Introduction

Lesson 2 of 17

Welcome to the Client Warehousing Module. This module will encompass the
general safety requirements for some of our client sites and introduce you to the
safety standards of these sites.

Safety is EVERYBODY’S responsibility. Whilst working with Adecco and on our

client sites, you are expected to uphold the safety requirements and standards of
that site. This will help to enhance the safety culture on site, to manage any hazards
or risks and ensure consistency throughout the site.

All associates have an obligation to the Duty of Care for themselves and
others onsite. This essentially means that you’re required to ensure that you
are not deliberately putting yourself or anyone else in harms way. This
includes reporting any hazards, risks, injuries, incidents and unsafe
behaviours whilst onsite as soon as they are noticed or occur.

Apart from keeping yourself safe, the site has many implemented strategies
and precautions to ensure your safety. Some of these include but are not
limited to:
• COVID Safe Measures
• Dress Code and Grooming Standards
• Personal Protective Equipment
• Evacuation Plans and Procedures
• Signage and Floor Markings
• Manual Handling
• Machinery and PIT
• Incident and Injury Reporting.
In this module we will go through these and other important information
relating to general warehouse safety and guidelines.

COVID Measures Onsite

Lesson 3 of 17

Keeping everyone safe whilst at work is the most important thing to our
clients and to Adecco.

These measures are monitored and are taken very seriously. It is important
to follow these measures as best you can whilst at work.
• Temperature Checkpoints – At some client sites, upon entry
into the building you will be required to have your
temperature checked by use of a heat detection camera
which is manned by security.
 • Masks – At some client sites, regardless of government
restrictions, you will always be required to wear a mask
whilst inside the building and whilst working. You are
required to wear it correctly, covering your nose and mouth,
and secured well behind your ears.
• Social Distancing – You will be required to maintain social
distancing whilst working onsite to the best of your ability.
• Cleaning – You will notice whilst at work that there may be
extra cleaners moving through the warehouse to ensure
cleanliness and sanitisation are maintained throughout the
day and particularly in bathroom facilities, kitchens,
lunchrooms, desks and other high traffic areas.

Dress Code and Grooming Standards

Whilst working with our clients, typically you can wear anything
you feel comfortable to complete the work in.

You must always wear the required PPE, however outside of

this, if your clothing is ‘appropriate’ and comfortable for the
work you’re undertaking you are able to wear what you feel
good in.

Please ensure you follow the below guidelines:

Clothing
No excessively revealing, loose, torn or dirty clothing; no excessive baggy pants
(below waist or below heel); Shorts should be no shorter than mid-thigh; No hooded
clothing; No chains, drawstrings or anything hanging from cloths or sweat shirts or
jackets; No offensive working or images on clothing; No alcohol or drug references.

Hair
All hair below shoulder level must be tied up. All hair kept off the face.

Beard
Beards are to be no longer than 7.5cm unless tied up.

Nails
All nails are to be no longer than 6mm from the top of the finger.

Shoes
Ensure appropriate footwear is worn for the task. All shoes must be enclosed, not
platforms and not excessively long or untied shoes laces. Steel capped boots may be
required depending on the area you are working in.

Jewellery and Accessories

Necklaces may not hang more than 7.5cm from the neck; Earrings may not be longer
than 5cm in diameter or hang longer than 5 cm from the earlobe. Some client sites
will not allow jewellery.

Sunglasses
May not be worn inside the warehouse.

Body Odour
You’re required to manage body odour effectively. Perfume is ok to wear in the
warehouse but please ensure you’re not spraying copious amounts of it at work.

Personal Protective Equipment 5/17

PPE (Personal Protective Equipment) is a requirement in most warehouses in
Australia. PPE is the most basic form of protection that you can have to ensure your
own safety.
Emergency Evacuation Procedures and
Emergency Preparedness
Lesson 6 of 17

All sites have set instructions and clear signage for Emergency Procedures.
Floor Markings
Lesson 7 of 17

Each site may be a little different in layout, but all areas are set up to be
safe and the risks or hazards of each area are controlled or mitigated.
Injury/Incident Reporting and
Investigation
Lesson 8 of 17
• Reporting Process – who, what, when, where etc
• Who administers First Aid – what our process is (Injury
Assist)
• PIT Incident – what happens, what you can expect
• Investigation steps and what is required from you.
Hazard Reporting/Identified Risk
Reporting
Lesson 9 of 17
• Main Hazards in workplace – PIT, TDR, Yard, Manual
Handling, Slips, Trips and Falls.
• Process, what to do, what is expected.
Proper Lifting Techniques/Scanner
Rotation
Lesson 10 of 17
• Bend at the knees
• Test the weight of each box
• Use two hands when lifting and handling objects
• Nose over toes
• Turn, don’t twist
• Prevent wrist injury
• Maintain a neutral wrist position

Manual Handling
Lesson 11 of 17
In any warehouse there are risks and hazards involved in every task. Some of the
biggest risks come from manual handling, pushing carts/trolleys and lifting items.

