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Governance & social responsibility
Our Commitment to Social Responsibility & Governance never stops.
Forest Stewardship Council® (FSC®) is a global, not-for-profit organisation dedicated to the promotion of responsible forest management worldwide.
FSC® defines standards based on agreed principles for responsible forest stewardship that are supported by environmental, social, and economic stakeholders.
FSC® Core Labour Requirements Policy Statement (PDF)Self-Declaration Committing to FSC® Values (PDF)UGT
FSC® Product Group List (PDF)
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Ausmart is committed to the prevention of any form of discrimination, sexual harassment or victimisation in the workplace. The Company considers these to be unacceptable forms of behaviour and will not tolerate such behaviour under any circumstances. Ausmart can be held vicariously liable for breaches of this policy committed by an employee or contractor of the Company. This policy applies to all employees in their relationships with each other, with applicants for employment with Ausmart and with persons who have dealings with the Company. All employees have a right to be treated equitably and without harassment occurring in the workplace.  All employees have the responsibility to respect the rights of fellow employees, by not taking part in any action that may constitute harassment and by supporting and promoting the achievement of equal opportunity. All employees have the right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised. Equal employment opportunity and discrimination policy This policy reflects the spirit and intent of federal and state affirmative action and anti-discrimination legislation in Australia including the following: Equal Opportunity Act 2010 (Vic) Sex Discrimination Act 1984 (Cth) Disability Discrimination Act 1992 (Cth) Age Discrimination Act 2004 (Cth) Racial Discrimination Act 1975 (Cth) Fair Work Act 2009 (Cth) Ausmart believes that people perform more productively in an environment that is free from discrimination. Ausmart is an equal opportunity employer. It is committed to ensuring that factors relating to a person’s ability to perform his or her responsibilities, and to develop in his or her employment, are paramount in the Company’s decisions about an employee’s work. Equal opportunity means ensuring that employment policies and practices are based on, and operate according to, the principle of merit. Ausmart is therefore committed to ensuring that its employment practices are free from any unlawful discrimination based on: race/ethnicity gender national origin marital status sexual preference/lawful sexual activity age disability/impairment, including infectious disease industrial activity
Core labour requirements policy statement Ausmart International Pty Ltd  has ensured its operations meet all of the core labour requirements. These include: The prohibition on the use of child labour, except in identified circumstances: We know and understand the statutory legal minimum ages of employing children in each state of our operation, and the school leaving age and any other conditions that apply; Those under 18 only conduct hazardous or heavy work within the context of an approved apprenticeship or traineeship; and We ensure that at all times any person employed between the ages of 15 and 18 are paid according to the minimum pay rules i.e. relevant modern award/ EBA (Australia/ New Zealand) and that such employment is not harmful to their health or development. The prohibition on all forms of forced labour: We do not restrict workers, withhold funds for payment of obligations (unless required by law – eg Child Support payments), withhold passports or identification documents from them; All employees are recruited into roles and paid at least the minimum wage rates as required by AUS/ NZ Law; All employees are verified to have the right to live and work in Australia/ New Zealand under the relevant visa, residency or citizenship requirements. Ensuring our workplace is free from all forms of discrimination: We strive to have a diverse workforce in terms of age, ethnicity, gender and other characteristics; When recruiting for roles, we select the best candidate for the role without discrimination; We ensure all employees are presented with equal opportunity to apply for other internal roles, promotion, salary increase and advancement; We maintain a strict anti-discrimination policy in compliance with Australian/New Zealand Law. Allowing our works the right to Freedom of Association and Collective Bargaining. We comply with the provisions of the Fair Work Act 2009/ Employment Relations Act 2000 in relation to Freedom of Association and Collective Bargaining and the other general protections afforded in Australia/ New Zealand; Employees have the right to join or refuse to join a worker organization, without sanction or undue influence; Employees have the right to be represented by a registered industrial organization in accordance with the Act; Employees have the right to bargain collectively and participate in industrial activity in accordance with the Act. In all circumstances, we have implemented whichever is the highest requirement – Australian Law/ New Zealand Law – into our operation. To ensure compliance, we have completed a self-assessment and keep records to demonstrate compliance. The implementation of our commitment is then independently audited by our Certification Body annually.