Appropriate Workplace Behaviour

Policy
…….Doing the right thing
Date Amended September 2014

Version 1

Outline
The Company is committed to achieving a workplace where everyone is treated with dignity,
courtesy and respect.

Scope
This policy applies to all employees of Woolworths Limited (and its associated entities), including
employees, contractors, subcontractors, apprentices, trainees, work experience students and
volunteers.

For the purposes of this policy the term ‘Team Member’ refers to all of the above groups.

Policy Principles
Appropriate behaviour

The Company expects its people to foster a working environment where everyone is treated with
dignity, courtesy and respect.
This applies in the workplace, when performing company duties off site, when interacting with
customers and suppliers, on business trips, at company functions, or when using the internet or
social media.
Expected standards of behaviour are set out in the Code of Conduct, particularly the principle
that we treat each other with respect.
The Company is committed to maintaining the standards set out in the Code of Conduct,
including preventing workplace bullying, harassment or unlawful discrimination.
There are many forms of unacceptable or inappropriate behaviour, some being more subtle and
which do not necessarily have a “label” or a name.
The Company supports the principles of equal opportunity in employment.
Team members should be aware that conduct that is found to be bullying, harassment or
discrimination could be a breach of the relevant legislation and therefore illegal.

Expectation of Team Members

Team members are expected to notify their Line Manager or HR representative if they witness or
become aware of behaviour which is inappropriate or could amount to bullying, harassment or
unlawful discrimination.

Team members should notify their Line Manager if they experience inappropriate behaviour,
such as harassment or intimidation, from a customer or member of the public.

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 The Company expects team members not to victimise or otherwise disadvantage anyone as a
result of making a complaint of inappropriate behaviour or of bullying, harassment or
discrimination; or being involved in a complaint inappropriate behaviour or of bullying,
harassment or discrimination
The Company expects people to act honestly in lodging a complaint of bullying, harassment or
unlawful discrimination, or when taking part in an investigation into an allegation of this nature.
Disciplinary action may be taken against a team member if a complaint is found to be motivated
by malice or without merit.
Line Managers have a responsibility to:
o Model correct and appropriate workplace behaviours
o Monitor the workplace to ensure that your teams demonstrate acceptable standards of
conduct at all times
o Treat all complaints seriously and take action to resolve matters promptly.

Important: A breach of this policy may lead to disciplinary action up to and including
termination of employment.

Definitions

Harassment
Unlawful harassment Any form of conduct or behaviour towards a person that is unwelcome,
unwanted or uninvited and that a reasonable person would anticipate may
humiliate, offend or intimidate.

Sexual harassment Any unwanted, unwelcome or unreciprocated conduct or behaviour of a

sexual nature which a reasonable person would anticipate may offend,
humiliate or intimidate.
It does not generally include conduct occurring within a personal relationship
or mutual attraction and affection or friendship.

Examples may verbal abuse or comments that degrade or stereotype people because
include, but are not of their race, age, religion or other personal characteristic.
limited to: jokes or offensive gestures based on race, etc
mimicking someone’s accent, or habits
displaying offensive material (including electronic format)
unwelcome physical contact such as shoulder massaging and invading
an individual's personal space
requests for sexual favours
offensive or demeaning statements, jokes, comments or innuendo
unwanted sexual propositions
offensive gestures or staring
inappropriate gifts of a sexual or offensive nature
unwelcome remarks or insinuations about a person’s appearance,
sexual activities or private life

How it can occur: Harassment can be in many forms including verbally, in writing, through
email, text messaging, instant messaging, being published on the internet,
videos or other social media channels.

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 Workplace Bullying
Workplace bullying Repeated, unreasonable behaviour directed towards a Team Worker or
group of Team Workers, while at work, that creates a risk to health and
safety.

Repeated behaviour Persistent unreasonable behaviour and can refer to a range of behaviours
over time.

Unreasonable Behaviour that a reasonable person, having regard to the circumstances,

behaviour would consider as unreasonable, including behaviour that is victimising,
humiliating, intimidating or threatening.

Examples may abusive, insulting or offensive language or comments

include, but are not spreading misinformation or malicious rumours
limited to:
behaviour that belittles and/or humiliates
unjustified criticism or deliberate public humiliation
practical jokes
deliberately and unreasonably overloading with work or deliberately
and unreasonably withholding work or information which is vital for
effective work performance
setting unreasonable timelines or constantly and unreasonably
changing deadlines
setting tasks that are unreasonably below or beyond a person’s skill
level
unreasonable exclusion from workplace activities
changing work arrangements to deliberately and unreasonably cause
inconvenience
unreasonably denying access to information, supervision,
consultation, promotion, training, development or other work
opportunities

How it can occur: Bullying can be carried out in a number of ways including verbally, in writing,
through email, text messaging, instant messaging, being published on the
internet, videos or other social media channels.

