Proper Use
As the company advances and progresses, the need may arise to revise, supplement, or rescind any policy or portion of the handbook. In these cases, all employees shall be given a copy of the updated portion. It shall then be their responsibility to update their personal copies.
This handbook is meant to facilitate an employee’s stay and growth in Groworx.
Human Resource Department is in-charge of the reproduction, distribution, and administration of the handbook and guidebook.
Should you have questions or concerns, feel free to get in touch with the Human Resources Department through csg@groworx.com.au
Agreement
Every employee is responsible for reading and understanding the contents of this handbook and to conduct business on behalf of GroWorx in accordance with the standards and practices.
- Business dealings with outside firms should not result in unusual gains for these firms or the employees. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit either the outside firm, the employee, or both (collectively, “Improper Conduct”).
- No “resumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees become aware of any improper conduct, they must immediately disclose this to their immediate supervisor.
Confidentiality
Employees are expected to handle company documents, especially those identified as sensitive, with care and confidentiality. Providing outsiders, particularly the competition, with relevant GroWorx information and documents is deemed a grave offense. In keeping with the Groworx’s confidentiality policy, all business dealings with outside firms should not result in unusual gains for these firms or the employees. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit either the outside firm, the employee, or both (collectively, “Improper Conduct”).