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VANGEV ENTERPRISE PTY LTD
42 WESTCOTT PARADE
ROCKBANK, 3335, VICTORIA
PHONE: 0488 VANGEV = 0488 826438

COMPANY POLICY AND DRIVERS MANUAL

For the purposes of this Policy, VANGEV ENTERPRISE PTY LTD will be referred to as VANGEV ENTERPRISE, as the company is known or “the Company” or “our Company”.

The truck driver, or transport operator is the most valuable asset to a transport company.   Without good drivers you can never hope to have a good business, we need drivers and drivers need employers there is a huge mandate to work together and create a relationship that bonds the two together.

It is your actions and behaviour that reflect the values and worth of this company. If you do the wrong thing in relation to customers or to the general public it reflects badly on this company. Summarily the reverse is also true.

It is becoming increasingly more important that each of us understands and performs in accordance with our responsibilities. This not only includes you as a driver but also management.

There needs to be understanding and trust in each other and there is also need for accountability and responsibility on both fronts.

As a company and as an industry we are all moving towards documenting these responsibilities. This ensures everyone is aware of and understands their particular responsibilities. It helps both of us cover our due diligence.

This manual has been put together, to help you understand what we require of you as a driver and also outlines accountability from an employer’s view as we both work together to be the best at what we do.

This book has been designed as a reference book that stays in the truck and can be referred to as needed. It is not intended that it becomes something you need to know off by heart or be able to recite word for word. You see, what's in the book should just be habit.

Note

No Policy, however carefully thought out, can provide all the answers. For this reason, Our Company does not wish drivers to adopt the attitude that if it is not in the policy manual or driver’s handbook, it is not required. These instructions are guidelines and will not replace knowledge which can only be gained from experience and common sense. '

QUALITY POLICY STATEMENT

The quality and reliability of the company’s service is the concern and priority of all persons who work on behalf of the organisation.

Our quality assurance is that the customer’s needs and safety of our drivers are combined to be first and foremost and we are responsible for the commitment of safety that we deliver in key areas such as but not limited to:

• Confidentiality for Vangev Enterprise Pty Ltd and its agents and customers
• Quality assurance via accreditation programs which are 3th party audited
• Quality training for all employees
• Quality customer service
• Value for money and completive rates and reliable service
• Safety for all employees and non-employees
• Customer satisfaction
• An incident free business
• A discrimination free work place
• Company and industry image

All staff and including subcontractors actively support this policy

Manager: Vlado Vangev

Date. 01th of July 2020

INTRODUCTION

Welcome to VANGEV ENTERPRISE PTY LTD

We welcome safe drivers with a good safe attitude and driving record.

While you work here you will learn about the following but not limited to:

• Company information and procedures
• H &S Issues including PPE, working at heights
• Diet and Nutrition:
• The effects Drugs and Alcohol:
• Vehicle weights, load restraint and dimensions
• Company rules, regulations and procedures:
• The importance of wearing seatbelts
• Speed compliance, and the use of engine brakes and driving of company vehicles
• Basic mechanical knowledge including daily checks and fault reporting
• Daily routines & Customer relations
• Company paper work including pallet dockets and container weight declarations
• Driver performance reviews and evaluation:
• Most of all is part of our company and not just a number:

Our company is serious about health and safety. During your employment you will receive information on not only your own health issues but also Fatigue Management, which is high on our list of priorities. You will be required to complete the Fatigue Management Program for NHVAS Basic Fatigue Management after a qualifying period, also you will be required to complete a medical examination in line with the NHVAS Fatigue Management Program.

We understand there is misuse of drugs in the Road Transport Industry. However, OUR COMPANY does not condone the use of drugs. Drug testing may become part of company policy in the future. Vangev Enterprise has a Drug an Alcohol Policy. All drivers will be required to sign the policy to acknowledge an understanding of the requirements.

DRIVER RESPONSIBILITIES

As a driver it is your professional responsibility to ensure you are FIT FOR DUTY Your obligations as a driver are to be:

1. Professional, courteous and are not to disclose any confidential information to any person not connected Vangev Enterprise, including but not limited to, verbal conversation, e-mail or text message
2. Fit and ready for duty, be prepared to carry out and document daily checks and report any faults company documentation and report serious defects to
3. Attending training and assessment and sign any necessary paperwork.
4. Responsible to report and record any hazards.
5. Responsible for PPE and to report any missing or damage to PPE.
6. Complete any necessary paper work including work diaries and daily check and weight forms and report any contravene of Australian road law to (copies of our daily check requirements are included at the rear of this manual and will be issued and explained at induction).
7. Completely free of Alcohol and Drugs.
8. Licensed at all times, RTA printout to be forthcoming and should you lose points or the current status of your license changes you are to inform our company. It is a pre-requisite that all drivers be licensed at all times for the class of vehicle that they are required to drive.
9. Wear seat belts at all time, drive to regulated speed limited including posted limits, not to use engine brakes in build up areas.
10. At no time allow an unauthorised person to operate your vehicle.
11. Your responsibility to inform your employer should you have health issues that become apparent after employment and that could affect your ability to perform your duties as a driver of company vehicle.
12. Fit to operate machinery, ensuring you have quality rest prior to commencing a journey.
13. Inform Management if you are unable to carry out the designated trip prior to leave the yard.

Inform management of any delays relating to fatigue. We would rather have a late load rather than an accident, but in line with our communications commitments we have a duty to let our customers know if they have a late load so alternative arrangements can be made, also the need may arise for management to arrange alternative drivers or staff.

DAILY INSPECTIONS

It is the responsibility of the driver to carry out daily inspections on company vehicles, fill out and sign the daily faults and repair book or appropriate paperwork indicating you have completed your daily inspections and check list reporting that the vehicle is roadworthy to the limits of visual inspection and immediately report directly or by telephone any major defect to workshop staff or management, so that decisions on repairs can be made. There are no excuses for a vehicle to run out of fuel /oil or water or to have obvious and visual defects; it is part of your job to ensure these things are correct. Including but not limited to registration labels.

Daily inspections are to be carried out daily preferably prior to the vehicle being used, following the guidelines of the check list provided in this manual. This should be done considering the time of day, the lighting, and the surrounding area, the safety aspects, the position of the vehicle and be assured that all safety requirements are met for the safety of all drivers and other road users.

SPEED COMPLIANCE POLICY

DRIVING OF VEHICLES

All vehicles are fitted with speed limiters and are powered by environmentally friendly, electronically controlled engines which have proven to be reliable and fuel efficient. Driving these vehicles outside manufactures specifications will result in engine failure, and will cause excessive wear to tires and other components, it is in everybody’s best interest that these vehicles are driven accordingly, there will be more information on driving techniques in future training sessions and once again if in doubt ask the workshop staff or management they will only be too happy to assist. All ignition keys are to be removed from any unattended vehicle and placed in the cabinet provided.

Seat belts are to be worn at all times

A company code of conduct is included in this manual

TAMPERIG OF SPEED LIMITERS

If any evidence is found that a device has been fitted to a vehicle in your care that may interfere with the correct operation of the vehicle's speed limiter we will act quickly. We will advise the police and the appropriate driver licensing authority without first consulting with you

Tampering of speed limiters will not be tolerated under any circumstances, OUR COMPANY has a commitment to safety not only to our own people but also other road users. Speed compliance has been strengthened and drivers are reminded that all vehicles are fitted with speed limiters and are continually monitored and drivers will be issued with non-conformance and retraining for minor offences and major offences will be taken seriously and employment will be reviewed for repeat offenders, this includes posted speed limits along with open road limits.

SPEEDING

All our vehicles ARE SPEED LIMITED and any driver found flouting the new laws will come under the WILLFUL MISCONDUCT SECTION OF INDUSTRIAL RELATIONS LAW and could find themselves responsible for re-imbursement to VANGEV ENTERPRISE PTY LTD if prosecution be instigated against our company. Speeding will not be tolerated under any circumstances and any driver found speeding in any form will come before management and a review of employment will take place. As stated previously OUR COMPANY is serious about road safety. For our own employees and all other road users.

SAFE DRIVING PRACTICES

You are obligated under the "Duties of Care" concept to work safely and to respect the safety of others - THIS IS A LEGAL REQUIREMENT. The Chain of Responsibility ensures that you will!

Drivers are required by Law to observe strict Management practices in respect of Drivers and their on road behavior when operating our vehicles.

Our Company will NOT tolerate unsafe and inconsiderate Drivers. Our Drivers must maintain a good Driving record to remain in control of our equipment.

The position of any Driver who drives without due regard for our Safe Driving Practices will be reviewed which may mean termination.

Note that we maintain the right to claim damages from any Driver for breaches of willful misconduct or breaches of the law that may make our Insurance cover become not valid.

PERFORMANCE REVIEWS AND EVALUATION

Vangev Enterprise has a legal and moral obligation to operate in a lawful and compliant manner, to achieve this We have clear and definite job descriptions and conduct continual evaluation and performance reviews of drivers to identify strengths and weaknesses, no driver will be singled out, identified or discriminated against and all the reviews are conducted without prejudice and in commercial confidence. From the information received from the reviews and evaluation on each and every driver a training needs analysis will be compiled for the identifying the strengths and weaknesses and further training will be identified.

TAILGATING

This gives out a very poor image of OUR COMPANY as most members of the public are very concerned for their safety in these circumstances. At least three (3) seconds should separate your truck from the car in front. Three seconds can be measured by counting “1001, 1002, 1003" against a fixed roadside object

NOTE: IN RAIN, FOG OR WITH POOR VISIBILITY, THE FOLLOWING DISTANCES ABOVE SHOULD BE DOUBLED!

DO NOT TAILGATE OTHER VEHICLES!

Vangev Enterprise has a strong policy on tailgating and not only this an ILLEGAL PRACTICE and attracts demerit points but it is extremely dangerous and has creates vehicle damage through stone chips and other debris that can be thrown from the vehicle in front.

KEEP YOUR LEGAL DISTANCE FROM THE VEHICLE IN FRONT

The legal following distance for heavy trucks in areas without street lights is 60 meters (a B-Double MUST travel 200 meters behind the heavy truck in front).

60 meters can be judged as follows:

• About the length of four (4) semi-trailer combinations;
• About the distance between 3 lamp posts;
• Around twelve (12) car lengths;
• 4 to 6 seconds - measured by counting (eg saying "1001 " takes about 1 second).

Around towns and cities, you must keep a reasonable distance behind other vehicles - we judge this to be the distance that will enable you to safely stop in any emergency.

NOTE: WHEN DRIVING OUR TRUCK IN RAIN, FOG OR WITH POOR VISIBILITY, THE FOLLOWING DISTANCES ABOVE SHOULD DBE DOUBLED!

DO NOT TAILGATE OTHER VEHICLES!

OVERTAKING                                                                                     ' 

NEVER PASS:

• Over continuous lane separation lines;
• On narrow roads;
• Near or on a curve;
• Near or on a crest;
• Near or on a bridge;
• Near or on railway crossings or tunnels;
• When clear vision is restricted;
• Unless you can do so in a timely manner

NEVER INDICATE OR FLASH TO INFLUENCE THE OVERTAKING BY OTHER ROAD USERS - YOU MAY KILL THEM BY YOUR ACTIONS - YOU MAY BE HELD LIABLE FOR ANY CONSEQUENCES!

NEVER USE THE CB RADIO TO INFLUENCE OR DIRECT OTHER VEHICLES TO OVERTAKE ETC.

RIGHT WAY-LINE CHANGES, MERGING & ROUNDABOUTS

YOU MUST always concede right of way. To contest it displays aggression and immaturity - both are major causes of accidents. 

Remember that FIRE TRUCKS, POLICE VEHICLES & AMBULANCES always have the ultimate right of way when SIRENS or LIGHTS are flashing. Pull to the left or stop to help their progress.

ROAD HAZARDS

Experienced Professional Drivers always "drive" visually about 1 to 2 Km in front of their vehicle- this means that they observe what is happening that far in front of them. This form of driving behaviour allows time to adjust your speed and position on the road according to the type of hazard that confronts you - in good time and without EXCESSIVE BRAKING.

YOU must adjust YOUR driving to suit the following driving hazards (and any others):

• Rough surfaces;
• Slippery surfaces (black ice too);
• Narrow or winding roads;
• Low wires, rooves or awnings;
• Low bridges, tunnels etc.
• Underpasses and trees

YOUR VEHICLE BECOMES A ROAD HAZARD WHEN IT IS ON THE ROAD BROKEN DOWN - ALWAYS USE THE THREE (3) PORTABLE WARNING SIGNS PROVIDED AND AS REQUIRED BY LAW - THESE MUST BE PLACED 50 TO 150 METRES TO THE FRONT(x1) AND REAR(x1) AND AT THE OUTSIDE REAR END NEAREST TO THE ROAD'S CENTRELINE (x1) FROM THE VEHICLE. Any other placement of the signs is incorrect.

PARKING

To avoid the risk of an accident parking on or within ONE (1) METRE of the roadway must be avoided - it is also illegal. Parking on the edge of many roads and highways is also illegal OR may be time restricted to only one (1) hour

Always park your truck in a safe position. Make sure it can be seen for 200m or more (to the front and rear) and that it is as far away from the moving traffic as possible.

IF IN DOUBT LEAVE YOUR HAZARD LIGHTS ON!

Never park on or near a railway line

Use the portable triangle warning signs if in doubt.

REVERSING

Reversing must be kept to an absolute minimum! If you must reverse, follow these practices: Think about it again first - do you really need to? Get out and check behind the vehicle; Check clearances at sides, top and bottom;

HAZARD LIGHTS MUST BE ON WHEN REVERSING

Remember that YOU WILL BE ALWAYS HELD TOTALLY RESPONSIBLE for any damage caused when reversing even when somebody may be directing you

TURNING

In built up areas you are required to signal all turning intentions at least 33 meters BEFORE turning commences.

On the highway this is increased to 100 meters due to the increased approaching speed.

BRAKING

SERVICE BRAKES

Always brake with care - remember that the Rig will react differently according to such things as the weight of the load, the weight distribution of the load and the road surface etc. Low weight over the drive and/or steer axles is particularly hazardous when the road surface is wet or slippery

ENGINE BRAKES:

Engine brakes are auxiliary to the vehicle's main service brakes!

NEVER OPERATE A VEHICLE WITH THE AUXILIARY BRAKE SWITCHED TO THE "AUTO ON" POSITION. THE BRAKE MUST ONLY BE MANUALLY ACTIVATED WHEN NEEDED. ESPECIALLY NO IN OUR DEPOT OR AT THE ANY CUSTOMERS PREMISES.

Never use ANY engine brake in built up areas on slippery surfaces when empty or lightly loaded- a jack-knife will most likely result and you will not be able to recover from it ALWAYS REPORT BRAKING DEFECTS - IT MAY SAVE YOUR LIFE!

 
CUSTOMER PREMISE

When entering the in any customer premises always turn off the engine brake obey speed limits and avoid excessive idling

This is common courtesy

ADJUSTING BRAKES

Never operate the vehicle if the brakes are poorly adjusted. You may need to have them adjusted.

DO NOT ATTEMPT TO ADJUST ANY BRAKE IF YOU DO NOT KNOW HOW. YOU MUST BE TRAINED AND ASSESSED BY A COMPETENT PERSON OR CONTACT MANAGEMENT

THE VEHICLE’S TYRES

Our Company uses only the most suitable tyres available for your Safety.

The skills of any Driver are only as good as the tyres fitted to the vehicle. You must regularly check them for suitable inflation, defects and lack of legal tread depth (1.5mm). The air pressure within the tyre is critical to the vehicle's handling ability - while you should NOT add air to warm/hot tyres you must NEVER drive with tyres that are UNDER-INFLATED!

REMEMBER THAT THE MINIMUM LEGAL TREAD REQUIREMENT IS 1.5 mm ACROSS AND AROUND

THE TYRE (for 75% of the area which normally contacts the road) ANO APPLIES TO THE SPARE TYRE AS WELL.

BADLY WORN TYRES NEGATE YOUR BEST DRIVING SKILLS IN ANY EVENT - ESPECIALLY TN THE WET! ALWAYS REPORT WORN TYRES TO MANAGEMENT SO THAT THEY CAN BE REPLACED. DO NOT DRIVE OUR VEHICLES WITH ANY ILLEGAL TYRES IN PLACE

Tyres are generally looked after by tyre dealers, flat tyres on the road are to be changed by the driver where possible or practicable if there are safety concerns of any kind management is to be notified and they will make the decisions and where required dealers are to be called to road side service.

Disc Wheels need extra attention and extra care should be taken to avoid straining or injuring your back.

ALWAYS CHECK TYRES WITH A HAMMER OR BAR DO NOT USE YOUR FEET!

TYRES ARE TO CHEKED AT EVERY STOP

RAILWAY CROSSINGS

• Many railway crossings require you to stop or go slowly and may have speed limits imposed - watch for this
• Never depend on any warning signals in country areas - always look in each direction before crossing
• NEVER CHANGE GEARS ON A RAILWAY CROSSING

USE OF CRUSE CONTROL

Fleet vehicles' have the cruise control the company is very serious about minimizing their use as they have been blamed for several accidents and if it is found that there is an issue they will be de-activated for safety reasons.

MODIFICATIONS

No modifications of any sort are allowed to be made by you or your agent to any company vehicle you may drive or operate here

SAFETY CAM

Safety Cam is here to stay, there are several stories from so called industry experts that you are able to beat safety cam but it is all a lie, big brother is watching you and I suggest you take it seriously, there will be more on safety cam in future training sessions.

PASSENGERS

Passengers of any kind family or otherwise are not to be carried at any time unless permission is given, drivers of broken down trucks or drivers from another company stranded for one reason or another are given exemption, management must be informed.

SAFETY REOUIREMENTS

More and more in modern day society, companies, especially larger ones, have stringent safety rules and induction sessions. When performing your duties on their premises it is OUR responsibility to ensure you carry the necessary safety equipment. It is YOUR responsibility to use it. When you arrive at a customer’s premises it your responsibility to ask their requirements, if for some reason there is a problem you are to contact management immediately, as you do if you have missing or damaged safety gear. Smoking is no longer permitted in most workplaces.

Thongs are not accepted in the workplace. UNIFORMS ARE SUPPLIED AND MUST BE WORN.

All safety equipment supplied by OUR COMPANY remains the property of OUR COMPANY and should any employee leave or be terminated all safety equipment should be returned to the office before your final wages are paid and should there be equipment missing

without reason the cost will be deducted from the driver’s final payment.

LOAD RESTRAINT IS YOUR RESPONSIBILITY

 Load restraint training will be part of the induction process and like other duties you will undergo a competency test on load restraint before commencement of employment.

FATIGUE MANAGEMENT POLICY

 VANGEV ENTERPRISE PTY LTD drivers must work standard hours; drivers with expired medicals must work standard hours. Changing from BFM to standard hours requires a reset period of 48 hours

RTA regulations are to be adhered to at all times. The WORK DIARY is to reflect the actual activity and the time it took place; this will be tested under our internal audit system and against our satellite tracking.

Duplicate pages are to be handed in to management weekly or at your earliest convenience or within 21 day’s Work Diary fines are the responsibility of the driver STANDARD HOURS

WORKING AND RESTING HOURS STANDARD HOURS

PAPERWORK

Always check your paperwork I.E make sure the name on the docket or issuing paperwork is the correct one and at all time drivers are to follow instructions from management.

Always make the correct REGO NO is on the paperwork

Always check that the correct DESTINATION or LOAD NO is on the paperwork

Never leave customers premises if there is any doubt about paperwork, you are to contact management, as any discrepancies are able to be fixed if all know immediately.

ONCE IT HAS BEEN UNLOADED IT IS TOO LATE

Some products are worth considerable amounts of money and any shortages or discrepancies can be deducted from the owner’s earnings and in the case of neglect drivers may be found to responsible for losses incurred

NEVER LEAVE A CUSTOMERS PREMISES WITHOUT A PROOF OF DELIVERY UNLESS PREVIOUSLY ORGANISED
NEVER ARGUE THE POINT WITH THE CUSTOMER SIMPLY CONTACT MANAGEMENT.

GROSS MASS AND AXLE WEIGHTS

This is a great concern to us all, as we are all held accountable on this issue. NOT UNDER ANY CIRCUMSTANCES DOES OUR COMPANY CONDONE OVERLOADING. All care is taken by management to provide training 

YOU ARE THE DRIVER AXLE WEIGHTS ARE YOUR RESPONSIBILITY WEIGHTS

If you have any questions regarding weights and regulations please contact management.

OPERATORS OF OVER DIMENSIONAL VEHICLES OPERATE WITH PERMITS ALL EMPLOYEES WILL RECEIVE TRAINING ON THE USE OF THESE PERMITS

CUSTOMER RELATIONS

We in the road transport industry operate in a very competitive climate and in most cases find it difficult to be better than the opposition, but we must strive to do just that by operating clean well maintained trucks with good quality equipment, employing well attired drivers with good attitude, pleasant nature and being aware of their own personal hygiene, we always ask that you be courteous and obliging if a problem arises never argue with a customer or a customers customer always contact management, remember you are our representative and it is always pleasing to get good reports back from customers.

COMMUNICATIONS

At all times communications is most important, any problem whether it be loading or unloading or you are unable to meet customer’s demands or time expectations, operations need to be made aware of it, we cannot fix it if we do not know about it. Schedules and rosters shall be adjusted to suit all needs considering times, speed and fatigue.

PHONE CALLS

Drivers are to be reminded t at is illegal to transmit on a mobile phone whilst mobile unless it is in a recognized ca kit. In Victoria and the ACT it is illegal to use the mobile phone at all unless the driver can use the phone without touching any part of the phone. Payment of any fines relating to mobile phone use in a vehicle is the responsibility of the employee.

Mobile telephones are provided are for business related activities and minimal personal usage is permitted

FUEL

After you purchase your fuel it is your responsibility to check the liters you have purchased before receiving your docket once again it is too late after the fact, always check your purchase docket and make sure it is fuel you are signing for. Always fill in fuel sheet. In is the driver’s responsibility to assure that the truck does not run out of fuel.

COMPLIANCE AND ENFORCEMENT

VANGEV ENTERPRISE PTY LTD is a responsible company and systems are in place to be compliant in line with the recently introduced compliance and enforcement bill and all driving records with be aligned with fuel accounts and phone bills for total compliance.

VANGEV ENTERPRISE  PTY LTD has in place a complete management system to ensure compliance under the act.

TRIANGLES

In the case of a breakdown or fallen load that is no clearly visible for at least 200 metres, use our portable warning signs (triangles) by placing one in front, one at the side and one at least 50 metres and not more than 150 metres at the rear of your vehicle. You are required by law to use your warning triangles to alert other vehicles.

DEPARTURE TIME

All drivers leaving home on any trip are to allow enough time to have adequate rest. This must be adhered to strictly as time frames are important to manage driver’s fatigue.

VEHICLE CLEANLINESS

All vehicles are to be kept clean at all times

The inside of the vehicle is your living quarters and the inside of the cab is to be kept clean at all times, cleaning equipment is supplied. This is a pre-requisite of employment and drivers found not keeping the inside of the truck clean may find the status of their employment reviewed

Trucks are to kept washed and trailers are to be washed weekly

Under new OH&S passive smoking laws smoking will be banned in company vehicles.

PERSONAL USE OF COMPANY OWNED VEHICLES

Personal use of vehicles is prohibited and vehicles may only be taken home or off route with the permission of management and be able to have the vehicle completed parked OS the road.

B-Double routes are to b adhered to all times maps and permits are all in vehicles.

TRAINING INDUCTION AND LICENSE COSTS

VANGEV ENTERPRISE PTY LTD is committed to ensuring that all employees’ assigned responsibilities in relation to the Company Manual are competent to perform their responsibilities. To achieve this, the company will ensure that all relevant employees are provided with a copy of the Company Manual. Further whenever a policy or procedure is amended all affected employees shall be given appropriate training to ensure competence and understanding.

All employment will start with a letter of offer

Induction and continuous training will include, but is not limited to:

• Company procedures including paperwork requirements
• Familiarization with the Company Manual
• Information on the common causes of fatigue
• Tips to identify signs of fatigue; and
• Scheduling and rostering practices
• Warf and container loading process
• Loading and axle weights
• Daily checks and vehicle inspectors
• Fault reporting

With laws constantly changing and compliance being a vital part of OH&S and road transport laws the onus is now for employers to assure all employees are to undergo training and obtain further necessary licensing and certificates to operate various machinery and inductions associated with every day obligations of being employed by OUR COMPANY. As this all comes with associated costs, the company is prepared to negate any extra cost on the employee and bear the added cost of training, licensing and associated certificates for the qualifying period. If the employee undergoes training and leaves before the expiry of the qualifying period, the associated costs of obtaining beneficial licenses and training will be reimbursed to OUR COMPANY.

If you the employee are to undergo the necessary training licensing and subsequent education and you cease employment prior to the qualifying period the company request that all or part of monies spent on compliance are to be re-reimbursed to the employer if the period is less than six months. Uniforms are supplied and to be laundered and well presented.

QUALIFYING PERIOD

Qualifying period i deemed to be casual for three months, and all employees are required to undergo medical assessment during this period at the company’s expense and all employees are subject o this clause, during the medical examination a drug and alcohol test will be conducted and failure of the medic 1 examination may mean that further employment may not be offered. Por purposes of training, licensing and further education the qualifying period is deemed to be six months.

