General

General Guide

Talent blue

General Guide

A thorough understanding of our method of operation, company codes, policies and procedures will make the work environment better for you, our clients and all other Talent Blue employees. We will answer any questions you may have.

Please note the following:

  1. WE DO NOT PAY BY CASH OR CHEQUE UNDER ANY CIRCUMSTANCES. We only pay directly into your bank account.

  2. You must have a current bank account and provide us with correct details before we can place you with a client. Incorrect details will result in late payment to you.

  3. Please ensure you give us your correct Tax File Number to ensure we can deduct tax for you at the appropriate rate. Failure to do so within 28 days will result in 46.5% tax being deducted until you do.

  4. You must provide photographic identification to prove you are eligible to work in Australia.

  5. When you are placed with a client, the client must advise us of your work details by 10.00am the morning following the last day of the working week e.g. for week ending Sunday, by 10.00am Monday, for week ending Monday, by 10.00am Tuesday and so on. This will ensure your pay is not delayed.

  6. You must wear appropriate clothing and safety equipment for each client site. Check with both the client and your Talent Blue representative to find if the site where you are to work has special requirements.

  7. Report any concerns you have regarding health and safety to your Talent Blue representative as soon as possible.

If you are not currently placed with one of our clients, make sure you advise us of your availability. It is also important to keep us advised of your current skills, experience and qualifications, or you may miss out on available work.

When a placement is offered to you and accepted by you, you are obliged to fulfil the requirements of that placement. If you are unable to attend for any reason during placement, you must make phone contact with your Talent Blue representative to advise us of the problem as soon as possible. Prompt notification by you will enable us to send a replacement, which keeps our clients satisfied. If you don’t phone in, you may put at risk the relationship we have with the client and also risk losing another worker possible work.

It is vital that you keep us informed of any changes to your details including; phone numbers, addresses, personal history, taxation changes, banking details, etc.

You must inform us of any difficulties or problems experienced while performing the placement. Examples of difficulties could range from unsafe work practices to bullying & harassment, disputes with other workers, disputes with the client or their personnel, etc.

If problems occur, stay within the vicinity of the client’s business, phone your Talent Blue representative and we will do everything possible to rectify the problem quickly and effectively.

If you have to leave a client site before your designated finish time for any reason (e.g. sickness, family emergency etc), you must advise the client and contact your Talent Blue representative. Please contact us before you leave the site.

All leave requests (e.g. Annual Leave, Compassionate Leave, Sick Leave etc) must be forwarded to your Talent Blue representative for authorisation. In the case of planned leave such as Annual Leave, these must be as far in advance as possible to allow planning to arrange for a replacement for you if you are on a client site. If insufficient notice is given, you risk not having your leave period authorised.

In the case of Sick Leave, you must complete a Sick Leave form (you can obtain this from your Talent Blue representative) and submit it along with supporting documentation as soon as possible after your return to work. You should also note the Leave on your timesheet.

Timesheets must be lodged in time to allow a client to advise us of your work details by 10.00am on the appropriate day of the week (see Point 5, General Guidelines).

Different clients have different working weeks, e.g. Monday to Sunday, Tuesday to Monday, etc.

Your timesheet should include: –

  • Your name

  • Dates and days you worked

  • The hours worked per day, including normal time and any overtime hours worked

  • Any extra payments applicable as per award or agreement.

  • Meal and other breaks are unpaid.  

All timesheets must be authorised by the appropriate supervisor or manager at the client site. Unsigned timesheets will not be processed and you will not be paid.

Your wages or salary are usually available from your bank account on Thursday morning, depending on your bank’s arrangements and other factors. We make no guarantees for the performance of financial institutions, systems or arrangements over which we have no control.

Full Time and Part Time Employees

The minimum number of hours a part time or full time employee works per day is governed by the applicable industrial instrument or letter of offer.

Casual Employees

The minimum number of hours a casual employee must be paid for is governed by the applicable industrial instrument.

All employees will be paid for the prescribed minimum number of hours, irrespective of whether or not there is sufficient work to cover the period. However, this will not apply should an employee be late or choose to leave early.

Any behaviour or activity of an employee that is deemed to be unlawful will be reported to the police for investigation. Where it is substantiated that an employee has acted in an unlawful manner, the employee’s employment will be summarily terminated.

Because we place candidates on an as-needs basis, we must rely on demand from our clients. The number and type of available placements vary from time to time. We have no control over this and therefore we cannot guarantee any amount of work.

