TPG Policy Booklet

Working with us at The Personnel Group

Acknowledgement & Agreement POLICY | Our Organisation NAME: I hereby confirm that I have read, understood and agree to abide by all policies of The Personnel Group, received as part of my Induction information, being: Access and Equity Achieving Legislative Compliance Business Travel and Team Member Amenities Clear Screen Client Privacy of Personal Information Code of Conduct Communications Drug and Alcohol Equal Employment Opportunity and Discrimination Freedom from Abuse and Neglect Freedom from Domestic Violence Health and Wellbeing Information Classification Internet Email and File-Data Usage IT Access Control Learning and Development Mental Health and Physical Health Care Mobile Device Motor Vehicles Office Etiquette Office Style Guide Quality Assuring Our Process & Practices Social Media Support to Quit Smoking Team Member Privacy of Personal Information Teleworking Whistleblower Protection Workplace Health and Safety Signed: Date: Please keep this page in your policy binder and scan a copy to our HR Department representative. Thank you Tracey Fraser

Introduction POLICY | Our Organisation As CEO of The Personnel Group I have a responsibility to ensure that every team member is safe whilst in our workplaces, and that the organisation is equitable in our support and treatment of every team member. I also must ensure that our resources are used wisely and prudently, always focused on enabling us to meet our Purpose – Creating Equality through Employment. To achieve this consistency and fairness, we need to have a set of policies and procedures in place that when followed provide the foundation of acceptable practices and principles upon which we treat each other, our stakeholders and more broadly how we interact as a representative of The Personnel Group. Policies and procedures are an essential part of any organization. Together, policies and procedures provide a roadmap for day-to-day operations. They ensure compliance with laws and regulations, give guidance for decision-making and streamline internal processes. When we follow policies and procedures, we use our valuable time and resources more efficiently. We’ll be able to grow and achieve our goals as an organization. Consistency in practices is also right for us as an individual too. We know what we’re responsible for, what’s expected of us and what we can expect from our colleagues and managers at all levels across the organisation. This knowledge allows us to do our jobs with confidence and excellence. When everyone is following policies and procedures, our organisation can run smoothly. Management structures and teams operate as they’re meant to. Mistakes and hiccups in processes can be quickly identified and addressed. This manual provides access to the key policies of The Personnel Group, the things you should know about straight away as a team member. Many of these policies require an acknowledgement of being read and understood. Once you have read the policies, please complete and scan the acknowledgement form to our HR department. Tracey Fraser Chief Executive Officer

POLICY Our Organisation

Freedom from Domestic Violence POLICY | Our Organisation PURPOSE: The Personnel Group adopts a zero tolerance of domestic and family violence across our communities. TPG is committed to promoting the health and safety of team members. TPG recognises that team members will be among those affected by domestic and family violence and that the impact of such violence is not restricted to private life but can extend into work and accessing supports. TPG recognises that any team member may be affected by domestic and family violence, regardless of gender, and we will ensure we protect all team members. Domestic and family violence has a significant impact on those experiencing it, is often hidden, and can affect all aspects of a person’s life, private and professional. The Personnel Group recognises that domestic and family violence is fostered by a culture in which there is inequality. The Personnel Group will also take action against any team member who is found to be using company time or equipment to perpetrate domestic and family violence. This action could include: reporting to police, removal from premises, support to access medical assistance, disciplinary procedures including termination. OUR COMMITMENT: The Personnel Group commits to: • Creating a safe and supportive work environment that has zero tolerance of violence in any form or against any gender. • Creating an environment where team members experiencing family or domestic violence feel safe and supported and not disadvantaged or discriminated against for disclosing such violence. • Providing a range of supports and reasonable adjustments to team members who are experiencing domestic and family violence to support them to feel safe and to remain employed • Educating all levels of management and team members on how to identify, respond and refer team members who are experiencing said violence. TPG recognises that team members have the right to choose whether, when and to whom they disclose details of their personal circumstances in relation to domestic and family violence and whether they wish to make a formal complaint to police. Information disclosed by a team member in relation to domestic and family violence will be kept confidential except to the extent that disclosure is required or permitted by law, pursuant to Australian Privacy Act. OUR SUPPORT: TPG will offer any team member subjected to domestic and family violence an individualised, confidential array of supports including, but not limited to: • Paid leave (up to 5 days for each incident), if the team member is moving towards exiting the domestic environment • Financial assistance to remove themselves (and family) from the household • Counselling assistance • Support with legal authorities • Flexible working hours to support children and custody arrangements All actions undertaken in enacting this policy will remain confidential to those parties involved and their immediate support team, identified by the team member. Issue Date: 01/08/2020 Current Version: DP97-R1-08/2020 Page 1 of 1 Authorised by: Tracey Fraser, CEO

Freedom from Abuse and Neglect POLICY | Our Organisation The Personnel Group will ensure that the legal and human rights of people with a disability are upheld in relation to the prevention of sexual, physical and emotional abuse within the service. All clients can expect to be provided with a service that meets their individual needs, and is free from abuse or neglect. In addition, The Personnel Group shall, to the best of its ability, ensure all clients placed into employment and provided with ongoing support are in environments which uphold their rights. TPG shall respond promptly, professionally and compassionately to address any situation in accordance with legislative and compliance requirements. The Personnel Group will provide clients with relevant required information regarding the four basic groups of human rights, including but not limited to: • Civil and political rights • Economic, social and cultural rights • The right to individual development • Collective rights All employees of The Personnel Group shall ensure that they work with all clients in the full knowledge of the legal and human rights of all clients, as is the expectation in the general community. Reporting of any breach of human rights in respect of neglect and abuse shall be reported through the Customer and Staff Feedback Form, as per QA procedure QP06. All breaches shall be reported to the CEO immediately. All clients shall be provided with information and training on breaches of the policy, and reporting through the Client Handbook, the Newsletter and the representatives on the Board of Management. TPG will ensure that freedom from abuse and neglect policy is upheld at all times and all staff shall be made aware of the policy and shall be provided with training in the presentation, reporting and supporting clients in relation to abuse. TPG’s prevention strategy ensures the employment of skilled staff who respect the rights of people with disability, who are aware of current policies and legislation pertaining to abuse and neglect, and who will support people and their families and supports to access complaint mechanisms and raise any concerns they have about the service. The Disability Inclusion Act 2014 requires TPG to perform certain checks at the recruitment stage when employing or appointing a person to work with people with disability. These include the: • National Criminal History Record Check for all TPG employees in all roles across the organisations at all levels. • Working with Children Checks for the state or territory of their employment are required for all relevant TPG team members in contact with young people, (anyone aged under 18 years of age) in accordance with the Child Protection (Working with Children) Act 2012 (the Act) and the Child Protection (Working with Children) Regulation 2013. Issue Date: 8/8/2016 Current Version: DP10-R7-02/19 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Code of Conduct POLICY | Our Organisation TEAM MEMBER CODE OF CONDUCT The aim of this Code of Conduct is to provide a framework to enable Team Members to deliver services that best meet the needs of all stakeholders in a manner that meets all legal, statutory and ethical responsibilities as currently required, and to work in a manner that leads to continual improvement in our operations. All Team Members of the Personnel Group are expected to work in a manner that demonstrates strong ethical principles, both individually and organizationally, in a manner that demonstrates our core values: Our Core Values: This Means: We are passionate We are enthusiastic and motivated We are fully engaged We are fair We expect the best- of ourselves, for our participants We care about eachother, our participants, our employers We deliver on our promises We challenge the status quo We give and receive constructive feedback We are courageous – to try, to trust, to tell We go the extra mile to achieve the right outcome We contiunously improve As representatives of the Personnel Group, all Team Members are expected to conduct themselves in a professional and courteous manner and observe the following standards of behavior both inside the workplace and outside the workplace where Team Members may be perceived as representing the Personnel Group. The Personnel Group expects that Team Members will: • Display fairness to all stakeholders without exception • Have the skills to be at ease interacting with diverse internal and external stakeholders • Assume that responsibility for actions and outcomes is individual rather than collective • Ensure that the purpose of all activities undertaken contribute to the core purpose, values and objectives of the Personnel Group • Not undertake work simultaneously with a competitor or other employment that is in conflict with their position at The Personnel Group Team Members of the Personnel Group are committed to, and shall demonstrate this commitment in discharging their duties conscientiously and to the best of their ability. Within our Code of Conduct, five key areas of service provision have been identified, and performance parameters established as follows: 1. Working with Others: Team Members will: • Be fair when dealing with others in making or assisting in making decisions • Be responsive and courteous when communicating and dealing with other Team Members, participants, or visitors Issue Date: 01/10/2010 Current Version: DP14-R5-08/2020 Page | 1 of 3 Authorised by: Tracey Fraser, CEO

Code of Conduct cont’d. • Treat all persons justly, irrespective of gender, sexual orientation, race, disability, religion, marital status, age, political conviction, ethnicity, or other grounds • Avoid favoritism or patronage • Protect the privacy of others and maintain appropriate confidentiality regarding personal information and matters • Ensure compliance with the requirements of the Child Protection Act • Deal with differing opinions by rational debate, support and access to advocacy • Provide prompt and ease of access to the Grievance Procedure • Respect the decisions made by others Team Members will not: • Impede the choice of participants, except when great personal risk is associated with the particular choice • Promote their own choice or opinion of suitable actions onto a participant • Engage in behavior which could be considered as bullying, intimidating, insulting, offensive, degrading, or humiliating to others 2. When working with relevant Laws, Acts and Legislations: Team Members will: • Acknowledge and abide by the current Laws, Acts, Legislations and internal policies and procedures • Maintain a working knowledge of all Laws, Acts, Legislation, Policies and procedures that have an affect on their employment with the Personnel Group Team Members will not: • Engage in criminal or illegal behavior whilst employed by the Personnel Group • Undertake any activities that will bring the Agency into disrepute with stakeholders or the community 3. Working with Integrity: Team Members will: • Be honest, impartial, equitable and conscientious when carrying out duties • Observe procedural and legal fairness (natural justice) in all decision making • Declare potential conflicts of interest between their private interests and their Personnel Group responsibilities • Declare their relationship when participating in decisions affecting another person with whom they have a personal relationship • Utilise internal procedures in the first instance when pursuing issues that require resolution • Report any perceived or alleged abuse of a participant by a third party • Report genuinely suspected fraud, misconduct or maladministration • Maintain privacy of Team Members, Participants and other stakeholders Team Members will not: • Conduct activities on behalf of a participant that compromise intellectual honesty • Breach participant confidentiality • Solicit goods and services from stakeholders • Use knowledge acquired as part of their Personnel Group responsibilities for personal gain Issue Date: 01/10/2010 Current Version: DP14-R5-08/2020 Page | 2 of 3 Authorised by: Tracey Fraser, CEO

