Policy

View Our Policy at Aquamap

COMPANY POLICIES

ENVIRONMENTAL POLICY

Aquamap is committed to achieving the highest standards of protection of the environment and accepts the community’s expectation that the company’s operations and activities will be conducted in compliance with its statutory obligations in an environmentally responsible manner whilst recognising the rights of other users of the environment.

To effectively manage its environmental affairs, the Company is committed to:

Complying with statutory environmental requirements and, where not in conflict with these obligations, adopt other non-statutory or Client guidelines and procedures.
Communicating openly with regulatory agencies and the community on environmental matters.
Integrating environmental considerations into project planning, operation and decommissioning.
Capital procurement, where necessary and appropriate, to upgrade existing systems or adopt new technology to meet environmental standards and requirements.
Ensuring employees and contractors engaged in the company’s operations have awareness of environmental imperatives associated with the company’s activities.
Conducting regular environmental performance reviews, using both internal and external resources

Aquamap is committed to developing an awareness culture of its obligations to the environment. The Company will monitor its activities against environmental standards and obligations throughout its operations.

INDIGENOUS PEOPLES POLICY

Aquamap in conjunction with its Health, Safety, Environmental and Communities Policies is committed to complying with all statute laws of the land and recognises the need for direct and continuing dialogue with indigenous communities and the understanding of the Indigenous Peoples culture and concerns. The Company will promote best practice when operating in areas of cultural interest and will uphold the integrity of sites and areas of cultural importance.

Consistent with this objective Aquamap will:

Comply with statutory regulations and policies where traditional sites have been identified.
Communicate and discuss with communities whose lifestyle and culture may be affected by the Company’s operational activities.
Company representative(s) will attend community meetings in the interest of maintaining mutual relations and discuss any issues relating to areas and sites of cultural importance.
The Company will support employee attendance at educational sessions related to indigenous people and their culture.
Ensure all employees, including personnel engaged in activities on behalf of the company are advised of sites of significance and areas designated as restricted zones.
Provide a working environment that is culturally sensitive and supportive for all employees.

Aquamap is committed to develop an awareness of Indigenous People’s culture and continue to maintain mutual harmonious relations whenever undertaking operations in areas of cultural importance. The Company will respect the rights of all land users and occupiers irrespective of race colour or creed.

ALCOHOL AND DRUG POLICY

Aquamap acknowledges its obligations under the relevant Act and Legislation to provide a safe and healthy environment for all employees.

In order to achieve this, Aquamap has a duty of care which includes ensuring employees are in a fit state to work safely so as to minimise risk both to themselves and their fellow employees.

Consistent with the above;

Aquamap has a zero tolerance limit to drugs or alcohol in the workplace.
Prior to any offer of employment by Aquamap a mandatory pre-placement medical examination will be required to be undertaken by the incumbent. A drug screen will be conducted as part of this examination.
Employees are required to declare to the company any medication, prescribed or otherwise, that they are taking and in possession of, be that issued by a medical practitioner or otherwise, accompanied with a written statement ensuring the use of these medicines will not in any way be detrimental to the employees fitness for work throughout their employment.
Aquamap accepts and endorses the use of random testing of its employees at the workplace. The timing of the tests and the employees to be tested will be determined by a method approved by a person responsible and authorised by the company.

Aquamap is committed to the wellbeing of all employees. Should an issue arise with relation to substance abuse, all possible efforts will be made to ensure guidance and counselling is provided to the effected employee.

TRAINING POLICY

Training provides employees with a safe and efficient method to perform work place tasks allocated to meet the Company’s objectives.

Aquamap is committed and recognises the need for appropriate and effective training for all its employees. AQUAMAP also recognises that many skills cannot be learned solely by theoretically methods but form part of the practical experience and mentoring by competent persons conducting operations in the field.

To achieve this commitment;

All new employees are required to undertake a Company Induction,
Aquamap will endeavour to maintain levels of training for employees, consistent with the current Industry & National Competency Standards,
Where specialist competency-based training is required, industry experts from a Nationally recognised body will be used and where possible, an industry recognised Certificate will be obtained,
All employees must sign off on a current role description outlining the mandatory training requirements for their respective position,
When new equipment is purchased, AQUAMAP shall ensure that proper and adequate training is given to all employees involved in the use of that equipment.

RETURN TO WORK POLICY

Occupational rehabilitation aims to provide an early and safe return to work for workers suffering from work related injury or illness by using the workplace itself as a vital part of the rehabilitation process.

