Industrial Relations Policy

Industrial Relations Policy Statement
Hydroflux Industrial Pty Ltd strives to continually improve the quality of its productivity, performance and services to enable continued growth in a competitive industry.

Our goal is to have open and transparent processes in all aspects of our dealings with employees, suppliers and subcontractors, encompassing all issues pertaining to industrial relations. Effective client, people and project management is based on open, honest relationships and realistic negotiations that are beneficial to both parties.

IR Objectives and Goals
Hydroflux Industrial aspires to eliminate lost time, down time and unproductive work practices that arise through grievances or disputes pertaining to industrial relations. We encourage proactive, two-way consultation between parties, with consideration of both parties’ requirements, when faced with any issue relating to industrial relations. Hydroflux Industrial is committed to;

• Compliance with state and federal industrial relations legislative instruments, including the Workplace Relations Act 1996 (Cmth), the National Building and Construction Industry Award 1990 (Cmth) the Construction Industry Long Service Leave Act 1997 (Vic), Income Tax Assessment Act 1997 (Cmth), Superannuation Guarantee (Administration) Act 1992(Cmth) and the Superannuation Guarantee Charge Act 1992 (Cmth), the Accident Compensation Act 1985 (Vic), the Equal Opportunity Act 1995 (Vic) and the Work Health and Safety Act 2011 (Cmth).

• Maintaining an open relationship with our employees and any elected representatives on a project basis, and with other interested parties as appropriate.

• Accepting that the properly held interests of our clients always prevail, and that accordingly it is the client who may, in some cases, determine actual industrial relations arrangements.

• Advising clients of Hydroflux Industrial, during the progress of the work, and within 24 hours of becoming aware, of any industrial relations or OH&S matter which may have an impact on the construction program, the principal contract and other related contracts or project costs.

• Respecting the national freedom of association laws as documented in Part XA of the Workplace Relations Act 1996.

• Employment practices that ensure equal opportunity and shall not be discriminatory.

• Unfair discrimination and sexual harassment is prohibited in Australia by the Equal Opportunity Act 1995 (Vic) and three Federal Acts: the Racial Discrimination Act 1975, the Sex Discrimination Act 1984 and the Disability Discrimination Act 1992. Hydroflux Industrial will make sure that employees and those applying for employment receive fair and unbiased treatment. We are determined to provide a working environment free from discrimination or victimisation in accordance with the principles promoted by the above Acts of Parliament.

• Encouraging all contractors working on their projects comply with applicable awards and workplace arrangements, whilst recognising their right to have their own industrial relations policies and arrangements. Hydroflux Industrial will from time to time request that contractors provide evidence of compliance with relevant Industrial Relations practices.