There are specific guidelines that you need to follow to ensure that you
maintain correct posture whilst lifting, to ensure that you aren’t injured
whilst doing so. There are also certain guidelines to remember when you are
pushing carts and trolleys to ensure the safety of others onsite.

The steps to a safe lift are:

• Bend with your knees.
• Firmly grasp the item with both hands. Only lift one item at
a time.
• Test the weight of the item to see if the load is stable or will
shift when it is lifted.
• Keep the load close to your body and in the Power Zone.
• Keep your back upright and straight.

If you require help as the item you’re lifting is too heavy,

please ask a colleague for help and complete a Team Lift.
When utilising a cart or trolley, please ensure that you’re
pushing rather than pulling, you’re using two hands for the best
control. If you’re coming up to a blind corner, please ensure that
you yell out or sound your horn/bell to alert others that you’re
in the area. This will allow for others to know you’re there and
to avoid collisions.
Machinery and Forklifts/(PIT)
Lesson 12 of 17

In a warehouse you will find many types of Powered Industrial Trucks (PIT) and other
machinery. These include machinery such as Forklifts, High Reach Forklifts, Powered
Pallet Jacks, Pallet Riders (two pallets), Tuggers and conveyor belts.
Incident Reporting and Investigation
Lesson 13 of 17
If you’re involved in an incident or sustain an injury it is imperative to
report this immediately.

This will ensure that you get the required medical

attention that you need but will also help to ensure that it
doesn’t happen to anyone else in the work area.

Sometimes, people don’t report injuries or incidents as they are worried they
might get in trouble, lose shifts, lose money/pay or be found out to have done
the wrong thing. This isn’t the case. Not reporting, will have longer lasting effects
and be more detrimental for your health and well being moving forward.
 • Ask for help from another associate or colleague if needed.
• Immediately report it to your manager and your Adecco Representative.
• Seek First Aid or Medical Treatment.
• Help managers and Adecco Staff with their initial reporting by
providing a statement of events.
• Participate fully in an investigation following an incident to help get
to the root cause of what happened.
• If you are needing to attend the doctors, ensure you keep Adecco
informed and supply relevant medical certificates as they are
provided.
• Comply with any requests for information or duties.

Module Overview
Lesson 14 of 17

Just remember that Safety is EVERYBODY’S responsibility. Whilst working

with Adecco and on our client sites, you are expected to uphold the safety
requirements and standards of that site. This will help to continue the safety
culture on site, to manage any hazards or risks and ensure consistency
throughout the site.

In summary, the following topics have been covered:

• COVID Safe Measures

• Dress Code and Grooming Standards
 • Personal Protective Equipment
• Evacuation Plans and Procedures
• Signage and Floor Markings
• Manual Handling
• Machinery and PIT
• Incident and Injury Reporting.

Completion of Learning
Lesson 15 of 17

You have completed the learning section of the Adecco Client Warehousing
module.

To finalise the learning, you will need to complete a short assessment to

confirm that you have a good understanding of the module content.

Once the module is complete, you can expect to receive an email

confirmation. A record of the module and the expiry date is also stored in
your online profile.
Lesson 2 of 29

This learning module introduces you to the key principles relating to workplace safety
and discrimination, harassment and bullying at work.

It is designed to inform individuals who are working in an ‘on-hired’

arrangement of all parties’ roles, responsibilities, duties, and reporting
obligations should there be a workplace safety or discrimination,
harassment and bullying concern, incident or injury.

For ease of reference within this module:

• We will refer to you as a ‘worker’. Common terms include professional
contractor, labour hire worker, independent contractor, casual and/or
trainee and apprentice.
• The organisation that is placing you will be referred to as the ‘on-hire
organisation’. This may be a Labour Hire Firm, Group Training
Organisation, Staffing and Recruitment Agency or any organisation
that places ‘on-hired’ workers.
• The ‘workplace’ where you are placed by the ‘on-hire organisation’ is
called a ‘Host Organisation’ and will be referred to as the ‘Host’.

