Our Culture
OUR HANDBOOK
Welcome to Big Yellow Umbrella
Our ongoing success relies on having quality people like you and your co-workers.
We have prepared this handbook to answer some of the questions that you may have concerning our company and its policies.
This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, please contact us. There are no stupid questions, and we are committed to developing an environment of open communication.
We hope you find your time with us to be a fun, enjoyable and rewarding experience.
Will McCormack
Chairperson
This Handbook
We want you to understand how we do business and how important you and every employee is to us.
The summary of the policies stated in this handbook may change from time to time. We’ve done our best to include as much information as possible in an easy-to-understand manner.
If you want further details, then just ask !
Our Vision & Mission
Our Vision
Strong and empowered communities, where people of all ages and backgrounds are supported to actively participate in community life, reducing isolation and disadvantage and improving overall quality of life .
Our Mission
To build and support inclusive, cohesive and emerging communities across South West Sydney.
Who We Are
Big Yellow Umbrella is a not-for-profit community organisation that has been delivering child, family, and community services across South West Sydney for over 35 years.
Rapid urbanisation of Macarthur has seen an influx of families from diverse backgrounds and cultures with a wide range of individual and family needs.
Inadequate social infrastructure has further limited communities’ ability to connect, to support, and to be supported.
Big Yellow Umbrella is committed to understanding the evolving needs of our community and to creating safe spaces and opportunities for people of all ages and backgrounds to connect with support services, community activities, and each other. Our aim is to build a stronger, inclusive, more tolerant, and interconnected community through a wide range of programs.
BYU aim is to build a diverse and strongly connected community by strengthening people’s capacity and fostering interconnections with others.
We are committed to ensuring that we understand the people that live in our community and their needs through consultation and a key focus of our programs is to ensure equity of access for all groups in our community. We aim to strengthen and enrich the community by connecting people with local services, community activities and each other.
Our Values
• Forward Thingking and Innovative
• Community Focused
• Respectful and Inclusive
• Professional and Accountable
• Non-Political and Religious Affiliations
Timeline
1985-86 Inception of the business when 5 women met to set up childcare and women’s business in the local area, raising all their own funds
1986-87 First Government Recurrent Grant from the Department of Planning to open a Neighbourhood Centre
1987 Camden Area Community Resource Centre Incorporated was set up as an incorporated association
1987 First paid person employed under the association
2000 Camden Area Community Resource Centre registered its current ABN
2000 Camden Area Community Resource Centre was registered for GST concessions and Income Tax Exemptions
2007 Camden Community Connections Incorporated became the new name of the association
2011 The association celebrated 25 years in service. The population in the Camden LGA grew 181% in this time
2012 Camden Community Connections Incorporated was registered as an official charity
2013 Camden Community Connections was successful in receiving its first grant from land developers in the new release areas. This was the first of many
2014 Camden Community Connections relocated to the newly renovated Narellan Child, Family and Community Centre
2014 Camden Community Connections was registered for FBT concessions
2016 Camden Community Connections was registered for DGR status
2017 Willowdale Community Place opened for community development projects
2017 Camden Community Connections Incorporated began to use Big Yellow Umbrella as its trading name, with the tagline Connecting Community, Everyone, Everywhere
2020 Yellow Hampers Food Relief Project established a new home at Narellan Library
2021 Big Yellow Umbrella’s youth services was established at Julia Reserve, Oran Park through a partnership with Camden Council
2022 Big Yellow Umbrella established a centre at AB Central, Airds through Communities for Children funds
2022 Big Yellow Umbrella Incorporated became the new name of the association
Life at our Business
Organisation Chart
Probation
Employees permanently appointed are required to serve a minimum period of six months’ probation.
This allows either the employer or the employee to terminate the employment for any reason.
The purpose of a probationary period is for both parties to decide whether the employee is suited to the position in our business.
Employment Policies
This is a summary of the key policies you need to follow while you are employed by us.
You should refer to the complete policy (available at any time) and ask us anything that you don’t understand or agree to comply with.
Code of Conduct
The full Code of Conduct Policy is located here.
Our Company recognises the importance of a work environment which actively promotes best practice. The purpose of this Code is to describe the standards of behaviour, and conduct expected from workplace participants in their dealings with customers, suppliers, clients, co-workers, management, and the general public.
The Code applies to all employees, agents and contractors (including temporary contractors).
Compliance with this Code is expected, and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services.
