Our Culture
Our Handbook
Welcome to Disability Macarthur
Welcome! to Disability Macarthur Family Support and Care. Our ongoing success relies on having quality people like you.
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 do not hesitate to contact us. There are no silly questions, and we are committed to creating an open communication environment.
We hope you find your time with us to be an enjoyable and rewarding experience
.
Julie Blazic
CEO
This Handbook
We want you to understand how we do business—and just how important you are to our team. Every employee plays a vital role in our success, and we’re glad to have you on board.
This handbook offers a summary of our policies, which may evolve from time to time. We’ve done our best to keep things clear, simple, and easy to follow.
If you ever need more details or have questions, don’t hesitate to ask. We’re here to help!
Our Focus
Disability Macarthur – where community and care come first.
At Disability Macarthur, we love what we do, and we hope you will too.
With over 40 years of experience and hundreds of satisfied clients, we are proud to be a leading choice for disability care in the region. Our mission is to create a supportive and inclusive environment where everyone feels valued, respected, and empowered.
We take great pride in our positive workplace culture. Our dedicated team works hard to deliver the highest quality of service, and we know that our employees are the key to our shared success. Every member of our team is valued and appreciated, and together, we make a real difference in people’s lives.
Who We Are
About Us
Over the years, Disability Macarthur has proudly supported more than 400 families, delivering six dynamic programs across three dedicated centres. Our ongoing mission is to respond to the evolving needs of the community — with a special focus on individuals and their unique journeys.
We believe in meaningful engagement, actively involving clients and their families / carers to shape programs that are relevant, flexible, and impactful. While we may not be able to accommodate every request, we are committed in supporting clients with their choices and support needs, across all stages of life.
At the core of everything we do is a commitment to integrity, fairness, professionalism, and a strong moral compass — values that guide every decision we make.
Our Values
Strive for Great
We believe that in all parts of your life you need to strive to be great
– we hope we can help you accomplish this.
Honesty
Honesty and trust build great relationships.
We work with both our employees and clients to achieve this.
Quality
At Disability Macarthur, Quality is not an act, it’s a habit and we always provide great quality
– even when no one is looking.
Own It
Success or Failure – Don’t run away or make excuses when things get tough.
Own your Wins and accept your failures – then learn from it.
Timeline
About Us: Our Journey
Macarthur District Temporary Family Care Inc. began its journey in 1979, the International Year of the Child, with the formation of a dedicated steering committee. By 1980, the agency commenced operations following successful funding from the Department of Youth and Community Services. The original mission was clear: to establish a short-term crisis care program for families and children in the Macarthur Region, alongside respite care services for families supporting a child with special needs at home.
Over the years, the agency expanded its offerings to meet the growing and diverse needs of the community. From 1980 to 2016, we delivered a wide range of programs including:
- Breakaway
- Home Based Respite (HBR)
- Home & Community Care (HACC)
- Crisis Care Program
- Peer Support
- Men’s Support Group
- Life Goes On Group
In 1997, we proudly opened Sunflower Cottage, a dedicated respite house supporting families with children aged birth to 12 years.
A strategic rebranding in 2014 saw the introduction of a new name and logo. Disability Macarthur (Macarthur District Temporary Family Care Inc. trading as Disability Macarthur) reflects our evolving identity and services.
The introduction of the NDIS in 2015-2016 marked a significant shift in the funding landscape. With the end of block funding, we adapted to a new model of service provision, aligning with the needs and choices of individuals and their families.
Today, we continue to provide tailored individual and group supports, championing inclusion, empowerment, and care for all clients in the Macarthur region.
Life at our Business
Organisation Chart
Probation
Probationary Period
Employees who are permanently appointed are required to complete a minimum probationary period of six months. During this time, either the employer or the employee may terminate the employment relationship for any reason, with appropriate notice. The probationary period serves as an opportunity for both parties to assess suitability for the role and alignment with the 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
At Disability Macarthur, we recognise the importance of maintaining a work environment that actively promotes best practice, professionalism, and respect for all individuals.
The Code of Conduct outlines the standards of acceptable professional behaviour in the workplace. It defines the professional boundaries related to each role and helps reduce confusion or potential conflicts.
Compliance with this Code is expected from all staff, volunteers, and contractors. Breaches of the Code may lead to disciplinary action, including the termination of employment or contract.
This Code is designed to support staff and clients in identifying and resolving ethical and professional conduct issues. It operates alongside, and does not replace, the rights and responsibilities outlined under common law.
