Employment policies, procedures, and guidelines for everyone at Stand Up Recruitment — from leave and pay to health, safety, and workplace conduct.
Your central resource for all employment policies, procedures, and guidelines at Stand Up Recruitment.
Welcome to Your HR Resource Hub
This is your central location for all employment policies, procedures, and guidelines at Stand Up Recruitment. Whether you're a new team member or need to reference a specific policy, everything you need is here.
This Human Resources Policy Manual is designed to protect you, our business, and our clients while ensuring full compliance with New Zealand employment law. As a construction-focused staff outsourcing company, we operate in a unique environment with specific legal requirements.
What You'll Find Here:
✓ Your rights and responsibilities as an employee
✓ Health and safety procedures for construction sites
✓ Leave entitlements and how to access them
✓ Performance expectations and support processes
✓ How to raise concerns or grievances
✓ Industry-specific requirements and certifications
Quick Tip: Click on any section below to view the detailed policies. Each section contains multiple related policies organized for easy reference.
Good Faith Promise
At Stand Up Recruitment, we are committed to dealing with all employees honestly, openly, and constructively. We expect the same in return. This means:
These policies apply to all Stand Up Recruitment employees, including:
This manual also guides our client partners on their obligations as controlling third parties under the Employment Relations Act 2000.
Our policies ensure full compliance with New Zealand employment legislation:
| Legislation | What It Covers |
|---|---|
| Employment Relations Act 2000 | Good faith, employment agreements, personal grievances, triangular employment |
| Health and Safety at Work Act 2015 | PCBU duties, hazard management, worker participation, incident reporting |
| Holidays Act 2003 | Annual holidays, public holidays, sick leave, bereavement leave |
| Privacy Act 2020 | Collection, use, storage, and disclosure of personal information |
| Human Rights Act 1993 | Prohibition of discrimination on 13 grounds |
| Minimum Wage Act 1983 | Minimum wage rates and payment requirements |
We're Here to Support You
If you have questions about any policy, need clarification, or want to discuss an employment matter:
HR Department
📧 Email: accounts@standuprecruit.co.nz
📱 Phone: 0273354981
Version: 1.0
Published: June 2026
Next Review: June 2028
Prepared By: Nihanga Liyanage
Important: This is a living document. We review and update our policies regularly to reflect changes in legislation, industry best practice, and business operations. You will be notified of any significant changes.
We value your input! If you have suggestions for improving our policies or notice any issues, please contact the HR Department. Your feedback helps us create a better workplace for everyone.
Acknowledgment
By working at Stand Up Recruitment, you agree to read, understand, and comply with all policies in this manual. If you have any questions or need clarification on any policy, please ask before you start work.
HR-POL-001 · Health and Safety at Work Act 2015 | Employment Relations Act 2000 | Human Rights Act 1993
Stand Up Recruitment Limited is committed to creating a workplace where all employees, contractors, and volunteers feel supported, valued, and psychologically safe. This policy establishes our commitment to promoting mental health and wellbeing as an integral part of our health and safety obligations under New Zealand law.
Mental health is as important as physical health. We recognise that our people are our most valuable asset, and their wellbeing directly impacts our ability to deliver excellent service to our candidates and clients.
This policy applies to:
This policy has been developed in accordance with the following New Zealand legislation:
Stand Up Recruitment Limited commits to:
Under the Health and Safety at Work Act 2015, Stand Up Recruitment is required to identify and manage psychosocial hazards in the workplace. These include, but are not limited to:
We will identify, assess, and manage these hazards through our regular health and safety review processes and employee check-ins.
Employees are encouraged to speak with their direct manager or the HR if they are experiencing difficulties. All conversations will be treated in confidence unless there is a serious safety concern.
Stand Up Recruitment encourages employees to access the following free, confidential support services available in New Zealand:
| Service | Contact |
|---|---|
| 1737 – Need to Talk? | Call or text 1737 (free, 24/7) |
| Lifeline NZ | 0800 543 354 (24/7) |
| Youthline | 0800 376 633 |
| Depression Helpline | 0800 111 757 |
| Anxiety New Zealand | 0800 269 4389 |
| Suicide Crisis Helpline (TAUTOKO) | 0508 828 865 |
Where an employee is experiencing a mental health condition, Stand Up Recruitment will consider reasonable adjustments, including:
Employees who require time away from work due to a mental health condition may be entitled to sick leave under the Holidays Act 2003. Where sick leave has been exhausted, additional unpaid leave may be considered on a case-by-case basis.
Stand Up Recruitment will support a planned and gradual return to work following a mental health-related absence, in a manner agreed with the employee and any treating health professional.
All mental health disclosures will be treated with the utmost confidentiality in accordance with the Privacy Act 2020. Information will only be disclosed to others on a need-to-know basis and only with the employee’s informed consent, except where required by law or where there is a serious and imminent risk to health and safety.
Stand Up Recruitment will not tolerate stigma, discrimination, or negative treatment of any employee on the basis of their mental health status. Under the Human Rights Act 1993, mental illness is recognised as a disability. Any discriminatory behaviour will be treated as a serious disciplinary matter.