Bullying does not Reasonable management action taken in a reasonable way.

include:
Examples of reasonable management action can include:
informing and managing a team member about unsatisfactory work
performance including undertaking performance management
informing and dealing with inappropriate behaviour including taking
disciplinary action
setting reasonable performance goals, standards and deadlines
rostering and allocating work where requirements are reasonable
transferring a team member for operational reasons
allocation of work in accordance with terms and conditions of
employment and company practices
deciding not to select an employee for promotion where a reasonable
process is followed
implementing organisational changes or restructuring

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 reasonable directions by management
termination of employment

Discrimination
Unlawful Less favourable treatment of a person or group of people based on
discrimination particular attributes including:
sex, intersex status, marital or relationship status, pregnancy,
breastfeeding, parental status or carers’ or family responsibilities
sexual preference, sexual orientation, gender identity, lawful sexual
activity or transexuality
race, colour, descent, nationality, national origin, ethnicity or religion
disability or impairment
age
other grounds depending on the location

Examples may exclusion from work-related or social activities

include, but are not limiting access to recruitment and selection for opportunities,
limited to: promotion, transfer, training and other employment benefits including
for example:
o overlooking an employee for a promotion because she is
pregnant
o not offering a prospective employee employment because of
their race
o not offering training to particular employees because of their
age
service to customers
harassment or bullying or vilification

Guidelines for dealing with inappropriate behaviour, workplace

bullying, harassment or discrimination
Raising the concern
Team members have the right to work in an environment that is free from inappropriate
behaviour, discrimination, harassment and bullying.
In the first instance, the team member should raise their concerns on an informal basis with the
person who they believe is involved in the inappropriate behaviour, if they feel comfortable doing
so.
Alternatively, if a team member feels uncomfortable or is unsure how to handle the concern, they
are encouraged to raise the issue with their Line Manager or Human Resources Representative.

Investigating and dealing with the concern

Any complaints regarding possible inappropriate behaviour involving a lack of respect or
undignified treatment (including possible workplace bullying, harassment or discrimination) will
be treated seriously and the Company is committed to dealing with concerns under the following
principles:
o Investigations of work-related problems will be conducted in a prompt and fair manner
and as confidentially as possible.

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 o Investigations will generally involve speaking to the person about whom the complaint is
made, and where it is necessary to resolve the issue, to other relevant parties.
Confidentiality is to be maintained, and failure to do so may result in disciplinary action.
o The Company expects team members not to victimise or otherwise disadvantage
anyone as a result of raising a genuine grievance or assisting in the investigation of the
grievance.
o The Company will take appropriate action to resolve complaints of inappropriate
behaviour (such as bullying, harassment or discrimination), including compulsory
attendance at training programs or disciplinary action (including dismissal) in respect of
any team member whose inappropriate workplace behaviour has caused or contributed
to the conduct.

Escalation
Team members who are unhappy with the way an issue is being, or has been handled, should
notify HR or their Line Manager of their concerns. This should be done as soon as possible and
ideally, no later than 7 days following the outcome of any investigation being communicated,
allowing consideration for any individual circumstances relating to the matter.
This may result in the matter being reviewed and further action may be taken, where necessary.
If employees are unable to escalate a serious issue through this process, or the employee issue
is not resolved, they should:
o Access Speak Up on 1800 334 319 (Aus) or 0800 393 76736 (NZ) 24 hours, 7 days a
week, or via the website, email, mail or fax.
 Further details can be found on the Speak Up poster displayed on noticeboards.
 This is an independent service run by a third party that gives you the opportunity
to report matters anonymously if you wish.
 Please note that this service is not designed to resolve interpersonal
disagreements.
o Follow the SH&E Issue Resolution Procedure.
The Company prefers to resolve grievances within the organisation. However, in some
circumstances, it may be appropriate to involve the help of external bodies.

Other grievances
Grievances that do not relate to claimed bullying, harassment, discrimination or other
inappropriate behaviour are not dealt with under this procedure. Please refer to the dispute
resolution procedure in any applicable enterprise agreement.

Policy Information
Policy changes This policy may be rescinded, changed or replaced at any time at the absolute discretion
of the Director of HR or authorised delegate.
Contracts of The terms of this policy are not intended to be contractual in nature and do not form part
Employment of any employee's contract of employment.

Related Policies and Appropriate Workplace Behaviour poster

Documents
Doing the Right Thing - Code of Conduct
Social Media Guidelines
Appropriate Workplace Behaviour Booklet – Manager’s Guide
Appropriate Workplace Behaviour Booklet – Employee Guide
Speak Up poster

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