Policies and Procedures

James Technologies is committed to complying with all current Acts and Regulations relevant to our operations.

Under the Regulations, the employer has a duty, so far as is reasonably practicable, to ensure the Health and Safety at work, of employees and of other persons who may be affected by work activities to provide a healthy and safer work place.

Health and Safety needs covering all aspects of Company operations will be kept under review.

Quality Policy

James Technologies is committed to creating a business environment that is based on best practice and will ensure sustainable (long term) positive development for all parts of the business including employees, and other James Technologies entities.

The customers’ needs and expectations as reflected in our agreements will always be paramount and honored.

James Technologies is committed to achieving the following:

  • Deliver products and services to the agreed requirements.
  • Comply with the provisions of the appropriate laws and regulations.
  • Satisfy the requirements of sound commercial and engineering practices.
  • Encourage co-operation, effective teamwork, trust, and involvement in our work environment.
  • Work with suppliers to evaluate and improve products and services.
  • Develop and implement a Quality System that complies with the ISO 9000 series of Standards.
  • Promote and develop a culture of continuous improvement within the organization.
  • Develop a safe and environmentally friendly work environment for our employees and the community

Occupational Health and Safety Policy

James Technologies is committed to providing a safe and healthy work environment for employees, subcontractors, customers and visitors. This commitment extends to ensuring our operations do not place the local community at risk of injury, illness or property damage.

People are our most important asset and their health and safety is our greatest responsibility. We hold our management, supervisors, and employees accountable to provide a work environment without injuries or incidents and to that end our objectives are:

  • To seek continuous improvement in our Occupational Health and Safety performance by setting challenging targets and measuring progress taking into account community expectations, management practices, scientific knowledge and technology.
  • To identify and reduce the risk of all types of work activities that may produce personal injury or illness, damage to property, fire or security breaches.
  • To provide information, instruction, training and supervision to employees, subcontractors and customers to increase personal understanding of workplace hazards, including safe work practices and emergency preparedness.
  • To involve individuals in occupational health and safety matters and consult with them on ways to recognize, evaluate and control workplace hazards.
  • To lead and encourage employee behaviour and initiatives that contribute to a safer and improved work environment at all levels in the company.
  • To provide systems and resources for occupational health care, health promotion and rehabilitation.
  • To allocate appropriate personnel and financial resources to meet health and safety requirements.
  • To comply with all applicable laws, regulations, standards and where adequate laws do not exist, adopt and apply standards that reflect the company’s commitment to health and safety.
  • To consult with government bodies and other industry groups in the development of standards, control strategies and monitoring techniques, and regularly review our policies and practices to reflect best practice.
  • To strengthen our business by making safety and health issues an integral part of all business activities.
Fit For Work Policy

Primary Purpose of the “Fit for Work” Policy is to provide guidelines in managing “fit for work” issues such that fair and consistent treatment is extended to all employees and that safety requirements in the workplace are managed.

Fitness for work is not just about protection from harm and rehabilitating individuals, it is also equally important about protecting other employees, James  Technologies Pty Ltd and our clients.
James Technologies Pty Ltd (Jamestech) is committed to its obligation to provide a safe and healthy working environment for all employees. Jamestech recognises that the use of alcohol and prescription, pharmacy or illicit drugs can impact on the workplace in a variety of ways, and this policy is aimed at eliminating the harmful impact of these substances in the working environment.

This policy sets out Jamestechs approach to addressing problems of substance misuse and the steps to be taken to prevent such misuse affecting safety in the workplace.  It is aimed at both preventing employees involved in substance misuse from becoming part of the workforce and detecting users in the workplace.

Jamestech is obligated to provide a safe workplace so that employees are not subject to unnecessary hazards. Part of this obligation of care, as far as practicable, is to ensure employees are both competent and in a fit state to work safely to minimise risks to both themselves and workmates. Jamestech considers that the implementation of a drug screening program is obligatory under our obligation of care to ensure a safe & healthy workplace.

Each and every employee has an obligation of care to take reasonable steps to ensure both their own safety and that of their workmates.  All employees are thus legally obligated to be in a fit state for work and to work safely.  Involvement in an accident when adversely affected by substances could lead to a common law negligence claim against the employee by an injured party as well as the forfeiting of a persons right to Workers Compensation claim. Possession of, dealing or distribution of illegal substances will result in disciplinary action, as outlined in Section 2.3 (Disciplinary Procedure) of this policy.

