|
The employment conditions of our staff in Australia are derived from the ANZ Group Award 1998 and ANZ/FSU Agreement 1998. This includes a process for dispute resolution and access to the Financial Services Union.
In 2004 we introduced a process for resolving staff grievances, which enables our people to find workable solutions to difficult workplace issues. The forum is used when all attempts to resolve a matter have been exhausted within a business unit The forum focuses on confidentiality, openness and integrity. Where necessary, this process may include referring the matter to an independent mediator.
ANZ's commitment to human rights is represented by the Group's corporate values, Code of Conduct and policies such as those related to freedom of association, equal opportunity, and the right to a safe and secure workplace.
For more information about our approach to human rights visit Future Challenges
ANZ policy supports employees' right to freedom of association. Employees are entitled to join, or not join, the associations of their choice. We do not interfere in an employee's decision to associate or not associate, or discriminate against the employee or a representative of the employee.
We believe our employees have the right to freely hold and express opinions provided they do not infringe on the fundamental human rights of other people. We do not make any distinction between employees based on their membership or lack of membership of a representative organisation.
We recognise the right of our staff to bargain collectively and also acknowledge that our staff have the right to take industrial action, providing these actions conform to the laws of the country in which we are operating. We respect that under relevant workplace relations legislation unions have certain rights of entry into the workplace and access to relevant information.
Our people are encouraged to have their say through multiple formal channels and face-to-face forums. These include regular employee surveys, direct mail access to the CEO and division heads, and regular 'skip level' meetings where teams are able to discuss ideas and issues in a confidential forum with their manager's manager.
In circumstances where these channels are not appropriate for raising significant concerns, ANZ's Whistleblower Protection Policy provides employees, contractors and consultants with a mechanism to escalate serious issues or matters of misconduct on a confidential basis without fear of reprisal, dismissal or discriminatory conduct. Concerns can be raised with one of four whistleblower protection officers (WPOs) including three senior executives and an ANZ Director. Read the Whistleblower Protection Policy.
ANZ's Code of Conduct (PDF, 28kb) sets ethical standards for ANZ employees. This ethical framework delivers an environment in which we, as ANZ employees, can excel, regardless of race, religion, age, disability or gender.
We work to ensure that our business standards and Code of Conduct are well understood by new and existing employees. In May 2006 ANZ established two online training courses available to Australian staff. The first is the Code of Conduct course designed primarily for new staff, covering the practical application of the Code of Conduct. The second course is the Code of Conduct Declaration. Existing Australian staff will use this to review ANZ's Code of Conduct and indicate, online, that they understand the principles and agree to them. All Australian staff are required to complete the Code of Conduct Declaration course every two years.
The following topics are covered by ANZ's Code of Conduct:
- Honesty and integrity
- Personal transactions and gain
- Confidentiality of information
- Conflict of interest
- Primary business loyalty is to ANZ
- Abiding by the law
- Payments, gifts or entertainment
- How the Code is monitored and enforced
Read the ANZ Employee Code of Conduct Policy (PDF, 28kb)
You need Adobe Reader to view PDF files. You can download
Adobe Reader free of charge.
|