Iron Ore

Oresome
Handbook
July 2013
 Contents – Oresome Handbook 1

Contents
The BHP Billiton Way_______________________________________________________ 4
The BHP Billiton Charter Values and Code of Business Conduct___________________ 4
1 Working at BHP Billiton Iron Ore________________________________________ 7
1.1 Health and safety_______________________________________________ 7
1.1.1 Fitness for work__________________________________________ 7
1.1.2 Secondary Employment_____________________________________ 8
1.1.3 Drugs and alcohol_________________________________________ 8
1.1.4 Smoking in the workplace__________________________________ 8
1.1.5 Qualifications and licences__________________________________ 8
1.1.6 Clothing and protective equipment___________________________ 9
1.1.7 Employee declaration requirements___________________________10
1.2 Hours of work__________________________________________________10
1.3 Fly in, fly out arrangements_______________________________________11
1.4 BHP Billiton Iron Ore car scheme___________________________________11
1.5 Private use of BHP Billiton Iron Ore equipment________________________12
1.6 Travel on BHP Billiton Iron Ore business_____________________________12
1.7 Media communications___________________________________________13
1.8 Worker’s compensation__________________________________________14
1.9 Categories of Employment (including full time, part time & fixed term)
and Applicable Benefits__________________________________________16
1.10 Secondments___________________________________________________19
1.11 Employee transfer______________________________________________ 20
2 Oresome Handbook – Contents

2 Your benefits as a BHP Billiton Iron Ore employee________________________ 23

2.1 Financial benefits______________________________________________ 23
2.1.1 Base salary and allowances________________________________ 23
2.1.2 Superannuation__________________________________________ 23
2.1.3 Incentive program________________________________________ 25
2.2 Leave benefits_________________________________________________ 26
2.2.1 Annual leave____________________________________________ 26
2.2.2 Personal / carer’s leave____________________________________ 28
2.2.3 Long service leave_________________________________________31
2.2.4 Special leave of absence___________________________________ 32
2.2.5 Flexible work arrangements_________________________________37
2.2.6 Time off in lieu____________________________________________37
2.3 Other benefits_________________________________________________ 38
2.3.1 Housing and accommodation_______________________________ 38
2.3.2 Novated vehicle leasing scheme____________________________ 38
2.3.3 Shareplus – employee share plan____________________________ 39
2.3.4 Preferred supplier arrangements____________________________ 39
2.3.5 Travel assistance for urgent medical treatment_________________ 40
2.3.6 Personal accident / travel insurance for business travel__________ 40
2.3.7 Service recognition_______________________________________ 40
2.3.8 Employee assistance program______________________________ 40
2.3.9 Education assistance_____________________________________ 41
2.3.10 Education allowance for dependents_________________________ 43
2.3.11 Employee professional and business association memberships____ 44
2.3.12 Annual leave travel assistance______________________________ 44
2.3.13 Parental leave____________________________________________47
 Contents – Oresome Handbook 3

3 Our relationship_____________________________________________________57
3.1 Employment equity standard______________________________________57
3.1.1 Applicability_____________________________________________57
3.1.2 Standard of conduct_______________________________________57
3.1.3 Discrimination___________________________________________ 58
3.1.4 Harassment_____________________________________________ 58
3.1.5 Sexual harassment_______________________________________ 59
3.1.6 Bullying________________________________________________ 60
3.1.7 Victimisation____________________________________________ 61
3.1.8 Responsibilities__________________________________________ 61
3.1.9 Complaints procedure_____________________________________ 61
3.1.10 Breaches of this procedure_________________________________ 62
3.2 Issue resolution process_________________________________________ 62
3.3 Privacy and freedom of information________________________________ 63
4 Separation_________________________________________________________ 65
4.1 Retirement and resignation______________________________________ 65
4.2 Termination with notice_________________________________________ 66
4.3 Summary dismissal_____________________________________________ 66
4.4 Unfair dismissal________________________________________________ 66
4.5 Redundancy___________________________________________________ 66
4.6 Certificates of service and personal references_______________________ 69
4.7 Site Termination Clearance - Process to facilitate your final pay_________ 69
5 Key contacts________________________________________________________71
5.1 BHP Billiton Iron Ore Employee Services_____________________________71
5.2 BHP Billiton Business Conduct Advisory Service_______________________71
6 Glossary___________________________________________________________ 72
4 Oresome Handbook – BHP Billiton Way

The BHP Billiton Way

The BHP Billiton Charter Values
and Code of Business Conduct
We are BHP Billiton, a leading global
resources company.
Our purpose is to create long-term
shareholder value through the discovery,
acquisition, development and marketing of
natural resources.
Our strategy is to own and operate large,
long-life, low-cost, expandable, upstream
assets diversified by commodity, geography
and market.
Our company lives and prospers on the
strength of some core values. These values
are expressed in our Charter and on a
daily basis through our Code of Business
Conduct. As a member of the BHP Billiton
team you must understand the importance
of our Charter and our Code of Business
Conduct, because working to your best
is not just about working hard, it’s about
working with integrity too.
 The BHP Billiton Way – Oresome Handbook 5

We value:
Sustainability Putting health and safety first, being environmentally responsible
and supporting our communities.

Integrity Doing what is right and doing what we say we will do.

Respect Embracing openness, trust, teamwork, diversity and relationships that

are mutually beneficial.

Performance Achieving superior business results by stretching our capabilities.

Simplicity Focusing our efforts on the things that matter most.

Accountability Defining and accepting responsibility and delivering on our

commitments.

We are successful when: Our Code of Business

• Our people start each day with a sense Conduct is based on the values in
of purpose and end the day with a our Charter. It informs our decision making
sense of accomplishment. process and sets the standard for our
commitment to working with integrity. The
• Our communities, customers and
Code is a common reference point for all of
suppliers value their relationships
us that defines how we are expected to act
with us.
when we are doing our jobs.
• Our asset portfolio is world class and
sustainably developed. When you work for BHP Billiton, either as
an employee or a contractor, you agree to
• Our operational discipline and financial uphold a commitment to the values of our
strength enables our future growth. Charter, the requirements of the Code of
• Our shareholders receive a superior Business Conduct, and the various policies,
return on their investment. standards and procedures that apply to
your position and the work you are doing.
6 Oresome Handbook – Working at BHP Billiton Iron Ore

Q How can the

Handbook help me?

A The Handbook provides an important reference

point on BHP Billiton Iron Ore’s Human Resources
standards. It may help answer questions you have
about employee benefits and conditions, leave,
training and issue resolution, to name a few.
 Working at BHP Billiton Iron Ore – Oresome Handbook 7

1. Working at BHP Billiton Iron Ore

At BHP Billiton Iron Ore, people are the foundation of our success. We are a high
performance organisation which promotes effective direct relationships with our
employees. We want to ensure our employees understand their position, know what
their leader expects of them and are treated with fairness, respect and dignity.

As an employee you agree to undergo

1.1 Health and safety
these tests and to give BHP Billiton Iron Ore
At BHP Billiton Iron Ore we value access to the results. BHP Billiton Iron Ore
sustainability – putting health and safety will maintain and deal with all fitness for
first, being environmentally responsible work assessments in a confidential manner.
and supporting our communities. Effective
You are required to attend work fit to safely
health and safety performance is critical to
perform your duties without risk to yourself
us. We all play a crucial role in caring for
or others. You must ensure that your
our team mates and taking steps to prevent
time away from work includes sufficient
workplace related injuries and illness. We
sleep and recovery and you must manage
expect you to work safely, look after your
any health, lifestyle, personal or family
mates and go home safely.
responsibilities that may impact on your
fatigue in accordance with the BHP Billiton
1.1.1 Fitness for work Iron Ore’s Fatigue Management Procedure.
It is a requirement of employment with BHP If you are taking medication that could
Billiton Iron Ore that you are able to perform impair your performance at work you
the inherent requirements of your position. must notify your supervisor prior to the
BHP Billiton Iron Ore may require you to commencement of your shift.
undertake any medical assessments it If you are temporarily unable or fail
considers appropriate to ensure you are to meet the inherent requirements of
fit for work including (but not limited to): your position, BHP Billiton Iron Ore may
random drug and alcohol testing; health provide support and assistance through
screening; and tests to ensure you meet the its Rehabilitation, Health and Fitness and
Company’s required medical assessments in Employee Assistance Programs.
relation to your position.
8 Oresome Handbook – Working at BHP Billiton Iron Ore

1.1.2 Secondary employment Control Act 2006 (WA) (as amended from
time to time).
Before undertaking secondary employment
you must seek written approval from your Consistent with this, smoking is strictly
department manager who will assess the prohibited in the following areas:
fitness for work risks. All employees are • all buildings, crib rooms, offices,
expected to adhere to the Code of Business workshops and indoor areas;
Conduct; nothing you do should conflict
with your responsibility to BHP Billiton or • within all vehicles, mobile plant and
compromise, or appear to compromise the equipment;
quality of your work performance, your • all fire hazard areas; and
commitment to your work and your ability
to make impartial business decisions. • all areas where smoking can contaminate
indoor areas and air-conditioning
systems.
1.1.3 Drugs and alcohol
You are required to co-operate by not
BHP Billiton Iron Ore is committed to creating
smoking in designated non-smoking areas.
a safe and healthy work environment which
is free from hazards that may be associated
with the use of alcohol and drugs. To ensure 1.1.5 Qualifications and licences
that you do not come to work under the BHP Billiton Iron Ore has obligations under
influence of drugs or alcohol (including occupational health and safety legislation
prohibited substances), testing programs to ensure so far as is reasonably practicable
including random breath and drug urine the safety of the workplace. As part of BHP
analysis testing will be carried out. This Billiton Iron Ore’s risk management strategy,
will help to ensure you are able to perform you are required to maintain all necessary
your duties in a safe manner without qualifications, certificates, permits, licences
endangering yourself and others. which enable you to fulfil your duties. If
All employees are required to participate such documents are renewed or if the
in these testing programs and otherwise conditions of such documents change, you
comply with BHP Billiton Iron Ore’s fitness must provide updated copies to BHP Billiton
for work standards and procedures. Iron Ore in a timely manner or upon request.
You must notify BHP Billiton Iron Ore
1.1.4 Smoking in the workplace immediately if any such qualifications are
cancelled, revoked or are no longer valid.
BHP Billiton Iron Ore believes that smoking
Failure to do so may result in termination of
in the workplace is a health risk to employees
your employment. If required by BHP Billiton
and has obligations regarding smoking in
Iron Ore, you must provide current copies of
the workplace under the Tobacco Products
 Working at BHP Billiton Iron Ore – Oresome Handbook 9

all necessary qualifications to BHP Billiton be based on need. 1 cold weather jacket
Iron Ore on request. may be issued in lieu of 1 clothing issue
every 2 years. Annual issue of boots
1.1.6 Clothing and protective and all other protective equipment will
equipment be on an as needs basis to a maximum
of 2 sets of boots per year. Your annual
Clothing and protective equipment will be clothing issue will fall due on your
issued in accordance with the following employment anniversary date.
provisions:
• Perth employees: For regular site
• site-based new starters: 4 sets of visitors, up to 2 sets of work clothing
work clothing (4 pairs of pants and and 1 set of safety footwear will be
4 shirts) will be issued to employees on issued initially. Subsequent clothing
commencement of employment, along and on-site protective equipment and
with one jacket and two sets of safety footwear will be provided on an as
footwear and protective equipment. No needs basis.
deviations are permitted.
For further information you should contact
• site-based employees: 4 sets of work your supervisor or refer to the Supply
clothing will be issued to employees per department regarding the procedure for
year. Further requests for clothing will issue of clothing and protective equipment.
10 Oresome Handbook – Working at BHP Billiton Iron Ore

