More on our Member Standards

Suppliers should not cancel confirmed jobs, unless they are certain they have a valid reason to do so beyond the Supplier’s control. Even in these cases, Suppliers should do their best to cancel with as much lead time as possible and contact Jobloads if they need help.

Suppliers (and their team) should be available for any induction and training on the Hirer’s site as per the job request and throughout the job.

If induction/training is more than five days away, Suppliers are expected to respond to Hirers within three days of receiving a message. This is when Hirers are likely reaching out for additional information to plan the details of their job.

Close to induction/training time, or if an issue arises during the job (worker no-show, incident report etc.), it's especially important to respond quickly to Hirer messages. During these moments, Suppliers are expected to respond within one hour to Hirer messages received during local daytime hours. Outside of local daytime hours, Jobloads may provide immediate assistance to Hirers who are facing a job issue if the Supplier is unresponsive.

Otherwise, when a Hirer reaches out to you during the job or within five days of the job commencing, it’s best to respond within 12 hours to Hirer messages received during local daytime hours. This is because if induction/training is within five days, Hirers may be beginning their job preparation and may need confirmation of final details like team contact information or induction/training instructions.

Suppliers should only change the details of an accepted job (dates, price, etc.) with the Hirer’s prior consent. The pricing and details recorded on an accepted job are locked in and cannot be changed on the platform.

The Supplier profiles linked to the service (team, organisation) should be accurate.

The service listing page should accurately describe the type of industry, sector, service type, and team size.

The service delivered should be the one that was requested, and the photos and description on the service listing page should accurately represent the service provided. Suppliers should only substitute one listing for another if they have prior agreement from the Hirer.

The service listing page should disclose applicable pricing and accurately represent what Hirer’s are paying for (unit of work, base rate, on-costs, service fee etc.) and the services offered in the listing. If the listing advertises “a team of 11-20”, then this team should be readily available to Hirers. If there are restrictions associated with the advertised service, these should also be fully disclosed on the listing page (for example, the team is currently working on another job and is available in 2 weeks or I will need two weeks to recruit this team).

Suppliers should provide service listings that meet a high standard of compliance (industry certification, licenses, policies, insurance etc.).

Suppliers should take the time to reflect on the feedback given by Hirers after every job and look for opportunities to improve their services.

Suppliers who have employment arrangements with workers must ensure a good recruitment process is in place so that the employee and the Supplier (employer) have the same expectations about the role, pay, and working conditions.

The Supplier must comply with all applicable laws and regulations.

Pay their workers fairly and on time.

Provide a safe working environment.

Respect the rights of their workers.

Uphold their commitment to the Inclusion and Respect Policy.

Suppliers who have employment arrangements with workers accept that under the provisions of the Employment Relations (Triangular Employment) Amendment Act 2018 they are defined as The Agency and that the provisions of the Amendment extend to them in so far as they are applicable.

Suppliers (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 Hirers in respect of that duty.

Hirers who find a Supplier’s worker that has acted in a manner which may amount to a breach of their policies, unsatisfactory work performance, serious misconduct, or less serious misconduct requiring disciplinary action, 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.

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.

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.

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.

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.