Code of Conduct cont’d. • Make any unauthorized statements to the media about the company’s business • Participate in activities or discussions that bring The Personnel Group into disrepute • Work in a manner that maligns co-workers or management 4. Working with Diligence: Team Members will: • Seek to achieve high standards in administration including ongoing development of internal procedures and systems • Ensure timely delivery of stakeholder services • Provide accurate and auditable service delivery records • Consider the health and safety of all stakeholders whilst undertaking duties on behalf of the Personnel Group • Undertake training as required to maintain competencies relevant to the duties they are required to undertake Team Members will not: • Act in an irresponsible and disruptive manner towards others • Cause harassment to others • Allow alcohol or drugs to affect their work performance whilst acting as an official representative of the Personnel Group 5. Working with Resources: Team Members will: • Secure the resources of the Personnel Group against theft or misuse • Ensure that resources are managed effectively, efficiently and used for legitimate purposes of the Personnel Group • Maintain all confidentiality matters during and after employment with The Personnel Group • Ensure that the intellectual property rights of the Personnel Group are maintained • Be personally responsible for maintaining information security at all times Team Members will not: • Use resources in a manner that may harm a participant, the community or the environment • Willfully waste, mistreat or lose resources of the Personnel Group • Breach confidentiality of team members, participants and other stakeholders during or after employment with The Personnel Group • Share intellectual property with any external party from the Personnel Group Issue Date: 01/10/2010 Current Version: DP14-R5-08/2020 Page | 3 of 3 Authorised by: Tracey Fraser, CEO

Drug and Alcohol POLICY | Our Organisation POLICY STATEMENT: Team members and Contractors are required to understand and manage the effects of any drugs or alcohol to ensure they are fit for work. The Personnel Group has a robust Mental Health Strategy as part of its Health and Wellbeing Strategy to ensure that, to every extent possible, there is zero impact on an Team member’s health and wellbeing on a daily basis from the effects of self or peer consumption of illicit drugs/over-the -counter drugs and/or alcohol. We will meet and exceed community expectations and legal requirements with regard to enacting this Policy. APPLICATIONS OF THIS POLICY: This policy specifically applies to any and all team members and associated Contractors: POLICY OBJECTIVES: The Personnel Group is committed to ensuring that a safe, healthy and productive workplace is provided for all Team members. While The Personnel Group does not wish to intrude into the private lives of Team members, if drug use or alcohol has a direct impact on an individual’s work performance or on safety standards, it is The Personnel Groups’ responsibility to Team members, clients and other people to intervene. This policy is designed to inform all Team members and contractors about the effects of drugs and alcohol in the workplace and to ensure they attend work in a fit state. References • Occupational Health and Safety Act 2004 (Vic) • Workplace Health and Safety Act 2011 (NSW) • AS 4308-2008 Procedures for specimen collection and the detection and quantitation of drugs of abuse in urine • The Personnel Group Code of Conduct Definitions Drugs - Any substance other than alcohol which affects the central nervous system. Alcohol - Any liquid that slows down the central nervous system. Authorised independent body - An outside party who has been trained and is certified to perform the task. Authorised person - The Personnel Group will ensure that only competent and authorised personnel carry out drug and alcohol testing when required and will follow AS 4308:2008 in the collection, detection and quantisation of drugs of abuse in urine. Contractor - A person who is not a Company Team Member but is contracted by the Company to perform work. Testing The Company reserves the right to hire an authorised independent body, to conduct testing and analysis for the presence of drugs or alcohol in Team members. All Team members may be required to participate in drug or alcohol testing (random or when directed) during their work hours, as instructed by the CEO. This forms part of an Team member’s terms and conditions of employment. The organisation reserves the right to have new Team members complete drug testing at the commencement of employment. Suspected Person Testing All Team members will be required to participate in drug (including over-the-counter or prescription drugs) testing or alcohol testing if they are suspected by an authorised person (a manager appointed by the Issue Date: 2/11/2011 Current Version: DP51-R3-08/2020 Page | 1 of 3 Authorised by: Tracey Fraser, CEO

Drug and Alcohol cont’d. Company) of being under the influence of drugs or alcohol during their work period or shift. In such cases an authorised person will complete a ‘Suspicion Testing Request Form’ (Appendix 1) and instruct the person to attend an authorised independent body (laboratory) for testing or instruct the person to participate in a breath analysis test. The authorised person will drive the suspected person to a testing facility. Refusal to participate in a drug test will result in the test being deemed as exceeding AS4308. Refusal to participate in alcohol testing will result in the test being deemed as exceeding a zero alcohol reading. Alcohol Standard It is the organisation’s expectation that no staff member consumes any alcohol during normal business hours, Monday to Thursday - 8.30am to 5.00pm, Friday 8.30am to 4.30pm. Any person who is found to have blood alcohol reading greater than a zero is considered unfit for work. Exceptions must be approved by a direct Line Manager. Addressing Breaches • Any person suspected of being affected by alcohol during their work shift will be stood aside from their duties until an alcohol test can be carried out. If the test returns a result that exceeds a zero reading the person will be stood aside from their duties with pay and given 30 minutes to test zero. • If the person cannot provide an acceptable test result within the 30 minute test period they will be summarily dismissed. Drugs Standard This policy complies with the Australian Standard AS 4308. Any person will be considered unfit for work if a urine sample collected and analysed in accordance with approved procedures indicates the presence of a drug at or above the following limits: • Amphetamine Type Stimulants (300 ug/L) • Benzodiazepines (200 ug/L) • Cannabis Metabolites (50 ug/L) • Cocaine Metabolites (300 ug/L) • Opiates (300 ug/L) Use of Over-the-Counter or Prescribed Drugs The organization will support any Team member who has the need to take prescribed medication on an ongoing basis to maintain either physical or mental health through the provision of a Care Plan (Physical Health or Mental Health). • An Team member is, of course, permitted to use or possess over-the-counter or medically prescribed drugs (medication) in the workplace. • It is the Team member’s responsibility to advise their Supervisor if they are taking any prescribed drug or medication that may affect their fitness for duty or work performance. • The Team member should also find out from their doctor or pharmacist what the effects of the prescribed drugs or medication are on work performance. Abuse or misuse of over-the-counter or prescription drugs will be considered a violation of this policy. Each incident of a suspected breach of use of illicit drugs or abuse or misuse of over-the-counter drugs will be investigated on a case-by-case basis. The Company has a ‘zero tolerance’ to Team members affected by illicit or over-the-counter drugs in the workplace. Failure to comply with this policy will invoke disciplinary action, up to and including termination of employment. Addressing Breaches • Any person suspected of being affected by drugs shall be subject to testing by an authorised independent body. • The suspected person will be stood aside from duty until the test is carried out. Should the results indicate a result below AS4308, the suspected person will be allowed to return to work without loss of pay. Issue Date: 2/11/2011 Current Version: DP51-R3-08/2020 Page | 2 of 3 Authorised by: Tracey Fraser, CEO

Drug and Alcohol cont’d. • If the test returns a result that exceeds AS4308 and the person has not disclosed any medication taken that would in any way affect the results the person will be stood aside from duty until further laboratory tests confirms the results. • Should the laboratory test confirm a result that exceeds AS4308 the person will be summarily dismissed. • If the test (performed by an authorised independent body) returns a result that exceeds AS4308 and the person has disclosed medication taken that would affect the results the person will continue duty until further laboratory tests confirms the results. • Should the laboratory test confirm a result that exceeds AS4308 and is inconsistent with the declared medication the person will be summarily dismissed. • Should the laboratory test confirm a result consistent with the declared medication the person will be allowed to return to work without loss of pay. • If the laboratory result provides a test result below AS 4308, the Team member will: - return to work as soon as practicable; - have no record kept on file. • If the laboratory result provides a test result that exceeds AS 4308, the Team member will be summarily dismissed. Confidentiality All information gathered on Team members with regard to “fitness for work” (i.e. medicals, drug and alcohol testing, injury/illness information) shall be treated with the highest levels of confidentiality and shall not be disclosed to other persons without the Team members consent. Contractors Any contractors accessing The Personnel Group premises, who an Team member of The Personnel Group suspects of being affected by drugs or alcohol, will be asked to leave the premises and not return without proof that they are not so affected. Their employers will be advised by a Manager of The Personnel Group as to why the contractor was denied continued access to do any further work at a premises of the Personnel Group and advised the contractor will need to provide the aforementioned proof prior to resumption of work. The Personnel Group has a robust Mental Health Strategy as part of its Health and Wellbeing Strategy to ensure that, to every extent possible, there is zero impact on an Team member’s health and wellbeing on a daily basis from the effects of self or peer consumption of illicit drugs/over-the -counter drugs and/or alcohol. We will meet and exceed community expectations and legal requirements with regard to enacting this Policy. Issue Date: 2/11/2011 Current Version: DP51-R3-08/2020 Page | 3 of 3 Authorised by: Tracey Fraser, CEO

Achieving Legislative Compliance POLICY | Our Organisation The Personnel Group holds various Australian Government contracts and as such is required to demonstrate and have all team members fully aware of the three key areas of risk detailed below. The Personnel Group will fully comply with all relevant Acts and Legislations and will ensure that all team members are aware of their obligations and requirements through the provision of ongoing training and information. Three of the key compliance legislations/plans that you must be aware of and abide by are: FRAUD CONTROL PLAN The Fraud Control Plan (FCP) assists The Personnel Group in preventing, detecting and deterring the risk of fraud. The plan has been structured in the following strategies: a) preventing; b) detecting; c) investigating; and d) recording and reporting. The objective of the Fraud Control Plan is to minimise the potential for instances of fraud on The Personnel Group involving employees, contractors or people outside of the organisation. The Fraud Control Plan also articulates The Personnel Group’s approach to controlling the risk of fraud through: • thorough and regular assessment of the risk of fraud; • developing and implementing processes and systems to effectively prevent, detect and investigate fraud; • applying appropriate criminal, civil, administrative or disciplinary action to remedy the harm from fraud and deter future fraud; • recovering proceeds of fraudulent activity; and • providing fraud awareness training for all staff. PRIVACY MANAGEMENT PLAN A Privacy Management Plan (PMP) is a document that identifies specific, measurable privacy goals and targets and sets out how an agency will meet its compliance obligations under Australian Privacy Principles (APP’s). The Personnel Group’s PMP describes the actions that the organisation must take in order to meet its privacy compliance obligations, and targets for the year following the PMP’s commencement date. The Personnel Group must take steps to achieve these actions and to record how it has done so. We also regularly assess the adequacy of our privacy practices, procedures and systems (including privacy policy and collection notices) to ensure their adequacy for the purpose of compliance with the APPs. INCIDENT MANAGEMENT PLAN An Incident Management Plan (IMP), is the document that helps an The Personnel Group return to normal as quickly as possible following an unplanned event. The Personnel Group’s plan details how an incident will be managed, from occurrence to back-to-normal operation, and provides information about the structure of the Incident Response Team, the criteria for invoking Business Continuity, the management of the incident, resource requirements, any necessary staff movements and critical processes. These Plans are available in full version for all team members to view in full on the Intranet.