The Code of Conduct includes;
- Acting honestly & fairly
- Compliance with laws, policies & procedures
- Follow management instructions
- Act professionally
- Not discriminate
- Report any breaches immediately
- Not use work time for private gain
- Not steal, defraud or act criminally
- Follow WHS regulations
- Not make false or misleading claims
- Not cause embarrassment to others
- Not abuse your position for personal gain
- Respect company property
- Respect company clients
- Not work for a competitor
- Avoid conflicts of interest
- Don’t fight in workplace
- Don’t use inappropriate language in workplace
Conflict of Interest and Disclosure
The full Conflict of Interest and Disclosure Policy is located here.
The Company has a responsibility to avoid any conflict of interest. A conflict of interest may arise where a team member enjoys benefits or income other than from the Company. Where this is the case, it is your duty to disclose the nature of the interest to the business owner such that it may be discussed.
The nature of this discussion will include whether the interest or income source is a result of personal exertion, industry, skills, times & location.
Should you currently be engaged in or wish or intend to become engaged in any other employment or contracting you are obliged to disclose and discuss this with the business owner such that it can be managed appropriately to the benefit or all parties.
Equal Employment
Employment shall be based upon merit, qualification and competence and employment practices shall not be influenced or affected by virtue of an applicant’s or employee’s:
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Sex
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Nationality
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Race
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Age
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Religion
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Marital Status
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Disability
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Political opinion
All employees are entitled to access employment, promotion, training, transfers, and the benefits of employment on the basis of merit. They will be assessed on their skills, qualifications, abilities, prior work experience and aptitude.
We will positively seek to identify and eliminate all discriminatory practices both direct and indirect and will strive to maintain a work place free of harassment.
All employees have a legal and moral responsibility to treat each other fairly and are expected to fulfil these responsibilities as a condition of employment.
Confidentiality
The full Confidentiality Policy is located here.
Our company confidentiality policy explains how we expect our employees to treat confidential information. Employees will unavoidably have access to personal and private information about clients, partners, and our company. We want to make sure that this information is protected.
We must protect this information for two reasons. It may:
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Be legally binding
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Gives us a competitive advantage (example: Our Procedures)
Confidential and proprietary information is secret, valuable, expensive and/or easily replicated.
We expect you to;
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Lock or secure confidential information at all times
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Securely dispose of confidential documents when they’re no longer needed
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Make sure they only view confidential information on secure devices
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Only disclose information to other employees when it’s necessary and authorised
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Keep confidential documents inside our company’s premises or storage locations, unless it’s absolutely necessary to move them.
We do NOT want you to;
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Use confidential information for any personal benefit or profit.
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Discuss confidential information to anyone outside of our company.
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Copy confidential documents and files and store them on insecure devices.
Harassment and Grievances
Intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination in the work place are examples of unacceptable behavior and will not be tolerated under any circumstances.
Sexual harassment is recognised as a form of sex discrimination, and is illegal under the State Anti-Discrimination Acts, and the Commonwealth Sex Discrimination Act 1984. It is also considered by the business to be inappropriate workplace behaviour.
What is Harassment?
Harassment is intimidation, hostility, offensiveness or sexual harassment.
Harassment also;
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Includes unfair discrimination.
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Personality clashes between staff do not constitute harassment.
Grievances?
Should you have a grievance or believe that a certain procedure or practice can be modified or changed to the benefit of your work output and the business, you are encouraged to contact management to resolve the matter.
If the matter is not resolved satisfactorily or it is inappropriate for the employee to discuss the problem with their supervisor, a Grievance/Complaint form should be completed. You will then be advised of a plan of action to resolve the matter.
Workplace Bullying
It is a policy of our Company that no worker shall be subject to bullying in the workplace. Bullying is defined as: “Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.”
It is a risk to health and safety because it may affect the mental and physical health of workers. Taking steps to prevent it from occurring and responding quickly if it does is the best way to deal with workplace bullying.
Bullying can take different forms including psychological, physical, or even indirect — for example deliberately excluding someone from work-related activities. It can be obvious and it can be subtle, which means it’s not always easy to spot.
Some examples of workplace bullying include:
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Abusive or offensive language or comments.
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Aggressive and intimidating behaviour.
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Belittling or humiliating comments.
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Practical jokes or initiation.
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Unjustified criticism or complaints.
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We are committed to providing a workplace free of bullying.
Workplace Surveillance
This is notice that continuous and ongoing camera surveillance will be carried out in Big Yellow Umbrella’s premises. Anyone attending the premises may regularly be subject of surveillance.
