Bullying, Harassment and Respect at Work Policy
Version: 1.0
Effective: 1 July 2026
Owner: Jodie Bricout, Chief Strategy and Commercial Officer
1. Purpose
Adelitics Pty Ltd (ACN 665 405 569) is committed to a safe and respectful workplace. Bullying and harassment cause real harm to individuals and undermine the trust and collaboration we depend on. This policy sets out what is and is not acceptable, and how concerns are handled.
2. Who This Applies To
All Adelitics employees, directors and contractors, in any Adelitics workplace, at client sites, and at work-related events or communications (including email, messaging apps and social media).
3. Definitions
3.1 Workplace bullying
Bullying is repeated, unreasonable behaviour directed at a person or group that creates a risk to health and safety. It includes:
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Persistent unjustified criticism or put-downs
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Excluding or isolating someone from normal work activities
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Overloading someone with work or setting unreasonable deadlines as a pattern of behaviour
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Humiliating someone in front of others
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Spreading rumours or misinformation about someone
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Threatening or intimidating behaviour
Bullying does not include reasonable management action (such as performance feedback, directing work, or addressing conduct issues) carried out in a fair and reasonable manner.
3.2 Harassment
Harassment is unwelcome conduct that offends, humiliates, or intimidates a person. It includes conduct related to a protected attribute (sex, race, age, disability, etc.) and does not require repeated behaviour. A single serious incident can constitute harassment.
3.3 Sexual harassment
Sexual harassment is unwelcome conduct of a sexual nature that a reasonable person would anticipate would offend, humiliate or intimidate. It includes:
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Unwanted physical contact
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Sexual or suggestive comments or jokes
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Requests for sexual favours
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Displaying or sending sexually explicit material
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Unwanted advances, in person or via digital channels
Sexual harassment is unlawful under the Sex Discrimination Act 1984 (Cth) and the Equal Opportunity Act 1984 (SA). A single incident is sufficient to constitute sexual harassment.
4. What We Expect
Everyone at Adelitics is expected to:
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Treat all colleagues, clients and contractors with respect
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Not engage in bullying, harassment or sexually harassing behaviour
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Speak up if they witness behaviour that breaches this policy
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Cooperate fully with any investigation into a complaint
Managers and directors have an additional responsibility to model respectful behaviour, respond promptly to reports, and not allow bullying or harassment to continue in their area.
5. Raising a Concern
5.1 Informal resolution
Where you feel comfortable doing so, you may raise the issue directly with the person involved. Sometimes people are unaware that their behaviour is unwelcome. If you would like help with this, speak to Jodie Bricout or Mark Stephens.
5.2 Formal complaint
If you do not feel comfortable with informal resolution, or it has not resolved the issue, you can make a formal complaint:
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Speak to Jodie Bricout (or Mark Stephens if your complaint involves Jodie)
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Put your complaint in writing if you prefer
Adelitics will acknowledge your complaint promptly, investigate it fairly and confidentially, and advise you of the outcome.
5.3 External options
You may also contact the following external bodies:
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SafeWork SA for workplace bullying matters
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Equal Opportunity Commission of South Australia for harassment based on a protected attribute
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Fair Work Commission for repeated bullying at work
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Australian Human Rights Commission for sexual harassment under federal law
6. Confidentiality
All complaints will be handled as confidentially as possible. Information will only be shared with those who need to know in order to investigate and resolve the complaint. Complete confidentiality cannot be guaranteed where safety is at risk or where the investigation requires disclosure.
7. Protection Against Retaliation
Adelitics will not tolerate any retaliation against a person who makes a complaint in good faith or participates in an investigation. Retaliation is itself a breach of this policy and will be treated as a disciplinary matter.
8. Outcomes
Where a complaint is substantiated, Adelitics will take appropriate action. Depending on the seriousness of the conduct, this may include counselling, formal warnings, changes to reporting arrangements, or termination of employment. Where conduct is unlawful, Adelitics may also refer the matter to the relevant authority.
9. Support
Anyone affected by workplace bullying or harassment, whether as a complainant, a respondent or a witness, is encouraged to seek support. Adelitics will treat all parties with respect throughout the process.