1.1.7 Employee declaration Similarly, in the event you are offered or

requirements receive a gift or hospitality from a third
party, this should be immediately declared
The Code of Business Conduct sets the to your supervisor. For gifts over $50 and
standards of behaviour for how we should hospitality over $125 (from a government
work. You are expected to thoroughly official) or $250 (from an individual or
understand Sections 1 and 2 of the Code private organisation) written authorisation
of Business Conduct so that you can apply from your one up manager must be given
the relevant behaviours to your work. prior to acceptance. In all instance of
Furthermore, you should be aware of your receiving or offers of gifts or hospitality
obligations to declare any potential conflicts (regardless of value) you are required to
of interest or gifts/hospitality offered or record these on the Gifts and Hospitality
received in the course of conducting work Register which can be found on the portal.
for BHP Billiton.
You should notify your supervisor 1.2 Hours of work
immediately if you are aware of any actual Your nominal hours of work are set out in
or potential conflicts of interest that may your contract of employment. Hours of
affect your ability to fulfil of your position. work are dependent on the roster and the
Your supervisor must ensure the declaration requirements of your work area. There are
is recorded in the BHP Billiton Iron Ore core times when you are required to be
Declared Interests Register on the BHP available for work each day which will vary
Billiton Iron Ore Portal. according to work area. Your supervisor
 Working at BHP Billiton Iron Ore – Oresome Handbook 11

will notify you of your hours of work. It 1.3 Fly in, fly out
may be necessary from time to time to
work additional hours (rostered and/or arrangements
unrostered). You are expected to work the Fly in fly out (FIFO) arrangements currently
hours which are reasonably required to fulfil operate in selected areas of the business. If
the responsibilities of your position. you are a FIFO employee, you should refer
to your contract of employment and to the
Roster changes BHP Billiton Iron Ore FIFO Standards for
In order to meet operational requirements, more specific details. All employees are
you may be required to change rosters expected to adhere to the Code of Business
from time to time. BHP Billiton Iron Ore Conduct and Charter Values including in the
may, following consultation with the work course of travel and when staying in FIFO
group affected, change the shift system accommodation. The FIFO Standards and
in operation and/or require employees to Code of Business Conduct are available on
transfer from day work to shift work, from the Portal or from your supervisor.
shift work to day work, from one shift to
another, or change start and finish times. 1.4 BHP Billiton Iron Ore
In the event of such change, you will be car scheme
provided with 2 weeks notice of the roster
change where possible. BHP Billiton Iron Ore provides vehicles to
employees in designated positions, either
Where you work a shift work roster, and for business and personal use or on an ‘as
you are required to change rosters to meet needs’ basis (relevant local site conditions
operational requirements, the Department apply). Discretion on the allocation of
manager and relevant Human Resources vehicles rests with the relevant head of
manager may approve continuing payment department or general manager.
of the shift allowance for up to three months
in order to give you time to rearrange your All employees required to drive a BHP
financial affairs. Please note, this does not Billiton Iron Ore light vehicle must be
apply in cases related to fitness for work or deemed competent and authorised to drive
performance management. the vehicle. They must have a current full
Western Australian ‘C’ class driver’s licence
or other current equivalent Australian
State driver’s licence. An exemption to this
requirement can only be granted in writing
by the relevant head of department or
general manager.
12 Oresome Handbook – Working at BHP Billiton Iron Ore

Trainees, apprentices and probationary Please note this section should be read in
licence holders are prohibited from conjunction with changes to the BHP Billiton
driving BHP Billiton Iron Ore light vehicles Iron Ore Car Scheme which took effect
unless in an emergency situation (such as from September 1999 and the BHP Billiton
the preservation of life or property). An Iron Ore Light Vehicle Use procedures.
exemption to this prohibition can only be Further information is available from your
granted in writing by the relevant head of supervisor or on the Portal.
department or general manager.
In cases where eligible employees are 1.5 Private use of BHP
granted private use of a BHP Billiton
Iron Ore vehicle, this benefit must be
Billiton Iron Ore equipment
approved in writing by the relevant head of Employees are expressly prohibited from
department or general manager or stated in borrowing or removing BHP Billiton Iron
your contract of employment. In such cases, Ore equipment from site unless appropriate
your immediate family members may drive site procedure is followed and approval is
the vehicle, provided they hold a current granted.
full (non-probationary) Western Australian
driver’s licence or equivalent Australian
State driver’s licence. At all times the driver
1.6 Travel on BHP Billiton
of any BHP Billiton Iron Ore light vehicle shall Iron Ore business
be responsible for the safe operation of the
Travel on company business must be
vehicle and shall comply with all applicable
in accordance with the Business Travel
road rules as well as the Mines Safety and
provisions in the Code of Business Conduct
Inspection Act 1994 (WA) (as amended),
and the BHP Billiton Business Travel and
Mines Safety & Inspection Regulations 1995
Expense Management Procedure (which
(WA) (as amended), all site specific rules
may vary from time to time). All business
and the BHP Billiton Iron Ore Light Vehicle
travel must be approved by the relevant
Use procedures.
department manager. Overseas travel can
Employees found in breach of the BHP only be authorised by the President of BHP
Billiton Iron Ore Light Vehicle Use procedures Billiton Iron Ore.
may be subject to disciplinary action (up to
All flight, accommodation and other travel
and including termination of employment)
bookings must be made through the BHP
and permission to drive BHP Billiton Iron
Billiton Iron Ore travel provider and the
Ore vehicles in the future may be revoked.
lowest possible rates must be selected to
Use of pool vehicles must be approved by meet business travel requirements and
department manager. minimise travel expenses.
 Working at BHP Billiton Iron Ore – Oresome Handbook 13

Airfares must be economy class unless the For further information regarding travel
flight duration is greater than 3 hours, bookings, ‘high risk’ destinations,
in which case a higher class fare may reasonableness of expenses, lists of
be purchased, in accordance with the allowable and non-allowable expenses,
BHP Billiton Business Travel and Expense the process for managing expenses and
Management Procedure. eligibility for BHP Billiton Iron Ore paid
airline club memberships, you should refer
Annual leave or personal travel can be
to the BHP Billiton Business Travel and
attached to a business trip provided
Expense Management Procedure located on
approval is granted by your supervisor prior
the Portal.
to making the booking. Any additional costs
incurred due to the personal portion of the All employees are expected to adhere to
trip will be borne by you. the Code of Business Conduct and Charter
Values in the course of travel. The Code
In accordance with the Code of Business
provides clear guidance on expected
Conduct, pregnant employees are not
business behaviour.
permitted to travel by air from 26 weeks of
pregnancy unless clearance is provided in
writing by a medical practitioner. 1.7 Media communications
Expenses incurred while travelling on All requests for comments to the media or
BHP Billiton Iron Ore business must be advertising should be referred to the External
reasonable and charged to a corporate card Affairs Department, so that consistency and
where possible. integrity can be maintained.
14 Oresome Handbook – Working at BHP Billiton Iron Ore

1.8 Worker’s compensation If the worker’s compensation claim is

accepted, an employee will receive their full
If you are injured in an accident at work, or salary during the period of incapacity, provided
in other circumstances where a claim for that they remain employed by BHP Billiton
worker’s compensation may arise, and your Iron Ore and comply with all requirements
claim is accepted by BHP Billiton Iron Ore, for rehabilitation and recommendations from
you may be entitled to benefits pursuant treating medical practitioners.
to the Worker’s Compensation and Injury
Management Act 1981 (WA) (as amended) of In circumstances where a claim for
which BHP Billiton Iron Ore is a self insurer. worker’s compensation by an employee
working a FIFO arrangement is accepted,
Employees working FIFO arrangements are
the employee will be entitled to claim the
also covered by the Worker’s Compensation
rehabilitation costs incurred while away
and Injury Management Act 1981 (WA) (as
from the workplace. This may be in the form
amended) and are covered for Company
of an appointed approved rehabilitation
arranged travel and while residing in
provider or by way of support from the site
Company authorised accommodation. Travel
health or injury management advisor and/or
arranged and paid for by the employee,
the workers compensation advisor in Perth.
such as to/from Perth Domestic Airport, is
not covered by worker’s compensation. Further information regarding worker’s
compensation can be obtained by contacting
Employees are required to immediately the Iron Ore Worker’s Compensation team in
notify their supervisor of any event which the BHP Billiton Iron Ore Perth office.
may result in a worker’s compensation
claim. Supervisors must advise the site
Site Health or Injury Management Advisor
and liaise with the worker’s compensation
advisor in Perth upon notification of a
potential worker’s compensation event.
The Injury Management procedure applies
for both FIFO and residential employees.
Working at BHP Billiton Iron Ore – Oresome Handbook 15
16 Oresome Handbook – Working at BHP Billiton Iron Ore

1.9 Categories of Employment (including full time, part

time & fixed term) and Applicable Benefits
In addition to full-time employment arrangements, the following categories of employment
may apply at BHP Billiton Iron Ore:

Casual If you are employed on an ‘as and when required’ basis you will be a casual employee.
Casual employees may apply for their position to be made part time.

Fixed term If you are employed on a full or part time basis for a fixed period of time, you are known
as a fixed term employee.

Part time If you are regularly working less than the full time equivalent nominal weekly hours, you
are a part time employee. Part time arrangements, at a minimum start at 20 per cent of
the full time equivalent hours (ie. capital utilisation), and at a maximum are 80 per cent
of the full time equivalent hours. As a guideline or example:

Nominal FTE Capital Hours / Days /

average weekly hours utilisation week week
38 20% 7.6 1
38 40% 15.2 2
38 50% 19 2.5
38 60% 22.8 3
38 80% 30.4 4

The decision to create a part time position will be made by the department manager
in consultation with the Human Resources department. The decision will be based on
the individual’s circumstances and the needs of the business in accordance with the
provisions of relevant workplace legislation.
From time to time, it may be necessary for you to work additional hours. You are expected to
work the hours which are reasonably required to fulfil the responsibilities of your position.
Where you are required to work an additional half day or more you may be compensated for
this through time in lieu.
Any variation from these part time arrangements must be approved in writing by your
next up leader.
 Working at BHP Billiton Iron Ore – Oresome Handbook 17

Benefit Full time Part time Fixed term Fixed term Casual
full time part time
  
Pro-rata of full Pro-rata of full hourly rate
Remuneration  
time annual time annual + 25% loading
salary salary
 
Incentive
  If term is at If term is at 
scheme
least 12 months least 12 months
Co-contribution
superannuation     


  Up to 2 days
Pro-rata paid Pro-rata paid unpaid carer’s

Paid personal/ sick leave on sick leave on leave per annum
 Pro-rata of full
carers leave the basis of the basis of for genuine
time benefit
10 days / per 10 days / per caring purposes
annum annum or family
emergencies
 
Annual leave  Pro-rata of full  Pro-rata of full 
time benefit time benefit
 
Long service
 Pro-rata of full  Pro-rata of full 
leave
time benefit time benefit
   
Except where Except where Except where Except where
Public holidays the roster the roster the roster the roster 
requires you to requires you to requires you to requires you to
work work work work
Personal
protective
equipment in     
accordance with
site policies
Accommodation
and utility 
subsidies in    On a pro-rata 
accordance with basis
site policies
Accommodation
    
assistance
Redundancy     
18 Oresome Handbook – Working at BHP Billiton Iron Ore

Benefit Full time Part time Fixed term Fixed term Casual
full time part time
1 ALTA after 12
months service,
if working
regularly
between 10 and
30 hours per
Annual Two per year for week
leave travel self and eligible (site-based); 
 
assistance dependents as Unless working
(ALTA) per the policy 2 ALTAs after 12 for at least 12
months service, months
if working
regularly
30 hours per
week or more
(site-based);
Self education
assistance
    
– approved
student status

(unless they
have been
employed on a
regular basis for
a period of at

Parental leave    least 12 months,
in which case
an entitlement
exists for up to
12 months
unpaid parental
leave).

