Table of Contents the Metricon Stadium Story

TABLE OF CONTENTS THE METRICON STADIUM STORY ...... 4 EVENT DAY ROLES & RESPONSIBILITIES ...... 6 CONTACT LIST ...... 7 SHIFT PROCEDURES & HELPFUL INFORMATION ...... 7 ROSTERING ...... 7 COMMUNICATION, SHIFT ENQUIRIES & CANCELLATIONS ...... 8 BREAKS ...... 8 TRANSPORT ...... 8 ENTRY/EXIT PROCEDURE ...... 9 STADIUM STAFF SERVICES ...... 9 CLOCKING ON AND OFF ...... 10 STAFF POSITIONS & BRIEFINGS ...... 10 UNIFORMS...... 10 PAY RATES AND PAYMENT FREQUENCY ...... 13 EVENT DOCUMENTS ...... 14 REWARD & RECOGNITION PROGRAMS ...... 14 STAFF FACILITIES ...... Error! Bookmark not defined. METRICON STADIUM POLICIES ...... 16 ACCREDITATION POLICY ...... 16 ALCOHOL & NON-PRESCRIPTION DRUGS POLICY ...... 17 BULLYING POLICY ...... 17 SEXUAL HARASSMENT POLICY ...... 18 COMPLAINTS PROCEDURE FOR BULLYING & SEXUAL HARASSMENT...... 22 CODE OF CONDUCT POLICY ...... 24 DISCIPLINE POLICY ...... 25 EQUAL EMPLOYMENT OPPORTUNITY POLICY ...... 25 INCIDENT REPORTING ...... 27 INTERNET & SOCIAL MEDIA POLICY ...... 27 GAMBLING POLICY ...... 28 GCFC CASUAL MEMBERSHIP & TICKETING POLICY ...... 29 PLAYER/COACH/ARTIST INTERACTION POLICY ...... 30 SMOKING POLICY ...... 30 STADIUM EQUIPMENT POLICY ...... 30

WORKPLACE HEALTH & SAFETY POLICY ...... 30 EMERGENCY EVACUATION PROCEDURE ...... 32 APPENDIX ...... 33

WELCOME FROM THE CHIEF EXECUTIVE OFFICER

To all team members,

On behalf of all of us at the Gold Coast SUNS, welcome. The Gold Coast Football Club is building a reputation as the most exciting football club in Australia. Strong values and a culture of success both on and off the field are central to achieving this goal. Over the past few years we have been undertaking the hard work required to build the heart and soul of a successful football club. We intend to repay the faith of the Gold Coast community who believed in us and ensure that we build the foundations required to enable the long-term viability and success of an AFL team on the Gold Coast. A critical element of building the football club will be establishing and maintaining a community connection. Our home, Metricon Stadium is a key part of our strategy to ensure that we will have meaningful engagement with the community. Our vision for Metricon Stadium is to deliver to our members, fans and visitors a different and memorable customer experience. Our Stadium Workforce is the central plank to achieving this vision.

We have assembled the best people who are prepared to work together and who are proud and happy to work here. And now that we are assembled we must be united. We will adopt a “one team” approach at Metricon Stadium. Customer service, catering, cleaning, ticketing and security are all the Metricon Stadium team.

This booklet is designed to help you familiarise yourself with the Club and Metricon Stadium. Please take the time to read the enclosed information and please feel welcome to approach any of our full time Stadium staff with any questions. Thank you again for becoming a valuable member of our team as we continue our journey to become the most exciting football club in Australia.

Sincerely Mark Evans

Chief Executive Officer

THE METRICON STADIUM STORY As a part of the AFL expansion into the Gold Coast, a new $144M stadium has been built at Carrara. The stadium has a capacity of 27,500 spectators and is capable of being extended to approximately 40,000 in the future. It features an AFL oval and is capable of hosting cricket matches, concerts, festivals, athletics events and soccer matches. Metricon Stadium is a Queensland owned venue however the Gold Coast Football Club proudly manage and operate the stadium.

The stadium is located in the Carrara Sporting Complex (CSC) on the site of the old Carrara Stadium and has been designed to be an iconic landmark of the Gold Coast.

Environmentally sustainable features have been built into Metricon Stadium including water tanks (with a total capacity of 650,000L) that are plumbed to the stadium’s toilet facilities. The stadium has also been fitted with 450 metres (574 individual units) of solar panelling which combined, form a 5m wide inner rim around the stadium’s entire roofline. The solar panels will generate approximately 275,000 kilowatt hours (kWh) of electricity per annum, or approximately twenty percent of the stadium’s total electricity needs.

Key Dates

October 2009 Demolition commenced, majority of old stadium recycled apart from stadium light towers which remain

December 2009 Civil works and piling of new stadium foundations commence

March 2010 450 metres of solar panelling is incorporated into the design. This will produce up to 20% of the venues power

August 2010 First panels of roof fabric installed

October 2010 AFL announce first fixture for Metricon Stadium

February 2011 GCFC commenced use of the Metricon Stadium Training Field

March 2011 Field of play and main field Goal Posts installed

March 2011 Metricon announced as stadium naming rights sponsor

May 2011 Metricon Stadium completed on time and on budget by Watpac

28 May 2011 First AFL match at Metricon Stadium (Gold Coast SUNS vs. Geelong Cats)

Metricon Stadium was designed by Populous and constructed by Watpac and cost a total of $144.2 million.

The Stadium’s Journey....

January 2010 August 2010

October 2010 January 2011

April 2011 December 2016 The new Gold Coast SUNS Training & Administration Facility and Carrara Sports & Leisure Centre are almost complete.

Now

Our GC SUNS Training and Administration building complete

EVENT DAY ROLES & RESPONSIBILITIES General Manager, Stadium • The GM Stadium is the senior manager on duty for an event.

• Supports the Event Manager in Event Control • Acts as Chief Warden in the case of an emergency. Events & Operations Manager/Events & Operations Coordinator • Responsible for the organisation, delivery and management of the event.

• Is the lead contact for their events • Primary contact for the hirer (AFL). • Acts as Deputy Warden in the case of an emergency Events & Operations Assistant

MANAGEMENT • Supports the Events & Operations Manager and the Events & Operations Coordinator

FULL TIME STAFF TIME FULL • Oversees casual staff event day operations and issues Horticulture Team • Responsible for the up keep of Metricon Stadium Grounds, training and playing fields STADIUM Facilities Management Team • Responsible for all Stadium assets and all maintenance associated with ensuring Metricon Stadium remains a world class venue

Customer Experience Officer (CEO) • Customer Experience Officers are the first point of contact for customers at the stadium. • Customer Experience Officers provide exceptional, professional and efficient service, in an enthusiastic, friendly and customer orientated way. • A welcoming and genuine approach ensures that all customers have an enjoyable experience. Retail Team Member • Responsible for providing customers with a great customer experience when purchasing SUNS and/or Away Team merchandise

Bump Crew • Required to work prior and post the event as well as on the day of the event • Assist the Horticulture and Stadium Team with setting up and packing down for events Team Leader • Reports to the Area Team Leader. CASUAL STAFF CASUAL

EVENT STAFF • The Team Leader oversees the delivery of a specific customer service operation within the stadium (entry gate, seats, function, back of house). • Acts as an Area Warden in the case of an emergency. Area Team Leader • Reports directly to the Events & Operations team. • Assigned an area of the stadium, the Area Team Leader is responsible for overseeing all aspects of operation in that area, specifically customer service but also contracted services such as security, ticketing, catering and cleaning. • The Area Team Leader is the first senior point of contact for customers, stadium staff and contractors. • Acts as an Event Area Warden in the case of an emergency.

