Safe, Fair and Rewarding Workplace


Safe, Fair & Rewarding Workplace

CSL's Commitment:

CSL is committed to a fair and rewarding working environment for all of our employees where there is mutual trust and respect.

We are also committed to providing a workplace that is safe and supportive of employee wellbeing. We recognise the value of work-life balance and consider it in development of our policies.

These commitments help ensure that we maintain a reputation as a progressive organisation that is an attractive employer and provides a stimulating and satisfying work environment that engages and retains employees in a competitive employment market.

We will:

  • Provide a workplace that is free of harassment and discrimination, and is a place where we treat each other with mutual respect;


  • Respect and encourage diversity in the workplace;


  • Ensure that remuneration always meets or exceeds legal standards and rewards employees in a way which reflects the fair market value of their services;


  • Provide appropriate support and opportunity for professional development and career progression;


  • Protect the health and safety of our employees and other persons present on our premises;


  • Ensure that our employees are able to seek representation without fear of intimidation, reprisal and harassment; and


  • Where possible, provide our employees with access to professional and independent counselling programs to support them through periods of difficulty.


Workplace standards

Recruitment

CSL provides an objective and equitable process for the recruitment, selection, promotion and movement of potential and current employees. Global principles are in place to ensure that sourcing, assessment, recruitment and selection processes are consistently applied across the CSL Group and all applicable laws are followed.

We ensure that there is integrity in the management of the selection process and that it is free of unlawful or inappropriate bias and conflicts of interest.

We support learning and development and encourage our employees to develop their careers within the CSL Group. We strive to balance the number of employees we hire from outside the company with the number of employees we promote from within the company.

An appropriate authorisation is required to initiate any action for an open position.

In some circumstances we engage the services of independent third parties as contractors and consultants. While they are not employees of our organisation, they are important to our success and we are committed to practices which meet legal and tax obligations, maintain proper health and safety arrangements and treat individuals with respect.



Q. I am recruiting to fill a position on the production line at a manufacturing facility. The position requires frequent movement around confined spaces and I am concerned that a person with a disability would not be able to perform this job safely. Should I discourage disabled people from applying?

A. No – this would be against the Code and relevant CSL policies and may also be illegal. Ensure the job specification and selection criteria accurately reflect the real and essential requirements of the job. Your concern for safety might be well based, but you cannot prejudge the ability of a disabled candidate to perform the role. You must also take into account that CSL will make reasonable adjustments to allow disabled people to participate equally in the workforce. Please contact CSL HR or CSL Legal who will be able to help you.



Equal employment opportunity (EEO) and workplace harassment

CSL prohibits less favourable treatment of a person on the basis of attributes such as gender, age, ethnicity, religion, disability and sexual orientation. We will not tolerate harassment in any form, including bullying and occupational violence in any workplace context, including offsite conferences, training or social events. Third parties who work with CSL employees also are subject to our EEO and workplace harassment policy.

We comply with the requirements of all applicable local laws and at a minimum will:

  • Inform and educate our managers and employees of the promotion of equal opportunity awareness and familiarity with local legislative requirements;

  • Make employment and promotion decisions based on merit;

  • Clearly communicate that we will tolerate no harassment or discrimination of any kind in the workplace, and that possible disciplinary action may be taken for breaches of the policy;

  • Establish procedures that are consistent with the principles of natural justice for those wishing to make a complaint or seek advice;

  • Assure our employees that we will maintain their confidentiality to the maximum extent permitted by the circumstances; and

  • Ensure no retaliatory actions are taken against employees who raise concerns or escalate workplace harassment issues.



Q. One of my colleagues has told me he is homosexual and I have heard him being subject to jokes and negative comments about his lifestyle. What should I do?

A. Workplace harassment is against the Code, CSL policy and may be illegal.

It can negatively impact the whole work group. If you have observed incidents or overheard communications that make you uncomfortable, you should report the behaviour you have observed directly to your supervisor/manager or CSL HR.

If the matter remains unresolved, CSL has a reporting or "whistleblower" process to report concerns. Please refer to the CSL intranet for further information.



Health and safety

CSL is committed to providing safe, healthy and secure workplaces for our employees, other persons present on our premises and the communities in which we operate.

Our employees and other persons present on our premises have a responsibility to ensure that health and safety is not compromised in the workplace. To ensure this, they are expected to, as a minimum, comply with CSL's standards, policies and procedures. Employees and other persons on our premises must report all incidents and hazards, as soon as possible, so that appropriate action can be taken to prevent, correct or control these conditions.