Novated leasing    

Shareplus     
 Working at BHP Billiton Iron Ore – Oresome Handbook 19

1.10 Secondments beyond 3 months, the relevant Human

Resources manager, in consultation with
An employee may be seconded into a the department manager, will determine if
different position for a continuous period BHP Billiton Iron Ore is prepared to meet the
of between three to twenty four months. cost of the employee’s dependents joining
In this case the employee’s salary and them. Where BHP Billiton Iron Ore agrees
other conditions will be reviewed and to relocate the employee’s dependants, the
may be adjusted in accordance with the employee will be entitled to pro rata transfer
duties being performed during the period allowance taking into account the number
of the secondment and the location of the of completed months of the secondment.
secondment. To minimise disruption to Where the secondment extends to twelve
employees who are away from their usual (12) months or more the full transfer
place of residence for more than two weeks, allowance will be paid. Reasonable
but less than three months, the employee relocation expenses will be allowed to and
may be entitled to a return economy from the location, subject to the approval
airfare every two weeks. It is expected of the relevant Human Resources manager.
that these return airfares would coincide
with weekends or rostered days off. Perth All secondments should be reviewed,
employees seconded to site will receive site where appropriate, on a regular three
benefits and conditions. Site employees monthly basis, to ensure the objectives of
seconded to Perth for a period of less than the secondment are being met. Terms and
three months will continue to receive site conditions for secondments will be set out
benefits. in detail in the letter of offer (secondment
letter) relevant to the secondment.
Employees will be provided with board and Secondments will be for a period not
accommodation at no cost for the duration exceeding twenty four months.
of their secondment if they are required to
make rental or home purchase payments at
their normal location.
Employees will be responsible for their own
rental or purchase costs while residing at
their normal place of residence during the
period of the secondment.
It would not normally be expected that an
employee’s dependents would accompany
them for a period of less than 3 months.
Should the employee’s secondment extend
20 Oresome Handbook – Working at BHP Billiton Iron Ore

1.11 Employee Transfer All leave taken after transfer will be subject
to the conditions applying at the new site.
Organisational requirements may necessitate
employees transferring to other positions, Travel
operations, sites or locations within the
BHP Billiton Group of companies. In such The approved method of travel on
cases, reasonable notice will be provided transfer is by air for the employee and any
and employment benefits will be reviewed dependents. If the employee elects to drive
for any change in responsibilities. In these to the new location, reimbursement may
cases, BHP Billiton Iron Ore will also assist be claimed for the actual costs incurred on
with relocation costs to ensure that no petrol, oil, meals and accommodation, up to
unreasonable costs are incurred by employees the equivalent cost of the one way airfare
and their dependents. Details of relocation for the employee and their dependents. The
assistance and other relevant benefits and time taken to travel to the new site and the
allowances are below. intended route (which should be reasonably
direct) should be agreed with the new
centre’s Human Resources department prior
Permanent transfer
to travel. Receipts of all expenses incurred
Where an employee transfers between during travel must be kept by the employee
locations, BHP Billiton Iron Ore will and provided to the Company prior to
reimburse the cost of reasonable expenses payment.
as a result of that transfer. On transfer, the
employee’s remuneration and conditions Relocation
will be reviewed with respect to the new
location and position. BHP Billiton Iron Ore will relocate and insure
reasonable household/personal effects,
All conditions relevant to a transfer will including up to 2 medium sized vehicles or
be outlined in the transfer letter compiled equivalent which are involved in the transfer.
by the new centre’s Human Resources Transportation of pets and their boarding
department, and signed by the relevant costs for the period of the employee’s
department manager. temporary accommodation are included.
Veterinary, quarantine and vaccination fees
Leave are excluded. Complete details of relocation
Accrued annual leave and long service leave assistance will be provided in an employee’s
balances will be transferred to the new site. new contract of employment for the transfer
necessitating the relocation.
Where an employee transfers between
locations, payment of accrued leave in In the event an employee leaves the
excess of 4 weeks or their annual entitlement employment of BHP Billiton within 2 years
can be made at the employee’s discretion. of their relocation, they will be required to
 Working at BHP Billiton Iron Ore – Oresome Handbook 21

reimburse all costs associated with their permanent accommodation is being sought.
relocation, calculated on a pro-rata basis. Only car parking and accommodation costs
Alternatively, BHP Billiton Iron Ore may will be covered by BHP Billiton Iron Ore
deduct those costs from any monies due to while the employee is staying in serviced
the employee. apartment accommodation.
After this period, BHP Billiton Iron Ore may
Temporary accommodation subsidise the cost of adequate temporary
Where, for reasons considered acceptable accommodation.
by the Company, an employee is proceeding
ahead of their dependents, BHP Billiton Transfer allowance
Iron Ore will meet the employee’s
BHP Billiton Iron Ore will provide a
accommodation, meals, laundry and
one-off payment to assist with other
telephone expenses during the time the
incidental expenses resulting from an
employee is maintaining their dependents
employee’s relocation. Such incidental
and home at the previous centre.
costs could include the costs of school
Where the employee and their dependents uniforms, the connection of utilities,
transfer simultaneously, on arrival at cancellation of subscriptions (eg Foxtel),
the new centre, the employee will be mail redirection, the joining of clubs, etc.
provided with Company approved serviced Full details are available from the local
accommodation for up to 4 weeks while more Human Resources department.
22 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Q What is Shareplus?

A Shareplus is an Employee share plan which

provides employees with the opportunity to share in
BHP Billiton’s success. All permanent employees, full
and part time, and employees on a fixed term contract
are eligible to participate in Shareplus.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 23

2. Your benefits as a BHP Billiton Iron Ore employee

People are the foundation of BHP Billiton Iron Ore’s success. The Company values and
recognises high performance. BHP Billiton Iron Ore has a variety of employee benefits
ranging from financial, leave, education assistance, salary sacrificing, preferred
supplier arrangements, recognition and reward benefits, and other personal, family
and community benefits. Your contract of employment contains specific details of the
benefits applicable to you.
The following outlines some of these benefits in more detail.

2.1 Financial benefits 2.1.2 Superannuation

The BHP Billiton Superannuation Fund (Fund)
2.1.1 Base salary and allowances was established for the benefit of members of
At BHP Billiton Iron Ore, high performance the BHP Billiton Group in Australia. Benefits are
is rewarded. Your Total Reward is the sum provided in accordance with the rules of the Fund
of all applicable remuneration components. and relevant legislation, which change from
The structure and total of your remuneration time to time.
package will take into account your skills The Fund is the BHP Billiton Iron Ore’s default
and experience, the requirements of fund. You are entitled to choose where your
the position, consideration for working superannuation contributions are paid. You
unscheduled additional hours from time to may choose the Fund or another eligible
time, where the position is based (Perth or complying superannuation fund.
site), the roster you are working, internal
relativities, industry benchmarking and BHP Billiton Iron Ore will make contributions
employment arrangements. Salaries and on your behalf dependent upon your own
allowances are reviewed annually and are contribution rate as outline in the table:
adjusted at BHP Billiton Iron Ore’s discretion Employee Employee BHP Billiton
contribution contribution Iron Ore
taking into account individual performance, rate rate contribution
company performance, and industry (after-tax) (before-tax) rate
remuneration movements. A formal salary 0 0 9.25%
review is currently conducted in July and 2.75% 3.23% 10%
August each year. Salary adjustments that 3.75% 4.41% 12%
may result from the review are effective 4.75% 5.59% 14%
from 1 September and are made in the 4.75%+ 5.59% 14% maximum
September pay run. You will be paid on a
fortnightly basis.
24 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

These contribution rates are calculated on Choice of Fund

your defined salary (defined salary is base Eligible employees can change their fund at
salary plus operational components where any time by completing a Standard Choice
applicable). The minimum BHP Billiton Iron Ore Form available from Iron Ore Employee
contribution rate of 9.25 percent is as currently Services (IOES) and returning it together
required by Superannuation Legislation, with any other required documentation
known as the Superannuation Guarantee (including a compliance certificate from the
rate. In cases where you elect to move from chosen fund).
the Westscheme Fund to the BHP Billiton Fund
or another fund of your choice, your employer BHP Billiton Iron Ore will only make
contributions will remain unchanged and contributions to one superannuation fund
will be consistent with the provisions of the at a time. This means that your choice of
relevant industrial instrument. fund will apply to all future superannuation
guarantee contributions and the amount of
If you are a member of Westscheme Fund any additional voluntary contributions but
and elect to move to the BHP Billiton Fund or will not apply to any accrued superannuation
another fund of your choice, your employer benefit in any fund.
contributions will remain unchanged and
will be consistent with the provisions of the If it is a condition of entry to an employee’s
relevant industrial instrument. nominated fund that BHP Billiton Iron Ore
enter into an agreement as a participating
employer, the Company will not accept
Purpose of the BHP Billiton
Superannuation Fund the fund nomination and will redirect
superannuation contributions to the default
The intention of superannuation contributions fund.
is that they may provide:
• retirement benefits in the form of a Salary sacrifice
lump sum, a pension, or a combination BHP Billiton Iron Ore also offers permanent
of both, at your option; employees the option to salary sacrifice
• benefits for your family should you die superannuation contributions in accordance
while employed by BHP Billiton Iron with its standards and legislative
Ore; and requirements. Salary sacrifice allows you
• benefits for you should you become to make superannuation contributions
disabled while employed by BHP Billiton from your pre-tax pay instead of making
Iron Ore. contributions from after-tax pay. By
doing this, most employees will pay less
In addition, your superannuation fund can superannuation tax on the salary sacrifice
provide benefits on resignation, retirement contributions than the income tax paid on
due to ill health and retrenchment. current after tax contributions. Australian
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 25

taxation law places age based limits on an employee as at 30 June of the financial
the amount of salary sacrifice contributions year. This notional target is equal to other
that can be made at concessional tax employees at the comparable job level.
rates. It is strongly recommended that
Incentive program payments are assessed
you consult an independent financial
annually following the completion of BHP
advisor before deciding to salary sacrifice.
Billiton Iron Ore’s financial year in June and
Further information can be obtained by
if applicable, are paid in September.
contacting SuperConnect on 1800 674
702, or by accessing the Fund website at There is no certainty that incentive payments
www.BHPBillitonsuper.com. will be granted in any year. BHP Billiton Iron
Ore retains the sole discretion as to whether
2.1.3 Incentive program to pay or not to pay an incentive payment
to any or all employees at any time. The
Eligible employees are able to participate in Company also reserves the right to vary the
the BHP Billiton Iron Ore incentive program incentive program from time to time, or to
(as amended from time to time). terminate it without notice.
The incentive program provides discretionary Incentive payments can be salary sacrificed
cash bonuses taking into account factors as additional voluntary contributions to
such as BHP Billiton Iron Ore’s performance, your superannuation account, subject to
individual performance and behaviours and certain contribution limits, provided this
the performance of your department. election is made prior to the announcement
The incentive payment is calculated using of the payment.
the applicable notional incentive target for
26 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

To be eligible to participate: For the purpose of this clause, a shiftwork

roster means a roster which requires
• Permanent employees must serve a
employees to work on Sundays and public
minimum of 3 months in employment
holidays.
during the performance period 1 July to
30 June and must be employed by BHP Annual leave entitlements accrue
Billiton Iron Ore on 1 September. progressively during a year of service and
accumulate from year to year. Entitlements
• fixed-term employees must have a
are based on the roster and location of work
contract term of at least 12 months.
and may change from time to time. Part time
Where the fixed term contract end
permanent or fixed term employees accrue
date concludes or is terminated by BHP
leave on a pro-rata basis
Billiton Iron Ore prior to the incentive
payment date, you may be eligible to Unless otherwise specified or required by
receive a pro-rata incentive payment. law, casual employees do not accrue leave
However, if you are terminated due entitlements.
to misconduct or resign before the
conclusion of your fixed term contract Taking annual leave
you will be ineligible for any payment. Annual leave may be taken in separate
periods including single days. At least 2
2.2 Leave benefits weeks notice should be given of a request
to take leave. Leave may be approved by
2.2.1 Annual leave your supervisor after taking into account
operational requirements.
Entitlement
FIFO employees are required to take annual
For each year of service employees working: leave in accordance with their roster cycle
• in Perth are entitled to 4 weeks annual (ie. from the first rostered day on to the last
leave and if working a shiftwork roster rostered day on). The commencement or
are entitled to an additional week conclusion of leave must not occur during
(totalling 5 weeks), or a rostered work period. Exceptions may be
approved by your supervisor.
• on-site in the Pilbara on either a FIFO
or residential roster are entitled to Pro-rata annual leave may be taken within
5 weeks, and if working a shiftwork the first 12 months of employment provided
roster are entitled to an additional that it may be accommodated operationally
week (totalling 6 weeks). and is approved by the department manager.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 27

In special cases, annual leave in excess • ensuring that the agreement does not
of the accrued amount may be taken in result in your remaining accrued annual
advance. This decision is at the discretion of leave entitlement being less than 4
the department manager after consultation weeks; and,
with the relevant Human Resources
• the agreement being consistent with
manager. Every effort should be made to
provisions of an applicable industrial
use any other accrued leave before utilising
instrument.
advanced annual leave.
Where annual leave is cashed out, you will
In cases where leave is taken in advance and
be paid at your rate of pay at the time the
you cease employment with BHP Billiton Iron
election to cash out occurs.
Ore prior to the leave accrual being earned,
you will be required to repay the annual In the case of part time employees, a pro-rata
leave taken in advance. Alternatively, BHP annual leave amount may be cashed out.
Billiton Iron Ore may deduct any annual
leave advances which have not yet been Leave loading
earned from your pay. Your base salary has been set taking into
account annual leave and long service leave
Applying for annual leave loading.
Employees with access to the My Work
service on the BHP Billiton Iron Ore Portal, Sickness on annual leave
should apply for annual leave online. Where sickness occurs during annual leave
Employees who do not have access and you are incapacitated (ie. confined
to My Work should submit a manual to bed or hospital) for five days or more,
leave request form to your immediate personal leave may be substituted for
supervisor for approval, as far in advance annual leave. A medical certificate must be
as possible. provided detailing the period of incapacity.