Employees are encouraged to report any concerns regarding stigma or discrimination to the HR Lead or the Founder directly.
Stand Up Recruitment will, where practical, implement proactive wellbeing initiatives, including:
This policy will be reviewed annually, or following any significant organisational change, legislative update, or workplace incident that indicates a need for review. All employees will be notified of any material changes.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-002 · Employment Relations Act 2000 | Human Rights Act 1993 | Health and Safety at Work Act 2015 | Harmful Digital Communications Act 2015
Stand Up Recruitment is committed to the provision of a fair, healthy and safe workplace in which everyone is treated with dignity and respect and in which no individual or group feels bullied, threatened or intimidated.
The intention of these procedures is to inform workers of the type of behaviour that is unacceptable and to provide procedural guidance. We recognise that we have a duty to implement this policy and all workers are expected to comply with it.
Bullying or harassment in any form is unacceptable behaviour and will not be permitted or condoned.
Stand Up Recruitment recognises that bullying and harassment can exist in the workplace, as well as outside, and that this can seriously affect worker’s working lives by detracting from a productive working environment and can impact on the health, confidence, morale and performance of those affected by it, including anyone who witnesses or has knowledge of the unwanted or unacceptable behaviour.
This policy applies to:
This policy covers conduct occurring in the workplace, at work-related events and social functions, during business travel, and via digital channels including email, messaging platforms, and social media.
Harassment is any unwanted physical, verbal or non-verbal conduct based on grounds of age, disability, gender identity, marriage and civil partnership, pregnancy or maternity, political opinion, family status, race, religion or belief, sex or sexual orientation which affects the dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive environment.
A single incident of unwanted or offensive behaviour can amount to harassment.
Examples of harassment include:
Bullying is repeated, offensive, abusive, intimidating, insulting or unreasonable behaviour directed towards an individual or a group, which makes the recipient(s) feel threatened, humiliated or vulnerable. Single incidents of bullying will not be tolerated.
Bullying can occur in the workplace and outside of the workplace at events connected to the workplace, such as social functions or business trips.
Examples of bullying include:
The following are not considered bullying or harassment:
Stand Up Recruitment recognises that complaints of bullying, harassment, and particularly of sexual harassment, can sometimes be of a sensitive or intimate nature and that it may not be appropriate to raise the issue through the normal grievance procedure. In these circumstances, workers are encouraged to raise such issues with a senior colleague of their choice as a confidential helper.
If you are the victim of minor bullying or harassment you should make it clear to the alleged bully or harasser on an informal basis that their behaviour is unwelcome and ask the individual to stop. If you feel unable to do this verbally then you should hand a written request to the individual.
Where the informal approach fails or if the bullying or harassment is more serious, you should bring the matter to the attention of Stand Up Recruitment as a formal written complaint. If possible, you should keep notes of the bullying or harassment so that the written complaint can include:
On receipt of a formal complaint, Stand Up Recruitment will take action to separate you from the alleged bully or harasser to enable an uninterrupted investigation. This may involve a temporary transfer or suspension with contractual pay.
| Step | Action |
|---|---|
| Step 1 | Complaint received and acknowledged within 2 business days |
| Step 2 | Assessment of complaint and interim measures if required |
| Step 3 | Respondent notified and given opportunity to respond |
| Step 4 | Interviews conducted with all relevant parties |
| Step 5 | Written findings prepared and both parties informed |
| Step 6 | Appropriate resolution and disciplinary action if warranted |
The person dealing with the complaint will invite you to attend a meeting at a reasonable time and location. You have the right to be accompanied by a confidential helper and/or a support person. Those involved in the investigation will be expected to act in confidence and any breach of confidence may be a disciplinary matter.
On conclusion of the investigation, which will normally be within ten working days of the meeting, a report of the findings and any decision will be sent in writing to you and to the alleged bully or harasser.
All parties involved in a complaint or investigation are required to maintain confidentiality throughout. Information will only be shared on a need-to-know basis in accordance with the Privacy Act 2020. A breach of confidentiality during an investigation may itself constitute misconduct.
Stand Up Recruitment strictly prohibits any form of retaliation against a person who has made a complaint in good faith, participated in an investigation as a witness, or supported another person in making a complaint.
If you bring a complaint of bullying or harassment you will not be victimised for having brought the complaint. However, if the report concludes that the complaint is both untrue and has been brought with malicious intent, appropriate action will be taken against you.
Where bullying or harassment is substantiated, disciplinary action may include:
Employees not satisfied with the outcome of an internal investigation may raise a personal grievance under the Employment Relations Act 2000 within 90 calendar days of the act or omission.
| Resource | Contact |
|---|---|
| Employment New Zealand | employment.govt.nz | 0800 20 90 20 |
| Human Rights Commission | humanrights.govt.nz | 0800 496 877 |
| Employment Relations Authority | For formal determination |
This policy will be reviewed annually or following any significant legislative change or workplace incident. Employees will be notified of any material changes.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-003 · Holidays Act 2003 | Employment Relations Act 2000 | Parental Leave and Employment Protection Act 1987
This policy sets out the leave entitlements available to employees of Stand Up Recruitment Limited and the procedures for requesting, approving, and recording leave. All leave must be applied for and approved in accordance with this policy.
