We require Hirers to uphold our Member Standards to help create the best job experience for supplying teams:
Treat your Supplier’s team like your own
Follow the Supplier’s service offering and payment terms
✨More on our Hirer Member Standards
Treat your Supplier’s team like your own
Hirers should ensure a job is free of discrimination, harassment, bullying, victimisation, and violence and are complying with all relevant equal opportunity laws.
The Hirer must comply with all applicable laws and regulations.
Pay Suppliers in full and on time.
Provide a safe working environment.
Respect the rights of a Supplier's workers.
Uphold their commitment to the Inclusion and Respect Policy.
Triangular employment
Hirers accept that under the provisions of the Employment Relations (Triangular Employment) Amendment Act 2018 they are defined as a Controlling Third Party and that the provisions of the Amendment extend to them in so far as they are applicable.
Health and safety
Hirers (as a PCBU under the Health and Safety at Work Act 2015 (“HSWA”) acknowledge they have responsibilities for the safety and health of workers supplied on a job, including the duty to eliminate or minimise risks to health and safety (as the case may be) so far as is reasonably practicable, and they shall consult, co-operate, and co-ordinate with Suppliers in respect of that duty.
Rest and meal breaks
Hirers shall provide all workers in a Supplier’s team with rest and meal breaks that provide a reasonable opportunity, during a job, for rest, refreshment, and attention to personal matters and that are appropriate for the duration of the job. Such breaks shall comply at least with the minimum requirements of sections 69ZD and 69ZE of the Employment Relations Act 2000.
Job delays
Hirers will advise Suppliers if due to weather conditions, or due to an end of job event, or due to circumstances out of the Hirer’s control the day’s work is delayed or finishes early and pay any agreed fees to Suppliers.
Reasonable notice for cancelled shift
Hirers shall give reasonable notice, of at least 24 hours before the rostered job start time if a Supplier’s worker is no longer required to work an assigned shift and co-ordinate with Suppliers in respect of this duty.
Respect the Supplier’s service and payment terms
Assigned workers and disciplinary action
Hirers should respect the assigned workers for a job and should direct any concerns or feedback to their Supplier. If a supplied worker breaches a Hirer’s policies, work performance is unsatisfactory, there is serious misconduct, or less serious misconduct requiring disciplinary action, then the Hirer must contact the Supplier immediately and make it fully aware of all the details that relate to the situation. The Hirer shall then comply with the directions of the Supplier in relation to the handling of the worker.
❕ Hirers may not, and only Suppliers can, take disciplinary action in relation to workers employed by them.
Service availability
Hirers should respect their Supplier’s service availability and should not start a job before or after the agreed timing without prior approval from the Supplier.
Timesheet approval
Hirers shall authorise their Supplier’s workers timesheets or agree on amendments and settle payment as per the Supplier’s payment terms to ensure that the Supplier can meet their team payroll obligations.
Payment terms and pricing changes
Service payment terms are set out in Suppliers service listings. In some instances, Suppliers may need to change their service pricing before or during a job. This may occur when the working conditions change (due to weather, fruit size, fruit quality, tree capacity, harvesting method etc.), or other reason related to the job. Pricing changes will require a Hirer’s consent.
Damage
Where a Supplier’s team causes damage that is beyond normal wear and tear, we expect Suppliers to inform Hirers of the damage as soon as possible and work with the Hirer to find a reasonable solution. Suppliers are expected to pay reasonable requests for reimbursement if they’re responsible for damage, missing items, or unexpected costs or the replacement cost outlined in a job request.
Reporting a violation
Jobloads encourages Suppliers to promptly report violations of these standards. When a Supplier is dealing with a suspected or actual violation of these standards, we ask that they:
Communicate with the Hirer—the Hirer is in the best position to quickly resolve issues.
Document the issue using the Jobloads message thread, photos, etc.
If the Supplier can't resolve the issue, contact us to report the issue directly by emailing [email protected]
Upholding Hirers to these standards
We are committed to enforcing these standards. Jobloads will attempt to contact the Hirer to understand what occurred and use the following guiding principles:
Impartiality
If a member raises a grievance, it will be investigated in a fair and impartial manner. No judgements or assumptions will be made, and no action will be taken until the investigation is complete. If a complaint is made against you, your rights will be protected, and you will be given an opportunity to tell your side of the story.
Confidentiality
If a member raises a grievance, the details will remain confidential between the member and the investigating team. Those involved in an investigation, must maintain strict confidentiality regarding all aspects of the process or face disciplinary action.
Timeliness
Each grievance will be finalised within as short a period as possible. Where necessary, all information will be passed on to the relevant member immediately.
What happens if someone really broke these standards?
We will terminate an account without advance notice if there is evidence it is being used for a restricted purpose that has, is, or will cause severe harm. If applicable, we will also report the incident to the appropriate authorities.
For other cases, we’ll take a case-by-case approach to clear things up. Further, as a small, privately owned independent business that puts our values and conscience ahead of growth at all costs, we reserve the right to deny service to anyone we ultimately feel uncomfortable doing business with.
Can you appeal a decision?
If we terminate an account without notice, the decision is final.
For other cases, we will consider good faith appeals sent to [email protected] by the account owner within 14 calendar days.