Emails can be sent to the office at any time. If there is a requirement to contact the office outside of normal hours, we ask that you call the after hours number provided to you at registration.

Leave Entitlements Policy

TalentBlue ensures that all TalentBlue employees will be provided with the leave entitlements in accordance with their contract of employment or Enterprise Agreement or Award conditions which will be no less than the National Employment Standards (NES).

TalentBlue encourages the taking of annual leave entitlements on a regular basis to ensure that employees are sufficiently rested and productive. Employees will be strongly encouraged to take their annual leave balance, and not let it accumulate. Internal, permanent TalentBlue Employees should familiarise themselves with the Block Out Periods including, but not limited to the periods around end of financial year and the period leading into the Christmas closures.
Our employees are entitled to claim accumulated sick leave for reasons relating to personal illness or non-work related injury. TalentBlue will provide TalentBlue employees with paid leave based on their accruals, to care for sick members of their immediate family or persons within their immediate care in accordance with relevant legislation and subject to the appropriate evidence substantiating the reason for the absence being provided to TalentBlue if requested.
Any employee who has completed at least twelve months continuous service with TalentBlue shall be entitled to unpaid parental leave in accordance with relevant legislation.
Full time, part time and casual employees shall be entitled to long service leave, to be taken in accordance with the various states LSL Act legislation, or on termination of employment under certain provisions.

Guidelines

1. LEAVE – GENERAL CONDITIONS
1.1 Leave may be granted on the basis that it has been approved in advance in relation to scheduled leave (eg annual leave), or where the leave is unexpected or unscheduled (eg illness preventing the staff member from attending work), that the Supervisor/Manager has been notified of the absence and the reason before the staff member’s scheduled commencement time for their shift or normal commencement time. 1.2 Notification of unscheduled leave is important for two reasons:
  • for arrangements to be made to ensure that business performance standards are maintained;
  • to ensure the staff member is safe and to determine whether they may need any assistance.
1.3 All absences from duty are to be supported by a properly completed leave application and, where required accompanying supporting evidence, (for example a medical certificate if the claim is for personal or sick leave).
2. STAFF MEMBER RESPONSIBILITIES
2.1 Scheduled absences

2.1.1 Applications for annual leave, maternity/ Paternity or extended leave (etc) should be discussed with the Supervisor/Manager and an appropriate Leave Application Form completed for prior approval.

2.1.2 Staff members may be granted leave at a time and for the period they require, subject to the business and operational needs of TalentBlue.

2.1.3 In certain situations, there may be a need to roster such leave to ensure that key priorities of the business are maintained. Any leave rostering arrangements will be discussed and decided by the individuals affected and TalentBlue.

2.2 Unscheduled absences
2.2.1 Staff members who are unable to attend work through sick leave or other unscheduled absences from duty must:
  • (for Office staff) notify their Supervisor/Manager before 8.30 am; (for onhire employees) notify their Supervisor/Manager prior to or as far as practicable within 1 hour of shift start, indicating the reason for the absence and the likely duration (eg sick leave, carer’s leave);
  • on resumption of duty, meet with their Supervisor/Manager to briefly discuss the absence;
  • on the day of resumption from the leave complete a Leave Application Form for the absence and provide any required supporting evidence (e.g., medical certificate in the case of illness) to their Supervisor/Manager.
  • On no account will a staff member leave a message at reception or with any other member of staff who is not the employees’ direct supervisor or manager.
3. ABSENTEEISM

3.1     Absenteeism is the absence of a staff member from the workplace without notification, reasonable cause or prior approval. Absenteeism includes the use of leave for non-genuine reasons.

3.2     TalentBlue Management is committed to fair and equitable treatment for all staff members and will investigate any situation where there is reason to believe that an absence from work is not genuine.

3.3     Any absenteeism will adversely affect TalentBlue’s ability to meet the needs of its clients and the efficiency of its business operations.

3.4     Absenteeism results in unfair distribution of work to other staff members to cover the absence.

3.5     Where excessive absenteeism is identified, TalentBlue will provide assistance to the staff member through management intervention in order to resolve the situation. However, the responsibility for achieving a standard of acceptable attendance ultimately rests with the staff member. Repeated or ongoing instances of absenteeism, beyond what is considered an acceptable number of absences in any one year period (habitual non attendance) , or where an employee has exhausted their leave entitlement for the year and proceeds on to leave without pay, which have not been addressed by the employee will be dealt with under TalentBlue’s performance management process (the outcome of which may be dismissal).

