What is the Code of Conduct?
Erilyan’s vision is to deliver the critical projects that shape Australia’s future. This Code is an extension of our established Erilyan Standards (the Erilyan Eight), behaviours, policies and our values – Genuine, Progressive and Effective. It has been developed to provide clear, practical guidance on the decisions and actions expected of those who work with and for Erilyan, ensuring we uphold the highest standards of integrity, accountability and professionalism in everything we do.
Why do we need a Code of Conduct?
This Code exists because clarity matters. It ensures that everyone who works for and with Erilyan is aware of the expectations and responsibilities towards our clients, employees, and the communities in which we work.
Who is the Code of Conduct for?
All permanent and temporary employees, contractors and
suppliers of Erilyan must follow the Code. As individuals your responsibilities
are to:
• Read and understand the Code and how it applies to you in terms of the responsibilities of your position and perform them safely, honestly, and fairly.
• Attend any training relating to the Code.
• Ask for additional information and help if any points in the Code are unclear.
• Set an example for others by adhering to the principles of the Code.
• Raise concerns of non-compliance of the Code by other employees, consultants, clients, or supply partners.
Any partners who represent us or work on our behalf, such as contractors, suppliers, and consultants, should make themselves aware of the Code and ensure they adhere to it.
Erilyan Standards
The Erilyan Standards (the
Erilyan Eight) set out below underpin our culture and define the behaviours we
expect of everyone in our organisation. They are the practical expression of
our values and the principles within this Code:
1. If it’s not safe, stop – do zero harm
2. Act honestly and ethically – always do the right thing
3. Be respectful and professional – treat people the way you expect to be treated
4. Be accountable and own your mistakes – put your hand up early
5. Follow our processes – compliance is not optional
6. Support our cyber and security stance – the risks are real and persistent
7. Protect our confidential information – respect and reciprocate our trust
8. Got concerns, speak up – be a voice for change
Interpretation
Erilyan employment policies underpin this Code and are based on legislation and regulations that affect Erilyan and our employees. All employees, including contractors, are expected to make themselves aware of these policies as they establish the guidelines everyone must follow to ensure business is conducted effectively and professionally. For further details on any of the content, please refer to the full policy or speak with your leader.
Business Integrity, legal & Ethical Conduct
It is the policy of Erilyan that everyone who conducts business with or for Erilyan does so with high standards of integrity to ensure no conflict of interest exists or can be reasonably implied or construed. A conflict of interest can arise in dealings with anyone with whom Erilyan transacts business; customers, clients, owners, buyers, suppliers, banks, insurance companies, and people in other organisations with whom we contact and make agreements. Any situation involving a possible conflict of interest must be brought to the attention of the employee’s immediate supervisor or manager for possible action.
Ethical Standards
Everyone who works with or for Erilyan should comply with the ethical standards of Erilyan. Unethical business conduct, actions or event the appearance of unethical behaviour is unacceptable under any circumstances. The reputation of Erilayn depends on everyone applying common sense in situations where specific rules of conduct are insufficent to provide clear direction. A strong sense of personal ethics, which should extend beyond compliance with applicable laws, is neccessary to guide the behaviour of everyone.
Gifts
Accepting and offering gifts and hospitality may be usual practice to help build business relationships. Excessive or inappropriate gifts or hospitality may be inappropriate, and in some cases, break the law. You must ensure all gifts and hospitality are within acceptable limits and never offer or accept anything that could be perceived as a bribe, or an attempt to inappropriately influence a business decision. You are required to declare gifts or hospitality if they are offered to you, especially those which are inappropriate such as receiving cash as a gift or the solicitation of gifts or entertainment with clients, suppliers, or contractors.
Gifts Bribery & Corruption
Erilyan prohibits all forms of corrupt conduct, including offering bribes or ‘facilitation payments’ (payments to speed up routine legal actions) to anyone. Bribery is giving or receiving anything of value to gain a business or commercial advantage or influence another person to act improperly. To ensure no laws are breached, employees and contractors must not:
• Offer or facilitate a direct or indirect payment or gift to a local or foreign official with the aim of obtaining a commercial advantage or attempting to circumnavigate the law.
• Offer or accept anything of value (including gifts, kickbacks, free or discounted goods or services, or commission) in relation to obtaining business or awarding contracts.
• Knowingly pay more than the market price for goods or services to anyone that gives preferentiality to them, or to gain something in return.
• Conceal or fail to report any indication of improper payments.
• Persuade, facilitate, or allow someone else to break these rules.
• Seek to gain a personal benefit that you are not legitimately entitled to or transparent about.
• Seek to misuse your position, our resources, or confidential information for your personal benefit.
• Do personal business with each other (without disclosing it first to Erilyan’s leadership)
All employees and contractors must report any attempts at bribery, blackmail, or extortion.
Anti-Competitive Conduct
Erilyan is committed to free and fair competition in the market in which we operate. We compete strongly but fairly for business, and this means:
• Not intentionally misleading clients, business partners, competitors, or the community.