1.0 PRE-EMPLOYMENT TESTING

All personnel short listed for potential employment at Jamestech shall be subject to a  pre-employment medical which includes a substance use screen.  Prior to the specimen being taken, the candidate will sign a consent form authorising the medical practitioner to collect a urine sample and forward the results to the Company representative.  Any person found to be positive, that is above the limits defined (see Annexure 1 “Substance Screening Cut-offs”), will be considered unsuitable for employment.

Before being permitted to commence duties at Jamestech, the candidate shall agree to be governed by Jamestechs “Conditions of Employment”.  These conditions require agreement that all employees will willingly participate at any time during working hours or whilst on site to substance testing by either breathalyser or urine testing. Pre-employment substance abuse screens will be conducted by the company nominated medical services and will be arranged by the employee in conjunction with the relevant Manager.

2.0 DURING EMPLOYMENT TESTING

2.1 METHODS OF SUBSTANCE TESTING

Testing may occur under three different categories: Cause, Requested and Random.

2.1.1 Cause Testing will be carried out following incidents where the Supervisor/Manager needs to determine whether alcohol or other drugs could have been a factor involved, or where any behaviour has raised a concern that the employee may be adversely affected by substances. Cause testing will be carried out following a significant incident, as determined by the Manager or Regional Manager.  If an employee affected by substances is found to have contributed to the occurrence of a significant incident disciplinary action will be taken and depending on the severity of the action the employee may be dismissed.

2.1.2 Requested Where an employee, contractor or sub contractor is suspected of being adversely affected by a substance, the supervisor or a fellow worker may request through the relevant Manager that testing be carried out with the individual. If a fellow worker requests the test, under fairness, that person may also be tested. In instances where an employee has previously tested positive, those individuals may be requested by the company to be tested on a more regular basis. An employee may request to take the test again within a 12 hour period of being informed of test results, if they believe the results to be incorrect. They may also request a witness to attend during testing.

2.1.3 Random As part of James Technologies commitment to maintaining a safe working environment as a condition of your employment, you may be subject to random substance testing. Random tests may be conducted by either James Technologies staff or by a third party while at work. Employees who test positive after a cause, or a random requested test shall be disciplined as outlined in Section 2.2 (Disciplinary Procedures) of this policy.

2.2 DISCIPLINARY PROCEDURE

When an employee records a positive test result the following procedure will apply:

2.2.1 Positive for all Substances Excluding Alcohol If an employee records a positive test result for any substance on Attachment 1 (with the exception of prescribed legal medication and alcohol), then the following may apply:

  • The employee will be removed permanently from site.
  • A written warning will be issued.
  • The employee will be provided with a copy of the test results.
  • The employee must provide a clear test result, provided at their own cost, to be considered for reinstatement.
  • Should a suitable position become available on another site within Jamestech this position may be made available to the employee.

2.2.2 Positive for Alcohol If an employee records a test result for alcohol then the following will apply:

  • If the positive test result confirms a blood alcohol content of less that 0.05% the employee shall be returned to their accommodation and they will take the remainder of the shift off without pay.  The employee will also be issued with a written warning.
  • Should the employee have a second positive test result within 12 months of the previous positive result the employee may be summarily dismissed.
  • If the positive test result confirms a blood alcohol content of 0.05% or more, the employee will be permanently removed from site.
  • Should a suitable position become available on another site within Jamestech this position may be made available to the employee.
  • Site and client specific requirements may also be in place.

2.3 REFUSAL TO UNDERTAKE A TEST

2.3.1 Persons who refuse to submit to testing will be in breach of their contract of employment and shall be subject to the Disciplinary Procedures as outlined in Section 2.3 of this policy.

2.3.2 A refusal of testing will be taken as a positive reading unless the individual has a valid medical reason.

2.3.3 Failure to present for testing shall be deemed to be a positive result.

3.0 EDUCATION AND TRAINING

3.1 Every Jamestech employee shall be informed about the Company’s requirements for a “Alcohol and Drug Free Workplace” and the Jamestech “Fit for Work Policy”. Educational programmes will specifically target: The details of the Company’s Fit for Work Policy and will clearly state the consequences of using alcohol or drugs, on or off the job;

  • How employees, contractors and their immediate families can get help with personal problems (which may or may not be alcohol and/or drug related);
  • Information about the effects of drugs and alcohol.