What will we use the surveillance for ?
We may use and disclose the records for the following purposes;
Related to the employment of employees or their business activities.
To the police regarding connection, investigation or prosecution of an offence or connection to legal proceedings.
To avert threats to people or damage to property
Social Media
This policy is intended to provide clarity to all employees on how to conduct themselves with social media. It also informs them of their responsibilities when using social media.
It aims to encourage employees to find a voice in social media, but at the same time protect the interests of Big Yellow Umbrella.
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Don’t provide Company or a client’s, partner’s or supplier’s confidential or other proprietary information and never discuss Company business performance or other sensitive matters about business results or plans publicly.
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Don’t cite or reference clients, partners or suppliers on business-related matters without approval.
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Don’t publicly publish information or photos from any of the Companies functions, offices, data centres, workplaces or customers without prior approval from those in the photos and management.
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Respect your audience. Don’t use ethnic slurs, discriminatory remarks, personal insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace. You should also show proper consideration for others’ privacy.
Be aware of your association with the Company in online social networks. If you identify yourself as a Big Yellow Umbrella employee, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients.
Mobile Phone Use
Here are some guidelines regarding the appropriate use of mobile phones.
If you have been provided with a mobile phone;
It’s to allow other employees or customers to contact you, and for you to contact them.
Employees must abide by all laws with regards to mobile phone use.
You must comply with other internet and email policies if enabled on your mobile.
While the phone is used primarily for work, we understand that some private usage may occur. As such we expect private usage kept to a minimum.
It’s a privilege to have a company provided mobile phone, as such, irresponsible or unreasonable use may cause the phone to be removed or re-imbursement of non-business use.
An employee must not use the device in any way that may damage the legitimate interests of the business and employment relationships.
At Work;
The phone is primarily for business communication and work.
Games, Apps, Photography, Internet “Surfing” and Social updates are not acceptable use of a mobile phone during business hours.
Personal Mobile Phone Use;
Employees should not use their personal mobile phones during work hours.
Personal mobile phones should be kept on silent during working hours.
Computer Use
You are expected to take a professional and courteous approach to everything you do in connection with work.
You should not expect that any email or other activity conducted over the Business’ computer network(s) will be private or otherwise confidential.
You are allowed personal use that is reasonable and limited so as not to get in the way of you doing your job.
You must not say or type things about the Business unless you have been told you can do so.
You must not engage in use that involves conduct or material that is inappropriate or otherwise obscene or offensive such as accessing or distributing content of a sexual, pornographic, discriminatory, sexist or racist nature.
You must not engage in use that includes conduct or material that has the risk of defaming, or of causing damage to, the Business or any of its officers or employees.
You must not engage in use that includes unlawful activities that are illegal or otherwise inappropriate.
Drugs & Alcohol
The full Drug and Alcohol Policy is located here.
The use of drugs and alcohol may impact on an individual’s capacity to perform work safely, efficiently and with respect, thereby posing a risk to the health and safety of the individual and others at the workplace.
We do NOT allow;
Illegal drugs in the workplace
You to be at work while under the influence of Drugs or Alcohol
You to consume alcohol while at work.
If you have prescription or pharmacy drugs – you need to discuss this with management before commencing work.
We may carry out random drug and alcohol testing.
Occasionally, you may attend events where alcohol is provided, it is each employee’s responsibility to ensure that consumption of alcohol at work events/celebrations is responsible. If drinking at a work event you should not drive home and not return to work if suffering from the effects of alcohol.
Behavior at Work
Serious Misconduct
All team members will be expected to act in a suitable manner at all times. We provide a positive and safe work environment and expect all team members to uphold these standards and the values of the company.
Certain rules of conduct and behaviour apply, this ensures a harmonious work environment for all concerned.
Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in your personnel file and will be taken into consideration when reviewing opportunities for advancement within the company.
Discipline and Termination
The Company will expect all team members to follow any policies and procedures.
It is our goal to create a fair and efficient environment for all team members.
Should any team member act with disregard to any of the relevant policies and procedures it may become necessary to take disciplinary action including and up to termination of Employment.
Employees must return all company owned property (i.e. telephones, computers, uniforms, and keys) prior to leaving on their last day.
Your Responsibilities
You are expected to follow all reasonable and lawful instructions given by us.
You will be expected to:
Arrive on time and be punctual.
Advise your supervisor of any intended absences as soon as possible.
Work to the best of your ability during the hours of work in your employment contract.
Comply with all reasonable instructions from managers concerning health & safety issues.
