Ten Farms




Mission Statement: 

Ten Farm’s mission is to help our customers gain access to the best quality produce whilst supporting local growers for a sustainable future. 

Vision Statement: 

Our aim is to be: 

  • Known for high quality  
  • Known for growth and new ideas 
  • Known for initiative 
  • Known to support local growers and businesses 
  • Known for exporting 


  • Respected 
  • Trusted  
  • Experts 
  • Flexible 

Occupational health and safety (OH&S) 

Policy brief and purpose 

Our Occupational Health and Safety Policy helps us preserve the best possible work conditions for our employee. Every Employee has a right to feel safe at work. Our company is committed to follow legal standards and create a hazard free workplace. 


This Occupational / Workplace Health and Safety Policy applies to all prospective and current employees of Ten Farms as well as volunteers, contractors and consultants. 

Policy Elements 

There are two aspects to consider when establishing an Occupational / Workplace Health and Safety Program: Preventative Action and Emergency Management. 

Preventative action 

Preventative action is any action we take to avoid injuries or illness related to workplace conditions. We’ll conduct periodical risk assessments and job hazard analysis to discover what is likely to harm employees. We’ll establish preventative measures accordingly. Potential threats and dangerous situations include but are not limited to: 

Performing tasks on heights, scaffolds, ladders and other unsteady structures 

Chemical substances (toxic, flammable etc.) 

Operating dangerous equipment 

Slippery or uneven surfaces 

Electrical infrastructure 


Quality of air 

We’ll take the following preventative measures: 

When employees work in dangerous contexts or locations, we’ll make sure there are safety precautions like safety nets and ropes. 

We’ll provide protective gear like gloves, protective uniforms, goggles etc. Using safety equipment is obligatory. 

Inspectors and quality control employees will inspect equipment and infrastructure regularly 

We’ll hold employee training sessions in health & safety standards and procedures. 

All highly dangerous job tasks require at least two employees to be present 

Exposure to chemicals and radiation will not exceed a certain time limit 

Employees who do repairs or cleaning need to put up caution signs 

We’ll prohibit smoking indoors 

Also, we’ll enforce a substance abuse policy to protect employees from colleagues’ misconduct. 

Emergency Management 

Emergency management refers to our plan to deal with sudden catastrophes like fire, flood, earthquake or explosion.  These depend on human error or natural forces. 

Our emergency management involves the following provisions: 

Functional smoke alarms and sprinklers that are regularly inspected  

Technicians (external or internal) available to repair leakages, damages and blackouts quickly 

Fire extinguishers and other fire protection equipment that are easily accessible 

An evacuation plan posted on the walls of each floor and online 

Fire escapes and safety exits that are clearly indicated and safe 

Fully stocked first-aid kits at convenient locations 

We’ll also schedule fire drills and emergency evacuations periodically. We will monitor the performance of health and safety procedures and will revise them to ensure a higher level of protection. 

Equal opportunity  

Policy brief and purpose 

This equal employment opportunity policy is the pillar of a healthy and productive workplace. Everyone should feel supported and valued to work productively so we are invested in treating everyone with respect and consideration. 


Equal opportunity is for everyone, but it mainly concerns members of underrepresented groups – they’re the ones who are traditionally disadvantaged in the workplace. We don’t guarantee employment or promotions for people in those groups, but we will treat them fairly and avoid discriminating against them either via conscious or unconscious biases.  

Policy Elements 

Being an equal opportunity employer means that we provide the same opportunities for hiring, advancement and benefits to everyone without discriminating due to protected characteristics like: 


Sex / Gender 

Sexual orientation 

Ethnicity/ Nationality 


Marital status 


Political affiliation 

Union membership 

Workplace discrimination and harassment 

Policy brief and purpose 

Ten Farms is committed to providing a safe, flexible and respectful environment for staff and clients free from all forms of discrimination, bullying and sexual harassment.  

All Ten Farms staff are required to treat others with dignity, courtesy and respect. 

By effectively implementing our Workplace discrimination and harassment policy we will attract and retain talented staff and create a positive environment for staff. 