At Disability Macarthur, it is essential that everyone recognises and respects not only their own rights and responsibilities, but also those of others—both within the organisation and in the wider community.
A copy of the Code of Conduct will be provided to all staff upon recruitment. Staff are required to read, understand, and sign the Code to confirm their commitment to these standards during their employment with Disability Macarthur.
Code of Conduct – Key Principles
Staff, volunteers, and contractors are expected to:
- Act Honestly and Fairly
Comply with all relevant laws, policies, and procedures. - Follow Management Instructions
Conduct yourself in a professional and respectful manner. - Avoid Discrimination
Treat all individuals fairly and report any breaches of conduct. - Use Work Time Appropriately
Do not use work time for personal benefit, and do not engage in theft, fraud, or criminal activity. - Comply with WH&S Regulations
Ensure safety for yourself and others; do not make false or misleading claims. - Respect Others
Avoid causing embarrassment, offense, or harm to colleagues, clients, or the organisation. - Maintain Professional Integrity
Do not misuse your position for personal gain. - Respect Company Property and Clients
Handle resources responsibly and treat clients with dignity. - Avoid Conflicts of Interest
Do not work for a competitor or engage in activities that compromise your responsibilities. - Maintain a Positive Workplace Culture
Do not engage in fights, use inappropriate language, or behave in a disruptive manner.
Conflict of Interest Disclosure
At Disability Macarthur, all employees have a responsibility to avoid any actual, potential, or perceived conflicts of interest. A conflict of interest may occur when an employee receives income, benefits, or engages in activities outside of their employment with Disability Macarthur that could interfere with their duties, responsibilities, or loyalty to the organisation.
If you are currently involved in, or intend to undertake, any other form of employment or contractual work—whether paid or unpaid—it is your obligation to disclose this to the CEO (or other designated manager). This includes any activity that involves your time, industry knowledge, skills, or occurs during working hours or at locations that could intersect with Disability Macarthur’s interests.
Upon disclosure, a discussion will be held to assess the nature of the secondary interest, including whether it arises from personal effort and how it may impact your role. This process ensures that all parties can appropriately manage and mitigate any potential conflicts, maintaining transparency and integrity in the workplace.
Equal Employment
We are committed to providing equal employment opportunities based on merit, qualification, and competence. Employment decisions at our organisation will be made without regard to the following characteristics:
- Sex
- Nationality
- Race
- Age
- Religion
- Marital Status
- Disability
- Political Opinion
All employees and applicants are entitled to be considered for employment, promotions, training, transfers, and other benefits based on their individual merit. Assessments will be conducted based on skills, qualifications, abilities, prior work experience, and aptitude.
We are committed to actively identifying and eliminating both direct and indirect discriminatory practices. Additionally, we strive to maintain a workplace that is free of harassment and where every individual is treated with respect and dignity.
Confidentiality
Confidentiality Policy Overview
As part of our team, you will inevitably come into contact with confidential and sensitive information about clients, partners, and the company. This information is critical to our operations, and it’s important to protect it for the following reasons:
- Legal Obligation: Some confidential information is legally bound and must be safeguarded.
- Competitive Advantage: Information such as company procedures, strategies, or internal practices provide a competitive edge in the market.
What is Confidential Information?
Confidential and proprietary information refers to any data, document, or practice that is considered:
- Secret, valuable, expensive, or easily replicable.
- Examples include proprietary procedures, internal strategies, personal data about clients or partners, and business contracts.
Responsibilities and Expectations
You are expected to:
- Secure Confidential Information: Always lock or secure confidential data to prevent unauthorized access.
- Proper Disposal: Ensure confidential documents are disposed of securely (e.g., shredding paper documents, wiping data from devices).
- Use Secure Devices: Only access confidential information on secure, authorized devices.
- Limit Disclosure: Share confidential information only with other employees who need it for work and have been authorized.
- Physical Security: Keep confidential documents on company premises or in secure storage locations unless absolutely necessary to move them.
You are NOT permitted to:
- Use for Personal Gain: Never use confidential information for personal or financial benefit.
- Unauthorized Disclosure: Do not share or discuss confidential information with anyone outside of the company.
- Insecure Storage: Avoid copying confidential documents to insecure devices or locations (e.g., personal laptops, cloud storage).
Key Takeaways
It is your duty to protect the company’s confidential information at all times. This includes understanding both the legal and strategic importance of such data. Treat it with the utmost care to ensure that it remains secure, and only accessible to those who need it for their work
.