ABANDONMENT OF EMPLOYMENT POLICY

If you are absent from duty without the approval of management you will lose pay for the days you are absent, unless you are able to show that it was through personal illness, or through no fault of yours. Where you fail to provide a reasonable explanation or notification of illness from a medical practitioner and the absence is greater than five days you will be taken to have abandoned your employment. Notification of any unplanned absence must be made to the employer within 3 working days. The abandonment of your employment may lead to disciplinary action, and you may be regarded as having resigned from your employment with the Company.

The balance of any moneys owing for ordinary pay, and for any accrued leave entitlement will then be paid into the account that you nominated for payment of wages.

WAGES AND CONDITIONS

All wages will be paid by mutual agreement in line with the letter of offer signed and dated by the driver and the Modern Award Road Transport and Distribution Award. This Award will be a minimum bench mark and negotiations agreeable to all parties will be reached. Holidays, public holidays, sick leave and other benefits will be paid in accordance with Modern Award Road Transport and Distribution Award and or mutual agreement.

Any money spent by the driver on the road relating to company expenses must be accompanied by a tax invoice for the purpose of claiming, the company can and will not recognize expenditure that has no proof of purchase.

REQUEST FOR LEAVE

 All employees are entitled to annual leave as per the Modern Award Road Transport and Distribution and in line with the letter of offer signed and dated by the driver, employees are requested to notify the company and give management as much notice as possible or practicable we believe 1-month notice is acceptable. Certain personal circumstance will be considered at all times.

DISPUTE RESOLUTION PROCEDURE

It is the intention of the Company and employees to eliminate disputes. It is agreed that all parties shall confer in good faith with a view to resolving any matter by direct negotiations and consultation.

The parties further agree that subject to the provisions of the Fair Work Act 2009 all grievances, claims or disputes shall be dealt with in the following manner so as to ensure the orderly settlement of the matters in question:

1. Any grievance or dispute, that arises, shall, where possible, be settled by discussion on the job between the employee and his or her immediate supervisor
2. If the matter is not under (1.) above, the matter will be further discussed between the affected employee and the manager
3. The parties acknowledge the right of either party to appoint, in writing, another person to act on behalf of the party in relation to resolve the matter at the workplace level
4. Agree to allow either party to refer the matter to mediation if the matter cannot be resolved at the workplace level
5. Agree that if either party refers the matter to mediation, both party will be participate in the mediation process in the good faith
6. Acknowledge the right of either party to appoint, in writing, another person to act on behalf of the party in relation to the mediation process.

In the event that no resolution to the problem is found within reasonable time, the matter may apply to Fair Work Australia for resolution, with Fair Work Australia empowered to settle any dispute using its powers under the Act.

Whilst the dispute settlement procedure is being followed work should continue normally unless the employee has a reasonable concern about imminent risk to their health or safety. Where there is a justifiable concern the employee will not unreasonably fail to comply with the direction of the organization to perform other available work. No party shall be prejudiced as to the final settlement by the continuance of work in accordance with this procedure.

WORKER BEHAVIOUR

Fighting and Aggressive Behaviour

An employer must ensure the provision of a workplace that is healthy, safe and without risks to the well —belling of workers by controlling fighting and aggressive behaviour within the workplace.

Vangev Enterprise’s management must develop and implement a workplace culture where fighting and aggressive behaviour is not tolerated and ensure that counselling and disciplinary procedures are in place to deal with instances of fighting and aggressive behaviour that may occur.

Management will identify and take appropriate action in any cases of fighting and aggressive behaviour that may occur in areas under our control and ensure that all parties involved receive appropriate counselling and discipline as necessary.

Differences of opinion, conflicts, personality clashes and problems in working relationships are a part of working life. However, where aggressive behaviour is exhibited, intervention on the part of management must be taken to prevent the situation escalating into open violence and fighting.

Dealing with Fighting and Aggressive Behaviour

Immediate action must be taken in any case of fighting or aggressive behaviour. Usually in case of fighting, both sides should be suspended pending investigation, which should be undertaken immediately to determine whether one or both parties are responsible for the behaviour. Unilateral violence or aggression should be treated as bullying or workplace violence, and the perpetrator counselled and/or disciplined.

Co-workers must avoid becoming involved in any outbreak of fighting or aggression. Intervention may be seen as taking sides or may even place a person at risk from both sides.

Reporting the matter to management to allow them to take control of the situation is the safest and preferred method of dealing with fighting and aggression. Where fighting is actually occurring, becoming involved poses the following decisions

1. A moral choice to preserve the health and Safety of a person, or
2. The risk of physical injury and the risk of possible allegations of assault, especially if the persons of the opposite sex are involved and accidental touching of a person's body occurs during the

 Where the violence is due to an equal fault of both parties, a decision will be made whether to continue the employment of the parties. The prospect of future outbreaks of fighting and aggression should both parties remain in the workplace must always be considered, together with the possible effects on others in the company.

NO BULLYING POLICY

This is a bullying and violence-free workplace. Bullying is unreasonable behaviour that is repeated over time, directed towards a worker, or group of workers, that creates a risk to health and safety. It includes behaviour such as screaming at someone, initiation practices, interfering with work processes and putting down someone’s opinions.

Bullying is not an acceptable part of this company's work culture. Single incidents of unreasonable behaviour can also create a risk to health and is not acceptable as part of this company's work behaviour.

If you are being bullied, or see others being bullied at work, you should report it as soon as possible. All reports will be treated seriously and investigated promptly, confidentially and impartially. Violence between workers is not tolerated under any circumstances. Supervisors are responsible for ensuring that no person in their work group is bullied, threatened or physically hurt by other workers.

Disciplinary action may be taken against anyone who bullies a co-worker.

OUR COMPANY is an equal opportunity employer and complaints of harassment or discrimination will be taken seriously and dealt with by management.

BULLYING COMPLAINT RESOLUTION

Informal Complaints Procedure

In most cases the best method to resolve complaints is through an informal process. If you believe you are being bullied or have witnessed incidents of bullying you may choose to:
Contact your supervisor or a contact officer to discuss an informal complaint procedure. Options include:

Management strategy to raise awareness or education in regards to appropriate workplace behavior

Mediation between the parties at the workplace, if appropriate.

The supervisor or contact officer speaking to the alleged bully on the complainant’s behalf, to convey the complainants concerns and reiterate Our workplace bullying policy. Directly approaching the person responsible to discuss the matter. This may be in the presence of a supervisor or OHS representative.

FORMAL COMPLAINTS PROCEDURE

This procedure assumes that informal resolution of the bullying complaint has been unsuccessful or is inappropriate.