This policy applies to: 

all staff, including managers and supervisors; full-time, part-time or casual, temporary or permanent staff; job candidates; student placements, apprentices, contractors, sub-contractors and volunteers 

how Ten Farms provides services to clients and how it interacts with other members of the public 

all aspects of employment, recruitment and selection; conditions and benefits; training and promotion; task allocation; shifts; hours; leave arrangements; workload; equipment and transport 

on-site, off-site or after-hours work; work-related social functions; conferences – wherever and whenever staff may be as a result of their Ten Farms duties 

staff treatment of other staff, of clients, and of other members of the public encountered in the course of their Ten Farms duties. 

Policy Elements 

Staff rights and responsibilities 

All staff are entitled to: 

recruitment and selection decisions based on merit and not affected by irrelevant personal characteristics 

work free from discrimination, bullying and sexual harassment 

the right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised 

reasonable flexibility in working arrangements, especially where needed to accommodate their family responsibilities, disability, religious beliefs or culture. 

All staff must: 

follow the standards of behaviour outlined in this policy 

offer support to people who experience discrimination, bullying or sexual harassment, including providing information about how to make a complaint 

avoid gossip and respect the confidentiality of complaint resolution procedures 

treat everyone with dignity, courtesy and respect. 

Additional responsibilities of managers and supervisors 

Managers and supervisors must also: 

model appropriate standards of behaviour 

take steps to educate and make staff aware of their obligations under this policy and the law 

intervene quickly and appropriately when they become aware of inappropriate behaviour 

act fairly to resolve issues and enforce workplace behavioural standards, making sure relevant parties are heard 

help staff resolve complaints informally 

refer formal complaints about breaches of this policy to the appropriate complaint handling officer for investigation 

ensure staff who raise an issue or make a complaint are not victimised 

ensure that recruitment decisions are based on merit and that no discriminatory requests for information are made 

seriously consider requests for flexible work arrangements. 

Unacceptable workplace conduct 

Discrimination, bullying and sexual harassment are unacceptable at Ten Farms and are unlawful under the following legislation: 

Sex Discrimination Act 1984 (Cth) 

Racial Discrimination Act 1975 (Cth) 

Disability Discrimination Act 1992 (Cth) 

Age Discrimination Act 2004 (Cth) 

Australian Human Rights Commission Act 1986 (Cth).  

Staff (including managers) found to have engaged in such conduct might be counselled, warned or disciplined. Severe or repeated breaches can lead to formal discipline up to and including dismissal. 


Discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by the law, such as sex, age, race or disability. 

Discrimination can occur: 

Directly, when a person or group is treated less favourably than another person or group in a similar situation because of a personal characteristic protected by law (see list below). 

For example, a worker is harassed and humiliated because of their race 


A worker is refused promotion because they are ‘too old’ 

Indirectly, when an unreasonable requirement, condition or practice is imposed that has, or is likely to have, the effect of disadvantaging people with a personal characteristic protected by law (see list below). 

For example, redundancy is decided based on people who have had a worker’s compensation claim rather than on merit. 

Protected personal characteristics under Federal discrimination law include: 

a disability, disease or injury, including work-related injury 

parental status or status as a carer, for example, because they are responsible for caring for children or other family members 

race, colour, descent, national origin, or ethnic background 

age, whether young or old, or because of age in general 


industrial activity, including being a member of an industrial organisation like a trade union or taking part in industrial activity, or deciding not to join a union 


pregnancy and breastfeeding  

sexual orientation, intersex status or gender identity, including gay, lesbian, bisexual, transsexual, transgender, queer and heterosexual  

marital status, whether married, divorced, unmarried or in a de facto relationship or same sex relationship 

political opinion  

social origin 

medical record 

an association with someone who has, or is assumed to have, one of these characteristics, such as being the parent of a child with a disability. 

It is also against the law to treat someone unfavourably because you assume, they have a personal characteristic or may have it at some time in the future. 


If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination. 

