Employee Handbook

 

Table of Contents

 

1.General Information

1.1 Mission Statement

1.2 Brief History

1.3 Company Values

1.4 Security of Company Information

1.5 Department Contacts

2. Human Resources

2.1 HR Overview

2.2 Equal Employment Opportunity

2.3 Employee Privacy & Personnel Records

2.4 Access to Your Personnel Records

2.5 Grievances

2.6 Disciplinary Procedures

3. Crew Booking

3.1 Work load expectancy

3.2 Skill to Jobs Matching

3.3 Methods of communication

3.4 Abbreviations Used

3.5 Unavailability

3.6 Crew roster

3.7 Crew Booking Flow Chart

4. Remuneration

4.1 Pay Rates

4.2 Time Sheets

4.3 Superannuation

4.4 Personal Tax

4.5 Workers' Compensation

4.6 Subcontracting

5. Standards of Conduct

5.1 Employee Conduct & Rules

5.2 Attendance & Punctuality

5.3 Uniforms & Accessories

5.4 Gig Etiquette

5.5 Performance Evaluations

5.6 Working directly for FCC Customers while employed by FCC

6. Health & Safety

6.1 Health & Safety in the Work Environment

6.2 Venue Inductions

7. Alcohol and Other Drugs

7.1 Introduction

7.2 Definition

7.3 Non-prohibited Drugs

7.4 Prohibited Conduct

7.5 Being Under the Influence of Alcohol and Prohibited Drugs

7.6 Test for Alcohol and Prohibited Drugs

8. Social Media Policy

8.1 Introduction

8.2 Confidential Information

8.3 Social Media Applications

8.4 Responsibility

8.5 Posting on Behalf of FCC

 

1. General Information

1.1 Mission Statement:

"First Class Crew strives to be the most reliable and consistent provider of highly trained personnel within in the events and entertainment industry."

 

1.2 Brief History

First Class Crew Pty Ltd is an Australian owned and operated company which was conceived by David Uulf after him identifying the growing demand for reliable, consistent, well trained crew by corporate and private organisations within the entertainment industry.

Mr Uulf has instituted a stringent recruitment and selection processes that has ensured a high calibre of staff which has resulted in the delivery of outstanding customer service. Mr Uulf has encouraged (and continues to encourage) a company culture of going "above and beyond" the task at hand as to ensure the delivery of consistent first class service.

 

1.3 Company Values

At FCC we aim to provide a level of service which is well above the expected industry standard by encouraging the following values:

  • High Work Ethic
  • Teamwork
  • Responsibility
  • Honesty
  • Foresight
  • Loyalty
  • "Going the extra mile"

 

1.4 Security of Company Information

Protecting company information prevents sensitive information regarding staff, customers and suppliers from "falling into the wrong hands". How first Class Crew conducts its day to day business and operations is important to its success and hence the protection of information is vital in maintaining a competitive edge. All First Class Crew's employees are responsible for protecting it from unauthorised access, modification, destruction or disclosure. Company information includes all employee record data, all personnel data, all financial data, all departmental administrative data, and all other data that pertains to, or supports the administration of First Class Crew. This may include facts, records, reports, planning assumptions or any information meant only for internal use. This policy encompasses the safekeeping of information in whatever physical form, such as printed, audio, video and electronic.

 

1.5 Company Contacts

  1.  Director - David Uulf 0423 382 613
  2. General Manager - Günther Schröder 0425 622 613
  3. Bookings (for customers & crew) - 0425 622 613
  4. Accounts & Payroll - Chris Flynn 0433 105 569

 

2. Human Resources

2.1 Human Resources Overview

At First Class Crew people are the most important asset to the business. Management is always available for discussions on any aspect of the organisation. Involvement from all staff is encouraged and rewarded. All records and relevant staff files will be stored within the Accounting Department. FCC Management can also answer any questions relating to rules and regulations, dress and conduct, as well as advice on career and any personal matters.

 

2.2 Employee Privacy & Personnel Records

A personnel file for each employee is kept with the Accounts Department. An employee’s personnel file shall contain the employees name, title and/or position held, remuneration, changes in employment status, training received, performance evaluations, personnel actions affecting the employee, including discipline, and other pertinent employment information.

No other personnel file shall be kept without the knowledge and approval of the employee.

First Class Crew will take reasonable steps to keep personnel files confidential to the extent permitted by law. Except for routine verifications of employment, no information from an employee's personnel file should be released to the public, including the press, without a written request for specific information.

Upon termination, an employee shall retain the right to obtain copies of his/her personnel file for a period of two years following termination. Requests should be made in writing to the Accounts Department.

 

2.3 Access to your Personnel Records

An employee who wants to inspect his/her personnel records must make a written request to the Accounts Department.

An employee who is involved in a current grievance can designate, in writing, a representative to inspect the employee's personnel records which may have bearing on the resolution of the grievance.

Valid identification must be presented by the employee and/or the employee's representative before being allowed access to the records. The records must be viewed in the presence of a manager and may not be removed from the premises.

Employees may have single photocopies (or copies) of any documents inspected. First Class Crew may charge a reasonable fee for copies if a large number of copies are requested.

To correct or remove information from the record there must be a mutual agreement to do so between the employee and the employee's department or Human Resources Management.

An employee may attach an explanatory statement to any disputed document in the file. An employee may request removal of irrelevant information in his/her personnel file. If First Class Crew denies the employee's request to remove the information, the employee may file a written rebuttal statement to be placed in his/her file. Management shall make final determination of the retention of such material.

 

2.4 Equal Employment Opportunity

First Class Crew is an equal opportunity employer and retains, promotes, terminates and otherwise treats all employees and job applicants on the basis of merit, qualifications and competence. Except where required by law, First Class Crew's employment practices shall not be influenced or affected by an applicant's or employee's sex, race, colour, religion, national origin, pregnancy, age, marital status, physical disability, or any other characteristic protected by law.

First Class Crew shall not discriminate against applicants or employees with a sensory, physical or mental impairment, unless the impairment cannot be reasonably accommodated and prevents proper performance of an essential element of the job. Employees with life threatening illnesses, such as cancer, heart disease or AIDS/HIV conditions or communicable diseases such as tuberculosis or influenza, are treated the same as all other employees. These employees may remain in the workplace so long as they are able to perform the essential functions of their job and where sufficient medical evidence is presented by the employee, which indicates they are not a threat to themselves or their co-workers.

First Class Crew shall work to preserve the safety of all of its employees and reserves the right to reassign employees or take other job actions when a substantial and unusual safety risk to fellow employees or the public exists. Any employee with questions or concerns about any type of discrimination in these areas is encouraged to raise these issues to the attention their immediate supervisor.

 

2.5 Discrimination and Harassment

The Company believes that all employees have a right to work in a productive environment in which unlawful discriminatory conduct or harassment of others is not tolerated.

Unlawful discrimination and harassment can have many negative effects in the workplace. Employees who are subjected to, or witness this type of treatment often feel intimidated or anxious at work.

All forms of harassment and unlawful discrimination are considered unacceptable by the Company and may lead to disciplinary action including termination of employment.


What is Unlawful Discrimination?

Unlawful discrimination may occur when an employee is treated less favourably than others because of that person's individual characteristics or because that person belongs to a particular group of people. Discrimination does not have to be calculated or intentional to be unlawful. The intention of the person discriminating is irrelevant. Basically, two types of unlawful discrimination can occur in the workplace:

               i.          Direct Discrimination - this occurs when an individual treats another person less favourably for an unlawful reason.

              ii.           Indirect Discrimination - this occurs when a policy or practice appears neutral but in fact results in an individual or group being treated less favourably.

Employment decisions may be unlawful if they are made on the basis of a person’s: 

               i.          Gender (including marital status, pregnancy or potential pregnancy);

              ii.           Race (including colour, nationality, ethnic or ethno-religious origin);

            iii.           Sexuality (including sexual preference, transgender status or homosexuality);

            iv.           Age;

              v.          Marital status;

            vi.           Family or carer's responsibilities;

           vii.           Pregnancy;

          viii.          Religion;

             ix.          Political opinion;

              x.          Criminal records;

             xi.          Disability; or

           xii.          Trade Union Activity.

 

Examples of Unlawful Discrimination

The following examples may constitute unlawful discrimination in the workplace:

                 i.          A pregnant employee being pressured to resign prior to taking any maternity leave; or

                ii.          Making the decision not to hire an employee on the basis of the person's ethnicity.

It is illegal to discriminate on the basis that a person is perceived to have one of the above attributes, even if they do not actually have that attribute. For example, it is illegal to discriminate against a person because you think that the person has a disability, even if they do not in fact have the disability.

 

What is Harassment?

Harassment is any uninvited or unwelcome behaviour that offends, humiliates or intimidates another person, whether or not that effect is intended.

Harassment may occur as a single act, or as a series of incidents, persistent innuendoes or threats. It can take many forms: it may be silent or loud, subtle or openly hostile; it can be private or public.

Harassment may take the form of general bullying, or be specifically aimed at people with particular or different characteristics. The latter type of harassment may amount to discrimination which is unlawful.

 

Sexual Harassment

Sexual harassment in the workplace, generally includes any unwelcome conduct of a sexual nature which a reasonable person would find offensive. It may be physical, verbal or written.

Certain conduct that may be tolerated socially could constitute sexual harassment in the workplace when it is unwelcome. At the same time, sexual harassment must not be confused with conduct that has the consent of all involved.

The Company is committed to maintaining a working environment which is free from sexual harassment. The Company regards sexual harassment as a serious issue and aims to treat any complaints in a sensitive, fair and confidential manner.

 

Examples of Sexual Harassment

The following examples may constitute sexual harassment when they are offensive to an employee, regardless of any innocent intent on the part of the offender:

                                   i.           The public display of pornography, including on the Internet;

                                  ii.          Continued use of jokes containing sexual innuendo;

                                 iii.          Intrusive enquiries into another employee's private life, their sexuality or physical appearance;

                                iv.          Persistent requests from a colleague to go for a drink where such requests have been consistently declined;

                                  v.          Persistent staring or leering at a person or parts of their body;

                                vi.          Sexually offensive telephone calls;

                               vii.           Requests for, or expectations of, sexual activity under threat, or in exchange for favours or promises of preferential treatment;

                              viii.          Deliberate or unnecessary physical contact, such as patting, pinching, fondling, deliberate brushing up against another body, or attempts at kissing;

                                ix.          Public displays of nudity - commonly referred to as flashing; or

                                  x.          Sexual violence at the most extreme, sexual assault and forced attempts at sexual intercourse.

 

2.6 Victimisation

Victimisation occurs when a person victimises another person who lodges a discrimination or harassment complaint or takes certain related actions.

Victimisation of others is unlawful. The intention of such protective measures is to ensure that a person who wants to use or does use their statutory rights to protect themselves against discrimination or harassment, is not further disadvantaged by other detriments being imposed on them.

Disciplinary action will be taken against an employee who is found to have engaged in threatening or other inappropriate action against a person who has complained of bullying, discrimination or harassment.

 

2.7 Bullying

Workplace bullying is repeated, unreasonable behaviour directed towards a person, or a group of persons, that causes a risk to health and safety. For the purposes of this policy, the following are defined

Bullying may be direct or indirect and may include, but is not limited to:

                                   i.           putting new staff through "initiation rituals";

                                  ii.          verbal abuse, threats, sarcasm or other forms of demeaning or intimidating language or communication;

                                 iii.          constant negative criticism or "nit-picking";

                                iv.          threatening to take unjustified action against a person unless they comply with unreasonable requests;

                                  v.          placing unreasonable work demands on people, such as overloading them with work;

                                vi.          deliberately isolating a staff member by refusing to talk to or interact with them.

 

What is not bullying?

Many things that happen at work are generally not considered to be bullying, although some experiences can be uncomfortable for those involved. Differences of opinion, performance management, conflicts and personality clashes can happen in any workplace, but do not necessarily result in bullying.

Reasonable management of workers carried out in a reasonable manner is not bullying. Managers have the right, and should, manage their staff.  This includes directing the way in which work is performed, undertaking performance reviews and providing feedback (even if negative) and disciplining and counselling staff.  According to Safe Work Australia, examples of reasonable management action include:

                                 i.          setting reasonable performance goals, standards and deadlines in consultation with workers and after considering their respective skills and experience;

                                ii.          allocating work to a worker in a transparent way;

                               iii.          fairly rostering and allocating working hours;

                              iv.          transferring a worker for legitimate and explained operational reasons;

                               v.          deciding not to select a worker for promotion, following a fair and documented process;

                              vi.          informing a worker about unsatisfactory work performance in a constructive way and in accordance with any workplace policies or agreements;

                             vii.          informing a worker about inappropriate behaviour in an objective and confidential way;

                            viii.          implementing organisational changes or restructuring, and

                              ix.          performance management processes.

 

2.8 Grievances

A Grievance is any type of problem, concern or complaint related to an employee’s work or the work environment. A personal grievance may be about any act, behaviour, omission, situation or decision impacting on an employee that the employee thinks is unfair or unjustified. A grievance can relate to almost any aspect of employment, for example: 

                                   i.           A workplace communication or interpersonal conflict;

                                  ii.          A workplace health and safety issue;

                                 iii.          An allegation of discrimination or harassment;

                                iv.          Concerns regarding allocation of work, job design, or performance management; and

                                  v.          Concerns regarding the interpretation and application of conditions of employment.

Manager is any person occupying a supervisory role or a position, which is directly or indirectly responsible for supervision and management of staff.

Respondent is the person/s against whom a concern, complaint or dispute is raised.

Staff Member is any person employed, contracted or volunteering at First Class Crew

It is human nature that not all people see eye to eye thus people will disagree on occasions. Sometimes there are hurdles to overcome, but everything can be resolved as long as an intention exists to solve the matter in a positive fashion.

Management's philosophy of 'where there is a will, there is a way', can sometimes be affected by the conflicting personalities involved. We invest extensively in our employees through training, development and selection hence we want the relationship to work for all involved.

An employee who believes they are the victim of discrimination, bullying or harassment may deal with the matter:

Informally - by confronting the person with whom they are aggrieved; and/or

Formally - by following the problem resolution framework below:

 • All employees are invited to discuss matters with management openly and positively.

• In regards to inter-employee conflict, management may see the parties individually or as a group to resolve any outstanding and festering matters.

• Where a resolution fails to evolve, management will enforce a solution to be implemented by all parties.

• During the course of the resolution, both parties may seek guidance and/or support from a peer or other association. These people have no influencing or implementation power, other than to assist the process through its natural course.

·        If an employee's complaint is substantiated, the Company may take disciplinary action against the perpetrator. Depending upon the seriousness of the breach of this policy, such action may include termination of employment.

 All stages will be documented and file notes provided to the parties involved. Those concerned can access these notes only by contacting Management.

Should you have a grievance, please obtain and complete a grievance report form from the Accounts Department.

 

2.9 Disciplinary Procedures

A critical factor for success of FCC is the work performance, conduct and achievements of its employees.

The purpose of this policy is to implement a fair process for managing employee conduct or performance that fails to meet FCC’s standards or expectations. FCC may bypass and not apply one or more of the steps in this policy where an employee's conduct or performance warrants such action or in particular circumstances. Nothing in this policy prevents FCC from terminating an employee summarily for serious misconduct.

In FCC some incidents of misconduct are dealt with more harshly than others. Some incidents might require only a verbal warning whilst others may lead to immediate dismissal.

Where considered appropriate and helpful to the employee, they may have someone of their preference present in disciplinary process meetings. This person may be another employee, a friend, a union representative or a staff member.

There are 3 misconduct categories, namely minor, moderate and serious. Listed below are some misconduct examples which serve as a guide to demonstrate which categories a misconduct may fall into. We use the word “may” as the circumstances surrounding an incident may warrant more severe disciplinary action or conversely no disciplinary action at all.


Disciplinary process for minor incidents

Incident examples (including, but not limited to):

1. Late for work without prior warning

2. Slacking during a shift

3. Not listening to reasonable work related instructions

4. Minor uniform infringements (incorrect black shoe type, untucked corporate shirts, black jeans instead of pants)

5. Consistently being course and profane

6. Customer complaints regarding proficiency, conduct and appearance.

 

Stage 1:

Discussion and Verbal Warning. This is a verbal conversation where the employee and a member of management  will discuss the event/incident. This must result in recommendations for improvements together with an action plan or training program with time lines where appropriate.

Stage 2:

First Written Warning. If there is no significant improvement in performance as agreed in Stage 1, or another incident takes place, the management must issue a written warning. The employee has the right to discuss this document with management and comment in writing. If the employee wishes to discuss the matter, the conversation must take place in the presence of a staff member that both parties agree on. Documents related to the matter are to be placed on the employee’s personal file.

Stage 3:

Second Written Warning. This is a final warning issued if there is no marked improvement, a member of management must complete the written warning (where practical) in the employee’s presence detailing the reasons. A copy is to be placed in the employee’s personnel file.

Stage 4:

Termination. If the disciplinary review process fails, the employee must be terminated. Documentation of reason and action taken is to be placed on the employee’s personal file.

