Bordo Principles of ConductIncorporating company induction information

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Bordo Principles of ConductIncorporating company induction information

Belgian Edition

Foreword

Welcome to the Bordo family! It’s great to have you working alongside us, and we look forward to a long and productive association.

This document explains and outlines the Bordo Group’s background and the actions and philosophies that define our principles of conduct. Please ensure you understand the document completely, and if you have any questions clarify them with your manager.

It is important you know that working at Bordo is more than “just a job”. It is a philosophy of working to satisfy, delight, and impress our customers by supplying the best value products to them in the best way possible.

You are now part of a team, and working in a team means that teamwork is critical. Collaboration yields better and longer lasting results than individual efforts. Unless we work together we cannot achieve our customer-oriented goals, and our purpose will not be attained. Respect, co-operation, and mutually striving towards the goals make for a better place to work.

By having great staff and great products we believe we have a winning combination, and we’re glad you are now a part of it. Welcome aboard.

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“How you conduct yourself reflects upon you, on your colleagues, and on Bordo.”

This document is effective from 1 July 2013. This version of the document is dated 24/03/14.

All information is believed to be correct at the time of publication. E.&O.E.

© Copyright 2013 Bordo International Pty Ltd. 3 Kingston Park Court, Scoresby, Victoria, 3179, Australia. ABN 96 005 125 833. This publication is copyright. Other than for the purposes of, and under the conditions prescribed under, the copyright act no part of this publication may in any form or by any means be reproduced, stored in a retrieval system or transmitted without prior written permission of Bordo International Pty Ltd.

Introduction

Bordo’s Mission

Our mission is to provide a

complete range of cutting tools

and power tool accessories that

are of a quality and reliability that

exceeds our customers’

expectations and requirements;

and a service level second-to-

none in the market, reflecting our

total commitment to excellence.

Products

As industrial cutting tool and

power tool accessory specialists,

our extensive product range is

one of the most comprehensive

in the industry. We are

continually expanding and

improving our product range to

ensure we remain a major force

in the industry.

Service

Bordo International is committed

to working with our suppliers and

customers to improve and

expand our range of cutting tools

and power tool accessories, while

continuing to provide the highest

levels of service. We are

supported by a team of technical

and production experts who

ensure that all specialized tooling

requirements are met to our

customers’ exacting

specifications. At all times we

recognize the fundamental

importance of satisfying our

customers’ needs and strive

always to meet and exceed their

expectations.

Vision

The Bordo Quality Commitment

exists throughout all levels of our

company – products, service,

vision. We source our products

from the world’s finest

manufacturers, maintaining our

‘quality without compromise’

ethos. Our commitment results in

the most reliable and competitive

package available: our

customers can be assured they

are getting the very best the

world has to offer.

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HISTORY

Founded in 1987 Bordo International is synonymous with excellence in industrial cutting tools and power tool accessories. We have a comprehensive sales and distribution network throughout Australia, distribute products around the world, and are committed to our customers and the local community. Bordo’s head office is located in Scoresby, Victoria, and the Company is 100% Australian family owned. We have subsidiary companies in Europe (Bordo Europe, headquartered in Dendermonde, Belgium) and the USA (Crossroad Distributor Source (CDS) in Indiana).

Bordo’s Principles of Business Conduct

YOUR RESPONSIBILITIES

Bordo’s business conduct policy

and principles apply to

employees, independent

contractors, consultants, and

others who do business with

Bordo. All such individuals are

expected to comply with Bordo’s

business conduct policy and

principles and with all applicable

legal requirements. Bordo retains

the right to discipline (up to and

including termination of

employment) or end working

relationships with those who do

not comply.

If you have knowledge of a

possible violation of Bordo's

Business Conduct Policy or

principles, other Bordo policies,

or legal or regulatory

requirements, you are required to

notify either your manager

(provided your manager is not

involved in the violation), or

senior management. If you have

knowledge of a potential

violation and fail to report it, you

may be subject to disciplinary

action.

DISCRIMINATION, HARASSMENT AND BULLYING AT WORK POLICYBordo considers discrimination,

bullying and harassment to be

unacceptable actions that will not

be tolerated under any

circumstances and will take all

necessary measures to ensure

these behaviours do not occur at

the workplace. All employees

must treat all fellow employees

as competent professionals at all

times. At no time may your

actions, comments, suggestions,

remarks, or physical contact

belittle, offend, or demean any

person.

If you feel you have been, or are

being, bullied, harassed,

discriminated or treated

offensively you should either:

• directly inform the alleged

offender, preferably in the

presence of a witness and seek

an agreed solution; or

• discuss the matter with your

manager. If you are unable to

bring it to your manager, then

you should inform a member

of senior management.

