considered:

● A specific rule on response time be agreed. It should be established whether a remote

employee is expected to respond to a co-worker immediately.

● Full time employees are to be online and accessible for 8 hours, Monday to Friday

● Part-time or casual employees should be online and accessible within their agreed upon
work hours.

● They are expected to check-in with their managers at least once a day.

● Meetings will be scheduled for at least once a week. Meeting times are to be discussed
and agreed upon between the employee and manager.

● Modes of communication should be agreed.

5.5 Security
As per the good security practice and the Employment Contract for employees/services
agreement for contractors, securing data and organisational information should be of utmost

Remote Working Policy

7
 INTERNAL

concern. Measures taken to prevent access to and storage of prohibitive material and illegal
content, to protect information and communications technology, electronic systems, networks,
devices and digital information from compromise or interruption must be specified.

The following security measures for equipment and asset must be taken when working
remotely/off-premises:

● BetMakers devices must not connect to public or unsecure networks. Wireless

connections made to BetMakers devices must be WPA2 or WPA3 (Check with the
BetMakers Security Team if you’re unsure of your wireless security)
● To ensure the security of BetMakers information employees must have the approved
security software installed in their devices. This must be an MDM, antivirus and network
security software (Check with the BetMakers Security Team for current software)
● All employees using BetMakers’ owned devices should adhere to BetMakers policies
such as: Acceptable Use Policy and Clear Desk and Clear Screen Policy.

Any breach in security protocol may lead to disciplinary action.

Remote Working Policy

8