Comply with all directions and Safe Work Practices, with the goal of avoiding injury to themselves and others.
Follow required business procedures for your job.
Dress appropriately for the job. Including any PPE
Show respect to your supervisors, colleagues and clients/customers.
Treat business property with care
Participate in Return-to-Work programs.
Your Rights
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To be paid the appropriate rate for the work that you do.
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To be advised of your rate of pay
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To work in a safe environment.
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To receive training in your duties.
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To work in a discrimination-free workplace.
Our Standards
When working for our company, it is important to know you are part of a team. As a member of our team, it is important that you follow our reasonable standards of conduct and policies for the business.
The following items may result in disciplinary action, up to and including immediate Termination.
Providing false or misleading information about employment or leave.
Not showing up to work without calling your supervisor or the office.
Falsifying time and attendance records (You or others)
Conviction of a Crime
Foul Language, Disorderly or Indecent conduct
Theft or Dishonesty of any type
Disclosing of confidential information or proprietary information to people outside of our business.
Failing to report safety hazards, defects, incidents, or injuries.
Harassment or Bullying towards other workers or Customers
Refusal to follow reasonable instructions from your supervisor/manager.
Breach of Workplace Health & Safety laws and policies.
Workplace Health & Safety
We have a legal obligation to protect the health, safety, and welfare of all our employees. Equally, however, employees are obliged to obey Workplace Health & Safety policies and rules designed for their safety.
We are committed to providing a safe and healthy environment for its workers, contractors, and visitors.
Our Objectives
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Reduce the risks to health, safety of all workers, contractors and visitors, and anyone else who may be affected by our business operations.
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Ensure all work activities are done safely.
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Strive to be a Safe and Incident Free workplace.
Incident and Accidents
We rely upon our employees to alert us to any unsafe work activities/hazards so that we can investigate, make safe and continuously improve our work practices.
We want to provide a safe working environment for everyone and as such, we require all employees to report all incidents, and near misses to the HR Manager immediately after the incident.
Emergencies & First Aid
Notices for First Aid kit locations, First Aid officers and Emergency diagrams/procedures are posted throughout the premises.
In the event of an Emergency, follow the directions of any First Aid Officer, Fire Warden, or Emergency Services.
Smoking in the Workplace
Smoking is not permitted in the offices, other buildings or company owned property (Vehicles).
It is unacceptable to be smoking while you are performing any business task outside.
All smoking must be done during your own breaks and only in designated smoking areas.
Note: (A breath mint is a great way to keep a fresh breath smell when dealing with people)
Pay & Leave
Your pay will be deposited into your nominated Bank Account as per your Contract of Employment with us.
Your salary will also include a 11.5% Superannuation payment into your nominated superannuation fund.
Any allowances you are entitled to will be included as per the Australian Fairwork legislation into you pay.
Employees are entitled to leave as per the National Employment Standards, which will vary depending on the employees status of employment, but may include:
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Annual Leave
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Compassionate Leave
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Carers Leave
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Parental Leave
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Adoption Leave
Employees should note that submission of an annual leave request does not constitute approval. You will be notified if your leave is approved or declined at the earliest opportunity.
Prior to going on leave it is the responsibility of each employee to ensure that any outstanding matters or ongoing jobs are discussed, and a satisfactory handover occurs.
Employees who need to attend medical appointments should apply for personal carers leave and provide a medical certificate if have more than two days off in a row, or prior to or following a public holiday or weekend.
NOTE: Casual employees are not entitled to paid annual leave or paid carers leave.
Expenses
BYU use the WEEL payment system for incidental business expenses. If you incur incidental expense as part of business operations then you must obtain a tax invoice for the expense, and this must this be given to the Administration Manager for reimbursement, along with submitting an Expenses Claim Form.
All fuel transactions for fleet vehicles should utilise company fleet cards. Please refer to the Weel Virtual Corporate Credit Card Policy for further information..
The reimbursement will generally be paid each week.
Attendance
If for any reason you are unable to attend work by your normal starting time, you should notify your manager via a phone call at least 2 hours before you are due to start.
If you are delayed in starting work due to a reason other than sickness, you should notify your manager as soon as practical.
Punctuality means being able to start your work at the agreed time. Being in the carpark or kitchen is not seen as being able to start work.
Habitual or consistent lateness will result in disciplinary action up to and including termination of employment
Time off for personal appointments (e.g. doctor) or unexpected occurrences needs to be discussed with your direct manager for how time off will be considered.