You are encouraged to take your annual To substitute personal leave for annual
leave within 12 months of the date it leave, My Work users must change their
falls due. existing leave request in My Work via ‘Leave
Request’ and provide the relevant medical
Cashing out annual leave certificate to the relevant supervisor. Non-
portal users must submit a manual leave
You may cash out an amount of paid annual
request form, selecting the application
leave by agreement with BHP Billiton Iron
type ‘change existing request’, attach the
Ore and in accordance with applicable
relevant medical certificate and submit by
workplace legislation. An agreement to
email or internal mail to IOES.
cash out annual leave is conditional on:
28 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Approvals framework In the case of serious illness or injury and

The Supervisor must approve applications where employees have more than 12 months
for annual leave. service, a maximum of 12 months salary
continuation will be considered following
consultation with the relevant department
2.2.2 Personal / carer’s leave manager and Human Resources manager,
and will be subject to regular review.
Benefit
Salary continuation in excess of 12 months
You will receive a minimum personal leave may be considered following consultation with
accrual of 10 days per year of service which the relevant head of department or general
may be used in the event you are sick or manager and head of human resources.
for carers leave. This minimum entitlement
accrues from year to year. Where employees have been employed for
less than 12 months, salary continuation
BHP Billiton goes beyond this entitlement beyond 4 weeks and up to a maximum of
for eligible employees by providing a 12 months will be considered in special
discretionary sick leave benefit. circumstances.
Payment for personal leave absences is
based on total fixed remuneration including Carer’s leave
shift payments. Carer’s leave may be taken by an employee
Fixed term or part-time employees will be to care for an immediate family or household
provided with paid pro-rata personal leave member who needs care or support because
on the basis of 10 days per annum. of illness, injury or unexpected emergency.

Casual employees are not entitled to paid You are entitled to use any part of your
personal leave. minimum personal leave entitlement each
year as paid carer’s leave.
Discretionary sick leave eligibility An immediate family or household member is
Where employees have exhausted their defined as a spouse, de facto partner, child,
minimum personal leave entitlement, step-child, dependent adult child, grandchild,
eligible employees may apply to use parent, step-parent, grandparent, sibling,
discretionary sick leave for personal illness equivalent relatives of the employee’s spouse
or injury. or any other person who lives with you as a
member of your household.
If discretionary sick leave is approved, full
time and part-time permanent employees You may be required to produce medical
will continue to receive their total salary evidence to support a claim for carer’s leave.
during their absence from work.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 29

If you have exhausted your minimum Notification requirements

personal/carer’s leave entitlement (or if You are required to notify your supervisor as
you are a casual employee) and you require soon as possible if:
carer’s leave, you must apply for unpaid
leave. The relevant department manager • illness or injury prevents you attending
in consultation with the relevant Human work; or
Resources manager may approve unpaid • the requirement to care for a family or
carer’s leave. household member prevents you from
attending work.
30 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

You may be required to provide a medical If you do not have access to My Work a manual
certificate for periods of absence on leave request form should be submitted to
personal/carer’s leave. your immediate supervisor for approval, upon
return from leave or before proceeding on
Prior to returning to work, a medical clearance
leave where possible and then forwarded by
may be required. Where you are unable to
email or internal mail to IOES.
return to your previous position as a result of
your illness or injury, efforts will be made to If you are absent on personal or carer’s leave
find suitable alternative employment. for a prolonged period, your supervisor
is responsible for ensuring your absence
Applying for personal / carer’s leave is accurately recorded. Your manager can
Upon return from periods of personal submit a manual leave request on your behalf
leave (sick or carer’s), you are required to to IOES.
create a leave request using My Work on
the BHP Billiton Iron Ore portal or where Approvals framework
prior knowledge exists, before proceeding Supervisors may approve applications for
on leave. Personal and carer’s leave is personal leave of up to 4 weeks. Where
categorised as ‘sick leave’ in My Work. an absence extends beyond 4 weeks, the
department manager in consultation with
Applications for discretionary sick leave are
the relevant Human Resources manager
categorised as a ‘paid absence’ in My Work.
must approve the absence.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 31

2.2.3 Long service leave

Entitlement
Perth-based employees Site-based employees Transferring employees
Residential or FIFO
• 8.6 weeks leave after 10 years • 13 weeks leave after 10 years • If you transfer from site to
continuous service (ie. 32.946 continuous service (ie. 49.4 Perth with less than 5 years
hours per annum) hours per annum). service, you are not entitled
• Pro-rata long service leave • After 20 years site service, the to take long service leave
after the first 7 years leave accrual rate increases to until you have accumulated
continuous service where the 69.92 hours per annum. the equivalent of 7 years Perth
employee has accrued a total service (ie. a minimum of 228
• Pro-rata long service leave after
of 6 weeks long service leave. hours long service leave).
the first 5 years continuous site
• Payment of pro-rata long service where a total accrual of • If you transfer from a Perth-
service leave on termination 6.5 weeks exists. based position to site you
after the first 7 years if must complete 5 years site
• Payment of pro-rata long
employment is terminated by service or have a total accrual
service leave on termination
death or for any reason other of 228 hours long service
after the first 5 years if
than misconduct. leave before you are entitled
employment is terminated by
to long service leave.
• Permanent part time death or for any reason other
employees have the same than misconduct.
entitlement based on their • If you transfer from site to a
pro-rata hours of work. Perth position you may take
approved leave where the
entitlement is based on 5 or
more years site service. No
further period is able to be
taken until 7 years service has
been reached.
• Permanent part time
employees have the same
entitlement based on their
pro-rata hours of work.
32 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Eligibility
Long service leave is regulated by the Long made in respect of long service leave and
Service Leave Act 1958 (WA) (as amended). may forfeit your right to leave in respect
of your unexpired period of long service
This section details the long service leave
leave if you are found to have engaged in
entitlements applicable to employees based
other employment for reward while on long
in Western Australia. Employees based
service leave.
outside of Western Australia should refer
to their contract of employment for relevant Long service leave cannot be cashed out.
information.
Applying for long service leave
Taking long service leave You are required to create a leave request
Employees entitled to take long service using My Work on the BHP Billiton Iron Ore
leave must take a minimum of 7 calendar portal before proceeding on leave. Long
days long service leave. service leave is categorised as ‘long service
leave’ in My Work.
Where a public holiday falls during a
period of long service leave, and you would If you do not have access to My Work,
otherwise be entitled to a paid day off a manual leave request form should be
work, your period of long service leave is submitted to your immediate supervisor
increased by 1 day. for approval before proceeding on leave
and then forwarded by email or internal
Long service leave is only granted after a
mail to IOES.
qualifying period of continuous service.
Long service leave will be granted and taken Approvals framework
as soon as reasonably practicable after the
The Supervisor must approve applications
entitlement date or at such time, or times,
for long service leave.
as may be agreed between you and the
Company.
2.2.4 Special leave of absence
If you are employed on a FIFO basis you
must take long service leave for whole Benefit
roster periods (ie. the commencement or
Certain circumstances may arise where
conclusion of your long service leave must
you may be granted a leave of absence for
not occur during a rostered work period).
personal reasons beyond your entitlements
The Long Service Leave Act 1958 (WA) to annual, sick/carer’s (personal) and long
prohibits employees from engaging in service leave. This will enable expedient
other employment for reward while on long departure from site in cases of personal
service leave. You may forfeit any payments
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 33

and family urgency. Any paid leave will be occasion. Casual employees are not entitled
according to normal rostered shifts. to paid compassionate leave.
Special leave may be granted, with or An immediate family or household member
without pay, on the following basis: includes a spouse or de facto partner, child,
parent, sibling, grandparent, grandchild,
Compassionate leave step parent, step child, equivalent relatives
Compassionate Leave may be taken upon of the employee’s spouse or any other
the death or life threatening personal person, who immediately before that
illness or injury of an immediate family person’s death, lived with you as a member
or household member. Employees may of your family. Employees may choose to
be eligible for at least 2 days and up to 5 take less than the 2 days if they so wish.
days of paid compassionate leave on each
34 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Unpaid leave with your supervisor in advance and your

Where employees have exhausted paid leave supervisor may approve you taking accrued
entitlements or where special circumstances annual leave or unpaid leave.
exist, unpaid leave may be granted. Extended
unpaid leave beyond 4 weeks will require Community service leave
approval from the relevant department Reasonable paid leave may be approved by
manager and human resources manager. your department manager for you to attend
Annual and long service leave entitlements to State Emergency Service call-outs, blood
do not accrue during periods of unpaid donation, volunteer fire fighting or other
leave. If employees have any queries community services. In cases where paid
about how other benefits are impacted leave is not approved, unpaid community
by unpaid leave including participation in service leave will be granted provided the
the incentive program and Shareplus, they absence is reasonable in consideration of
should contact IOES. business requirements. Casual employees
will not be entitled to paid leave but will be
eligible for unpaid community service leave.
Public holidays
Western Australian gazetted public holidays In any case where you are approved to
are observed except where site arrangements be absent on paid or unpaid community
have been made to substitute these for local service leave, you must give notice to your
public holidays. Employees who work a supervisor as soon as practicable. You must
continuous shift roster and/or are FIFO are advise your supervisor of your expected
required to work on the public holiday if period of absence and upon return to work,
it falls on an ordinary rostered day as they BHP Billiton Iron Ore may require you to
are already compensated in their salary for provide evidence of having engaged in
working public holidays. community service activity.

Where a public holiday falls during a period Additionally, if you are elected to local
of unpaid leave, employees will not be paid Government, a maximum of 5 working
for the public holiday. days paid leave is permitted per financial
year for you to attend to relevant activities.
Cultural Leave The days selected should be negotiated
between you and your department manager.
BHP Billiton Iron Ore recognises that cultural Any additional leave that is required and
diversity exists within the workforce and approved should be taken as either annual
understands some employees may be leave or unpaid leave. If you wish to request
required to participate in cultural or religious this leave you should provide a minimum
activities or celebrations. In such cases, you of 10 days notice to your supervisor and
should discuss the requirement for leave department manager.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 35

Jury service leave the Defence Force prior to their part-time

Employees (other than casual employees) commitment.
who are called up for jury service will be The Defence Reserve Service (Protection)
granted a leave of absence to attend and Act 2001 requires that:
their salary will be maintained during the
period of service. • Employers must not hinder employees
attending to their Defence Force
obligations;
Defence Force Reserves leave
If you are a member of the Defence Force • Employers must not discriminate
General Reserve or Ready Reserve schemes against their employees because they
there are a range of leave options to satisfy are members of the Reserves;
your commitments. There are 2 forms of • Employers are not obliged to pay
part-time Defence Force service: employees remuneration, grant
entitlements, provide workers’
General Reserves compensation or make superannuation
General Reservists commit to a minimum contributions to an employee while
of 26 days of training per year including 1 attending to their Defence Force
compulsory 2 week camp. obligations;
• Employees are to be treated as though
Ready Reserves they were on approved leave without
Ready Reservists commit to undertake pay during protected full-time service.
70 days of training per year including 2 Employers must re-employ individual
compulsory 2 week camps. New members Reservists at the completion of their
are required to serve 12 months full time in full time service; and
36 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