Aquamap is committed to the prevention of illness and injury by providing a safe and healthy working environment.

Aquamap is committed to the rehabilitation of injured workers. The company aims to manage the process of rehabilitation in the workplace to ensure that all injured workers have the opportunity to recover and return to work by:

ensuring the provisions of the Workers Rehabilitation and Compensation Act and Regulations of the state or territory of operation are fulfilled;
ensuring that a return to work as soon as possible is a normal practice and expectation;
providing an in house rehabilitation management program by qualified rehabilitation coordinators;
ensuring early access to rehabilitation services, e.g. accredited rehabilitation providers for all who need them;
providing suitable duties for an injured worker as an integral part of the rehabilitation process;
return to work programs that may include modification of equipment, a change in work hours and provision of aids and equipment;
having an open and honest communication with all relevant parties to ensure that the rehabilitation program operates smoothly and effectively;
informing workers of their rights in relation to a workers compensation claim including the choice of doctor;
ensuring that participation in a return to work plan will not, itself prejudice an injured worker.

HARASSMENT PREVENTION POLICY

Aquamap is committed to ensuring a healthy and safe workplace that is free from workplace harassment. Harassment is unacceptable and will not be tolerated.

Aquamap is committed to:

Create a working environment which is free from harassment and where all members of staff are treated with dignity, courtesy and respect.
Implement training and raise awareness so that all employees know their rights and responsibilities.
Provide an effective policy and procedure for complaints.
Encourage the reporting of behaviour which breaches this policy.
Promote appropriate standards of conduct at all times.

Aquamap requires all workers to behave responsibly by;

not tolerating unacceptable behaviour.
to maintain privacy during investigations.
to immediately report incidents of harassment.

Managers and supervisors must also ensure that workers are not exposed to workplace harassment by;

personally demonstrating appropriate behaviour,
endorsing and promoting this policy,
treating complaints seriously and confidentially, ensuring when persons lodge or are witness to a complaint, that persons are not victimised.

EQUAL EMPLOYMENT OPPORTUNITY

Aquamap is an equal opportunity employer. All employees are treated on their merits, without regard to race, age, sex, relationship or cultural status or any factors not applicable to a position. Employees are valued by their performance of duties and Aquamap standards of service.

Equal employment opportunity applies to all aspects of the employment relationship, including recruitment, promotion, employee benefits, conditions of employment, remuneration, transfer, discipline, training, work environment, supervision, and termination of employment.

Aquamap believes that all employees should be able to work in an environment free of discrimination, victimisation, harassment, and vilification. These behaviours are unacceptable and they will not be tolerated under any circumstances.

State and Commonwealth laws govern workplace equality and diversity and Aquamap is committed to complying with them.

It is a responsibility of all employees of Aquamap that they respect and treat all persons in a fair and reasonable manner.

Managers and supervisors must ensure that they treat employees fairly and foster an environment free from discrimination. Any observation by management or supervisors of discriminatory behaviour shall ensure appropriate steps are taken to stop it. All employees must ensure that they do not discriminate or harass other employees, customers, clients or visitors.

Aquamap conducts training for employees on equality in the workplace. Processes and resources are in place for reporting, conflict resolution and investigating breaches of this policy. Any reports of a breach of this policy will be treated seriously and investigated promptly, fairly and impartially.

GRIEVANCE POLICY

Aquamap recognises the rights of our employees to express concerns or grievances about work related issues. Employees are encouraged to raise concerns or grievances in accordance with procedures designed to resolve issues in a prompt, fair, equitable and impartial manner. All grievances will be handled in a manner that is free from victimisation and unfair repercussions.

Effective communication in the workplace is essential to a harmonious working environment.

All employees are required to follow procedures specified by Aquamap which provides for appropriate escalation of a grievance under the following principles:

Grievances are treated seriously and sensitively. Information about a grievance is handled in a confidential manner where only parties directly involved in the investigation or the decision of the outcome have access to information.
Grievance procedures are conducted quickly and as close as possible to their source. This is dictated by the nature of the grievance and the requirements of the parties involved. Staff should raise concerns as early as possible after an incident occurs. No assumptions will be made until all relevant information has been collected and considered.
Grievances are resolved by a process of discussion, cooperation and conciliation. The intent is to reach an acceptable outcome for both parties that minimises any potential harm to ongoing relationships.
Both the employee raising the grievance (the complainant) and the person against whom the grievance is made (the respondent) will receive appropriate information, support and assistance in resolving the grievance. Parties may bring a support person to any interview.
Victimisation of any party involved in a grievance will not be tolerated.