 

 Disciplinary Procedures for more moderate incidents

 Incident examples (including but not limited to):

1. Not complying to OH&S regulations

2. Breaking equipment or property without notifying management and the customer

3. Being rude to customers

4. Discrimination

5. Leaking sensitive company information

6. Sexual harassment

7. Purposefully submitting inaccurate time sheets

8. Posting negative comments on social networking websites and forums that degrade

    or mock FCC, its customers and/or employees

 

Stage 1:

First Written Warning. The employee has the right to discuss this document with management and comment in writing. If the employee wishes to discuss the matter, the conversation must take place in the presence of a staff member appointed by both the employee and management. Documents related to the matter are to be placed on the employee’s personal file.

Stage 2:

Second Written Warning. This is a final warning issued if there is no marked improvement. A FCC manager must complete the written warning (where practical) in the employee’s presence detailing the reasons. A copy is to be placed in the employee’s personnel file.

Stage 3:

Termination. If the disciplinary review process fails, the employee must be terminated. Documentation of reason and action taken is to be placed on the employee’s personal file.

 

 Disciplinary process for serious incidents

Where the event or incident has been unacceptable and of a serious nature, immediate dismissal (termination) will take place. Documentation of reason and action taken is to be placed on the employee’s personal file.

 Examples of serious incidents (including but not limited to):

1. Physical violence in the work place

2. Being verbally abusive towards customers or their customers

3. Theft of FCC, customers or fellow employees property

4. Deliberate destruction of property whilst working

5. Lying on your resume and submitting false documents regarding qualifications

 

 

Investigation

In certain circumstances, it may be appropriate for the Company to conduct an investigation into allegations of unacceptable work performance or conduct.

During the investigation process, it is possible that in some circumstances an employee may be suspended with pay. In the event that an employee is suspended he or she is required to be available to assist the Company with its investigations and to comply with the Company's reasonable directions.

 

3. Crew Booking

3.1 Work load expectancy

The AV industry is seasonal. Our busiest times are 1 August to 15 December and 1 March to 1 May. Please use this information in planning other work for the down cycles.

In the busy cycles you can expect to be working up to 45 hours per week, but in the down cycle you may not even get a shift.

 

3.2 Skills to Job Matching

FCC has developed sophisticated crew allocation software which contains crew grading levels.

These grading levels assign a grade per AV discipline for every crew member. The grades are

determined by knowledge tests, onsite performance assessments as well as comments made

by customers and other First Class Crew.

The higher the grading level you achieve, the more work you’ll receive. Crew who have good

grading levels are often requested by customers for shifts.

 

The AV disciplines and tasks you are graded for are in the table below. All tasks are rates from

 

1 to 3 where 3 is the highest grade achievable.

Discipline

Tasks

Audio

Setup

Pack down

Reset

Rehearsal

Operate

Record

Lighting

Setup

Pack down

Reset

Rehearsal

Operate

 

Vision

Setup

Pack down

Reset

Rehearsal

Operate

Record

General AV

Setup

Pack down

Reset

Rehearsal

Operate

Record

Set & Display

Setup

Pack down

Reset

 

 

 

Stage Hand

Rated 1 to 3

 Show

 

 

 

 

Camera Operator

Rehearsal

Operate

 

 

 

 

Follow Spot Operator

Rehearsal

Operate

 

 

 

 

 

3.3 Methods of Communication

FCC will contact you for work either via a phone call or an SMS

If you are contacted via text, please text your response back. You will be sent a “Shift Confirma-

tion” SMS after you have accepted the shift. This will SMS contain the job information as well

as your name in the “Crew on shift” list.

Bookings via phone usually occur when there is an urgent shift. The FCC Crew Co-ordinator will

enter your response into the system. You will be sent a “Shift Confirmation” SMS after you

have accepted the shift. This will SMS contain the job information as well as your name in the

“Crew on shift” list.

“Shift Reminder” texts are usually sent for shifts which have been booked a few days before the shift

date. Shifts that occur in the morning will have reminder texts sent the day before while shifts

occurring at night will have reminder texts sent on the day. The reminder text will contain a list

of all crew working with you. If it is just your name on the list, then you are the only person

working.

 

3.4 Abbreviations Used

FCC has a set of abbreviations that may be used in communications. Some of the abbreviations are universally used in the AV industry while others are only used by FCC.

The industry standard task abbreviation list is as follows:

Abbreviation

Description

PD

Pack Down

SU

Setup

RESET

Pack down an event in a room & setup for the next event

SH

Stage hand

AX

Audio

LX

Lighting

VX

Vision

AV

Audio, vision and lighting

OS

Crew to meet on site

LD

Load Delivery – Crew to start at customer’s base/ factory & then go to venue to setup

LR

Load Return – Crew to start at customer’s base/ factory & then go to venue to pack down

OP

Operate equipment during show

REC

Recording operate

REH

Rehearsal – this can also refer to sound checking bands

VAR

Various – various tasks to be performed

FORK

Fork lift operator

TRNS

Either preparing equipment to be transfered from one venue to another or relocating equipment

SPK PREP

Speakers’ preparation – loading, editing and assisting presenters with their presentations

SHOW

Show call  for stagehands and stage managers who are working during an event

 

3.5 Unavailability

Please enter your unavailability in the Crew Portal in the “Unavailabilities” page. You can enter daily, weekly and not repeated unavailability into the system.

Please remember to keep these updated. Sometimes crew enter their unavailability and forget to update them when their calendar changes. If you set yourself as unavailable, the software won’t shortlist you for a shift.

 

3.6 Crew Roster

In our “Confirmed” and “Reminder” SMSs we try to provide the most up to date crew list, but the most up to date crew list can be viewed in the Crew Portal when you click on a calendar event in the calendar.

 

4. Remuneration

4.1 Casual Crew Pay Rates

Casual crew are paid at a higher hourly rate than full-time crew. This is to compensate for not having the holiday and leave benefits enjoyed by full-time staff.