Training and education programmes will cover all employees and will focus on factors which influence work performance  Health promotion activities will be supportive of the Company’s organisational objectives and will take an interactive approach on a voluntary basis with this subject.

4.0 SUPPORTING LEGISLATION AND REGULATIONS

Legislation has been proclaimed that covers the use of alcohol and other drugs in society and the workplace.  This legislation, with respect to the workplace, defines obligation and duties of employees and employers.  The relevant sections of this legislation are found under the:

  • Mining & Quarrying Safety & Health Regulation 2001 (Part 9, Division 1)
  • Mining & Quarrying Safety & Health Act 1999 (Part 3)
  • Workplace Health & Safety Act 1995 & Regulations 1997
  • Electrical Safety Act 2002 & Regulations 2002
  • Workers Compensation and Assistance Act 1981 (Section 2)
  • Misuse of Drugs Act 1981 and Poisons Act 1964 Road Traffic Act 1974
  • Australian Standards AS4308 (1995) Duty of Care – Employers

5.0 HOW DRUGS/ALCOHOL EFFECT THE BODY

5.1 GENERAL EFFECTS Many factors determine the effects of drugs on an individual, including the drug used, amount taken, frequency of use, physical attributes (sex, weight, health, tolerance, mood etc.) of the individual and the circumstances in which the drug is used (place, presence of others etc.). Drugs thus affect different people in different ways but it is possible to categorise the harm caused by drugs into two areas:

5.1.1 ACUTE HARM Results from a single dose of the drug which can cause dangerous behaviour by loss of full motor coordination (dangerous driving) or by mood changes (aggression, violence, suicide) and overdose resulting in death generally by cessation of the respiratory function.

5.1.2 CHRONIC HARM Results from repeated doses of a drug causing tissue damage (liver, kidney, brain damage etc), associated health problems (malnutrition, emotional disorders, AIDS and hepatitis through needle sharing or use of dirty needles, etc.) and drug dependency (change in lifestyle, breakdown of personal relationships, crime, financial problems etc.).

5.2 EFFECTS ON WORKPLACE PERFORMANCE The full effects of drug usage on work performance are still being researched and are subject to much debate.  Most experts agree, however, that drug usage does impair sensory perception and motor control functions to some degree and therefore their use is prohibited whilst employed at Jamestech. Commonly used depressant drugs such as barbiturates, cannabis opiates and benzodiazepines decrease alertness and induce drowsiness.  On the other hand, stimulants such as amphetamines and cocaine, and hallucinogens like LSD, severely affect brain function and induce a change of the conscious state.  However, research indicates all these drugs reduce a person’s ability to cope with the mental and physical demands of operating machinery whilst at work. They may also affect a person’s ability to react quickly in case of an emergency. If persons are already affected by alcohol, tiredness, fatigue or emotional stress (depression), the use of drugs may affect performance even more.  Some drugs or medicines (prescription and non-prescription) should not be taken with alcohol due to their combined effects. The effects of some drugs, such as cannabis, may be prolonged. The level of THC can build up in fatty tissue and be released under times of stress.  This can result in regular users experiencing a “high” up to three weeks after last using the drug.  Studies have shown that chronic users of cannabis (people who smoke 6 -7 times per week) can suffer impairment in the ability to process information resulting in a reduced cognitive function.

5.3 EFFECTS OF CHEMICAL SPECIFIC SUBSTANCES

5.3.1 Depressants These drugs (benzodiazepines, barbiturates, sedatives, opiates, cannabis) decrease alertness by slowing down the activity of the central nervous system.  In small doses these drugs produce general feelings of calmness, relaxation, drowsiness or stupor. In larger quantities they produce deep sleep.  Some depressants can have even more dangerous effects in larger doses giving rise to rage reactions, emotional depression, impaired motor co-ordination, coma and even death

5.3.2 Stimulants These drugs (examples include amphetamines, cocaine) increase the body’s state of arousal by speeding up the production of nerve impulses.  Effects of usage include excessive activity, irritability, argumentativeness, nervousness, euphoria, insomnia and possibly violence, delusions and hallucinations. Larger doses can cause seizures and death from muscle spasm.