Harassment, Grievances, and Workplace Bullying
At Disability Macarthur, we maintain a zero-tolerance approach to harassment and bullying of any kind.
Unacceptable behaviours such as intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination are not tolerated under any circumstances. These actions directly contradict our values and responsibilities as an inclusive workplace.
Sexual Harassment
Sexual harassment is recognised as a form of sex discrimination and is unlawful under the State Anti-Discrimination Acts and the Commonwealth Sex Discrimination Act 1984. Disability Macarthur considers sexual harassment to be wholly inappropriate and unacceptable workplace behaviour.
What is Harassment?
Harassment includes, but is not limited to:
- Intimidation, hostility, and offensive behaviour
- Sexual harassment
- Unfair discrimination
Please note:
- Personality clashes between staff members do not constitute harassment.
Grievance Procedure
If you experience or witness any form of harassment, we encourage you to take the following steps:
If you experience or witness any form of harassment, we encourage you to take the following steps:
- Direct Communication. If you feel safe and comfortable, raise your concern directly with the person involved.
- Formal Complaint. If the issue is not resolved or you do not feel comfortable approaching the person, complete a Complaint/Grievance Form and submit it to your Coordinator.
- Escalation Steps. If unresolved at the Coordinator level:
- Raise the issue with the Team Leader
- If still unresolved, escalate to the CEO
- If no satisfactory resolution is achieved, the matter may be taken in writing to the Chairperson of the Board of Management
.
Workplace Surveillance
Notice of Continuous Camera Surveillance
Please be advised that continuous and ongoing camera surveillance will be conducted on our premises. Individuals present at the location may regularly be subject to surveillance.
Purpose of Surveillance
The records captured through surveillance may be used and disclosed for the following purposes:
- Employment-related matters: To support the employment of employees or their business activities.
- Law enforcement: To assist law enforcement in the investigation or prosecution of offenses or in connection with legal proceedings.
- Security and safety: To prevent threats to individuals or damage to property.
By remaining on the premises, you acknowledge and consent to being subject to surveillance for these purposes.
Social Media
Use of Social Media policy/procedure, 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.
Social Media Policy for Employees
At Disability Macarthur, we encourage employees to engage with social media platforms in a way that allows for personal expression, while also protecting the integrity and interests of the Company. This policy outlines key guidelines for using social media in a responsible manner.
Confidential Information
- Do not share confidential or proprietary information related to the Company, clients, partners, or suppliers. Avoid discussing Company performance, business results, or sensitive future plans publicly.
References to Clients, Partners, or Suppliers
- Do not reference clients, partners, or suppliers on social media without prior approval. This includes discussing business-related matters or sharing any content associated with them.
Company Events and Workplaces
- Do not share images or content from Company functions, offices, or customer sites without obtaining approval from those in the photos and relevant management personnel.
Respect and Professionalism
- Always treat others with respect online. Avoid using discriminatory language, ethnic slurs, personal insults, or obscene comments. Your conduct on social media should reflect the same standards expected in the workplace.
- Respect others’ privacy: Avoid posting content that may infringe on personal privacy.
Your Online Presence
- If you identify yourself as an employee of the Company on social media, ensure that your profile and posts align with how you would present yourself to colleagues, clients, and the broader professional community.
By following these guidelines, you help maintain the professionalism and reputation of both yourself and Disability Macarthur while engaging in social media activities.
Mobile Phone Use
Company-Provided Mobile Phones
Primary Purpose: The phone is for work-related communication.
Legal Compliance: Employees must follow all laws regarding mobile phone use.
Adhere to Policies: Follow company’s internet and email policies if the phone has internet capabilities.
Minimal Personal Use: Personal use should be limited. Excessive personal use can lead to the phone being revoked or reimbursement for non-business use.
Business Integrity: The phone should not be used in ways that harm the business or employment relationships.
Usage at Work: Work-Related Communication: The phone is for work communication and task
No Personal Activities: No gaming, social media, or personal internet use during working hours.
Personal Mobile Phone Use:
- No Personal Phone Use: Personal mobile phones should not be used during working hours.
- Keep Phones on Silent: Personal phones should be kept on silent to avoid distractions.
These guidelines are to ensure that employees focus on their work and use mobile phones responsibly, balancing both personal and professional boundaries.
Computer Use
Computer Use at Disability Macarthur;
You are expected to take a professional and courteous approach to everything you do in connection with work.