4. ANNUAL LEAVE

4.1.   All full time and permanent part time employees are entitled to up to four (4) weeks annual leave (a Pro rata amount applies for part time employees) for each completed year of service.  

4.2     Employees are not eligible to take holidays unless they have completed three months, continuous service, at which time their entitlement will be calculated from the date of commencement of employment.

4.3    TalentBlue Management and an employee can agree to take part of their annual leave in advance. Should either party prior to the full year of service terminate the employment, TalentBlue will deduct the payment of advanced paid holidays from any pro-rata holiday pay due on termination.

4.4    Approval of leave will have regard to operational requirements and some leave may be required to be taken during shutdowns over the Christmas, New Year period.

4.5     Managers must ensure that where necessary customers/clients are advised of annual leave sufficiently in advance and given details of backup staff, if appropriate.

 

4.6     Notification to take annual leave should be given as early as possible as but no later than two weeks beforehand. A Leave Application Form, approved and signed by the Manager, is to be submitted to the payroll department and then filed in the employee’s personnel file.

 

4.7    If the employee decides to cancel their leave prior to the commencement of the leave, they are required to notify their Manager and Payroll immediately in writing.

4.8    TalentBlue may direct an employee to take a period of annual leave subject to, the employee having at least 8 weeks annual leave entitlement and further providing that the period of leave directed to be taken is not more than 25% of the total leave entitlement.

 

  • The following will not be acceptable to TalentBlue and as such will not be permitted;
  • Annual leave will not be permitted to be cashed out as opposed to taking a period of leave unless prescribed for by legislation in an appropriate industrial instrument, (an award or an EA).
  • Annual leave will not be substituted for Personal / Sick or Carers leave, where an employee has no accrual of personal leave credits. For clarity if an employee is absent from work and claims the absence as personal leave but has no personal leave accrual left they will not be permitted to apply for the period as annual leave.
5. PERSONAL/CARER’S LEAVE

5.1     All permanent employees are entitled to up to 76 hours paid personal leave per year. Paid personal leave is paid at the ordinary hourly rate of pay, when absent:

  • due to personal illness or injury (sick/personal leave) or;
  • to provide care and support for a member of the employee’s immediate family or a member of the employee’s household who is ill or injured, or affected by an unexpected emergency and in need of care (carer’s leave).

 

5.2     Immediate family includes a spouse (including a de facto spouse), son, daughter, sister, brother, parent, grandparent, step-relationship, grandson/daughter, mother/father-in-law, son/daughter-in-law. 

5.3     Where taking personal leave, employees may be required to provide proof relating to the reason for his/her absence on each occasion.  A medical certificate for either the employee or the person they were caring for must be handed in with the Leave Application Form for absences of two or more days, or a day before or after a public holiday, weekend or annual leave. A failure to provide such certification will mean that the employee will not be paid for such leave and it will be recorded as leave without pay.

 

5.4    If it is either the day before or day after a public holiday, a medical certificate to the satisfaction of Management (if necessary) must be presented on the employee’s first day back at work. Failure to notify Management in the manner stated could affect payment of entitlement.

  • A statutory declaration will only be accepted in luie of a medical certificate in extremely exceptional circumstances and at the descretion of the General Manager/Director.

5.5     It is a Company requirement that in the case of sickness, office staff must notify their immediate Supervisor of their absence by 9.00 am and onhire/casual staff should notify their immediate Supervisor prior or within 1 hour of shift starting time. If they are unable to contact their Supervisor, their Manager should be contacted and, if this is not possible, the next most senior Manager should be contacted.

 

  • Sending a text message as notification of taking sick leave is not acceptable.
  • Employees should not leave messages with other people, including the Receptionist.
  • Failure to comply with this procedure may result in a warning being issued. The Manager who has been informed should then inform any other relevant personnel including payroll and Reception.

 

5.6     In addition, where a staff member has exhausted  his/her entitlement to paid personal leave, he /she shall be entitled to a further two days unpaid personal leave for the purposes of providing care to an immediate family household member. A medical certificate must be provided on each occasion where carers leave is claimed.

 

5.7.    Beyond 2 single day absences in any one year a medical certificate must support all sick leave days thereafter or as requested by the Management.

 

5.8     Employees can accumulate any unused Personal/Carers Leave and can use it at a later date for example, if they are having surgery. No payment will be made for unused sick leave.