This policy applies to all permanent, fixed-term, and casual employees of Stand Up Recruitment Limited, unless otherwise specified in individual employment agreements.
Employees are entitled to accrue annual leave in accordance with the Holidays Act 2003, unless otherwise stated in the employment agreement. It is the Employer’s policy to encourage employees to take all annual leave entitlement in the current leave year.
Unless otherwise agreed, annual holiday pay will be paid in the normal pay cycle that relates to the period in which the leave is taken.
The Employer or client may choose to temporarily close down, for instance during the end-of-year period. Where practical, at least 14 days’ notice will be provided. Employees are required to reserve sufficient annual leave to cover the closedown period. If insufficient annual leave has been accrued, the shortfall will be taken as unpaid leave.
Entitlement to public holidays is in accordance with the Holidays Act 2003. Due to the nature of the business, employees may be reasonably required to work on a public holiday. Advance notice will be provided where this is required.
Stand Up Recruitment recognises and celebrates each employee as an individual. All permanent and fixed-term employees are entitled to one day of paid Birthday Leave each year, from their first day of employment. There is no minimum service period. Casual employees are not entitled to Birthday Leave.
A day’s pay is the employee’s ordinary pay for a normal working day, based on their usual daily hours. Where an employee’s hours vary, it is based on their average daily hours over the previous four weeks, or since they started if that is shorter.
If an employee chooses to work on the day they would otherwise take Birthday Leave, they may elect to encash the leave day:
Permanent employees are entitled to up to ten days of paid sick leave per year of continuous service, accessible after six months of continuous service, in accordance with the Holidays Act 2003. Fixed-term and casual employees are entitled to sick leave provided they meet the minimum working hours test under the Holidays Act 2003.
Sick leave may be taken where an employee:
A medical certificate from a registered health practitioner is required for any absence exceeding three consecutive days. The Employer may require a medical certificate for any single day absence and will notify the employee accordingly.
Employees must notify their manager of their return date as soon as known. A return to work interview may be required following a period of sick leave. Where an employee has suffered a workplace injury or illness that required medical treatment, a doctor’s certificate confirming fitness to return will always be required. Employees with an infectious or contagious illness must not report for work without medical clearance.
Employees who are the primary carer of a child may be entitled to primary carer leave under the Parental Leave and Employment Protection Act 1987, provided they have worked an average of at least 10 hours per week in the six or 12 months immediately prior to the expected date of delivery. Primary carer leave must be taken in one continuous period not exceeding 26 weeks.
Employees wishing to take parental leave must notify the Employer at least three months before the expected birth date, providing:
A spouse or partner may be entitled to partner’s leave subject to meeting the six or 12 month employment test. Employees should notify the Employer as early as possible.
All parental leave is unpaid unless otherwise specified in the individual employment agreement. Employees may be eligible for government-funded paid parental leave through Inland Revenue.
Where an employee takes parental leave not exceeding four weeks, the Employer will hold their position open for the duration, except where a redundancy occurs. For leave exceeding four weeks, the Employer will determine whether it is reasonably practicable to hold the position open in accordance with the Parental Leave and Employment Protection Act 1987.
Employees are entitled to bereavement leave in accordance with the Holidays Act 2003:
| Circumstance | Entitlement |
|---|---|
| Death of spouse/partner, parent, child, sibling, grandparent, grandchild, or spouse’s/partner’s parent | 3 days paid |
| End of pregnancy by miscarriage or stillbirth (specified circumstances) | 3 days paid |
| Death of any other person where the Employer accepts a bereavement has occurred | Up to 1 day paid |
Fixed-term and casual employees must meet the minimum working hours test under the Holidays Act 2003 to be entitled to bereavement leave.
Employees affected by family violence are entitled to up to 10 days’ paid family violence leave per 12-month period of continuous employment, after the initial six months of employment, in accordance with the Holidays Act 2003.
Employees may also request short-term flexible working arrangements (up to two months). Requests must be made in writing. The Employer reserves the right to request proof of family violence.
Employees summoned for jury service will be provided with unpaid time off to complete the service. The Employer must be notified as soon as practicable after receiving a summons. Where not chosen for jury service or upon completion, employees must return to work promptly.
Where possible, medical, dental, or other personal appointments should be scheduled outside normal working hours. Where this is not possible, time off may be granted at the Employer’s discretion and will normally be without pay.
All leave is to be recorded and managed through Xero. Employees are responsible for ensuring leave requests are submitted and approved in advance. Any discrepancies in leave records must be raised with the HR Lead promptly.
This policy will be reviewed annually or following any significant legislative change. Employees will be notified of any material amendments.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-004 · Employment Relations Act 2000 | Holidays Act 2003
This policy sets out the Employer’s expectations regarding hours of work, rest and meal breaks, punctuality, and absence management. All employees are expected to attend work reliably and on time.
This policy applies to all employees of Stand Up Recruitment Limited.
Employees may be required to work Monday through Friday. Current usual business hours are 7:00am to 4:00pm, though these may change from time to time. Specific hours of work will be set out in each employee’s employment agreement.
