Relevate Consulting Pty Ltd

Work Health and Safety Policy

Version: 2.0   |   Last updated: 8 May 2026   |   Approved by: Board of Directors   |   Next review: 8 May 2027 (or earlier on trigger)

1. Purpose

Relevate Consulting Pty Ltd ABN 22 448 288 448 ("Relevate") is committed to the health, safety and wellbeing of its workers and others who may be affected by Relevate's business or undertaking. This Policy describes how Relevate meets its primary duty as a Person Conducting a Business or Undertaking (PCBU), how its officers exercise due diligence, and how all workers and other persons share responsibility for safe work.

2. Scope

This Policy applies to:

·      All Relevate workers — employees, directors, officers, contractors, sub-contractors, labour-hire workers, work experience students, interns, volunteers — regardless of duration.

·      All locations where work is performed — Relevate offices in Brisbane, Sydney and Melbourne; client premises; remote and home offices; while travelling for work; at work-related conferences, events and social functions.

·      Any person at a Relevate workplace, including visitors, suppliers and members of the public.

It also applies to any other Relevate group entity (Lance IT, Rippa Hosting, Relevate People, Relevate Academy) until that entity adopts its own equivalent or higher policy.

3. Legislative framework

Relevate complies with the following Australian Work Health and Safety laws and the underlying Codes of Practice:

·      Work Health and Safety Act 2011 (Qld) and Work Health and Safety Regulation 2011 (Qld) — for Brisbane operations.

·      Work Health and Safety Act 2011 (NSW) and Work Health and Safety Regulation 2017 (NSW) — for Sydney operations.

·      Occupational Health and Safety Act 2004 (Vic) and Occupational Health and Safety Regulations 2017 (Vic) — for Melbourne operations.

·      Workers Compensation and Rehabilitation Act 2003 (Qld), Workers Compensation Act 1987 (NSW), Workplace Injury Rehabilitation and Compensation Act 2013 (Vic).

·      Sex Discrimination Act 1984 (Cth) (as amended by the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022) — positive duty under s 47C.

·      Fair Work Act 2009 (Cth) — including stop bullying / stop sexual harassment orders (Part 6-4B) and the right to disconnect.

·      Safe Work Australia Codes of Practice — including How to Manage Work Health and Safety Risks; Managing the Risk of Psychosocial Hazards at Work; Sexual and Gender-based Harassment.

Where the laws of a state or territory differ, Relevate applies the higher standard across the organisation, except where local law specifically requires otherwise.

4. Definitions

·      "PCBU" — Person Conducting a Business or Undertaking, as defined in s 5 of the Model WHS Act.

·      "Officer" — has the meaning in s 9 of the Corporations Act 2001 (Cth) and s 4 of the Model WHS Act, and includes directors and certain senior managers.

·      "Worker" — anyone who carries out work in any capacity for Relevate, including employees, contractors, sub-contractors, labour-hire workers, students, volunteers and outworkers.

·      "HSR" — Health and Safety Representative, elected by a work group under Part 5, Division 3 of the Model WHS Act.

·      "HSC" — Health and Safety Committee.

·      "Notifiable incident" — death, serious injury or illness, or dangerous incident as defined in ss 35–37 of the Model WHS Act.

·      "Psychosocial hazard" — a hazard that arises from, or relates to, the design or management of work, the working environment, plant at the workplace, or workplace interactions or behaviours, and may cause psychological harm.

·      "Reasonably practicable" — has the meaning in s 18 of the Model WHS Act.

5. Policy statement

Relevate will, so far as is reasonably practicable:

·      Provide and maintain a working environment that is safe and without risks to physical and psychological health.

·      Identify hazards (physical and psychosocial), assess risks and put controls in place using the hierarchy of controls.

·      Consult with workers and HSRs on matters that affect health and safety.

·      Provide information, instruction, training and supervision to enable workers to work safely.

·      Maintain plant, structures and systems of work in a safe condition.

·      Provide adequate facilities for the welfare of workers.

·      Monitor health and conditions, investigate incidents, and continuously improve our WHS performance.