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IN BRIEF

Bordo’s success is founded on bringing high-quality products with best-in-class marketing to the industry. In doing so, we rely on our values and demonstrate integrity and honesty in every interaction. Our principles define and underpin the way we do business. These principles are:

1. Honesty. We demonstrate honesty, integrity, and high ethical standards in all business dealings, both within the company and without.

2. Respect and Harmony. We are respectful, co-operative, and helpful to customers, suppliers, co-workers, and others.

3. Compliance. We are always co-operative within applicable laws and regulations.

4. Confidentiality. We observe the highest levels of confidentiality concerning our information and that of our customers, suppliers, contractors, and employees.

5. Responsibility. We take ownership of our decisions and are judged by them.

All complaints will be addressed in an impartial,

confidential and prompt manner. For detailed

information, please consult the “Preventing and

Responding to Discrimination, Sexual

Harassment & Bullying at Work Policy”.

CUSTOMER FOCUSAs a Bordo

employee you

are

expected to

deliver quality

customer service.

We aim to provide

best-in-class products for our customers. To do

so effectively we recognize the customer is at

the centre of everything we do, and we provide

service to our customers that is also best-in-

class. You are required to always apply the

Bordo Principles of Conduct when interacting

with customers.

Always remember that our customers are our

most powerful advertising. If we deliver great

service and quality products our customers will

spread this story. The same can be said of poor

service. Remember too that your colleagues are

customers and deserve the same standards of

customer service.

INITIATIVEBordo always welcomes and encourages all

employees to develop and express new ideas

for improvements to work processes and

conditions. Please inform your manager of any

new ideas, so the appropriate people can

become involved.

LEADERSHIPYour manager is responsible for the efficient

operation of the department in which you work,

and for the wellbeing of individual employees.

Your manager will give you all help possible in

matters concerning your job and your welfare.

Do not hesitate to ask for assistance on any

matter.

TEAMWORKBordo encourages the building of friendly, co-

operative, and mutually beneficial relationships

amongst staff. You are expected to act

professionally, be supportive of other

employees, and work to engender teamwork

and sound working relationships with other

employees. Providing assistance to others, when

required, forms a crucial part of Bordo’s overall

working philosophy.

OFFICIAL LANGUAGEIn order to facilitate clear and unambiguous

communication within Bordo English is the

official language. All documents,

correspondence, databases, and

communications should be in English. Within a

non-English as First Language community the

local language may be used for general purpose

communication, however all Bordo documents

and communication should be in English.

EQUAL OPPORTUNITYBordo International is an Equal Opportunity

employer and ensures that all staff are treated

equitably and fairly in matters relating to their

employment. This policy applies to, but is not

limited to, selection, promotions, and

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“Every product we make and every service we provide is for our customers.”

separations. It also applies to remuneration

packages, benefits and other conditions of

employment.

CUSTOMER AND THIRD-PARTY INFORMATIONCustomers, suppliers, and others disclose

confidential information to Bordo for business

purposes. It is the responsibility of every Bordo

employee to protect and maintain the

confidentiality of this information. Failure to

protect customer and third-party information

may damage relations with customers, suppliers,

or others and may result in legal liability.

NONDISCLOSURE AGREEMENTSWhen dealing with a supplier, a customer, or

other third party, never share confidential

information without your manager’s approval.

Never share confidential information outside

Bordo (for example, with vendors, suppliers, or

others) unless a nondisclosure agreement is in

place. These agreements document the need to

maintain the confidentiality of the information.

Original copies of nondisclosure agreements

must be kept on file by the Operations Director.

Always limit the amount of confidential

information shared to the minimum necessary to

address the business need.

COPYRIGHT-PROTECTED CONTENT Never use or copy software, music, videos,

publications, or other copyright-protected

content at work or for business purposes without

legal right to do so. Do not use Bordo facilities

or equipment to make or store unauthorized

copies.

ACCURACY OF RECORDS AND REPORTSAccurate records are imperative to fulfilling

Bordo’s legal, management and financial

obligations. You must ensure that all records and

reports are full, fair, accurate, timely, and

understandable.

Never misstate facts, omit critical information, or

modify records or reports in any way to mislead

others, and never assist others in doing so.

CONFLICTS OF INTERESTA conflict of interest is any activity that is

inconsistent with or opposed to Bordo’s best

interests, or that gives the appearance of

impropriety or divided loyalty. Avoid any

situation that creates a real or perceived conflict

of interest. Use good judgment, and if you are

unsure about a potential conflict, talk to your

manager.

Do not conduct Bordo business with family

members or others with whom you have a

significant personal relationship. In rare cases

where exceptions may be appropriate, written

approval from the Operations Director, Finance

Manger, or Managing Director is required.