• Employees continue to accrue sick Defence Force obligations shall be granted

leave, long service leave, and annual on the basis of annual leave, long service
leave while attending to their Defence leave, or special unpaid leave. If claiming
Force obligations. unpaid leave, you should contact IOES for
advice on any payroll deductions that may
The Act covers all mandatory Defence Force
be affected including superannuation.
obligations including training. Voluntary
Requests for leave to attend voluntary
activities undertaken by the employee
activities (including training) shall be
over and above their mandatory reserve
considered on merit on a case by case basis.
obligations are not covered under the Act.
At the discretion of the relevant supervisor,
employees may be released to attend
Leave requests voluntary activities. If all annual leave and
If you wish to request Defence Force long service leave has been exhausted,
Reserves leave you must submit a leave unpaid leave may be granted.
application to your supervisor. Portal users
should make their leave request in My Work Applying for special leave
by selecting ‘paid absence’ and inserting
You are required to create a leave request
the comment, ‘defence force leave’. Non-
using My Work on the BHP Billiton Iron
portal users should submit a manual leave
Ore portal before proceeding on leave.
request form to their supervisor. Prior to
Compassionate leave is categorised as
proceeding on Defence Force Reserves
‘compassionate leave’ in My Work. Other
leave, you must provide a letter from your
forms of special leave should be categorised
local regiment stating:
in My Work as ‘paid absence’.
• whether the leave is for mandatory or
If you do not have access to My Work,
voluntary Defence Force obligations;
a manual leave request form should be
• the period of leave required; and submitted to your immediate supervisor
for approval before proceeding on leave
• the daily rate paid by the Australian
and then forwarded by email or internal
Defence Force (ADF) to you.
mail to IOES.
Until this information is received, employees
are considered to be on special (Defence Approvals framework
Force Reserves) unpaid leave.
The supervisor must approve applications
Leave will be granted with make up pay for for special leave in consultation with Human
mandatory Defence Force obligations up to Resources.
a maximum of 120 hours in any financial
year, providing the above conditions are
met. Any further leave to attend mandatory
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 37

2.2.5 Flexible work arrangements • Where you have been requested by BHP
Billiton Iron Ore to work additional full
A change in work arrangements may be
shifts; or
considered for an employee who is a parent
or has responsibility to care for a child who • If you work on a FIFO basis and are
is under school age (ie under the age for required to work extraordinary additional
attending ‘pre‑primary’ in the public school hours over a reasonable period of time; or
system) or who is aged under 18 years and • Where you are required to attend
has a disability. training on a non-rostered work day.
In order to be considered for flexible work Training is a shared responsibility
arrangements you must: between the employee and BHP Billiton
Iron Ore and where possible training
• have completed 12 months continuous
will be scheduled on a shift where
service immediately before the request;
you are rostered on. However, in cases
and
where this is not possible, training on a
• make the request in writing and set out non-rostered work day would normally
the details of the change sought and attract time off in lieu where it is
the reasons for the change. equivalent to a full shift; or
Requests should be made to your supervisor • Where you are required to attend work
who will submit the request to your on a non-rostered work day. Attendance
department manager. The department at meetings outside of rostered work
manager will consult with the relevant time should be by exception and only
Human Resources manager to determine where requested by the relevant
if the flexible work request may be supervisor and/or Manager. In such
accommodated taking into account cases, attendance at a meeting or other
business and operational requirements. workplace event would normally attract
time off in lieu where it is equivalent to
2.2.6 Time off in lieu a full shift where the meeting or event
has taken the majority of the day.
In certain circumstances, you may be
required to work additional hours and where Approved time off in lieu should be taken
approved by your department manager, you within 1 working week or roster swing, or
may accrue time off in lieu to be taken at a if not practicable, must be taken within the
later time. Time off in lieu may be approved next 3 rosters from that date. Accumulated
in the following circumstances: time off in lieu not utilised within the
timeframe may be removed at the discretion
of the department manager. Time off in
lieu cannot be cashed out, transferred to
38 Oresome Handbook –Your benefits as a BHP Billiton Iron Ore employee

another BHP Billiton CSG or paid out on • LeasePlan Australia – 1300 668 572,
termination of employment. www.leaseplan.com.au
Leave requests for time off in lieu must be • ORIX Corporation Australia – 1300 554
submitted via the leave request form within 957, www.orix.com.au
the My Work section on the portal.
All permanent full time and part-time
employees are eligible to participate in a
2.3 Other benefits Novated Vehicle Leasing agreement between
BHP Billiton Iron Ore and a leasing company.
2.3.1 Housing and accommodation International Assignees on assignment
in Australia, temporary employees, fixed
If you reside and work at remote sites you term contract employees and contractors
may be provided with rental subsidies or employed through a third party are not
subsidised accommodation in accordance eligible to participate in the scheme.
with prevailing site conditions. You may
also be eligible to salary sacrifice rental Where employees apply to obtain a novated
payments. Such conditions do not apply if lease, it is a requirement that novated
you are employed on a FIFO basis. lease agreements be signed by the relevant
Human Resources superintendent or Human
Further information on housing and Resources manager as authorising officer.
accommodation conditions are included
in the contracts of employment of eligible It is strongly recommended that you consult
employees or can be obtained from your an independent professional financial
advisor / accountant before deciding to use
local Housing Office.
salary sacrifice.

2.3.2 Novated vehicle leasing Further information about the policy or

process for novated leasing is available from
scheme
IOES or by contacting one of the novated
Novated vehicle leasing enables you to lease service providers.
obtain a leased vehicle by salary sacrificing
pre-tax salary. Under this arrangement,
2.3.3 Shareplus –
responsibility for the vehicle and all
employee share plan
associated costs and decisions rests with
the employee. This arrangement has the A) Shareplus is an Employee Share Plan which
potential for taxation savings and provides provides employees with the opportunity
you with a level of choice as to how your to share in BHP Billiton’s success. All
remuneration is packaged. BHP Billiton Iron permanent employees, full and part time,
Ore offers the choice of two novated lease and employees on a fixed term contract, are
service providers: eligible to participate in Shareplus.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 39

Through Shareplus you can: BHP Billiton Iron Ore will only consider
reimbursement for medical treatment which
• buy ordinary BHP Billiton shares from
is urgent and critical. Receipts for travel
your after tax salary;
and accommodation and a copy of the
• receive matched shares from BHP PATS application must be provided to your
Billiton, subject to conditions; manager for reimbursement to be made.
• become a BHP Billiton shareholder after
3 years; and 2.3.6 Personal accident / travel
insurance for business travel
• receive dividends and voting rights.
Personal accident and travel insurance
Further information can be obtained
will be arranged by BHP Billiton Iron Ore
from IOES.
when you are required to travel by air
domestically or overseas on authorised
2.3.4 Preferred supplier Company business. The insurance provides
arrangements coverage as follows:
• BHP Billiton Iron Ore has a number • death and permanent disablement;
of arrangements with preferred
• medical expenses (overseas travel
suppliers which may change from
only); and
time to time and includes such things
as health insurance, fleet discounts, • loss of personal baggage, traveller’s
and accommodation. Details can be cheques, travel documents and credit
accessed via the People & Culture cards (overseas travel only).
Business Critical Documents in the
Note: Business property is self insured by
Portal.
BHP Billiton Iron Ore. BHP Billiton Global
Health Assist is the international medical
2.3.5 Travel assistance for urgent support program offered by the BHP Billiton
medical treatment through International SOS. This is available
for any Company employee travelling
BHP Billiton Iron Ore will consider
overseas on BHP Billiton business. Further
reimbursement for urgent medical
information may be obtained on the Portal
treatment travel and accommodation costs,
under Global Travel.
not covered by government assistance, if
you are employed in a remote area. Any Travellers must refer to and comply with the
reimbursement will be determined taking BHP Billiton Business Travel and Expense
into consideration costs already covered by Management Procedure and the BHP Billiton
the State Government’s Patients Assistance Safe Travel Procedure before undertaking
Travel Scheme (PATS). any international travel.
40 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Travellers must plan their travel well in This service will be provided by qualified,
advance of the travel date, in order to independent, professional counsellors.
complete the required pre-travel medical Information is available on notice boards,
assessment, vaccinations, safety and or the local Health and Safety or Human
security plans. Resources departments.

2.3.7 Service recognition 2.3.9 Education assistance

BHP Billiton Iron Ore believes that BHP Billiton Iron Ore encourages permanent
recognition should be given to employees employees to undertake additional
who reach service milestones. You will vocational training through approved
receive recognition for your service to BHP courses of study offered by any appropriate
Billiton when you have achieved 5, 10, 15, 20, tertiary institution, technical college, or
25, 30, 35 and 40 years continuous service. other approved institution. Assistance will
be provided for approved courses of study
Methods of recognition will change from
as outlined below.
time to time and will be coordinated by the
Vice President Human Resources.
Undergraduate study

2.3.8 Employee assistance program Employees may apply for approved student
status for undergraduate study using the
BHP Billiton Iron Ore recognises the central approved student application form available
role and importance of its employees in the on the portal. Applications will be considered
success of its business, and understands and if supported will be endorsed by the
that some employees experience personal relevant Human Resources manager and
or work related problems that may affect approved by the next up manager.
their quality of life, and in some cases,
may have an adverse effect on their work Before approving applications, consideration
performance. will be given to whether the proposed course
of study is directly related to your present
Consistent with our health and safety position or career prospects, and whether
standards, the Company will ensure that you have completed a minimum of 6 months
support is available for you (and where service within BHP Billiton Iron Ore.
relevant, your partner and dependent
children) where you are experiencing If approved, you will be provided with
personal or work related problems. written acknowledgment of approval.
Approval must not be assumed. You must
The Employee Assistance Program is a wait to receive written confirmation.
confidential, professional counselling
service provided at no cost to you.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 41

Transferees who already have approved Transferees who already have approved
student status will generally be permitted to student status will generally be permitted to
continue subject to satisfactory performance. continue subject to satisfactory performance.

Postgraduate study Approved student status

Employees may apply for approved student Approval of a course of study for both
status for postgraduate study using the undergraduate and postgraduate studies
approved student application form available will entitle you to approved student status
on the Portal. Your application must be for that calendar year.
accompanied with a written submission
Approved students will be entitled to
explaining the reason for pursuing the
claim reimbursement of approved study
proposed postgraduate course of study, or
expenses. These expenses (outlined in the
particular subjects from a masters program.
table below) are subject to production of
Applications will be considered and if evidence of successful completion of the
supported, will be endorsed by the relevant approved units and payment of the fees.
Human Resources manager and approved
You will be required to re-apply for approved
by the next up manager.
student status on an annual basis. The
Before approving applications, consideration relevant department manager and Human
will be given to whether the proposed course Resources manager will consider your study
of study is directly related to your present performance in the previous year before
position or career prospects, whether you approving renewed approved student
have completed a minimum of 6 months status. In addition to the requirement
service with BHP Billiton Iron Ore, and your to re‑apply for approved student status
current performance and career potential. annually, if you are an approved student you
must also re‑apply if at any time you change
Where your application relates to a
your course of study.
request to commence a Master of Business
Administration (MBA), applications will Should you leave the business within 2 years
only be considered for approval and support (either by resignation or termination) of
if you have a minimum of 12 months service completing your study, you will be required
with BHP Billiton Iron Ore. to repay the amount the company spent on
your study assistance on a pro-rated basis.
If approved, you will be provided with
written acknowledgment of approval.
Approval must not be assumed until
confirmation is received.
42 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Reimbursements
Approved study expenses will be reimbursed on successful completion and may include:

Higher Education The HELP payment will be reimbursed provided approved students select the
Loan Programme ‘up-front’ payment option (where available) for their HELP liability instead of
(HELP) the deferred option. If the ‘up-front’ option is not chosen, reimbursement will
be limited to 80 per cent of the HELP liability.
Compulsory texts The cost of compulsory texts or course materials (including computer hardware
and course materials and software) will be reimbursed to a limit of $150 per unit per semester.
Course fees The cost of compulsory course fees, including guild and service fees will be
reimbursed.
Student charges The cost of compulsory student charges, such as student ID cards and library
fees, will be reimbursed.
Parking fees Parking fees are not reimbursable.