5.3.3 Hallucinogens This category includes drugs with varying degrees of depressant and/or stimulant actions.  The main effect is to distort a person’s perceptions of what is occurring in real life by disruption of sensory input to the brain.  Severe motor dysfunction and auditory/visual hallucinations occur and can be followed by severe emotional disturbance.  These drugs include LSD (trips), Bromo-DMA, PCP (“Angel Dust”), STP, Mecaline, NMMA (“Ecstasy”) and Psilocybin (“Magic Mushrooms”).

5.3.4 Cannabis Marijuana, hashish and hashish oil all come from the hemp plant, “Cannabis Sativa”.  The main compound in cannabis which produces a “high” is called THC (Delta-9 tetrahydro cannabinol). Although considered chemically distinct from hallucinogens, THC is also regarded as a hallucinogen because it produces euphoria and loss of inhibitions in small doses; this later changes to calm, reflective feelings and sleepiness. Large doses of THC through the use of hashish or hashish oil (up to 60% THC compared to the 8% for marijuana) can cause loss of motor skills, hallucinations, confusion and emotional stress. THC is also soluble in fatty tissue and, depending on use, can build up within the body. This can be released back into the blood stream causing possible re-intoxification up to three weeks after last use. Regular users of cannabis may also find that they begin to lose energy and drive, suffer memory and learning problems and experience a lowered sex drive.

6.0 PRESCRIPTION AND “OVER THE COUNTER” DRUGS

All Jamestech employees that are taking prescription or over the counter drugs must inform their supervisor or the relevant person prior to any drug screen test.

Where an employee has tested positive, but claims to have taken a prescription or over the counter drug the following will apply;

  1. The employee must obtain an original Doctors certificate of clearance before commencement or return to work.
  2. If the employee cannot obtain an original Doctors certificate then a new sample will be required to be taken and tested to determine the type of drug taken before commencement or return to work.

Labour Hire Policy

James Technologies Pty Ltd  OBLIGATIONS

James Technologies Pty Ltd is responsible for the payment of salary or fees, PAYG tax, casual loading, workers compensation, superannuation and payroll tax for workers.

James Technologies Pty Ltd  will at all times comply with the applicable industrial relations legislation and/or relevant Registered or Certified Industrial Agreement/Award conditions applicable to the Client at its workplace except in respect of annual, long service or sick leave which shall continue to be dealt with in accordance with the provisions applying to the Workers employment.

James Technologies Pty Ltd will maintain appropriate policies of Insurance for workers’ compensation and public liability with reputable Insurer’s.

Jamestech shall ensure workers licenses are current and relevant for the task required.

CLIENT’S OBLIGATIONS

Supervision

Any Worker provided by James Technologies Pty Ltd  is deemed to be under the immediate control and direction of the Client during the term of engagement.  The Client undertakes to instruct, direct and supervise the Worker to ensure the proper and safe performance of the Worker’s duties.  If the Client has any legitimate complaint about the Worker or if the Worker is not meeting the Client’s requirements, no charge will be made in respect of that worker, provided James Technologies Pty Ltd are notified within the first 4 hours of the assignment.  James Technologies Pty Ltd will organise a replacement Worker as soon as practicable.

The Client will not require the Worker to work at unattended premises nor will the Worker be required to handle monies or other valuables.

Training

The Client warrant that adequate site inductions and training on all machinery and plant which the Worker may be required to operate or be in the vicinity of will be provided to the Worker and that such training will be in accordance with all relevant and applicable Occupations Health and Safety legislation.

Occupational Health and Safety

a)    Notwithstanding the specific statutory application of the provisions of section 28 and 30 of the Workplace Health and Safety Act 1995 and Section 1.4 of the Workplace Health and Safety Risk Management Advisory Standard 2000 the Client agrees and warrants that it will:

  • Provide a safe and healthy workplace for all workers performing duties at a Client’s work-site.
  • Provide a safe system of work for all Workers performing duties at a Client’s work-site.
  • Provide appropriate personal protective equipment to workers to enable them to safely perform their required duties. Instruct the Worker in its use and ensure the Worker’s competency in its use.
  • Ensure the use when necessary of the appropriate P.P.E.

b)    The Client will only allow Workers to operate those machines and equipment that they have been trained on or are qualified to use and for which they were recruited to operate.

c)    The Client will forthwith notify James Technologies Pty Ltd if any Worker is required to perform duties other than those for which they have been assigned, and will not allow the Worker to commence the new duties until the Client has received approval from James Technologies Pty Ltd  .

d)    James Technologies Pty Ltd reserves the right to enter the Client’s premises at any reasonable time to assess the health and safety aspects of the Client’s workplace including undertaking, if appropriate, a risk assessment of any machinery and equipment to be used at the site by the Client’s employees.