6. Officer due diligence — s 27 Model WHS Act

Each officer of Relevate (including each director) has a personal duty under s 27 of the Model WHS Act to exercise due diligence to ensure that Relevate meets its WHS obligations. This duty is independent of and additional to the duty of Relevate as a PCBU. Failure to exercise due diligence is a personal offence, including the Category 1 offence (reckless conduct) for which the maximum penalty is up to $2 million for an officer and 5 years imprisonment.

Relevate officers will:

·      Acquire and keep up-to-date knowledge of WHS matters relevant to Relevate.

·      Gain an understanding of the nature of Relevate's operations and the hazards and risks associated with those operations.

·      Ensure that Relevate has, and uses, appropriate resources and processes to eliminate or minimise risks to health and safety.

·      Ensure that Relevate has, and uses, processes for receiving and considering information about incidents, hazards and risks, and for responding in a timely way.

·      Ensure that Relevate has, and implements, processes to comply with its duties under the WHS laws.

·      Verify the provision and use of the resources and processes referred to above.

How these obligations are operationalised is set out in Appendix A — Officer Due Diligence Schedule.

7. Roles and responsibilities

7.1 The Board of Directors and other Officers

·      Adopt and review this Policy and the WHS strategy annually.

·      Receive and consider quarterly WHS reports against agreed lead and lag indicators.

·      Allocate appropriate resources (people, budget, time) for WHS.

·      Discharge personal due diligence under s 27 in line with Appendix A.

·      Ensure timely investigation and reporting of any notifiable incident.

7.2 The WHS Coordinator

The WHS Coordinator (named role, currently [insert name and email]) coordinates Relevate's WHS management on behalf of the Board, but does not relieve managers or officers of their own duties. The WHS Coordinator:

·      Maintains the WHS Manual, hazard register, incident register and risk register.

·      Coordinates WHS training, inductions and refreshers.

·      Receives and triages all incident, hazard and near-miss reports.

·      Coordinates the response to notifiable incidents (Appendix B).

·      Liaises with regulators, insurers and external advisers.

·      Reports to the Board quarterly on WHS performance.

7.3 Managers and Supervisors

·      Take active responsibility for the health and safety of workers in their area, including those working remotely or at client sites.

·      Identify hazards and assess risks; implement and monitor controls.

·      Consult with workers and HSRs on changes that may affect their health and safety.

·      Ensure team members complete WHS training.

·      Investigate and report incidents and near-misses promptly.

7.4 Workers (including contractors)

·      Take reasonable care for their own health and safety.

·      Take reasonable care that their acts or omissions do not adversely affect the health and safety of others.

·      Comply with reasonable WHS instructions and Relevate procedures.

·      Report incidents, hazards and near-misses promptly.

·      Participate in consultation and training.

7.5 Health and Safety Representatives (HSRs)

Relevate supports the formation of work groups and the election of HSRs in line with Part 5, Division 3 of the Model WHS Act and equivalent Victorian provisions. HSRs:

·      Represent the workers in the work group on WHS matters.

·      May be involved in any consultation about WHS matters with Relevate.

·      May undertake training and exercise the powers of an HSR (including issuing Provisional Improvement Notices and directing unsafe work to cease).

·      Will be released from work duties as required to perform HSR functions, paid at their normal rate.

7.6 Health and Safety Committee (HSC)

Where required by legislation, by HSR request, or otherwise determined by the Board, Relevate will establish a Health and Safety Committee with at least 50% worker representation. The HSC will meet at least every three months and contribute to the development, monitoring and review of WHS policies and procedures.

7.7 Visitors

·      Sign in and follow Relevate site rules.

·      Be accompanied as required by their host.

·      Comply with emergency procedures.

8. How we manage risk

Relevate uses a four-step risk management approach in line with the Safe Work Australia Code "How to Manage Work Health and Safety Risks":

·      Identify hazards — what could cause harm?

·      Assess risks — likelihood and severity if uncontrolled.

·      Control risks — apply the hierarchy of controls (eliminate; substitute; isolate; engineering; administrative; PPE).

·      Review controls — verify they remain effective; update when conditions change.