CSL's supervisors/managers are responsible for ensuring that appropriate resources and supervision are provided so that employees and other persons on our premises can work safely. To support this, in each operation, we implement, maintain and continuously improve our health and safety management system which:

  • Requires compliance with all applicable laws, licensing and other prescribed requirements;

  • Requires the setting of health and safety objectives and targets aimed at the elimination of workplace injuries and illnesses, considers legislative and other operational and business requirements, and the view of interested parties;

  • Communicates the health and safety objectives to all our employees and encourages their involvement in the improvement of health and safety performance;

  • Requires continual evaluation and reports performance against targets;

  • Develops, implements and reviews a health and safety management plan to reduce risk, meet objectives and to drive continuous improvement;

  • Requires facilities to operate to the highest standards to protect our employees, visitors and the community in which we operate;

  • Requires consultation with our employees on health and safety matters to ensure employees are considered in the decisionmaking processes;

  • Provides appropriate training and resources so that our employees are equipped to work safely;

  • Communicates the requirements of the system to all employees and is available to interested parties; and

  • Is regularly reviewed for effectiveness.



Q. My supervisor/manager demands that we meet production targets that can only be met by breaking health and safety procedures. What should I do?

A. Health and safety procedures must never be compromised and putting health and safety procedures second to production targets is unacceptable. You should first discuss your concerns with your supervisor/manager. If you are uncomfortable in doing this or you are unsuccessful in getting their attention, you should speak to your health and safety manager or other senior management. If the matter remains unresolved, CSL has a reporting or “whistleblower” process to report concerns. Please refer to CSL’s intranet for further details.



Rehabilitation

It is important that CSL employees return to work after an injury or illness as soon as appropriate. Our employee rehabilitation therefore has the dual objectives of:

  • Recognising rehabilitation is a part of the compliance requirements for workers compensation; and

  • Ensuring that the rehabilitation programs that we establish address the psychological and social impact of employee injuries in the workplace.

We are committed to assisting injured or ill employees return to work through early intervention and the development of injury and illness management plans.

Termination and Separation

When CSL terminates an employee, we will do so in a manner that is consistent with applicable local laws and is in line with CSL's HR policies.

This may occur:

  • Where there are valid reasons connected with the employee's capacity, conduct or performance;

  • When there is no longer a business need for the employee's role;

  • In the case of "at-will" employment, at the validly exercised discretion of the employer or employee, with or without cause; or

  • As otherwise prescribed under local employment conditions or individual contracts.

Professional Behaviour

Mutual Respect

CSL sets high standards for professional and ethical conduct that at all times governs the way we interact with customers, suppliers, fellow employees and members of the public.

This includes:

  • No tolerance for intimidation, bullying, hostility or threats;

  • Extending courtesy and respect to individuals;

  • Respecting the personal property of others and the property of CSL;

  • Acting with integrity at all times;

  • Working together to achieve better results;

  • Seeking to understand and meet stakeholders' needs;

  • Taking steps to understand the laws and customs of the different countries in which we operate; and

  • No retaliation or reprisal of any kind as a result of an individual (or group) reporting concerns (unless the report is frivolous or vexatious) and/or participating in any investigation.

Disclosure of Confidential Information

CSL expects employees to respect the confidentiality of information obtained during their employment with us and not to disclose or use such information except for a CSL approved purpose.

Information that is covered includes but is not limited to:

  • CSL pricing policies;

  • Strategic and product development plans;

  • Financial information;

  • Customer information;

  • Inventions and discoveries; and

  • Confidential information disclosed to CSL by third parties.

We require that our employees assign and transfer to CSL at any time without further consideration, any intellectual property developed by them in the course of their employment by CSL or developed from CSL's intellectual property. The only exception to this is where applicable local laws require that consideration is payable, in which case, the consideration payable will be the minimum payable under the applicable local laws.



Q. A healthcare professional with whom I am good friends is always anxious to provide the best available treatment and information to her patients. She has asked me for information on the results of some early stage clinical trials that CSL is conducting. As the healthcare professional is bound to respect patient confidentiality is it permissible to inform her of the outcome of the trials?

A. CSL confidential information such as clinical trial results must not be disclosed or used for any purpose unless specifically approved by CSL. Consequently, you must be very careful what you discuss in conversations with this healthcare professional, restricting information that you provided to that which has already released into the public arena.



Internal Communication

CSL is committed to ensuring that all our employees have appropriate access to relevant CSL information that will enable them to perform their jobs effectively and to better understand our business decisions.

Our internal communications process is designed to share internal information, improve decision making, and disseminate published strategic decisions that promote a shared understanding of our values and direction.

Subject to considerations of confidentiality, privacy and commercial sensitivity, we will make information about CSL available to employees in a timely manner.

We have put procedures in place to provide guidance on the development, approval and publishing of printed and electronic materials.

Drugs & alcohol

To maintain a safe working environment, employees must not misuse drugs or alcohol while on CSL business. Additionally, the illegal or unauthorised use, possession, sale, purchase or transfer of drugs and alcohol is prohibited at all times.