Bullying can take many forms, including jokes, teasing, nicknames, emails, pictures, text messages, social isolation or ignoring people, or unfair work practices.  

Under Federal law, this behaviour does not have to be repeated to be discrimination – it may be a one-off event. 

Behaviours that may constitute bullying include: 

sarcasm and other forms of demeaning language 

threats, abuse or shouting 



inappropriate blaming 

ganging up 

constant unconstructive criticism 

deliberately withholding information or equipment that a person needs to do their job or access their entitlements 

unreasonable refusal of requests for leave, training or other workplace benefits. 

Bullying is unacceptable in Ten Farms and may also be against occupational health and safety law. 

Sexual harassment  

Sexual harassment is a specific and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated or intimidated. Sexual harassment can be physical, spoken or written. It can include: 

comments about a person’s private life or the way they look 

sexually suggestive behaviour, such as leering or staring 

brushing up against someone, touching, fondling or hugging 

sexually suggestive comments or jokes 

displaying offensive screen savers, photos, calendars or objects 

repeated unwanted requests to go out 

requests for sex 

sexually explicit posts on social networking sites 

insults or taunts of a sexual nature 

intrusive questions or statements about a person’s private life 

sending sexually explicit emails or text messages 

inappropriate advances on social networking sites 

accessing sexually explicit internet sites 

behaviour that may also be considered to be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications. 

Just because someone does not object to inappropriate behaviour in the workplace at the time, it does not mean that they are consenting to the behaviour. 

Sexual harassment is covered in the workplace when it happens at work, at work-related events, between people sharing the same workplace, or between colleagues outside of work. 

All staff and volunteers have the same rights and responsibilities in relation to sexual harassment. 

A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated. 

All incidents of sexual harassment – no matter how large or small or who is involved – require employers and managers to respond quickly and appropriately. 

Ten Farms recognises that comments and behaviour that do not offend one person can offend another. This policy requires all staff and volunteers to respect other people’s limits. 


Victimisation is subjecting or threatening to subject someone to a detriment because they have asserted their rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment or victimisation. Victimisation is against the law. 

It is also victimisation to threaten someone (such as a witness) who may be involved in investigating an equal opportunity concern or complaint. 

Victimisation is a very serious breach of this policy and is likely (depending on the severity and circumstances) to result in formal discipline against the perpetrator. 

Ten Farms has a zero-tolerance approach to victimisation.  


It is unacceptable for staff at Ten Farms to talk with other staff members, clients or suppliers about any complaint of discrimination or harassment.  

Breaching the confidentiality of a formal complaint investigation or inappropriately disclosing personal information obtained in a professional role (for example, as a manager) is a serious breach of this policy and may lead to formal discipline. 

Merit at Ten Farms 

All recruitment and job selection decisions at Ten Farms will be based on merit – the skills and abilities of the candidate as measured against the inherent requirements of the position – regardless of personal characteristics. 

It is unacceptable and may be against the law to ask job candidates questions, or to in any other way seek information, about their personal characteristics, unless this can be shown to be directly relevant to a genuine requirement of the position. 

Resolving issues at Ten Farms 

Ten Farms strongly encourages any staff member who believes they have been discriminated against, bullied, sexually harassed or victimised to take appropriate action by talking to their Manager or the Director who will follow up and address the issue.  

Staff who do not feel safe or confident to take such action may seek assistance from their manager or Director for advice and support or action their behalf.  

More information 

If you have a query about this policy or need more information, please contact  

– Stephanie Holman 0409 846 822 or David Holman 0499 594 542 

Disciplinary Action 

Policy brief and purpose 

Our Disciplinary Action company policy explains how we address our employees’ misconduct or inadequate performance. Employees must be aware of the consequences of their actions. We use this policy to outline our disciplinary procedure.  


This policy applies to all our employees.  

Policy Elements 

The stages that may be followed when discipline is deemed necessary include the following: 

  1. Verbal warning 
  1. Corrective Actions 
  1. Official written reprimand 
  1. Disciplinary meeting with appropriate supervisor or manager 
  1. Final written warning 
  1. Indefinite suspension or demotion 
  1. Termination 

The nature of the offense must be explained to the employee from the beginning of the procedure. The verbal warning may take the form of a simple oral reprimand but also a full discussion if that is necessary. 