You should not use your position at Bordo to

obtain favoured treatment for yourself, family

members, or others with whom you have a

significant relationship. This applies to product

purchases or sales, investment opportunities,

hiring, promoting, selecting contractors or

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suppliers, and any other business matter. This

does not apply to special purchase plans offered

by Bordo. If you believe you have a potential

conflict involving a family member or other

individual, disclose it to your manager.

OUTSIDE EMPLOYMENT AND INVENTIONSFull-time Bordo employees must notify their

manager before taking any other employment.

In addition, any employee (full-time or part-time)

who obtains additional outside employment, has

an outside business, or is working on an

invention must comply with the following rules.

Do not:

• Use any time at work or any Bordo assets for

your other job, outside business, or invention.

This includes using Bordo workspace,

telephones, computers, internet access, copy

machines, and any other Bordo assets or

services.

• Use your position at Bordo to solicit work for

your outside business or other employer, to

obtain favoured treatment, or to pressure

others to assist you in working on your

invention.

• Use confidential Bordo information to benefit

your other employer, outside business, or

invention.

• Participate in an outside employment activity

that could have an adverse effect on your

ability to perform your duties at Bordo.

• Participate in an outside business or outside

employment, or develop an invention, that is

in an area of Bordo’s present or reasonably

anticipated future business.

Before participating in inventions or businesses

that are in the same area as your work for Bordo

or that compete with or relate to present or

reasonably anticipated Bordo products or

services, you must have written permission from

the Operations Director, Finance Manager, or

Managing Director.

BUSINESS EXPENSESAll employees must observe policies and

procedures regarding business expenses, such

as meal and travel expenses, and submit

accurate expense reimbursement requests.

Guidelines on daily meal expenses vary by area.

PROTECTING BORDO’S ASSETS AND INFORMATIONAs a Bordo employee you must protect Bordo’s

property and abide by the following guidelines:

Follow all security procedures and be on the

lookout for any instances you believe could lead

to loss, misuse, or theft of company property.

Protect physical assets such as equipment,

supplies, cash, and charge cards.

Use extreme care to protect Bordo’s proprietary

information from improper disclosure to third

parties. This information includes technical

product information, information related to

current and future products and services,

including designs, confidential market research,

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sales and marketing plans, financial data, and

organizational charts and information.

Use Bordo’s assets in a manner that prevents

damage, waste, misuse, or theft. Use assets only

for legal and ethical purposes.

Dispose of assets only with appropriate approval

and in compliance with applicable laws and

policies. Before disposing of assets, discuss your

plans with your manager.

CONFIDENTIAL BORDO INFORMATIONInformation about Bordo’s products and

services, both current and future, is one of

Bordo’s most valuable assets. Never disclose

confidential operational, financial, trade secret,

or other business information without verifying

with your manager that such disclosure is

appropriate. Usually such information is

disclosed in a very limited way, and only when

an appropriate nondisclosure agreement is in

place.

Even internally confidential information should

be shared only on a need-to-know basis. Your

employment at Bordo together with this

document enforces and defines your duty to

protect information.

THE BORDO IDENTITY AND TRADEMARKSThe Bordo name, logos, products, slogans, and

services collectively define the brand and have

value. Before using any of these elements check

the corporate style manual to ensure they are

being used correctly. If in doubt about use of

any part of the corporate brand identity, check

with your manager.

BORDO INVENTIONS, PATENTS, AND COPYRIGHTSAs with all Bordo assets, be alert to possible

infringement of Bordo’s patents or trademarks

and bring any possible infringements directly to

your manager.

CONFIDENTIAL EMPLOYEE INFORMATIONAs part of your job, you may have access to

personal information regarding other Bordo

employees, applicants, or related parties,

including information regarding their

employment history, personal contact

information, compensation, health information,

or performance and disciplinary matters. This

information is confidential and should be shared

only with those who have a business need to

know. It should not be shared outside Bordo

unless there is a legal or business reason to

share the information and you have approval

from your manager.

All personal information provided to Bordo

International is treated in the strictest

confidentiality, and all efforts made to maintain

its security. If any of your details change you

must inform the Finance Manager as soon as

possible.

PRIVACYSubject to rules or regulations affecting an

employee’s rights, Bordo may monitor or search

its work environments, including equipment,

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networks, mail, and electronic systems, without

notice. Bordo monitors facilities and equipment

to promote safety, prevent unlawful activity,

investigate misconduct, manage information

systems, comply with legal guidelines, and for

other business purposes.

Respecting the privacy of other employees, their

families, and associates is paramount. You must

not engage in any activity, either spoken,

written, or online, that undermines this privacy,

including gossip, rumour-mongering, parody, or

similar. All employees have a right to privacy.

DEALING WITH DIFFICULT CUSTOMERSUnfortunately some members of the public

cannot be reasoned with and in such

circumstances the following can help:

• Follow normal customer service processes as

far as you feel comfortable.