• A formal complaint of bullying will need to be in writing and should be made to the Business Manager.
• A prompt investigation will be conducted by the Business Manager or an external professional if appropriate.
• The complainant will be informed of the timeframe for resolution.
• Everyone involved will be responsible for treating information in strict confidence.
• The investigation will be conducted by interviews with the complainant, alleged bully and witnesses
• The Managing Director will then take appropriate remedial and/ or disciplinary action or counselling.
• All parties to the complaint will be advised of the outcome.
  
  

THEFT, ATTEMPTED THEFT OR REMOVAL OF PROPERTY POLICY

The theft, attempted theft or unauthorised removal of Company property, other employee’s property, or property entrusted to the care of the Company by clients is an act of serious misconduct.

Where the Company has reasonable grounds to believe that an employee has committed an act of theft, the employee may be stood aside on pay while an investigation is conducted.

Where the Company is satisfied that an employee has committed an offence, their employment may be terminated and they may face criminal charges.

All allegations of theft, attempted theft or removal of property will be put in writing to the employee. No termination will take place until the employee has had a reasonable time to respond to any allegations. Once termination has taken place, an employee may seek a review of the termination by presenting a response to the allegations to Managing Director

SERIOUS OR WILLFUL MISCONDUCT

 The following list (which is not exhaustive) contains examples of offences which constitute serious misconduct which may give rise to summary dismissal:

• Unauthorized possession of property, money, information or intellectual property belonging to or under the control of the Employer
• Possession or use of the properly of other employees without the owner's 
• Refusal to undertake the duties of the employee's position or to carry out any proper and lawful instruction delivered by person acting with the authority of the duty
• Walking off the job without contacting shift supervisor
• Physical violence or the incitement of any such physical violence against any persons on the Employees premises or at a work place where the Employer's employees report
• Racial, sexual or other improper harassment of an employee, customer or member of the public.
• Being at work in such a state of intoxication (whether drugs or alcohol) as to -prevent or impede the proper performance of duties (whether of the employee himself/herself or of any other employee).
• Being on licensed premises without permission during work
• The possession, transport or use of non-prescribed prohibited drugs or alcohol whilst on the Employers premises or
• Deliberate use of an unauthorized password in order to enter or attempt to enter, a computer known to contain information to which the employee is not entitled to have
• Unauthorized possession of company keys, credit cards, vehicle fuel cards.
• Failure to observe safety procedures or working in an unsafe manner, or failing to make proper use of safety equipment where such equipment is installed.

SUSPENSION FROM DUTY/ RECOVERINC OF COSTS // DISMISSAL

SUSPENSION FROM DUTIES

Our policy of firmness with fairness regarding personnel management is evidenced by our decision that we may/will suspend drivers from normal duties pending investigations into accidents and other issues such as abuse and misuse of equipment etc. Appropriate action will be taken after investigations are completed.

DEBT RECOVERY

The company will abide by any court orders in respect of recovery of debts. No discussions will be entertained on this subject.

Should you incur a debt with this company or any of its customers the company will take appropriate action to recover the debt.

DISMISSAL

Vangev Enterprise will take action against any employee who willfully or negligently causes damage o our company property or customer’s property or any gent of a customer.

In the case of gross and willful misconduct the company reserves the right to dismiss an employee immediately without notice. Furthermore, you may give cause for dismissal for the following reasons including but not limited too.

1. Drive at excessive speed
2. Over rev or abuse equipment
3. Drive or being in charge of company vehicles whilst under the influence of alcohol or a drug, consume alcohol or drugs on duty or carry alcohol or drugs on company equipment when they are not noted on the load
4. Drive downhill out of gear.
5. Interfere/tamper with company equipment.
6. Neglect to keep records as requested or falsify records.
7. Abuse other road users or customers.
8. Are charged and found guilty of an offence causing an accident, or failing to report an accident.
9. Permit unauthorized drivers to operate your truck.
10. Repeatedly report late for work or fail to communicate.
11. Refuse or neglect to carry out instructions and malingering.
12. Cause mechanical failure by abuse or negligence.
13. Any charges and found guilty of an offence involving dishonesty or theft related to this company or our customer.
14. Fail to advise when unable to meet ETA.
15. Fail to report conviction on a traffic offence notice, or any other offence.
16. Failure to supply a copy of your license history when requested by Management.
17. Carry unauthorized passengers in your vehicle with previously reporting to management.
18. Deviate from your set route without company approval or use the vehicle for private use without authorization.
19. Possession of or trafficking in illegal drug or company property.
20. Possession of offensive weapons.
21. Fighting, issuing threats or abuse of company personnel, property plant or equipment.
22. Immoral conduct, indecency or sexual harassment. 

ACCDENTS

If you are involved in an accident of any kind, you must be aware of your responsibilities, first of all human lives are of the utmost concern, you are to attend to the safety of anybody involved and authorities must be contacted immediately, tell in short, your position or area, street or road name, suburb or town, nature of load, any spillage or leakage of materials from any of the vehicles involved.

You must try as quickly as practicable to keep traffic moving safely, you might be able to engage the help of an onlooker to direct traffic, or assist in aiding the injured until authorities arrive, do not move injured people you may become liable, make them as comfortable as you can but do not attempt to move an injured person.

If uninjured yours If attempt to take photos, if you are injured encourage somebody to take them for you it could save you from litigation later on.

Only leave the scene of the accident by direction of the Police if you require urgent medical attention.

Contact management from OUR COMPANY as soon as possible or practicable NEVER ADMIT LIABILITY

Emergency Numbers are provided to all personnel

Obtain as much information from any person involved in the accident as you can IE:

• Name or names

• Address

• Time of accident

• Registration details

• Vehicle details

• License details

• Also take note of: Weather conditions, Traffic conditions.
  
  

Obtain information from witnesses

• A business card

• A Phone no mobile or other wise

You are required to give police all relevant details

• Your name
• Registration details of vehicle
• Details of your WORK DIARY
• Details of load

 Any further information should be obtained from management

If accident is caused by Our driver fault or negligence Our company insurance will cover the cost of damages where insurance EXCESS is on cost of the driver who operated that vehicle in time of the accident.

INTERCEPTION

These are the procedures if you are intercepted by an authoritative person eg. POLICE/RTA/ EPA/CENTOC, etc they do not necessarily need a reason to stop you, you must be polite and co- operative.

In the past we have found it beneficial for you and us to have a record of road side interception by authorities, so in the best interests of all there are some details that we would like you to take note of in this situation.