Hazards are recorded in the Relevate Hazard Register, which is reviewed at least quarterly by the WHS Coordinator and reported to the Board.

9. Hazards specifically covered

The following sections describe Relevate's approach to specific hazard types relevant to a digital transformation and consulting business.

9.1 Psychosocial hazards

Relevate manages psychosocial hazards in accordance with the Safe Work Australia Code of Practice "Managing the Risk of Psychosocial Hazards at Work" and the equivalent Codes in each jurisdiction. Psychosocial hazards we proactively monitor and control include:

·      High or low job demands.

·      Low job control.

·      Poor support from supervisors or co-workers.

·      Lack of role clarity.

·      Poor change management.

·      Inadequate reward and recognition.

·      Poor organisational justice.

·      Remote, isolated or after-hours work.

·      Workplace conflict, poor workplace relationships, bullying.

·      Discrimination, sexual harassment, sex- and gender-based harassment.

·      Violence or aggression (including from clients).

·      Exposure to traumatic events or material.

Specific control measures are listed in Appendix C — Psychosocial Hazard Control Matrix.

9.2 Bullying

Bullying is repeated, unreasonable behaviour directed toward a worker, or a group of workers, that creates a risk to their health and safety. Examples include verbal abuse, exclusion, intimidation, unjustified criticism, withholding information needed to do the job, assigning meaningless tasks, and constant teasing or pranking. Bullying may be in person, in writing, online or over voice/video calls.

Relevate does not tolerate bullying. Workers who experience or witness bullying should report through any of the channels in Section 11 (Reporting). Workers also have a separate right to apply to the Fair Work Commission for a Stop Bullying order under Part 6-4B of the Fair Work Act 2009 (Cth).

9.3 Sexual harassment, sex- and gender-based harassment — positive duty

Since 12 December 2023, Relevate has a positive duty under s 47C of the Sex Discrimination Act 1984 (Cth) to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment, sex-based harassment, hostile work environments on the ground of sex, and related victimisation. Relevate also recognises that sexual harassment is a psychosocial hazard under WHS law.

Relevate's prevention plan is set out in Appendix F — Respect@Work Prevention Plan and includes:

·      Clear standards of behaviour for everyone at the workplace.

·      Multiple confidential reporting channels.

·      Manager training on prevention, response and trauma-informed practice.

·      Regular monitoring through anonymous worker surveys and review of complaints data.

·      A trauma-informed investigation process.

·      Support for affected workers.

9.4 Hybrid and remote work

Relevate's primary duty extends to workers wherever they perform work, including in their home or other remote locations. Workers who work from home are required to complete the Home Office Workstation Checklist (Appendix D) at induction and at least annually thereafter, and report any change to their home work environment that could affect health or safety. Relevate provides guidance on ergonomic setup, breaks, isolation management and mental wellbeing.

Workers have a Right to Disconnect under the Fair Work Act 2009 (Cth). Workers may refuse to monitor, read or respond to contact from their employer outside their working hours unless the refusal is unreasonable. Managers will plan workloads on the assumption that after-hours contact is the exception, not the rule.

9.5 Working at client sites

Where a Relevate worker performs work at a client's premises, Relevate and the client are both PCBUs with concurrent duties under s 14 and s 16 of the Model WHS Act. Sections 46 and 47 require us to consult, cooperate and coordinate. Workers must follow the Client Site Visit Procedure (Appendix E), which covers:

·      Pre-visit risk assessment.

·      Confirmation of host-site induction and emergency procedures.

·      Identifying who at the host site is the point-of-contact for safety.

·      Reporting any incident or hazard at the host site to both the host and the Relevate WHS Coordinator.

9.6 Driving for work

Driving is one of the highest-risk activities for office-based businesses. If a worker drives for work (between client sites, to airports, between offices), they must:

·      Hold a current, unrestricted driver's licence valid for the vehicle they are driving.

·      Notify their manager promptly of any licence change, suspension or significant accident.

·      Take reasonable rest breaks (at least every 2 hours of continuous driving).