• If you are not making progress explain to the

person that you don’t think you will be able to

deal with their issue and refer it to your

manager.

• Contact your manager and explain the issue

and that you would like them to speak to the

customer you are dealing with.

• Resume your duties, as your manager will

then take appropriate action.

• In some instances the situation may escalate

to the point where a department head is

required to assist. These are very rare

situations and generally senior managers have

the skills and decision making power to solve

all customer problems.

Abuse From CustomersAt no stage are you required to take abuse from

customers, and instances of this kind should be

reported to your manager who will take

appropriate action.

SUBSTANCE ABUSEEmployees are prohibited from manufacturing,

distributing, dispensing, possessing, using, or

being under the influence of illegal drugs in the

workplace. If you are using prescription drugs

that may affect your work performance or

prevent you from using plant, you are to inform

your Manager who may decide to put you on

alternative duties. Use of alcohol or medications

on the job or before work can cause safety

issues, damage customer relations, and affect

productivity, innovation, and the Bordo brand.

Use good judgment and keep in mind that you

are expected to perform to your full ability when

working for Bordo.

Any member of staff in charge of a Bordo

vehicle who is involved in an accident, if found

to be under the influence of alcohol or illegal

drugs, will not be covered by the Bordo

insurance policy, and may be subject to

disciplinary action up to and including

termination of employment.

Any employee who reports for work and is

suspected to be under the influence of illegal

drugs and or alcohol will be immediately sent

home and may be subject to disciplinary action

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up to and including termination of employment.

Bordo reserves the right to conduct random

drug and alcohol tests in accordance with their

Drug and Alcohol Protocol at any time while an

employee is at work.

SMOKINGAll Bordo premises, including company vehicles,

are designated smoke-free premises. Smoking in

any areas on Bordo property is prohibited

except in a designated smoking area. All butts

are to be disposed of in receptacles provided.

TRAININGEmployees are employed on the grounds that

qualifications are current and up to date. The

onus to maintain these qualifications is on you.

Bordo can offer First Aid updates and courses.

Employees are encouraged to attend these

courses free of charge to maintain their

qualifications.

APPEARANCEEmployees are expected to be well groomed,

clean, and tidy. Common sense is required when

determining appropriate clothing, and if you are

uncertain please ask your manager.

As a general guide, clothing should be modest

and respectful of others. While it is difficult to

detail unacceptable clothing remember that

your judgement in this matter, as in others, will

determine how your colleagues view you.

YOUR OBLIGATION TO TAKE ACTIONAlways apply Bordo principles of business

conduct, follow Bordo policies, and comply with

laws and regulations. When you are unsure, take

the initiative to investigate the right course of

action. Check with your manager, Operations, or

Finance, and review our policies.

If you know about a possible violation of Bordo’s

Business Conduct Policy or legal or regulatory

requirements, you are required to notify your

manager (provided your manager is not involved

in the violation), Operations, Finance, or senior

management. Failure to do so may result in

disciplinary action.

Employees must cooperate fully in any Bordo

investigation and must keep their knowledge

and participation confidential to help safeguard

the integrity of the investigation.

THEFTRemoving of company assets, including office

equipment, computer hardware, stock and

samples, and any other equipment from the

company’s facilities without written permission

from an authorized person is strictly prohibited

and considered theft. Bordo takes such actions

seriously, and violations will be treated severely.

Termination of employment and police charges

are likely outcomes.

BORDO INTELLECTUAL PROPERTYBordo's intellectual property is copyright and is

only to be used at Bordo's premises. Intellectual

property is not transferable if you leave Bordo's

employment and it is considered to be theft if

used for purposes other than for Bordo's

business undertakings.

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COMPUTER USAGEUsers must not send (or cause to be sent),

upload, download, use, retrieve, or access any

file, email or internet material that:

a) Is obscene, offensive or inappropriate. This

includes text, images, sound or any other

material, sent either in an email or in an

attachment to an email, or through a link to

an internet site (URL). For example, material

of a sexual nature, hateful, indecent or

pornographic material;

b) Causes insult, offence, intimidation or

humiliation by reason of unlawful harassment

or discrimination;

c) Is defamatory or incurs liability or adversely

impacts on the image of the image of Bordo.

A defamatory message or material is a

message or material that is insulting or

lowers the reputation of a person or group of people;

d) Is otherwise illegal, unlawful or

inappropriate;

e) Gives the impression of or is representing,

giving opinions or making statements of on

behalf of Bordo without the express

authority of Bordo;

f) Violate copyright or other intellectual

property rights. Computer software that is

protected by copyright is not to be copied

from, or into, or by using Bordo's computing

facilities, except as permitted by law or by

contract with the owner of the copyright.