Rest and meal breaks are provided in accordance with the Employment Relations Act 2000:
| Duration of Shift | Break Entitlement |
|---|---|
| Between 2 and 4 hours | 10 minute paid rest break |
| Between 4 and 6 hours | One 10 minute paid rest break and one 30 minute unpaid meal break |
| Between 6 and 8 hours | Two 10 minute paid rest breaks and one 30 minute unpaid meal break |
| More than 8 hours | Additional breaks in line with the above entitlements for each additional 2 hours worked |
While the Employer will endeavour to provide breaks at evenly spaced intervals, operational requirements may require flexibility. Employees must notify management immediately if they are unable to take their break entitlements. Requests to vary break timing must be submitted in writing.
Employees must attend work at the times specified in their employment agreement. If an employee is going to be late, they must notify their manager as soon as possible and no later than their scheduled start time.
If an employee arrives more than one hour late without prior notification, other arrangements may have been made and the employee may be sent home for the remainder of the shift without pay.
If an employee needs to leave work during their shift for any reason, they must obtain approval from their manager before leaving. All absences due to illness must be notified in accordance with the Leave Policy (HR-POL-003).
Lateness or unauthorised absence may result in disciplinary action and/or loss of pay.
New employees may be engaged under a trial period as set out in their employment agreement. During this period, work performance and general suitability will be assessed. If found to be unsuitable, the Employer may give notice of termination. An employee whose employment is terminated during a trial period may not raise a personal grievance in respect of that dismissal.
At the commencement of employment, employees may be required to complete an induction programme. Employees will receive any training necessary for their specific role and must participate in all training deemed necessary by the Employer.
Where the Employer contributes to the cost of training, a Training Agreement may be required. If employment ends before the agreed period, reimbursement may be sought in accordance with the Training Agreement.
Employees may be required to transfer to alternative duties as needed. Employees must be prepared to travel to other company or client sites within a reasonable distance as a condition of employment.
Employees must immediately report to the Employer any criminal charges, convictions, or offences incurred during the course of their employment.
This policy will be reviewed annually or following any significant legislative or operational change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-005 · Employment Relations Act 2000 | Holidays Act 2003 | KiwiSaver Act 2006 | Equal Pay Act 1972
This policy sets out Stand Up Recruitment Limited’s approach to the administration of employee remuneration, payroll processing, time recording, and arrangements relating to shortage of work.
This policy applies to all employees of Stand Up Recruitment Limited.
Pay is processed weekly on Wednesday and will normally be available in the employee’s bank account by Thursday, depending on the bank. Employees will receive a payslip showing how their total pay has been calculated, including all deductions such as PAYE tax, KiwiSaver, and any other agreed deductions.
Any pay queries must be raised with Accounts team at accounts@standuprecruitment.co.nz. The Employer will investigate and resolve queries as soon as practicable.
If an employee is overpaid for any reason, the total amount of the overpayment will normally be deducted from the next pay. If this would cause genuine financial hardship, arrangements may be made for recovery over a longer period by agreement.
Employees are required to comply strictly with all time recording procedures as directed by management. Failure to complete time records in accordance with management instructions may result in pay being delayed until the following pay period.
The following conduct is strictly prohibited and may result in disciplinary action up to and including termination:
In the event of a temporary shortage of work, the Employer will endeavour to maintain continuity of employment. With the employee’s agreement, reduced hours may be arranged. Pay will be reduced to reflect the actual time worked.
Alternatively, with the employee’s agreement, the employee may be placed on temporary leave. This will be processed as leave without pay unless the employee elects to use any accrued leave entitlements.
The Employer may send employees home where there is no useful work available, including during:
The Employer will consult with the employee prior to any stand down. Employees will generally not be paid during a stand down period, however they may be able to access accrued leave by agreement.
The Employer will reimburse reasonable expenses where authorised by management in advance. Receipts must be provided for all expenditure claimed.
This policy will be reviewed annually or following any significant change to legislation or pay practices.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-006 · Health and Safety at Work Act 2015 | Accident Compensation Act 2001 | Employment Relations Act 2000
Stand Up Recruitment Limited is committed to the safe and timely return to work of all employees following a workplace injury or illness. This policy establishes our obligations, procedures, and expectations in relation to injury management and return to work.
Stand Up Recruitment commits to:
All injured employees will receive appropriate first aid or medical treatment as soon as possible. Employees may nominate a health practitioner to manage their injury and assist in planning their return to work.
A designated person will be responsible for explaining the return to work process to the injured employee and maintaining communication between all relevant parties — including the employee, treating health practitioner, ACC representatives, and management — throughout the process.
Where it becomes evident that an employee is unlikely to resume their pre-injury duties, the Employer will offer the assistance of an accredited rehabilitation provider.
An individual return to work plan will be developed when the employee is, according to medical advice, capable of returning to work. Suitable duties will be:
Depending on individual circumstances, suitable duties may involve:
The Employer will provide written correspondence to the treating health practitioner where modified duties are available. All modifications will be adhered to unless medical clearance is provided by the treating practitioner.