·      Not drive while impaired, including by fatigue, alcohol, drugs or prescription medication that affects driving.

·      Not use a mobile phone while driving except via legal hands-free equipment.

Reimbursable use of personal vehicles must be supported by a current registration and comprehensive insurance.

9.7 Fatigue management

Fatigue is a hazard. Workers should not work hours that materially compromise their or others' safety. Managers will plan workloads, deadlines and on-call rosters to allow adequate rest, and will not require workers to work in conditions that create unreasonable fatigue risk (for example, sustained interstate travel without rest).

9.8 Drugs and alcohol

Workers must not be under the influence of drugs or alcohol while performing work for Relevate (including while driving for work or visiting a client site). Reasonable consumption of alcohol at sanctioned social events is permitted; workers remain responsible for getting themselves safely home and for not driving above the legal limit.

9.9 First aid and emergency procedures

·      Each Relevate office has a current first aid kit, defibrillator (where required), and at least one trained first aider during business hours.

·      Each office has an Emergency Plan covering evacuation, fire, medical, lockdown and natural hazard scenarios.

·      Emergency drills are conducted at least annually.

·      Workers must know the evacuation procedures and assembly points for their primary office and any host site they visit.

10. Consultation, cooperation and coordination

Relevate consults with workers (directly and through HSRs and the HSC) on WHS matters under ss 47–49 of the Model WHS Act, including when:

·      Identifying hazards or assessing risks.

·      Making decisions about ways to eliminate or minimise risks.

·      Making decisions about the adequacy of facilities for workers' welfare.

·      Proposing changes that may affect health or safety.

·      Making decisions about WHS procedures.

Where Relevate shares a workplace with another PCBU (for example a client site, a co-working space, or a shared event), Relevate consults, cooperates and coordinates with that PCBU on WHS matters.

11. Reporting incidents, hazards and concerns

Relevate maintains the following reporting channels. Workers can use any:

·      Tell your manager directly.

·      Tell the WHS Coordinator (whs@relevate.com.au — replace with current address).

·      Tell an HSR.

·      Use the anonymous reporting form on the Relevate intranet.

·      Tell HR (people@relevate.com.au or relevant Relevate People contact).

·      Use the Whistleblower channel for serious or sensitive concerns (see Whistleblower Policy).

Reports are treated confidentially. Relevate will not victimise a person for raising a WHS concern in good faith. Victimisation is a separate offence under the WHS laws and the Fair Work Act.

12. Notifiable incidents

A notifiable incident — death, serious injury or illness, or a dangerous incident as defined in ss 35–37 of the Model WHS Act — must be notified to the regulator immediately and the site preserved under s 39. Failure to notify is a separate offence, with significant penalties for the PCBU and officers. The procedure is in Appendix B — Notifiable Incident Runbook.

13. Workers compensation and return to work

Relevate maintains current workers compensation insurance in each jurisdiction it operates:

·      WorkCover Queensland (Brisbane).

·      icare / SIRA (NSW).

·      WorkSafe Victoria.

A worker who is injured at work must report the injury to their manager and the WHS Coordinator as soon as practicable, and within 5 business days where practicable. Relevate will support medical assessment, claim lodgement and a Return-to-Work plan tailored to the worker's capacity and recovery timeline. Our Return-to-Work Coordinator is [insert name and email]. We will not discriminate against a worker for making a workers compensation claim.

14. Training and induction

·      Every worker completes a WHS induction at the start of their engagement, refreshed annually.

·      Managers complete additional training in psychosocial risk, sexual harassment prevention, and incident response.

·      HSRs are entitled to attend their initial training course (5 days) and annual refresher (1 day) at Relevate's expense, paid at normal rates.

·      Officers complete annual WHS due-diligence training and a quarterly briefing — see Appendix A.

15. Health and wellbeing

·      Relevate provides confidential access to an Employee Assistance Program (EAP) — short-term counselling at no cost to the worker. Contact details on the intranet and induction materials.

·      Mental Health First Aid trained workers are nominated in each office.

·      Managers receive training on holding mental health conversations and recognising signs of distress.

·      Annual anonymous worker survey to monitor psychosocial risk indicators.

16. Performance monitoring

Relevate tracks the following indicators and reports to the Board quarterly:

·      Lead indicators — training completion rate, hazard reports raised, hazard reports closed within target time, audits completed, safety conversations recorded by managers.

·      Lag indicators — Lost Time Injury Frequency Rate (LTIFR), Medical Treatment Injury Rate, near-misses reported, notifiable incidents, psychosocial complaints raised, complaints resolved.

17. Breach of this Policy

Relevate takes breaches of this Policy seriously. The response will follow procedural fairness: the worker will be informed of the alleged breach in writing, given an opportunity to respond (with a support person if they wish), and given a written outcome. Outcomes may range from counselling and additional training to formal warnings, performance management or termination of employment, depending on the seriousness of the breach.

For contractors, breach may result in suspension or cancellation of the engagement.

18. Review and continuous improvement

This Policy is reviewed:

·      At least annually, in consultation with HSRs and the HSC (where established).

·      Following any notifiable incident or near-miss with the potential to be a notifiable incident.

·      Following any material change to applicable WHS, anti-discrimination or industrial relations laws.

·      Following any material change to Relevate operations (new office, new service line, organisational restructure, change of officers).

·      On request from an HSR or the HSC.

19. Communication of this Policy

·      A current copy is available on the Relevate intranet and as a printed copy in each office.

·      Every new worker receives a copy as part of induction and signs an acknowledgement.

·      Material changes are communicated by email and by a brief team meeting.

·      Visitors and contractors are made aware of this Policy at induction or sign-in.

 

Appendix A — Officer Due Diligence Schedule (s 27 Model WHS Act)

This Schedule operationalises the six elements of the s 27 due diligence duty so that each Relevate officer can discharge and evidence their personal obligation. Activities are sized for a consulting business with offices in Brisbane, Sydney and Melbourne.

Element 1 — Acquire and keep up-to-date WHS knowledge

Activity	Frequency	Evidence
Officer WHS due-diligence training (external course)	On appointment, then annually	Course completion certificate; calendar entry; HRIS record
Industry/legal update briefing from external WHS adviser or in-house counsel	Quarterly	Briefing pack; board minute
Subscribe to regulator updates (Safe Work Australia, WorkSafe Qld, SafeWork NSW, WorkSafe Vic)	Ongoing	Subscription confirmation
Review of Code of Practice updates relevant to Relevate	On publication	Email log; board minute

Element 2 — Understand operations and hazards

Activity	Frequency	Evidence
Walkthrough of each Relevate office	Annually per office	Walkthrough record
Visit a sample of client sites that Relevate workers attend	Annually	Visit record
Review the Hazard Register	Quarterly	Annotated register; board paper
Review the Top 10 risks and the controls in place	Quarterly	Risk register; board minute

Element 3 — Ensure appropriate resources and processes

Activity	Frequency	Evidence
Approve the annual WHS budget	Annually	Approved budget; board minute
Confirm WHS Coordinator role is staffed	Quarterly	Org chart; appointment letter
Confirm currency of insurance (workers comp, public liability, management liability)	Annually	Certificates of currency
Confirm EAP provider engaged and accessible	Annually	Vendor contract

Element 4 — Receive and consider information

Activity	Frequency	Evidence
Quarterly WHS dashboard to the Board (lead and lag indicators, incidents, hazards, complaints, audits, training completion)	Quarterly	Dashboard; minute of acknowledgement
Immediate escalation of any notifiable incident	On occurrence	Email/SMS log
Annual anonymous worker survey results, including psychosocial scales	Annually	Survey report; minute

Element 5 — Compliance processes

Activity	Frequency	Evidence
Review WHS Policy and underlying procedures	Annually	Approved version; board minute
Internal audit against the WHS Manual and this Policy	Annually	Audit report
Confirm consultation arrangements (HSRs/HSC) are in place and operating	Quarterly	HSR list; HSC minutes
Confirm completion of mandatory training across the workforce	Quarterly	Training register

Element 6 — Verify provision and use of resources

Activity	Frequency	Evidence
Spot-check that controls listed in the risk register are operating in practice (eg sample home-office checklists, sample client-site risk assessments)	Quarterly	Sample evidence; sign-off
Director sign-off of annual WHS report and improvement plan	Annually	Signed report
Confirm corrective actions from incidents are closed within agreed timeframes	Quarterly	Action register; board paper

 

Appendix B — Notifiable Incident Runbook

A notifiable incident is one that involves: (a) the death of a person; (b) a serious injury or illness as defined in s 36 of the Model WHS Act; or (c) a dangerous incident as defined in s 37. These must be reported to the regulator immediately. The site must be preserved under s 39 until an inspector arrives or the regulator directs otherwise (with allowance for actions to assist an injured person, make the site safe, or following the regulator's directions).

Failure to notify is a separate offence with significant penalties.

Examples of serious injury or illness (s 36)

·      Immediate treatment as an in-patient in a hospital.

·      Immediate treatment for an amputation, serious head injury, serious eye injury, serious burn, the separation of skin from the underlying tissue, a spinal injury, the loss of bodily function, or serious lacerations.

·      Medical treatment within 48 hours of exposure to a substance.

Examples of dangerous incidents (s 37)

·      Uncontrolled escape, spillage or leakage of a substance.

·      Implosion, explosion or fire.

·      Electric shock.

·      Fall or release from height of any plant, substance or thing.

·      Collapse, overturning, failure or malfunction of, or damage to, plant.

First-hour actions

In order:

·      1. Make the area safe and provide first aid; call 000 if anyone is at risk of further harm.

·      2. Notify the WHS Coordinator and a Relevate officer (Director or CEO).

·      3. Notify the regulator immediately by phone — see numbers below.

·      4. Preserve the incident site (do not disturb it except to assist an injured person, make it safe, or as directed by the regulator).

·      5. Take photographs and witness statements once it is safe to do so.

·      6. Submit the regulator's written notification form within the required timeframe.

·      7. Notify Relevate's insurer.

·      8. Engage external WHS legal counsel before any further communication with the regulator if the incident involves a fatality, serious injury, or any indication of regulator interview/inspection.

Regulator notification numbers

Jurisdiction	Regulator	Notification number
Queensland	Office of Industrial Relations / WorkSafe Queensland	1300 362 128
New South Wales	SafeWork NSW	13 10 50
Victoria	WorkSafe Victoria	13 23 60
Commonwealth (Comcare-covered)	Comcare	1300 366 979

Confirm currency of these contact details on the regulator websites at the time of the incident and follow up the phone notification with the regulator's written incident notification form.

 

Appendix C — Psychosocial Hazard Control Matrix

Aligned with the Safe Work Australia Code of Practice "Managing the Risk of Psychosocial Hazards at Work" and the Codes of Practice in each Australian jurisdiction.

Hazard category	Example controls	Monitoring
High job demands	Workload planning; capacity dashboards; deadline coaching; cap on simultaneous projects per consultant; "hard close" days.	Quarterly utilisation review; pulse survey item.
Low job control	Autonomy in scheduling; self-managed work; flexible hours; meaningful input into project approach.	Pulse survey; 1:1 conversations.
Poor support	Active manager coaching; buddy program; regular 1:1s; team rituals; community of practice.	1:1 attendance log; pulse survey.
Lack of role clarity	Documented role descriptions; clear scope per Statement of Work; project kickoffs with explicit responsibilities.	Onboarding feedback; performance review.
Poor change management	Consultation on changes affecting workers; written change comms; change retros.	Change review minute.
Inadequate reward and recognition	Annual remuneration review; non-financial recognition program; promotion ladder; visible thank-yous.	Engagement survey.
Poor organisational justice	Documented decision processes; transparent escalation; consistent application of policies.	Complaints register; survey.
Remote/isolated work	Daily check-ins for fully remote workers; minimum office attendance norms; isolation protocols on long client engagements.	Manager check-in log.
Workplace conflict / poor relationships	Trained mediator on call; clear behavioural standards; early intervention.	Complaints register; manager training records.
Bullying	Behavioural standards; multiple reporting channels; investigation SOP; FWC stop-bullying pathway acknowledged.	Complaints register; survey.
Sexual harassment, sex- and gender-based harassment	Respect@Work Prevention Plan (Appendix F); positive duty under s 47C SDA; manager training; anonymous reporting; trauma-informed investigation.	AHRC compliance review; complaints register; survey.
Violence or aggression (including from clients)	De-escalation training; right to withdraw from a hostile site; client behaviour clauses in T&Cs; post-incident debrief.	Incident register.
Exposure to traumatic content/events	Pre-engagement screening; counselling access; rotation of work where practical.	EAP usage data.
Fatigue	Workload caps; limits on consecutive on-call shifts; right to disconnect; minimum rest between travel.	Roster review; pulse survey.