• On an event day Event Control is the primary point of all event related communication: requests for general assistance and enquiries; minor

incidents, hazards and near misses; significant incidents; and emergencies. • The main form of communication during an event is two-way radio. Event Control can also be contacted by telephone (food and beverage outlets have internal telephones for emergencies). • Area Team Leaders, Team Leaders and Customer Experience Officers are all allocated a two-way radio. • Staff not allocated a radio are encouraged to ensure that they are aware of the position closest to them which has been allocated a radio (this may be a security staff person in a fixed position rather than another

EVENT CONTROL EVENT customer experience officer with a radio). • Where practical staff should contact their immediate supervisor regarding any issues during the event, otherwise all issues may be reported directly to Event Control.

CONTACT LIST

Rosters Email: [email protected] Megan Green – [email protected] HR or Payroll Enquiries Ph: (07) 5510 6042 (business hours only) Danika Goodman: Stadium Contact [email protected] Ph: (07) 5564 6220 (business hours only) Shift enquiries or cancellations (on the day of the event) Event Office Ph: (07) 5644 6223 Gold Coast SUNS Reception 07 5510 6000

SHIFT PROCEDURES & HELPFUL INFORMATION

ROSTERING Rosters for Event Days will be developed seven days before the Event (if possible). Depending on when fixtures or event dates are released, rosters may be sent out closer to the event. You will be notified via email of your start and approximate finish time for your shift as well as the type of role you will be performing (i.e. CEO, Team Leader, Area Team Leader or Bump). Please note finish times may vary from that communicated on your roster and you will be paid for the actual hours worked during the Event. If you are unable to work a rostered shift, please respond to the roster email as soon as possible to notify you cannot work the shift. If you cannot work a shift that you have already responded ‘Yes’ to, please follow the ‘Shift Cancellation’ procedure as detailed below. If you receive more than one roster in the one email, please specify each individual shift and write ‘yes’ if you are available and ‘no’ if you are not. You will not receive a response to these emails unless you ask a question.

COMMUNICATION, SHIFT ENQUIRIES & CANCELLATIONS

Non Event Day Type of Enquiry Contact Other Information General Danika Goodman All enquiries in the lead up to an event Communication Phone: 07 5644 6220 regarding rosters Email: [email protected] Shift Cancellations Email: The email must include your full name, (up to 5pm on the day [email protected] rostered times, contact telephone prior to the event) number and a reason for the cancellation.

Event Day Type of Enquiry Contact Other Information General Event Office All enquiries on an event day Communication Ph: (07) 5644 6223 Shift Cancellations To cancel a shift on the same day as an event, due to illness or emergency, you must contact the Event Office. If the Event Office is not open a voicemail message including full name, rostered times, contact telephone number and a reason for the cancellation must be left. Please note that all cancellations of shift will be recorded and may be used to determine the allocation of shifts in the future and for special events.

BREAKS • Staff who work 5 or more hours are entitled to a 20-minute paid break. • Depending on your location around the Stadium, you may be given an additional 5 minutes travel time to and from the break room. Please ensure you are back at your position within the 30 minutes. • Your team leader will let you know when you can go on your break as you need to ensure you have a contingency staff member cover your area. • Staff wishing to purchase food from the stadium catering outlets during their breaks can do so in their uniform however, you must eat in the Carrara Indoor Sports Stadium. Staff must not break in public areas or watch the event during their break.

TRANSPORT Car Parking If staff members require a car park for an event in which they are rostered they can purchase a carpark through the Ticketek Link on The Stadium Staff Hub. The link will also be emailed out in the event information email prior to the event. All staff car parks are located in the Blue Car Park (see map in Appendix) and will open two (2) hours before gates open. Permits are to be displayed in a visible location on your vehicle dashboard as you enter the car park and must be left there whilst your car is in the facility. Car parks are for personal use only and cannot be on-sold. Only standard sized vehicles will be permitted into the car park. There are a limited number of car parks available and they will be issued on a first in first served basis. Due to this, we encourage staff to carpool with others who may be starting at similar times.

Please Note: parking must be purchased online in order to access the staff discount

Staff Shuttle Bus There is a staff shuttle bus that leaves Nerang station as required (approximately every 10 minutes). The first bus usually leaves Nerang Station approximately 1.5 hours prior to main gates opening and returns to Nerang station up until approximately 2.5 hours post the end of game.

Staff can access free transport on Queensland rail services upon presentation of their stadium ID card up to four hours before and four hours after the event.

Please Note: The Staff Shuttle does not run for every event. Please check the event information for each event.

Drop Off/Pick Up Zone We recommend those who don’t want to drive to the event to get dropped off at the drop off zone which is adjacent to the Blue Carpark on the opposite side of the road to Metricon Stadium. Please follow the signs. Please ensure you cross the road at the lights at Nerang-Broadbeach Rd correctly as you are setting an example for all our guests and contractors. Safety is our priority.

ENTRY/EXIT PROCEDURE All event staff must enter the Stadium via the Gate 6 Staff Entry on an event day. Access via any other gate or entry point is prohibited. Staff identification pass must be prominently displayed from entry to ensure quick and efficient access to staff services and back of house. On arrival at the Carra Stadium Event Staff will be required to ‘clock on’ using their thumb print and/or TimeTeq code at Stadium Staff Services at the Carrara Indoor Sports Stadium (CISS) next to the Stadium. After clocking on, staff are then asked to report to Gate 6 and further onto their team leader.

STADIUM STAFF SERVICES Stadium Staff Services is the designated area responsible for the distribution of event information, staff uniforms, and locker keys for the event. All staff are required to sign out and return a uniform to Stadium Staff Services before and after their shift. Staff will be emailed relevant event documentation on the Friday prior to an event. It is your responsibility to read this information before arriving to your shift (copies of this will be provided on match day, so there is not requirement to print these for your shift). Once in uniform, staff are required to report to their Team Leader at the designated briefing location. Please come to your briefing with any questions you may have.

CLOCKING ON AND OFF Timesheets – Procedure for Clocking ON / OFF Timesheets are electronically recorded using a clocking system by TimeTEQ. All staff are required to clock on and off using finger scanning technology and/or manual sign in sheet. • A unit for clocking on/off is located at Stadium Staff Services.

Notes for Clocking ON • Staff are encouraged to arrive early for their shift to avoid congestion at sign-on. • When clocking on the system records your arrival time however defaults to your rostered time to record actual hours worked. • If on site early and requested to start earlier than your rostered start time, please ensure that your Team Leader manually adjusts your start time on the system. • If you clock on and are not rostered for the event you will be highlighted by the system as ‘not rostered’. Please note that clocking on to watch an event is grounds for instant dismissal. • Clocking on late is also highlighted in the system and your rostered start time will be adjusted to the next 15 minutes (reducing hours worked and wages accordingly).

Notes for Clocking OFF • Staff are required to make their way to Stadium Staff Services to clock off without delay once advised by their Team Leader. Staff must also clock off before changing and returning uniforms and equipment. • All clocked finish times will be reviewed by Team Leaders prior to being approved for payment of wages. • You must ensure all radios have been returned to your Team Leader prior to clocking off.