Similarly, users should not copy or access

copyright protected music or videos;

g) Breach an individual’s privacy or disclose any

of their confidential information;

h) Install software or run unknown or

unapproved programs on Bordo's

computers. Under no circumstances should

users modify the software or hardware

environments on Bordo's computer systems

(this includes installing software purchased

by users for personal private use) without

prior approval from management;

i) Gamble;

j) Deliberately send or cause to be sent chain

or spam emails in any format;

k) Obtain personal gain. For example, running

a personal business using the Bordo's

computers;

l) Stream content for personal use;

m)Users must not use another user’s computer

or internet access or email facilities

(including passwords and user names/login

codes) for any reason without the express

permission of the user;

n) Use social media from Bordo's computers

such as Facebook, Twitter and Instagram.

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Occupational Health and Safety

In order to In order to achieve

our Health and Safety goals,

Bordo has so far as is reasonably

practicable provided and

maintained for their employees a

working environment that is safe

and without risks to health by:

a) providing and maintaining

plant and systems of work

that are safe and without risks

to health;

b) making arrangements for

ensuring safety and the

absence of risks to health in

connection with the use,

handling, storage or transport

of plant or substances;

c) maintaining the workplace in

a condition that is safe and

without risks to health;

d) providing adequate facilities

for the welfare of employees;

and

e) providing information,

instruction, training and

supervision to employees as

is necessary to enable them

to perform their work in a way

that is safe and without risks

to health.

Employees are expected to

follow Bordo's Occupational

Health and Safety Management

System and while at work:

a) take reasonable care for your

own health and safety;

b) take reasonable care for the

health and safety of other

persons who may be affected

by your acts or omissions; and

c) co-operate with Bordo with

respect to any action taken by

them to comply with a

requirement imposed by or

under the relevant regional

Health and Safety Act.

All employees are required to be

aware of and conversant with the

relevant Occupational Health &

Safety requirements for their

work areas. This includes reading

the operation manuals for the

relevant areas and equipment.

General requirements are

covered below.

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IN BRIEF

Bordo considers the health and safety of its employees to be of paramount importance, and one of its greatest responsibilities.

At Bordo we undertake to minimize the risk from hazards in the workplace, and safeguard the health and safety of all staff.

Failure to exercise proper care and caution may

result in disciplinary action including

termination. All employees contribute to Bordo's

occupational health and safety management

system.

PUBLIC LIABILITYBordo carries public liability insurance. Do not

admit liability to any member of the public or

even other employees. All claims will be handed

to our insurers, who will investigate the claim.

SAFETY ISSUESIf you have any concerns regarding equipment,

part of the building, grounds or unsafe work

practice, please notify your manager

immediately so that they may take appropriate

action.

If you identify a safety problem you must cease

work until the problem is fixed. Under no

circumstances are you to continue working

where a safety risk is present. If you are unable,

physically or for safety reasons, to remedy the

problem yourself you must advise your manager,

who will arrange for the problem to be rectified.

Bordo uses Tag Out Lock Out Procedures andif plant or equipment has a Danger tag attached,

under no circumstances should the item be used.

A “Work Incident Investigation Report” must be

completed and returned to the Operations

Director as soon as possible. This report is

Appendix A.

FIRST AIDBordo has First Aid supplies located in the

supplies room in the office.

MEDICAL ATTENTIONIf medical care is required you should go to:

Sint Blasius Hospital

Kroonveldlaan 50

9200 Dendermonde

Telephone 052 25 20 11

info@azsintblasius.be

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USEFUL LINKSSome links you may find helpful:

http://www.bor.do

http://www.powercoil.com.au

http://internal.bordo.com.au

http://www.youtube.com/bordoindustrial

Administration - Bordo BelgiumBordo Europe BVBA is located at:Industrieweg 2 (BAA), B-9200, Dendermonde, BelgiumTel: +32 52 412 110, Fax: +32 52 410 753

HOURS OF WORKThe work day begins at 08:15

and finishes at 17:00 Monday

through Thursday, and finishes at

16:15 Fridays. A daily lunch break

occurs between 12:00 and 13:00.

These times may be adjusted by

agreement under some

circumstances. You should

discuss this with your supervisor.

MEAL BREAKSOne hour lunch breaks are the

norm, however if your manager

agrees you may take a half hour

lunch break. The remaining half

hour may then be taken at

another time during the day as

agreed with your manager.

PUNCTUALITYEmployees are expected to arrive

at work and be ready to

commence on time. It is

recommended that you arrive 5

minutes before your shift and be

ready to commence your shift at

the start of the scheduled start

time. Remember that your

punctuality directly affects other

employees, suppliers, or

customers. Lack of punctuality

may damage relationships and

the Bordo brand.

PAYMENT OF SALARIES / WAGESUnless otherwise notified, salaries

and wages are paid on a monthly

basis on the 5th working day of

the month. Payments are made

by electronic transfer to

employees’ nominated bank

accounts.