The Client further agrees to:

a)    Provide James Technologies Pty Ltd  with all necessary information to facilitate selection of the most suitable Worker for the required tasks; and

b)    Inform James Technologies Pty Ltd of any incidents or “near misses” involving James Technologies Pty Ltd  Workers as soon as practicable but no later then 24 hours after the incident.

The Client undertakes to obtain or maintain appropriate policies of insurance of Industrial and Special Risks and Public Liability with reputable insurers which will insure the Worker against any injury or damage to any third party or their property whether occasioned by any wilful or negligent act, error or omission of the Worker.

Should you wish to offer full time work for any James Technologies Pty Ltd  Worker assigned to your company or organisation, then the following conditions will apply:

a)    Regardless of the actual hours per day or days per week for which the Worker was assigned to you, you are required to give James Technologies Pty Ltd  at least twelve (12) weeks notice of your intention to offer full time/part time or casual work to the Worker.

b)    During the notice period, you are required to engage the Worker through James Technologies Pty Ltd for twenty (20) working days.

c)    At the conclusion of the notice period, you are required to pay James Technologies Pty Ltd a placement fee in addition to any fees payable for the services of the Workers.   This fee is negotiable and could be waivered if the worker has completed a Twelve (12) week assignment.

d)    Alternatively, should you wish to offer immediate work to a James Technologies Pty Ltd, our office must be notified.  A sliding fee will be applicable, based on gross annual salary for the position offered.

Equal Employment Opportunity Policy

James Technologies believes Equal Opportunity can deliver advantages to our business and workplace.

Treating people fairly has a positive impact on staff and customers and enhances our reputation as an employer of choice.

Equal Opportunity principles are in line with our aim to get the best from our people and give them the greatest opportunity to do their work well.

All staff – full or part time / contract / casual / agents / voluntary / people working on our premises, and our clients / customers are covered by Equal Opportunity law and by this policy.

Equal Opportunity

Equal Opportunity means fairly treating staff and customers.

Fair treatment is:

  • treating people as individuals without making judgments based on irrelevant personal characteristics
  • creating a work environment free from discrimination, harassment, bullying and victimisation
  • allowing all employees to work to their full potential
  • making decisions based on merit.

Direct and Indirect Discrimination

Unlawful discrimination is unfairly treating people because of their particular personal characteristics or because they belong to a certain group.

Discrimination can be direct or indirect. Indirect discrimination is treatment which appears to be equal but is unfair on certain people. To be unlawful it must also be unreasonable.

It is unlawful to unfairly treat people because of their:
Age, pregnancy, sex, association with child, chosen gender, caring responsibilities, race  identity of spouse, disability, religious appearance or dress, sexuality   political opinion, marital or domestic, partnership status, religion, social origin, irrelevant criminal record, trade union activity.

It is unlawful to unfairly treat people in employment, education, providing goods and services, accommodation, clubs and associations, granting qualifications, advertising or selling land.

Sometimes discriminating behaviours are referred to as bullying. Bullying is behaviour which makes people feel offended, afraid or humiliated and in the circumstances it is reasonable to feel that way.

Bullying behaviour relating to age, sex, chosen gender, race, disability, sexuality, marital or domestic partnership status, pregnancy, association with child, caring responsibilities, identity of spouse, religious appearance or dress, political opinion, religion, social origin, irrelevant criminal record or trade union activity is unlawful.

Legitimate comment on performance or work related behaviour is not unfair treatment.  Managers can give full and frank feedback in a constructive and sensitive way.

Sexual Harassment

Sexual harassment is sexual behaviour which makes people feel offended, afraid or humiliated and in the circumstances, it is reasonable to feel that way.

Both men and women can sexually harass or be harassed.

Sexual harassment is determined from the point of view of the person feeling harassed.

It is how the behaviour is received not how it is intended that counts.