On starting as a casual employee with FCC, a probationary wage rate is paid. Probationary rates are dependant on experience level and range between $30 to $32 per hour less than the normal crew types' pay rates. Probationary rates are paid for the first 250 hours or 6 months worked (which ever comes first).

We pay crew in half hour blocks. Should your shift run 10 minutes or more into the next half an hour, you will be paid for that half hour. So if you work from 9am to 1:40pm, you will be paid for 5 hours.

Wages are paid on Wednesdays for the previous week's work. A working week is from Monday to Sunday.

 

Crew Types

FCC Minimum Call

Award Minimum Call

Award Experience Level

Crew/Technician

4 hours

3 hours

Level 2 (probation)

Level 3 /4

Stage Hand

4 hours

3 hours

Level 2

Camera Operator

4 hours

3 hours

Level 5

Audio Operator

4 hours

3 hours

Level 5

Lighting Operator

4 hours

3 hours

Level 5

Vision Operator

4 hours

3 hours

Level 5

AV Operator

4 hours

3 hours

Level 5

Stage Manager

4 hours

3 hours

Level 8

Follow Spot Operator

4 hours

3 hours

Level 5

Truck Driver / Van Driver

4 hours

3 hours

Level 3

Forklift Driver

4 hours

3 hours

Level 3

Crew Chief

4 hours

3 hours

Level 4

Rigger

4 hours

3 hours

Level 4

 

Please Note:

  1. If you require a break, please ask your site contact. Don't just take a break without informing them. The award states you are entitled to a 30 minute break after 4 hours.
  2. Should you be late for a shift, your pay will be reduced by the amount of time you are late. Pay will be deducted on a per minute basis. The amount deducted per minute is based on the crew type hourly rates being paid to you for the shift.

 

4.2 Time Sheets

To ensure you are paid on time, your weekly timesheet must be received by 12:00pm every Monday (unless you did not work that week) so that payments can be processed by Wednesday 12:00pm . Your pay should be in your bank account by Thursday, but FCC is not responsible for any delays caused by banks.

You can submit you time sheet online, via email or text message.

Email: accounts [at] firstclasscrew.com.au

Text: 0433 105 569

When filling in the time sheet, use your actual working times. For example, if you worked 12:00pm to 1:15pm, write this down and you will receive your 4 hours of pay. We like to do this so if there are any hassles from venues or clients, we know exactly when you worked and when you were off site. Also include any 30 minute or more breaks given.

 

4.3 Superannuation

As per legislation, FCC contributes additional funds above your wage income into your nominated superannuation fund. Superannuation contributions are paid every quater.

FCC requires the following information so that contributions can be paid into your nominated superannuation:

    1. Name of your Super company
    2. Address of your Super company
    3. Contact phone number of your Super company
    4. Your Super membership number
    5. Account type number (some Super company's like AMP have several funds and require an account number to identify this fund)

 

4.4 Personal Tax

FCC is required by law to deduct tax from wages paid to employees. It is the employees' responsibility to lodge their income tax returns with the ATO.

A Tax file number declaration form must be completed and received by the FCC accounts department before we can pay your wages. On commencing work with FCC this form will be mailed to you. You can also collect a Tax File Declaration form from a newsagent. Please mail the completed for to P.O. Box 57, Officer, VIC, 3809.

 

4.5 Workers' Compensation

Employees are covered under the Workers' Compensation Act while at work. The workers' compensation laws exist to ensure that employees are properly protected in the event of an accident or injury while at work.

All accidents or injuries sustained in the work environment are to be reported immediately. Failure to do so may result in a non-payment of insurance. It is a policy of First Class Crew that all accidents or injuries are reported regardless of the severity via FCC's incident report form. The incident report form is available online at https://firstclasscrew.com.au/fcc_live/content/incident-report-form. FCC Management can assist employees in completing an accident/injury report form and ensure that they receive proper and adequate attention.

It is the employee’s responsibility to inform FCC management of accidents or injuries at the time of the incident. The workers' compensation law will not cover the employee if they do not follow this procedure. The employee should note all relevant details of any accident or injury on the incident form, such as:

1.      Name and job title.

2.      Date and time.

3.      Location of the accident or injury.

4.      How the accident or injury happened.

5.      The nature of the accident or injury and what parts of your body were affected.

6.      Any witness to the accident or injury.

7.      Date you notified your employer.

 

4.6 FCC Requirements for Crew using ABNs (Subcontracting)

Should you wish to be paid via your business, FCC require copies of the following certificates

  1. $20 million or public liability insurance
  2. Work Cover insurance

If you do not have these insurances, FCC will have to pay you as an employee.

 

 

5. Leave Policy

5.1 Introduction

All employees of FFC are entitled to take leave in accordance with relevant legislation and the provisions of this policy.  This policy is intended to provide employees with an understanding of their leave entitlements and the process of application for and approval to take leave..


5 Standards of Conduct

5.1 Employee Conduct and Rules

FCC's conduct and rules are to be viewed in conjunction with the company’s 7 values which are:

  • High Work Ethic
  • Teamwork
  • Responsibility
  • Honesty
  • Foresight
  • Loyalty
  • "Going the extra mile"

To assure the best possible services to its customers and to provide a positive work environment, First Class Crew expects employees to follow rules of conduct that will protect the interest and the safety of its customers, the public, fellow employees and the employer.

First Class Crew expects its employees to always treat its customers, the public and fellow employees with utmost respect and courtesy. Contact with the before mentioned parties shall be congenial, professional and conducted with a "customer service" attitude.