Where practicable, the Employer will accommodate an employee with a non-work-related injury. A return to work plan will be developed in consultation with the employee and their treating health practitioner where modified duties can be provided.
If disagreements arise regarding the return to work programme or suitable duties, the Employer will work with the employee and their representatives to resolve the issue. If the dispute cannot be resolved internally, the Employer will seek to involve ACC, an accredited rehabilitation provider, the treating health practitioner, or an injury management consultant.
This policy will be reviewed annually or following any significant workplace incident or legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-007 · Employment Relations Act 2000 | Health and Safety at Work Act 2015
This policy sets out the standards of behaviour, conduct, and professional presentation expected of all employees of Stand Up Recruitment Limited. All employees are required to act in a manner that reflects positively on the business and its clients.
Employees must behave with civility towards colleagues, clients, and members of the public at all times:
Employees are expected to maintain a professional appearance and excellent personal hygiene at all times. Clothing should be appropriate to the role and kept clean and tidy.
If an employee arrives at work inappropriately dressed, they may be asked to return home to change. Any resulting lost time will be unpaid. Persistent breaches may result in disciplinary action.
Any proposal to undertake secondary employment, additional business interests, or similar activities must be discussed with management before commencing. The Employer will consider factors including working hours, conflicts of interest, competition, and health and safety. Written notification of the Employer’s decision will be provided. Working in secondary employment without consent may result in disciplinary action.
Employees must act in an impartial and transparent manner when representing the Employer. All conflicts of interest — actual, potential, or perceived — must be disclosed to the Employer immediately. Examples include:
The Employer will take appropriate action to manage conflicts, which may include transfers, reassignments, or changes to shifts.
The Employer does not accept liability for loss of or damage to personal property brought onto premises. Employees are advised not to bring items of personal value to the workplace or leave items overnight.
Friends and family must not be present in the workplace unless approved in advance by the Employer, due to health and safety requirements and operational needs. If approved, employees are responsible for ensuring visitors do not remain longer than necessary.
No employee is permitted to make comments or share business-related information with any media representative, whether during or outside of working hours. If contacted by a media outlet, employees must take the representative’s details and refer the matter to management immediately.
The Employer reserves the right to conduct searches of employees and their property, including vehicles, while on company premises or during performance of duties. Searches will be conducted in the presence of a colleague of the employee’s choice where practicable. While employees have the right to refuse, refusal may constitute failure to follow a reasonable management instruction and may result in disciplinary action.
Surveillance may be conducted in the workplace at any time for the purpose of ensuring safety, security, and operational requirements. Methods may include CCTV, audio recording, location tracking, and electronic monitoring. All cameras are visible; no recording devices will be placed in bathrooms or change rooms. Surveillance records may be used in disciplinary proceedings.
Employees are expected to minimise waste as part of the efficient and cost-effective operation of the business. This includes handling equipment and property with care, avoiding unnecessary use of energy or materials, and reporting damage or defects promptly. Carelessness, negligence, or deliberate damage may result in the employee being held liable for repair or replacement costs.
This policy will be reviewed annually or as required by changes to legislation or business operations.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-008 · Harmful Digital Communications Act 2015 | Privacy Act 2020 | Employment Relations Act 2000
This policy establishes the rules governing the use of the Employer’s computer equipment, internet, email, and social media platforms. It applies to all devices provided by the Employer and to personal devices used for work purposes.
This policy applies to all employees, contractors, and interns of Stand Up Recruitment Limited.
The internet must not be used for:
These activities may constitute criminal offences.
Employer email systems must be used for business purposes only. Employees must not use Employer email to send offensive, harassing, defamatory, or inappropriate material. All correspondence must be professional and consistent with the Employer’s standards.
Employees must not post or share any work-related content, or material that could identify clients, colleagues, or the Employer’s business, on any social media platform without prior authorisation. This applies at all times — including outside of working hours — and on both Employer devices and personal devices.
Employees are strictly prohibited from using social media during work time on any device. Any breach of this policy may result in disciplinary action.
Personal mobile phones and other personal devices must not be used for personal matters during work time, other than in genuine emergencies. Personal device use must be limited to authorised break and meal times only.
The Employer considers all data created, stored, or transmitted on its systems to be work product and reserves the right to monitor and review any such data without prior notice. Monitoring may include:
By accepting employment, employees consent to such monitoring. Information obtained through monitoring may be used as evidence in disciplinary proceedings.
Breaches of this policy may result in disciplinary action up to and including termination. Where conduct constitutes a criminal offence, the matter may be referred to the New Zealand Police.
This policy will be reviewed annually or following any significant technological or legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-009 · Health and Safety at Work Act 2015 | Land Transport Act 1998
This policy sets out the rules and responsibilities relating to the use of Employer and/or host business motor vehicles. Employees who use vehicles in the course of their duties must comply with this policy at all times.
Where travelling in the course of duties, the motor vehicle is considered to be a workplace and the Employer has health and safety obligations accordingly. All Employer vehicles will be registered and insured in accordance with relevant legislation. No fixtures, stickers, roof racks, or modifications may be attached to or made to any vehicle without prior written permission.
Before use and upon return, employees are responsible for checking and maintaining:
Failure to monitor and report defects in a timely manner may result in the employee being held liable for associated fines or penalties. All maintenance and repairs must be approved in advance. Vehicles must be kept clean and returned free of rubbish and personal items. Smoking in Employer vehicles is not permitted.
When reversing a truck, loaded van, or any vehicle where line of sight is impeded, a spotter must be used at all times. Any damage caused when not using a spotter will be considered negligent.
The Employer will not be held responsible for fines incurred by employees, including parking, speeding, or toll fines. If the Employer receives a fine on the employee’s behalf, it may pay the fine and deduct the cost from the employee’s wages.
In the event of an accident, employees must follow emergency procedures and notify management as soon as possible. Full details must be recorded and reported using the Incident Report Form.
In the event of theft of an Employer vehicle or its contents, the police and the Employer must be informed immediately. Employees must always secure vehicles and activate alarm systems. Contents should be stored out of sight. Where negligence contributed to a theft or loss, the Employer may hold the employee responsible.
Employer vehicles may only be used for authorised business purposes unless prior arrangements for private use have been agreed. Vehicles may not be used for:
Employees may be required to return vehicles during periods of leave unless otherwise agreed.
Where an at-fault accident occurs, or where vehicle damage is due to employee negligence, the Employer reserves the right to require the employee to pay repair costs or the insurance excess. Involvement in an at-fault incident may result in disciplinary action and/or withdrawal of vehicle use.
Employer vehicles may be fitted with GPS tracking devices. GPS data may be collected continuously and used to monitor vehicle location and driver behaviour for security and operational purposes. Employees may raise concerns about GPS surveillance with the Employer.
This policy will be reviewed annually or following any significant incident or legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-010 · Health and Safety at Work Act 2015 | Employment Relations Act 2000 | Misuse of Drugs Act 1975
Stand Up Recruitment Limited has a zero tolerance policy with regard to drugs and alcohol in the workplace. This policy exists to protect the health, safety, and wellbeing of all employees, clients, candidates, and members of the public.
This policy applies to all employees, contractors, interns, and visitors while on company premises, at work functions, or performing duties for Stand Up Recruitment Limited.
No worker is permitted to work while under the influence of drugs or alcohol. Workers and visitors must be fit to perform their work safely at all times. Non-compliance may result in disciplinary action up to and including termination.
Stand Up Recruitment recognises alcohol and drug dependency as treatable conditions and encourages affected individuals to seek assistance from appropriate support services.
Alcohol may be consumed at certain business events where authorised. Responsible consumption is expected at all times. Employees must not become intoxicated or behave inappropriately.
Employees taking prescribed or over-the-counter medication that may affect their ability to perform their work safely must notify management as soon as possible. A medical certificate may be required stating fitness for work or specifying any restrictions.
The Employer may require drug and alcohol screening, including:
Where employees work on a client site that conducts its own drug and alcohol testing, employees will be required to participate.
The following conduct may result in disciplinary proceedings up to and including termination:
If a positive result is returned or participation in testing is refused, the employee may be required to cease work immediately and leave the workplace. The employee will be required to report to management upon return to discuss the incident and any resulting disciplinary process.
| Service | Contact |
|---|---|
| Alcohol Drug Helpline | 0800 787 797 (free, 24/7) |
| Narcotics Anonymous NZ | www.nzna.org |
| Alcoholics Anonymous NZ | www.aa.org.nz |
This policy will be reviewed annually or following any significant incident or legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-011 · Smoke-free Environments Act 1990 | Health and Safety at Work Act 2015
Stand Up Recruitment Limited is committed to providing a smoke-free working environment for all employees, clients, and visitors. Smoking is not permitted anywhere in the workplace.
This policy applies to all employees, contractors, interns, visitors, and clients while on Stand Up Recruitment premises or in Employer-provided vehicles.
Smoking is not permitted anywhere in the workplace. Employees working on client sites must adhere to the relevant client site-specific smoking policies and procedures.
Employees found in breach of this policy will be asked to cease smoking immediately. Action at the appropriate level will be taken, which may include disciplinary action for employees or termination of engagement for contractors and other workers.
For the purposes of this policy, smoking includes:
For the purposes of this policy, the workplace includes:
Employees seeking assistance to quit smoking may contact:
| Service | Contact |
|---|---|
| Quitline NZ | 0800 778 778 | www.quit.org.nz |
| GP or registered health practitioner | For cessation advice and support |
This policy will be reviewed annually or following any relevant legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-012 · Protected Disclosures (Protection of Whistleblowers) Act 2022 | Employment Relations Act 2000
Stand Up Recruitment Limited is committed to ethical conduct and transparency. This policy encourages employees to report genuine concerns about wrongdoing and provides assurance that those who raise concerns in good faith will be protected from retaliation.
This policy applies to all employees, contractors, and interns of Stand Up Recruitment Limited.
Employees who believe the Employer, or any of its officers or employees, is involved in wrongdoing are encouraged to report concerns. Reportable conduct includes:
In the first instance, concerns should be reported to management, who will treat the matter with complete confidence and investigate appropriately.
If not satisfied with the management response, or if the concern involves management directly, the matter may be escalated to:
| Authority | Purpose |
|---|---|
| New Zealand Police | Criminal matters |
| WorkSafe New Zealand – worksafe.govt.nz | Health and safety concerns |
| NZ Transport Agency (NZTA) | Transport-related matters |
| Environmental Protection Authority (EPA) | Environmental matters |
| Serious Fraud Office | Financial fraud or serious economic crime |
Employees who raise concerns in good faith will not suffer any detriment, disadvantage, or retaliation as a result of their disclosure. Stand Up Recruitment is committed to protecting whistleblowers in accordance with the Protected Disclosures (Protection of Whistleblowers) Act 2022.
If this procedure is invoked in bad faith or for malicious reasons, the employee may be subject to disciplinary action.
All disclosures will be treated with confidentiality to the extent possible while allowing for a proper investigation. The identity of the person making a disclosure will be protected wherever practicable.
This policy will be reviewed annually or following any legislative update or significant disclosure event.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-013 · Employment Relations Act 2000 | Privacy Act 2020
Stand Up Recruitment Limited recognises that during employment, an employee may find themselves less capable of carrying out their duties. This may arise where the role changes over time and the employee fails to keep pace, or where the employee’s own circumstances change (such as due to health reasons) and they are no longer able to perform their duties at the required standard.
This procedure is designed to support employees through capability issues in a fair, consistent, and supportive manner.
This procedure applies to all permanent and fixed-term employees of Stand Up Recruitment Limited.
Where concerns arise about an employee’s ability to perform their role, the Employer will:
If performance does not improve to the required standard following informal discussion, the employee will be issued a written warning noting that continued failure to improve may result in termination. The possibility of transfer to a more suitable role will also be considered where available.
If there is no improvement after a reasonable time and no suitable alternative role is available, or if the performance level is seriously detrimental to the business, the employee may be dismissed with appropriate notice.
Where personal circumstances prevent an employee from carrying out their normal duties (for example, due to injury or general ill health), the Employer will seek medical information with the employee’s consent. This may include requesting a medical report from the employee’s treating doctor.
The employee is not obliged to consent, however failure to do so may result in the Employer making a decision based solely on available information. Following consultation, a decision will be made regarding continued employment in the current or a suitable alternative role.
Where personal circumstances result in prolonged or repeated absences, the Employer will seek to understand when attendance can be expected to reach an acceptable level. A medical report or independent assessment may be requested. Following consultation, a decision will be made on the employee’s future employment.
The Employer retains discretion to modify capability procedures having regard to the employee’s length of service and the nature of the circumstances.
At all stages of the formal capability process, the employee has the right to be accompanied by a support person or representative of their choice.
This procedure will be reviewed annually or following any significant legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-014 · Employment Relations Act 2000
This policy sets out the standards of performance and behaviour expected by Stand Up Recruitment Limited and the procedure to be followed in the event of disciplinary issues. The aim is to encourage improvement in conduct where required, not merely to impose punishment. Every effort will be made to ensure all action taken is fair, with the employee given full opportunity to state their case.
This procedure applies to all employees of Stand Up Recruitment Limited.
Note: Temporary suspension may be necessary to enable an uninterrupted investigation. Suspension is not disciplinary action or a penalty.
Employees may be subject to disciplinary action for conduct including, but not limited to:
Serious misconduct may result in termination without notice, even without any prior warning. Examples include:
Any conduct that irrevocably destroys the trust and confidence necessary to continue the employment relationship may constitute serious misconduct.
| Offence | 1st Occasion | 2nd Occasion | 3rd Occasion |
|---|---|---|---|
| Unsatisfactory Conduct | Written warning | Final written warning | Termination |
| Misconduct | Final written warning | Termination | — |
| Serious Misconduct | Termination | — | — |
The Employer retains discretion to vary this process having regard to the employee’s length of service and the severity of the conduct.
| Warning Type | Duration |
|---|---|
| Written warning | Disregarded after 12 months |
| Final written warning | Disregarded after 18 months |
This procedure will be reviewed annually or following any significant legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-015 · Employment Relations Act 2000
This policy provides employees with a procedure for raising personal grievances and workplace complaints, with the aim of resolving issues fairly and promptly.
A personal grievance is a serious concern or dispute relating to:
Less serious complaints should be raised with management in the first instance.
Where an employee has a grievance, they are entitled to have it addressed through either an informal or formal resolution process. Although the Employer encourages informal resolution in the first instance, employees may elect to commence the formal process at any time.
Employees raising a grievance must:
Where possible and where the employee feels comfortable, grievances should be resolved informally by approaching the person or people involved directly. Employees may also ask management to informally address the matter with the relevant person.
Note: Informal resolution does not involve a formal investigation. If an investigation is required, the formal process must be followed.
To lodge a formal personal grievance, the employee must submit full details in writing to management, together with any supporting evidence.
Time limits for raising a formal grievance:
| Grievance Type | Time Limit |
|---|---|
| Sexual harassment | Within 12 months of the event |
| All other grievance types | Within 90 calendar days of the event |
Grievances raised outside these timeframes will not be considered. If the grievance is against the employee’s direct manager, the grievance should be submitted to a more senior member of the team.
