Employment Policy
Standards for fair recruitment, lawful employment, workplace conduct and the responsible handling of applicant and staff information.
Fair treatment and lawful arrangements
Recruitment and employment decisions must be based on legitimate role requirements and comply with applicable anti-discrimination and employment law. Employment terms, pay, working time, leave and any required work authorisation must be assessed for the employing entity, work location and individual arrangement.
Workplace standards
- Do not use forced labour, child labour, harassment or unlawful discrimination.
- Respect applicable wage, working-time, leave and workplace-safety requirements.
- Handle applicant and employee records for legitimate purposes, with appropriate access and retention.
- Provide an appropriate route for employment concerns and prohibit retaliation for raising concerns in good faith.
Recruitment information
An application is an expression of interest, not a job offer or employment contract. The Careers form accepts an optional PDF CV through the existing private submission process. Applicants should not submit passports, bank details or other sensitive documents through public forms or ordinary email.
Applicable employment law
The applicable rules depend on the employing entity, workplace, worker status and statutory coverage. In the United States, federal wage and hour rules under the Fair Labor Standards Act apply where their coverage criteria are met, alongside applicable state and local law. Employment in other jurisdictions must be assessed under the relevant local requirements; this policy does not impose US employment law universally.
How this policy is applied
What this policy covers
This policy sets standards for recruitment and employment, including fair treatment, lawful working arrangements, personal information, workplace safety and raising concerns.
Responsibilities
Authorised management is responsible for identifying the employing entity and assigning recruitment and employment responsibilities. Staff and applicants should use the verified company contact to request the appropriate person for a personnel matter.
Checks and review
AP Global Resources assesses employment applications in relation to the role. Any checks are determined by the circumstances and applicable requirements. The Careers form receives applications and an optional private PDF CV; this does not imply that background screening is performed.
Concerns and escalation
Staff concerns must be handled separately from recruitment applications and under the internal staff procedure. The public Careers form is not a workplace reporting channel. Concerns should be handled fairly and discreetly without retaliation, with information shared as needed to address the matter and as required by law.