Workplace Behaviour Policy

Purpose

This policy establishes Westlink Logistics’ commitment to a work environment free from bullying, harassment, discrimination, victimisation, and occupational violence. It provides the framework for identifying and managing psychosocial hazards and sets out obligations for reporting, investigation, and resolution of complaints.

Scope

This policy applies to all Westlink Logistics employees, contractors, labour hire workers, volunteers, and visitors across all workplaces, work-related events, and digital communications. It covers conduct at Westlink premises, client sites, during travel for work purposes, and at work-related social functions. It extends to conduct outside the workplace where there is a sufficient connection to the employment relationship.

Organisational Context

Westlink Logistics operates heavy haulage, project logistics, and maritime services across Australia, primarily supporting defence, government, resources, and infrastructure sectors. Workers operate in high-risk environments including remote sites, vessel operations, and heavy vehicle transport where psychosocial hazards compound physical safety risks.

The organisation holds Defence Industry Security Program (DISP) membership and is subject to JOSCAR pre-qualification, both of which require demonstrated workforce management standards. Workplace behaviour obligations are integrated into the Westlink Management System (WMS) and managed alongside WHS risks under ISO 45001.

Policy Commitments

Westlink Logistics is committed to:

• Eliminating or minimising psychosocial risks so far as is reasonably practicable, in accordance with the Work Health and Safety Act 2020 (WA) and the WHS Regulations 2022 Part 5.1.

• Meeting the positive duty to eliminate sexual harassment, sex discrimination, and related conduct under the Sex Discrimination Act 1984 (Cth) s.47C, as amended by the Respect@Work Act 2022.

• Providing accessible, confidential reporting mechanisms and ensuring all complaints are investigated promptly, impartially, and in accordance with procedural fairness.

• Taking appropriate disciplinary action where unacceptable behaviour is substantiated, and protecting complainants and witnesses from victimisation.

• Ensuring all workers understand expected standards of behaviour through induction training, regular awareness activities, and leadership example.

Definitions

Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety, as defined in the Fair Work Act 2009 s.789FD. A single occurrence of unreasonable behaviour is not workplace bullying but may constitute another form of unacceptable conduct.

Harassment is unwelcome conduct that a reasonable person would anticipate would offend, humiliate, or intimidate. Sexual harassment is unwelcome sexual conduct as defined in the Sex Discrimination Act 1984 s.28A, regardless of the intention of the person engaging in the conduct.

Discrimination is treating a person less favourably because of a protected attribute under the Equal Opportunity Act 1984 (WA), including race, sex, age, disability, sexual orientation, gender identity, religious belief, pregnancy, marital status, or family responsibilities.

Victimisation is subjecting or threatening to subject a person to detrimental treatment because they have made, or propose to make, a complaint or have assisted another person in making a complaint.

Occupational violence is any incident where a worker is physically attacked, threatened, or abused in circumstances arising out of or in the course of their work, including aggression, intimidation, assault, and threats.

Reasonable management action carried out in a reasonable manner is not workplace bullying. This includes performance management, allocation of work, disciplinary action for misconduct, and operational decisions such as restructuring or redeployment.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

• Verbal abuse, offensive language, yelling, or repeated belittling of a person or their work.

• Spreading malicious rumours or gossip intended to harm a person’s reputation or standing in the workplace.

• Deliberately excluding or isolating a person from work activities, information, or social interactions without legitimate operational reason.

• Intimidating or threatening behaviour, including physical gestures, invasion of personal space, or implied threats to employment security.

• Assigning meaningless or degrading tasks, withholding information necessary for work, or setting unreasonable deadlines designed to cause failure.

• Unwelcome physical contact, sexual advances, requests for sexual favours, or sexually suggestive comments, messages, or images.

• Physical assault, pushing, shoving, throwing objects, or any form of physical violence or threat of violence.

• Cyberbullying, including threatening or abusive electronic communications, demeaning content on social media, or using digital means to harass or intimidate a worker.

Reporting and Investigation

Any worker who experiences or witnesses unacceptable workplace behaviour must report the matter as soon as practicable. Reports may be made to the worker’s direct supervisor, any member of management, the QHSE Manager, or via the confidential reporting mechanism. Reports may be made verbally or in writing. Anonymous reports will be accepted and investigated to the extent possible.

All complaints will be treated seriously, investigated promptly, and handled with appropriate confidentiality. Investigations will be conducted impartially and in accordance with principles of procedural fairness, including the right of all parties to be heard.

Workers who are not satisfied with the internal resolution of a complaint may refer the matter to WorkSafe WA, the Australian Human Rights Commission, the Equal Opportunity Commission of Western Australia, or the Fair Work Commission for anti-bullying orders under s.789FC of the Fair Work Act 2009.

Responsibilities

Role	Responsibility	When
Chief Executive Officer	Accountable for this policy. Ensures the organisation provides a workplace free from bullying, harassment, discrimination, victimisation, and violence.	Ongoing; annual management review
QHSE Manager	Maintains this policy. Coordinates complaint investigations. Monitors psychosocial hazards within the WMS risk framework. Ensures workers are trained in their obligations.	On complaint; quarterly risk review
Managers and Supervisors	Model appropriate behaviour. Take immediate action on observed or reported unacceptable conduct. Support workers who raise concerns. Must not ignore or trivialise reports.	Ongoing; on incident
All Workers	Treat others with dignity and respect. Comply with this policy. Report unacceptable behaviour. Cooperate with investigations.	Ongoing; on incident

Review

This policy is reviewed annually as part of the management review cycle, or earlier where significant changes occur to applicable legislation, the organisation’s psychosocial risk profile, or following a significant workplace behaviour incident. This policy is communicated to all workers during induction and is available to interested parties on request.

Applicable Standards and Legislation

• Work Health and Safety Act 2020 (WA)

• Work Health and Safety (General) Regulations 2022 (WA)

• Code of Practice: Managing Psychosocial Hazards at Work (WA, 2022)

• Fair Work Act 2009 (Cth)

• Sex Discrimination Act 1984 (Cth)

• Equal Opportunity Act 1984 (WA)

• ISO 45001:2018 Occupational Health and Safety Management Systems — Requirements

• ISO 9001:2015 Quality Management Systems — Requirements

Related Documents

• GOV-POL-002 Work Health and Safety Policy

• GOV-POL-009 Equal Employment Opportunity Policy

• GOV-POL-010 Inclusion and Diversity Policy

• GOV-POL-011 Grievance Resolution Policy

• GOV-POL-014 Sexual Harassment Prevention Policy

• GOV-POL-016 Social Media Usage Policy

• GOV-POL-018 Whistleblower Policy