Client Privacy and Confidentiality POLICY | Our Organisation The Personnel Group (TPG) is committed to protecting the privacy of personal information which the organisation collects, holds or administers. Personal information is information which directly or indirectly identifies a person. Only reasonably necessary information that will directly relate to the individual for service delivery will be collected. Personal Information kept by TPG may includes names, address, date of birth, telephone number and any other private information. It also includes information about disabilities, health, sexuality, religion and problems that a client may have had or are having. POLICY All clients receiving services from TPG will be assigned a unique, individual identifier (JSID or equivalent) that will enable the processing of required information to approved Government Departments without the need for providing names and addresses. Information sourced from clients shall be kept in a confidential and secure manner, and will be updated as provided by the client to meet current needs. Provision of information by a client is at the discretion of the client to aid in service delivery. COLLECTION The Personnel Group will: • Only collect information that can be shown to be directly relevant for specific contract requirements, effective service delivery and TPG’s duty of care responsibilities. • Take reasonable steps to ensure the information collected is accurate, complete, up to date and relevant • Collect information from approved Government departments, from the person directly and from other medical specialists, schools, training providers, employers and relevant agencies or service providers with the written consent of that person • Collect the information through a variety of means including, reports, interviews, file notes and other relevant documented information in either documented, electronic or interview format. • Obtain written consent prior to obtaining information from any other source. • Obtain written consent prior to releasing information to any other source. • Ensure that personal information is stored securely and is not left on view to unauthorised TPG employees or the general public. • Ensure that only those TPG employees who need access to the above information are granted access. • Respect individual needs and circumstances. • Give clients the option of not identifying themselves when completing evaluation forms or opinion surveys • Ensure that personal information is held in accordance with current privacy laws and the Australian Privacy Principles 2015 (last updated) SERVICE DELIVERY TPG takes seriously its commitment to promoting a culture that respects the privacy and confidentiality rights of individuals. TPG demonstrates its absolute regard for clients and members of staff by respecting people’s rights to privacy and safeguarding any personal information that is entrusted to the organisation. THE SERVICE DELIVERY PROVIDED BY TPG INCLUDES: • All registrants are provided with information held in this policy upon registration, a written copy of this information is provided in the client handbook. Issue Date: 21/11/2016 Current Version: DC13-R6-08/2020 Page | 1 of 2 Authorised by: Tracey Fraser, CEO

Client Privacy and Confidentiality cont’d. • Board members and employees will be informed about the privacy and confidentiality requirements and will be required to sign a confidentiality agreement relating to their role • Explanation to clients and advocates attending the registration interview as to why the information sought is required by the organisation. • Privacy rights and confidentiality in relation to personal and or sensitive information will be upheld regardless of whether the information is stored and communicated through manual or electronic systems, or is communicated verbally. • Release of Information forms will be completed and signed by clients with their full consent before information sharing between appropriate parties takes place. Clients will be explained what information will be shared • Files are stored in a secure location within the office buildings and files are returned to their secure location as soon as they no longer required by an employee. • Clients name or other identifying information is not displayed on whiteboards, notice boards or similar which are located in public places in the office. • Photographic, video or other identifying images are not displayed or aired publicly without the written prior permission of the client • Prompt disposal of all personal information that was no longer essential via the internal shredder or a confidential document disposal service. • All Organisation created information will be destroyed in line with our ISO9001, Quality Procedures for Document and Data Control. LIMITING THE DISCLOSURE OF PERSONAL INFORMATION The Personnel Group will not disclose personal information to anyone else including international entities except: • With the written consent of the person • To prevent a serious and imminent threat to a person’s life or health • As required or authorised by law • Where reasonably necessary for the enforcement of criminal or revenue laws or • Where the person the information is about is likely to know or has been made aware of the practice of disclosure The recipient of the personal information under one of the above exceptions may only use it for the purpose for which it was disclosed. Each client has the right to review access information kept by the organisation and receive all documentation supplied by the client when service provision ceases. A client may request this information at any time and The Personnel Group must provide them access within a reasonable timeframe. MAKING A COMPLAINT If a client feels that there has been a breach of this policy or any of the Australian Privacy Principles, they have the right to make a complaint. Clients should make a complaint to The Personnel Group, by following the complaint procedure located in the client handbook or at any reception area. If a client feels that their compliant has not been dealt with appropriately or is unhappy with the response from The Personnel Group, The client will be encouraged to contact the Office of the Australian Information Commissioner for Complaints on 1300 363 992 or The Complaints Resolution Referral Service on 1800 880 052, to assist with further resolution of their complaint. Issue Date: 21/11/2016 Current Version: DC13-R6-08/2020 Page | 2 of 2 Authorised by: Tracey Fraser, CEO

Whistleblower Protection POLICY | Our Organisation Purpose The purpose of this policy is to provide an overview of The Personnel Group’s policy and procedure in relation to protecting team members who exercise their right and responsibility to bring to attention legitimate concerns regarding serious wrongdoing by the organisation. The Personnel Group requires directors and team members (paid or voluntary) to observe high standards of business, legal, ethical and moral behavours. No person shall be personally disadvantaged for reporting wrongdoing. Not only is it illegal is against the organisations Values. The Personnel Group is committed to maintaining an environment where legitimate concerns are able to be reported without fear or retaliatory action or retribution. Scope This Policy is intended to encourage and enable employees and others to raise serious concerns internally so that the Personnel Group can address and correct inappropriate conduct and actions. It is the individual responsibility of all to report concerns about violations or suspected violations of any law, regulation or Act to which the organisation is respondent. Protection is available to Whistleblower’s who disclose wrongdoing that is: • Serious in nature • Made in good faith, and • Made with reasonable grounds to believe it is true Protection is not available where the disclosure is: • Trivial or vexatious in nature with no substance. This will be treated in the same manner as false reporting and may itself constitute wrongdoing. • Unsubstantiated allegations which are found to have been made maliciously, or knowledge to be false. Reporting It is the intention of the organisation to provide a safe environment for all team members to discuss any concern. In the first instance, this should be, were practicable, with the immediate Manager. If you feel uncomfortable speaking with your Manager, you are encouraged to speak with Natasha Black, People and Culture Coordinator. Managers are required to formalise all complaints or concerns in writing to be ultimately actioned by the CEO, or designate (COO, CFO). The CEO (Whistleblower Compliance Officer) is responsible for ensuring that all complaints about unethical or illegal conduct are invested and resolved. Should the concern regarding unethical or illegal conduct include the CEO, the team member has the right to access Board support. The People and Culture Coordinator will support the team member to access this support. Acting in Good Faith Any team member filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to be maliciously or knowingly false, will be viewed in line with the disciplinary policy. Confidentiality Violations or suspected violations may be submitted on a confidential basis by the team members. Reports or violations or suspected violations will be kept confidential to the extent possible, consisted with the need to conduct an adequate investigation. Handling of Reported Violations The CEO, or designate, will notify the person who submitted a complaint and acknowledge receipt of the report or suspected violation. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation. Issue Date: 23/7/2019 Current Version: DP61-R1-07/19 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Work Health and Safety POLICY | Our Organisation Commitment At TPG the health, safety and well-being of our people is the first priority for us. We do our best to ensure that the health and safety of our team members, including contractors, customers and visitors, is at the centre of all our interactions and service delivery. Goals and Objectives TPG will: • Provide and maintain a work environment that is safe and without risks to Health and Safety • Provide safe equipment and systems of work, • Provide written procedures and instructions to ensure safe systems of work, • Ensure compliance with legislative requirements and current industry standards, • Provide information, instruction, training and supervision to team members, contractors and customers to ensure their safety, • Provide support and assistance to team members and opportunities to be involved in consultation on safety issues, • Develop, implement and review WHS Management System on a regular basis, in consultation with all affected parties and provide appropriate resources, time and finances, • Adopt a risk management approach to safety, • Provide prompt and effective injury management in accordance with Accident Compensation legislation, and • Provide prompt a Return to Work and Suitable Duties Program for all total and partial incapacity injuries. Responsibilities TPG recognizes that management has the overall responsibility to provide a safe workplace. Each management representative will be held accountable for implementing this policy in their area of responsibility via their annual performance reviews. Management responsibilities are contained in full in the Role Profiles and broadly encompass: • Providing and maintaining the workplace in a safe condition, • Ensuring all WHS policies and procedures are implemented and complied with, • Actively promoting and leading by example by being involved in the implementation of policies and procedures, • Providing the resources to meet the WHS commitment. • Consult with team members who carry out work for the business or undertaking who are, or likely to be, directly affected by a matter relating to health and safety Team members will ensure that they: • Follow all WHS policies and procedures including Site Safety Rules and Safe Work Method Statements, • Promptly report all incidents and hazards to their Health and safety representative or direct manager, • Work safely so as not to place themselves or anyone else in danger, • Use all safety equipment provided. Consultation TPG has total commitment to encouraging consultation and co-operation between management and team members. It will involve appropriate parties in any workplace change that will affect the health and safety of team members in the workplace. Issue Date: 9/10/2012 Current Revision: DOH09-R7-04/2020 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Team Member Privacy and Confidentiality POLICY | Our Organisation Privacy and confidentiality is the right of an individual to not have personal, including sensitive, information disclosed to others without that individual’s express informed consent. The Personnel Group takes its responsibility to ensure the integrity of data collected from team members and held ‘on file’ as part of the normal employee/employer transaction seriously. Only reasonably necessary information that will directly relate to the Employment of Team Members will be collected. Collection The Personnel Group will only collect information that can be shown to be directly relevant for employment reasons including: • Name • Address • Date of birth • Telephone numbers • Emergency contact details • Copies of driver’s license and other licenses or compliance statements required as part of your role • Copies of training and other education certificates • Tax file and superannuation details • Copies of signed policies and procedure you have agreed to • Staff incident reports and file notes • Health information or plans you may have disclosed • Pay records and copies of employment contracts TPG will: • Take reasonable steps to ensure the information collected is accurate, complete, up to date and relevant. • May collect information from references including, written letters and phone interviews. • Ensure that personal information is saved in secure files that only the CEO and People and Culture team have access to. • Ensure that personal information is held in accordance with current privacy laws and the Australian Privacy Principles 2014. • Ensure your privacy rights and confidentiality in relation to personal and or sensitive information is upheld regardless of whether the information is stored and communicated through manual or electronic systems, or is communicated verbally. • Dispose of all personal information that is no longer essential via the internal shredder or a confidential document disposal service. • All Organisation created information will be destroyed in line with our ISO9002, Quality Procedures for Document and Data Control. Limiting the disclosure of personal information The Personnel Group will not disclose personal information to anyone else including international entities except: Issue Date: 26/5/2014 Current Version: DP72-R1-06/14 Page | 1 of 2 Authorised by: Tracey Fraser, CEO