• Only using our reputation in legitimate ways.
• Refusing involvement in any illegal market practices such as price fixing or misleading or deceptive conduct.
You must not disclose, seek to get, or exchange any commercially sensitive information such as pricing, contract negotiations, capacity or resourcing strategies, commercial strategies or bidding plans, or customers, with competitors.
Personal Conduct, Associations & Views
Erilyan expects everyone to conduct themselves with the integrity and respect associated with their positions, their fellow employees, customers, suppliers, and everyone else associated with Erilyan in one form or another. Employees should always use good judgement, discretion, and the highest standards of ethical conduct in carrying out Erilyan’s business to create an honest, enjoyable, and friendly culture throughout the entire business.
Confidentiality
No-one should send, take, download or store information outside of Erilyan (either written or electronic form) about any matter regarding the conduct of Erilyan’s business. No information about Erilyan’s business plans, quotations or subcontractor pricing shall be given to anybody without permission. Conversations regarding prices, service, problems, gossip, etc. about a customer or project to another are prohibited. Anyone who compromises such information may be subject to dismissal. While you are working with/for and paid by Erilyan, all intellectual property remains the property of Erilyan.
Working With Each Other
Erilyan Culture
Erilyan is a genuine and progressive company which believes in creating and maintaining a strong and positive work culture for all of those who work for us and with us. We differentiate ourselves by being honest, ethical and diligent in our work and supportive of all those who work with/for Erilyan. Erilyan provides the following wellness benefits to support and build on this culture:
• Employee Assistance Programme
• Quarterly Wellbeing Days
• Birthday Leave
• Flexible Working Policy
• Treating everyone with Respect
• Being happy and honest
Working Relationships
Our success is dependent upon the strength of our relationships with clients, suppliers, contractors, and other partners (‘partners’). We will always deal honestly and fairly with our partners and form relationships based on integrity, mutual respect, and trust. We:
• Always treat our partners in a professional and courteous manner and never engage inunfair, deceptive, or misleading practices.
• Ensure our partners are made aware of our Code of Conduct and report any activity which is inconsistent with the Code.
• Never disclose our partners’ confidential information, such as price, terms, and intellectual property.
• Select suppliers and contractors based on merit (price, product quality, service, delivery, reliability, and technical ability).
• Avoid preferential treatment based on individual preference, personal connections, inappropriate gifts or entertainment.
• Do not offer or accept anything of value (including gifts, kickbacks, or commission) in relation to obtaining business or awarding contracts.
• Do not offer, give, receive, or solicit something of value to influence another person to act improperly or conceal or fail to report any indication of improper payments or bribes.
Workplace Communication
Erilyan places significant importance on effective communication and recognises the impact communication can have on workplace culture. Strong communication skills at all levels of the organisation can prevent workplace issues from occurring or help to resolve them in a more effective and efficient manner. Our success is dependent upon the strength of our relationships with each other, clients, suppliers, contractors, and other partners. Communication is a key element in this, and we will always communicate honestly and fairly and build working relationships based on integrity, mutual respect, and trust. Examples of unacceptable forms of communication can be found in the EEO & Anti-Discrimination and Bullying & Sexual Harassment policies.
Appearance & Belongings
Personal appearance, proper hygiene and appropriate attire are important to the work environment. Clients may gauge the quality of Erilyan by the attention employees show to their personal appearance and attire. Employees are expected to report to work wearing clothing appropriate to their position. Clothing, hairstyles, or personal hygiene should not pose a safety hazard or create an unacceptable appearance.
Personal Belongings
Erilyan recognises an employee’s desire to display mementos pertaining to their family or other personal items. While we can take no responsibility for the safekeeping of these items, we welcome employees to personalise their work areas for added comfort or pleasantness.
Employment Policies
All employees and contractors should make themselves aware of, and understand, Erilyan’s policies as they establish the guidelines everyone must follow to ensure that business is conducted effectively. These policies can be found on the Erilyan HQ Page, Employment Hero and can be provided on request by contacting your leader.
Equal Employment Opportunities & Anti-Discrimination
Erilyan is an equal opportunity employer which represents the rights of all employees and contractors and values diversity. we expect everyone to treat each other with respect and dignity. We promote the principles of merit and fairness in our employment practices meaning we select people to work with/for us because they are the best person for the job.
Bullying, Harassment & Sexual Harassment
Erilyan is committed to providing a workplace free from bullying and sexual harassment. Behaviour that constitutes bullying or sexual harassment will not be tolerated and will lead to action being taken, which may include dismissal.
Modern Slavery
Erilyan recognises and values human rights and is committed to ensuring that all business is conducted according to ethical, professional, and legal standards in a fair, honest, and open manner. We manage our responsibilities in relation to modern slavery risks within Erilyan and in our dealings with external stakeholders. We expect that our business partners, including all entities that we have a business relationship with, to support the principles of the policy.
