AIRPORT TRANSFERS - SUNSHINE COAST - MAROOCHYDORE - NOOSA - BRISBANE - GOLD COAST
AIRPORT TRANSFERS - Noosa-Sunshine Coast Airport (Maroochydore) Brisbane Airport - Gold Coast Airport
Sunshine Coast & Brisbane Airport Transfers, luxury, reliable and convenient transfer service you can travel with ease in one of our luxury Mercedes or BMW vehicles knowing your professional chauffeur has your total transfer experience under control.
Baby seats or a corporate traveller, we have the vehicle to suit you.
GET the VIP treatment If these transfer services do not cover your needs, give us a call and speak to our staff directly for your premium car service
It's all about exceptional Service 24/7 at a time to suit your needs.
Our fleet is comprised of only the latest model long-wheel base luxury vehicles which includes Mercedes-Benz E and S classes, BMWs as well as stretch limousines,
luxury people-movers, coaches and our flagship Rolls-Royce and Bentley.
Your comfort, security and privacy is our top priority.
Travelling for business or family vacation, at Private Airport Transfers we set the standards high. Our private airport car service is available 24 hours a day, 7 days a week, 365 days a year to provide you with the best customer service and the best travel experience.
Travel first class to and from the airport in our luxurious fleet of standard and luxury sedans as well as SUVs and coaches at a price that will pleasantly surprise you.
What we offer:
Chauffeur meet and greet
Uniformed private chauffeurs
Complimentary wait time
Compliance and safety
AIM for Private Airport Transfers PTY Ltd
PAT is committed to providing a safe, flexible and respectful environment equally for all staff, suppliers, subcontractor drivers (hereafter referred to as drivers) and customers – an environment which is free from all forms of discrimination, bullying and sexual harassment.
All PAT staff, suppliers, drivers and customers are required to treat others with dignity, courtesy and respect.
By effectively implementing our Workplace discrimination and harassment policy we will:
· convey our zero tolerance attitude towards workplace discrimination and
· attract and retain talented and professional staff and drivers
· engage with respectful customers
· create a positive environment for everyone involved with COD and related delivery of ground transport services.
This policy applies to:
· all staff including managers, supervisors, full-time, part-time or casual, temporary or permanent staff; job candidates; student placements; apprentices; contractors; suppliers; drivers and customers
· the expectations PAT has of its drivers in relation to the provision of safe ground transport services free of workplace discrimination and harassment
· the expectations PAT has of its customers in relation to drivers right to provide ground transport services while being free of workplace discrimination and harassment
· 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, in vehicle or after-hours work; work-related social functions; conferences; wherever and whenever staff and drivers may be as a result of their PAT duties or PAT services
· staff, driver and customer treatment of other staff, drivers, and customers, and of other members of the public encountered in the course of their PAT duties or usage of services.
All staff, drivers and customers are entitled to:
· recruitment and selection decisions based on merit and not affected by irrelevant personal characteristics
· work environment free from discrimination, bullying and sexual harassment
· ground transport services 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
All staff, drivers and customers 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
PAT Managers and supervisors have the added responsibilities outlined below:
· model appropriate standards of behaviour
· take steps to educate staff and drivers of their obligations under this policy and the law
· take steps to ensure customers not meeting their obligations outlined under this policy are counselled and in cases of repeat offences take steps to terminate the customer.
· 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, drivers and customers to resolve complaints
· refer complaints about breaches of this policy to the appropriate state and/or
· ensure staff, drivers and customers 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
All staff recruitment and driver selection decisions at PAT will be based on merit – the skills and abilities of the candidate as measured against the inherent requirements of the position – and regardless of personal characteristics.
PAT views 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.
Discrimination, bullying and sexual harassment are unacceptable at PAT and are unlawful under the following legislation:
· Sex Discrimination Act 1984
· Racial Discrimination Act 1975
· Disability Discrimination Act 1992
· Age Discrimination Act 2004
· Australian Human Rights Commission Act 1986
Staff, drivers and customers found to have engaged in such conduct might be counselled, warned, disciplined and reported to relevant authorities. Severe or repeated breaches can lead to formal discipline up to and including dismissal and termination for customers.