1. Which authority has pulled you over eg Police / RTA
2. Why you have been pulled over.
3. Officer details eg name, station badge no, rego of vehicle
4. Comprehensive details of conversation
5. Details of infringements or defects
6. Report any interception to management

Also details of weather traffic conditions.

Remember this is the same information they record on their report.

Contact VANGEV ENTERPRISE management on 0488 VANGEV = 0488 826438

CODE OF CONDUCT

The Vangev Enterprise’s Code of Conduct provides guidelines for managers and employees in the performance of their duties. Breaches may result in disciplinary action and potentially dismissal.

Personal Responsibility

Manager will:

• Respect every employee’s dignity, freedom and individual needs
• Provide a working environment that is safe and enjoyable
• Recognize the work of each of their employees
• Obey the law

Employees will:

• Treat customers and fellow employee with honest, courtesy and respect
• Respect and safeguard the property of customers, the company and fellow employees
• Maintain confidentiality
• Perform all duties to the best of their ability
• Perform their job in a safe, responsible and effective manner
• Ensure their personal, business and financial interests do not conflict with their duty to VANGEV ENTERPRISE

Absence from Work

If you are unable to attend work because of illness or any other reason you must notify your manager or supervisor prior to your allocated start time.

Alcohol & Other Drugs

Consumption of alcohol that impacts public relations, safety in the workplace or which may violate drinking and driving laws is unacceptable. The consumption of or being under the influence of alcohol or illegal drugs whilst at work will result in disciplinary action.

Where prescription drugs are involved, employees must ensure that safety in the workplace is not affected and that any potential performance impairment is properly managed.

Company Property All employees must

• Take good care of all company property including tools, machinery, equipment and vehicles
• Not remove company property from ANY premises without proper authorization.
• Report all property damage, losses and evidence of theft to their manager immediately

Company Vehicles and Machinery

When using a company vehicle or machinery, employees must hold an appropriate Licence or Certificate of Competency for that vehicle or machinery. Employees must ensure that company vehicles and machinery are not used in a way that will reflect badly on the company or for unauthorized purposes.

• Comprehensive insurance is provided however, no cover is provided if the vehicle is driven by an unlicensed person, under the influence of alcohol or illegal drugs in which case the driver will be responsible for the expenses associated with the notifiable event.
• Drivers involved in a notifioble event must comply with all legal and insurance requirements including assisting injured persons, notifying police, exchanging particulars and so on. Fault must not be admitted at any time
• A notifiable event must be reported to your Manager as soon as possible
• All fines incurred through motor vehicle or traffic infringements will be the responsibility of the driver.

Customer Service
Managers and employees must use their knowledge and skills to professionally promote Vangev Enterprise services. All employees should

• Avoid arguments and confrontations with customers and other employees
• Refer difficult situations to a supervisor/manager

Strict compliance with the Trade Practices Act is required in all business transactions.

Grievances
All employees should report any grievances to their supervisor/manager in the first instance. If they do not feel the matter has been satisfactorily dealt with and if a suitable remedy is not forthcoming, they should speak confidentially with the GM or a Director.

Grooming & Appearance

In order for Vangev Enterprise to present a positive, professional image, personal appearance must be neat and tidy at all times. Uniforms where provided should be freshly laundered and worn at all times.

Non-Discrimination

Management is committed to equal opportunity for all its employees. Employees must not discriminate against or harass anyone in the workplace based on race, colour, religion, gender, age, marital status, disability or other factors unrelated to legitimate business interests.
This behaviour will be deemed as unacceptable and will not be tolerated. Employees should avoid sexual advances of comments, racial or religious jokes or slurs, or any other conduct that is or maybe regarded as intimidating or offensive.
Any employee found to have engaged in such conduct will be subject to immediate discipline up to and including dismissal.

Occupational Health & Safety

 
All employees must

• Know and comply with safety regulations and procedures relevant to their position
• Wear appropriate clothing/PPE and use equipment safely
• Report unsafe practices or conditions as well as injuries or “near miss” incidents to a supervisor.

Mobile Phones

Mobile telephones where provided are for business related activities and minimal personal usage is permitted.

Computers

Where applicable access to a computer together with reasonable software applications deemed necessary to complete your job responsibilities will be provided.

Inappropriate use of company computer hardware and software could potentially impact or cause business intimation and this will lead to disciplinary action.

Privacy Policy

1. Introduction

Vangev Enterprise Pty Ltd ACN 151 847 773 recognises that your privacy is important. This document is our privacy policy and it tells you how we collect and manage your personal information (including the personal information will collect from you when you access the Vangev Enterprise website) and how we will use that information.

We respect your rights to privacy under the Privacy Act 1988 (Cth) (Act) and we comply with all of the Act’s requirements in respect of the collection, management and disclosure of your personal information.

2. What is your personal information?

When used in this privacy policy, the term “personal information” has the meaning given to it in the Act. In general terms, it is any information that can be used to personally identify you. This may include your name, address, telephone number, email address and profession or occupation. If the information we collect personally identifies you, or you are reasonably identifiable from it, the information will be considered personal information.

3. What personal information do we collect and hold?

We may collect the following types of personal information about you:

• name;
• mailing or street address;
• email address;
• telephone number;
• facsimile number;
• age or birth date;
• profession, occupation or job title;
• employment history;
• educational history;
• medical information;
• security information from Police and other governmental departments;
• Tax File Number;
• superannuation account information
• bank account information;
• details of the services you have acquired from us or which you have enquired about, together with any additional information necessary to deliver those services and to respond to your inquiries;
• any additional information relating to you that you provide to us directly through our website or indirectly through use of our website or online presence, through our representatives or otherwise; and
• information that you provide to us through customer surveys or visits by our representatives from time to time.

We may also collect some information that is not personal information because it does not identify you or anyone else. For example, we may collect anonymous answers to surveys or aggregated information about how users use our website.

4. How do we collect your personal information?

We collect your personal information directly from you unless it is unreasonable or impracticable to do so. When collecting personal information from you, we may collect in ways including:

• through your access and use of our website, including when you send us feedback or subscribe to our publications via our website;
• email;
• telephone;
• online forms;
• online or manual recruitment services;
• external recruitment processes; or
• during conversations between you and our representatives.

We may also collect personal information from third parties including:

• your current or previous employer;
• personal and professional references;
• medical professionals;
• cloud based services;
• web filtering services; or
• from third party companies such as credit reporting bodies, law enforcement agencies and other government entities.

