Do's and Don'ts

Welcome to Sound Personnel. This guide is intended to answer some of the most commonly asked questions and for you to use as a reference during your time with us.

First impressions count and first impressions last. Try to create a good impression every day. Introduce yourself to your work colleagues, smile, dress appropriately, use common sense and be polite. Remember you are an ambassador for Sound Personnel. We expect our staff to behave in a business like and professional manner at all times. Bad language, a bad temper and bad manners cannot be tolerated in the workplace. Smoking, the consumption of alcohol or other illegal recreational drugs while on assignment is unacceptable and will not be tolerated.

It is not professional to conduct any personal business at work. Please do not use the clients telephone, email, internet, fax or photocopier for personal reasons. The distribution of any promotional material or posting of notices or flyers requires prior client authorisation and consultation with your Sound Personnel Consultant is also considered inappropriate.

Good housekeeping in the workplace is mandatory and every employee must do their part in this daily activity to keep their area clean, safe and efficient. Please keep your work area neat and tidy and keep personal belongings to a minimum. Private business and “socialising” should not be conducted at work, this includes reading newspapers, magazines, use of personal mobile phones or any other non-work related activity.

WHAT DO I WEAR?

Unless otherwise specified, the appropriate dress for all Direct assignments with Sound Personnel is corporate / business attire. For Industrial and Hospitality, our consultant will provide you with our specific requirements. Appropriate footwear meeting Occupational Health and Safety standards eg thongs or bare feet are not acceptable for safety reasons. A professional image reflects positively on you and Sound Personnel.

HOW DO I CHANGE MY DETAILS WITH SOUND PERSONNEL?

Any changes in your name, address and phone number need to be notified to Sound Personnel as soon as possible. Changes to your banking details need to be presented to us in writing. You can download these forms here.

ACCEPTING YOUR ASSIGNMENT WITH SOUND PERSONNEL

As a temporary candidate you need to meet two sets of expectations – the client’s and Sound Personnel's. Clients sometimes discuss these expectations with you but will also relay their expectations to the Sound Personnel consulting team when placing the order. Your initial briefing from us will cover the client’s expectations as well as the duties, responsibilities and pay rate of the position. We expect commitment to any assignment you accept.
Don’t let us down at the last minute. Other than reasons such as sickness or extenuating personal circumstances we expect you to complete any assignments you accept wherever possible. An excellent attitude is the characteristic shared by all successful staff. Positive, co-operative, adaptable, motivated, friendly and confident staff win business for Sound Personnel and ensure themselves future work. The best compliment you can receive is to be asked back to a satisfied client. If you are not sure, please ask.

WHAT IF THEY OFFER ME A JOB?

Great news! If you are offered a contract or permanent position with one of our clients please contact us immediately. Under the terms of your agreement with Sound Personnel, you must not accept an offer of permanent, contract or temporary work from a client without the expressed consent of Sound Personnel. Please be assured that we do not wish to prevent you accepting a job offer, but we do have to protect our business and remind clients of their contractual obligations.

YOU HAVE RIGHTS TOO

If you are experiencing any difficulties, problems or concerns with your assignment please discuss this with your Sound Personnel consultant. We like to resolve issues successfully rather than letting them escalate.
Workplace discrimination will not be tolerated by Sound Personnel.  We wish to promote respect and courtesy in the workplace at all times.
We expect our clients to comply with the policies and principals of Equal Employment Opportunity. Offensive language or jokes in work or rest areas will not be tolerated. If you are experiencing any harassment or victimisation please contact us immediately and we will help resolve the situation.
Sometimes, host employers are not set up properly for additional staff. Please ensure your work area is set up appropriately for you. If you feel that your working area is inadequate, please contact us and we will discuss the issue with your supervisor.

WHAT IF THERE IS AN EMERGENCY?

Upon registration with Sound Personnel, you provide us with an emergency contact number. Please let us know if these details change. In the event of an emergency it is very important that we have an up to date contact number for you.

WHO IS MY EMPLOYER?

Please remember that Sound Personnel is your employer. Even though you are not necessarily working in our office or worksite, you are still employed by Sound Personnel. Sound personnel pay your wages. We are legally responsible for your superannuation as well as all other government taxes and levies. As your employer we monitor every assignment and we require you to keep us informed of matters related to your work.

WHAT DO I DO IF THE HOST WANTS TO EXTEND MY ASSIGNMENT?

Extending in a current assignment beyond the specified finish date is a simple procedure and you will need to advise the Sound Personnel team so that our records can be updated. Please remember that we give your current assignment and client priority over future assignments.

I WANT FEEDBACK

After each assignment you complete, a Performance Evaluation Report is sent out to the client. This gives them the opportunity to provide feedback on both your performance and our service. We are more than happy to discuss this feedback with you. We also appreciate any feedback you may have regarding your assignment and our service.

WHAT IF I DON'T LIKE MY ASSIGNMENTS?

Ring your consultant straight away. You’ll feel better once you’ve spoken to us. We understand that every now and again, for whatever reason, you are placed with a less than perfect host. However, it’s important to be clear to your consultant about what it is you don’t like, so that we can try and resolve the situation or find a better fit for you in the future. Please remember the commitment you made when you accepted the assignment and please don’t walk out. It reflects poorly on you and on Sound Personnel.
We understand that due to unusual, unsafe or unreasonable circumstances you may not be able complete your assignment but we also have an expectation that you should demonstrate flexibility in adapting to new systems, environments and people. You need to be prepared to vary your hours at short notice and handle mundane and routine work without complaint. This is what temping is all about. In the extreme circumstance that you feel you cannot complete the assignment, please give us the opportunity to replace you and please allow us to communicate this with the host on your behalf.

WHO PROVIDES MY PAYMENT SUMMARY?

Payment Summaries will be provided by Sound Personnel within 14 days of the financial year end. Certificates detailing your annual income and taxation deductions will be forwarded to your last known address. Please ensure we have up to date records.

I WANT TO TAKE HOLIDAYS

Good thinking. We recommend a minimum of two weeks leave per year. Should you wish to take a break from temporary work, please give us plenty of notice so we can endeavour to have work ready for when you return. We have an expectation that you will complete your current assignment before taking leave. As a casual employee, your hourly rate pay includes a casual loading in lieu of annual leave, sick leave, long service leave, public holidays and maternity leave.

WHAT SHOULD I DO WHEN I GET THERE?

For each assignment you attend you should receive a site induction from the person you are reporting to or sometimes a Sound Personnel consultant will perform this role. The site induction will include an introduction to the people you are working with, a tour of the office or work area, including equipment, safety requirements, fire escapes, first aid, toilets and familiarising yourself with the duties of your assignment.

I NEED TO ATTEND AN INTERVIEW FOR A PERMANENT POSITION

If you are temping while looking for suitable permanent work, job interviews should ideally be arranged outside of working hours. If this is not possible, please contact the Sound Personnel team who will liaise with the client to find a suitable time. Please remember, you are expected to complete your current assignment before commencing your permanent job.

KEEP IN TOUCH

We cannot give you work if we cannot locate you. Most assignments are filled within thirty minutes of receipt of the order. A quick telephone call to tell us where to contact you is all we ask. A mobile phone contact number is very helpful.

I'M RUNNING LATE

Please advise our office prior to your normal starting time in the unusual circumstance that you are running late for work. As a courtesy, we will contact the client to notify them of the situation. Ensure you mark your timesheet with the actual time you started work.

HOW DO LUNCH BREAKS WORK?

You are entitled to a break on every day that you work. A minimum of half an hour is required after every 5 hours work. Getting some fresh air at lunch helps you concentrate in the afternoon. It is also important to note that if you are working overtime then you must have an evening break as well. Please take meal or tea breaks in the designated area at the rostered time and refrain from taking food and beverages to work areas.

WHEN DO I GET PAID?

Your pay will be available to you from your bank or credit union on Thursday's weekly.  Pay slips detail your weekly wage, year to date earnings, taxation, deductions and superannuation payments and are sent out by the end of week. Please check your payslip every week to ensure that it is correct. If not, please contact our Payroll Team as soon as possible. A new timesheet can be downloaded  here.

DO YOU GIVE OUT MY DETAILS?

Sound Personnel are committed to current Privacy laws and will not give out your personal details without your expressed consent. We store your information on our in-house database which is accessed by our consulting and administration teams. In the event that you no longer want to be registered with Sound Personnel, we will inactivate your records. Please speak with a consultant if you have any concerns about the way we handle or store your information or refer to our privacy policy for more information.

I'M WORKING SO WHY DO I NEED TO WORRY ABOUT MY RESUME?

Temping is a great way of developing new skills and learning new programs. Please keep us informed if you have developed any new skills so that our records can accurately reflect your current skill level. The more skills you have, the greater your job prospects.
For some assignments Sound Personnel are asked to submit resumes, therefore, it is extremely important that we have up to date details of your work history and current skills on our system. If you need assistance with resume preparation, please contact us.

I'VE BEEN GIVEN A SECURITY PASS

Where relevant, security passes must be worn at all times whilst on client premises. When not on duty passes and building access cards must be kept secure. Please report lost or stolen access cards immediately.
You are only authorized to be on client premises when required for rostered duty. At any other time, your presence on client premises needs prior approval from Sound Personnel or the client. Unauthorized persons are not to be brought onto client premises with out the consent of the client.
Security of personal belongings is the responsibility of the individual and should not be left unattended on workstations or in rest areas.
All security passes must be returned to the client at the end of the assignment.

WHAT DO I DO IF I AM SICK?

Illness which prevents your attendance at work or causes you to leave the assignment early ( for the day or permanently) must be notified to a member of the Consulting Team. We are available to take calls between 8am and 6pm Monday to Friday or please leave a message on our afterhours service.
As we are concerned with your well-being, the sooner you contact us, the better as the client may require a replacement.
As a casual employee you are not entitled to any sick leave pay as your hourly pay rate includes a casual loading for sick and/or recreational leave.
Failure to notify Sound Personnel of your inability to attend work may result in an written warning being issued and a repeat may see your assignment ceased.

HOW DO I FILL IN A TIMESHEET?

A separate timesheet must be completed for each client and each week that you work. Our week runs from Saturday to Friday. Please take care to fully complete your timesheet ensuring that your supervisor has authorised the actual hours you have worked. Please also ensure that any overtime is initialled by the client alongside the day it was worked as we may have difficulty paying you for unauthorised work. A copy of your timesheet should be left with your host supervisor for their records.
All hours worked are to be entered on timesheets by close of business each day. Completed timesheets are required at our office no later than 10am each Monday. You may fax your timesheet to us.

You may download a blank timesheet here.

WHAT IF I FIND UNSAFE WORKPLACE CONDITIONS?

If, in your opinion an unsafe workplace condition exists and requires urgent attention, correct it yourself if possible. If you can not do so, make it as safe as you can. In both situations report the condition to your host supervisor and Consultant immediately.

HOW DO YOU WORK OUT MY HOURLY RATE?

Your pay rate is determined by the requirements of the job, not by the skills you have.  Your casual hourly rate will be specified prior to each assignment you undertake.
If, during the course of an assignment, your duties and responsibilities increase, or change, please advise the Consulting Team so that we can negotiate your hourly rate if necessary.

WHO IS RESPONSIBLE FOR MY WORKPLACE SAFETY?

In accordance with government legislation, all temporary employees are protected are protected under the current Occupational Health, Safety and Welfare legislation and have a duty under the Act to take responsibility for their own safety on assignments. Safe work practises are just as important in an office environment as in a machine shop, retail outlet or on a building site. Please ensure that you;

• Observe the clients safety procedures, particularly those relating to operating equipment.
  
• Obey all workplace rules, signs, instructions and Government regulations
  
• Do not perform a job until you have been trained on how to do it properly and you have authorisation to perform that job.
  
• Do not perform any work you consider potentially dangerous to yourself and others.
  
• Ask for instructions when operating equipment and always use the right equipment for the job to be performed.
  
• Do not use any defective equipment, worn electrical wiring or overload power outlets.
  
• Do not use any chemicals without the knowledge of their toxicity (if any)
  
• Safety guards on machinery must be in place at all times
  
• Use personal protective equipment. Some workplaces require that particular types of protective clothing are worn (eg boots, hats, safety glasses). Persons arriving at a site without the appropriate protective clothing could be denied access to the workplace.
  
• Bring any hazards to the attention of your workplace supervisor and Sound Personnel.
  
• Remove finger rings before working around machinery, electrical equipment etc.
  
• Tie back long hair
  
• When lifting heavy objects, utilise recommended lifting techniques
  
• Do not stand on tables or chairs to obtain articles out of reach
  
• Keep all drawers and cabinet doors closed when not in use to avoid striking or tripping
  
• When ascending or descending stairs, always use the handrail and be particularly careful when wearing high heels.
  
• Do not run in hallways, rooms or up and down stairs
  
• Do not enter rooms that are not properly lit
  
• Always open doors carefully and slowly.
  
• Ensure that you are not, by the consumption of any drug or alcohol, in such a state as to endanger your own safety at work or the safety of any other person
  
• Take an active role in workplace safety programmes and training
  
• Report any work-related injuries or near misses immediately to your workplace supervisor and to your Sound Personnel consultant. An accident / incident form must be completed.

During your induction you will undergo an OHS& W induction which addresses how to deal with hazards and emergencies in the workplace.
Most importantly, if in doubt, Ask. Please call the consulting team if you have any questions.

WHAT DO I DO IF I AM INJURED AT WORK?

• Obtain immediate first aid from the workplace first aid officer
• Report the injury to your workplace supervisor and OSH&W representative
• Seek further medical treatment as needed. We recommend you attend a nominated health clinic ( ask your consultant) or hospital casualty if after hours. It is vitial you receive prompt and correct treatment.
• Report the accident immediately or as soon as practicable to Sound Personnel 
• As soon as possible after the incident or near miss, complete the workplace reporting forms as well as a Sound Personnel accident / injury report or near miss report form.
• If your injury results in lost time, you will also need to complete documentation for WorkCover, as well as obtain a WorkCover certificate from the doctor.

Please contact Sound Personnel if you need help completing any paperwork

IF INVOLVED IN A NEAR MISS

• Notify your supervisor immediately
• Contact the OHS&W representative on site
• Complete a Sound Personnel near miss report form
• Follow up remedial action with the OHS&W rep or supervisor
• Inform Sound Personnel of outcome
  

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