- Professional Conduct: All activities should be conducted in a professional and courteous manner. This is important for maintaining a positive and respectful workplace.
- Privacy Expectation: There’s no expectation of privacy when using company networks or equipment. Anything done on a work computer can be monitored.
- Limited Personal Use: Personal use of the computer is allowed but should not interfere with work duties or disrupt business operations.
- Confidentiality: Employees should not disclose information about the business unless they are specifically authorized to do so. This ensures that sensitive company details remain secure.
- Inappropriate Content: Employees are prohibited from accessing or distributing offensive, discriminatory, or illegal content, including anything that could be considered sexual, racist, or harmful in any way.
- Defamation or Damage: Employees must refrain from engaging in activities that could harm the business’s reputation or that of its employees or officers.
- Illegal Activities: Any unlawful activity is strictly prohibited and could result in serious consequences.
Drugs & Alcohol
Disability Macarthur will NOT allow:
Drug and Alcohol:
- Zero Tolerance: There is a zero-tolerance policy for drug and alcohol use on this site.
- Impairment: Workers must not be under the influence of drugs or alcohol while working for Disability Macarthur.
- Random Testing: You may be subject to random drug and alcohol testing while working at Disability Macarthur.
- Disciplinary Action: Workers found under the influence of drugs or alcohol will face disciplinary action, which may include termination.
- Reporting Suspicious Activity: Workers are required to report any suspicious activity to their manager immediately.
- No Drugs or Alcohol on Site: Drugs or alcohol must not be brought onto the site under any circumstances.
Behavior at Work
Serious Misconduct
Employee Conduct and Behaviour Policy
At Disability Macarthur, we are committed to providing a positive and safe work environment. We expect all employees to uphold the company’s core values and demonstrate professionalism at all times. To maintain a harmonious workplace, the following guidelines for behaviour and conduct must be adhered to:
- Respect and Professionalism: Employees are expected to treat colleagues, customers, and vendors with respect, kindness, and professionalism in all interactions.
- Punctuality and Attendance: Regular attendance and punctuality are crucial to the success of the team. Employees should notify their supervisor promptly if they are unable to report to work.
- Compliance with Policies: Employees must adhere to all company policies, including those related to safety, confidentiality, and ethical conduct.
- Appropriate Behaviour: All employees are expected to maintain a standard of conduct that fosters collaboration, inclusion, and mutual respect. Harassment, discrimination, and inappropriate conduct are strictly prohibited.
- Disciplinary Action: Failure to follow these rules may result in disciplinary action, which can range from a written warning to termination, depending on the severity of the offense. Disciplinary actions will be documented in your personnel file and will be considered during performance reviews and any opportunities for career advancement within Disability Macarthur.
Discipline and Termination
Disability Macarthur expects all employees to adhere to established policies and procedures. Our goal is to foster a fair and efficient working environment for all staff members.
In the event an employee fails to comply with these policies and procedures, it may be necessary for the Disability Macarthur to take disciplinary action, which may include termination of employment.
Employees are required to return all company-owned property (such as telephones, computers, uniforms, and keys) prior to their final day of employment.
Your Responsibilities
As an employee of Disability Macarthur, 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 yourself and others.
- Follow the required procedures for your job.
- Dress appropriately for the job. This includes wearing any PPE when / if required.
- Show respect to your supervisors, work colleagues and clients.
- Treat business property with care.
- Participate in Return-to-Work programs.
Your Rights
You have the right:
- To be paid the appropriate rate for the work that you do: Employees should receive fair compensation for their work based on industry standards, job responsibilities, and experience.
- To be advised of your rate of pay: Employers must clearly communicate to employees their pay rate, whether it’s hourly, salary-based, or commission-based.
- To work in a safe environment: Workers are entitled to a workplace free from hazards that could cause injury or harm. This also includes mental health safety and protection from violence, harassment, and unsafe practices.
- To receive training in your duties: Employers should provide necessary training to ensure employees can perform their tasks efficiently and safely, particularly in complex or hazardous roles.
- To work in a discrimination/bully-free workplace: Employees have the right to a respectful and supportive environment, free from discrimination based on race, gender, age, or other personal attributes, as well as protection against bullying or harassment.
Our Standards
When working for Disability Macarthur, 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 Clients.
- Refusal to follow reasonable instructions from your supervisor/manager.
- Breach of Workplace Health & Safety (WH&S) laws and policies.