Working in on-hire
Lesson 3 of 29
The form of work you are preparing for or may have already
started is where an on-hire organisation engages you and places
for to work ‘on-site’ at a Host site.

You will work day-to-day under the Host’s supervision,

instruction, and guidance.

This arrangement is known as ‘on-hire work’ and both

organisations have a shared duty of care in ensuring your
wellbeing, health, and safety.

Obligations
Lesson 4 of 29

The on-hire organisation and Host both have a duty for your health and well-being and
neither can transfer this responsibility on to the other (or take no responsibility).

Their duty is to work together by consulting, cooperating and coordinating their

health and safety activities, designed to keep you safe while on you are working at
the Host site. 

Your on-hire organisation should have processes in place to ensure you are placed
in a work environment that is safe and without risk to your health. For example:
The on-hire organisation gathers information about the Host’s work health and
safety management system and site safety prior to you commencing work on site. 

The Host is also expected to have processes in place to ensure your health and safety
is not at risk during your placement. For example: The Host should provide you with a
site-specific health and safety induction and instruction on safe work practices.

Your health and safety responsibilities 

Lesson 5 of 29

While your on-hire organisation and Host are responsible for your health and safety,
you have several health and safety responsibilities at work.   

During your placement you must take reasonable care of yourself, and
not do anything to affect the health and safety of others. 
This includes following any reasonable health and safety instructions
from the on-hired organisation and Host such as: 
• Understanding how to perform work safely and ask questions if you
are unsure.
• Using equipment and personal protective equipment (PPE) in the way
you were trained and instructed.
• Stop any unsafe work immediately
• Report unsafe, unhealthy situations and injuries to your Supervisor at
the Host site and notify your on-hire organisation
• Report to the on-hire organisation if you have been instructed to
perform any tasks or duties that are outside the original scope of your
job. 

Lesson 6 of 29

Your Health and Safety Rights 

As a worker, you should expect the following from the Host and on-hire
organisation during placement: 

• A safe work environment

• To be provided with equipment that allows you to complete your role
safely
• Information about how the Host manages emergencies including
their emergency management plan
• Instruction, training, and supervision
• Safety consultation and opportunities to provide feedback
• A fair and just workplace
• Workers’ compensation if you are injured at work

Lesson 7 of 29

Safe Work 
When starting a new role/placement it is important that you are provided with a clear
understanding of the work that you will be performing, and any information and
training required to complete the work safely.   

Health and safety information must be provided to you in a way that is meaningful and
easily understood. If you have language or literacy barriers, it is important that you let
the Host and on-hire organisation know, so they can determine the most suitable
approach to provide information and undertake consultation with you.
Lesson 8 of 29

Appropriate safety equipment

Personal Protective Equipment (PPE) may need to be worn or used to
minimise health and safety risks. PPE may include but is not limited to: 
If required, the on-hire organisation and/or Host are
responsible for providing you with this equipment.

Instruction, Training, and Supervision 

Lesson 9 of 29
Information, instruction, and training on how to do a task safely should be provided
to you prior to you carrying out that task for the first time.

If it is not clear, it is critical that you speak to the Supervisor at the

Host and your on-hire organisation.

Speaking up is an important part of keeping you safe at the workplace and the
on-hire organisation should be in regular contact with you throughout your
placement to monitor your health and safety, ensure the environment remains
safe and allow you to share any concerns or feedback.  You should also
maintain contact with your on-hire organisation throughout your placement.

Some workplaces undertake consultation through health and safety

representatives and health and safety committees. Workplaces are not
required by law to have these consultative mechanisms in place unless a
request is made by a worker/s, including an on-hire worker/s.

Speaking up & Reporting Hazards,

Incidents & Injuries
Lesson 10 of 29

It is not uncommon for workers to have health and safety concerns,

observe hazards or sustain an injury and not tell their Host Supervisor
or report it to their on-hire organisation.
You do play a crucial role in identifying and reporting hazards and incidents in the
workplace. If you don’t report the concern or hazard it may remain unknown, which
means it continues to present a health and safety risk to you and others at the
workplace. 