5. What happens if we can’t collect your personal information?

If you do not provide us with the personal information described above, some or all of the following may happen:

• we may not be able to provide our services to you, either to the same standard or at all;
• we may not be able to provide you with information about services that you may want, including information about special promotions;
• you will be unable to submit feedback or subscribe to our publications via our website, but you may still access and browse certain areas of our website; or
• we may be unable to tailor the content of our website to your preferences and your experience of our website may not be as enjoyable or useful.

6. For what purposes do we collect, hold, use and disclose your personal information?

We collect personal information about you so that we can perform our business activities and functions. We collect, hold, use and disclose your personal information for the following purposes:

• to provide our services to you and to send communications requested by you;
• to answer inquiries and provide information or advice about existing and new services;
• to contact you regarding your feedback and to provide you with our printed materials;
• to develop new offers, products and services and to help us improve our business;
• to provide you with access to physical sites across the business;
• to conduct recruiting activities;
• to conduct workforce planning;
• to ensure we comply with our safety obligations;
• to ensure we comply with all applicable laws;
• to provide you with access to protected areas of our website;
• to assess the performance of the website and to improve the operation of the website;
• to conduct business processing functions including providing personal information to our related bodies corporate, contractors, service providers or other third parties;
• for the administrative, marketing (including direct marketing), planning, product or service development, quality control and research purposes of us and our related bodies corporate, contractors or service providers;
• to provide your updated personal information to our related bodies corporate, contractors or service providers;
• to comply with our contractual obligations to our customers, particularly those with security requirements (such as the Department of Defence);
• to update our records and keep your contact details up to date;
• to process and respond to any complaint made by you; and
• to comply with any law, rule, regulation, lawful and binding determination, decision or direction of a regulator, or in co-operation with any governmental authority.
  
  
  7. Our website

Our privacy policy also applies to our website at www.vangev.com

Cookies

When you access our website, we may send a “cookie” (which is a small summary file containing a unique ID number) to your computer. This enables us to recognize your computer and greet you each time you visit our website without bothering you with a request to register. It also enables us to keep track of the services you view so that, if you consent, we can send you news about those services. We also use cookies to measure traffic patterns, to determine which areas of our website have been visited and to measure transaction patterns in the aggregate. We use this to research our users’ habits so that we can improve our online services. Our cookies do not collect personal information. If you do not wish to receive cookies, you can set your browser so that your computer does not accept them. We may log IP addresses (that is, the electronic addresses of computers connected to the internet) to analyze trends, administer the website, track users movements, and gather broad demographic information.

Security

As our website is linked to the internet, and the internet is inherently insecure, we cannot provide any assurance regarding the security of transmission of information you communicate to us online. We also cannot guarantee that the information you supply will not be intercepted while being transmitted over the internet. Accordingly, any personal information or other information which you transmit to us online is transmitted at your own risk.

Links

Our website may contain links to other websites operated by third parties. We make no representations or warranties in relation to the privacy practices of any third party website and we are not responsible for the privacy policies or the content of any third party website. Third party websites are responsible for informing you about their own privacy practices.

8. Who do we disclose your information to?

We may disclose your personal information to:

• our employees, related bodies corporate, contractors or service providers for the purposes of operation of our website or our business, fulfilling requests by you, and to otherwise provide services to you including, without limitation, web hosting providers, IT systems administrators, mailing houses, couriers, payment processors, data entry service providers, electronic network administrators, debt collectors, and professional advisors such as accountants, solicitors, business advisors and consultants;
• other third parties appointed by Linfox (for example, the distributors of our printed materials) who may require access to personal information in order to perform our services and our business operations;
• suppliers and other third parties with whom we have commercial relationships, for business, marketing, and related purposes; and

any organisation for any authorised purpose with your express consent.

• We may combine or share any information that we collect from you with information collected by any of our related bodies corporate (within Australia).

9. Direct marketing materials

We may send you direct marketing communications and information about our services that we consider may be of interest to you. These communications may be sent in various forms, including mail, SMS, fax and email, in accordance with applicable marketing laws, such as the Spam Act 2003 (Cth). If you indicate a preference for a method of communication, we will endeavour to use that method whenever practical to do so. In addition, at any time you may opt-out of receiving marketing communications from us by contacting us (see the details below) or by using opt-out facilities provided in the marketing communications and we will then ensure that your name is removed from our mailing list.

10. Do we disclose your personal information to anyone outside Australia?

We may disclose personal information to our related bodies corporate and third party suppliers and service providers located overseas for some of the purposes listed above.

We take reasonable steps to ensure that the overseas recipients of your personal information do not breach the privacy obligations relating to your personal information.

We may disclose your personal information to entities located outside of Australia, including the following:

• our related bodies corporate, located across the Asia-Pacific region;
• our data hosting and other IT service providers, located in various locations throughout the world; and
• other third parties located throughout the world.
  
  11. Security and data quality

We take reasonable steps to ensure your personal information is protected from misuse and loss and from unauthorized access, modification or disclosure.
We may hold your information in either electronic or hard copy form. Personal information is destroyed or de-identified when no longer needed or when we are no longer required by law to retain it (whichever is later).

12. How can you access and correct your personal information?

You may request access to any personal information we hold about you at any time by contacting us (see the details below). Where we hold information that you are entitled to access, we will try to provide you with suitable means of accessing it (for example, by mailing or emailing it to you). We may charge you a reasonable fee to cover our administrative and other reasonable costs in providing the information to you. We will not charge for simply making the request and will not charge for making any corrections to your personal information.

There may be instances where we cannot grant you access to the personal information we hold. For example, we may need to refuse access if granting access would interfere with the privacy of others or if it would result in a breach of confidentiality. If that happens, we will give you written reasons for any refusal.

If you believe that personal information we hold about you is incorrect, incomplete or inaccurate, then you may request us to amend it. We will consider if the information requires amendment. If we do not agree that there are grounds for amendment then we will add a note to the personal information stating that you disagree with it.

13. What is the process for complaining about a breach of privacy?

If you believe that your privacy has been breached, please contact us using the contact information below and provide details of the incident so that we can investigate it. We will treat your complaint confidentially, investigate your complaint and aim to ensure that we contact you and your complaint is resolved within a reasonable time (and in any event within the time required by the Act, if applicable).

14. Contacting us

If you have any questions about this privacy policy, any concerns or a complaint regarding the treatment of your privacy or a possible breach of your privacy, please use the Contact Us link on our website (available at: https://vangev.com) or contact our Privacy Officer using the details set out below.

You can contact our Privacy Officer via:

Post:
Privacy Officer
Vangev Enterprise Pty Ltd
42 Westcott Parade
Rockbank VIC 3335 Australia

Email:
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