The employee must read and sign the written reprimand and final written warning. These documents include the time limit in which an employee must correct their conduct before we take further disciplinary action. 

The following scenarios indicate where the disciplinary procedure starts depending on the violation: 

Performance issues. Disciplinary procedure starts at stage 1. It includes but is not limited to: 

Failure to meet performance objectives. 

Attendance issues. 

Failure to meet deadlines. 

Misdemeanours/One-time minor offense. Disciplinary procedure starts at stage 1. It includes but is not limited to: 

Rude behaviour to customers or partners. 

On-the-job minor mistakes. 

Breach of dress code/open door policy etc. 

Involuntary Discrimination. 

Misconduct/Frequent offender. Disciplinary procedure starts at stage 5. It includes but is not limited to: 

Lack of response to corrective actions. 

Lost temper in front of customers or partners. 

On-the-job major mistakes. 

Unwillingness to follow health and safety standards. 

Severe offensive behaviour/Felony. Disciplinary procedure starts at stage 6. It includes but is not limited to: 

Corruption/ Bribery. 

Breach of employment agreement. 

Harassment/ Voluntary discrimination. 

Workplace Violence. 


Substance Abuse. 

Managers or HR may choose to repeat stages of our disciplinary procedure as appropriate. This decision depends on employees’ reaction to our disciplinary procedure, whether they repent their behaviour and the nature of their offense. 

Our disciplinary procedure begins when there is enough evidence to justify it. When there is suspicion or hints of misconduct, managers or HR must investigate the matter first. 

Appeals are allowed and must be filed to the next line of management as soon as possible. 

HR and managers should document every stage of our disciplinary procedure (except the verbal warning.) If appropriate, include necessary information like evidence, testimonies and employee’s progress or improvement. 

We are obliged to refrain from disciplinary actions that may constitute retaliatory behaviour. A no retaliation company policy will always be effective to ensure there is no misuse of our disciplinary procedure. 


We have the right to modify this policy or act in any other legal or reasonable way as each case demands. But we will always enforce discipline in a fair and lawful manner. 

Corporate social responsibility 

Policy brief and purpose 

Our Corporate Social Responsibility (CSR) company policy refers to our responsibility toward our environment. Our company’s existence is not lonely. It’s part of a bigger system of people, values, other organizations and nature. The social responsibility of a business is to give back to the world just as it gives to us.  


This policy applies to our company and its subsidiaries. It may also refer to suppliers and partners.  

Policy Elements 

Our company’s social responsibility falls under two categories: compliance and proactiveness. Compliance refers to our company’s commitment to legality and willingness to observe community values. Proactiveness is every initiative to promote human rights, help communities and protect our natural environment. 


Our company will: 

Respect the law 

Honour its internal policies 

Ensure that all its business operations are legitimate 

Keep every partnership and collaboration open and transparent 

Business ethics 

We’ll always conduct business with integrity and respect to human rights. We’ll promote: 

Safety and fair dealing 

Respect toward the consumer 

Anti-bribery and anti-corruption practices 


Protecting the environment 

Our company recognizes the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We’ll always follow best practices when disposing garbage and using chemical substances.  



Protecting people 

We’ll ensure that we: 

Don’t risk the health and safety of our employees and community. 

Avoid harming the lives of local and indigenous people. 

Support diversity and inclusion. 

Human rights 

Child labour shall not be used 

Our company is dedicated to protecting human rights. We are a committed equal opportunity employer and will abide by all fair labour practices. We’ll ensure that our activities do not directly or indirectly violate human rights in any country (e.g. forced labour). 

Our company supports freedom of association and the right to collective bargaining are respected. We’ll ensure that we: 

Allow workers to form or join trade unions of their choosing 

Have open attitude towards activities of trade unions 

Worker will not be discriminated against in carry out their representative functions in the workplace 

We’ll readily act to promote our identity as a socially aware and responsible business. Management must communicate this policy on all levels. Managers are also responsible for resolving any CSR issues.  