Sexual harassment can be:

  • unwelcome touching or kissing
  • comments or jokes, leering or staring
  • sexual pictures, objects, emails, text messages or literature
  • direct or implied propositions, or requests for dates
  • questions about sexual activity.

Mutual attraction or friendship with consent is not sexual harassment.

Victimisation

Victimisation is unfairly treating people for complaining or helping others to complain, either within our organisation or to the Equal Opportunity Commission.

Unlawful victimisation is unfair treatment for complaints about discrimination or sexual harassment.

Statement of Commitment

James Technologies commits to fair treatment in our policies, procedures or practices in:

  • employment – recruiting, selecting, terms and conditions, training, promotion and transfer, termination
  • providing goods and services
  • offering or providing education

Discrimination, sexual harassment and victimisation will not be tolerated.

Rights and Responsibilities

Equal Opportunity law gives rights and responsibilities to employees, current and potential, and to employers.

Staff have:

  • the right for employment decisions to be made on merit
  • the right not to be discriminated against, sexually harassed or victimised at work
  • the right to be protected by their employers from these behaviours
  • the right to complain
  • the right to work in an environment free of discrimination and sexual harassment
  • the responsibility not to discriminate against, sexually harass or victimise other staff or clients
  • the responsibility to be familiar with Equal Opportunity policies and complaint procedures
  • the right to report to management if they are being harassed by anyone in the course of their work.

Customers or clients have:

  • the right not be discriminated against, sexually harassed or victimised by the providers of goods and services
  • a responsibility not to harass the providers of goods and services.

Employers have:

  • the right to control, direct and monitor work performance
  • the right to give legitimate comment on performance or work related behaviour
  • the responsibility to ensure that the workplace and goods and services offered are free from discrimination, sexual harassment and victimisation
  • the responsibility to take all reasonable steps to prevent these behaviours
  • the responsibility to respond quickly, seriously and effectively to any complaints.

Our Practice

James Technologies has an Equal Opportunity Policy which applies to all.

The CEO / Director  has the responsibility for implementing this policy.

Managers and supervisors have the responsibility to communicate the policy to employees and ensure it is followed.

Employees have the responsibility to be familiar with this policy and follow it.

Complaints

As Chief Executive Officer  I have the ultimate responsibility for implementing this policy.

Any complaints about policy breaches will be dealt with quickly, seriously and confidentially.

In the first instance contact your direct supervisor]. They are able to:

  • hear your complaint
  • give you information on policies and procedures
  • discuss options to resolve the problem
  • refer you for more help if needed.

In most cases, any further action will be guided by the person making the complaint.

For further confidential help contact the human resources manager / me on 1300 732 881.

Anyone making a complaint or helping someone else to complain about unlawful discrimination or harassment is protected from being victimised for complaining.

Anyone found to have breached this policy or the law, or to have made a false or malicious complaint, will be disciplined. Discipline may include demotion, suspension or dismissal.

I support and endorse this Equal Opportunity Policy.

Darren J. Caulfield
Director

Environmental Policy

Environmental protection is among our top Company priorities. We address environmental issues in all of our operations and public policies.

James Technologies have adopted ISO 14001:1996 as our Environmental Management System standard. We are committed to due diligence and continuous improvement of our environmental performance to minimize the impact of our operations on the environment and prevent pollution.

Guided by James Technologies corporate policies, James Technologies strives to meet or surpass our environmental obligations and objectives in the following ways:

  • Reduce the environmental impacts of our products and services, conserve resources and deliver products that are safe in use and can be re-used, recycled or disposed of safely.
  • Comply with applicable environmental standards and legislation.
  • Identify, review and manage the environmental aspects of our business.
  • Set and regularly review our environmental objectives and targets in accordance with Company Policies.
  • Encourage environmental awareness among our stakeholders.
  • Educate, train and motivate our employees to carry out their tasks in an environmentally responsible manner.
  • Ensure the Environmental Policy is communicated to all employees and available to the public and other interested parties.

Training Policy

Jamestech values providing Training and Education to all staff and customers.

Introduction to James Technologies Training (JTT)

James Technologies offer a range of Training Courses, Compliance Audits and Custom & Generic Mine Inductions to the resource, civil/construction and engineering sectors, to name a few.

Our courses are presented by qualified trainers who have a wealth of industry experience. In addition, our training courses can be tailored and customised to suit your industry requirements.

