Habitat Policies


Boardroom Hire Policy

Terms of Use & Cancellation Policy

  1. To maintain an acceptable standard of cleanliness, hygiene, and professionalism within the space at all times.
  2. To fully indemnify Habitat and take full responsibility for the behaviour of all persons you invite into the boardroom.
  3. To respect that you will be entering a private office, neither an artist workshop nor a fully serviced function venue.
  4. Habitat prohibits any noxious, offensive, or illegal activity, and anything that might cause nuisance, damage or disturbance to a co-working member or owner of any adjacent property.
  5. Habitat reserves to right to decline bookings from the public, and to terminate bookings at any point on the basis of non-compliance with our terms of use.
  6. Habitat makes no representation or warranties that the boardroom is suitable for your intended purposes.
  7. At the end of your booking session, you are to ensure the space and its furniture are clean and returned to its original condition as and when you arrived. Habitat reserves the right to charge a cleaning fee if we determine that this condition is not met.
  8. If you cancel more than 48 hours before your scheduled arrival, we can refund your booking fee minus a cancellation fee to the sum of 10% of your total booking fee.
  9. If you cancel within 48 hours of your scheduled arrival, no refund will be provided.
  10. No refund will be provided for no shows.
  11. To adhere to all our workplace policies listed in further sections below.
 

Operating Hours Policy

Operating Hours

Being in a residential zone, Habitat's operating hours have been established in conjunction and agreement with our neighbouring businesses, the governing Body Corporate, and relevant insurance bodies, to minimise nuisance to our residential neighbours, and to ensure safety and security for the entire building and its business owners and tenants, also including but not limited to Habitat Residents.

Our operating hours are strictly Monday - Friday, 9 AM - 6 PM.

Use of the premises outside of these operating hours or on public holidays is available free to all members, and can be arranged by appointment, at the sole discretion of Habitat.


Discrimination

Discrimination - Workplace

Habitat endorses diversity, supports equal rights, and does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap, whether covered by applicable legislation or not, except where affirmative action may be required to redress individual or social handicaps of people from disadvantaged groups. Habitat reserves the right to ask you for a police check at any time during your membership period.

 

Purpose

This document sets out

  • Habitat’s policy against such discrimination
  • The governance structures, responsibilities and processes that have been established to give effect to that policy.

 

Policy

Habitat does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap or any other personal attribute protected by law, except where affirmative action may be required to redress individual or social handicaps. Habitat will make all reasonable accommodations to allow people who experience difficulties in their dealings within the co working space to benefit equally from its work.

 

Management of Habitat will:

  • Ensure that:
    • The Habitat’s practices and processes incorporate precautions against discrimination;
    • Reasonable accommodations are made to allow diverse groups to access benefits provided by the Habitat;
    • Where appropriate, weight is given to the culture and experiences of individuals from disadvantaged groups.
  • Where appropriate, delegate responsibility for compliance to officers with responsibility for particular sections.
  • Oversee the performance of subordinate officers in these matters.
  • Review and report as appropriate, on the effectiveness of the management systems established to remove discrimination.
  • Analyse material breaches and identified compliance system weaknesses for systematic trends and ensure that any adverse trends are addressed.
  • Promote a culture of effective policy compliance across the Habitat

 

All staff and co working members at all levels will:

  • Ensure that they are aware of the organisation’s policy against discrimination;
  • Not act in a manner that would be considered to be discriminatory pursuant to this policy or any applicable legislation;
  • Where appropriate, suggest ways in which practices, systems and procedures could be improved so as to reduce the likelihood of discrimination occurring.

Sexual Harrassment

Statement of policy
Sexual harassment is unlawful. Habitat does not tolerate sexual harassment in any form. Every co-working member, staff member and supervisor has a responsibility to ensure that sexual harassment does not occur. Anyone found to have sexually harassed another person will be subject to disciplinary action that may include an apology, counseling or termination of co-working membership.


Reports of sexual harassment will be treated promptly, seriously and confidentially. Complainants have the right to determine how a complaint will be treated. They also have the right to have a supporter or representative chosen by them involved in the process and the option to stop the process at any time. 


The alleged harasser also has the right to have a supporter or representative chosen by them present when he/she responds to the allegations made. No co-working member or staff member will be treated unfairly as a result of making a complaint of sexual harassment.  Immediate disciplinary action will be taken against anyone who victimises or retaliates against someone who has made a complaint of sexual harassment.


Habitat will afford natural justice to any person involved in a dispute.
 


Definition of sexual harassment
Sexual harassment includes any unwelcome behaviour of a sexual nature that could be reasonably expected to make someone feel offended, humiliated or intimidated.


This may include (but is not restricted to):

  • an unwelcome sexual advance
  • a request for sexual favours
  • unwelcome comments about someone's sex life or physical appearance
  • leering and ogling
  • sexually offensive comments, stories or jokes
  • displaying sexually offensive photos, pinups or calendars, reading matter or objects
  • sexual propositions or continued requests for dates
  • physical contact such as touching or fondling, or unnecessary brushing up against someone
  • indecent assault or rape (these are criminal offences).