STAFF POSITIONS & BRIEFINGS An Event Position Sheet will be located on a wall or a pin board in Stadium Staff Services. All staff are required to check their name to determine/confirm their allocated position for the event prior to reporting to Stadium Staff Services. A list of briefing areas and the location of the briefing areas for each position will also be on display. All CEO staff are required to attend a staff briefing prior to moving into position for the event. The Events & Operations Assistant will conduct a staff briefing for Area Team Leaders and Team Leaders, and Team Leaders will conduct the staff briefing for Customer Experience Officers. The location of your staff briefing depends on your allocated position and will be displayed on the Event Position Sheet. Staff are expected to be at the briefing location by their rostered start time. Any staff arriving late to the briefing may have the start time on their timesheet altered. UNIFORMS Staff uniforms (polo shirts and jackets) are signed out on a per season basis. A uniform must be collected from Stadium Staff Services prior to the start of your first shift and returned prior to your last shift of the season. Please ensure that you leave sufficient time prior to your rostered start time to collect a uniform. Staff will need to supply their own:

• Full length tailored black pants. Jeans, tracksuit pants, tight stretch pants, cargo pants and three quarter or short pants are not permitted. • Black belt (if needed). The buckle must be discreet. • Fully enclosed plain black, low heeled shoes. Runners, high heels, backless shoes, sandals or thongs are not permitted.

At the commencement of your employment you will receive a Stadium branded cap from Stadium Staff Services. If you misplace your cap a replacement cost may incur. Please ensure that you have removed any personal items from jacket pockets, in particular tissues and other rubbish prior to returning your uniform. All uniforms remain the property of Gold Coast Football Club. If you do not return your uniform at the conclusion of your shift a replacement fee may incur. If we encounter a game where it is wet and you have been deployed in an area which is not under cover, full-length ponchos will be available from Stadium Staff Services.

Some General Rules to keep you looking fabulous

• Staff are required to arrive for work neatly presented.

• Males must be clean shaven or wear a neatly trimmed beard or moustache. • Hair must be neat and presentable at all times. • The use of colognes and perfume should be used in moderation. • Makeup should be kept to a minimum and is restricted to natural colour tones. • You may wear a black long sleeve shirt underneath polo’s. Shirts or skivvies GENERAL that are visible above the neckline are not permitted.

APPERARANCE • Visible tattoos will be assessed by Management on an individual basis. Any visible tattoos that are deemed to be offensive will need to be covered. • Jewellery is to be kept to a minimum. • One pair of earrings may be worn providing they are small and discreet such as sleepers or studs. o Other piercings including upper ear, lips, eyebrow and tongue need to be removed prior to the commencement of your shift. o Nose piercings must be a plain stud only. JEWELLERY • Wedding / signet rings and a watch may be worn. • Keep jewellery to a minimum

• Plain black, brown or metal sunglasses may be worn when working in a position that warrants their use. • Sunglasses must not be worn around the neck SUNGLASSES

• Plain black or navy blue gloves are allowed to be worn in cooler weather • The gloves must fully cover your hands • Beanies or scarves are not permitted GLOVES

Staff wearing the stadium uniform should project a professional image at all times. Therefore, whilst in uniform staff will not – • Chew gum or eat while on duty. A break will be organised by your Team Leader if your shift is longer than 5 hours. • Slouch against walls, doors and seating while on duty. • Use a personal mobile phone while on duty. This may be kept with you during your shift however cannot be used unless otherwise advised. If you need to take an emergency call, please advise your Team Leader or Event and Operations Assistant. • Smoke in uniform. • Eat or remain in seating or other public areas whilst on a break. A staff break room is located at the Carrara indoor sports stadium (CISS) • Be under the influence of alcohol or drugs while working. • Be seen in uniform drinking at any stadium bar, even when off duty. • Be seen in uniform drinking or eating in any off site bar, restaurant or public place. • Wear the uniform to another place of employment. Failure to comply with the above Guidelines may result in you being sent home and losing your shift and / or receiving disciplinary action.

RADIO PROCEDURE All event staff must always have a radio no matter your position.

• If you do not receive a radio, please ask for one immediately. • If you do not know how to use a radio, please advise your Team Leader immediately so they can show you. • All staff must be capable of using a radio during an event. • Call through any issues, relocates or questions you might have to your Team Leader, Event Control, Event and Operations assistant or the Event and operations Coordinator. • Follow all directions from event control.

In the event of a drunk and disorderly patron: • Call the incident through to event control. Give specific details on where the patron is seated (section, row), what the patron is wearing (what colour clothing) and their actions. • Event Control will assess the situation and either send Event and Operations Coordinator/ Assistant to observe the scenario and they will determine whether security is needed, or they will immediately send security, • Please never approach the patron yourself. This could escalate the situation.

In the event of a wet spill: • Call event control and explain the wet spill. Give specific details such as: o The location of the wet spill (aisle, row) o Whether the wet spill is on the stairs or floor o What is the substance that has been spilled? • Event control will call the cleaners and have someone come to the location. • Please monitor the area until cleaners arrive.

In the event of a Lost child:

• Call event control. Give specific details o Childs name o What the child is wearing o Location of where the child has been found by themselves o If they remember their parents name. • Stay in your location and keep the child with you until help arrives.

In the event of a relocate issue: • Call event control and give specific details o What is the reason for relocation? o What is their full name and original seats? • Event control will call Event and Operations Coordinator/ Assistant to move the patrons to a new area.

In the event of an Emergency: • Call event control and give the code that relates to your emergency • Give control very specific details about your emergency (location, what is happening) • Event control will follow appropriate measures relating to your emergency.

PAY RATES AND PAYMENT FREQUENCY All GCFC casual stadium employees will be covered by the Amusement, Events and Recreation Award 2010. The pay rates below are indicative of the work you will be performing at the Stadium. All rates include a 25% loading in lieu of sick leave and annual leave entitlements.

Classifications/Level Base Amusement, Events and Rate (no Recreation Award - CEOs loading) Casual Rate - Per hour $

Mon- Sunday Public Overtime Overtime Sat (min 4 Holiday (past 10 (after 3 hour hours - hours) shifts) first three hours Customer Experience Officers (CEOs) $20.06 $28.84 $35.11 $55.17 $35.11 $45.14 (Based on Grade 1 classification in the Award) Team Leader (Based on Grade 3 $21.54 $30.97 $37.70 $59.24 $37.70 $48.47 classification in the Award) Area Team Leader (Based on Grade 5 $23.41 $33.65 $40.97 $64.38 $40.97 $52.67 classification in the Award)

Classifications/Level Base Amusement, Events and Rate (no Recreation Award - RETAIL loading) Casual Rate - Per hour $

Mon- Sunday Public Overtime Overtime Sat (min 4 Holiday (past 10 (after 3 hour hours - hours) shifts) first three hours Retail Assistant - Under 18 $15.62 $19.53 $27.34 $42.96 $27.34 (Based on 18 yr old $35.15 rate, Grade 2 classification in the Award) Retail Assistant – over 18 $20.82 $26.03 $36.44 $57.26 $36.44 $46.85 (Based on Grade 2 classification in the Award) Retail Team Leader (Based on Grade 3 $21.54 $26.93 $37.70 $59.24 $37.70 $48.47 classification in the Award)

As required by Federal Legislation, GCFC will pay 9.5% superannuation contributions in addition to your hourly rate (provided that you meet the base criteria - currently gross earnings of $450.00 per month). GCFC casual staff are paid on a fortnightly basis based on the information processed in TimeTEQ. GCFC use the Connx system to access payslips and pay summaries, as well as keep your personal information updated. There are instructions on how to access Connx in the Appendix. EVENT DOCUMENTS Event Information Sheet An Event Information Sheet is provided for every game. It is match day specific and will provide a summary of key events, key focuses for the event, membership & ticketing information, accreditation, transport, detailed catering information, event entertainment and much more. An A4 version will be provided at Staff Services when you’re clocking in. Please collect and review prior to briefing. A note section can be found on the last page for you to record specific information located close to your location. Metricon Stadium A-Z Guide At the start of your employment, you will receive the Metricon Stadium A-Z Guide. This should be brought to every event and it contains everything you need to know in a quick reference guide. Please read the guide prior to your first shift. This information is general, for event specific information please refer to the Event Information Sheet.