In cases of financial hardship and where your Study leave

study load is 2 units or greater, the relevant Approved students will be allowed to attend
Human Resources manager may approve formal exams during working hours for
reimbursement of your HELP liability prior subjects that are part of approved courses,
to successful completion of the units. In with no loss of pay. In addition, approved
such cases, where the subject(s) are not students will be entitled to up to 4 hours
successfully completed, or in the event you per week to attend compulsory approved
cease employment with BHP Billiton Iron course classes.
Ore prior to completion of the subject(s),
you will be required to repay the portion of Approved students will not be entitled to a
the advance relating to the unsuccessful or leave of absence beyond their entitlement
incomplete subject(s). to annual and long service leave to attend
compulsory residential programs.
Claims
Claims for reimbursement should be made
using the Approved Student Payment /
Reimbursement form available on the BHP
Billiton Iron Ore Portal and submitted on
successful completion of approved units
each semester or annually.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 43

2.3.10 Education allowance for • student must demonstrate successful

dependents completion of semester(s) claimed; and

BHP Billiton Iron Ore will provide an • support is provided for the minimum
education allowance for children of duration to complete a course (eg.
permanent full time or part-time employees maximum of 4 years support for a 4
residing at remote sites. The allowance is year degree).
to assist with boarding charges, either at Applications for the dependent’s education
the place of education or private boarding allowance must be endorsed by the relevant
arrangements, incurred in obtaining tertiary Human Resources Manager and approved
education not available at the site. by the next up Manager.
The allowance will be available for:
• tertiary education for diploma, degree 2.3.11 Employee professional and
or pre-vocational programs which are business association memberships
not available at site, and BHP Billiton Iron Ore will reimburse
• special schooling due to physical or employees for personal professional and
mental impairment. business association membership fees if a
membership is required by law or necessary
The amount paid is up to $4,500 per annum,
due to the nature of the employee’s job.
based on proof of expenditure, after deduction
Examples of eligible expenses include Law
of available government assistance.
Institute fees for lawyers who may need to
Where a full time student resides with their make court appearances.
parent’s in their own home or a rented
In cases where employee memberships do
residence where no proof of boarding
not satisfy the above criteria, you will be
expenditure exists, the amount payable is
personally responsible for acquiring and
$2,250 per annum or pro-rata per semester.
funding membership of any professional
The following eligibility criteria must be met:
and business associations you wish to join.
• child must be less than 25 years of age;
• child must be studying full time (proof 2.3.12 Annual leave travel assistance
of enrolment must be provided);
Benefit
• child must be wholly dependent on
parent(s); Annual Leave Travel Assistance (ALTA)
is provided to enable residential based
• generally only 1 course of study will be
employees and their dependents to leave
supported and additional support is
remote sites when taking leave. It is intended
subject to the discretion of the relevant
to assist with the travel costs associated in
Human Resources manager;
reaching your furtherest holiday destination
44 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

and returning to the remote site. It is not ‘dependent’ means:

intended to cover employees holiday costs
• a spouse or de facto (as defined by BHP
while at the destination.
Billiton Iron Ore); and/or

Eligibility • children between the ages of 2 and 16,

or children less than 25 years of age
Residential employees based on site (eg.
who are full time students at a school,
Port Hedland or Newman) are entitled to
college or university, and who are
ALTA in the form of the equivalent cost of
wholly dependent on their parents.
economy return airfares to Perth for each
completed year of service, for yourself and An entitlement also exists for a dependent
your dependents who reside with you. child under the age of 25 years who resides
with the employee but is unable to attend
The number of airfares employees are
full time school, college or university due to
entitled to is dependent upon the type of
permanent illness or injury.
employee. This is outlined in the table below.

Employment Type Benefit Criteria

Permanent Full Time 2 economy return
airfares per year • If you are eligible for ALTA, your
dependents may claim travel
Permanent Part Time (working 1 economy return
between 10-30 hours) airfare per year assistance independently of you but
in such cases, your dependents must
Permanent Part Time 2 economy return
(working 30 hours+) airfares per year travel together. For single parents,
children’s travel must be taken
Fixed Term Full Time (contract No entitlement
term 12 months or less) together but can be independent
of you. A separate claim for travel
Fixed Term Full Time contract 1 economy return
term > 12 months up to airfare assistance must be made.
18 months)
• Where your dependents do not
Fixed Term Full Time 2 economy return permanently reside with you, ALTA is
(contract term > 18 months) airfares
only paid if the dependents return to
site prior to, and after, taking annual
In your first 12 months of site service, the leave away from site with you.
equivalent cost of one return economy
airfare may be advanced after 6 months • The entitlement to ALTA is to be used
site service. If your employment terminates within 12 months of each completed
prior to completion of 12 months service, year of service.
you must reimburse this airfare. • Where both parents are eligible for
For the purposes of this entitlement, ALTA, only 1 parent can claim for a child.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 45

• No entitlement to ALTA arises unless • Each period of site service will be

annual leave is actually taken away treated separately when calculating
from site. If you work a day work roster ALTA entitlements.
(eg. 5 on 2 off) the minimum period
• If you cancel leave after an ALTA
of leave to be taken is 5 consecutive
payment has been paid, you must
rostered shifts, which may include
immediately advise your supervisor and
public holidays. If you work a shift work
IOES to enable recovery of the ALTA
roster (eg. 9 on 5 off or 6 on 6 off), the
payment.
minimum period of leave to be taken is
three consecutive rostered shifts. • Please note, any false claims for
ALTA will be taken seriously and will
• ALTA is not cumulative, however,
be investigated. If the claims are
it may be deferred (dependent on
substantiated, disciplinary action may
operational requirements) with the
result.
department manager’s approval and
after consultation with the relevant
Human Resources Manager.
• You cannot claim ALTA as an employee
and also as the dependant of an
employee.
46 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

ALTA Applications ALTA Declaration Forms

• The Australian Taxation Office requires • Within seven days of returning from
BHP Billiton Iron Ore to record details of leave, the ALTA Declaration must be
ALTA payments provided to employees fully completed and forwarded to
tax free. In order to comply with this, IOES. If the Declaration is not received
you are required to follow the process within 14 days of returning to site, the
below to claim ALTA: ALTA payment will be transferred into
taxable income.
• BHP Portal users should apply for the
relevant period of leave using the • The above requirements also apply
portal and then send a separate ALTA when your spouse or children travel
Claim form to IOES before going on independently.
leave.
• Please Note: ALTA Declarations
• Non-portal users should apply for the submitted with a lesser value than the
relevant period of leave using the Leave ALTA payment will result in the balance
Request form and the ALTA Claim form of the payment being transferred to
and send by email or fax to IOES. taxable income.
• Applications for ALTA payments
received before pay period cut off will
be paid in the closest pay period before
commencing leave.
• The ALTA forms are available on the
BHP Billiton Iron Ore portal.
• Where an employee claims ALTA for
dependant children who are less
than 25 years of age and who are full
time students at a school, college or
university, documentary evidence of
current study (eg. enrolment form) is
required to be submitted with each
ALTA application.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 47

2.3.13 Parental leave leave made available by the Fair Work

Act 2009 (Cth); and
Through its parental leave approach, BHP
Billiton Iron Ore aims to promote and support • Commonwealth Government paid
family friendly practices in the workplace. parental leave payments made available
by the Paid Parental Leave Act 2010 (Cth)
Parental leave refers to leave provided to
and dad and partner pay.
employees who are the primary care giver
to a recently born child or adopted child If you require any further information in
under 16 years of age. The primary care relation to the BHP Billiton Iron Ore Parental
giver is defined as the person who has Leave Scheme, please refer to the Employee
assumed the principal role of providing care Parental Leave Toolkit (available on the
and attention to the child and a Statutory Portal) or speak to your supervisor.
Declaration must be provided. If you require any further information in
Parental leave entitlements arise from 3 relation to the Commonwealth Government
sources outlined below: Parental Leave Scheme or Dad and
Partner Pay, please contact the Family
• BHP Billiton Iron Ore paid parental leave;
Assistance Office on 13 61 50 or go to
• BHP Billiton Iron Ore unpaid parental www.familyassist.gov.au.

BHP Billiton Iron Ore Parental Leave Scheme

Paid Leave Unpaid Leave

• 18 weeks for primary caregiver (or The primary caregiver may also take
36 weeks at half pay) unpaid parental leave. The combined
• 1 week for secondary caregiver total of paid and unpaid parental and
other leave may not exceed 52 weeks.
• If both caregivers are employees of BHP
Billiton Iron Ore, the entitlement may be
spilt between both parents
48 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Parental leave benefits

Primary Paid parental leave – 18 weeks
care giver • Eligible employees proceeding on parental leave will be entitled to 18 weeks paid
parental leave related to the birth of a child, or in the case of adoption, immediately
following the date of adoption.
• Any paid parental leave will be at the employee’s normal base salary.
• Employees may opt for 18 weeks of parental leave to be paid at half pay over
36 weeks.
Accrued leave / unpaid parental leave
• Paid Parental Leave may be followed by accrued annual and/or long service and/or
unpaid parental leave. Paid leave must be scheduled prior to unpaid parental leave.
The combined total of paid and unpaid parental and other leave may not exceed
52 weeks.
Additional period of parental leave
• In the event that a female employee gives birth or becomes eligible for another
period of parental leave while on parental leave, and has not returned to work, the
second entitlement to paid parental leave may be taken.
• Parental leave may be broken to take annual or long service leave but this does not
extend the 52 week duration
Secondary Paid parental leave – 1 week
care giver • The secondary caregiver may take 1 week paid parental leave (ie 7 consecutive days)
related to the birth or adoption of a child. For example;
• on a Monday to Friday roster this means the employee can take 5 days;
• for a 4 on 4 off roster, the employee can take 4 days; or
• for a 9 on 5 off roster, the employee can take 7 days.
• Where the secondary care giver wants to take a full rostered block the remaining
time should be taken from accrued leave entitlements or unpaid leave.
Where both • Where both parents are employees of BHP Billiton, the entitlement to paid parental
parents are leave as the primary care giver can be split between both parents up to a total of
employees 18 weeks paid leave.
of BHP Billiton • The spouse/partner may take 3 weeks of unpaid parental leave as the secondary
Iron Ore care giver concurrently with the primary care giver at or near the time of the birth
or adoption.
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 49

Eligibility job, there will be no other change to

Permanent full time and part-time the employee’s terms and conditions of
employees who have completed at least employment. The employee must provide
3 months continuous service with the a medical certificate in order to secure
Company may apply for parental leave. alternative duties.

Eligibility for parental leave will be dependent If BHP Billiton Iron Ore does not think
on whether the employee is the primary care that transfer to a safe job is reasonably
giver or the secondary care giver. practicable, the employee may choose to take
paid leave or be required by the Company to
A primary care giver is the parent who will
take paid special leave. This leave will be
have primary responsibility for providing
care and support to the child following birth in addition to any other leave entitlements
or in the case of adoption, immediately accrued by the employee. The period of paid
following the date of adoption. leave will extend for the period stated in the
The secondary care giver is the legally relevant medical certificate but, in any case,
recognised partner, spouse or de facto will end the day before the date of birth or
spouse of the primary care giver, who does the end of the pregnancy.
not have primary care giving responsibilities.
An employee may take personal leave
In circumstances where an employee is or unpaid special parental leave before
required to provide care for their spouse ordinary parental leave begins if:
or other children following the birth
• the employee has a pregnancy-related
of a child, the employee may apply for
illness; or
personal / carer’s leave.
• the pregnancy has ended within 28
Alternative duties for pregnant weeks before the expected date of birth
employees otherwise than by birth of a living child;
If it inadvisable for the employee to continue • she is unfit for work.
in her present position while pregnant due to:
The employee must provide a supporting
• illness or risks arising out of an medical certificate prior to taking any
employee’s pregnancy; or personal leave or unpaid special parental
• hazards related to the nature of an leave. If personal leave or special parental
employee’s work; and leave is taken, the total period of leave
(including any ordinary parental leave)
the employee will, if reasonably practicable, cannot exceed 12 months, or 24 months if
be transferred to a safe job. an extension is granted.
If an employee is transferred to a safe An employee is not eligible for personal
50 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

leave after the commencement of parental pregnancy and expected date of birth
leave, even if the employee develops an or, if the child has been born, the actual
illness related to the birth of the child. date of birth; or
• a written statement from an adoption
Restrictions on FIFO employees agency or other appropriate body
In addition to the above conditions that indicates the expected date
regarding alternative duties for pregnant of placement of the child with the
employees, where a pregnant employee is employee for adoption.
employed on a FIFO basis, she will not be
The application for paid parental leave
permitted to continue flying from 26 weeks
should state whether the paid component is
of pregnancy unless clearance is provided
to be taken at half pay.
by a medical practitioner.
When considering applications for paid
If at any time, the employee can no longer
parental leave, the Company may require
continue working to FIFO arrangements
employees to provide supporting evidence
as advised by the employee’s medical
demonstrating their primary care giver
practitioner, alternative duties in a location
status.
not requiring air travel will be provided if
available and if reasonably practicable. In If a pregnant employee continues to work
such cases, there will be no other change during the period 6 weeks before the
to the employee’s terms and conditions of expected date of birth, BHP Billiton Iron
employment and the employee will continue Ore may also ask her to provide a medical
to be eligible for payment of the FIFO/work certificate confirming fitness for work. If
allowance while still at work. she does not provide the certificate within
7 days, or the certificate states that she
Applying for parental leave is unfit for work, she may be required
All parental leave must be applied for in to commence parental leave as soon as
writing at least 10 weeks in advance of reasonably practicable.
the proposed period of leave or as soon Employees should be aware that the 52
as reasonably practicable by submitting a weeks that they are entitled to commences
request in writing to your Human Resources from when they first commence their leave
representative. The request must be not from the birth of the child.
accompanied by the following documents:
• a BHP Billiton Iron Ore parental leave
statutory declaration; and
• a medical certificate confirming the
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 51

