Sustainability / Environmental Policy

Purpose & Scope
This policy sets out Lafayette Builders’ commitments to sustainability across all operations and projects. It applies to our employees, subcontractors, suppliers, and visitors.

Our Commitments

  • Legal Compliance — Comply with environmental laws, permits, and council conditions.

  • Prevent pollution — dust, noise, vibration, sediment, and spill controls.

  • Minimise waste — avoid, reduce, reuse, recycle with on-site segregation.

  • Resource efficiency — track energy, fuel, water and prefer efficient/electric plant where practical.

  • Low-impact materials — recycled content where suitable, sustainably sourced timber, low-VOC products.

  • Carbon management — reduce fuel/electricity use through efficient plant and anti-idling measures.

  • Water & soil protection — erosion and sediment controls, drain protection, spill response.

  • Sustainable procurement — preference for local, Indigenous, and social-enterprise suppliers.

  • Community respect — maintain safe access, advance notifications, and rapid response to concerns.

  • Continuous improvement — set annual objectives/KPIs, audit sites, review performance.

Targets

  • ≥80% construction waste diverted from landfill (≥95% for concrete/masonry, 100% for metals and asphalt to RAP).

  • Use recycled content where specifications permit.

  • Energy efficiency — LED luminaires with controls; warm-mix asphalt where feasible.

  • Local/social procurement — prioritise local suppliers and provide apprentice/trainee pathways.

Roles & Responsibilities

  • Directors: Approve policy, set objectives, allocate resources.

  • Project Managers: Prepare and implement Site Environmental Management Plans.

  • Site Supervisors: Implement controls, run inspections/toolboxes, keep records.

  • All workers & subcontractors: Follow this policy and report hazards/incidents.

Review
This policy is reviewed annually or as required.

Credentials: HIA member • BPC • Registered Building Practitioner (VIC).

Quality Policy

Purpose & Scope
This policy outlines Lafayette Builders’ commitment to achieving consistent quality outcomes across all projects. It applies to all employees, subcontractors, and suppliers involved in the delivery of our works.

Our Commitment
Lafayette Builders is committed to:

  • Delivering projects that meet or exceed client, statutory, and contractual requirements.

  • Maintaining effective planning, review, and verification processes throughout each stage of delivery.

  • Ensuring all work complies with relevant Australian Standards, industry codes, and council specifications.

  • Preventing defects through proactive inspection, testing, and continuous improvement.

  • Encouraging staff and subcontractors to identify and report non-conformances or improvement opportunities.

  • Providing adequate resources, training, and supervision to support quality outcomes.

Implementation
We apply internal procedures consistent with the principles of ISO 9001:2015, including project-specific Quality Management Plans (QMPs), Inspection and Test Plans (ITPs), and corrective action processes.

Responsibilities

  • Directors: Approve and review this policy and ensure adequate resources for quality control.

  • Project Managers and Supervisors: Implement and monitor quality procedures onsite.

  • All Personnel: Follow approved methods, report defects, and participate in improvement activities.

Review
This policy is reviewed annually or as required to ensure its continued suitability and effectiveness.

Equal Employment Opportunity (EEO) & Diversity Policy

We’re committed to a fair, respectful and merit-based workplace. Unlawful discrimination, bullying and harassment are not tolerated.

Scope

Covers employees, labour-hire and contractors at all locations and work-related events.

Our principles

  • Equal opportunity: Hiring, pay and promotion decisions are based on skills, merit and performance.

  • No discrimination: We prohibit adverse treatment based on sex, sexual orientation, gender identity, intersex status, pregnancy, marital/parental status, age, race, colour, national or ethnic origin, religion, disability, carer status and other protected attributes.

  • Respectful conduct: Zero tolerance for bullying, vilification or victimisation.

  • Accessibility & adjustments: We provide reasonable adjustments for disability, pregnancy and religious practices.

  • Flexible work: Considered where operationally feasible.

  • Pay equity: Monitor and address unjustified pay gaps.

  • Inclusive supply chain: We expect our subcontractors and suppliers to uphold similar standards.

  • Privacy: Personal information is handled lawfully and confidentially.

Responsibilities

  • Leaders/Managers: Model inclusive behaviour, ensure fair processes, act quickly on issues.

  • HR/Admin or Director (for small business): Keep policies current, maintain confidential records, track diversity indicators.

  • All workers (incl. contractors): Treat others with respect; complete inductions/training; report concerns.

Fair recruitment & promotion

  • Use clear, job-related selection criteria and structured interviews.

  • Avoid unnecessary prerequisites that may exclude capable candidates.

  • Provide feedback to applicants on request.

Reporting & support

  • Informal: Speak with your manager or our EEO Contact (Director) on 0423 122 336.

  • Formal: Lodge a written complaint to the Director via the contact above. We will assess, investigate impartially and act.

  • No victimisation: Retaliation for raising a concern is prohibited.

  • External options: Fair Work Commission, Australian Human Rights Commission, or Victorian Equal Opportunity & Human Rights Commission.

 

Sexual Harassment Prevention Policy

We have a positive duty to take reasonable and proportionate measures to prevent sexual harassment, sex-based harassment and hostile work environments.

Scope

Applies to employees, contractors, labour-hire, suppliers, clients and visitors at work, on sites, online, during travel and at work-related events.

What is sexual harassment?

Any unwelcome conduct of a sexual nature that a reasonable person would expect to offend, humiliate or intimidate. Examples include sexual comments/jokes, intrusive questions, staring/leering, displaying sexual material, requests for sex, unwanted touching, stalking and sexual assault.
Creating a hostile work environment on the grounds of sex is also unlawful.

Our prevention measures

  • Risk-based approach: Identify risks (e.g., isolated work areas, change rooms, after-hours events) and implement controls.

  • Clear standards: Zero tolerance for sexual or sex-based harassment, bullying or victimisation.

  • Training: Inductions and periodic refreshers; managers trained to respond appropriately.

  • Leadership: Supervisors intervene early and model respectful behaviour.

  • Confidential reporting: Multiple safe channels and trauma-informed handling.

  • Fair process & timely investigations with procedural fairness.

  • Support: Access to support services and reasonable work adjustments.

  • Consequences: Breaches may result in warnings, removal from site, termination of employment/contract, and referral to authorities where applicable.

  • Contractor management: Subcontract terms require compliance with this policy; breaches may lead to contract action.

Reporting options

  • Immediate risk/emergency: Call 000.

  • Internal:

    • Site Supervisor/Manager

    • Director – 0423 122 336

  • External avenues: Fair Work Commission (stop-sexual-harassment orders), Australian Human Rights Commission, Victorian Equal Opportunity & Human Rights Commission, or Victoria Police for criminal conduct.

How we handle reports

  1. Acknowledge promptly and address immediate safety.

  2. Agree a resolution path (informal, facilitated, or formal investigation).

  3. Appoint an impartial investigator; collect evidence and witness statements.

  4. Make findings and take action; communicate outcomes to the extent permitted by privacy law.

  5. Monitor for retaliation and provide ongoing support.

  6. Track de-identified trends and improve controls.

Approved by: Director, Lafayette Builders.