Simmonds Lumber

Simmonds has ensured its operations meet all of the core labour requirements. These include:

• The prohibition on the use of child labour, except in identified circumstances:
• We know and understand the statutory legal minimum ages of employing children in each state of our operation, and the school leaving age and any other conditions that apply;
• Those under 18 only conduct hazardous or heavy work within the context of an approved apprenticeship or traineeship; and
• We ensure that at all times any person employed between the ages of 15 and 18 are paid according to the minimum pay rules i.e. relevant modern award/ EBA (Australia/ New Zealand) and that such employment is not harmful to their health or development.
• The prohibition on all forms of forced labour:
• We do not restrict workers, withhold funds for payment of obligations (unless required by law – eg Child Support payments), withhold passports or identification documents from them;
• All employees are recruited into roles and paid at least the minimum wage rates as required by AUS/ NZ Law;
• All employees are verified to have the right to live and work in Australia/ New Zealand under the relevant visa, residency or citizenship requirements.
• Ensuring our workplace is free from all forms of discrimination:
• We strive to have a diverse workforce in terms of age, ethnicity, gender and other characteristics;
• When recruiting for roles, we select the best candidate for the role without discrimination;
• We ensure all employees are presented with equal opportunity to apply for other internal roles, promotion, salary increase and advancement;
• We maintain a strict anti-discrimination policy in compliance with Australian/New Zealand Law.
• Allowing our works the right to Freedom of Association and Collective Bargaining.
• We comply with the provisions of the Fair Work Act 2009/ Employment Relations Act 2000 in relation to Freedom of Association and Collective Bargaining and the other general protections afforded in Australia/ New Zealand;
• Employees have the right to join or refuse to join a worker organization, without sanction or undue influence;
• Employees have the right to be represented by a registered industrial organization in accordance with the Act;
• Employees have the right to bargain collectively and participate in industrial activity in accordance with the Act.

In all circumstances, we have implemented whichever is the highest requirement – Australian Law/ New Zealand Law –  into our operation. To ensure compliance, we have completed a self-assessment and keep records to demonstrate compliance. The implementation of our commitment is then independently audited by our Certification Body annually.