Following receipt of a formal grievance, a meeting will be convened to obtain full particulars. The Employer will then investigate and consider all available facts before making a decision.
The employee will be advised in writing of the decision. All decisions will be final.
Grievances relating to bullying and/or harassment will be dealt with in accordance with the Bullying and Harassment Prevention Policy (HR-POL-002).
Any grievance found to be vexatious is treated by the Employer as serious misconduct and may result in disciplinary action.
This procedure will be reviewed annually or following any significant legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-016 · Privacy Act 2020 | Employment Relations Act 2000
Stand Up Recruitment Limited is committed to the careful and lawful handling of personal information. This policy ensures the protection of employee privacy in accordance with the Privacy Act 2020.
This policy applies to all employees, contractors, and interns of Stand Up Recruitment Limited.
Personal information may be collected during the recruitment process and throughout employment. It may be used for administrative purposes and in accordance with relevant legislation. Personal information collected may include:
All reasonable steps will be taken to keep personal information relevant, complete, and current. Employees must ensure that personal information provided to the Employer is accurate and up to date.
Personal information will only be used for legitimate employment-related purposes and will not be disclosed to third parties without the employee’s consent, except where required by law or where necessary to perform the employment relationship. Information will be shared within the business only on a need-to-know basis.
Employees who have access to personal information must:
Any breach of this policy may result in disciplinary action.
Personal information is stored securely and access is restricted to authorised personnel. Electronic records are protected by appropriate security measures. Physical records are stored in secure locations.
Employees have the right to access their own personal information held by the Employer, subject to the provisions of the Privacy Act 2020. Requests to access or correct personal information should be directed to the HR Lead.
This policy will be reviewed annually or following any significant legislative change or data security incident.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-017 · Human Rights Act 1993 | Employment Relations Act 2000 | Equal Pay Act 1972
Stand Up Recruitment Limited is committed to equal opportunities and to the principle of equality in all aspects of employment. Discrimination of any kind is unacceptable and will not be tolerated. The Employer will maintain a neutral workplace where no employee feels threatened or intimidated. Breaches of this policy may result in disciplinary action.
This policy ensures that no employee or job applicant is discriminated against, either directly or indirectly, on the grounds of:
Stand Up Recruitment Limited is committed to a fair, consistent, and non-discriminatory recruitment process:
Stand Up Recruitment Limited is committed to its obligations under the Equal Pay Act 1972. The Employer will ensure:
An employee or union may raise a pay equity claim where the work is (or was) predominantly performed by female employees and the employee believes the work is currently or historically undervalued. A formal pay equity claim must be in writing and must include:
The Employer will engage with the employee regarding the pay equity claim process upon receipt.
Any employee who believes they have been subjected to discrimination, harassment, or victimisation should raise the matter with the HR Lead or the Founder. All reports will be treated confidentially and investigated promptly. Where discrimination is substantiated, appropriate disciplinary action will be taken.
Where necessary, this policy will be communicated to third parties, including contractors, clients, and suppliers, reminding them of their responsibilities in relation to equal opportunities.
This policy will be reviewed annually or following any legislative change or significant equality-related incident.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited
HR-POL-018 · Employment Relations Act 2000 | Holidays Act 2003
This policy sets out the obligations and procedures for both the Employer and employee when employment with Stand Up Recruitment Limited comes to an end, whether through resignation, termination, or other circumstances.
This policy applies to all employees of Stand Up Recruitment Limited.
All resignations must be provided in writing and must state the reason for the resignation. Notice periods will be as specified in the individual employment agreement. Employees are expected to work their full notice period unless otherwise agreed in writing.
If an employee terminates their employment without giving or working the required notice period, an amount equal to the additional cost of covering their duties during the unworked notice period will be deducted from any termination pay owing.
Upon termination of employment, employees must return all Employer property in their possession on or before their last day of employment. Property to be returned includes, but is not limited to:
Failure to return property within seven days of the last day of employment will result in the cost of the items being deducted from any payments outstanding.
Any Employer and/or host business vehicle must be returned to Employer or host business premises immediately upon termination of employment. Failure to return the vehicle will result in the cost of its recovery being deducted from any payment outstanding.
If either party serves notice to terminate employment, the Employer may require the employee to take garden leave for all or part of the remaining notice period. During garden leave, the employee will continue to receive full pay and contractual benefits but will not be required to attend the workplace.
Final pay will be processed in accordance with the Holidays Act 2003 and the employee’s employment agreement. This will include all outstanding wages, accrued but untaken annual leave, and any other entitlements.
Obligations relating to confidentiality and non-disclosure of the Employer’s information continue after termination of employment. Former employees must not use or disclose any confidential information obtained during their employment.
This policy will be reviewed annually or following any significant legislative change.
By signing your employment agreement or handbook acknowledgement form, you confirm that you have read, understood, and agree to comply with this policy.
Authorised by: Les Wikiriwhi, Founder & Director, Stand Up Recruitment Limited
Prepared by: Business Operations & HR Lead, Stand Up Recruitment Limited