REWARD & RECOGNITION PROGRAMS 50 Events Recognition

For each CEO that reaches 50 events at Metricon Stadium, your name will be placed on the recognition board which will be displayed in the Staff Services corridor near the break room. The honour board will be updated twice a year so keep an eye out for the updates during the season.

CEO & Retail Staff Member of the Year The Stadium Management Team will go through all the winners of the staff recognition program and assess the winners against the criteria. During the year, the CEO & Retail Team Member of the Year will be announced, and the winner will receive a wonderful prize.

Team Leader of the Year If you believe your Team Leader has gone above and beyond and created a memorable experience for our customers, please ensure you email the events and operations assistant. The winner will be announced during the year and the winner receives a wonderful prize.

GC SUNS Shop Staff Discount All Stadium Event Staff are entitled to a 20% discount at our GC SUNS Shop. You must present your stadium accreditation to the staff in the shop to ensure you receive your discount.

Catering Staff Discount CEO Catering Discount Cards will be issued to Stadium Event Staff. The CEO Catering Discount Cards provides a 20% discount off all menu items at Hinterland Snack Outlet and Sunset Snack Outlet only.

CEOs wishing to use this discount card must be in their uniform, on their designated break and present their stadium accreditation with the discount card to receive the discount. These passes are not transferable to family or friends and cannot be used if attending an event in a non-working capacity. Discount cards are also cancelled upon termination of employment.

Storytime If yourself or one of your peers create a memorable Disney experience, please submit these through the Storytime section of the Staff Hub. This will form the storybook at the end of the year.

METRICON STADIUM POLICIES

ACCREDITATION POLICY All event staff are issued with a staff identification card upon commencement. Staff ID cards must be carried at all times whilst at the stadium and displayed in a prominent position whilst on duty. Any staff member who uses their staff ID to enter the stadium to watch an event or enter a restricted area will face disciplinary action (which may include dismissal). Staff identification cards remain the property of Metricon Stadium and must be returned to Human Resources upon resignation or termination of employment.

• Other than a valid event ticket, accreditation is the means for determining a person’s right to enter the Stadium. • All persons entering the Stadium for an event must have valid accreditation or an event ticket. Valid accreditation for each individual event will be displayed on an accreditation board visible at every staff access gate or back of house (BOH) entry door. • Valid forms of accreditation include: o Accreditation issued by the hirer. o Stadium issued ID Cards; . Green (Full Time Staff) . Orange (Casual Staff and Part Time Staff) . Grey (Stadium Contractor) • Wristbands: o Contractor Wristbands o Plaza Wristbands o Zone crosser wristbands o Specific Stadium issued wristbands that relate to curtain raiser events. • Uniform (Police and other emergency service personnel ONLY) • Note - not all accreditation includes entry into the stadium. Some accreditation requires a valid event ticket for gate entry. This is clearly indicated on such passes. • Accreditation is non-transferable and must be clearly displayed on the person at all times.

In addition to the gates - accreditation checkpoints are located inside the stadium to monitor access to restricted areas. Whilst staff accreditation allows access to restricted areas, staff are not permitted to enter these areas unless for working purposes. Staff found to be in restricted areas for non – work purposes put themselves at risk of disciplinary measures which may include instant dismissal.

Accreditation Gates Gate Number Staff Accreditation Type Gate 6 Stadium Staff Orange Stadium ID/ TimeTeq Staff Entry GC SUNS Merchandise Staff Clock On Catering Staff Staff Wristband / TimeTeq Security Staff Clock On Ticketek Staff Contractor / Staff Wristband Hirer accreditation Security Number Players and Club Officials Contractor / Staff Wristband Umpires Hirer Accreditation Gate 1 Stadium IDs GREEN Stadium ID

Gate 3 Hirer Accreditation Gate 5 Stadium IDs GREEN Stadium ID GREY Stadium ID

ALCOHOL & NON-PRESCRIPTION DRUGS POLICY • Event staff are prohibited from presenting for a rostered shift under the influence of alcohol or non-prescription drugs and from consuming alcohol or non-prescription drugs whilst on duty. Event staff must not be seen in uniform consuming alcohol at any stadium bar, even when off duty, or drinking in any off site bar, restaurant or public place. • An employee found to be under the influence of alcohol or non-prescription drugs arriving for work or whilst in a working capacity / in uniform will face disciplinary action which may include dismissal. • An employee required to take prescribed medication which may affect their behaviour should advise their immediate supervisor so that tasks that will not compromise safety can be assigned.

BULLYING POLICY Bullying is repeated, unreasonable or inappropriate workplace behaviour that intimidates humiliates insults and/or undermines a person or group. It has many similarities to sexual harassment but the reasons for bullying behaviour may be much broader than the grounds on which it is unlawful to harass someone, e.g. a person may be bullied because they are seen to be quiet or weak. Examples of bullying may include:

• Racially based jokes or comments • Mimicking someone with a disability • Isolating someone or encouraging other employees to isolate someone • Unfair or excessive criticism • Using abusive language • Initiation “rituals”

Consequences if this Policy is breached Where bullying is substantiated, the consequences to the person or persons against whom the complaint is made will depend on a range of factors such as the seriousness of the case and the person’s employment status. A range of appropriate action is listed below:

• formal apologies; • counselling; • undertakings that inappropriate behaviour will cease; • clarification of expectations about appropriate conduct; • issuing a warning in relation to the consequences of continued behaviour; • implementing a period of formal monitoring; and • disciplinary action including dismissal.

Responsibility of Casual Employees Casual employees are responsible for promoting a positive work environment and being committed to the prevention of bullying. Employees are required to:

• comply with GCFC bullying policy and procedures; • be aware of the procedures for dealing with bullying; • model appropriate behaviour at work to ensure a working environment free from bullying; • participate in appropriate training; • report incidents witnessed to Stadium Management/POD or Area Team Leader • maintain confidentiality if involved in the resolution or investigation of a complaint; and • ensure they do not lodge a false complaint.

Responsibility of Co-Workers All GCFC people are expected to respect the rights of others and not encourage nor participate in bullying and/or harassment. If any Employee becomes aware that a fellow Employee is being bullied, they can help prevent it by offering support to the person being bullied. This can be done by:

• offering to act as a witness if the person being bullied decides to report the incident; • refusing to join in with any bullying behaviour or activity; and • backing them up or supporting them to say no. It is not a co-worker's responsibility to say anything to the alleged harasser or to spread rumours about someone. If a GCFC Employee takes part in spreading rumours, they may be subject to defamation action. Role of POD Contact Officers People & Organisational Development (POD) Contact Officers (Megan Green) shall be appointed by the GCFC to be responsible for providing a support and advisory role to Employees. The GCFC POD Contact Officer is required to:

• raise awareness about bullying in their work environment; • model appropriate behaviour to ensure a working environment free from bullying; • provide a support and advisory role to all employees; • be approachable to employees who have concerns or complaints about bullying and provide advice and information; • provide advice on the options available to employees who have been subject to bullying; • maintain confidentiality when providing a support and advisory role in relation to a bullying complaint unless permission is given from the complainant to speak with a Manager or Leader; and • participate in appropriate training. The POD Contact Officer DOES NOT have a formal role in the resolution process of a complaint.