All employees are expected to conduct themselves in a professional and appropriate manner.

QUALITY MANAGEMENT POLICY

Our Quality Objectives are to achieve sustained growth by providing services which consistently satisfy the needs and expectations of our clients.

Aquamaps Quality Management System supports our operations so that our services consistently and effectively meet client expectations, applicable regulatory requirements and to provide a mechanism for continual improvement, to;

Ensure that products conform to specifications.
Determine customer needs and expectations and ensure that these are fulfilled.
Identify processes that warrant documenting and generate appropriate work instructions.
Implement a system to monitor and analyse processes and maintain records.
Identify and control non-conformance.
Establish a system of document control.

Aquamap demonstrates its commitment to the development of the Quality Management System by:

Ensuring that the quality policy and quality objectives are established for the quality management system and are compatible with the context and strategic direction of the company.
The integration of the Quality Management System into the overall management structure.
Conducting reviews of the existing system.
Ensuring the availability of resources.

Aqaumap recognises its commitment to continuous improvement and a willingness to implement systems, procedures and training that have a direct impact on quality outcomes and safety.

DEFINITIONS

Audit: A systematic examination against defined criteria to determine whether activities and related results conform to planned arrangements and whether these arrangements are implemented effectively and are suitable to achieve the organisation’s policy and objectives.
Chemical: Any hazardous substance or dangerous goods.
Continual Improvement: The process of enhancing the safety and health management system to achieve improvements in overall operations, safety and health performance in line with the organisation’s HSEC policy.
Critical Jobs: Any job or task that could result in a lost time injury, significant environmental harm or significant property damage.
Dangerous Good: Substances classified as a dangerous good and listed in the Australian Dangerous Goods Code (7th Edition).
HSEC: Health, Safety, Environment and Communities
Objective: Goals in terms of Safety and Health performance, arising from the HSEC policy that our organisation sets itself to achieve, and which are quantified where practicable.
HSEC Policies: Statements by the organisation of its intentions and principles in relation to its overall occupational safety and health performance which provides a framework for action and for the setting of its HSEC objectives and targets.
HSEC Target: A detailed performance requirement, quantified wherever practicable pertaining to the organisation, that arises from the HSEC objectives and that needs to be met in order to achieve those objectives.
Environment: The surroundings in which an organisation operates, including air, water, land, natural resources, flora, fauna, human, and their interrelation.
HSEC Management Manual: That part of the overall management system which includes organisational structure, planning activities, responsibilities, practices, procedures, processes and resources for developing, implementing, achieving, reviewing and maintaining the HSEC policy, and to manage the HSEC risks associated with the operations.
Hazard: A source or situation with a potential for harm in terms of human injury or ill health, damage to property, damage to the environment, damage to company reputation, or a combination of these.
Hazard Identification: The process of recognising that a hazard exists and defining its characteristics.
Hazardous Substance: Any substance determined to be a hazardous substance using the Approval Criteria for Classifying Hazardous Substances (NOHSC: 1008) or listed in the List of Designated Substances (NOHSC: 10005).
Health Surveillance: The monitoring of individuals for the purpose of identifying changes in health status due to occupational exposure to a hazard. This will also include biological monitoring.
Incident: Any unplanned event resulting in or having a potential for injury, ill health, damage or other loss.
Injury Management: The managed process of maintaining injured or ill employees in, or returning them to, suitable employment.
Job Hazard Analysis (JHA): An analysis of a job or task where an SOP has yet to be developed to identify as best as possible all job steps and for each step all potential hazards and their control measures.
PPE: Personal protective equipment
Risk: The combination of the frequency, or probability of occurrence, and consequence of a specified hazardous event.
Risk Assessment: The overall process of estimating the magnitude of risk and deciding whether the risk is acceptable.
Safety: A state in which the risk of harm (to persons) or damage is limited to an acceptable level.
Standard Operating Procedure (SOP): A procedure that describes how a task/job is to be performed safely and efficiently. It may be based on a JHA for the task/job.
Systems Procedure: A procedure that describes how a system is applied i.e. Induction and training. A Systems Procedure applies to everyone in the company.