James Technologies can deliver Training Courses, Compliance Audits and Mine Inductions on your site, to your employees at a time that suits you.

JTT Code of Practice

Jamestech shall ensure personnel with appropriate qualifications and experience deliver the training and facilitate the assessment relevant to the training products offered. Assessment will meet the National Assessment Principles (including Recognition of Prior Learning). Adequate facilities, equipment and training materials will be utilised to ensure the learning environment is conductive to the success of students.

Our Commitment to Students

JTT provides students with clear and accurate information about the training services we offer, details about the qualifications on our scope and the training and assessment strategies we follow. JTT provides a safe learning environment for our students.

Our Commitment to quality training and assessment

JTT invests in experienced Trainers and Assessors who have a level of expertise in their chosen field. JTT Trainers and Assessors meet the requirements under the AQTF Essential Conditions and Standards – Standard 1.4.

Our learning and assessment materials are developed or carefully chosen, and continuously revised by our industry expert staff, to ensure quality training and assessment for the student.

JTT requests feedback from our students, employers and industry personnel to analyse and continuously improve our practices.

JTT Culture

JTT personnel value a high level of customer service and adopt a welcoming ‘open door policy’. Our local and wider communities are treated in a non discriminatory manner from the first point of contact through to obtaining their qualification, gaining employment and beyond.

Each individual staff member, student or associate is treated with respect regardless of background or experience.

JTT Staff code of conduct

Each JTT member of staff is committed to behaving in a professional, safe and respectful manner at all times. JTT staff follow the most up to date policies and procedures and is committed to continuous improvement of the Registered Training Organisation (RTO).

JTT is current with all relevant legislation and complies with regulatory requirements.

Access and Equity Policy

JTT has a non discriminatory policy that enables the application into a course or qualification available to any individual regardless of gender, race, beliefs, marital status, physical or intellectual disabilities, sexuality or age.

Student Code of Conduct

This code of conduct is to be adhered to by ALL students whilst training with James Technologies Training.

  • I will respect the views/opinions/cultures and information shared by all participants.
  • I will allow all participants an opportunity to answer questions and share their knowledge and experience.
  • I will not use inappropriate language.
  • I will allow all participants an opportunity to discuss class related information and actively listen to them while they are contributing.
  • I will turn my mobile phone onto silent or off (which ever is requested by the Trainer/Assessor) while in training or assessments.
  • I will attend training of all classes.
  • I will be ready to commence training at the agreed time and complete training at the agreed time each day.
  • I will return to my course promptly after all breaks.
  • I will notify my Trainer/Training Coordinator of any absences.
  • I will not plagiarise from any source.
  • I will not be intoxicated and/or under the influence of any drugs.
  • I will adhere to all requests from Spectrum Education & Training staff with regard to OH& S.
  • I will leave the training room as it was after each training session.

Grievance and Appeals Policy

Each Student has the right to be treated fairly and respectfully. All complaints and appeals are heard and dealt with accordingly. JTT strives to create an environment where students feel comfortable to express their views and opinions without judgment or disregard.

If a student has a grievance or concern they are to address this with their Trainer in writing or in a private one on one meeting. If the grievance is involving their Trainer the student has the opportunity to address the concern with the Training Coordinator.

The Trainer or Training Coordinator will follow the JTT procedure on how to best resolve the issue. If the Trainer or Training Coordinator is unable to resolve the grievance for the student it may be escalated to the RTO Manager. The Trainer or Training Coordinator approaches the RTO Manger on behalf of the student. The RTO Manager will provide a resolution and the student will be informed.

Indicative Fees and Charges

The student tuition fees are quoted on a course by course basis. Please call James technologies Training on 1300 732 881 for confirmation of training prices.

Deferral and Withdrawal Policy

A student may apply for a deferral from a course they are enrolled in for a maximum period of three (3) months per course. The student may only apply for one (1) deferral in a twelve (12) month period. The valid reasons for a deferral are:

– Health reasons (including stress and pregnancy)

– Family commitments

– Travel

All other reasons are to be approved by the RTO Manager.

If the applicant meets the above criteria the application MUST be approved. If the applicant has provided false information and the applicant does NOT meet the criteria, they must apply for a withdrawal from the course and re apply at a later date.