  1. Theft or inappropriate removal of First Class Crew or customer's property
  2. Falsification of time sheets
  3. Working under the influence of alcohol or illegal drugs;
  4. Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace;
  5. Fighting or threatening violence in the workplace;
  6. Insubordination or other disrespectful conduct;
  7. Possession of dangerous or unauthorised materials, such as explosives or firearms, in the work place;
  8. Sexual or other unlawful harassment;
  9. Unauthorised absence from work during the work day or shift
  10. Usage of profane and coarse language

 

5.2 Attendance, Punctuality & Absenteeism

At First Class Crew we ask for a high standard of attendance and punctuality among all employees. We believe that attendance and punctuality are paramount to the fundamental principles of professionalism.

First Class Crew requires all employees to be on time and to complete their assigned duties with an expected level of quality. To ensure you are on time for a shift, FCC requires that crew must arrive 15 minutes earlier than the expected start time. It is always good to aim to be 15 minutes early as you may encounter delays on the way to your shift (such as delays in public transport, bad traffic, can't find a parking, finding the correct room in the venue).

If an employee’s level of attendance is not up to FCC standards, then FCC will take the appropriate disciplinary action, including but not limited to written warningsand dismissal.

First Class Crew allows absences for the following situations:

  1. Sick leave
  2. Jury duty
  3. Death in family
  4. Scheduled holiday leave
  5. Unforeseen emergencies.

Such absences may or may not be paid, according to whether you are a casual or permanent staff member.

First Class Crew reserves the right to ask for the appropriate documentation if these circumstances should arise.

If an employee knows they will be absent, they should immediately notify the appropriate person(s).

 

5.3 Uniforms & Accessories

A professional appearance is especially important for staff members that come into contact with customers and/or potential customers. Please use good judgment and good taste, remembering that you are representing the organisation and this may in part be based on appearance.

Your clothing and accessories should not be hazardous to your own safety (e.g., not wearing safety boots, not wearing Hi Visibility vests in required conditions, not wearing accessories that can be caught on or in objects while working.)

For the sake of co-workers and customers, crew must be aware of personal hygiene. Poor personal hygiene impacts negatively on how the individual as well as the company is perceived.

Standard Crew Uniform (also known as Polo Uniform)

  1. Black First Class Crew branded polo shirt – provided by FCC
  2. Long black pants (not jeans)
  3. Black safety boots.

Corporate Crew Uniform

Corporate crew have to be well presented and groomed. All tattoos must be covered.

  1. Black First Class Crew long-sleeved collared shirt – provided by FCC
  2. Black safety boots
  3. Black long pants (not jeans or cargos)
  4. Black socks

For males:-

  • Hair short and neat.
  • Hair with streaks not permitted.
  • Clean Shaven or beards trimmed neatly. No stubble.
  • No facial piercings at all, including earrings.

For females:-

  • Hair neat.
  • Hair with streaks not permitted.
  • No facial piercings. Only one earring per ear lobe permitted.

Operators wear corporate uniform unless otherwise specified.

Electrical tape (also referred to as Lecky, Tape, and Nitto) - This 20mm PVC tape is used to keep cables neat or label. You will accumulate a lot of this as customers often supply this to you.

Permanent Marker (also referred to as Sharpie, texter, pen, and marker) - This is used for labelling equipment. If you are asked to ‘Mark up’ or label something ensure that your writing is clear and accurate.

Multi tool (sometimes referred to by their brand names "Leatherman", “Gerber") - Your multi tool must have side cutter functionality to cut cable ties.

2x Shifting Spanners (also referred to as shifters) - These are essential for lighting jobs as they are used to assemble/disassemble truss.

 

5.4 Gig Etiquette

You need to be aware of the following while working on site:

  • Don't interrupt the customer when they are talking to their customer
  • Don't interact directly with our customer's customer unless given permission by our customer to do so.
  • Don't tell our customer how to do their job if you are working in role where you are only meant to follow instructions. Many customers find unasked for input/ opinions as offensive.
  • Don't stand around & wait for instructions from your site contact. When you're finished with any instructions you've been given, ask your site contact for other tasks.
  • Don’t stand with your hands in your pockets. This is read as laziness.
  • Do not sit down unless you have been given a break. Only sit down if the task you are performing requires it or if you have been given a break.
  • Don't take breaks without the site contact's permission.
  • Do not smoke without the site contact’s permission.
  • If you're unsure about how to do a task, ask someone.
  • Don't just leave at the end of your call time. Only leave a shift once your site contact has given you permission to go.
  • Don't tell the site contact at near the end of the shift that you have to leave at the call time's end time. Tell them that you need to end on time at the beginning of the shift so that they can bear this in mind.
  • If you are not in a supervisory or crew chief role, do not be bossy to other crew members.
  • Customer love crew taking initiative, but check with your site contact before taking initiative as what you are about to do could be wrong.
  • Please remind your co-workers of FCC Standards of Conduct if you notice they are not following them. Our Standards of Conduct are based on what our customers expect and if they are not adhered to, could result in FCC obtaining less work or losing credibility with customers.
  • If you are feeling uncomfortable/ awkward regarding anything happening in the work place, such as (but not limited to)

a) Health & Safety concerns

b) any questionable conduct/ behaviour by customers or co-workers please contact FCC management as soon as possible so we can deal with the situation speedily.

Should your shift go way over time and you are too tired to do a consecutive shift, please call 0425 622 613 immediately so we can organise a replacement.

 

5.5 Performance Evaluations

Formal performance reviews may occur every three months but no less than once a year. Employees must undergo a formal performance review at the end of their probation period. This will enable both employee and employer to forge a suitable direction based on the relevant strengths and weaknesses of the individual.

Performance reviews are a constructive way to address any problems or issues employees may be having within their positions. Employees are encouraged to respond on any comments or documentation made regarding their performance. Formal performance reviews must be addressed in a set format and the employee should be asked to complete a series of questions regarding their position. Any formal written comments concerning conduct are to be signed by both the employee and a manager. This report is to remain on file with the rest of the employee’s personal documentation.