Sexual harassment may occur between one co-working member and another, between co-working members and staff members, or between co-working members and clients, suppliers or visitors.  It may occur wherever co-working members and staff are interacting with others in the context of their position in the organisation, including field trips, work off-site and social functions.

 

Making a complaint

A co-working member or staff member who has been harassed may choose to take their complaint to the Victorian Equal Opportunity and Human Rights Commission. 

 

Contact for the Victorian Equal Opportunity and Human Rights Commission:  1300 292 153

 

Internal complaint

A co working member or staff member who believes they have been harassed (the complainant) should:

  • if comfortable to do so, inform the alleged harasser the behaviour is offensive, unwelcome, against the organisation’s policy and should stop
  • make a note of the date, time and location of the incident/s
  • if not comfortable to confront the alleged harasser or if unwelcome behaviour continues, report to the nominated sexual harassment contact
  • if this is inappropriate, speak to another senior member of the organisation, such as a senior manager, the head of the organisation or a member of the board.

The sexual harassment contact will follow the procedures set out below. At any time the complainant has the right to discontinue this process.

 

 

Complaints process

When a complaint is received, the sexual harassment contact will:

  • obtain and record a full, step-by-step account of the incident/s
  • ensure the organisation’s process for handling the complaint is understood
  • ascertain the complainant’s preferred outcome, e.g. an apology, the behaviour to cease, a change in working arrangements
  • agree on the next step: informal resolution or formal investigation
  • keep a confidential record of all details of this discussion and subsequent steps in the process.

 

 

Informal resolution

Where a complainant has chosen informal resolution, following an informal process the sexual harassment contact will:

  • inform the alleged harasser of the complaint and provide an opportunity to respond
  • ensure both parties understand their rights and responsibilities under the organisation’s policy
  • if possible, mediate an outcome that is satisfactory for the complainant
  • ensure that confidentiality is maintained
  • follow up to ensure the behaviour does not re-occur.

 

 

Formal investigation

If a formal investigation is requested by the complainant, or if an informal resolution fails, the sexual harassment contact will escalate the matter to a senior member of the organisation.

 

That person will:

  • afford natural justice to all involved
  • interview all directly concerned, separately
  • interview witnesses, separately
  • keep records of the interviews and investigation
  • ensure confidentiality and minimise disclosure
  • make a determination as to whether there is sufficient evidence that a reasonable person could conclude, on the balance of probabilities (i.e. it’s more likely than not), that an incident/incidents of sexual harassment as defined by the legislation has occurred
  • in such a case, determine appropriate action, which may include a change of duties for the harasser, change to working arrangements or, where the incidents were frequent and/or severe, termination of co working membership
  • where it cannot be determined by the required test, that an incident/incidents of sexual harassment as defined by the legislation has occurred, may still take action to ensure the proper functioning of the workplace; but these actions should not prejudice any party. They will also continue to closely monitor the situation and provide retraining where required
  • check to ensure the action meets the needs of the complainant and organisation.

 

Outcomes as they affect the complainant will be discussed with the complainant to ensure that needs are met, where appropriate.

 

 

Key resource

Effectively preventing and responding to sexual harassment: A Code of Practice for Employers by the Australian Human Rights Commission. http://www.hreoc.gov.au/sexualharassment/employers_code/COP2008.pdf


Bullying

Bullying in the workplace

Bullying in the workplace is unlawful. Habitat does not tolerate bullying of any form. Habitat is committed to providing a safe work environment for all co-working members. 

 

 

Definition of bullying

Workplace bullying is characterised by persistent and repeated negative behaviour directed at an employee that creates a risk to health and safety. Bullying can be discrimination when it happens because of someone's disability, race, sexual orientation, age, physical features or any other protected attribute under the Equal Opportunity Act 2010. Bullying and harassment can be verbal, physical or in writing, and includes behaviour that intimidates, degrades or humiliates another person. This can be a form of unfavourable treatment covered by the law.

 

Discrimination

If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination.

In most cases, bullying behaviour is persistent and happens over a period of time.  However under the Equal Opportunity Act 2010, this behaviour does not have to be repeated to be discrimination – it may be a one-off event.

 

Examples of bullying

Bullying can occur wherever people work together and in a range of different workplace relationships. It can be verbal or in writing, including online. 

 

Bullying can happen:

  • by managers towards workers
  • among co-workers 

  • by workers towards managers.

Bullying can take many forms, such as:

  • publicly humiliating someone
  • verbal abuse 
  • spreading malicious rumours or gossip.

 

What isn't bullying?

