Our Culture
Our Handbook
Welcome to Dark Knight Engineering
Our ongoing success relies on having quality people like you and your co-workers.
We have prepared this handbook to answer some of the questions that you may have concerning DKE Group and its policies.
This handbook is intended solely as a guide. Read it thoroughly. If you have questions about anything, please contact us. There are no stupid questions, and we are committed to developing an environment of open communication.
We hope you find your time with us to be a fun, enjoyable and rewarding experience.
Peter Giugni
This Handbook
We want you to understand how we do business and how important you and every employee is to us.
The summary of the policies stated in this handbook may change from time to time. We’ve done our best to include as much information as possible in an easy-to-understand manner.
If you want further details, then just ask !
Our Focus
We love our business, and we hope you will to.
At DKE Group, DKE Group is a leader in comprehensive and cost-effective industrial engineering solutions – and we utilise robust processes to ensure every solution is safe, compliant and sound. We rely on our proven processes to design strategic solutions tailored to client, project, and budget… and ensure we never miss a deadline.
We want a place where our workers wake up and think about the day ahead with a smile (or at least a happy grimace), provide our clients with exceptional assistance and leave at the end of the day feeling fulfilled, with only a small amount of ranting about how people can be “difficult” at the end of the day.
We are proud of our great culture and know that our employees are important for our combined success. Our team work hard to provide our clients with the highest quality work and we value each team member.
Who We Are
DKE Group can only stay the best in our industry by continually improving ourselves, our business and the work we provide for our clients.
We are measured not only by the work we do, but the way we are seen, and the way we act.
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Consulting including design and engineering solutions.
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Fabrication and manufacturing
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Commissioning of plant and equipment
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servicing offering full maintenance and support for plant & equipment
Our Values
DKE Group
Strive for Great
We believe that in all parts of your life you need to strive to be great
– we hope we can help you accomplish this.
Honesty
Honesty and trust build great relationships.
We work with both our employees and clients to achieve this.
Quality
At DKE Group, Quality is not an act, it’s a habit and we always provide great quality
– even when no one is looking.
Own It
Success or Failure – Don’t run away or make excuses when things get tough.
Own your Wins and accept your failures – then learn from it.
Timeline
2018 Peter Giugni and Tim Lalor Co-find DKE Group
2019 Company relocates to Wetherill Park, NSW Factory
2019 Company reaches 100 employees
2020 Launch of Turmec Project at Bingo, Eastern Creek, NSW
2020 Launch of Austral Masonry Plant Project, Horsely Park, NSW
2021 Company reaches 150 employees
2021 Launch Ammann + Downer Project at Downer Rosehill, NSW
2022 Launch of Direxa Project at Austral Brickworks, Horsely Park, NSW
2022 Launch of ABC Project, Wetherill Park, NSW
2022 Company reaches 200 employees
2023 Launch of Turmec Project at Rino Recycling, Pinkenba, QLD
2023 DKE Group Expands to Crestmead, QLD
Life at our Business
Organisation Chart
Probation
Employees permanently appointed are required to serve a minimum period of six months’ probation.
This allows either the employer or the employee to terminate the employment for any reason.
The purpose of a probationary period is for both parties to decide whether the employee is suited to the position in our business.
Employment Policies
This is a summary of the key policies you need to follow while you are employed by us.
You should refer to the complete policy (available at any time) and ask us anything that you don’t understand or agree to comply with.
Code of Conduct
Our Company recognises the importance of a work environment which actively promotes best practice. The purpose of this Code is to describe the standards of behaviour, and conduct expected from workplace participants in their dealings with customers, suppliers, clients, co-workers, management and the general public.
The Code applies to all employees, agents and contractors (including temporary contractors) of DKE Group.
Compliance with this Code is expected, and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services.