Commencing parental leave • it is not practicable to transfer the

An employee may be directed to commence employee to an appropriate safe job.
parental leave up to 6 weeks before the In all other cases, an employee must
expected date of birth or expected date commence parental leave no later than the
of placement of the child in the event of date of birth or the date of placement of
adoption if: the child.
• the employee does not provide BHP
Billiton Iron Ore with a medical Reducing parental leave period
certificate confirming whether the An employee who wishes to shorten the
employee is fit for work; planned leave period must provide at least
• the employee provides BHP Billiton Iron 4 weeks written notice and obtain approval
Ore with a medical certificate stating from his or her supervisor.
that they are not fit for work; or
52 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Extension of parental leave beyond • The employee should be advised of the

12 months nature and expected duration of the
An employee may apply for further unpaid temporary assignment. The employee
parental leave up to an additional 52 weeks should receive his or her normal
upon written request (made at least 4 weeks remuneration for the time worked;
before the end of the approved parental leave • BHP Billiton Iron Ore should provide an
period). The extension of parental leave may amount of unpaid leave or paid leave,
be granted subject to reasonable business as applicable, equal to the period of
requirements. Requests to extend parental the employee’s parental leave period
leave should be approved by the department foregone. This leave should be available
manager, following consultation with Human at the conclusion of the temporary
Resources. assignment; and
Reasonable business grounds for refusing • The arrangements should be confirmed
a request may include, without limitation, in writing.
factors such as:
• the effect on the workplace (eg. Returning to work
the impact on finances, efficiency, An employee should provide their supervisor
productivity, customer service); or Human Resources department with at
• the capacity to manage the workload least 8 weeks written notice of his or her
among existing staff; or intention to return to work.

• the necessity to recruit or redeploy At the conclusion of parental leave an

a replacement employee and the employee is entitled to return to their
practicality of doing so. previous position or if that position no
longer exists, an available position for
which the employee is qualified and suited,
Temporary return to work
nearest in status and pay to the pre-parental
If BHP Billiton Iron Ore determines that it leave position.
would be desirable for an employee who is
on parental leave to temporarily return to All other conditions of parental leave will
work to attend to pressing business needs, be in accordance with the Fair Work Act
the following steps must be taken: 2009 (Cth).

• It should be clearly explained to the

employee that returning to work is
voluntary and, if agreed to, would end
or suspend the parental leave period;
 Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 53

Parental leave and the effect on your entitlements

Continuity of Any absence on parental leave does not break your continuity of service.
service Unpaid parental leave does not count as service for the purpose of calculating leave
entitlements such as annual leave and long service leave or severance payments (in
the event of redundancy).
Annual leave and Annual leave and long service leave continue to accrue during paid parental leave.
long service leave
Annual leave ALTA may only be taken in connection with annual leave and may not be taken
Travel Assistance while on parental leave. Employee can choose to take annual or long service leave
(ALTA) during their parental leave and may use their previously accrued ALTA. This however
does not extend the parental leave period beyond 52 weeks.
Personal or Paid personal or carer’s leave cannot be taken during parental leave.
Carer’s Leave
Salary review The Human Resources Manager is responsible for reviewing salaries of employees on
parental leave, in consultation with the relevant supervisor and in accordance with
standard BHP Billiton Iron Ore guidelines.
Superannuation Superannuation contributions by BHP Billiton Iron Ore will not continue during
periods of unpaid leave. If you are considering taking parental leave you should
contact your superannuation fund to discuss the options available for continuing
superannuation contributions while on parental leave.
Shareplus – The rules of BHP Billiton’s Shareplus stipulate that you may continue to participate in
Employee Share the plan, by payroll deduction, as long as you are in receipt of BHP Billiton Iron Ore
Plan pay for that period. It is not possible to participate in Shareplus during any periods
of unpaid leave. In such cases, Shareplus payroll deductions will automatically be
suspended for the duration of the leave, without any action required by you.
HOS / Rental Arrangements must be made to ensure payments continue during periods of unpaid
repayments parental leave.
Housing loans If you have a BHP Billiton Iron Ore assisted housing loan, BHP Billiton Iron Ore will
continue to pay the proportional interest subsidy throughout the period of your
parental leave. If a full-time employee assumes a part-time position upon returning
from parental leave, BHP Billiton Iron Ore’s contribution will be re-calculated on a
pro-rata basis according to the number of hours worked per week.
BHP Billiton Iron In accordance with the BHP Billiton Iron Ore Car Scheme, if you participate in the
Ore car scheme BHP Billiton Iron Ore Car Scheme and proceed on parental leave you may elect to
forego or retain the use of an allocated vehicle. To retain the vehicle, you must pay
to BHP Billiton Iron Ore a monthly amount based on the after tax annualised value of
the appropriate car group, as determined at the commencement of the leave. If the
vehicle becomes due for replacement during leave, the renewal will not proceed until
the end of the leave period.
During parental leave, BHP Billiton Iron Ore will continue to be liable for all standing costs
(eg. registration, third party and maintenance costs within the state of origin). You are
responsible for all petrol and oil costs while on leave. If you retain the use of a vehicle
while on parental leave you may relinquish the vehicle at any time during the leave. If you
choose not to retain the vehicle you may not change this option at a later time.
54 Oresome Handbook – Your benefits as a BHP Billiton Iron Ore employee

Commonwealth Government Parental Keeping in touch with BHP Billiton

Leave Scheme Iron Ore
The Commonwealth Government’s paid An employee who has returned to work is
parental scheme commenced on 1 January not be eligible to receive Commonwealth
2011. parental leave pay. However, an employee
may “keep in touch” with BHP Billiton Iron
Participation in the Commonwealth scheme
Ore without losing his or her entitlement. This
is open to all eligible employees who are
means the employee is able, by agreement
primary carers of a child born or adopted
with BHP Billiton Iron Ore, to participate in
on or after 1 January 2011. The scheme is
paid activities at the workplace for a total
funded by the Commonwealth Government
of 10 days without being disqualified for
and provides eligible employees with
further Commonwealth parental leave pay.
parental leave pay at the national minimum
Such activities must not commence earlier
wage for up to 18 weeks. For further
than 14 days after the date of birth.
information on the Parental Leave Scheme
or Dad and Partner Pay, please contact the
Family Assistance Office on 13 61 50 or go to
www.familyassist.gov.au.

Receiving Commonwealth Parental

Leave pay
In most cases where an employee is eligible,
parental leave pay will be provided by BHP
Billiton Iron Ore within the normal pay
cycles. In some cases, an employee will
receive parental leave pay directly from the
Family Assistance Office.
BHP Billiton Iron Ore will withhold from
Commonwealth parental leave payments
any amounts required by taxation
legislation. Superannuation contributions
will not be made on any such payments.
Your benefits as a BHP Billiton Iron Ore employee – Oresome Handbook 55
56 Oresome Handbook – Our relationship

Q Who can I talk to if I

have an issue or grievance
in the workplace?

A BHP Billiton Iron Ore has an Issue Resolution

process which provides for prompt and efficient
resolution of issues. If you have an issue you should
first discuss and try to resolve it with your leader but
if the matter remains unresolved, the process enables
you to discuss it with more senior management until
it is resolved.
 Our relationship – Oresome Handbook 57

3. Our relationship
BHP Billiton Iron Ore aims to provide all employees with a fair and equitable work
environment which is free from discrimination, harassment, bullying and victimisation.
In alignment with the Code of Business Conduct, the BHP Billiton Iron Ore employment
equity standard, issue resolution process and privacy standards outline how this will
be achieved.

• in FIFO transport, facilities and

3.1 Employment equity
accommodation;
standard
• at work related events, including
BHP Billiton Iron Ore views its employment conferences and social functions; and
equity standard as an integral part of its
total management philosophy and its • on social media if referring to BHP
objectives are consistent with the Code of Billiton Iron Ore or fellow employees.
Business Conduct and Charter Values.
3.1.2 Standard of conduct
BHP Billiton Iron Ore recognises and values
its diverse workforce and is committed BHP Billiton Iron Ore will not tolerate
to providing all employees with the behaviour or conduct of the following kind
opportunity to contribute to continuously including but not limited to:
improving our work environment and
• insulting or offensive behaviour
business performance.
towards others;

3.1.1 Applicability • verbal abuse, coarse language,

derogatory remarks or comments or
The employment equity standard applies behaviour disparaging of other people
to everyone who works at BHP Billiton Iron eg. use of the word ‘scab’, ‘maggot’ or
Ore, including employees, contractors and other variants;
suppliers.
• graffiti aimed at fellow employees
The standard applies: or the posting of unauthorised
• in the workplace, including work materials (including stickers, banners
outside normal working hours; and posters) involving abuse, coarse
language or derogatory comments
• during work activities, including about any other people; or
dealing with clients;
58 Oresome Handbook – Our relationship

• discrimination or harassment; including family status or responsibility, disability

that related to membership or non- or impairment, gender history, spent
membership of trade unions, and convictions, religious or political conviction.
acceptance or non-acceptance of
Unlawful discrimination may take many
industrial agreements.
forms (eg. direct or indirect). Discriminatory
It is also against the law to discriminate or conduct may include:
harass under the: Sexual Discrimination Act
• jokes or comments that are racial, ethnic,
1984 (Cth); Racial Discrimination Act 1975
religious, sexual, or related to age,
(Cth); Disability Discrimination Act 1992
physical appearance or disability; and
(Cth); and Age Discrimination Act 2004 (Cth).
Legal action can be taken against individual • using internet and email communications
staff members for these forms of harassment to distribute offensive material, including
and behaviour of this nature also exposes the inappropriate pictures or cartoons.
Company to liability.
3.1.4 Harassment
3.1.3 Discrimination Harassment is action,conduct or behaviour
Discrimination means treating someone that a reasonable person would find
differently and less favourably than others unwelcome, humiliating, intimidating or
based on a ground, or attribute, that is offensive. Harassment may be racial, sexual,
proscribed by anti-discrimination legislation. religious or based on any other ground.
The proscribed attributes are sex, race, Harassment takes many forms but is usually
impairment/disability, age, pregnancy, breast constituted by acts or remarks which make
feeding, marital status, family status or the workplace unpleasant or humiliating for
responsibility, lawful sexual activity, sexual the targeted person.
orientation, gender, physical features,
Such harassment may comprise of:
industrial activity or trade union membership
and political or religious conviction. • verbal abuse, including derogatory
words;
BHP Billiton Iron Ore encourages a
workplace culture which is free of unlawful • offensive graffiti;
discrimination. Any distinction made • intimidating behaviour towards another
between employees and applicants for employee or members of that employee’s
employment will be based solely on merit, family; and
and will be made regardless of race, ethnic
origin, sex, sexual orientation, age, marital • direct threats.
status, pregnancy or potential pregnancy,
 Our relationship – Oresome Handbook 59

Even if there is no intention to offend or Sexual harassment can be written, verbal,

humiliate, seemingly harmless acts such physical or implied and may be either
as gossip, jokes, teasing or the use of deliberate or unintentional. What one
inappropriate nicknames, could all possibly person sees as reasonable behaviour may
constitute harassment. be seen differently by the person being
harassed.
3.1.5 Sexual harassment
Sexual harassment is unwelcome conduct
of a sexual nature that would make a
reasonable person feel offended, humiliated
and/or intimidated in the circumstances.
60 Oresome Handbook – Our relationship

Sexual harassment may include: 3.1.6 Bullying

• offensive sexual comments, abuse or Bullying is any repeated behaviour directed
innuendo about how someone talks, towards a person, or group of people, that
dresses or acts; is unreasonable and has a negative impact
• jokes or gestures of a sexual nature; on an individual or group’s welfare.