SEXUAL HARASSMENT POLICY The GCFC is committed to providing a working environment in which all Employees are treated fairly and equitably and are not subjected to sexual harassment. Any reports of sexual harassment will be treated seriously and sympathetically by the GCFC and will be investigated thoroughly and confidentially. The GCFC will ensure that complainants and witnesses are not victimised in any way. Disciplinary action will be taken against anyone found guilty of sexually harassing a co-worker.

GCFC’s Objectives regarding Sexual Harassment

GCFC aims to:

• uphold the right of all people in the workplace to a safe working and learning environment free from sexual harassment; • establish and maintain a working environment that is free from sexual harassment and where all GCFC People are treated with dignity, courtesy and respect; • implement training and awareness strategies to ensure that all Employees know their rights and responsibilities; • ensure that effective procedures are in place should sexual harassment occur; • treat all complaints in a sensitive, fair, timely and confidential manner; • ensure protection from any victimisation or reprisals; • encourage the reporting of all incidents of sexual harassment, regardless of who the offender may be; • take appropriate disciplinary action against any person found to be in breach of the GCFC policy on sexual harassment; and • promote appropriate standards at all times.

This policy applies to all GCFC People as well as Umpires and other persons in the workplace acting as agents of the GCFC. Sexual Harassment Sexual harassment means an unwelcome sexual advance, an unwelcome request for sexual favours or other unwelcome conduct of a sexual nature in circumstances where a reasonable person would consider that someone could feel: • offended; • humiliated; or • intimidated by the conduct.

Sexual Harassment May Include Such Actions As: • Uninvited touching; • Uninvited kisses or embraces; • Smutty jokes or comments; • Making promises or threats in return for sexual favours; • Displays of sexually graphic material including posters, pinups, cartoons, graffiti or messages left on notice boards, desks or common areas; • Repeated invitations to go out after prior refusal; • “Flashing” or sexual gestures; • Sex-based insults, taunts, teasing, or name-calling; • Staring or leering at a person or at parts of their body; • Unwelcome physical contact such as massaging a person without invitation or deliberately brushing up against them; • Touching or fiddling with a person’s clothing including lifting up skirts or shirts, flicking bra straps, or putting hands in a person’s pocket; • Requests for sex; • Sexually explicit conversation; • Persistent questions or insinuations about a person’s private life; • Offensive phone calls or letters; • Stalking; and

• Offensive email messages or computer screen savers.

Scope of Sexual Harassment Sexual harassment can occur between colleagues where an imbalance of power exists, (for example where one person is a Manager or Supervisor), or it can occur between two people who are of equal status. Sexual harassment can also be perpetuated by someone who is of a lower status in the workplace. Sexual harassment may be an isolated incident or a series of events and can be intentional or unintentional. A person may not intend to offend, however the test is in how the behaviour is perceived by the recipient and the circumstances of the incident. What one person accepts as reasonable, another person may find offensive. The workplace can extend beyond standard working hours and environments and may include social functions, conferences, celebrations, group functions and training sessions and includes interactions with stakeholders. The GCFC expects all GCFC People to treat each other with respect and to behave in a professional manner. What is Not Sexual Harassment? Sexual harassment is not behaviour which is based on mutual attraction, friendship and respect. If the interaction is consensual, welcome and reciprocated it is not sexual harassment.

Consequences if this Policy is breached Where sexual discrimination is substantiated, the consequences to the person or persons against whom the complaint is made will depend on a range of factors such as the seriousness of the case and the person’s employment status. A range of appropriate action is listed below: • Formal apologies; • Counselling; • Undertakings that inappropriate behaviour will cease; • Clarification of expectations about appropriate conduct; • Issuing a warning in relation to the consequences of continued behaviour; • Implementing a period of formal monitoring; and • Disciplinary action including dismissal.

Responsibilities of Area Team Leaders and Team Leaders Under the relevant legislation, the GCFC and the relevant Leaders may be held responsible for sexual harassment in the workplace unless all reasonable steps have been taken to prevent the harassment. Leaders are responsible for making sure that all Employees understand that sexual harassment will not be tolerated in the workplace and for taking early action to deal with behaviour which may be offensive or intimidating. Leaders are required to: • actively promulgate the policy and procedures on the prevention of sexual harassment to all Employees; • model appropriate behaviour at work to ensure the working environment is free from sexual harassment;

• make aware that People & Organisational Development (POD) contacts are the contacts for all complaints; • ensure appropriate awareness training is provided to GCFC People; • monitor the workplace to ensure the principles are being observed; • intervene to stop inappropriate behaviour by others; • take appropriate action to resolve a complaint informally at the request of a complainant; • ensure complaints are resolved promptly, in a sensitive and strictly confidential manner; and • report all incidences to the POD Department.

Responsibility of Employees

Employees are responsible for promoting a positive work environment and being committed to the prevention of sexual harassment. Employees are required to:

• comply with the sexual harassment policy; • be aware of the procedures for dealing with sexual harassment; • model appropriate behaviour at work to ensure a working environment free from sexual harassment; • participate in appropriate training; • report incidents witnessed to appropriate Manager/Leader and/POD; • maintain confidentiality if involved in the resolution or investigation of a complaint; and • ensure they do not lodge a false complaint.

Responsibility of Co-workers All GCFC People are expected to respect the rights of others and not encourage nor participate in sexual harassment. If any Employee becomes aware that a fellow Employee is being sexually harassed, they can help prevent it by offering support to the person being harassed. This can be done by: • offering to act as a witness if the person being sexually harassed decides to report the incident; • refusing to join in with any sexually harassing activity; and • backing them up or supporting them to say no.

It is not a co-worker's responsibility to say anything to the alleged harasser or to spread rumours about someone. If a GCFC Employee takes part in spreading rumours, they may be subject to defamation action. Role of POD Contact Officers POD Contact Officer (Megan Green) shall be appointed by the GCFC to be responsible for providing a support and advisory role to Employees. The GCFC POD Contact Officer is required to: • raise awareness about sexual harassment; • model appropriate behaviour to ensure a working environment free from sexual harassment; • provide a support and advisory role to all Employees;

• be approachable to Employees who have concerns or complaints about sexual harassment and provide advice and information; • provide advice on the options available to Employees who have been subject to sexual harassment; • maintain confidentiality when providing a support and advisory role in relation to a sexual harassment complaint unless permission is given from the complainant to speak with a Manager or Leader; and • participate in appropriate training.

The Sexual Harassment/Discrimination Contact Officer DOES NOT have a formal role in the resolution process of a complaint.

COMPLAINTS PROCEDURE FOR BULLYING & SEXUAL HARASSMENT Principles The principles which apply to the sexual harassment complaints procedure are: • Everyone has a right to be treated with respect; • Everyone has a right to “due process”, i.e. The person against whom the allegation is made has the right to know what is alleged against them, the right to put their case in reply and the right for any decision to be made by an impartial decision maker; • Wherever possible a non-adversarial and non-judgmental resolution to the problem will be pursued; and • Complaints will be treated in confidence and where confidentiality cannot be guaranteed this will be clearly indicated.

What can you do if you are being bullied or sexually harassed? • If possible, promptly inform the offender directly or in writing that their behaviour is offensive and unacceptable and request that it stop immediately; or • If you feel you are not able to do this, discuss the matter with your Manager or Leader; or

• Contact a designated POD Contact Officer who will deal with the complaint. At this stage, the complaint may be informal or formal. This is your choice. If you wish to proceed with a formal complaint you will need to follow the formal complaint process.