 

5.6 Working directly for customers while employed by FCC

Working directly for FCC’s customers without obtaining permission from FCC’s management to do so is considered a conflict of interests and hence is prohibited. This will result in immediate dismissal.

If, before joining FCC, you have worked directly for one of FCC’s customers and you wish to continue to do so, this is allowed. You will, however, not receive any shifts for that company via FCC.

 

6. Health & Safety

6.1 Health & Safety in the Work Environment

The First Class Crew is committed to providing a safe working environment for all employees, customers and public. We have taken all possible precautions and followed all the guidelines as recommended under the Federal and State rules and regulations. We expect that staff, in turn, accept their responsibility to work safely. This means working intelligently, with common sense and foresight.

All employees are expected to follow the set safety standards which apply to:

  • our organisation
  • organisations and venues where work is conducted
  • regulations as set out by the Occupational Health and Safety Act.

Any injury to an employee may cause physical and mental suffering as well as loss of income and productivity. It may, additionally, damage the morale of the work group. The following rules are common sense and should be followed by all employees:

  • Keep working areas clean and clear at all times. This reduces the chance of any injury.
  • Always wear the appropriate safety equipment when doing any hazardous work. You will be supplied with this if required.
  • Do not run in the work place, especially when pushing road cases...a heavy moving road case is very difficult to steer and stop.
  • Where footpaths have been identified and clearly marked, please use them.
  • Do not smoke in any building and, when smoking outside, make sure that you leave that area safe and clean.
  • Have respect for electricity
  • Do not overload any outlet as this could result in a fire.
  • Be mindful of wet conditions when using electricity.
  • Coiling extension leads that are supplying heavy loads could be a fire hazard
  • Test and tag dates on leads and equipment
  • Do not use power point, equipment or cables with exposed and bare wiring.
  • Lighting fixtures can produce a massive amount of heat which could result in a fire if the following is not observed.
  • Ensure that none of the slack cabling connecting lighting fixtures is touching the fixture housing.
  • Ensure the fixture is not touching or to near to anything potentially flammable (for example, drapes, set walls, painted surfaces etc.)
  • Please ensure all safety cables for lighting, audio and vision equipment is fastened.
  • Working with truss and audio can be damaging to your hearing. We advise using ear plugs in certain situations. Examples would be when loading, unloading and assembling truss. During sound checks, room tuning and live shows (if you are not the audio operator that is).
  • Always wear safety boots on site.
  • Do not wear accessories that could get caught on objects or equipment
  • For equipment being transported in vehicles, always secure and pack loads correctly.
  • When pushing or carrying road cases, please ensure these are not over stack road with items as these items could fall off.
  • Always "Shout Out" if you notice an imminent hazard that another person is not aware of
  • If you feel unsafe about any of the tasks you have been given, ask for assistance or express your concerns to the site contact. Please do not hesitate to contact FCC management in these instances.
  • If you are unsure on how to carry out a task that might be hazardous, please express this concern to your site contact and ask for assistance or ask to be assigned to a task you do know how to do safely.
  • If you notice a condition or practice that seems unsafe, you should immediately discuss this with your site contact or someone in authority, or readily correct it yourself if it is personally safe to do so. Please do not hesitate to contact FCC management in these instances.
  • Do not stand on an EWP's guard rails
  • Do not perform any task that requires a licence even if you know how to do the task.
  • If cables are to be in a walking area, please minimise trip hazards by using cable traps or by taping down (with gaffer tape) the full length of the hazard.
  • Should equipment or stands need to intrude into walking areas, please make safe by using warning gaff tape to highlight the hazard or completely cordon off the dangerous area with stanchions.
  • If events are to be held in poor lighting conditions, please ensure that steps and other trip and headroom hazards are indicated with white tape.
  • Please use the right tools for the job. Using tools for tasks they weren't designed for can be dangerous.
  • Report ANY injury immediately and complete the Accident/Incident Report Form. It's in everybody's interest.

 

7. Alcohol and Other Drugs

7.1 Introduction

FCC is committed to providing a safe, healthy and productive work environment. FCC also endeavours to maintain a positive professional profile with customers, suppliers and other members of the public.

In this context, it is FCC’s policy to promote and maintain a workplace that is free from the risks associated with alcohol and other drugs and to support the health and wellbeing of all persons in the workplace.

The entertainment industry is deemed by some, to be a perfect environment for the excessive consumption of alcohol and the frequent use of other drugs.

The International Labour Organization (ILO) estimates that 20-25% of all occupational injuries are a result of drug and alcohol use and that 3-15% of fatal injuries are related to alcohol and other drug use. Alcohol and other drug problems have been estimated to cost the Australian economy approximately $19 billion per year and a quarter of these costs relate to the workplace.

 

7.2 Definitions

For the purposes of this policy:

Drugs means Prohibited Drugs and Non-Prohibited Drugs;

Non-Prohibited Drugs means prescriptions or over-the-counter drugs;

Prohibited Drugs means all drugs whose use, possession, sale or manufacture is prohibited by law;

Workplace (for the purpose of this policy) means any of the Company's premises; the premises of the Company's customers and suppliers; the premises of a Company function or event; a Company owned or leased motor vehicle and any venue at which the person is acting as a representative of the Company.

 

7.3 Non-Prohibited Drugs

If a person is required to take a Non-Prohibited Drug he or she must consult his or her doctor or pharmacist prior to taking the Non-Prohibited Drug to learn of any side effects that may affect the person's ability to perform normal duties and maintain a safe working environment.

If a person is required to take a Non-Prohibited Drug that may potentially impair his or her ability to drive, operate machinery or equipment or otherwise perform work safely, the person must notify his or her relevant Manager of the medication and its likely affects. Such notification must be given before the person commences work under the influence of such Non-Prohibited Drug.

A person:

a)     Must ensure that any Non-Prohibited Drug is taken strictly as directed; and

b)     Must not operate plant or equipment where the safety or welfare of the person or others may be at risk.