Reasonable management actions carried out in a fair way are not bullying. For example:

  • allocating work and setting performance goals, standards and deadlines
  • informing and warning a worker about unsatisfactory work performance
  • informing and warning a worker about inappropriate behaviour
  • undertaking performance management processes and providing constructive feedback

 

Internal complaint

A co working member or staff member who believes they have been bullied (the complainant) should:

  • if comfortable to do so, inform the alleged harasser the behaviour is offensive, unwelcome, against the organisation’s policy and should stop
  • make a note of the date, time and location of the incident/s
  • if not comfortable to confront the alleged harasser or if unwelcome behaviour continues, report to the nominated bullying contact
  • if this is inappropriate, speak to another senior member of the organisation, such as a senior manager, the head of the organisation or a member of the board.

 

The bullying contact will follow the procedures set out below.  At any time the complainant has the right to discontinue this process.

 

 

Complaints process

When a complaint is received, the bullying contact will:

  • obtain and record a full, step-by-step account of the incident/s
  • ensure the organisation’s process for handling the complaint is understood
  • ascertain the complainant’s preferred outcome, e.g. an apology, the behaviour to cease, a change in working arrangements
  • agree on the next step: informal resolution or formal investigation
  • keep a confidential record of all details of this discussion and subsequent steps in the process.

 

 

Informal resolution

Where a complainant has chosen informal resolution, following an informal process the bullying contact will:

  • inform the alleged harasser of the complaint and provide an opportunity to respond
  • ensure both parties understand their rights and responsibilities under the organisation’s policy
  • if possible, mediate an outcome that is satisfactory for the complainant
  • ensure that confidentiality is maintained
  • follow up to ensure the behaviour does not re-occur.

 

 

Formal investigation

If a formal investigation is requested by the complainant, or if an informal resolution fails, the bullying contact will escalate the matter to a senior member of the organisation.

 

That person will:

  • afford natural justice to all involved
  • interview all directly concerned, separately
  • interview witnesses, separately
  • keep records of the interviews and investigation
  • ensure confidentiality and minimise disclosure
  • make a determination as to whether there is sufficient evidence that a reasonable person could conclude, on the balance of probabilities (i.e. it’s more likely than not), that an incident/incidents of bullying as defined by the legislation has occurred
  • in such a case, determine appropriate action, which may include a change of duties for the bully, change to working arrangements or, where the incidents were frequent and/or severe, termination of co working membership
  • where it cannot be determined by the required test, that an incident/incidents of bullying as defined by the legislation has occurred, may still take action to ensure the proper functioning of the workplace; but these actions should not prejudice any party. They will also continue to closely monitor the situation and provide retraining where required
  • check to ensure the action meets the needs of the complainant and organisation.

 

Outcomes as they affect the complainant will be discussed with the complainant to ensure that needs are met, where appropriate.


Privacy

Habitat is a co-working initiative of Alter Atlas Pty Ltd ("The Company"), a registered Australian proprietary company, limited by shares. 'Alter Atlas' is a registered trademark owned by The Company. The Company is an accredited architecture company approved by the Architects Registration Board of Victoria (ARBV 51543). The Nominated Architect of The Company is Steven Chu (ARBV 18725). The Company is an A+ Practice of the Australian Institute of Architects.

 

All contents on this website are protected by copyright under the Copyright Act, and is owned by The Company or used under license from the copyright owner. All rights reserved. Use of any content on this website for any purposes, including distribution, resale, copying, exhibiting or modifying may infringe copyright unless written permission has been obtained from the copyright owners. Requests for additional information or to use any content must be directed to Habitat – hello@hbtt.org

 

Privacy Policy

At Habitat we recognise the importance of protecting the privacy of our clients and other visitors to our website. The information about you collected on this website is subject to this privacy policy. By disclosing information to us, you agree to the terms of the policy. Our privacy policy is stated below:


Collection and Storage of Personal Information

We might collect certain personal information such as your name, address, and email address, when you register for newsletters or submit an enquiry. We maintain this information in our central database.


Additional Information Collected Automatically

In some cases, when you connect to our website we may automatically (i.e., not via registration) collect technical information that is not personally identifiable. Examples of this type of information include the type of Internet browser you are using, the type of computer operation system you are using and the domain name of the website from which you linked to our site. We might also track your IP address to help eliminate fraud on our site.


Information Placed Automatically on Your Computer - Cookies

When you view our website, we may store some information on your computer. This information will be in the form of a "Cookie" or similar file and can help us in many ways. For example, Cookies allow us to tailor our website to better match your interests and preferences. With most Internet browsers, you can erase Cookies from your computer hard drive, block all Cookies or receive a warning before a Cookie is stored. Please refer to your browser instructions or help screen to learn more about these functions.


Use of Information

We will not share this information with any other person, company or organization except as may be required by law. Information concerning individuals' usage of our sites will not be disclosed to third parties except in aggregate form such that your information will not be personally identifiable.


Your Rights

You may review and approve the information about you collected upon registration in our database. Upon request, we will remove that information from our database or change/correct personal information that you state is erroneous.


External Sites

As a service to you, our site may feature links to external websites. Habitat is not responsible for the privacy practices or the content of any external websites. Accordingly, we recommend that you review the privacy policy of any external websites that you may enter from our site.


Privacy Contact

Questions regarding this policy should be directed to Habitat at hello@hbtt.org