• Hazards at work may include work-related violence, hazardous

chemicals, work-related stress, noisy machinery, fatigue, moving
vehicles, working at heights, bullying and manual tasks. 
• An incident is an unexpected event that resulted in a near miss (no
injury or damage), injury, illness or disease and/or damage. 

If you are injured you must immediately report it to

your Supervisor at the Host site and the on-hire
organisation.

The immediate action you should take upon identifying a

hazard or incident is: 

• Isolate yourself from the hazard and instruct others to do so.

• Notify your supervisor and the Host site.
• Follow the instructions of your Supervisor or other appropriate
persons unless this will expose you to risk.
• When it is safe to do so, and you are no longer required to assist in the
process or risk management, you should notify your on-hire
organisation.
• Complete the required incident forms from the Host and the on-hire
organisation.
The Host and your Agency will likely require you to complete a
hazard or incident report form detailing the event. 

Change of Duties 
Lesson 11 of 29

Prior to placement and upon commencement at the Host, you should be provided
with information and details relating to with the work you will perform.

You should only perform work in accordance with the

job or assignment description provided by the on-hire
organisation.
If the Host directs you to do work that differs from the
original description, then you should first notify and
obtain authorisation from your on-hire organisation.
Steps to take if you are Injured 
Lesson 12 of 29

It is essential that you understand what to do if you are injured at work.

• Notify your Supervisor or First Aid Officer at the Host regardless of

how minor the injury may appear at the time.
• Seek medical attention if you are directed by the Supervisor or First
aid Officer, or if you believe it is required.
• Always notify your on-hire organisation as soon as reasonably
practicable, even if you have already notified the Host.
• Always keep your on-hire organisation and Host informed of your
condition and progress.
• If you are unable to attend work because of the injury, or you incur
related medical costs, then discuss the completion and lodgement of a
worker’s compensation claim form with your on-hire organisation.
This should be done as soon as possible after the injury occurs.

Workers’ compensation claims are to be submitted to your on-hire organisation not the
Host. 

A fair and just workplace 

Lesson 13 of 29
Persistent, repeated inappropriate behaviour can become disruptive, and
subject to be treated as “disruptive behaviour.”

Inappropriate behaviour in the workplace is a hazard as it has the potential

to cause psychological and physical harm to a person.

Examples of inappropriate behaviour in the workplace include:

Discrimination:
when a person is treated less favourably than another person because of their
background or certain personal characteristics.

Harassment:
unwelcome conduct that humiliates, offends, or intimidates.

Bullying:
repeatedly unreasonable behaviour towards a worker or group of workers while at
work, and the behaviour creates a risk to health and safety.

These behaviours may be targeted at either

an individual or a group.
Discrimination
Lesson 14 of 29

Discrimination may be unlawful and can manifest directly or indirectly.

Directly
Direct discrimination involves treating someone unfairly or less favourably because of
their background or certain characteristics. An example may be an employer refusing to
employ a suitably qualified individual on the basis that they are of a certain nationality.

Indirectly
Indirect discrimination is an unreasonable rule or policy that applies to everyone but
has the effect of disadvantaging some people because of a characteristic they share. An
example may be an internal job advertisment that states that only males are eligible to
apply for the role.

Both direct and indirect discrimination are unacceptable workplace behaviour.

Unlawful discrimination
Lesson 15 of 29

Discrimination can be against the law if it is based on a

person’s:
Being unfairly singled out or having less opportunity
because of a certain characteristic often amounts to
discrimination, and this is unacceptable and often
unlawful.

Discrimination based on WHS activities

Lesson 16 of 29

Health and safety law prohibits a person from engaging in discriminatory conduct
for a prohibited reason. This means that workers, prospective workers, and
others are entitled to perform legitimate safety-related functions or activities and
to raise health and safety issues or concerns under the Act without fear of
punishment.

Lesson 17 of 29

Harassment
Some examples of harassment include:
• Insulting jokes
• Sending explicit or sexually suggestive emails or text messages
• Displaying racially offensive or pornographic posters or screen savers
• Making derogatory comments or taunts about someone’s race
• Asking intrusive questions about someone’s personal life

Sexual harassment
Lesson 18 of 29

Sexual harassment is unwelcome conduct of a sexual nature which makes a person

feel uncomfortable, offended, humiliated, or intimidated, where that reaction is
reasonable under the circumstances.

In a workplace context, sexual harassment does extend outside of the

physical place of work and includes conferences, work functions, office
parties, or field trips, and includes interactions with clients/customers.