Ethical Sourcing Policy 

Policy brief and purpose 

Ten Farms is committed to the responsible manufacture and provision of goods and services. The Ten Farms Ethical Sourcing Policy is based primarily on Ethical Trade Initiative (ETI) and International Labour Organisation (ILO) Conventions and establishes the minimum standards when supplying Ten Farms.  It is the supplier’s responsibility to achieve and maintain these standards and to enforce them within their workplace in supplying Ten Farms. As our business relationship develops, we expect our suppliers to raise their standards and continually improve working conditions. 


  1. Policy Requirements 

1.1 All suppliers are required to agree to the principles in the Ten Farms Ethical Sourcing Policy and as set out in their trading Agreement with Ten Farms.  

1.2 If suppliers are unable to demonstrate compliance with the Ten Farms Ethical Sourcing Policy, Ten Farms reserves the right to terminate the Trading Agreement. 

1.3 Ten Farms utilises the Supplier Ethical Data Exchange (Sedex) online portal for the secure exchange of ethical data with our Suppliers. Suppliers must complete an annual self-assessment questionnaire (SAQ) and Ten Farms may, at its discretion, require an independent audit, at the supplier’s expense, of compliance with this policy  


  1. Legal Requirements 

2.1. All suppliers must fully comply with all local laws and regulations regarding labour, health, safety and the  

environment. Suppliers must also fully comply with the legal requirements of the countries in which they operate in addition to all elements of this Ethical Sourcing Policy. 

  1. Forced/ Bonded Labour 

3.1. Suppliers must not use Forced, Bonded or Involuntary Labour.  

3.2. Employment must be freely chosen.  

3.3. Workers must not be required to lodge deposits or identity papers with suppliers.  

3.4. Workers must be free to leave their employment after reasonable notice, not more than 1 month, has been given     


  1. Child Labour 

4.1. Suppliers must not use child labour. Child labour is defined as work that deprives children of their childhood, the opportunity to attend school and fulfil their potential, or that is harmful to their physical and mental development.  

4.2. Suppliers must be able to verify the age of all employees to ensure no child labour is used. The minimum age for work is defined as being below the age for finishing compulsory schooling, and in any case not less than 14 years & 9 months of age.  

4.3. No child under the age of 18 years will be employed for night duties  


  1. Illegal Labour 

5.1. Suppliers must not use Illegal Labour.  

5.2. Suppliers must be able to verify the legal entitlement of their employees to work in the country of employment.  

  1. Harsh or Inhumane Treatment 

6.1. Physical abuse or physical discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation are prohibited.  


  1. Business Integrity 

7.1. Suppliers must engage professional business ethics in all dealings and provide transparent documentation and records.  

7.2. Bribes, favours, benefits or other similar unlawful or improper payments, in cash or in kind, are strictly prohibited, whether given to obtain business or otherwise.  



  1. Wages and Benefits 

8.1. Wages and benefits paid for a standard working week must meet as a minimum national or industry standards, whichever is the higher. In any event, wages should always be enough to meet basic needs and to provide some discretionary income.  

8.2. All workers must be provided with written and understandable information about their employment conditions in respect to wages, before they enter employment, and about the particulars of their wages for the pay period concerned each time that are paid.  

8.3. Deductions from wages may only occur with the express written permission of the worker concerned.  

8.4. Deductions from wages for disciplinary measures are not permitted.  


  1. Working Hours 

9.1. Including any overtime, workers must not work above the maximum hours per week or per month as stipulated by local laws, or where local laws do not exist, a total of 60 hours per week.  

9.2. Workers must have at least one day off in 7 days or two days off in every 14 days.  

9.3. Overtime must be voluntary and compensated as prescribed by local laws.  

9.4. Record keeping on hours worked must be accurate, complete and transparent at all times.  


  1. Freedom of Association 

10.1. Suppliers acknowledge that workers have a right to freedom of association and to bargain collectively.  

10.2. Workers have a right to join or form trade unions of their choosing. Suppliers are required to adopt an open attitude towards the activities of trade unions and their organisation activities.  