Team Member Privacy and Confidentiality cont’d. • With the written consent of the person • Where reasonably necessary for the enforcement of criminal or revenue laws or Given to a court in the course of criminal proceedings • For a purpose other than the primary purpose for which the information was collected, where that other purpose is directly related to the primary purpose, and the individual would reasonably expect the organisation to use or disclose the information for that purpose • Necessary to be used or disclosed to lessen or prevent either a serious and imminent threat to an individual’s life, health, safety or welfare; or a serious threat to public health, safety or welfare; • Necessary to be used or disclosed for the establishment, exercise or defence of a legal or equitable claim • Where that information may be accessible to that party through other means The recipient of the personal information under one of the above exceptions may only use it for the purpose for which it was disclosed. Each Team Member has the right to review or access information kept by the organisation. A Team Member may request this information at any time and The Personnel Group must provide them access within a reasonable timeframe. Making a Complaint If a Team Member feels that there has been a breach of this policy or any of the Australian Privacy Principles, they have the right to make a complaint. If a Team Member feels that their complaint has not been dealt with appropriately or is unhappy with the response from The Personnel Group, The Team Member will be encouraged to contact the Office of the Australian Information Commissioner for Complaints on 1300 363 992 or The Complaints Resolution Referral Service on 1800 880 052, to assist with further resolution of their complaint. Issue Date: 26/05/2014 Revision: DP72-R1-06/14 Page | 2 of 2 Authorised by: Tracey Fraser, CEO

Quality Assuring Our Processes & Practices POLICY | Our Organisation At The Personnel Group, we pride ourselves on always striving for continual improvement in every aspect of our business and interactions with each other, our clients and our communities. To this end, we hold ourselves accountable to the exacting Standards of Quality Management System ISO 9001, the National Standards for Disability Services and ISO 27001 Information Security Management System. These three key tenants of our business are encapsulated in our Quality Assurance framework. Adopting, implementing and reviewing Quality Assurance (Quality Management System (QMS)) is a way of preventing mistakes and defects in manufactured products and avoiding problems when delivering products or services to customers; which ISO 9000 defines as “part of quality management focused on providing confidence that quality requirements will be fulfilled”. Quality Assurance allows TPG to provide consistent and auditable services to clients. With regard to each element of the three key tenants, achieving compliance to the: National Standards for Disability Services abidance enables TPG to hold Disability Services Certification required for its Australian Government Disability Employment Service Contracts; ISO 9001 enables TPG to achieve the  , a globally recognised best practice icon; And ISO 27001, ensures TPG meets the exacting standards of the Australian Government’s ICT requirements for organisations receiving funding or dealing with Government. A quality management system (QMS) is defined as a formalized system that documents processes, procedures, and responsibilities for achieving quality policies and objectives. A QMS helps coordinate and direct an organization’s activities to meet customer and regulatory requirements and improve its effectiveness and efficiency on a continuous basis. Our QMS is captured within Promapp, and is referred to as our Quality Procedures. Currently we have 16 Quality Procedures to support the organisations success. Implementing a quality management system affects every aspect of our performance. Benefits of a documented quality management system include: • Meeting the customer’s requirements, which helps to instil confidence in the organization, in turn leading to more customers, more sales, and more repeat business • Meeting the organization’s requirements, which ensures compliance with regulations and provision of products and services in the most cost- and resource-efficient manner, creating room for expansion, growth, and profit • These benefits offer additional advantages, including: – Defining, improving, and controlling processes – Reducing waste – Preventing mistakes – Lowering costs – Facilitating and identifying training opportunities – Engaging staff – Setting organization-wide direction – Communicating a readiness to produce consistent results Quality assurance comprises administrative and procedural activities implemented in a quality system so that requirements and goals for a product, service or activity will be fulfilled. It is the systematic measurement, comparison with a standard, monitoring of processes and an associated feedback loop that confers error prevention. This is completed through Internal Audits and adherence to our Quality Procedures. Internal Quality Audit Schedule is developed to ensure that all elements of the quality system are audited at least once annually to ensure that procedures and National Standards Disability Services, ISO 9001 and ISO27001 conditions are met.

POLICY Our People

Quit Smoking Assistance POLICY | Our People The Personnel Group’s aim is to have a smokefree workplace. This is an integral part of our commitment to provide every team member with a healthy and safe workplace. The Personnel Group’s Quit Smoking Assistance policy is aimed at protecting fellow team members from the impact of second hand smoke, and to support team members who wish to quit smoking. It is our responsibility under Occupational Health and Safety Acts to work towards a smokefree environment. The Personnel Group has a duty to provide a safe and non hazardous working environment for all team members; must take reasonable care, under common law, to protect team members in the workplace; must ensure no team members suffers injury due to the impacts of second hand smoke, and under the Disability Discrimnation Act protect the rights of susceptible people. Smoking is a major cause of preventable death and disease in Australia. Smoking kills. The personal impact of smoking is emotional, personal and financial. Smoking impacts everyone who comes into contact with a smoker. Second hand smoke is a known health hazard and there is no safe level of exposure. The Personnel Group is committed to supporting team members to have a healthy lifestyle and If a team member wants to quit smoking TPG will set up a mutual agreement with the team member to assist with quitting smoking. There are many different methods to quit smoking and what works best will be up to the individual to decide. The following steps should be taken to commence quitting smoking. 1. Download the free Smoke free app on your mobile phone. 2. Make an appointment with your GP to develop a quit smoking plan. 3. Provide the HR Department representative with a copy of the plan. TPG ASSISTANCE 1. TPG will contribute 50% of the cost of the quit smoking plan (capped at $200) this will be reimbursed upon receipt of payment for quit smoking services. ( an office account claim form is to accompany the receipt) 2. TPG will approve an additional 2 EAP counselling sessions for a team member that has a quit smoking plan (total of 5 sessions) TEAM MEMBER RESPONSIBILITIES 1. Download the free Smokefree app on your mobile phone 2. Be fully committed to quitting smoking. 3. Provide a copy of your quit plan to the People and Culture Manager 4. Attend monthly catch up session with People and Culture Manager There are many helpful websites that can assist with quitting smoking, including: www.helptoquit.com.au www.quit.org.au www.iCanQuit.com.au In all states the hotline to call Quitline is 13 78 48 (13 QUIT) Issue Date: 26/08/2020 Current Version: DP99-R1-08/2020 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Health and Wellbeing POLICY | Our People SCOPE The Personnel Group is committed to providing a working environment that supports healthy lifestyle activities through promoting mental wellbeing, work/life balance, healthy nutrition and physical activity. PURPOSE The purpose of this policy is to enhance TPG’s commitment to the health and wellbeing of its team members. In line with our Workplace Health and Safety policy, this policy further promotes and supports team members towards sustainable health and lifestyle changes. POLICY TPG has 12 initiatives per year, one launched each month. These initiatives support Mental and Physical wellbeing of our team members and can include the community. Initiatives are determined on an annual basis. TPG has four ongoing initiatives throughout the year that team members can access at any point. These are 1. Accidental/Incidental Exercise 2. Quit Smoking 3. Health and Wellbeing Reimbursement 4. Health and Wellbeing Newsletter MENTAL HEALTH WELLBEING Mental Health Wellbeing in the workplace is an integral part of an engaged workforce. At TPG we have the following programs in place to ensure that promotes a mentally healthy workplace. Employee Assistance program – Internal and External supports Internally, The Personnel Group has an on staff People Support Coordinator, a Social Worker who can assist any team member to identify issues that need referral, or be a confidential ally in the workplace for support. The external Employee Assistance (EAP) is a free and confidential counselling service that all team members can access for themselves or their family to support their wellbeing in the workplace and in their personal lives. 1. Employee Assistance program The Employee Assistance Program (EAP) is a free and confidential counselling service that all team members can access for themselves or for their families to support their wellbeing in the workplace and in their personal lives. The EAP program provides onsite and offsite support to all team members in the following capacity: • The EAP allows for 3 counselling sessions per team member each year • Telephone counselling is available 24 hours/7 days per week • Services provided by the EAP to employees are strictly confidential except when matters arise that have serious implications for the workplace, or the safety and wellbeing of the employee or others. In these circumstances, non-identifying feedback will be disclosed to TPG. • Access to the EAP service is either on a self-referral basis, or may be offered to the employee by a member of the management team or People and Culture department. TPG may obtain statistical data from the EAP from time to time however such data will not include names of any employee utilising EAP services. Contact details for EAP providers in their areas can be found on the TPG Intranet under staff contacts. 2. Mental health care plans for team members with a mental health condition • Mental Health care plans are for those team members that have disclosed a mental health condition and dictate how they wish to be supported by TPG in times of a relapse. They outline the mental health needs of the team member, what assistance maybe required and how they wish to be supported by TPG during these Issue Date: 13/08/2014 Current Version: DP74-R4-01/2020 Page | 1 of 2 Authorised by: Tracey Fraser, CEO

Health and Wellbeing cont’d. times. In some cases they may also note the team members GP details. 3. Mental Health First Aid • As part of our induction process all team members are enrolled in a Mental Health first Aid course. This is to ensure a basic understanding of how to support someone should they be experiencing mental health. It also provides a guide for self-care. All of which are important in Work and Personal life. TPG is recognised skilled Mental Health first aid workplace – Gold tier. 4. Work life balance • TPG supports a healthy work life balance for all team members in many ways, TPG supports this through the following ways: o RDOs and Leave in Lieu o Flexible working conditions o Annual leave o Gifted Birthday day off (conditions apply) o Reasonable time during work hours to attend medical appointments PHYSICAL HEALTH WELLBEING TPG promotes physical health in the workplace through re-energising with blocks of annual leave, healthy eating and encouraging an active lifestyle through exercise. 1. Annual Leave • Team members are encouraged to take annual leave in increments of one week or more to ensure that the team members have a decent break to rest and recuperate. • Annual leave accrual is monitored by the people and culture team to ensure that team members are taking breaks during the year. 2. Health eating • TPG encourages healthy eating in the workplace. All sites provide a weekly fruit bowl for team members to enjoy and contribute to their daily recommended intake of fruit. • TPG provides healthy food options for all functions and events, ensuring all dietary requirements of team members are met. • When traveling for work, as far as practicable healthy food options are the preferred dining option. 3. Promoting an active lifestyle at work and home • TPG encourages physical activity in the workplace. The 12 Health and Wellbeing initiatives encompass physical activity – being a 10,000 step challenge and a ‘ride around our footprint’ challenge. • Team members are encouraged to participate in community health events and are included as an approved activity for the health and wellbeing reimbursement. • TPG supports office teams that wish to register a sporting team in local sporting activities. • TPG promotes walking meetings and holds stand up meetings to reduce sedentary movements. HEALTH AND WELLBEING REIMBURSEMENT Each financial year TPG will contribute $100 reimbursement towards each employee for the purpose of purchasing products and services related to their health and wellbeing. To demonstrate TPGs commitment to Health and wellbeing all new team members receive a health and wellbeing voucher on their first day of employment with TPG. All team members are sent a voucher each year to serve as a reminder to claim the reimbursement for the year. PROCESS FOR CLAIMING - TPG’S ANNUAL HEALTH & WELLBEING REIMBURSEMENT In order for team members to claim their, annual $100.00 Health & Wellbeing Reimbursement Gift, the completion of an Office Account Claim Form (OACF) will be required (this can be downloaded from the Intranet). The form will need to be completed correctly with all the relevant information included and corresponding invoices attached in order for the reimbursement to be made by the finance department. Issue Date: 13/08/2014 Current Version: DP74-R4-01/2020 Page | 2 of 2 Authorised by: Tracey Fraser, CEO

