At Rabble Group, we are committed to creating a safe, fair, and supportive workplace for all employees across our venues.

Our policies have been developed to outline the standards, expectations, and procedures that guide how we work together.

All employees are required to review the policies contained in this form carefully and sign off to confirm their understanding and agreement. Please note that agreeing to and complying with these policies is a condition of your employment with Rabble Group.

If you have any questions or need clarification regarding any policy, please speak with your manager.

Managers are also responsible for keeping their teams informed of any new policies or amendments to existing ones as they occur.

Thank you for taking the time to familiarise yourself with these important guidelines and for contributing to a positive and safe working environment at Rabble Group.

Please be reminded that all Rabble Group venues are under 24/7 video surveillance for the safety and security of our business, patrons, and staff.

Incidents captured on security footage will be reviewed as necessary. Any behavior or actions that violate company policies, safety protocols, or standards of conduct may result in disciplinary action, up to and including termination of employment.

We trust you to uphold the standards expected in the workplace and appreciate your cooperation.

At Rabble Group, we are committed to supporting our team’s health, well-being, and work-life balance while ensuring the smooth operation of our venues. To maintain fairness and consistency across the Group, the following leave balance policy applies to all employees.

Negative Leave Balances

Employees are not permitted to take leave that results in a negative balance for any leave type. All leave must be applied for and approved in advance, and employees must have sufficient accrued leave available.

Personal/Carer’s Leave

Personal/carer’s leave is provided strictly for the following reasons, in line with Australian workplace laws:

• When you are unfit for work due to a personal illness or injury.

• To provide care or support to a member of your immediate family or household who is ill, injured, or affected by an unexpected emergency.

Use of Other Leave Types

If your personal/carer’s leave balance is exhausted:

• You may use accrued Time in Lieu (TIL) or annual leave, subject to approval.

• Personal/carer’s leave cannot be used for vacations, travel, or recreational purposes.

Unpaid Leave

If you have no accrued leave available, you may apply for unpaid leave. Approval is subject to operational requirements and manager discretion.

We appreciate your cooperation in following this policy across all Rabble Group venues.

It is the policy of all Rabble Group venues to maintain a safe and productive workplace for all employees. To uphold this standard, being under the influence of drugs or alcohol while working is strictly prohibited.

Employees are not permitted to work under the influence of alcohol, illegal drugs, or any substance that impairs their ability to perform their duties.

Illegal drugs are strictly prohibited from being brought onto, stored, or consumed on company premises at any time.

Violations of this policy will result in disciplinary action, up to and including termination of employment.

Thank you for your cooperation in maintaining a safe and healthy work environment.

At Assembly, the responsible consumption of alcohol by employees after hours is permitted under the discretion of management. Employees may have a couple of drinks after the venue has closed, as determined by the venue manager. Employees should not remain on the premises for more than 2 hours. This policy applies to all employees, including managers.

Any employee found abusing this privilege, including excessive consumption, inappropriate behaviour, or violating workplace conduct while under the influence, will be subject to disciplinary action, up to and including termination of employment.

We trust our staff to act responsibly, and we appreciate your cooperation in maintaining a professional and safe work environment.

Rabble Group is committed to providing a safe, respectful, and inclusive workplace for all employees, customers, and visitors. Discrimination, harassment, and bullying are unacceptable and will not be tolerated in any form across all Rabble Group venues.

This policy applies to all employees, contractors, customers, suppliers, and anyone who interacts with our venues.

What Is Discrimination?

Discrimination occurs when someone is treated unfairly or less favourably because of a protected attribute, including but not limited to:

• Age

• Race, colour, nationality, or ethnicity

• Gender or gender identity

• Sexual orientation

• Pregnancy or potential pregnancy

• Marital or relationship status

• Disability (physical or mental)

• Religion

• Family or carer responsibilities

Discrimination may be:

• Direct: Treating someone unfairly because of a personal characteristic.

• Indirect: Imposing requirements or conditions that disadvantage a particular group without valid reason.

What Is Harassment?

Harassment is any unwanted, unwelcome, or offensive behaviour that makes someone feel intimidated, humiliated, or uncomfortable. It may include:

• Offensive jokes or comments

• Unwelcome physical contact

• Displaying offensive material

• Sexual harassment

• Threatening or abusive behaviour

Sexual Harassment

Sexual harassment is a specific type of harassment and is unlawful. It includes unwelcome sexual advances, requests for sexual favours, or any conduct of a sexual nature that makes a person feel offended, humiliated, or intimidated.

What Is Bullying?

Workplace bullying is repeated, unreasonable behaviour directed toward an employee or group of employees that creates a risk to health and safety. Examples include:

• Aggressive or intimidating conduct

• Belittling or humiliating comments

• Spreading rumours or gossip

• Unjustified criticism or deliberately excluding someone from work activities

Bullying does not include reasonable management action taken in a fair and constructive way, such as performance reviews or disciplinary action.

Employee Responsibilities

All employees must:

• Treat colleagues, customers, and visitors with respect and fairness.

• Speak up if they witness or experience discrimination, harassment, or bullying.

• Report concerns to their manager or HR representative as soon as possible.

Manager Responsibilities

Managers are expected to:

• Lead by example and promote a safe, respectful work environment.

• Take all complaints seriously and address them promptly and confidentially.

• Notify HR of any reported issues.

• Keep employees informed of relevant policies and updates.

Reporting and Investigations

Rabble Group encourages all employees to report any instances of discrimination, harassment, or bullying. Reports will be handled confidentially, promptly, and without fear of victimisation.

Breaches of this policy may result in disciplinary action, up to and including termination of employment.