10.3. Where the right to freedom of association and collective bargaining are restricted under local laws, suppliers will not hinder the development of alternative means of independent and free association and bargaining.  


  1. Sub-Contracting 

11.1. There must be no sub-contracting unless documented and available for review by Ten Farms or an independent auditor, including but not limited to records of subcontractors’ names and locations. Ten Farms considers sub-contracting to mean:  

  1. i) Sites supplying Ten Farms must produce product in its final form for wholesale. 
  2. ii) Sites that significantly contribute to the final form of the product. 

11.2. Suppliers must have adequate policies and processes in place for properly managing subcontracting, to ensure that sub-contractors operate in accordance with applicable laws, regulations and the Ten Farms Ethical Sourcing Policy.  


  1. Safe Working Conditions 

12.1. Plant and systems of work which are safe and without risk to health will be provided.  

12.2. Suppliers will provide workers with a safe and clean working environment taking into consideration the prevailing knowledge of the industry and of any specific hazards.  

12.3. Workers must receive adequate, recorded training to perform their jobs in a safe manner.  

12.4. Personal protective equipment must be supplied, and workers trained in its use.  

12.5. Safeguards on machinery must meet or exceed local laws.  

12.6. Workers must have access to clean toilet facilities, clean drinking water and where appropriate sanitary facilities for food storage and preparation. 


  1. Discrimination 

13.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.  

  1. Regular Employment 

14.1. To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice. 

14.2. Employees who have a regular employment relationship with their employer are afforded a number of obligations from their employer relating to labour and social security laws and regulations. These obligations shall not be avoided through the use of labour-only contracting, sub-contracting, home-working arrangements, fixed term contracts or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment.  


  1. Environment 

15.1. Suppliers must comply with local and national environmental laws and regulations.  

15.2. Suppliers must use reasonable endeavours to comply with international standards on environmental protection.  


  1. Documentation and Policies 

16.1. Appropriate documentation is in place to ensure effective ethical management practices.  

16.2. Appropriate policies are developed to ensure effective management of ethical issues 

Drug and Alcohol Policy 

Policy brief  

Ten Farms provides a work environment which aims to ensure the health, safety, respect and productivity of all employees. Ten Farms acknowledges that the use of drugs and alcohol may impair an individual’s capacity to perform their job safely, efficiently and with respect for work colleagues and customers. The use of such substances may result in the risk of injury or a threat to the well-being of the employee using any such substances, other employees, and customers as well as members of the public. The purpose of this policy is to maintain a work environment that is free from the effects of drug and alcohol use.Ten Farms policy is that employees must not be under the influence of alcohol or drugs when performing any work duties for Ten Farms, at the workplace or otherwise, including (but not limited to) the circumstances set out below. Employees must not commence work or return to work whilst under the influence of alcohol or drugs. The consequences of breaching this policy may include disciplinary action up to and including termination of employment. 


Use of vehicles during work hours 

Ten Farm vehicles are not to be driven by anyone who is under the influence of alcohol or drugs. Ten Farms will not accept liability for any damage to a company vehicle, injury to any person, or damage or injury to any third party, incurred while the driver of Ten Farms vehicle is in breach of this policy or of the law. All liabilities shall rest with the person operating Ten Farms vehicle. 


Machinery (including but not limited to forklifts) 

Ten Farms has an obligation to all employees under each State and Territory safety legislation to provide a safe and healthy work environment. To ensure a safe environment, no machinery is to be operated or used by anyone who is under the influence of alcohol or drugs. 


Prescription drugs 

If you take prescription drugs please check with your doctor to establish if the use of the drug will impact on your work performance and particularly your ability to operate machinery. If so, please obtain this advice in writing from your doctor and provide it to your manager or supervisor. 



Ten Farms observes a no smoking policy in all premises, including in Company vehicles. Should employees wish to smoke, they are to do so away from Ten Farms premises and on their own break times, not during working hours.