Discrimination is treating, or proposing to treat, someone unfavorably because of a
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 person is harassed and humiliated because of their race; or 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)
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.
PAT has a zero-tolerance approach to discrimination.
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 PAT and may also be against occupational health and safety law.
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 and for the purposes of PAT before, during and after the provision of ground transport services.
All staff, drivers and customers 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.
Sexual harassment is against the law, a very serious breach of this policy and will result in formal discipline against the perpetrator including reporting to the relevant authorities.
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.
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 against the law, a very serious breach of this policy and result in formal discipline against the perpetrator including reporting to the relevant authorities and termination.
Any complaint of discrimination or harassment is considered confidential.
It is unacceptable for PAT staff, drivers and customers to talk with other staff, drivers, customers and 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 including reporting to the relevant authorities and termination.
PAT staff receive this policy and are required to demonstrate understanding and consistent application of workplace discrimination and harassment obligations and responsibilities.
Currently the only active ‘staff’ are the founders who are the creators of this policy framework and abide by it as a core principle of operating their business.
As new staff are hired receipt of and agreement to this policy will form part of the staff engagement framework.
Subcontractor drivers have always been subject to a strict code of conduct which outlines they are strictly prohibited from inappropriate conduct
In this inaugural issue of the PAT Workplace Discrimination and Harassment Policy drivers will be required to read and accept the obligations outlined herein otherwise will not be eligible to continue working with PAT.
Further this Policy has been integrated into the following driver engagement framework and related documents.
Overall Driver Engagement & Safety Framework
Driver Service Level Agreement
Safety Management Plan
All suppliers who provide specialist services to PATwill receive an email copy of this policy document.
This policy document will be posted on the PATwebsite and will be accessible
COMPLAINT HANDLING & RESOLUTION
PAT strongly encourages any staff, driver or customer who believes they have been discriminated against, bullied, sexually harassed or victimised to take appropriate action.
Any staff, driver or customer who believes they have been subject to discrimination or harassment should contact us immediately following the incident to report what happened. It is preferable that the submission is made in writing to email@example.com. Any such email will be forwarded to the office for investigation and handling.
All complaints to PAT are handled by the office. Complaints relating to workplace discrimination and harassment are treated with special urgency due to the PAT zero tolerance policy on these matters.
Complaints will be dealt with as follows:
1. Confirmation to the complainant (person making the complaint) of receipt of their
complaint and intention to investigate. This will happen in the first 24 hours.
2. Document in PAT Systems:
1. If incident is arising from a ground transport booking add notes to admin
field “Notifiable Incident/Occurrence field in the relevant online booking
2. If incident is not related to a booking then document and keep all notes in
3. Contact with the respondent (person who the complaint is about)
1. advice that a complaint has been made against them.
2. talk through the circumstances of the complaint and document their
3. secure relevant data or evidence from the respondent (screen shots, GPS
location coordinates, details of other witnesses or involved persons)
4. Investigation of details surrounding complaint
1. Review all system data and tracking
2. Contact other relevant witnesses or involved persons
3. Document a Sequence of Events surrounding the complaint which includes
all relevant data & evidence
4. Determine any action to be taken
i. Disciplinary action against respondent (where required)
ii. Change of policy or procedures
iii. Implementation of new technology/security features
5. Review Outcome with Complainant
1. Provide details of the investigation and outcomes with complainant
2. Ensure satisfaction with outcomes
3. Agree and document any further action required
PAT views the reporting of workplace discrimination and harassment as a matter of extreme importance.
Any discrimination or harassment incident reported by staff, drivers or customers will be notified to the relevant state and/or federal authorities.
PAT will make every effort to cooperate with state/federal authorities regarding any investigation of a reported incident.
PAT will also make every effort where reasonably practicable to incorporate recommendations made by any state/federal authority to implement disciplinary action against a respondent and/or make changes to policies, procedures and systems to minimize the likelihood of such repeat occurrences.
This policy was
Adopted by PAT
Incorporate into other Private Airport Transfers PTY Ltd Herron Family Trust policy references: