I confirm that I am being considered for a position with ASA Personnel,
I have been requested by ASA Personnel to disclose all pre-existing injuries and diseases suffered by me of which I am aware and which I could reasonably be expected to foresee could be affected by the nature of employment I may be about to undertake. I understand that I am asked to make this disclosure in accordance with section 82(7) of the Accident Compensation Act 1985. In making this declaration, I am aware that any non-disclosure of injuries, or making of a false or misleading disclosure, will mean that if during the course of my employment with ASA Personnel undertaking the employment for which I am being considered I sustain any recurrence, aggravation, acceleration, exacerbation, or deterioration of the per-existing injury or disease arising out of or in the course of or due to the nature of my employment with ASA Personnel I will have no entitlement to compensation under the Accident Compensation Act 1985. I acknowledge that I will have no entitlement by virtue of the operation of s82(8) of the Accident Compensation Act 1985.
Please describe the nature of the condition, the part of the body where you have the injury or disease and the way In which you believe it will be affected by your employment, along with dates of occurrence / onset of condition.
ASA Personnel recognises and accepts its responsibility for the health and safety of all temporary employees in their various workplaces.
OUR COMMITMENT to our Occupational Health and Safety program demands ongoing active involvement and support by all management, staff, temporary employees and clients. OUR AIM is to safeguard the health and safety of all temporary employees and our clients. This policy will be regularly reviewed in the light of changes to the workplace and changes in legislation.
Management seeks co-operation from all temporary employees in realising our health and safety objectives and creating a safe working environment.
As an employee you have several responsibilities to aid in the protection of your own health and safety. It is your responsibility to avoid adversely affecting the health and safety of others by ensuring that you comply with published or approved Occupational Health and Safety policies. You must also obey any instructions given to you from the host employer and the agency regarding health and safety and ensure that alcohol or drug consumption does not endanger the health and safety of yourself and/or others. (NOTE: The consumption of alcohol and drugs is prohibited in work hours). It is essential that you use equipment provided for health and safety purposes by the host employer.
If you believe that the working conditions are unsafe, you must not carry out any work. Immediately contact a Consultant at ASA Personnel if you see any unsafe or dangerous practices YOU MUST report the danger or unsafe practice to the appropriate personnel. Document the danger and remember to include the location, the type of hazard and the risk to other workers. You must also notify the host employer designated WorkCover contact which must be outlined to you during your OH&S checklist induction (as per attached form).
Familiarise yourself with the Emergency Plan, know how and where to find the nearest exists, phone, fire extinguisher and fire alarms. There are several things you must remember when reporting an emergency. The number to dial in Australia is 000, speak clearly and explain your name, location, remembering to describe the location. Give details about eh type of accident/emergency, the number of injured persons and the nature of their injuries. Tell the operator if there is a first aider in attendance and if so, what action is being taken by them. Remain calm and listen carefully to the operator.
If you have injured yourself you must report eh injury to your host employer and the agency. Make certain that you document the incident. If medical attention is necessary do not hesitate to seek it, and fill in the appropriate claim form.
Never agree to do any work, or work with any equipment that you are not skilled or trained for. If you are asked to perform duties that are different to what you have been placed to do, and are outside of your skills and abilities you must notify the agency immediately of the request. The only exception to this rule is when training for a particular task is offered.
You must ensure that you present yourself for work wearing the appropriate clothing and footwear and so not commence work unless wearing the correct protective equipment intended for the task.
The agency must also abide by the Occupational Health and Safety regulations, and have several responsibilities toward making your workplace as safe as possible. It is their duty to gather information including, the safety of host employers operations, the tasks to be undertaken by the employee, and the qualifications and/or experience the worker should possess in order to perform the work adequately and safely. They must assess the hosts’ workplace which includes visiting, monitoring and reviewing the workplace to ensure the agency meets its duty to place the worker in a safe workplace.
The agency is required to provide employees with information, instruction, training or supervision needed for them to work safely and without risk to their health. It is necessary for the agency to assess adequacy of controls and negotiate change. For example they must ensure induction training occurs at the host workplace. Confirm that procedures are in place for labour hire workers to report hazards to the host employer, and that those copies are sent to the labour hire agency and negotiated to improve the risk controls if they are found to be inadequate.
It is the agency’s duty to maintain workplaces under their management and control in a condition that is safe and without health risks, along with providing adequate facilities for the welfare of employees at workplaces.
If you need to consult with your agency there are several options available. Consultancy can take place via telephone, through site visits, face to face or via email if the candidate feels comfortable with this and has access.
In accordance with our company’s Occupational Health & Safety Policy, attached is our OH&S Induction Checklist. This checklist is to be completed by all temporary staff each time you go to a new client site. It is for your protection so that we know that whilst on assignment you are aware of the OH&S procedures of our clients. You must complete this checklist and return to us by Fax, post or in person for our records.
ASA Personnel Privacy Commitment
ASA Personnel is committed to protecting the privacy of the information given to us by our clients. This document explains how ASA Personnel collects uses and discloses personal information for our recruitment, flexible staffing and training businesses.
ASA Personnel are a quality provider of employment services. We use highly skilled consultants to provide employment and training services which respond to the needs of both employers and applicants by helping to place the right person in the right position. ASA Personnel supplies temporary, on – hired and hosted placement services to a wide range of businesses in many industries.
ASA Personnel also provide career development, assessment and certification, outsourcing and administrative services.
Your Personal Information
Personal Information which may be gathered by ASA Personnel includes name, date of birth, contact details, qualifications, work history, skills, resume, salary benefit information, driver’s license number and information about your hobbies and interests.
ASA Personnel may also collect sensitive information (for example, health information) with your consent. If you choose not to provide ASA Personnel with particular information, we may not be best to provide the service you have requested.
How we collect personal information
ASA Personnel collects personal information in a variety of ways which may include:
- Directly from when you provide information by telephone or in documents such as an application form or resume
- By contacting your nominated referees
- From Clients to whom services are supplied as part of our contracting businesses
- By searching publicly available information (for example the internet)
How we use your personal information
The personal information that ASA Personnel collects from you will be used in our recruitment and contracting services (for example, matching applicants to employer needs)
Personal Information disclosed to a third party
ASA Personnel will only disclose personal information about you for the purposes of recruitment or training (for example, recruiting you to specific positions or on hired services) We may also disclose your personal information to the following third parties
Consultants and representatives in all ASA Personnel
You and your referees in making enquiries
You’re financial institutions and others relating to your remuneration and benefits
Government bodies and others as required by law
You can access your personal information
You have the right to access your personal information, subject to some exceptions allowed for law. For security reasons, all requests must be made in writing
DRUGS AND ALCOHOL POLICY
ASAPersonnel is committed to ensuring that a safe, healthy and productive workplace is provided for all employees - fulltime, contract or temporary. While ASAPersonnel does not wish to intrude into the private lives of employees, if drug use or alcohol has a direct impact on an individual’s work performance or on safety standards, it is ASAPersonnel’s responsibility to employees, clients and other people on work premises to intervene.
ASAPersonnel’s specific objectives are:
- To minimize alcohol related harm to the individual
- To ensure that persons who are consuming alcohol take responsibility for their own behaviour
- Reduce costs of alcohol and drug misuse
- Provide access to information and education
- Offer appropriate forms of assistance to those individuals for whom alcohol has become a problem
- To preserve the reputation of ASAPersonnel in the community
ASAPersonnel is committed to maintaining and enhancing job performance and job safety and, at the same time, has the responsibility for the welfare of each employee.
Whilst this policy refers explicitly to drugs and alcohol it is intended to apply to inhalants and other forms of substance abuse or usage.
ASAPersonnel is committed to ensuring that the safety and wellbeing of employees and the quality of ASAPersonnel’s work is not compromised by the presence of people under the influence of alcohol, non-prescribed drugs or over the prescribed dose of prescription medication in the work place.
As part of these efforts to achieve the highest standards of safety and health, ASAPersonnel has a policy of zero tolerance for illicit drug or alcohol use, or the use of prescription medication with safety implications during work hours and zero tolerance for work being conducted under the influence of such substances.
ASAPersonnel does not and will not condone:
- The use, sale or possession of any illegal / prohibited substances at the work place or a work related event.
- The presence of employees affected by alcohol or drugs at the workplace or work related event
- The consumption of alcohol at a work related event without express ASAPersonnel permission
Persons working for Clients of ASAPersonnel must comply with the Host Company’s policies relating to drugs and alcohol and related testing methods, subject to the reasonableness of those policies and methods.
- Host companies may conduct unannounced searches for drug or alcohol on company premises.
- Host companies or ASAPersonnel may conduct unannounced random alcohol and drug testing.
ASAPersonnel or the host client may require employees to submit to medical evaluation or alcohol or drug testing where cause exists to suspect alcohol or drug use, including workplace incidents, or reasonable suspicion of being under the influence of drugs of alcohol whilst at work.
A positive test result, refusal to submit to a drug or alcohol test and/or impairment due to the use of drugs or alcohol will result in disciplinary action, up to and including termination.