Equal Employment Opportunity and POLICY | Our People Discrimination POLICY The Personnel Group aims to provide an environment where Team Members and others in the workplace are treated fairly, with respect, and are free from unlawful discrimination, harassment, vilification and bullying. The Personnel Group has a zero tolerance to discrimination in all forms. The Personnel Group aims to ensure that when employment decisions are made, they are based on merit, not on irrelevant attributes or characteristics that an individual may possess. The Personnel Group also tries to create a work environment which promotes good working relationships. This Policy is not limited to the workplace or work hours. This Policy extends to all functions and places that are work related. For example, work lunches, conferences, Christmas parties and client functions. Equal Employment Opportunity (EEO) laws apply to all areas of employment, as well as the provision of goods and services. Under EEO laws, discrimination, vilification, sexual harassment, bullying and victimisation are unlawful and strictly prohibited. 1. Discrimination Discrimination in employment occurs when a person is treated less favourably in their employment because of a ground of discrimination. Grounds of discrimination are set by State and Commonwealth Laws as follow: • Race (including colour, nationality, descent, • Industrial/trade union membership, ethnic,ethno-religious or national origin) non-membership or activity • Religious belief or activity • Political belief or activity • Sex • Employer association membership, • Marital status, relationship status non-membership or activity • Pregnancy (including potential pregnancy) • Compulsory retirement • Homosexuality, transsexuality, sexuality, sexual • Transsexuality, transgender and gender identity preference, lawful sexual activity • Criminal record • Carers’ responsibilities, family responsibilities carer • HIV/AIDS or parental status, being childless • Medical record • Disability, including physical, mental and • Spent convictions intellectual disability • Defence service • Breastfeeding • Association (i.e. association with a person who • Age has one or more of the attributes for which • Physical features discrimination is prohibited) • Employment activity 2. Harassment and Sexual Harassment • Discrimination also includes the situation where a workplace participant harasses another person based on a ground of discrimination. Harassment is unwelcome conduct that a reasonable person would expect to offend, humiliate or intimidate. • Sexual harassment is unwelcome conduct of a sexual nature, which makes a person feel offended, humiliated or intimidated. Conduct can amount to sexual harassment even if the person did not intend Issue Date: 2/05/2011 Current Version: DP04-R5-06/2019 Page | 1 of 4 Authorised by: Tracey Fraser, CEO

Equal Employment Opportunity and Discrimination cont’d. to offend, humiliate or intimidate the other person. Sexual harassment does not have to be directed at a particular individual to be unlawful. Behaviour which creates a hostile working environment for other workplace participants can also be unlawful. Examples of sexual harassment include, but are not limited to: • Physical contact such as pinching, touching, grabbing, kissing or hugging. • Staring or leering at a person or at parts of their body. • Sexual jokes or comments. • Requests for sexual favours. • Persistent requests to go out, where they are refused. • Sexually explicit conversations. • Displays of offensive material such as posters, screen savers, Internet material etc. • Accessing or downloading sexually explicit material from the Internet. • Suggestive comments about a person’s body or appearance. • Sending rude or offensive emails, attachments or text messages. 3. Bullying • Bullying is repeated, unreasonable behaviour directed towards an individual or group that creates a risk to health and safety. Unreasonable behaviour means behaviour that a reasonable person, having regard to all the circumstances, would expect to victimise, humiliate, undermine or threaten. • It is not bullying for a manager or supervisor to counsel a team member about their performance. Performance counselling is a necessary part of ensuring that workplace participants meet the Personnel Group’s standards of work and behaviour. Also, other reasonable managerial actions such as disciplinary action, work directions and orders, and allocation of work in compliance with business needs and systems do not constitute bullying. 4. Vilification • Vilification is a public act which incites hatred, severe contempt or severe ridicule of a person or group, because of race, homosexuality, transgender, transsexuality or HIV/AIDS. Vilification is a particularly serious breach of EEO laws and will be dealt with accordingly. 5. Victimisation • Victimisation is where a person is retaliated against or subjected to a detriment because they have lodged a complaint, they intend to lodge a complaint or they are involved in a complaint of unlawful conduct. Workplace participants must not retaliate against a person who raises a complaint or subject them to any detriment. 6. Rights and Responsibilities All team members must: • ensure they do not engage in any unlawful conduct towards other team members, customers/clients or others with whom they come into contact through work; • ensure they do not aid, abet or encourage other persons to engage in unlawful conduct; • follow the complaint procedure in this Policy if they experience any unlawful conduct; • report any unlawful conduct they see occurring to others in the workplace in accordance with the complaint procedure in this Policy; and • maintain confidentiality if they are involved in the complaint procedure. Team members should be aware that they can be held legally responsible for their unlawful conduct. Team members who aid, abet or encourage other persons to engage in unlawful conduct, can also be legally liable. Issue Date: 2/05/2011 Current Version: DP04-R5-06/2019 Page | 2 of 4 Authorised by: Tracey Fraser, CEO

Equal Employment Opportunity and Discrimination cont’d. 7. Breach of this Policy • All team members are required to comply with this Policy at all times. If a team member breaches this Policy, they may be subject to disciplinary action. In serious cases this may include termination of employment. Agents and contractors (including temporary contractors) who are found to have breached this Policy may have their contracts with the Personnel Group terminated or not renewed. • If a person makes an unfounded complaint or a false complaint in bad faith (e.g. making up a complaint to get someone else in trouble or making a complaint where there is no foundation for the complaint), that person may be disciplined and may be exposed to a defamation claim. 8. Complaint Handling Procedure • If a team member feels that they have been subjected to any form of unlawful conduct contrary to EEO laws or this Policy, they should not ignore it. The Personnel Group has a complaint procedure for dealing with these issues. The complaint procedure has numerous options available to suit the particular circumstances of each individual situation. 9. Examples of the ways in which a Complaint can be dealt with Confront the Issue • Where possible the team member’s member should address the issue with the person concerned. Identify the offensive behaviour, explain that the behaviour is unwelcome and offensive and ask that the behaviour stop. It may be that the person was not aware that their behaviour was unwelcome or caused offence. • This is not a compulsory step. If a team member does not feel comfortable confronting the person, or the team member confronts the person and the behaviour continues, the employee should report the issue to the People and Culture Manager. Report the Issue • A team members should report the issue to his or her direct manager. The manager will aim to deal with the complaint in accordance with this Policy. There are two complaint procedures that can be used: informal and formal (detailed further below). The type of complaint procedure used will be determined by the nature of the complaint that is made. Informal Complaint Procedure · Under the informal complaint procedure there is a broad range of options for addressing the complaint. The procedure used to address the issue will depend on the individual circumstances of the case. Possible options include, but are not limited to: · The manager discussing the issue with the person against whom the complaint is made; and/or · The manager facilitating a meeting between the parties in an attempt to resolve the issue and move forward. The informal complaint procedure is more suited to less serious allegations that if founded, would not warrant disciplinary action being taken. Formal Complaint Procedure · The formal complaint procedure involves a formal investigation of the complaint. Formal investigations may be conducted by an independent internal Manager or a person from outside the Personnel Group, appointed by the Personnel Group. · An investigation generally involves collecting information about the complaint and then making a finding based on the available information as to whether or not the alleged behaviour occurred. Once a finding is made, the internal investigator or the external investigator will make recommendations about resolving the complaint. · If the Personnel Group considers it appropriate for the safe and efficient conduct of an investigation, team members directly involved may be required not to report for work during the period of an investigation. The Personnel Group may also provide alternative duties or work during the investigation period. Generally, team members will be paid their normal pay during any such period. Issue Date: 2/05/2011 Current Version: DP04-R5-06/2019 Page | 3 of 4 Authorised by: Tracey Fraser, CEO

Equal Employment Opportunity and Discrimination cont’d. 10. Confidentiality · The manager will endeavour to maintain confidentiality as far as possible. However, it may be necessary to speak with other team members in order to determine what happened, to afford fairness to those against whom the complaint has been made and to resolve the complaint. · All team members involved in the complaint must also maintain confidentiality, including the team member who lodges the complaint. Spreading rumours or gossip may expose team members to a defamation claim. Team members may discuss the complaint with a designated support person however the support person must also maintain confidentiality. · A team member will not be victimised or treated unfairly for making a complaint. 11. Possible Outcomes · The possible outcomes will depend on the nature of the complaint and the procedure followed to address the complaint. Where an investigation results in a finding that a person has engaged in unlawful conduct or breach of this Policy, that person may be disciplined. · The type and severity of disciplinary action will depend on the nature of the complaint and other relevant factors. Where the investigation results in a finding that the person complained against has engaged in serious misconduct, this may result in instant dismissal. Any disciplinary action is a confidential matter between the affected team members and the Personnel Group. Agents and contractors (including temporary contractors) who are found to have engaged in unlawful conduct and/or breached this Policy may have their contracts with the Personnel Group terminated or not renewed. The Personnel Group may take a range of other non-disciplinary outcomes to resolve a complaint, depending on the particular circumstances. Examples include, but are not limited to: • training to assist in addressing the problems underpinning the complaint; • monitoring to ensure that there are no further problems; • implementing a new policy; • requiring an apology or an undertaking that certain behaviour stop; and/or • changing work arrangements. 12. What to do if you are not satisfied with the outcome If any of the parties are not satisfied with the way the complaint was handled or the outcome of the complaint process they can contact the HR department representative. The complaint handling process and/or the outcome may then be reviewed with a recommendation made to the CEO. The CEO’s decision to resolve the matter will be final. The Personnel Group’s goal is to resolve issues in-house wherever possible. Team members can seek the assistance of an outside agency if they feel that their complaint has not been adequately addressed. 13. Questions If team members are unsure about any matter covered by this Policy they should seek the assistance of the HR Department representatives. Issue Date: 2/05/2011 Current Version: DP04-R5-06/2019 Page | 4 of 4 Authorised by: Tracey Fraser, CEO