You must make details of your

account available as soon as you

are appointed.

Payments are not normally able

to be made in advance.

OVERTIMEOvertime work is normally

prohibited, but may be available

at the discretion of your

manager. If overtime is worked

without the proper authority,

Bordo reserves the right to make

payment only up to the normal

finishing time.

Rules relating to working hours

and overtime pay do not apply to

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IN BRIEF

This section contains information on the day-to-day administration within Bordo. Don’t forget, you can, at any time, ask you manager about any of these items.

This section is applies specifically to office staff and warehouse staff.

Useful Contacts:

Insurance Information:Accidents at Work Insurance:Mercator policy number 9711596Telephone: +32 32 472 111Fax: +32 32 472 777

Civil Liability Insurance:Mercator policy number 7A18628Telephone: +32 32 472 111Fax: +32 32 472 777

Judicial Assistance Insurance:DAS policy number 1657864Telephone: +32 92 335 658Fax: +32 92 335 427

Office of the Belgian Federal Public Service Employment, Labour and Social DialogueDendermonde Office:Tel: 037 600 190Fax: 037 600 199E-mail:tsw.sint-niklaas@werk.belgie.be

sales representatives, home workers and

employees in a managerial role or a position of

trust within the company.

For safety reasons it is the policy of Bordo that

no one person shall work overtime alone within

the premises.

PAYROLL DEDUCTIONSTaxation and social security deductions will be

made from your pay per statutory requirements.

ANNUAL LEAVEAnnual leave of 20 days is credited to a full-time

employee, pro-rata for part-time employees.

Leave can be taken throughout the year as

occasional days off as long as it does not

interfere with the company’s operations. All

leave requests must be submitted using the

online form, or by a method advised you by your

manager, with sufficient time (a minimum of 2

weeks’ notice) to allow relief arrangements to be

made. Your supervisor will determine whether

leave can be granted. Leave shall be taken in

the year it accrues.

The company is closed for one week during the

summer period, and for one week over the

Christmas period. Actual dates vary year-to-year

and will be advised to you early in the calendar

year. All employees must take these two weeks

as annual leave, and any other official days the

company closes — other than public holidays —

are also counted as annual leave. The following

Belgian National Holidays are observed:

• New Years Day 1 January

• Easter Monday

• Labour Day 1 May

• Ascension Thursday

• Pentecost Monday

• National Holiday July 21

• Assumption Day 15 August

• All Saints Day 1 November

• Armistice Day 11 November 

• Christmas Day 25 December

If a public holiday falls on a Sunday then the

company will normally be closed on the

following Monday (“in lieu” of Sunday). This can

be varied to include “bridge days” at the

discretion of management.

TERMINATION OF EMPLOYMENTEmployment is legally terminated by the giving

or receipt of the required notice by respective

parties. You must:

• give a formal letter of resignation to your

manager by registered mail.

• the period of notice for employers and

employees starts on the Monday following

the receiving of the registered letter.

• return any uniform, apparel, and other Bordo

property in your care to your manager.

The following table shows the period of notice

required by either party:

15

SeniorityPeriod of Notice

RequiredBORDO

Period of Notice Required

EMPLOYEE

0-3 months 2 weeks 1 week 

3-6 months 4 weeks 2 weeks

6-9 months 6 weeks 3 weeks

9-12 months 7 weeks 3 weeks

12-15 months 8 weeks 4 weeks

15-18 months 9 weeks 4 weeks

18-21 months 10 weeks 5 weeks

21-24 months 11 weeks 5 weeks

2-3 years 12 weeks 6 weeks

3-4 years 13 weeks 6 weeks

4-5 years 15 weeks 7 weeks 

5-10 years + 3 weeks a year so 10 years: 30 weeks

5-6 years: 9 weeks 6-7 years: 10 weeks 7-8 years: 12 weeks          

  8 years and +: 13 weeks

10-15 years + 3 weeks a year so 15 years: 45 weeks 13 weeks

15-20 years + 3 weeks a year so 20 years: 60 weeks 13 weeks

20-25 years + 1 weeks a year so 25 years: 65 weeks 13 weeks

25-30 years + 1 weeks a year so 30 years: 70 weeks 13 weeks

30-35 years + 1 weeks a year so 35 years: 75 weeks 13 weeks

Reasons for immediate termination of

employment include but are not limited to:

• being drunk on company grounds

• smoking outside of designated areas

• mobile telephone policy breaches

• internet and mail policy abuse

• bringing alcohol on to company premises

• bringing in unauthorized personnel

• theft

• sexual harassment or sexual behaviour

• ignoring company policies

• failure to satisfy the requirements of your job

description.

• Reporting of Absences

IllnessWhen absence is due to illness, employees

must ensure they notify their manager as soon

as possible on the day of absence, and before

8:30am. A medical certificate must be sent

within 48 hours for any period of absence due

to illness. Failure to do so may result in your

pay being withheld for the days you are

absent before the certificate is received.

Bordo has the right to send a doctor to your

residence to perform a medical check at any

time, and any extensions of your sick leave

have the same reporting rules as above.

Urgent LeaveWhen an absence is due to an urgent family

or legal matter your absence may not exceed

three consecutive days, and may not exceed

ten days per year. It is your responsibility to

inform your manager as far in advance as

possible. Urgent leave is unpaid.

Leave of AbsenceYou are entitled to take a leave of absence

from your work, on your normal salary, for

family events (e.g. in the event of the death of

16

a close family member), to comply with civic

obligations and civil missions, and if you have

to appear in court. To receive your salary, you

must inform your manager in advance of your

absence and, if you are unable to do so, you

must inform your manager as soon as

possible. Other paid leave may be available

under certain circumstances.

Lateness Due ToUnforeseeable EventsIf an unforeseeable event occurs on your way

to work, such as an unusual traffic event, you

must inform your manager as soon as it is safe

and practicable to do so.

Late Arrival, Leaving Early andWork InterruptionsApart from the reasons of Illness or Urgent

Leave, unless you have permission from your

manager you may not be absent for other

reasons. Failure to arrive at work on time,

leaving early, or during work hours is strictly

prohibited and may result in your wages

being withheld or termination.

Parental LeavePregnant employees are entitled to fifteen

weeks maternity leave. You must take one

week before the birth and nine weeks after

the birth.

Following the birth of a child, the father has a

right to ten days paternity leave. This leave

must be taken within four months of the birth.

It is your responsibility to speak directly with

your manager, and not have a message passed

on by a third party. Email, SMS, etc. are not

acceptable methods of notification.

PERFORMANCE APPRAISALSThe delivery of quality customer service is one of

Bordo’s key objectives. To ensure that everyone

is working towards the same set of service levels

employees undergo regular performance

appraisals. These appraisals are intended to help

both you and your manager assess your current

competencies and to identify areas where

improvement or training are needed.

ENVIRONMENTAL POLICYThe Bordo Head Office building in Scoresby,

Victoria, Australia has achieved a 5 Star Green

Star rating, only the fifth building in Australia to

do so, and we are proud of our environmental

credentials. A core principle at Bordo is

whatever we do, we do it with as little

environmental impact as possible. For example,

at the Head Office we have waterless urinals,

and toilets are supplied from tank water, as is

our irrigation system. All electricity is supplied

by a solar panel array on the roof, and we are

working towards 100% Carbon Neutral status.

While these conditions may not exist at all

locations, globally all Bordo staff should ensure

they use their best endeavours to recycle waste

materials, and minimise their impact on the

environment.

Whenever it is possible and practicable, please

use double-sided (duplex) paper or use scrap

paper.

17

MOBILE (CELLULAR) TELEPHONE POLICYUnless specific permission has been granted by

your supervisor, mobile cellular telephones may

only be used at break times. If you need to use

your mobile telephone outside of the

appropriate break times check with your

supervisor before use.

ACCESSThe Bordo warehouse and office is open each

weekday, except public holidays, from 8:15am.

The warehouse is closed from 5:00pm Monday -

Thursday, and 4:15pm Fridays.

No person, with the exception of personnel

issued with access keys, is permitted to enter

the premises outside working hours.

The last person to leave the premises at any

time should take great care to ensure all

windows are closed, and external doors securely

closed and locked.

Employees who are issued with a door code

must ensure that the code is kept strictly

confidential and secure at all times, and must

not disclose the code to else. If you think the

code is known by someone else you must notify

your manager.

Your individual access will be discussed with you

during your induction process.

It is important to remember that Bordo Europe

rents it’s office and warehouse space, and shares

these with another company. As such, it is our

job to show respect and courtesy to the owners

and co-workers with regard to property. We

must be efficient in our use of resources such as

electricity, water, and gas, and to be mindful of

the shared space.

TASKS AND TIME MANAGEMENTAs an integral part of the management of this

business unit, and most importantly to fulfill our

customers’ expectations, you are required to

complete a detailed task list log (found here) of

activities undertaken on a daily basis. This log

describes the regular (daily, weekly, bi-weekly,

monthly, etc.) tasks that need to be undertaken,

and serves as a

guide to each

day’s

priorities.

This log is to be

stored as

directed by your

supervisor for

easy retrieval and

review.

ASSETS IN YOUR CAREFor guidelines on protecting Bordo assets in

your care, see page 7.

Should damage or loss occur to assets in your

care you must immediately report the matter to

your manager. Your salary or wage may be

withheld if the damage or loss is determined to

be through your negligence. It is your

responsibility to take all practicable care of

assets entrusted to you.

