Human Rights Policy
HORNET PRESS PTY LTD ABN 87619646187
Policy Title: Human Rights Policy Effective Date: [13/3/26] Version: 1.0 Approved by: [JOHN MANDILE], Director Next Review Date: [13/3/26 — 12 months from effective date]
1. Purpose
Hornet Press Pty Ltd (“the Company”) is committed to upholding and promoting the fundamental human rights of all employees, contractors, clients, and stakeholders. This Policy establishes the Company’s commitment to operating in a manner consistent with:
• the Australian Human Rights Commission Act 1986 (Cth)
• the Fair Work Act 2009 (Cth)
• the Equal Opportunity Act 2010 (Vic)
• the Racial and Religious Tolerance Act 2001 (Vic)
• the Occupational Health and Safety Act 2004 (Vic)
• the Privacy Act 1988 (Cth)
2. Scope
This Policy applies to:
• All full-time, part-time, and casual employees
• Contractors, consultants, and labour hire workers
• Directors and officers of the Company
• Any third party acting on behalf of the Company
This Policy applies to all work-related activities, including those conducted at client sites, remotely, or at Company premises.
3. Our Commitment
The Company is committed to:
• Treating all people with dignity, fairness, and respect
• Providing a workplace free from discrimination, harassment, bullying, and victimisation
• Ensuring equal opportunity in all aspects of employment
• Protecting the privacy and personal information of employees and clients
• Supporting employees’ rights to freedom of association and collective bargaining
• Respecting employees’ right to disconnect outside of ordinary working hours
• Promoting diversity and inclusion across all levels of the organisation
4. Non-Discrimination and Equal Employment Opportunity
4.1 Prohibited Grounds of Discrimination
The Company prohibits discrimination on the basis of any of the following attributes:
• Age
• Breastfeeding
• Disability (physical, mental, or intellectual)
• Employment activity
• Gender identity
• Industrial activity (including union membership)
• Lawful sexual activity
• Marital or relationship status
• Parental or carer status
• Physical features
• Political belief or activity
• Pregnancy
• Race, colour, ethnicity, or national origin
• Religious belief or activity
• Sex
• Sexual orientation
• Personal association with a person identified by any of the above attributes
4.2 Equal Employment Opportunity
The Company is committed to ensuring that all employees and applicants are given equal access to:
• Recruitment and selection processes
• Training and professional development
• Promotion and career advancement
• Performance management
• Remuneration and benefits
• All other terms and conditions of employment
Decisions regarding employment will be based solely on merit, skills, qualifications, and the requirements of the role.
5. Harassment and Bullying
5.1 Prohibited Conduct
The Company prohibits all forms of harassment and bullying in the workplace, including:
• Sexual harassment: Any unwelcome conduct of a sexual nature that a reasonable person would anticipate would cause offence, humiliation, or intimidation
• Workplace bullying: Repeated, unreasonable behaviour directed at an employee or group of employees that creates a risk to health and safety
• Victimisation: Subjecting a person to a detriment because they have made, or intend to make, a complaint under this Policy
Harassment and bullying may occur in person, via telephone, email, messaging platforms, or social media.
5.2 Examples of Prohibited Conduct
The following conduct is prohibited and may constitute harassment or bullying:
• Offensive jokes, comments, or gestures relating to a protected attribute
• Displaying or distributing offensive material
• Excluding or isolating a person from workplace activities
• Unreasonable criticism, monitoring, or micromanagement
• Threats, intimidation, or aggressive behaviour
• Spreading false or malicious rumours
6. Diversity and Inclusion
The Company values the diversity of its workforce and recognises that a diverse and inclusive workplace leads to better outcomes for employees, clients, and the business. The Company will:
• Actively promote a culture of inclusion and belonging
• Ensure that workplace policies and practices do not disadvantage any group
• Provide reasonable adjustments for employees with a disability or carer responsibilities
• Celebrate and respect cultural, religious, and personal differences
7. Freedom of Association and Collective Bargaining
The Company respects the right of all employees to:
• Join or not join a trade union or employee association of their choice
• Participate in lawful industrial activity
• Be represented by a union or employee representative in workplace matters
• Engage in collective bargaining in accordance with the Fair Work Act 2009 (Cth)
The Company will not take adverse action against any employee for exercising these rights.
8. Right to Disconnect
In accordance with the Fair Work Act 2009 (Cth) (as amended), employees have the right to disengage from work-related communications outside of their ordinary working hours, unless:
• The refusal to respond is unreasonable in the circumstances; or
• The employee is on call or has agreed to be contactable outside of ordinary hours as part of their role
The Company will not take adverse action against an employee for reasonably exercising their right to disconnect.
9. Privacy
The Company is committed to protecting the personal information of employees and clients in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles. Personal information will only be collected, used, and disclosed for legitimate business purposes. Employees are required to handle personal information in accordance with the Company’s Privacy Policy.
10. Complaint and Grievance Process
10.1 Raising a Complaint
Any employee who believes that this Policy has been breached is encouraged to raise the matter promptly. Complaints may be raised:
• Informally: By speaking directly with the relevant person (where appropriate) or with a manager or
• Formally: By submitting a written complaint to [HR Manager / Director] at [john@hornetpress.com.au]All complaints will be treated seriously, confidentially, and without victimisation.
10.2 Investigation Process
Upon receipt of a formal complaint, the Company will:
1. Acknowledge receipt of the complaint within 2 business days
2. Appoint an appropriate person to investigate the matter
3. Conduct a fair and impartial investigation, providing all parties an opportunity to be heard
4. Reach a finding and determine appropriate action within a reasonable timeframe
5. Communicate the outcome to the complainant and respondent
10.3 Outcomes
Where a breach of this Policy is substantiated, the Company may take disciplinary action up to and including termination of employment, in accordance with the Company’s Performance and Misconduct Policy.
10.4 External Complaints
Employees who are not satisfied with the outcome of an internal complaint may lodge an external complaint with:
• Victorian Equal Opportunity and Human Rights Commission (VEOHRC): www.humanrightscommission.vic.gov.au | 1300 292 153
• Australian Human Rights Commission (AHRC): www.humanrights.gov.au | 1300 656 419
• Fair Work Commission: www.fwc.gov.au | 1300 799 675
11. Responsibilities
Role Responsibility
Directors / Management: model respectful behaviour; respond promptly to complaints; implement this Policy
All Employees: treat colleagues and clients with dignity and respect; report breaches of this Policy
HR / Policy Owner: maintain and review this Policy; manage the complaint process; provide training
12. Breaches of This Policy
Breaches of this Policy will be treated seriously and may result in disciplinary action, up to and including termination of employment. In serious cases, the Company may refer the matter to an external authority or law enforcement agency.
13. Policy Review
This Policy will be reviewed annually or following any significant legislative change. The Policy Owner is responsible for ensuring the Policy remains current and effective.