Examples include:
• Unwelcome physical touching
• Inappropriate staring or leering
• Remarks with sexual connotations
• Suggestive comments or jokes
• Circulating sexually explicit material
• Unwanted requests to go on dates
• Intrusive questions about someone’s private life or their body
 • Sexually explicit or indecent emails, phone calls, text messages or
online interactions
• Displaying posters, magazines, or screen savers of a sexual nature
• Actual or attempted rape or sexual assault.

Sexual harassment can be intentional or unintentional and is not sexual

interaction, flirtation, attraction, or friendship which is invited, mutual,
or consensual.

Be aware that a single incident may amount to sexual harassment

depending on the circumstances.

Bullying
Lesson 19 of 29

Bullying can occur in any workplace and can impact an individual’s physical and
mental health and their ability to do their job.

Workplace bullying is characterised as follows:

1. It is repeated;
2. It is unreasonable behaviour directed towards a worker or group
of workers;
3. It creates a risk to health and safety.
Examples of bullying behaviour, whether intentional or
unintentional includes but is not limited to:

• Unjustified criticism or complaints

• A change to work arrangements, such as rosters and leave, to
deliberately inconvenience a particular worker or workers
• Spreading misinformation or malicious rumours
• Denying access to information, supervision, consultation, or
resources, to the detriment of the worker or workers
• Setting tasks that are unreasonably below or beyond a person’s skill
level
• Setting unreasonable timelines or constantly changing deadlines
• Withholding information that is vital for effective work performance
• Deliberately excluding someone from workplace activities
• Abusive, insulting, or offensive language or comments

Reasonable Management Action

Lesson 20 of 29
 It is important to distinguish between workplace bullying and ‘reasonable
management action’.

People can have differences and disagreements in the workplace without

engaging in repeated, unreasonable behaviour that creates a risk to health
and safety.

These are not generally considered to be workplace bullying, but if conflict

is not managed and resolved, it may escalate to become bullying.

In the workplace, managers are responsible for addressing the performance

concerns of workers.

Conversations around performance issues can often be difficult but

‘reasonable’ management action is not workplace bullying may include:
• Performance management process
• Disciplinary action for misconduct
• Informing a worker about unsatisfactory work
• Informing a worker about inappropriate behaviour
• Asking a worker to perform reasonable duties in keeping with their
job
• Maintaining reasonable workplace goals and standards

Responsibilities & what you should

expect
Lesson 21 of 29

The on-hire organisation and the Host have a responsibility to ensure

that processes, procedures, and practices are implemented that
prevent inappropriate workplace behaviour.

This may include:

• Workplace behaviour standards and policies
• Workplace behaviour reporting and response procedures
• Consultation mechanisms
• Information, instruction, and training on workplace behaviour
• A process to report inappropriate behaviour formally, informally,
anonymously, and confidentially.
• A process to monitor and review risk control measures.

As part of your employment, you should be provided with:

 • information to ensure you have a good understanding of the variety of
behaviours that form discrimination, harassment and bullying
• a policy that outlines standards of behaviour of all workers
• procedures to prevent and respond to concerns and incidents
• training in communication skills and how to respond if you experience or
witness discrimination, harassment and bullying
• an accessible and user-friendly process to report formally, informally,
anonymously, and confidentially, including information on available
support services.

Internal Options for Raising Personal

Grievances
Lesson 22 of 29

If you believe you have been treated unfairly or unreasonably as it relates to

discrimination, harassment, and bullying, how you respond or approach the situation
will vary depending on the nature of the incident, but early intervention is key.

There are numerous options available to you to seek a resolution.

Speak to the person if it is safe
If you feel comfortable and safe in doing so, approach the individual and in a calm
manner, let them know that their behaviour is inappropriate, you object to it, and ask
them to stop.

Remove yourself from the situation

This may involve retreating to a safe location or ceasing communication with the
individual if you feel vulnerable.

Seek Support & Advice

Seeking early support is an important step in reducing the impact on your psychological
health and wellbeing. This may include:

• Talking to someone you trust. This may be a colleague, your manager or a HR

specialist.
• Someone who is nearby when the incident occurred.
• If your organisation has one, an Employee Assistance Program (EAP).

Reporting the Incident

As a worker on placement with a Host, it is critical that you make contact with your on-
hire organisation so they are informed and can ensure that any process to resolution is
conducted fairly and in a timely manner.
The on-hire organisation should have a formal internal reporting procedure. You need
to follow this process which may be formal and/or informal.

Keep a Record
An important part of the reporting, responding and reconciliation process includes
keeping an accurate record of the events. This includes names of people involved, what
you have experienced or witnessed, and dates that the events occurred.

External Options for Reporting

Discrimination, Harassment and Bullying
(Australia)
Lesson 23 of 29

If you believe you have exhausted your internal options and the issue remains
unresolved, you have the following options to escalate or make a formal complaint:

(The following information relates to workers living and working in

Australia.)
Fair Work Commission
https://www.fwc.gov.au/

State based Work Health and Safety Regulator

• Victoria: https://www.worksafe.vic.gov.au/
• New South Wales: https://www.safework.nsw.gov.au/
• South Australia: https://www.safework.sa.gov.au/
• Queensland: https://www.worksafe.qld.gov.au/
• Western Australia: https://www.commerce.wa.gov.au/worksafe
• ACT: https://www.worksafe.act.gov.au/
• Northern Territory: https://worksafe.nt.gov.au/

The Australian Human Rights Commission:

https://humanrights.gov.au/

Industry specific Union

External Options for Reporting a Personal Grievance

(New Zealand) Lesson 24 of 29
In New Zealand, the following external options are available to you to report a ‘personal
grievance’

Employment Relations Authority

The Employment Relations Authority (ERA) is an independent organisation that sits
below the Employment Court.  They assist in resolving employment relationship
problems.

You can make a personal grievance claim with the ERA without having to discuss it
with the employer and third party, however, mediation is encouraged before an
approach is made to the Employment Relations Authority (ERA).

Where you have concerns about talking to the party/parties about the problem first,
you can apply directly for mediation.  It is a good idea to keep a record of your letter
and the details discussed in the meeting. 

It is important to note that you have three years to begin proceedings in the ERA
after it was first raised with the employer and if relevant, the third party.  If the
three-year period passes, permission must be granted from the ERA, which is a rare
situation. 

Employment Court
If you are unhappy with the ERA, you can ask the Employment Court to review the
ERA’s decision. The Employment Court will work through the reasoning of the ERA
and decide whether it was correct.   

You can ask the Employment Court to consider your case again. This is known as a
‘de novo’ hearing. The Employment Court will gather all of the facts itself and make
a new decision without being influenced by the ERA’s decision.

Human Rights Commission

You can contact the Human Rights Commission to determine if your
complaint is covered by the Human Rights Act.  The focus of the
Commission is to resolve matters relating to unlawful discrimination,
however also with broader human rights issues such as harassment.  If your
complaint is covered by the Human Rights Act; the Commission can assist
with mediation. This service is free and confidential. If mediation does not
resolve the issue, the Commission can offer advice on your legal options.

Importantly, a personal grievance must be raised with your on-hire organisation (and any third
party, which may include the Host) within 90 days of when the personal grievance arose or
first came to your attention (whichever is the later). Grievances can be raised after this period
but only under certain circumstances.
. The following bodies may also be able to provide advice and assistance:
• Employment New Zealand
• New Zealand Law Society or Community Law Centre
• Work Health and Safety Regulator

Summary
Lesson 25 of 29

Workplace discrimination, harassment and bullying is a hazard as it has the

potential to harm a person psychologically and physically. Certain types of
behaviour are against the law.

Your on-hire organisation and the Host have a responsibility to ensure that
adequate processes are in place to prevent inappropriate behaviour in the
workplace. As a worker you have responsibilities that include taking
reasonable care of yourself and not doing anything that would affect the
psychological or physical health and safety of others at work.

If you experience or witness workplace discrimination, harassment and

bullying within the workplace, refer to the workplace policies and
procedures to address and report the behaviour in a timely manner and
ensure that you communicate early with your on-hire organisation as part
of an effective management program. Additionally, understand that you
have a right to seek support and advice via internal and external resources
to have the matter resolved.

The on-hire organisation and the Host should provide you with information
and details about their process, policy, and procedure during induction. 

Completion of Learning
Lesson 26 of 29

You have completed the learning section for this module.

To finalise the module, you need to complete a short assessment to confirm that
you have a good understanding of the content. 

The assessment includes multiple choice and true/false questions. 

You will need to score at least 80% to pass the assessment. 

Click on the next step to start.