Mental Health and Physical Condition POLICY | Our People Care Plan SCOPE This policy applies to Personnel Group team members with a disclosed mental health condition or a permanent physical health condition. PURPOSE The purpose of this policy is to ensure that Team Members whom have a permanent physical condition or a mental health condition have a plan in place that informs TPG of their individual support needs required in times of relapse. Once the Care Plan is developed a copy will be kept on the team member’s individual personnel file and can be accessed when required. POLICY 1. It is up to the team member to disclose to their manager and/or a member of the HR Department that they have a mental health condition or a physical condition that has the potential to affect their work, or place themselves or others at risk to health and safety. 2. This disclosure can happen at any time, it is not limited to the commencement of their employment and it is not determined by the length of service. 3. Any disclosure by a team member of a mental health or permanent physical condition remains private and confidential between their direct manager and the HR Department representative. 4. A team member is not required to provide supporting evidence when they disclose a condition or conditions, however in the event of a prolonged absence, a detailed medical certificate will be required to indicate the period that the team member will be absent from work. 5. Once the condition has been disclosed a Care Plan should be completed with the direct manager and a HR Department representative. It is the team members responsibility to accurately complete the personal elements of the Care Plan, and this may require medical evidence and support. 6. Each individual will be different in terms of the support that they require, so far as reasonably practical TPG will endeavour to meet the support requirements of the team member. 7. In conjunction with the direct manager and the HR Department representative, a review period will be determined. In the event of a relapse the Care Plan will be reviewed. Issue Date: 13/08/2014 Current Version: DP75-R1-08/2017 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Learning and Development POLICY | Our People PURPOSE To encourage the ongoing professional development of all team members by maintaining a commitment to learning and development promoting high professional standards and quality service delivery. DEFINITION Professional Development: Any process or activity, planned or otherwise, that contributes to an increase in or maintenance of knowledge, skills and personal qualities. This includes leadership, management, service delivery and personal development/growth. POLICY As part of continuing professional development required by all team members working at The Personnel Group minimum levels of education are to be undertaken by individual team members each financial year. Professional Development can be internal training opportunities, external courses, relevant external meetings, online training sessions or participation on internal committees e.g. WHS, Ongoing professional development will form part of the annual appraisal, including identifying learning needs and opportunities. Non-compliance without an adequate reason may impact on salary considerations. All team members will be required to have a professional development portfolio containing • A development plan created during the annual performance review • Record of attendance sheet • Relevant completion documents e.g. completion certificates The minimum levels of education required for each team members will be based on the team member’s classification. Minimum levels are outlined below Classification Minimum Points Applicable Managers 30 points Co-ordinators 25 points Employer Relationship Coordinator 20 points Workplace Support Consultant 20 points Client Attraction Officer 20 points Employment Consultant (All programs) 20 points Regional Support Officers 25 points Emerging Leaders 25 points Customer Service Assistant (Full Time) 20 points Customer Service Assistant (Part Time) 10 points Trainee Team Members 10 points Central Team Members (Full Time) 20 points Central Team Members (Part Time) 10 points Australia Post Team Members 5 points Assisted School Travel 5 points Issue Date: 26/08/2020 Current Version: DP98-R1-08/2020 Page | 1 of 2 Authorised by: Tracey Fraser, CEO

Learning and Development cont’d. Points will be allocated as per activity and following the guidelines below Emerging Leaders program (Successful completion) 10 points External Full Day Events and Conferences 5 points External Half Day Events and Conferences 3 points External facilitator in house training 3 points Internal facilitator in house training 2 points Internal facilitator ‘refresher’ sessions 2 points (capped at 1 every six months) Program ‘Essentials’ sessions 2 points (capped at 1 every six months) Participation on a relevant committee 2 points (capped at 1 per year) Learning Lunches 1 point (maximum of 15 points per year) Online training courses with proof of completion 3 points Online training courses with no proof of completion 1 point The Personnel Group will continue to provide monthly access to training via the monthly training calendar. Issue Date: 26/08/2020 Current Version: DP98-R1-08/2020 Page | 2 of 2 Authorised by: Tracey Fraser, CEO

Access and Equity POLICY | Our People The Personnel Group (TPG) is committed to providing equal opportunity and promoting inclusive practices and processes, integrating the principles of access and equity in its policies and procedures. This policy describes how The Personnel Group will provide inclusive services to meet the needs of all individuals, irrespective of their age, gender, disability, country of birth, socio-economic status, sexuality, language, race, creed, religion, culture, family responsibilities or other background. Our Access and Equity Policy is designed to ensure all clients achieve their maximum potential and participate fully in employment and the community. PRINCIPALS • Access – TPG will make services available to everyone who is entitled to access the programs we deliver, free from any form of discrimination. • Equity - TPG services will be delivered on the basis of fair treatment of all those clients who are eligible. • Communication – TPG will use various strategies to inform clients and potential clients of the services available, their entitlements and how they can be obtained. TPG shall also consult with all clients regularly about the services being delivered to them to gather feedback on their satisfaction • Responsiveness – TPG will be sensitive to the needs and requirements of all clients from all backgrounds, and be responsive as far as practicable to the individual circumstances of clients. • Effectiveness – TPG will be focused on meeting the needs of all clients from all backgrounds. • Efficiency – TPG will optimize the use of available public resources through a user-responsive approach to service delivery that meets the needs of clients. • Accountability – TPG will review this policy regularly to ensure it is meeting its obligations and that progressive practices are being maintained. The objective of this shall be to increase and improve the participation and achievements in employment outcomes for our clients. TPG welcomes feedback as part of its quality improvement system REASONABLE ADJUSTMENTS ‘Reasonable adjustments’ is a legal term that refers to the practice of making variations to existing policies, procedures or requirements to adjust for the effects of a person’s disability or barrier. The purpose of reasonable adjustment is to allow the person with a disability to compete on their merits, rather than being disadvantaged by the disability. They are not designed to give individuals with a disability an advantage over other individuals, but rather to avoid disadvantages. INCLUSIVENESS TPG promotes the application of inclusiveness for all its clients, employees and stakeholders by ensuring that the programs, services and the support functions take into account individual learning styles/preferences, individual work and personal needs relating to all areas of diversity. TPG WILL • Promote awareness of disabilities and encourage recognition that people with disabilities have the same fundamental rights as everyone else • Provide reasonable adjustments to its service and support practices to ensure that clients are not prohibited from achieving employment outcomes in their chosen areas of employment • Ensure that information about our services will reach all relevant marginal communities in our area, via community networks and/or local media outlets Issue Date: 7/08/2010 Current Version: DP15-R4-05/2020 Page | 1 of 2 Authorised by: Tracey Fraser, CEO

Access and Equity cont’d. • Create a user friendly organisation environment which welcomes diversity and respects difference • Keep and use resources available to assist people of Non English Speaking Background. • Maintain networks with specialist providers for specific advice and referral • Use the same recruitment and admission process for all applicants • Accept clients solely on the satisfying of eligibility requirements • Provide clients and potential clients with adequate information and support to enable them to select the most suitable program for their needs Issue Date: 7/08/2010 Current Version: DP15-R4-05/2020 Page | 2 of 2 Authorised by: Tracey Fraser, CEO

POLICY Our Reputation

Communications POLICY | Our Reputation POLICY STATEMENT The purpose of this policy is to identify the approved channels of communication within The Personnel Group (TPG), their intended purposes, roles and responsibilities of staff in accessing and using them, ensuring TPG’s brand and reputation is protected. TPG’s logo is the cornerstone of all communication channels, must be protected and can only be issued for use by the Brand, Reputation and Communications (BRC) Manager. The objective of this Policy is to enhance and streamline internal and external communications, reinforcing TPG’s vision and strategic priorities. TPG continues to develop and trial new communication platforms, channels and tools to improve sharing and collaboration between TPG and all stakeholders. SCOPE This policy applies to all staff employed by TPG, and its implementation ensures relative legislative requirements and standards of best practice are met. COMMUNICATION CHANNELS TPG has a number of existing internal and communication channels available, including: INTERNAL CHANNELS PURPOSE Staff emails Used for important messages by and for all staff. CEO chat A fortnightly zoom all staff to communicate important information. Yammer (social platform) Used by staff to share work-related achievements, activities and news. TPG intranet Online policies, files, contacts, useful forms and websites for staff access. Training calendar Monthly calendar with various training sessions delivered by Zoom. Peakon staff survey Employee engagement survey for gathering information and feedback. Zoom – VC Used to host meetings with staff and third parties. Emailed newsletter to all staff to promote the TPGs health and wellbeing initiatives, The Health Hub Newsletter plus tips for a healthy lifestyle. PURPOSE EXTERNAL CHANNELS A digital newsletter sent out to a permission based subscriber list, promoting our Community Champions service and success stories. E-newsletter Promotes TPGs services, contact details and organisation purpose and values. Website Offers an online channel for feedback and enquiries. An information resource website used by TPG clients to seek useful information Client portal regarding job search skills. Used to promote our services and engage with the community. Social media SMS appointment reminders to clients. Reminder text messages Employer & Service Feedback survey. Provider Surveys Issue Date: 29/07/2020 Current Version: DP96-R1-07/2020 Page 1 of 3 Authorised by: Tracey Fraser, CEO

Communications cont’d. EXTERNAL CHANNELS PURPOSE Rate It Surveys Utilised in most fulltime offices, to survey client satisfaction incl NPS Advertising Building brand awareness and growing market share. NSDS Client Days Client feedback sessions to gather information to improve service delivery. Have Your Say cards Postcards outlining various methods for feedback to TPG or DSS. ROLES AND RESPONSIBILITIES The CEO is the official spokesperson for TPG. Any statements made to the media must be made by the CEO, or by a nominated spokesperson, approved by the CEO or the BRC Manager. The BRC Manager is responsible for managing all media enquiries and relationships to ensure a timely relevant response, including: • All staff are required to notify the BRC Manager of any expected media visits or upcoming media opportunities or potential issues. • Media releases are only to be released by the CEO or the BRC Manager. WEBSITES The TPG website is a key communication tool. • Content published on the website and client portal, must be approved by the BRC Manager. • Publishing rights are limited to the Marketing and Communications team, IT personnel and third parties who provide technical support. • Enquiries received via the website are responded to by the BRC Manager or the Marketing Officer. During business hours, enquiries will be actioned within 15 minutes when possible. • Responses to Feedback sent via the website are handled by the CEO. DIGITAL COMMUNICATIONS (INCLUDING SOCIAL MEDIA) Digital communications are an effective way to promote services and engage with the community. • The CEO, BRC Manager, and Marketing Officer are the only authorised personnel to upload posts and respond to comments on social media platforms. • All activity using digital communications must adhere to TPG’s Code of Conduct policy. • TPG encourage employees to participate in digital communications. When using digital communications in a personal capacity, employees should avoid speaking on behalf of TPG and be mindful of mentioning TPG in their comments and posts (Refer to social media policy). PUBLICATIONS TPG prepare and issue various publications for internal and external audiences, as well as other editorial and advertising. • All publications must be professionally produced and approved by the BRC Manager. • All publications must adhere to the brand and style guide • Where the TPG logo appears on any publication, it be used as set out in the brand and style guide, is represented correctly at all times and has the permission of the BRC Manager. E-NEWSLETTERS External e-newsletters are designed to provide specific information to a targeted audience via email. • The BRC Manager is to approve every e-newsletter prior to each edition being published. • Subscription information is listed on the TPG website to facilitate sign-up. Privacy and anti-spamming legislation must be adhered to, including the ability to opt-in or unsubscribe. • All e-newsletter publications must adhere to the brand and style guide. Issue Date: 29/07/2020 Current Version: DP96-R1-07/2020 Page 2 of 3 Authorised by: Tracey Fraser, CEO

Communications cont’d. EMAIL SIGNATURE BANNERS Email signature banners may be used to promote TPG • The use of email signature banners is at the discretion of the marketing and communications department and will be determined in line with the external communications strategy. SMS SMS can be used to contact clients who are registered with TPG with the purpose of maintaining engagement with the client, which may include appointment reminders or check-in messages. • SMS are to be sent from TPG issued mobile phones and not personal phones. • Messaging clients is used for the above-mentioned purposes only. ADVERTISING TPG undertakes advertising to communicate information and services. Advertising is recognised as a key tool for marketing purposes and is placed within the channel most appropriate to reach the target audience. This may include (but limited to): • Broadcast media including television and radio, print media, online – google ads, social media, relevant websites, and outdoor advertising. • All advertising must be approved by the BRC Manager and comply with the brand and style guidelines. SIGNAGE TPG signs adhere to the brand/style guidelines, and are approved by the BRC Manager. INFORMATION AND CYBER SECURITY The ISO 27001 Information Security Management System has details about how communications related to information and cyber security should be managed. Please refer to the ISMS Communications Plan for details as it includes details of internal and external reporting requirements. The IT Team is responsible for all communications related to Information Security. Issue Date: 29/07/2020 Current Version: DP96-R1-07/2020 Page 3 of 3 Authorised by: Tracey Fraser, CEO

Office Style Guidelines POLICY | Our Reputation PURPOSE To ensure The Personnel Group’s image and branding is consistent across the organisation and portrays the desired image as set out in the organisations style guide. REQUIREMENTS External Office signage and windows to be branded as per The Personnel Group’s branding style guide. All signage is to be approved by the Brand Reputation & Communications Manager and/or CEO, and be installed by an approved signage company as directed by the marketing department. Only approved logos are to be placed in the front window of any office. Except for any required signage relating to programs delivered, or posters issued by the marketing department, displaying third party posters on our doors and windows is not permitted. The outside of our offices are to be kept as clean and tidy as possible. Please report dirty windows/facades or gardening needs to the Facilities and Fleet Manager. Internal All internal spaces including the reception and office areas, must be kept neat and clutter free at all times. Reception: Framed (all the same) on display on wall preferably to the side of the reception wall where clients can read the statements where possible. 1. TPG Agency policy statement 2. DSC Accreditation 3. QEC Accreditation 4. One approved artwork 5. DSS Service Guarantee and Code of Practice On Reception desk: 1. Aboriginal and Torres Strait Islander flags must be displayed in a prominent place in Reception. The flags must not touch the floor under any circumstances 2. Business cards for all key team members (in business card holder) 3. Copies of the Client feedback postcard (Complaints Resolution and Referral Service, CRRS) 4. TPG program postcards displayed in holders 5. Visitor attendance book 6. Rate It device Do not attach unauthorised posters and flyers onto the reception desk On table in Reception, or in holders on participant computer desk: 1. Client policy folder 2. Other brochures that form part of ‘social integration’ activities for clients. Issue Date: 14/1/2011 Current Version: DP42-R5-05/2020 Page 1 of 2 Authorised by: Tracey Fraser, CEO

Office Style Guidelines cont’d. Offices: 1. As per the Office Etiquette Policy 2. Approved posters or artwork on display which have been supplied by the marketing department. 3. Pesonal artwork and posters are not to be displayed without the approval of the Marketing department and/or CEO. Board/Training Rooms (Dependent on size): 1. Either, or both TPG, DES and TtW pull up banners on display (as appropriate depending on space) 2. A separate table set up with all brochures in stands relevant to all TPG Programs, Employer and jobseeker info packs made up and displayed 3. All tables and chairs must be set up in conference format when the room is not in use. 4. Approved posters or artwork on display supplied by the marketing department Personal Presentation: Team members shall abide by the following policies: • Office Etiquette Policy • Code of Conduct • Emergency Management Policy • Uniform Policy Company Stationery and document presentation: 1. All program identification requirements shall be met, including: a. DSS DES, DMS, TTW, PN, CTA b. Style guides for TPG programs can be accessed via hyperlinks below: i. Disability Employment Services Style Guide ii. Transition to Work Style Guide iii. CoAct Style Guide iv. Career Transition Assistance Style Guide 2. All internally created documents relating to service delivery and/or inter team member communications must adhere to the following protocols. a. The TPG logo must be placed in the header line, right hand justified. Please use supplied word template documents if available. b. All documents upon which the TPG logo is placed including flyers, invites, training materials must be approved by the Marketing Dept or CEO prior to their release to the general public. The marketing department can assist with the design of such documents. c. The approved font for written communication is: Qanelas Soft d. The approved font size for written communication is: 11 point e. When required the font size can be reduced to 10 point to enable salutations or closing paragraphs not to roll onto another page. f. Signatures wherever possible should be in blue pen. g. No information is to be scanned to an external party without a team member signature on the document, or covering document. h. All copies of scanned or faxed documents must be retained, along with the appropriate cover sheet. i. The relevant Area Manager has responsibility for ensuring that TPG’s professional image in maintained in all outgoing correspondence, including cover letters, and resumes. Issue Date: 14/01/2011 Current Version: DP42-R5-05/2020 Page 2 of 2 Authorised by: Tracey Fraser, CEO

Social Media POLICY | Our Reputation PURPOSE The purpose of this policy is to provide clear and concise guidelines for all team members to know and understand their social media responsibilities. The Personnel Group embraces social media as an important tool for corporate communications and community engagement. We believe in open communication and encourage our staff to share their passion about where you work and what you do. Any communication that directly or indirectly refers to The Personnel Group, our services, our team members, clients or work-related issues, has the potential to damage The Personnel Group’s brand and reputation. This policy applies to all employees and contractors of The Personnel Group (TPG), excluding online communications published by TPG who are specifically authorised to communicate via social media platforms on behalf of TPG. SOCIAL MEDIA The term ‘social media’ refers broadly to any online media including but not limited to Facebook, Instagram, Snapchat, LinkedIn, Twitter, YouTube, group forums, discussion boards, and review/feedback posts. POLICY Although many people may consider their personal comments or discussions on social media or networking sites to be private, these communications are frequently available to larger audiences than the author may realise. When participating in social media or online forums in a personal capacity with references to TPG, you must: • Always adhere to the National Privacy Principles, Company’s Code of Conduct and the National Standards for Disability Service (NSDS) and any other law, acts and legislations that govern our behaviour with respect to the disclosure of information. These policies are applicable to your personal activities online. • Be conscious when mixing your business and personal lives. Online, your personal and business personas are likely to intersect. TPG respect the free speech rights of staff, however you should be aware that your comments can often be seen by colleagues, managers, clients and our competitors. Keep this in mind when publishing content. • Never disclose non-public information of TPG. This includes any information that is used for internal communications such as email, zoom meetings or Yammer. • Not to use company logo or branding on any social media platform without prior approval from the Brand, Reputation and Communications Manager. You can share posts with logo and graphics from our TPG social pages, but never create and upload your own TPG graphics, unless you have approval to do so. • It is not OK to create your own TPG page or profile on any social media platform. This includes creating your own TPG page, group, event, location or any other function that promotes the TPG brand. • Not represent or communicate on behalf of The Personnel Group on any online platforms without prior approval from the Brand, Reputation and Communications Manager. • Do not post any comments or images that would directly or indirectly defame, harass, discriminate or bully against any team member or client. Issue Date: 7/01/2011 Current Version: DP29-R3-02/2020 Page 1 of 2 Authorised by: Tracey Fraser, CEO

Social Media cont’d. Guidelines for good social media practice: • It is perfectly fine to comment about your work but not reveal any TPG strategy, confidential and/or sensitive information. Be mindful of how your comments may impact others. If in doubt, seek advice. • You’re welcome to share any public posts that TPG publish on their social media sites. • You’re encouraged to comment on TPG posts whilst adhering to the company’s Code of Conduct. As a rule of thumb, if mentioning The Personnel Group – keep it positive! • You may use hashtags that incorporate The Personnel Group, such as #TPG, #ThePersonnelGroup, #PersonnelGroup, #TtW@TPG • Respect copyright. If it’s not yours then don’t use it, unless you have permission and/or sharing it from the original source. • If you have a story, picture or content that you believe would be of value to the TPG social pages, forward it to the Brand, Reputation and Communications Manager for consideration. • You are one of our most vital assets for monitoring the social media landscape. If you come across a positive or negative remark about TPG that you believe is important, share them by forwarding to the CEO and/or Brand, Reputation and Communications Manager. Avoid the temptation to respond to negative posts, but advise the CEO and/or Brand, Reputation & Communications Manager to deal with the issue. • Be aware that others will associate you with your employer when you identify yourself as such. It’s good practice to ensure that your social media profiles and related content is consistent with how you with to present yourself with clients and colleagues. Examples of potential breach: • Making derogatory comments about TPG, TPG team members, clients, competitors and suppliers. • Uploading images including video content that could damage TPGs brand and reputation. • Posting confidential information about TPGs performance results. • Publishing information and/or a photo of a TPG client without their knowledge and written permission. • Creating your own TPG social media page for your site, group, job role and/or location. Breach of policy: As is the case with all of TPG’s company policies, failure to comply with required policy ad procedure may result in disciplinary action. This action may involve verbal or written warnings or, in serious instances, termination or your employment. TPG may attempt to recover from you any costs as a result of the breaching of this policy. Issue Date: 7/01/2011 Current Version: DP29-R3-02/2020 Page 2 of 2 Authorised by: Tracey Fraser, CEO

Office Etiquette and Presentation POLICY | Our Reputation POLICY The Personnel Group aims to ensure that team members and Participants are treated in a manner that is free from discrimination and in an environment that meets professional business standards. To achieve this level of service, team members will work within the following parameters: Behaviour towards Colleagues: • Adherence to TPGs Code of Conduct • Minimise time wasting by respecting other staff members time, eg. If you ask “Do you have 2 minutes, then that’s all you’ve got”. • Hovering in doorways unnecessarily. If you need more than a couple of minutes make a time to meet. • Adherence to TPG Employees core values and purpose. Behaviour towards participants • Knowledge of and adherence to the Disability Service Standards • Be available at the time the appointment is set for – no one should wait any more than 5 minutes past their set time. • Treat Participants with respect in your verbal and physical cues. • Ensure and maintain confidentiality. • Ensure appropriate language used in office between co-workers. • No discussions in doorways, reception or lunch rooms. • No documents to be left on desk when office unattended. • Participant files to be secured at all times. Customer Service • All phone calls are to be answered within 3 rings (both external and internal calls) • Participants to be notified within 24 hours of their appointment. • Employer messages responded to same day. • Participant messages responded to within 24 hours. • Eye contact with Participant as soon as they walk into office, acknowledging their presence, speaking calmly and pleasantly. • If waiting, 5 min updates on situation, offering alternatives. • Personal mobile phones must be turned off during paid work time, calls and messages can come through Reception. • Reception relief team members must be trained in activities they are to perform. Professional Office Presentation • Desks – minimal personal items to be displayed. Allowable items two of any: small framed photos or trinkets, must be office suitable. • All offices/rooms where interviews are conducted are to be kept at a professional standard. Issue Date: 7/01/2011 Current Version: DP36-R3-06/19 Page 1 of 2 Authorised by: Tracey Fraser, CEO