 

Appendix D — Home Office Workstation Checklist

Each worker who works from home completes this at induction, annually, and after any change to their home work environment. Submit to the WHS Coordinator via the intranet form.

D1. Workstation

·      I have a dedicated workspace with adequate room.

·      My chair has adjustable seat height, back support, and (where possible) adjustable arm rests; my feet rest comfortably on the floor or a footrest.

·      My desk is at the right height — elbows at approximately 90° when typing; keyboard and mouse are within easy reach.

·      My monitor is at eye level (top of screen at or just below eye level), about an arm's length away, with no significant glare.

·      I take regular short breaks (typically every hour) and a longer screen-free break at lunch.

D2. Lighting and environment

·      Lighting is adequate; I can read documents without straining.

·      Room temperature and ventilation are comfortable.

·      Noise levels allow concentration.

D3. Electrical and trip hazards

·      Electrical cords are tidy and not creating trip hazards.

·      Power boards are not overloaded; equipment is in good condition.

·      A working smoke alarm is installed in or near my work area.

D4. Wellbeing and isolation

·      I know how to access EAP support and Mental Health First Aiders.

·      I have at least daily contact with my manager or team and feel supported.

·      I understand the Right to Disconnect and feel comfortable using it.

·      I have an emergency contact recorded in HRIS in case of a workplace incident at home.

D5. Equipment and security

·      My equipment (laptop, headset, monitor) is provided or approved by Relevate; faulty equipment is reported and replaced.

·      I follow Relevate's Information Security Policy at home (network, access, device security).

 

Appendix E — Client Site Visit Procedure

Required reading and acknowledgement before a worker first attends a client site, and refreshed annually.

Before the visit

·      Complete the pre-visit risk assessment — what work will be done, who else will be present, what plant/substances are involved, what is the access path?

·      Confirm any host-site induction is complete (eg construction sites; secure premises; data centres).

·      Identify who at the host site is the on-site responsible person for safety.

·      Carry your access pass, ID and Relevate phone with the WHS Coordinator number saved.

·      Confirm emergency procedures and assembly points on arrival.

During the visit

·      Comply with host-site rules and PPE requirements.

·      Stop work if you encounter a hazard you have not been briefed on; raise it with the host point-of-contact and notify the Relevate WHS Coordinator.

·      You have the right to refuse unsafe work without retaliation.

After the visit

·      Report any incident, near-miss or hazard to the Relevate WHS Coordinator within 24 hours, even if the host site has its own report.

·      If you experience aggression, harassment or a stressful event, take EAP support and brief your manager.

Special situations

·      Working alone or after-hours at a host site — pre-arrange check-in protocol with manager.

·      Working at a residential or non-commercial premises — additional risk assessment required; consider whether a colleague should attend.

·      International travel — confirm DFAT travel advice, vaccinations, insurance and emergency contact.

 

Appendix F — Respect@Work Prevention Plan

Relevate has a positive duty under s 47C of the Sex Discrimination Act 1984 (Cth) (in force since 12 December 2023) to take reasonable and proportionate measures to eliminate sex discrimination, sexual harassment, sex- and gender-based harassment, hostile work environments on the ground of sex, and related victimisation. The Australian Human Rights Commission has compliance and enforcement powers in respect of this duty.

F1. Standards

·      All Relevate workers, contractors, customers, suppliers and visitors are expected to behave with respect.

·      Sexual harassment, sex-based harassment, victimisation, and hostile environments on the basis of sex are not tolerated, regardless of intent.

·      Standards apply at the office, at home, at client sites, at events, on social media that touches Relevate, and on Relevate's communication channels.

F2. Prevention measures

·      Annual mandatory training for all workers on prevention, response and the positive duty.

·      Manager training on bystander intervention, trauma-informed conversations and complaint handling.

·      Behavioural standards built into hiring, performance reviews and promotion criteria.

·      Risk assessments for higher-risk situations (offsite events with alcohol, late-night work, sole-trader client engagements).

·      Anonymous reporting channel maintained year-round.

·      Annual anonymous worker survey including dedicated psychosocial and gender-related items.

F3. Reporting

A worker who experiences or witnesses sexual harassment or discrimination can report through any of:

·      Their manager.

·      HR / Relevate People (people@relevate.com.au).

·      The WHS Coordinator (whs@relevate.com.au).

·      An HSR.

·      The anonymous intranet form.

·      External — Australian Human Rights Commission, Fair Work Commission (stop sexual harassment order under Part 6-4B Fair Work Act), state-based anti-discrimination commissioner.

Workers may also choose to bypass internal channels entirely and go directly to a regulator. Relevate will not penalise that choice.

F4. Investigation

·      Investigations are confidential, fair, and trauma-informed.

·      The complainant is supported through the process (including paid time off, EAP access, support person).

·      Procedural fairness applies to the respondent.

·      The complainant is informed of the outcome and can request a review.

·      Where appropriate, an external investigator is engaged.

F5. Outcomes and review

·      Outcomes are tracked confidentially in a complaints register reviewed quarterly by the Board.

·      Aggregate data feeds the annual review of this Plan and the WHS Policy.

·      Workers who report or participate in good faith are protected from victimisation.

 

Drafting notes (delete before publishing)

Assumptions made when drafting this Policy. Confirm or adjust before publishing.

·      Insert WHS Coordinator name and email throughout (Sections 7.2, 11, 12, 13, plus Appendices). Recommend a generic mailbox (whs@relevate.com.au) plus a named individual.

·      Insert Return-to-Work Coordinator name in Section 13.

·      Confirm office locations are correct (Brisbane, Sydney, Melbourne) and add any others before approving.

·      The Officer Due Diligence Schedule (Appendix A) is sized for a 21–50 person consultancy. Adjust the cadence (eg quarterly to half-yearly) only if the workforce profile genuinely supports it — a consultancy with travelling staff, client sites, hybrid work and psychosocial hazards is high enough risk to warrant the proposed cadence.

·      Notifiable incident regulator numbers (Appendix B) should be confirmed annually — they have changed in the past and a wrong number on the runbook is worse than no runbook.

·      EAP provider details, Mental Health First Aiders and HSR list should be added to the published version (or maintained as a live intranet annex).

·      A separate Whistleblower Policy is referenced in Section 11. If one does not yet exist, that is a separate gap (R-flag): Corporations Act s 1317AI applies if Relevate exceeds the relevant size thresholds; in any case, NSW gov and enterprise procurement increasingly expect to see one.

·      Consider adopting a separate "Sexual Harassment Prevention Plan" as a stand-alone document in addition to Appendix F, so that the AHRC compliance review can be conducted against a discrete document. The content is the same; the structure helps with regulator engagement.

·      WHS Manual referenced in Section 7.2: if no Manual exists, the WHS Coordinator should build one (procedures for risk assessment, hazard register format, training records, incident investigation, return to work). This Policy does not depend on a Manual existing, but the Manual is the operational layer below the Policy and is needed for an external audit.

·      Insurance currency, EAP, HSR list and quarterly board paper template are operational artefacts that turn this Policy from a paper commitment into an operating system. Building those is the next step after approval.

·      Coordinate with the redrafted T&Cs and Privacy Policy. T&Cs should reference contractors' obligation to comply with this Policy; the Privacy Policy should reference incident handling.