Always keep records of incidents noting what happened, when and the names of witnesses. You also have the right to raise concerns relating to bullying and sexual harassment in the workplace with the Commissioner for Equal Opportunity. Informal Complaints Informal ways of dealing with bullying and sexual harassment can include the following action: • You may wish to deal with the situation yourself but may also wish to seek advice on possible strategies from the Contact Officer; • You may ask your Manager or Leader to speak to the alleged harasser or bully on your behalf. The Manager or Supervisor will privately convey your concerns and

reiterate the GCFC’s sexual harassment policy without assessing the merits of the case; • A complaint is made, the bully or harasser admits the behaviour and the complaint is resolved through conciliation or counselling of the harasser; and • A Manager or Leader observes unacceptable conduct occurring and takes independent action even though no complaint has been made.

Formal Complaints This procedure assumes that informal resolution of the grievance has been unsuccessful or is inappropriate.

• A formal complaint of bullying or sexual harassment will need to be in writing and should be made to the POD Contact Officer. • The POD Contact Officer does not play a role in the investigation and hands over the complaint to the designated Investigations Officer who will undertake a preliminary investigation of the complaint and will then submit a confidential written report to the GCFC CEO. • The GCFC CEO (or delegate) may carry out further investigations if necessary, including referral to an external mediator/conciliator. • The GCFC CEO will then take appropriate remedial and/or disciplinary action. • All parties to the complaint will be advised of the outcome.

Each person in the workplace shall:

• fully co-operate with the designated Investigations Officer in any investigation; • truthfully answer any questions asked by the Investigations Officer; • provide any document, including without limitation computer records and disks, in a person’s possession or control relevant to the matter being investigated; and • not make any false or misleading statement or act in any manner calculated to or which is likely to mislead the Investigation Officer.

Options for Remedies The CEO shall determine appropriate action as a result of the investigation. If someone has a complaint made against them and is found to have bullied or sexually harassed the complainer, disciplinary action will follow. The disciplinary action will depend on the circumstances of the case but can range from counselling the offender to termination of the offender's employment.

Confidentiality An accusation of sexual harassment can be potentially defamatory, especially if confidentiality is not observed and a person’s reputation may be unfairly damaged. Discussions, information and records related to complaints will remain factual and confidential. Minimal but sufficient documentation will be kept.

All documentation and details of sexual harassment complaints will be kept securely by the POD Department. Timelines

Except in exceptional circumstances a formal complaint may not be made later than 12 months after the date on which the sexual harassment is alleged to have taken place. Time shall be of the essence in any investigation of a formal complaint. Internal Resources GCFC POD Contact Officers – General Manager – People & Organisational Development and HR Officer GCFC Investigation Officer – Delegate of CEO

CODE OF CONDUCT POLICY The Code of Conduct covers various areas of professional conduct and details the minimum standards of behaviour expected of GCFC People. Some examples of unacceptable behaviour include, but are not limited to the following:

• Breach of confidentiality / “firewalls”, whereby confidential information about stakeholders, or information not publicly available, is shared with GCFC Employees or third parties. • Sexual harassment or other forms of unlawful harassment and/or discrimination, or other unlawful, or unwelcome conduct. • Accessing, storing, processing or transmitting any information deemed to be of a threatening, obscene, pornographic or harassing in nature. • Insubordination or other disrespectful conduct. • Refusal to comply with a Manager’s legitimate, work-related request • Falsification of time keeping records or other GCFC records. • Fighting, using obscene, abusive language or gestures, or threatening violence in the workplace • Any activity that poses a threat to the health and safety of any of our GCFC People. • Any activity that leads to a conflict of interest with the GCFC. • Excessive, unnecessary or unauthorised use of GCFC supplies, telephones or equipment, particularly for personal purposes. • Inappropriate stakeholder entertainment. This includes so called “adult” entertainment, or any other form of entertainment that could harm the GCFC name. • Negligence or improper conduct leading to damage of GCFC or client owned property. • Boisterous or disruptive activity in the workplace. • Fraud, theft, or inappropriate removal or possession, of GCFC or other Employees’ property. • Unauthorised absenteeism, including unauthorised absence from work during work time. • Poor timekeeping (e.g. persistent late arrival at work). • Inappropriate use of GCFC email and other electronic communication devices. • Inappropriate use of Social Media. • Unauthorised transmission or passing of internal information, documents or e-mails to external parties

Employees that engage in any of the behaviours listed above will be subject to disciplinary action up to and including termination of employment.

DISCIPLINE POLICY Inappropriate behaviour and unsatisfactory performance will be addressed by management in a fair and equitable manner. Disciplinary action will range from a verbal warning to immediate dismissal depending, in the judgement of management, on the seriousness of the conduct. Examples of behaviours that may result in instant dismissal include (but are not limited to): • Found to be under the influence of alcohol or non-prescription drugs whilst on duty. • Consuming alcohol in uniform on or off site. • Fraudulent use of staff ID card to enter the stadium to watch an event or to enter a restricted area. • Allowing an unauthorised or non-ticketed person in to an event. • Allowing a non-accredited or insufficiently accredited person into a restricted area. • Falsifying hours worked • Posting negative comments on social media or websites about the Club, its employees, sponsors or fans.

EQUAL EMPLOYMENT OPPORTUNITY POLICY The Gold Coast Football Club (GCFC) is committed to the principals of Equal Employment Opportunity. The Equal Employment Opportunity policy ensures that all Employees have an opportunity to participate in the workforce, and that they are not subject to detrimental treatment due to arbitrary or irrelevant characteristics. This includes decision making in all areas of recruitment & selection, training & development, promotion & transfer, conditions of work & pay, reward & recognition and employee supervision. The GCFC is committed to providing a working environment in which all Employees are treated fairly and equitably and are not subjected to bullying, unlawful discrimination or sexual harassment. Any reports of unlawful discrimination, bullying or sexual harassment will be treated seriously and sympathetically by the GCFC and will be investigated thoroughly and confidentially. The GCFC will ensure that complainants and witnesses are not victimised in any way. Disciplinary action will be taken against anyone found guilty of unlawfully discriminating against, bullying or sexually harassing a co-worker. GCFC’s Objectives regarding unlawful discrimination: The GCFC aims to:

• uphold the right of all people in the workplace to a safe working and learning environment free from unlawful discrimination, bullying and sexual harassment; • establish and maintain a working environment that is free from unlawful discrimination, bullying and sexual harassment and where all GCFC People are treated with dignity, courtesy and respect; • implement training and awareness strategies to ensure that all Employees know their rights and responsibilities; • ensure that effective procedures are in place should unlawful discrimination, bullying and sexual harassment occur; • treat all complaints in a sensitive, fair, timely and confidential manner; • ensure protection from any victimisation or reprisals; • encourage the reporting of all incidents of unlawful discrimination, bullying and sexual harassment, regardless of who the offender may be; • take appropriate disciplinary action against any person found to be in breach of the GCFC policy on unlawful discrimination, bullying and sexual harassment; and

• promote appropriate standards at all times.

This policy applies to all GCFC Staff, Players, Contractors and Volunteers as well as Umpires and other persons in the workplace acting as agents of the GCFC. Unlawful Discrimination Discrimination may be direct or indirect. It may be based on the presumption that a person has or had a particular attribute, or upon actual knowledge that a person has or had a particular attribute. Direct discrimination means treating or proposing to treat a person less favourably than another person on the basis of a certain attribute or personal characteristic, regardless of the nature or whether the discriminator is aware of the discrimination. Indirect discrimination means unreasonably imposing or intending to impose a requirement, condition or practice that can only be complied with by a higher proportion of people without a certain attribute than those with that attribute. Discrimination can occur in the recruitment process, during the course of employment, or upon termination of employment. Under the relevant legislation, it is unlawful to discriminate against anyone on a variety of grounds including, but not limited, to the following:

• age; • carer status (meaning a person on whom another is wholly or substantially dependent); • disability/impairment (including physical, psychological and intellectual disabilities); • industrial activity (including being a member of a union); • lawful sexual activity/sexual orientation; • marital status; • parental status; • personal association (assumed or otherwise with someone possessing or assumed to possess an attribute); • physical features (such as height, weight, size, etc.); • political belief or activity; • pregnancy; • race; • religious belief/activity; • sex; • breast feeding; and • gender identity.