5.9    The employee’s accrued personal leave entitlements will not be paid out on termination.

5.10 Part time employees accrue personal/carers leave on a pro-rata basis. Casual employees are not entitled to paid personal/carers leave.

6. COMPASSIONATE LEAVE

6.1      Employees are entitled to two (2) days paid compassionate (bereavement) leave on the occasion when a member of their immediate family or household has a personal illness or injury which poses a serious threat to their life, or dies. Compassionate leave may also be taken to attend a funeral of an immediate family member or a member of the employee’s household. Immediate family includes a spouse (including a de facto spouse), son, daughter, sister, brother, parent, grandparent, step-relationship, grandson/daughter, mother/father-in-law, son/daughter-in-law.

6.2     Employee will not be entitled to leave under this clause during any period in respect of which he/she have been granted any other leave.

6.3     Employees must inform their Supervisor or Manager of their intention to take compassionate leave as soon as reasonably practicable. Employees must present reasonable evidence of the illness, injury or death that gives rise to the entitlement if requested to do so by TalentBlue. Evidence may include doctor’s certificate, death notice etc.

6.4    In addition to 2 days paid compassionate leave an employee is entitled to a further 2 days unpaid compassionate leave on each occasion.

7. PARENTAL LEAVE

7.1     Parental leave consists of Maternity, Paternity and Adoption leave:

Paternity leave is unpaid leave taken by a male employee in connection with the birth of his spouse’s (including de facto spouse) child.

Maternity leave is unpaid leave taken by a female employee during or after pregnancy.

Special maternity leave is available for recovery from a terminated pregnancy, a pregnancy-related illness, or if a pregnancy ends for any reason other than the birth of a living child. It is unpaid leave. Employees may also use any accumulated sick leave instead of, or in addition to, special maternity leave. Special maternity leave lasts for as long as stipulated by the doctor in a medical certificate.  

Adoption leave is unpaid leave, following adoption of a child up to the age of five.

7.2     Employees employed on a full-time, part-time or regular casual basis who have worked for TalentBlue continuously for 12 months, are entitled to up to a total of 52 weeks of unpaid parental leave.

 

7.3     The 52 week period will be reduced by any period of other leave taken by the employee because of the pregnancy, birth, miscarriage or death of the child.  This could cover sick leave, compassionate leave, annual leave, long service leave, paid maternity leave, short paternity leave and special maternity leave. The 52 week period will be further reduced by any parental leave that the employee’s spouse takes.

7.4     Only one parent may claim maternity or paternity leave at any one time. For clarity if the employees partner claims maternity leave the employee cannot claim the same benefit simultaneously.

7.5 Parental Leave Notification

7.5     Parental Leave Notification

7.5.1 Required Notice Provisions for Paternity Leave

7.5.1.1 An employee must have had at least 12 months continuous service with an employer immediately proceeding the date on which he commences the leave.

7.5.1.2 There are two types of leave:

  • Short Paternity leave – An unbroken period of up to one week at the time of confinement of his spouse.
  • Extended Paternity leave – (Employers consent required). A further unbroken period of up to 51 weeks in order to be the primary care-giver of a child if the leave does not extend beyond the child’s first birthday. This entitlement is to be reduced by any period of maternity leave taken by the employee’s spouse. It is not to be taken concurrently with maternity leave.

7.5.1.3 TalentBlue requires written notice by the employee at least 10 weeks in advance of each period of leave he intends to take. The notice must state the dates on which he expects to start and finish the leave and must be accompanied by certification.

7.5.1.4 Where both parents are employed by TalentBlue, they would not be entitled to take leave concurrently except for a period of one week at the time of the birth.

7.5.2 Required Notice Provisions for Maternity leave

7.5.2.1 Once the employee decides to claim maternity leave, she has to provide her Manager with a medical certificate confirming the employee’s pregnancy and the expected day of delivery. Written notice should be presented by the employee to her Manager not less than four (4) weeks preceding the date upon which she proposes to commence maternity leave, stating the period of leave to be taken together with a statutory declaration detailing any paternity leave to be taken by spouse (if applicable).

7.5.2.2 The commencement date of maternity leave may be any time within (6) six weeks immediately prior to the presumed date of confinement.

7.5.2.3 TalentBlue will provide written notice to the employee not less than fourteen (14) days before the date from which TalentBlue may require the employee to commence maternity leave. 

7.5.2.4 Where a pregnant employee continues to work during the period of six (6) weeks before the expected date of birth, the employer may request a medical certificate stating that she is fit to continue working. If the certificate is not provided within seven (7) days, or if it states that the employee is not fit to work, the employer can direct the employee to take leave.

7.5.3.5 The employee may be advised, at her Manager’s discretion, to commence leave early, in the event of not being able to fulfill the requirements of her role.

7.5.3.6 Lengthening or shortening the period of leave requires fourteen (14) days written  notice by the employee to their Manager.

7.5.3.7 TalentBlue requires written notice by the employee on leave in the event the pregnancy terminates other than by the birth of a living child.

7.5.3.8 TalentBlue requires written notice by the employee not less than (6) six weeks prior to the expiration of her period of maternity leave indicating her intention of returning to work.

7.6 Returning to prior position

  • An employee who has taken parental leave is entitled to return:
  • To the position she/he held immediately before starting the period of leave;
  • To a position she/he was promoted to or voluntarily transferred to during their leave;
  • If the pregnant employee was transferred to a safe job or started part-time work because of the pregnancy to the position she held immediately before the transfer or part-time work;
  • If a male employee started part-time work because of his spouse’s pregnancy (as distinct from the situation of an employee who usually works part-time) – to the position he held immediately before he commenced part-time work.
8. JURY SERVICE

8.1       A full-time or part-time employee shall be allowed leave of absence during any period when required to attend for jury service. 

8.2       During such leave of absence, an employee shall be paid the full ordinary pay; any fees received are to be paid to TalentBlue.

8.3       An employee shall be required to produce to the employer proof of jury service. The employee member shall give their Manager notice of such requirements as soon as practicable, after receiving notification to attend.

9. EMERGENCY / COMMUNITY SERVICE LEAVE

9.1       Staff members who are also members of a voluntary organisation and are called upon by the government or an authority under the state disaster plan to assist in fire fighting or any other emergency operations may be released and are to be regarded as being on official duty for the duration of their participation in operations.

9.2       Emergency and or Community Service leave is unpaid leave.

9.2       Evidence that the staff member is required must be provided before release can be considered and evidence that the staff member participated in emergency operations must be provided following the return to work.

10. LONG SERVICE LEAVE

10.1     Long service leave is based on an employee being entitled to a period of leave if he or she has completed the minimum number of years of continuous service with TalentBlue.

10.2     Long service leave accrues in accordance with state legislation at the following rates:
2 months after 10 years continuous service

10.3     Long service leave shall be taken on the following basis:

  • The initial entitlement shall be taken in one (1) period, or by mutual agreement in two (2) or three (3) periods.
  • Any additional entitlements shall be taken in two (2) periods.
  • Generally, each period of leave will be of a minimum 4 weeks duration
  • Unless otherwise agreed, employees shall provide a minimum four (8) weeks notice of their intention to take Long Service Leave, which shall be approved by their Manager subject to the operating requirements of TalentBlue at that time.

10.4     On termination of employment, TalentBlue is required to pay out of long service leave on the following basis:

  • Where the employee has received their initial/subsequent entitlements as outlined previously, they shall receive payment for any outstanding/pro-rata long service leave to be calculated to the date of termination based on the relevant state legislation.
  • Where an employee has not accrued their initial entitlement to long service leave as outlined previously, but has served the specified period of service based on the relevant state legislation, on termination of employment they shall be entitled to pro-rata payment of accrued long service leave, to be calculated to the date of termination. The period that a pro rata payment may be made in Victoria is 7 years of continuous service and in NSW it is 5 years.

10.5     Where an employee has an entitlement to take Long service Leave TalentBlue may direct an employee to take all or some of the leave subject to giving the employee 8 weeks’ notice.

11. LEAVE WITHOUT PAY

11.1     There may be occasions where an employee wishes to pursue personal matters for a period free from work, without wishing to terminate the contract of employment.

11.2     A staff member must request leave without pay in writing and approval is a matter of managerial discretion, limited by the needs of the organisation and decided on a case-by-case basis.

11.3     An employee taking an approved leave of absence without pay for personal reasons (e.g., extended vacation) must use paid leave balances prior to taking unpaid leave.

11.4     Holiday and sick leave will not accrue during a leave of absence without pay.

 

Attached Forms:

TalentBlue assists companies of all shapes and sizes in identifying highly skilled candidates for a variety of roles across a number of sectors.