18

“We believe that an efficient office and warehouse is an essential part of meeting customer expectations.”

Organisation Hierarchy

THE FOCUSSED VIEWThe above chart shows a focussed view of Bordo Europe’s organisational structure. While each unit

(Sales, Office, Warehouse) is responsible for ensuring its own area runs smoothly and efficiently, overall

responsibility is delegated to the manager at each level. Communication between units is critically

important. As the Customer Service Manager has a “front-facing” relationship with the customers it is

their responsibility to ensure the customers’ needs are met.

The Customer Service Manager is also the conduit for instructions from the Brand Manager and the

Operations Director, and as such they have responsibility for the running of the Bordo Europe business

unit on a day-to-day basis.

19

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AgreementI have read and understood the document

“Bordo Principles of Conduct - Australian

Edition” and understand the principles,

concepts, and rules contained in it.

I understand that working at Bordo is more than

“just a job”. It is a philosophy of working to

satisfy, delight, and impress our customers by

supplying the best value products to them in the

best way possible.

I understand that I will be part of a team, and

working in a team means that teamwork is

critical. Collaboration yields better and longer

lasting results than individual efforts.

I agree to be bound by the principles in this

document.

Signed:

Print First Name:

Print Last Name:

Date:

Witnessed by (Signature):

Print First Name:

Print Last Name:

Inducted by (Name):

Date:

Signature:

EMPLOYEE COMMENTS

22

APPENDIX A - WORK INCIDENT INVESTIGATION REPORT

Work Incident Investigation Report

i

!

Work Incident Investigation Report The incident has resulted in: (tick appropriate box) A near miss An injury Considerable property damage Incident number:

Part 1 - To be completed by the worker making this report. Personal details

Name of worker making this report:

Address of worker making this report:

Phone number of worker making this report:

Location of incident:

Date and time of incident: Occupation of worker making this report:

Date of report: Details of person(s) involved in incident

Name Address Phone number

D.O.B if injured – (optional)

Occupation Injured or witness

1.

2.

3.

4.

5.

A report from each person who witnessed the incident is required to be attached to this work incident investigation report form. The report should include the name of the witness, their address, telephone number, details of the incident and should be signed and dated in their own original hand writing.

Incident details Describe the details of incident.

Cause of incident if known.

Was there any injury from the incident?

The nature of any treatment given on site. Was anyone taken to hospital in an ambulance?

Was anyone driven to a Doctor? Anyone sent for treatment (where?) Signature of worker making this report Signature: Date:

ii!

Part 2 - To be completed by the person investigating the incident. Plant or equipment

What plant/equipment was being used?

Was the plant/equipment suitable for the task?

Was plant/equipment being operated as per documented safe work procedures?

Are maintenance schedule/pre start checks available?

Is certification required to operate plant/ equipment?

Was operator certified, licenced and or competent?

Materials What materials were in use? Was a risk assessment conducted for the activity?

Were Material Safety Data Sheets available to the user?

Supervision Who is/are the supervisor(s) of the person(s) involved?

1. 2.

What supervision was required for the task? What supervision was provided for the task?

Risk management Was a risk assessment undertaken before commencing task? Attach to this report.

If not, reason. What hazards were identified in the risk assessment for this task?

What risk controls were recommended in the risk assessment?

Were risk controls applied? If not, reason. Are safe work procedures available for this task?

Please list. Personal Protective Equipment (PPE)

What PPE was in use? What PPE should have been in use? Was suitable PPE supplied/ provided? Was the PPE used correctly? If not, reason.

Induction and training Had the person(s) involved received appropriate induction?

Are copies of induction available? What information, instruction and training had the person(s) received for the task?

What additional training is required? Contributing factors

Are there contributing factors that have been established that may have had an impact on the incident?

Submit this report to the Operations Director

iii

!

Evidence log - Please list all evidence gathered Statements Drawings Photographs Inductions Risk Assessments Safe work procedures Other

Corrective Action Report (C.A.R.) C.A.R

number Action required By whom By when

1. 2. 3. 4. 5.

Notification to the Authorities Is this a Notifiable incident which must be reported to the Authorities? Yes/No

Name of person notifying the Authorities: Date notification made:

Safety alert Safety Alert to be issued? How? Date and method reporting worker notified of outcome

Authority Signature and date Person conducting the investigation

Supervisor I have carried out an interview and investigation with those involved in the incident, determined the causes and implemented ways to prevent a recurrence.

Management I have been informed of the incident and support the actions required to prevent a recurrence. (or)

Management I have decided on the following action to prevent a recurrence.

Corrective Action Report (C.A.R.) C.A.R

number Action required By whom By when

1. 2. 3. 4. 5.