Managers responsible for CSL functions must ensure that the service of alcohol is responsible, provided that the service of alcohol is not otherwise prohibited by local laws or local CSL policies.

Any of our employees who have a dependency problem will be provided with specialised counselling support where possible.

To ensure we hire new employees who are able to contribute to a safe and productive work environment, we may require health-checks of candidates for certain roles. Such requirements are always conducted in accordance with local laws and regulations.



Q. I am concerned about a work colleague whose behaviour on occasion suggests that he is under the influence of alcohol while on duty. I know he is experiencing stress in his home life and do not wish to exacerbate his personal situation but I fear that his and his colleagues' safety may be in jeopardy. What should I do?

A. Although you may not be sure that alcohol is the cause of the behaviour that you have observed, if you have workplace safety concerns, you must report your concerns immediately to your supervisor/manager and your health and safety officer. The situation can then be investigated and actions taken as appropriate to protect the health and safety of your colleague and other employees.



Employee Rewards

Performance Management

CSL ensures that employees in each business unit and country understand how they can contribute to the success of CSL. This includes:

  • Ensuring that the performance standards and expectations for each employee are communicated and understood;

  • Individual objectives, where appropriate, are achievable and are reviewed with regard to both business outcomes and CSL values;

  • Encouraging communication and collaboration between the employee and their supervisor/manager, relevant colleagues, teams and stakeholders in relation to reviewing performance; and

  • Establishing a performance management framework comprising systems and procedures that support the effective management of these practices in all of our businesses.



Q. I established a workplan with my supervisor/manager and understood that this would be the basis of my annual performance assessment. It is now time to conduct my performance review, however, my supervisor/ manager has not raised this with me. What should I do?

A. The CSL performance management system, including the appraisal process, operates through open and constructive conversations between supervisors/managers and their direct reports. You should remind your supervisor/manager that it is time for your appraisal and schedule a time for this to occur in an uninterrupted and private environment. You and your supervisor/manager should meet prepared to discuss the extent to which you have reached your targets over the preceding year, other ways in which you added value in your role including on agreed business priorities which were not known at the time the workplan was created, any difficulties experienced, and your future workplan and development needs. Further guidance regarding annual performance assessments will be provided by CSL HR for your region.



Remuneration Philosophy

CSL directly relates the level of our employees' remuneration to their role in the business, to other personnel undertaking a similar role and to local market preferences and conditions. We use a consistent job evaluation methodology across the group, enabling direct comparison of job size and we monitor the fair market value of roles in different roles in different locations.

Our performance management system involves the establishment of performance objectives and values-based behaviours, and management of performance related remuneration.

In order to compete for and retain employees, CSL offers remuneration which is competitive in the local market for the specific role. Executive remuneration packages include fixed remuneration, and performance related rewards in the form of short term cash incentives and long term incentives aimed at aligning the interests of employees and shareholders.

In countries in which we operate, consistent with local market practice or applicable laws, CSL will make a contribution to employee retirement plans.

We will reimburse employees for legitimate work-related expenses personally incurred during the course of conducting business, such as when on business travel or when attending work-related conferences. In all cases, supervisor/manager approval is required for all reimbursement claims.

Recognition of Service

Across CSL, all businesses will recognise continued good service of employees over a series of service milestones.

Learning & development

CSL is committed to investment in learning and development to continually improve the ability of employees to carry out their roles in a way that results in superior performance and is compliant, safe and effective. We make professional development opportunities available to employees at all levels and we build a pool of talented leaders ready to assume future leadership roles across the group.

Our learning and development system includes:

  • Identification, implementation and evaluation of employee learning and development consistent with individual work plans and business requirements;

  • Clearly defined links with the career development, succession and performance management processes including performance and behavioural feedback consistent with our values;

  • The development of leadership capabilities which address pipeline building needs from early through to senior career levels;

  • Fair access to learning and development in line with equal employment opportunity principles;

  • Identification of high performing individuals by means of a common and consistent global approach;

  • A global approach to succession planning to maximise career development and deployment of talent.

Disciplinary action and counselling

CSL maintains standards of performance and conduct in the workplace through the appropriate use of informal counselling, employee training, formal counselling and disciplinary actions which result in penalties.

Misconduct of a serious nature may result in immediate termination of the employment contract. Serious misconduct can include behaviour that is:

  • Illegal;

  • Damaging to the business;

  • A risk to the safety and integrity of CSL and its employees;

  • In breach of this Code, and other internal policies and procedures; or

  • Otherwise inconsistent with the continuation of the contract of employment.

The action taken in response to misconduct will depend on the severity of the situation and will be consistent within the workplace as well as meeting legal requirements of the environment. In all cases, employees will have the opportunity to explain their actions.