Whistleblowing
Erilyan encourages the reporting of genuine concerns of malpractice or misconduct in the workplace by providing an accessible and safe reporting mechanism, and protection for people who make disclosures of serious wrongdoing, including unlawful, unethical, fraudulent, or undesirable conduct related to Erilyan. Erilyan will ensure that all allegations that fall under the categories described in our Whistleblowing policy are thoroughly investigated.
Leave
Erilyan recognises the importance of all employees and contractors taking regular leave for the effective management of fatigue whilst also allowing employees to effectively manage personal commitments outside of the workplace.
Parental Leave
Erilyan is supportive of new parents spending time with their children. Both paid and unpaid Parental Leave is offered by Erilyan in line with the National Employment Standards and Australian Government. More information on Parental Leave can be found under the Fair Work Act 2009 and Centrelink.
Work, Health & Safety
The provision of a safe and healthy working environment for all employees and those who work with or for Erilyan is of the upmost importance. Employees, contractors, and suppliers are expected to be aware of safety issues and comply with all relevant local, state, or federal rules, laws and legislation.
Social Media
Use of social media sites by employees and contractors must be consistent with our standards, policies and procedures. This applies both in and outside of work hours. Do not make negative comments on social media in relation to Erilyan, our team, our projects, our clients and our partners. Given the commercial sensitivity of many of our projects, no photos, project descriptions, or client descriptions are to be posted on social media without explicit written approval from the Erilyan COO / CEO.
Drugs & Alcohol
The provision of a safe and healthy working environment for all employees and those who work with or for Erilyan is of the upmost importance. Employees, contrac. Erilyan is committed to providing and maintaining a safe, healthy, and productive work environment on our project sites and offices that is free from the adverse effects of alcohol, drugs and the misuse of prescription medicine. Erilyan adopts a common-sense approach regarding the management of alcohol at our corporate office locations, functions, or industry events. Employees should refer to the Drug & Alcohol Policy for specific details surrounding this approach.
Erilyan reserves the right to have employees tested, screened and/or searched on company property for drug and alcohol use as it deems necessary, as long as these procedures do not violate any existing laws.
Smoking
Smoking is discouraged. All construction sites and office buildings are designated “No Smoking”.
Keeping Assets & Data Safe
Work, Health & Safety Company Equipment, Systems & Facilities
Everyone should be concerned with the care and safe use of company-owned equipment, systems and facilities, including safekeeping Erilyan devices, user
credentials and passwords. Good housekeeping is expected from all. Our business and projects may attract sophisticated cyber and operational security (OPSEC) threats (state sponsored actors, corporate espionage, organised crime) – what seems innocent can be malicious. You must not attempt to gain unauthorised access to any company equipment, systems and facilities.
Computer, Network & Telephone Use
Cyber and internet use is authorised to conduct company business only. Internet use brings the possibility of breaches to the security of confidential company information. Internet use also creates the possibility of contamination to our system via viruses or spyware. Spyware may allow unauthorised people access to passwords and other confidential information. Removing such viruses and spyware from Erilyan’s network requires IT staff to invest time and attention that is better devoted to progress. For this reason, and to assure the use of work time appropriately for work, we ask everyone to limit internet use to only that which is required for work purposes. Under no circumstances may company computers or other electronic equipment be used to obtain, view ,or reach any pornographic, or otherwise immoral, unethical, or non-business related internet sites. Doing so will lead to disciplinary action up to and including termination of employment.
Email Use
Email is to be used for Erilyan business only. Erilyan’s confidential information must not be shared outside of the company without authorisation, at
any time. You are also not to conduct personal business using your company computer or email. Please keep this in mind as you consider forwarding non-business emails to associates, family or friends. Non-business-related emails waste company time and attention and the sending or forwarding of such emails will result in disciplinary action that may lead to employment termination. Viewing pornography, or sending pornographic jokes or stories via email, is considered sexual harassment, and will be addressed according to our sexual harassment policy. Any email that discriminate against anyone by virtue of any protected classification including race, gender, nationality, religion etc are prohibited and will be dealt with according to the harassment policy .
Breaching the Code
As an employee, contractor, or supplier of Erilyan you must report any breaches or potential breaches of the Code you become aware of, and seek guidance if you have a concern, irrespective of who it involves. Anything you report will be treated in strict confidence and communicated on a need-to-know basis only. No one will be penalised for making a report in good faith, even if your suspicions prove to be unfounded. Wilfully making false, unfounded, or vexatious complaints constitutes misconduct and may result in appropriate disciplinary action, including termination of employment. Potential breaches of the Code will be investigated and any employee, contractor or supplier of Erilyan found to have breached the Code will be subject to disciplinary action, up to and including dismissal and/or reporting of criminal conduct to the police or other appropriate authority. Please contact a member of Erilyan’s Executive team should you have any questions on this Code of Conduct.