Discriminatory conduct is not unlawful where an exemption or exception applies as follows:

• employment in dramatic or artistic performance, photographic, modelling or similar work; • an employer may set and enforce reasonable standards of dress and behaviour; • an employer may limit the offering of employment to people of one sex if there is a genuine occupational requirement (e.g. physical requirements or for preservation of decency and privacy);

• an employer may discriminate on the basis of disability, pregnancy or physical features if the discrimination is reasonably necessary to protect the health and safety or property of any person; • an employer may discriminate on the basis of disability or other attribute where in performance of genuine and reasonable requirements of employment, special services would be required and could not be reasonably provided; and • an employer may set reasonable terms of employment or make reasonable variations of those terms to take account of the requirements of the employment.

INCIDENT REPORTING All staff are issued with A6 size incident report forms prior to their shift. If for some reason you do not have any please see the Stadium Staff Services Staff or your Team Leader. These forms are to be used for an incident or accident that you witnessed. Examples of incidents might be near misses, risk or hazard identification, racial vilification, intoxicated patron, lost children, injured staff/customer. It is important you fill out the form correctly ensuring you get all the information (e.g. name, phone number, witness details) and be very descriptive with what occurred. You are required to hand these forms to your Team Leader post event and discuss the details with them where necessary.

INTERNET & SOCIAL MEDIA POLICY All GCFC electronic communication facilities including the use of the internet and social media sites at work, are to be utilised by Employees in a lawful, ethical and professional manner at all times. This policy also covers your obligations around the personal use of social media outside of the workplace. Personal Use of Social Media The Gold Coast Football Club (the Club) recognises that you may wish to use social media in your personal life. This policy does not intend to discourage nor unduly limit your personal expression or online activities. However, you should recognise the potential for damage to be caused (either directly or indirectly) to the Club or fellow employees in certain circumstances via your personal use of social media. Accordingly, you should comply with this policy to ensure that the risk of such damage is minimised. You are personally responsible for all content you publish in a personal capacity on any form of social media platform. Under no circumstance shall a board member, player, employee, contractor or volunteer utilise social networking websites or forums (whether via GCFC or their own personal devices) to deliberately post confidential, derogatory, discriminatory, misleading or detrimental information about the GCFC, its employees, directors, sponsors, members or fans. When in doubt, you should seek guidance from the Club on how to comply with this policy. More specifically, where your comments or profile can identify you as a GC SUNS or Metricon Stadium Employee, You must:

• Only disclose and discuss publicly available information; • Ensure that all content published is accurate and not misleading and complies with all relevant Club policies; • Be polite and respectful to all people you interact with regardless of the nature; • Adhere to the Terms of Use of the relevant social media platform/website, as well as copyright, privacy, defamation, contempt of court, discrimination, harassment and other applicable laws.

You must not:

• Post material that is offensive, obscene, defamatory, threatening, harassing, bullying, discriminatory, hateful, racist, sexist, infringes copyright, constitutes a contempt of court, breaches a Court suppression order, or is otherwise unlawful. • Imply that you are authorised to speak as a representative of the Club, nor give the impression that the views you express are those of the GC SUNS or Metricon Stadium • Use the GC SUNS or Metricon Stadium logos or branding in your posts. • Use the identity or likeness of another employee, contractor or other member of the Club. • Use or disclose any confidential information or personal information obtained in your capacity as an employee/contractor of the Club. • Post material that is, or might be construed as, threatening, harassing, bullying or discriminatory towards another employee, player, sponsor, member or fan of the Club or associated partners. • Make any comment or post any material that might otherwise cause damage to the Club’s reputation or bring it, or a fellow employee, into disrepute.

Any Director, Employee, Contractor or Volunteer breaching this policy may be subject to disciplinary counselling which may result in any of the following depending on the severity of the breach:

• A formal warning being issued; • Summary dismissal and termination of employment; and/or • Legal action

GAMBLING POLICY The AFL has a gambling policy that prevents ALL GCFC People from gambling on AFL matches, irrespective of whether the GCFC is playing in the match. This policy is in place to protect the integrity of the competition by reducing the likelihood that the match will be influenced because a person, who may have access to confidential information, has a financial interest in the outcome. Consistent with the AFL policy, ALL GCFC People must not directly or indirectly participate or engage in or assist any other person, corporation or entity to engage in the following conduct:

• Bet, gamble or wager on any aspect of any GCFC match (“Match”) or on any event connected with any Match (“Event”); • Induce or encourage any other person, corporation or entity to bet, gamble or wager on any aspect of any match or on any Event; • Contrive or attempt to contrive the result of any Match or any aspect of a Match in exchange for any bribe, benefit or reward; or

• Disclose or provide any information about the teams playing in any Match (including the actual or likely composition of the team, player injuries, the form of players and tactics) unless such information is already in the public domain or given in a bona fide media interview.

Any Employee who directly or indirectly, formally or informally receives an approach from any other person, corporation or entity, to engage in any conduct prohibited by this policy, must within 24 hours of first receiving such an approach, advise and provide a written statement containing full details of such an approach to Stadium Management. This policy will not apply to any bet, gamble or wager that has prior written approval of the GCFC. Use of the mobile betting outlet/machines at Metricon Stadium GCFC People are not permitted to use any mobile betting outlet/machines based in Metricon Stadium, at any time. This policy applies to any sort of bet or gamble, irrespective of whether it is AFL or not.

Consequences if this policy is breached The GCFC will investigate any breach of this policy by one of its people and will consider disciplinary action up to and including termination of employment. This may also include requiring the GCFC person/ people to attend counselling or any course related to responsible gambling.

Responsible Gambling The GCFC can assist in raising awareness of the impact that problem gambling can have on individuals in the work place and in the broader community both financially and emotionally. It will therefore endeavour to deliver messages and information to help address this issue. Any GCFC person who feels that gambling is having an impact on their life is encouraged to speak with POD. The matter will be treated sensitively and on a confidential basis. GCFC people can also contact the Gamblers Help Line on 1800 156 789.

GCFC CASUAL MEMBERSHIP & TICKETING POLICY As a Casual GCFC Employee it is important you read and understand our Gold Coast SUNS Membership & Ticketing guidelines. The safety of our staff and patrons is our number one priority. Following the completion of your shift, if you do not hold a GC SUNS Membership or Event Ticket, you are required to leave Metricon Stadium immediately. Gold Coast SUNS Members • If you are a Gold Coast SUNS Member as well as a GCFC Casual employee, you must ensure you bring your membership with you if you plan to watch the game at the completion of your shift. • Before going to watch the game as a member, it is critical you follow the normal clocking out procedure prior to the following: o You must leave the venue and scan back in using your Membership card at the turnstiles at the completion of your shift.

o After this time you are not permitted to use your stadium accreditation to access any back of house areas or restricted areas such as corporate areas. You are only permitted to access areas that your membership entitles you to. Gold Coast SUNS Daily Ticket Holders • If you wish to stay at Metricon Stadium at the completion of your shift, you must ensure you have purchased a ticket for that specific event*. • Before going to watch the game as a daily ticket holder, it is critical you follow the normal clocking out procedure prior to the following: o You must leave the venue and scan back in using your ticket at the turnstiles at the completion of your shift. o After this time you are not permitted to use your stadium accreditation to access any back of house areas or restricted areas such as corporate areas. You are only permitted to access areas that your ticket entitles you to.

