Equal Employment Opportunity

This policy applies to all staff including contractors and covers all work-related functions and activities including external training courses sponsored by Mirabelle Communications. It also applies for all recruitment, selection, and promotion decisions. The objective of the Mirabelle Equal Opportunity Policy is to improve business success by:

• attracting and retaining the best possible employees
• providing a safe, respectful, and flexible work environment
• delivering our services in a safe, respectful, and reasonably flexible way

Mirabelle is committed to providing a workplace free from discrimination, sexual harassment, and bullying. Behaviour that constitutes discrimination, sexual harassment or bullying will not be tolerated and will lead to action being taken, which may include dismissal. For the purposes of this policy, the following definitions apply:

Direct discrimination occurs when someone is treated unfavourably because of a personal characteristic that is protected under set of Anti-harassment and bullying law.

Indirect Discrimination occurs when a rule seems neutral but has a discriminatory impact on certain people. For example, a minimum height requirement of 6 foot for a particular job might be applied equally to men and women, but would indirectly discriminate based on sex, as women tend to be shorter than men.

Sexual harassment includes unwelcome conduct of a sexual nature in circumstances in which it could reasonably be expected to make a person feel offended, humiliated, or intimidated reasonable person, having regard to all the circumstances, would have anticipated that the person harassed would be offended, humiliated or intimidated.

Workplace bullying may include behaviour that is directed toward an employee, or a group of employees, that creates a risk to health and safety e.g., physical and/or verbal abuse, excluding or isolating individuals; or giving impossible tasks. Mirabelle provides equal opportunity in employment to people without discrimination based on a personal characteristic protected under law and federal equal opportunity legislation. Under legislation it includes:

• age
• carer status
• disability
• employment activity
• gender identity
• industrial activity
• lawful sexual activity
• marital status
• parental status
• personal association with someone having any of these characteristics
• physical features
• political activity/belief
• pregnancy
• race
• religious activity/belief
• sexual orientation

Any employee found to have contravened this policy will be subject to disciplinary action, which may include dismissal. Employee must report any behaviour that constitutes sexual harassment, bullying or discrimination to their manager. He/she can complain directly or via mail. The employee will not be victimised or treated unfairly for raising an issue or making a complaint. The employee should feel confident that any complaint they make is to be treated as confidential as far as possible. If after investigation management finds the complaint is justified, management will discuss with the complainant the appropriate outcomes which may include:

• Disciplinary action to be taken against the perpetrator (counselling, warning, or dismissal).
• Staff training.
• Additional training for the perpetrator or all staff, as appropriate.
• Counselling for the Complainant.
• An apology (The content of the apology to be agreed everyone who is involved).