FCC reserves its right to require a person to undergo a medical assessment by FCC’s choice of medical practitioner for the purpose of ascertaining the effect of the Non-Prohibited Drug on the person's ability to perform his or her work in a safe manner.

If a person has been taking a Non-Prohibited Drug and then, whether on instruction from a medical practitioner or otherwise, discontinues the use of the Non-Prohibited Drug, the person must notify his or her relevant Manager of the likely affects of discontinuing use of the Non-Prohibited Drug, if discontinuing use of the Non-Prohibited Drug may potentially impair his or her ability to drive, operate machinery or equipment or otherwise perform work safely. Such notification must be given before the person discontinues the use of such Non-Prohibited Drug.

 

7.4 Prohibited Conduct

The following conduct will constitute serious misconduct and may be grounds for a person's summary dismissal and/or removal from the Workplace:

                                   i.          the use or possession of Prohibited Drugs at the Workplace:

                                 ii.           making an offer to sell Prohibited Drugs or Non-Prohibited Drugs at the Workplace.

The Company may take whatever other action it deems necessary, or action it is required to take by law when dealing with allegations of prohibited conduct by persons covered by this policy.

 

7.5 Being Under the Influence of Alcohol and Prohibited Drugs

All persons must be free from the influence of Prohibited Drugs whilst at the workplace and/or whenever operating Company equipment.

Alcohol may only be brought on site with prior approval of the Manager who will specify the conditions under which alcohol will be permitted.

 

7.6 Testing for Alcohol and Prohibited Drugs

Where the Company has reason to suspect that a person is under the influence of Alcohol or Drugs in possible contravention of this policy, the Company may direct the person to undergo an Alcohol and/or Drug test.

If a person is directed to participate in an Alcohol and/or Drug test and he or she refuses to undergo such a test, this may be considered to be a refusal of a reasonable and lawful direction which may result in disciplinary action which may include termination of employment.

 

8.      Social Media Policy

8.1 Introduction

The purpose of this policy is to ensure that FCC employees appropriately use Social Media Applications. This policy covers all staff and is not limited to company premises or standing working hours. It extends to all occasions that team members engage with or communicate in any form on Social Media Applications which may have a link to FCC.

 

8.2 Confidential Information

Confidential Information” includes but is not limited to any trade secrets or confidential information relating to or belonging to the Company, including but not limited to any such information relating to: customers or clients; customer lists or requirements; suppliers; terms of trade; pricing lists or pricing structures; marketing information and plans; Intellectual Property; inventions; business plans or dealings; technical data; employees or officers; financial information and plans; designs; product lines; any document identified as being confidential by the Company; research activities; software and the source code of any such software; but does not include information which,

                                   i.           is generally available in the public domain; and

                                  ii.          was known by the employee prior to the disclosure by the Company, its employees, representatives or associates.

 

8.3 Social Media Applications

Social Media Applications include, but are not limited to:

                                   i.           Social Networking sites e.g. Facebook, MySpace, Google Plus, LinkedIn;

                                  ii.          Video and Photo sharing websites e.g. Flicker, YouTube;

                                 iii.          Micro-blogging sites e.g. Twitter;

                                iv.          Weblogs, including corporate blogs, personal blogs or blogs hosted by tradition media publications, web leads such as RSS feeds;

                                  v.          Forums and discussion boards such as Whirlpool, Yahoo! Groups or Google Groups;

                                vi.          Instant messaging services such as Communicator+;

                               vii.           Online Encyclopaedias such as Wikipedia;

                              viii.          Any other web sites that allow individual users or companies to use simple publishing tools.

Social Media Applications is not limited to websites and this policy applies to any other electronic application (such as mobile phone based, or hand held/PDA device based applications) which provides for the sharing of information to user groups or the public at large.

Online communications may include posting or publishing information via Social Media Applications, uploading and/or sharing photos or images, direct messaging, status “updates” or any other form of interaction and/or communication facilitated by social media.

 

8.4 Responsibility

FCC employees must:

                                   i.           not disclose any Company related information on any Social Media Application unless otherwise authorised by Management or the Company;

                                  ii.          ensure that they do not encourage, aid or abet other persons to use social media inappropriately;

                                 iii.          ensure they do not disclose any information about fellow Company employees on any Social Media Applications or similar;

                                iv.          under no circumstances take photos of Company employees, events or workplaces to be posted on any Social Media Applications unless otherwise authorised by Management or the Company;

                                  v.          ensure no material is published or disclosed that is obscene, defamatory, threatening, harassing, discriminatory or hateful to another person or entity including the Company, its officers, directors, employees, agents or representatives, its clients, partners, suppliers, competitors or contractors;

                                vi.          ensure they notify their manager, supervisor or the appropriate contact person in the Company should they be aware any material which may damage the Company or its reputation

                               vii.           ensure that they do not make any online communication that is in any way disparaging or unfavourable about the Company and/or is likely to bring the Company into disrepute or ridicule;

                              viii.          maintain and protect the Confidential Information of the Company in their communications and not use the name the Company or any other like title identifying the Company in any domain name, or in the title of any blog or any other personal site that may be established;

                                ix.          not use or display any of the Company’s Intellectual Property in any online communications without the express written consent of senior management of the Company.

 

Any online communication to or facilitated by Social Media Applications using the Company’s information systems may be subject to the Company’s Workplace Surveillance policy or equivalent, where applicable.

Employees who do choose to reveal or imply their place of employment on Social Media Applications, FCC forum or a personal site should be aware that they are potentially increasing exposure for both themselves and the Company. Employees are responsible and accountable for information that they put forward via social media and should monitor their posts accordingly.

 

8.5 Posting on behalf of FCC

Employees are not to post on behalf of the Company without the Company’s written consent.

The Company reserves the right to request that employees remove any published content where published on a social media site and FCC forum, if not suitable or if inappropriate.