*In the event that your shift concludes after the start of the last quarter of the match and the stadium is in exit mode, staff may re-enter the venue (after clocking out and getting changed out of their uniform) to watch the last quarter of football as a member of the public. Staff doing this are treated as general admission ticket holders and must not occupy a reserved seat or access back of house or restricted areas using their accreditation. PLAYER/COACH/ARTIST INTERACTION POLICY Event staff are prohibited from requesting or seeking an autograph, photo or souvenir (football jumper or other) from any entertainer, media personality or sports person at any time whilst at the stadium in a working capacity. This prohibition extends to the period of time prior to and at the conclusion of a shift when entering or exiting the stadium. SMOKING POLICY Under the Tobacco and Other Smoking Products Act 1998 (Qld) smoking is prohibited in all areas of Metricon Stadium. This prohibition includes the plaza areas and within 4 metres of any perimeter gate or building entry. Substantial penalties apply. Smoking by event staff whilst they are working is not permitted outside their allocated break time or in uniforms. Smoking is only permitted outside Gate 1 and Gate 3. Event staff are required to remove their stadium issued jacket and to cover their polo shirt with personal clothing prior to smoking outside of the Stadium. STADIUM EQUIPMENT POLICY Stadium issued equipment such as radios, keys, microphones etc must be used for their intended purpose only and not removed from site without authorisation from the Events & Operations Coordinator. Any loss or damage must be reported immediately to your direct supervisor and to the Team Leader in the Event Office. An incident report card must be completed detailing how the loss or damage occurred. WORKPLACE HEALTH & SAFETY POLICY The Gold Coast Football Club (GCFC) is committed to and actively supports the objectives and aims of the Work Health & Safety Act 2011, the Work Health & Safety Regulations 2011, and relevant Codes of Standards. The GCFC requires all Managers and Employees to take a proactive approach to the identification and management of risk and hazards throughout the GCFC work environment. “Proactive approach” relates to aspects of workplace health and safety including:

• Effectively carry out all responsibilities set out in the Workplace Health & Safety Management System;

• Periodic review of the Workplace Health & Safety Management System; • Consultation with Employees in relation to WHS issues; • Provision of WHS information to Employees; • WHS training & education; • Review of work design, workplace design, including those associated with technical change; • Emergency procedures and drills; • Workplace inspections and assessments; and • Reporting and recording hazards, incidents, accidents, investigations, injuries and illnesses.

GCFC Responsibilities To minimise work related injuries and illnesses, GCFC will ensure that:

• The GCFC complies with all applicable workplace health and safety legislation and regulations; • Any risks to health and safety are identified, assessed and effectively managed; • All plant, equipment and working conditions are safe and without risk to health; • Such information, instruction, training and supervision as is necessary is provided to all GCFC People who work at the GCFC to enable them to perform their work in a way that is safe and without risks to health; • The health and safety of all GCFC People working at the GCFC and the conditions at the GCFC are regularly monitored; • All GCFC People working at the GCFC who are likely to be affected by any action in relation to health and safety are adequately consulted; • Information and records are maintained relating to the health and safety of all Employees; and • Appropriate measures are taken in the event that a workplace health and safety incident occurs.

Employee, Casual and Volunteer Responsibilities To minimise work related injuries and illnesses, all GCFC People are responsible for:

• Taking reasonable care for their own health and safety and for the health and safety of others who may be affected by their acts or omissions; • Obeying any reasonable instruction aimed at protecting their health and safety and the health and safety of others while at work; • Understanding and following GCFC operating procedures; • Immediately reporting any incidents that have or that may lead to injury or damage; • Using any equipment provided to protect their health and safety while at work; • Assisting in the identification of hazards, the assessment of risks and the implementation of risk control measures; and • Ensuring that they are not affected by alcohol or drugs which may endanger their own or any other persons’ health and safety.

Contractors and Visitors

Contractors and visitors are required to comply with all applicable workplace health and safety legislation, policies, procedures and programs, and to observe all directions on workplace health and safety issued by Managers of the GCFC.

EMERGENCY EVACUATION PROCEDURE Emergency Codes

Red Fire Yellow Internal Emergency Black Personal Threat Orange Evacuation Purple Bomb Threat Blue Medical Brown External Emergency White Area Search

Emergency Evacuation Procedure In the unlikely event of an emergency requiring evacuation: - All staff will be required to act as Wardens - Area Team Leaders (ATL) will be required to act as Event Wardens (allocated their rostered area of the Stadium) - Team Leaders will be required to act as Area Wardens (allocated their rostered area of the stadium)

Stage 1 – Alert Tone (audible beep) • Event Warden (Area Team Leaders) waits for instruction from Event Control. Instruction from the Chief Warden will be communicated by the Liaison Officer (Area Team Leader – Event Control) • The Event Warden (ATLs) meet with Area Wardens (Team Leaders) to relay instructions • Area Wardens (Team Leaders) convey instructions to Wardens (CEO’s) • All staff prepare to evacuate

Remember your role as a Warden: • Remain calm • Do not run or use lifts. Prevent customers from using lifts • Evacuate any customers in immediate danger (if safe to do so) otherwise wait for instructions from a supervisor

Stage 2 – Announcement • The PA announcer will read a message from the Chief Warden to the public via the PA system directing customers to exit the stadium by the nearest safest exit in an orderly manner. • Similar messages will appear on the video board

Remember your role as a Warden: • Open all doors on the evacuation route • Ensure the orderly flow of customers • Assist PWD’s, the elderly and persons with a disability

• Search designated areas to ensure that all customers have evacuated. Check catering outlets, toilets, storerooms and any other room that is unlocked • Report your designated area clear to your supervisor • Move with and assist customers to assembly areas

Stage 3 – Evacuation Tone (audible Woop Woop) • Wardens report to Area Wardens that their area is clear and then proceed to the nominated evacuation assembly area • Area Wardens report to Event Wardens that their area is clear and proceed to the nominated evacuation assembly area. • Event Wardens reports to Event Control that the entire area is clear and then proceeds to the evacuation assembly area If there is an immediate danger to any person, wardens may evacuate all affected to a safe location. The Area Warden must notify Event Control of the evacuation without delay.

APPENDIX Blue Car Park Map

Connx instructions How to access the Connx site Step 1: Go to: https://connx.austfoot.com.au/Connx17

The Connx Home Screen will appear... Step 2

• Enter your username (this should always be a username starting with ‘GC’ e.g GC987)

• Enter your password (usually this is your username and last name combined)

• Please make sure it states on the home page: Licenced to Gold Coast Football Club

Please note: if you forget your username and/or password please email Megan Green from the People & Organisational Development Department – [email protected]

All new staff will be emailed their username and password following their first pay.

Pay Advices / Payslips

Hover your mouse over My Details – Pay Details – Pay Advices. Here you will be able to view or print your fortnightly payslips.

Payment Summary To access your Group Certificate hover your mouse over My Details – Pay Details – Payment Summaries. Here you will be able to view or print your Payment Summary.

These are general instructions on how to use Connx. If you need any further information please email [email protected] who will be happy to help.

Changing your Personal Details Hover your mouse over My Details – Personal Details. Here you will be able to change your personal details eg. Address, email and phone.

Remember to hit the Update Details button before exiting the screen if you have made any changes. All changes in this screen will filter through to the payroll system. If you wish to change your banking or superannuation details etc, you will need to email Janessa Gillen.

These are general instructions on how to use ConnX. If you need any further information please email [email protected]