Refund Policy

If a Student is withdrawing from the course they may be entitled to a refund. JTT will refund a student the materials and amenities fee and the tuition fee; the enrolment fee will NOT be refunded. This refund will only be granted within 28 days from their enrolment date. Any time outside the 28 days the student is not entitled to a refund.

If you wish to re enroll at a later date all fees will be re charged as a new enrolment including materials and amenities, tuition and enrolment fees. The re enrolment fees will be charged to at the most current rate.

Issuing Qualification Certificates and Statement of Attainment (SOA)

JTT will issue a student with a qualification on the basis that:

– All assessments have been completed and the student has been deemed competent in all units.

– The required practical placement hours have been completed and evidence of participation has been submitted.

– All relevant documents associated with the training and assessments have been audited by JTT staff.

– The student has paid all fees owing in full.

A Statement of Attainment of the completed units will be issued to a student in the instance where a student has withdrawn from the course before completion. A student may also require a Statement of Attainment when they have completed a short course and full qualification has not been obtained.

Certificates are generally issued within 20 working days of course completion.

If a certificate or statement of attainment is lost……

A student may request a reprint of their certificate, in writing, to the JTT Administration Office. The student will be charged a re print fee of $20.00. Once this fee has been paid the re print of the certificate will be sent via mail.

Students deemed not yet competent at completion of a unit or course shall be required to re-enrol in another course at the students expense.

Recognition of Prior Learning (RPL) and Credit Transfer

JTT recognises prior education and experience and offer students the opportunity to apply for RPL and/or Credit Transfers. If the student has sufficient work experience, life experience or other formal training to constitute some or all of the qualification JTT will guide them through the RPL process.

If the student has completed some direct equivalent units that are included in the qualification they may supply JTT with a Statement of Attainment and a credit transfer will be granted. This means that the student will be exempt from the delivery and assessment for that particular unit.

The RPL and Credit Transfer opportunity and process is explained to you during your Pre Training Review session.

Student Feedback

JTT is dedicated to student satisfaction and continuous improvement. We are interested to find out how you are enjoying your course throughout and if you are satisfied with your final outcome.

All students are asked to complete the AQTF Learner Survey during or upon completion of the course. This information helps JTT acknowledge the level of quality of our training as well as improve on areas of dissatisfaction. The feedback collected from students will also be reported to the Government for statistical purposes.

Students may also be asked to complete a NCVER feedback survey and/or be invited to participate in other feedback process requested by the Government.

Transition and Teach out

JTT will transition from and teach-out a superseded training package, training package component and or accredited course to a new or revised training package qualification, component and or accredited course in compliance with the VET Quality Framework for NVR Registered Training Organisations. This policy ensures that JTT only delivers currently endorsed Training Packages, components and or accredited courses.

It is the responsibility of JTT to monitor training packages relevant to its Scope of Registration and to identify when a training package qualification, component and or accredited course on its Scope of Registration has been revised and a new version published.

JTT will manage the transition from superseded training package qualifications, components and or accredited courses within twelve (12) months of their publication on the National Register via training.gov.au.

The RTO Manager or delegate of JTT reviews currency of training package qualifications, components and accredited courses that are on JTT’s Scope of Registration on a regular basis, at review meetings and before the publication of JTT’s training calendar.

If a transition arrangement is required, the RTO Manager or delegate of JTT will be responsible for the management of the process. This will ensure that JTT is operating and delivering the current version and or is managing the transition from any superseded training package qualifications, components and or accredited courses responsibly.

JTT must commence enrolments in the replacement qualification, component or accredited course as soon as is practical but it must be no later than twelve (12) months from the date of publication of the replacement training package qualification, component or accredited course on the National Register.

During the transition period, JTT may continue to enrol and or commence delivery and assessment in the superseded qualification, component or accredited course (if on scope) but must transition course participants to the new qualification, component or accredited course as soon as practical; no later than twelve (12) months from the date of publication of the new qualification, component or accredited course on the National Register.

 

Safety Management Plan

James Technologies is committed to complying with the current Acts and Regulations relevent to our operations.

Under the Regulations, the employer has a duty, so far as is reasonably practicable, to ensure the Health and Safety at work, of employees and of other persons who may be affected by work activities to provide a healthy and safer work place.

Health and Safety needs covering all aspects of Company operations will be kept under review.

Where you wish to view a full copy of Jamestech’s Safety Management Plan, please email the Director  at Email. info@jamestech.com.au