Workplace Health & Safety
Disability Macarthur has a legal obligation to protect the health, safety and welfare of all our employees.
Equally, however, employees are obliged to obey Workplace Health & Safety (WH&S) policies and rules designed for their safety.
We are committed to providing a safe and healthy environment for employees, clients, contractors and visitors.
Our Objectives:
Reduce the risks to the health, safety of all employees, clients, contractors, and visitors, and anyone else who may be affected by our business operations.
- Ensure all work activities are done safely.
- Strive to be a Safe and Incident Free workplace.
Incident and Accidents
Disability Macarthur will take every practical step to provide and maintain a safe and healthy work environment, 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.
Disability Macarthur requires all employees to report all incidents and near misses to their supervisor or manager immediately after the incident.
Emergencies & First Aid
Emergency Information Notice
First Aid Kits are located throughout the premises, along with clearly posted First Aid Officer details and Emergency Diagrams and Procedures.
In the event of an emergency, please follow all instructions given by: ?
- First Aid Officers
- Fire Wardens
- Emergency Services Personnel
Your safety is our priority. Stay calm and act promptly.
Smoking/Vaping in the Workplace
Emergency Information Notice
First Aid Kits are located throughout the premises, along with clearly posted First Aid Officer details and Emergency Diagrams and Procedures.
In the event of an emergency, please follow all instructions given by: ?
- First Aid Officers
- Fire Wardens
- Emergency Services Personnel
Your safety is our priority. Stay calm and act promptly.
Smoking and Vaping Policy
- Prohibited Areas: Smoking and vaping are strictly prohibited on all company property, including buildings, outdoor areas, and company vehicles. This applies to both traditional tobacco products and electronic cigarettes (e-cigarettes).
- Permitted Breaks and Locations: Employees may smoke or vape only during their personal breaks and only in designated smoking areas located off company premises.
- Courtesy Reminder: To ensure a pleasant and professional environment, especially when engaging with clients or colleagues, employees are encouraged to use breath mints or similar products after smoking or vaping
Pay & Leave
Your pay will be deposited into your nominated Bank Account as per your Contract of Employment with us.
Pay and Superannuation:
- Pay will be deposited into the nominated bank account.
- The salary includes a 9.5% superannuation contribution into the nominated superannuation fund.
Allowances:
- Any allowances will be included in the pay as per Australian Fair Work legislation.
Leave Entitlements:
- 4 weeks of annual leave.
- 10 days of sick leave (pro-rated for part-time employees).
- Other leave types are also included:
- Compassionate Leave
- Carers Leave
- Parental Leave
- Adoption Leave
Leave Requests:
- Submitting a leave request does not guarantee approval.
- Employees will be notified if their leave is approved or declined.
Leave Handover:
- Employees must ensure outstanding tasks are handed over and discussed before going on leave.
Casual Employees:
- Casual employees do not receive paid annual leave, or paid carers leave but are compensated with a casual loading in lieu of these benefits.
Expenses
Expense Reimbursement Process
If you incur a business-related expense (e.g., fuel for company vehicles, general supplies), the following steps must be followed to ensure proper reimbursement:
- Obtain a Tax Invoice: Always request a valid tax invoice at the time of purchase. This serves as proof of the business expense.
- Complete an Expense Claim Form: Fill out the official Expense Claim Form, ensuring all details are accurate and clearly itemised.
- Submit to the Administration Manager: Provide both the completed Expenses Claim Form and the tax invoice to the Administration Manager.
- Processing & Reimbursement: The Administration Manager will coordinate with Accounts Payable to process the reimbursement.
Payments will be made directly into your personal bank account, typically on a fortnightly basis (fortnightly pay week).
Attendance
Employee Punctuality and Attendance Policy – Disability Macarthur
At Disability Macarthur, all employees are expected to begin work at their contracted starting times. Punctuality is defined as being ready to commence work at the agreed time—being in the car park, kitchen, or otherwise not at your workstation does not qualify as being on time.
Delays and Absences
If you are delayed or unable to attend work for any reason, you must notify your coordinator or the main office by phone at least two hours before your scheduled start time.
If the delay or inability to work occurs after hours, you must contact the After Hours On-Call service.
Repeated Lateness
Habitual or consistent lateness may result in disciplinary action, up to and including termination of employment.
Personal Appointments and Unexpected Events
Time off for personal appointments (e.g., doctor visits) or unforeseen circumstances must be discussed with your direct manager in advance to determine how the time off will be handled.