The Code of Conduct includes;
- Acting honestly & fairly
- Compliance with laws, policies & procedures
- Follow management instructions
- Act professionally
- Not discriminate
- Report any breaches immediately
- Not use work time for private gain
- Not steal, defraud or act criminally
- Follow WHS regulations
- Not make false or misleading claims
- Not cause embarrassment to others
- Not abuse your position for personal gain
- Respect company property
- Respect company clients
- Not work for a competitor
- Avoid conflicts of interest
- Don’t fight in workplace
- Don’t use inappropriate language in workplace
Conflict of Interest and Disclosure
The Company has a responsibility to avoid any conflict of interest. A conflict of interest may arise where a team member enjoys benefits or income other than from the Company. Where this is the case, it is your duty to disclose the nature of the interest to the business owner such that it may be discussed.
The nature of this discussion will include whether the interest or income source is a result of personal exertion, industry, skills, times & location.
Should you currently be engaged in or wish or intend to become engaged in any other employment or contracting you are obliged to disclose and discuss this with the business owner such that it can be managed appropriately to the benefit or all parties.
Equal Employment
Employment shall be based upon merit, qualification and competence and employment practices shall not be influenced or affected by virtue of an applicant’s or employee’s:
Sex
Nationality
Race
Age
Religion
Marital Status
Disability
Political opinion
All employees are entitled to access employment, promotion, training, transfers and the benefits of employment on the basis of merit. They will be assessed on their skills, qualifications, abilities, prior work experience and aptitude.
DKE Group will positively seek to identify and eliminate all discriminatory practices both direct and indirect and will strive to maintain a work place free of harassment.
All employees have a legal and moral responsibility to treat each other fairly and are expected to fulfil these responsibilities as a condition of employment.
Confidentiality
Our company confidentiality policy explains how we expect our employees to treat confidential information. Employees will unavoidably have access to personal and private information about clients, partners and our company. We want to make sure that this information is protected.
We must protect this information for two reasons. It may:
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Be legally binding
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Gives us a competitive advantage (example: Our Procedures)
Confidential and proprietary information is secret, valuable, expensive and/or easily replicated.
We expect you to;
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Lock or secure confidential information at all times
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Securely dispose of confidential documents when they’re no longer needed
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Make sure they only view confidential information on secure devices
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Only disclose information to other employees when it’s necessary and authorised
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Keep confidential documents inside our company’s premises or storage locations, unless it’s absolutely necessary to move them.
We do NOT want you to;
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Use confidential information for any personal benefit or profit.
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Discuss confidential information to anyone outside of our company.
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Copy confidential documents and files and store them on insecure devices.
Harassment and Grievances
Intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination in the work place are examples of unacceptable behavior and will not be tolerated under any circumstances.
Sexual harassment is recognised as a form of sex discrimination, and is illegal under the State Anti-Discrimination Acts, and the Commonwealth Sex Discrimination Act 1984. It is also considered by the business to be inappropriate workplace behaviour.
What is Harassment?
Harassment is intimidation, hostility, offensiveness or sexual harassment.
Harassment also;
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Includes unfair discrimination.
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Personality clashes between staff do not constitute harassment.
Grievances?
Should you have a grievance or believe that a certain procedure or practice can be modified or changed to the benefit of your work output and the business, you are encouraged to contact management to resolve the matter.
If the matter is not resolved satisfactorily or it is inappropriate for the employee to discuss the problem with their supervisor, a Grievance/Complaint form should be completed. You will then be advised of a plan of action to resolve the matter.
Workplace Bullying
It is a policy of our Company that no worker shall be subject to bullying in the workplace. Bullying is defined as: “Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.”
It is a risk to health and safety because it may affect the mental and physical health of workers. Taking steps to prevent it from occuring and responding quickly if it does is the best way to deal with workplace bullying.
Bullying can take different forms including psychological, physical, or even direct – for example deliberately excluding someone from work-related activities. It can be obvious and it can be subtle, which means it’s not always easy to spot.
Some samples of workplace bullying includes:
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Abusive or offensive language or comments
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Aggressive and intimidating behaviour
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Belittling or humiliating comments
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Practical Jokes or initiation
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Unjustified criticism or complaints
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We are committed to providing a workplace free of bullying
Workplace Surveillance
This is notice that continuous and ongoing camera surveillance will be carried out on our premises. Anyone attending the premises may regularly be subject of surveillance.
What will we use the surveillance for ?
We may use and disclose the records for the following purposes;
Related to the employment of employees or their business activities.
To the police regarding connection, investigation or prosecution of an offence or connection to legal proceedings.
To avert threats to people or damage to property
Social Media
This policy is intended to provide clarity to all employees on how to conduct themselves with social media. It also informs them of their responsibilities when using social media.
It aims to encourage employees to find a voice in social media, but at the same time protect the interests of our Company.
Don’t provide Company or a client’s, partner’s or supplier’s confidential or other proprietary information and never discuss Company business performance or other sensitive matters about business results or plans publicly.
Don’t cite or reference clients, partners or suppliers on business-related matters without approval.
Don’t publicly publish information or photos from any of the Companies functions, offices, data centres, workplaces or customers without prior approval from those in the photos and management.
Respect your audience. Don’t use ethnic slurs, discriminatory remarks, personal insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace. You should also show proper consideration for others’ privacy.
Be aware of your association with the Company in online social networks. If you identify yourself as a DKE Group employee, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients.
Mobile Phone Use
Here are some guidelines regarding the appropriate use of mobile phones.
If you have been provided with a mobile phone;
It’s to allow other employees or customers to contact you, and for you to contact them.
Employees must abide by all laws with regards to mobile phone use.
You must comply with other internet and email policies if enabled on your mobile.
While the phone is used primarily for work, we understand that some private usage may occur. As such we expect private usage kept to a minimum.
It’s a privilege to have a company provided mobile phone, as such, irresponsible or unreasonable use may cause the phone to be removed or re-imbursement of non-business use.
An employee must not use the device in any way that may damage the legitimate interests of the business and employment relationships.
At Work;
The phone is primarily for business communication and work.
Games, Apps, Photography, Internet “Surfing” and Social updates are not acceptable use of a mobile phone during business hours.
Personal Mobile Phone Use;
Employees should not use their personal mobile phones during working hours.
Personal mobile phones should be kept on silent during working hours.
Computer Use
You are expected to take a professional and courteous approach to everything you do in connection with work.
You should not expect that any email or other activity conducted over the Business’ computer network(s) will be private or otherwise confidential.
You are allowed personal use that is reasonable and limited so as not to get in the way of you doing your job.
You must not say or type things about the Business unless you have been told you can do so.
You must not engage in use that involves conduct or material that is inappropriate or otherwise obscene or offensive such as accessing or distributing content of a sexual, pornographic, discriminatory, sexist or racist nature.
You must not engage in use that includes conduct or material that has the risk of defaming, or of causing damage to, the Business or any of its officers or employees.
You must not engage in use that includes unlawful activities that are illegal or otherwise inappropriate.
Drugs & Alcohol
The use of drugs and alcohol may impact on an individual’s capacity to perform work safely, efficiently and with respect, thereby posing a risk to the health and safety of the individual and others at the workplace.
We do NOT allow;
Illegal drugs in the workplace
You to be at work while under the influence of Drugs or Alcohol
You to consume alcohol while at work.
If you have prescription or pharmacy drugs – you need to discuss this with management before commencing work.
We may carry out random drug and alcohol testing.
Behavior at Work
Serious Misconduct
All team members will be expected to act in a suitable manner at all times. We provide a positive and safe work environment and expect all team members to uphold these standards and the values of the company.
Certain rules of conduct and behaviour apply, this ensures a harmonious work environment for all concerned.
Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in your personnel file and will be taken into consideration when reviewing opportunities for advancement within the company.
Discipline and Termination
The Company will expect all team members to follow any policies and procedures.
It is our goal to create a fair and efficient environment for all team members.
Should any team member act with disregard to any of the relevant policies and procedures it may become necessary to take disciplinary action including and up to termination of Employment.
Employees must return all company owned property (i.e. telephones, computers, uniforms, and keys) prior to leaving on their last day.
Your Responsibilities
You are expected to follow all reasonable and lawful instructions given by us.
You will be expected to:
Arrive on time and be punctual.
Advise your supervisor of any intended absences as soon as possible.
Work to the best of your ability during the hours of work in your employment contract.
Comply with all reasonable instructions from managers concerning health & safety issues.
Comply with all directions and Safe Work Practices, with the goal of avoiding injury to themselves and others.
Follow required business procedures for your job.
Dress appropriately for the job. Including any PPE
Show respect to your supervisors, colleagues and clients/customers.
Treat business property with care
Participate in Return to Work programs.
Your Rights
To be paid the appropriate rate for the work that you do.
To be advised of your rate of pay
To work in a safe environment.
To receive training in your duties.
To work in a discrimination-free workplace.
Our Standards
When working for our Company, it is important to know you are part of a team. As a member of our team, it is important that you follow our reasonable standards of conduct and policies for the business.
The following items may result in disciplinary action, up to and including immediate Termination.
Providing false or misleading information about employment or leave.
Not showing up to work without calling your supervisor or the office.
Falsifying time and attendance records (You or others)
Conviction of a Crime
Foul Language, Disorderly or Indecent conduct
Theft or Dishonesty of any type
Disclosing of confidential information or proprietary information to people outside of our business.
Failing to report safety hazards, defects, incidents or injuries.
Harassment or Bullying towards other workers or Customers
Refusal to follow reasonable instructions from your supervisor/manager.
Breach of Workplace Health & Safety laws and policies.
Workplace Health & Safety
We have a legal obligation to protect the health, safety and welfare of all our employees. Equally, however, employees are obliged to obey Workplace Health & Safety policies and rules designed for their safety.
We are committed to providing a safe and healthy environment for its workers, contractors and visitors.
Our Objectives
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Reduce the risks to health, safety of all workers, contractors and visitors, and anyone else who may be affected by our business operations.
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Ensure all work activities are done safely.
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Strive to be a Safe and Incident Free workplace.
Incident and Accidents
We rely upon our employees to alert us to any unsafe work activities/hazards so that we can investigate, make safe and continuously improve our work practices.
We want to provide a safe working environment for everyone and as such, we require all employees to report all incidents, and near misses to their supervisor or manager.
An Incident is any unplanned event resulting in, or having a potential for injury, ill health, damage or other loss.
Incidents can result in an injury but could also be a near miss where no injury occurred but should still be reported.
Emergencies & First Aid
Notices for First Aid kit locations, First Aid officers and Emergency diagrams/procedures are posted throughout the premises.
In the event of an Emergency, follow the directions of any First Aid Officer, Fire Warden, or Emergency Services.
Smoking in the Workplace
Smoking is not permitted in the offices, other buildings or company owned property (Vehicles). This includes E-Cigarettes.
All smoking must be done during your own breaks and only in designated smoking areas.
Note: (A breath mint is a great way to keep a fresh breath smell when dealing with customers)
Pay & Leave
Your pay will be deposited into your nominated Bank Account as per your Contract of Employment with us.
Your salary will also include a 11.5% Superannuation payment into your nominated superannuation fund.
Any allowances you are entitled to will be included as per the Australian Fairwork legislation into you pay.
You will also receive 4 weeks annual leave, 10 days sick leave along with other accepted leave types, including;
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Compassionate Leave
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Carers Leave
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Parental
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Adoption
Employees should note that submission of an annual leave request does not constitute approval. You will be notified if your leave is approved or declined at the earliest opportunity.
Prior to going on leave it is the responsibility of each employee to ensure that any outstanding matters or ongoing jobs are discussed, and a satisfactory handover occurs.
NOTE: Casual employees are not entitled to paid annual leave or paid carers leave and are paid a casual loading in lieu of leave.
Expenses
If you incur an expense as part of business operations (such as paying for fuel for the cars, general supplies, etc.), then you must obtain a tax invoice for the expense, and this must be given to Sharon Wozniczka for reimbursement, along with submitting a Purchase Order.
The reimbursement will generally be paid each week.
Attendance
If for any reason you are unable to attend work by your normal starting time, you should notify your manager via a phone call at least 2 hours before you are due to start.
If you are delayed in starting work due to a reason other than sickness, you should notify your manager as soon as practical.
Punctuality means being able to start your work at the agreed time. Being in the carpark or kitchen is not seen as being able to start work.
Habitual or consistent lateness will result in disciplinary action up to and including termination of employment
Time off for personal appointments (e.g. doctor) or unexpected occurrences needs to be discussed with your direct manager for how time off will be considered.