Office Etiquette and Presentation cont’d. • Handbags, wallets, sunglasses etc. to be out of sight, i.e. under desk or in drawer. • Non current paperwork should be filed, not in piles around office. • Any artwork on walls must be pre-approved by CEO or Marketing. • Any documentation on walls must be relevant and consistent with TPG activities. • Desks must be cleared at some stage during cleaner’s work day to be cleaned. • No dirty coffee cups, empty plastic cups etc. on desks. Professional Personnel Presentation • Adherence to the uniform policy. • Be prepared for networking meetings, agenda, business cards, etc. all available. Start of Day practice • Be ready to work at your appointed start time. • If you are going to be more than 10 minutes late you must notify your manager or supervisor. End of Day practice • Your dishes in your kitchen need to be cleaned and put away. • When rubbish bin is full and every Friday night, empty it, don’t wait for the cleaner. • Check required doors are locked • Urn and lights turned off Issue Date: 7/01/2011 Current Version: DP36-R3-06/19 Page 2 of 2 Authorised by: Tracey Fraser, CEO

POLICY Our Resources

Business Travel & Team Member’s Amenities POLICY | Our Resources PURPOSE This policy provides overview of The Personnel Group’s position in relation to business travel and team member’s amenities’ purchases. The Personnel Group will reimburse all authorised and reasonable out-of-pocket business expenses incurred by an employee in performing the inherent requirements of their position. The employee must provide a tax invoice for each claim and any other additional evidence The Personnel Group may reasonably require. Failure to provide appropriate documentation may result in expenses not being approved for reimbursement. Team members should obtain their manager’s express approval prior to incurring any work-related expenses. The Personnel Group reserves the right to audit all expense claims, and where misleading claims are discovered, employees may be subject to disciplinary action. POLICY 1. Claim for Kilometres – refer to Motor Vehicle policy 2. Car Parking When travelling for business purposes appropriate receipts must be provided and reimbursement for parking expenses sought via petty cash or expense reimbursement. 3. Travel Expenses All team members should seek their prior approval from their Manager before booking travel arrangements. The Personnel Group will pay for a standard room in a business class hotel/motel for distances over 200kms one way where the employee is the solo driver. Please note all purchases from mini bars, or additional extras (including morning tea, afternoon tea or coffees) are at the employee’s expense. Taking into consideration travel time, cost and efficiency, team members should use the most effective transportation method. Whilst team members are travelling for work related purposes, the following expenditure limits apply when dining; however it is at the discretion of the relevant Senior Manager. Employees may only claim for their own meal up to the amounts listed below. Remember all receipts must be retained and attached to any reimbursement form: Breakfast $20 Lunch $20 Dinner $40 4. Day trips Employees will be eligible to claim up to $20 for meals under the following circumstances: - Where they are required to work in excess of 2 hours overtime; Or - Day trips where the employee is traveling over 200kms one way Where travel is less than 200kms approval is at the discretion of the relevant Senior Manager. Where another team member attends the lunch, this would be paid by TPG as their quarterly lunch or they will need to incur the cost. Morning tea, afternoon tea or coffees are at the employee’s expense. Issue Date: 18/2/2013 Current Version: DP61-R6-2020 Page 1 of 2 Authorised by: Tracey Fraser, CEO

Business Travel & Team Member’s Amenities cont’d 5. Procedure for Claiming of Business Related Expenses Expense Reimbursement Claims Payment of expense claims occurs on a weekly basis by EFT. Each of the following needs to be observed to ensure that your expense claim form is paid on time: • The Personnel Group office account claim form is to be used • All original receipts must be attached • Authorisation by your direct Manager (if relevant) If any of the above conditions are not met, the expense claim will be returned back to the claimant and therefore, may be delayed in processing. 6. Quarterly Lunches TPG will contribute to team members lunch on a quarterly basis. This can be taken at an appropriate time that meets the needs of the business. The expenditure limit per person is $20 inclusive of drinks. This needs to be managed at the Site level with recording on the invoice of the team members that attended. 7. Friday 4-30pm Debrief Any food or beverage costs need to be incurred by team members, managed at the Site level. 8. Fruit Bowl Fruit is to be purchased on Monday morning by each Office. Seasonal fruit should be purchased. A small bag of mixed nuts or trail mix can be purchased weekly. 9. Tea, Coffee, Sugar, Milk, Tissues Tea bags, instant coffee, sugar, tissues and milk can be purchased when required. Biscuits can be purchased for guests. This needs to be managed at the Site level. 10. Birthday Flowers and Cakes Purchase of birthday flowers and cakes are to be incurred by the team and not by TPG. This needs to be managed at a site level. Cakes are included in site budgets??? 11. Farewell gifts and events Purchase of farewell gifts/flowers are to be incurred by the team and not by TPG. This needs to be managed at a site level. Events such as morning and afternoon teas are at the discretion of the Regional Managers. 12. Miscellaneous Items Purchases for exceptional circumstances are at the approval of the relevant Regional Managers. Purchases that are on Behalf of TPG for Occasions such as Weddings, Births, Sympathy will be managed by the People and Culture Manager. Issue Date: 18/2/2013 Current Version: DP61-R6-2020 Page 2 of 2 Authorised by: Tracey Fraser, CEO

Clear Screen POLICY | Our Resources PURPOSE This policy seeks to inform staff of their obligations related to information security requirements for their desks and computers, in particular, the information assets that deemed confidential and how they must be handled. SCOPE IT Assets This policy applies to all Employees and Contractors who have access to IT assets of the Personnel Group and may be bound by contractual agreements. RESPONSIBILITY The Head of IT Services / designated personnel are responsible for proper implementation of the Policy. All Personnel Group staff are required to adhere to it. POLICY 1. Computers / computer terminals shall not be left logged-on when unattended and shall be password- protected. 2. The Windows Security Lock shall be set to activate when there is no activity for three minutes. 3. The Windows Security Lock shall be password protected for reactivation. 4. Users shall shut down their machines when they leave for the day. 5. All computers will have a screen saver configured to blank the screen after 1 minute. 6. Desktops shall have only shortcuts instead of having complete files or folders. 7. Computer screens shall be angled away from the view of unauthorized persons. 8. Physical access to the information system device that displays information shall be controlled to prevent unauthorized individuals from observing the display output. 9. Server rooms and office areas shall remain locked when they are not in use. 10. Passwords must not be posted on or under a computer or in any other accessible location. ENFORCEMENT Any employee found to have violated this policy may be subjected to disciplinary action. Issue Date: 26/8/2020 Current Version: DP101-R1-8/2020 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Information Classification POLICY | Our Resources PURPOSE This policy explains the Personnel Group’s classification of information assets and how it applies to information processing equipment and media. INFORMATION SECURITY CLASSIFICATION The basic premise of this policy is: • Marketing Materials are considered public. • All other information assets considered confidential (including client files and data) • Any other information assets restricted to groups or users per Active Directory Security e.g. CEO or Executive Folders, the Board folder. While this is a simple classification system, it covers all information assets at the Personnel Group. APPLICATION OF SECURITY CLASSIFICATION TO INFORMATION PROCESSING EQUIPMENT Information Processing Equipment includes all computers, mobile devices and network infrastructure at the Personnel Group. With the exception of the Jobseeker computers located at offices, all other information processing equipment is regarded as confidential. Information assets are stored on the servers at the Personnel Group primarily. Where there is any possibility of information assets being stored on a computer or mobile device, these are required to be encrypted based on either Bitlocker technology (for Microsoft Windows based computers) or vendor specific encryption. These devices are all considered to be labelled confidential. APPLICATION OF SECURITY CLASSIFICATION TO MEDIA Removable media with market materials is considered public and can be stored unencrypted. All media containing Personnel Group information assets is to be considered confidential and must be encrypted. Please see the IT Team for assistance in encrypting media. No removable media can contain confidential information without full disk encryption. BREACHES Breaches of this policy will incur an investigation and disciplinary procedures per the Disciplinary Process (click link to ProMapp). Issue Date: 26/8/2020 Current Version: DP102-R1-8/2020 Page | 1 of 1 Authorised by: Tracey Fraser, CEO

Internet, Email and File/Data Usage POLICY | Our Resources PURPOSE The purpose of this policy is to clearly outline the acceptable use of The Personnel Group information systems (computers/servers/network infrastructure/mobile devices) and assets (files/data) INTERNET AND EMAIL USAGE POLICY Team members may use the internet and email provided by The Personnel Group: • For any work and work-related purposes • For limited personal use (see details below) LIMITED PERSONAL USEAGE POLICY Limited personal use is permitted where it: • Is infrequent and brief • Does not interfere with the duties of the employee or his/her colleagues • Does not interfere with the operation of The Personnel Group • Does not compromise the information security or reputation of The Personnel Group •  Does not impact on The Personnel Group’s electronic storage capacity •  Does not decrease The Personnel Group’s network performance (e.g. streaming music or videos) •  Does not violate any laws •  Does not compromise any confidentiality requirements for The Personnel Group Examples of what would be considered reasonable personal use are: •  Conducting a brief online bank transaction •  Paying a bill •  Sending a brief personal email, similar to making a brief personal phone call. LIMITED PERSONAL USEAGE POLICY Team members may not use internet or email access (including internal email access) provided by The Personnel Group to: • Create or exchange messages that are offensive, harassing, obscene or threatening • Visit websites containing objectionable (including pornographic) or criminal material • Exchange any confidential or sensitive information held by The Personnel Group (unless in the authorised course of their duties) • Create, store or exchange information in violation of copyright laws (including the uploading or downloading of commercial software, games, music or movies) • Use internet-enable activities such as gambling, gaming, conducting a business or conducting illegal activities. • Create or exchange advertisements, solicitations, jokes, chain letters and other unsolicited or bulk email. • Play computer games during work time Issue Date: 8/4/2011 Current Version: DP22-R4-01/2020 Page | 1 of 2 Authorised by: Tracey Fraser, CEO

Internet, Email and File/Data Usage cont’d Please note that The Personnel Group reserves the right to monitor computer usage of all team members. Team members will be given verbal notification should this be undertaken. This is done to ensure the integrity of The Personnel Group’s IT systems and information assets. FILE AND DATA USAGE POLICY This applies to files (information assets) within ESS, S Drive, SharePoint, Promapp, Yammer, BuddyNote and other such systems (information processing systems) which are deemed in the Information Classification Policy as “Confidential”, all personnel will follow the preceding rules: • Will only be accessed for direct work purposes • Will not be copied to any form of external media (e.g. Flash/Thumb Drive, CD-ROM, external hard drive) • Will not be emailed or electronically transferred by any means (unless in the authorised course of their duties) • Will not be emailed or electronically transferred out of Australia at any time. • Will not be printed and carelessly filed (Paper files need to be securely locked away and properly labelled). • Will not be printed and carelessly disposed of (Paper files need to be security shredded). • If you find you have unauthorised access to confidential files/data, contact the information owner ASAP. Information assets identified as Marketing Materials may be disseminated as required. Breaches of The Personnel Group’s IT systems may result in appropriate disciplinary action Issue Date: 8/4/2011 Current Version: DP22-R4-01/2020 Page | 2 of 2 Authorised by: Tracey Fraser, CEO