• offensive pictures that are displayed ‘Unreasonable behaviour’ means behaviour

publicly (eg. screen saver); that a reasonable person, having regard
to all the circumstances, would expect to
• persistent unwelcome sexual invitations; victimise, humiliate, undermine or threaten
and another person.
• telephone calls, text messages or Bullying may include:
emails of a sexual nature.
• verbal abuse;
Sexual harassment can also occur at a work-
• physical assaults or threats;
related event outside the workplace (such
as a work-related Christmas function or • putting someone down;
work drinks). • regularly making someone the brunt of
practical jokes;
 Our relationship – Oresome Handbook 61

• spreading rumours; 3.1.8 Responsibilities

• interfering with someone’s property; BHP Billiton Iron Ore aims to ensure that
• isolating or ignoring someone; and all employees, contractors or visitors
are aware of their obligations and
• deliberately denying someone access to
responsibilities. Everyone on the Company
information or resources.
sites has a responsibility to ensure proper
Bullying does not include: work standards of conduct are upheld
and to demonstrate courtesy and respect
• occasional differences of opinion, non
towards others in the work environment.
aggressive conflicts and problems in
Employees must always consider how their
working relations; or
actions or words may be seen by others
• performance management or any during working activities, FIFO transport
disciplinary action taken in accordance and at the company’s accommodation and
with BHP Billiton Iron Ore’s policies and facilities.
processes.
3.1.9 Complaints procedure
3.1.7 Victimisation
For everyone at BHP Billiton, raising
It is unlawful to victimise an individual a business concern should be seen as
who has: a positive step toward protecting our
• made a report of discrimination, organisation, our co-workers, and our
harassment or bullying; or stakeholders. You have the right and the
responsibility to raise a concern about
• given information / evidence on behalf anything that contradicts our values,
of another in relation to a report of policies, standards or procedures.
discrimination, harassment or bullying;
or If you believe that you are being subjected
to discrimination, harassment, bullying or
• make a report of discrimination, victimisation, or if you observe behaviour
harassment or bullying to or against which may amount to discrimination,
the employer in circumstances where harassment, bullying or victimisation,
the report is made in good faith. you should immediately report it to your
Behaviour which may amount to supervisor, department manager or relevant
victimisation includes demotion, dismissal, head of department/general manager. You
transfer, suspension, loss of a benefit, being may wish to speak with a member of the
ostracised from work or work-related social local Human Resources department.
functions, or being the subject of gossip or Alternatively, if the issue cannot be resolved,
innuendo. or if it relates to fraud, you should contact the
62 Oresome Handbook – Our relationship

Business Conduct Advisory Service (BCAS). 3.1.10 Breaches of this procedure

BCAS is a global BHP Billiton service designed
Work related discrimination, harassment,
to help resolve of business conduct queries
bullying and victimisation are unacceptable.
and issues.
All complaints will be taken seriously
The BCAS operates 24 hours a day, 7days and will be investigated in a confidential
a week and is operated by EthicsPoint on manner. All parties will be advised of the
behalf of BHP Billiton. The BCAS provides investigation outcome, and reasons for the
a simple, confidential – and if you wish, outcome, as soon as possible.
anonymous way – to raise a business
The management team will treat all
conduct query or concern. All queries or
complaints confidentially and ensure
concerns submitted to EthicsPoint are
appropriate action is taken. If any
forwarded to a BHP Billiton business
employees are found to have engaged
conduct representative for review and an
in such behaviour they will be subject to
initial response within 2 to 3 working days.
disciplinary action up to and including
Contact details for the BCAS are:
summary dismissal.
• Online: Access the BCAS website
BHP Billiton Iron Ore will not tolerate the
via the BHP Billiton Iron Ore Portal
victimisation of any person who makes a
home page or directly at
complaint or assists in the investigation
BHPBillitonbusinessconduct.
of a complaint about harassment or
ethicspoint.com.
discrimination. Victimisation is unlawful.
• Telephone (Australia): An equitable, safe and productive work
Free call 1800 678 950 or environment can be achieved.
(03) 9609 4000.
• Facsimile: (03) 9609 3230. 3.2 Issue resolution
• Mail: BHP Billiton Business Conduct, This clause sets out the process for
GPO Box 86A, Melbourne, resolving questions, disputes or difficulties,
Victoria 3001. which may arise from time to time in the
workplace, promptly and efficiently.
Employees are entitled at any stage of
this process to have in attendance a work
colleague to assist in the progression of
the issue.
 Our relationship – Oresome Handbook 63

1. If an employee wishes to raise a matter An employee who is a party to an issue

the employee should first discuss it progressing through this issue resolution
with his or her direct supervisor. In process must, while the issue is being
the absence of the employee’s direct resolved, continue to work in accordance
supervisor or in cases where the with his or her contract of employment,
employee does not feel comfortable unless the employee has a reasonable
raising the matter with his or her concern about an imminent risk to his
supervisor, the employee should raise or her health or safety in which case the
the matter with the next level of employee must comply with any reasonable
supervision and / or Human Resources. direction given by the Company to perform
other available work, either at the same
2. Where the matter remains unresolved,
workplace or at another workplace.
the employee may discuss the matter with
his or her superintendent. In the absence
of the employee’s superintendent, the 3.3 Privacy and freedom of
employee should raise the issue with the
next level of supervision.
information
When administering BHP Billiton Iron Ore
3. Where the matter remains unresolved,
policy and procedures, employees must
the employee may discuss the matter
ensure that appropriate confidentiality and
with his or her manager. In the absence
privacy of personal information, financial
of the employee’s manager, the
or otherwise, is strictly maintained in
employee should raise the issue with
accordance with the privacy legislation.
the next level of supervision.
Requests from outside organisations
4. Where the matter remains unresolved,
such as banks and finance companies,
the employee may discuss the matter
trade unions and life insurance offices
with his or her head of department /
for information relating to employment
general manager.
records, credit and personal references,
5. Where the matter remains unresolved current salaries, and addresses, should be
and relates to the employee’s dismissal, divulged only with direct approval of the
the employee may discuss the matter individuals concerned. Where there is a
with the relevant vice president. legal requirement to divulge information,
the relevant employee must be advised.
If, after following this issue resolution
process and having made all reasonable
attempts a matter remains unresolved,
the matter may be referred to Fair Work
Australia for conciliation only.
64 Oresome Handbook – Separation

Q What do I have to do if I
am retiring or resigning from my
position with BHP Billiton Iron Ore?

A If you have elected to retire or resign you are required

to give the Company as much notice as possible. Generally
you are required to give a minimum of four weeks notice in
writing to your immediate supervisor.
 Separation – Oresome Handbook 65

4. Separation Effect of resignation/retirement

on share plans
If at the time of your resignation or retirement
4.1 Retirement and you still participate in a legacy share plan, there
resignation is no requirement to sell your share holdings at
the time of termination. However, should you
We understand that employees will resign or
wish to receive prompt payout of your share
retire from their positions with BHP Billiton
holdings on termination, you should complete
Iron Ore. In the event you decide to resign or
a termination payment disbursement form
retire, you are expected to give BHP Billiton
along with all other termination paperwork in
Iron Ore as much notice as possible. Generally
order for IOES to notify the share registry of
a minimum of 4 weeks notice in writing to
your request.
your immediate supervisor is required.
If you have a share plan loan, your termination
On resignation / retirement you will be paid
payment will not be finalised until you
the following entitlements after your last
return the completed termination payment
day of work and subject to completion and
disbursement form, confirming payout of
submission of site termination forms by
the loan from termination monies or that
your supervisor:
alternative arrangements have been made
• outstanding salary or other payments; directly with the share registry.
• accumulated annual leave entitlements
including any outstanding leave loading; Relocation on resignation
If you work on a remote site and resign, BHP
• any long service leave entitlements (or
Billiton Iron Ore will provide you with the
pro-rata accruals depending on period
following relocation assistance, except if
of service); and
you were employed locally:
• if applicable, BHP Billiton Employees
Less than 12 months:
Superannuation Fund Benefits provided
necessary documentation is completed No assistance. You may be required to pay
with sufficient notice. back a prorated amount of your relocation
to the site.
It is your responsibility to ensure that all loans
(ie employee share plan, housing assistance More than 12 months but less than two
scheme, novated lease) or overpayments are years
finalised on termination. Any outstanding
An economy class air ticket or cash
debts (ie overpayments, leave in advance,
equivalent for you only, to Perth.
etc) at the time of termination will be
deducted from your final pay. You may be required to pay back a prorated
amount of your relocation to the site.
66 Oresome Handbook – Separation

After two years service: Billiton Iron Ore is not required to pay for
the period of notice not worked.
• An economy class air ticket or cash
equivalent for you to Perth
• Economy class air ticket or cash equivalent 4.3 Summary dismissal
for your partner and dependent children, An employee’s contract of employment may
residing with you to Perth; and be terminated summarily without notice on
• Relocation of household / personal grounds of misconduct. If this occurs, any
effects and two motor vehicles to Perth entitlements will be paid up to the time of
or equivalent distance. dismissal only.

Relocation assistance is not provided to

Perth based employees on resignation. 4.4 Unfair dismissal
Where a contract or employment or letter of Subject to any legislative requirements, any
offer has specific provisions for relocation, employee claiming that he or she has been
the provision of the relevant contract or unfairly dismissed by BHP Billiton Iron Ore
letter will prevail. may refer the matter to Fair Work Australia
for resolution in accordance with relevant
4.2 Termination with notice workplace legislation. Subject to the
employee making a claim of unfair dismissal
Where BHP Billiton Iron Ore initiates
to Fair Work Australia within 21 days of
termination of your employment with notice
the termination, BHP Billiton Iron Ore will
you will receive 4 weeks notice of termination
reimburse the employee for any reasonable
of employment unless otherwise specified
costs incurred in instructing a legal
in the contract of employment. If you are
practitioner or registered industrial agent
over the age of 45 you will be entitled to an
in relation to their claim, to a maximum
additional week of notice if you have more
amount of $5,000 upon the presentation of
than 2 years continuous service with the
a receipt for such payment.
Company.
In some cases BHP Billiton Iron Ore may
arrange immediate termination and make a
4.5 Redundancy
payment in lieu of notice, equivalent to the Where BHP Billiton Iron Ore no longer
total amounts that would have been due to requires work of a particular kind to be
the employee had the employee continued carried out and there is no similar suitable
working to the end of the required notice alternative employment within the Iron
period. If an employee who has been given Ore CSG, or with another Company within
notice of termination seeks to terminate the BHP Billiton Group, it may be necessary
prior to the end of that notice period, BHP to make positions redundant. Such
 Separation – Oresome Handbook 67

decisions will require the approval of the • Severance payment: 8 weeks pay, plus
President of BHP Billiton Iron Ore. Affected two weeks pay for each complete year
employees will be consulted as early as of continuous service and pro-rata for
possible. Permanent full and part time completed months of service. Periods
employees may be eligible for redundancy. of unpaid parental leave, unpaid
Fixed term and casual employees are not adoption leave or unpaid leave of any
eligible for redundancy. other type do not count as service when
calculating completed years of service;
Entitlements • Leave:
The following entitlements will apply to your
• Annual leave: You will be paid any
current continuous period of employment
accrued annual leave entitlements
if you are made redundant by BHP Billiton
not taken at the date of termination.
Iron Ore:
• Long service leave: You will be
• Payment in lieu: Regardless of actual
paid any accrued long service leave
notice given, a payment of three
entitlement not taken at the date
months in lieu of notice will be made;
of termination.
68 Oresome Handbook – Separation

• Superannuation: Payment will be another employer. Full details of your

made according to the appropriate relocation will be available from your
rules of the superannuation fund; local Human Resources department.
• Relocation: Reasonable relocation • Relocation assistance will only apply if
assistance will be provided for you and you take the assistance within 30 days of
your dependents as follows: the date of termination. If you are taking
up new employment and you are not
• Site-based employees
being relocated by your new employer,
• Economy class air tickets, or the relocation assistance equivalent to the
cash equivalent, for yourself and above may be available to your new place
eligible dependents residing with of employment.
you, to Perth or original point of
• Where a contract of employment has
hire within Australia.
specific provisions for relocation,
• Relocation and insurance of that provision will prevail. No cash
reasonable household and personal equivalent will be paid if the relocation
effects to Perth, or original point assistance for personal effects and/or a
of hire within Australia, or the vehicle is not used. Relocation costs will
new place of employment within not be paid if a new employer accepts
Australia with another employer. responsibility for transportation
Full details of your relocation will or other relocation arrangements.
be available from your local Human Reasonable time off from work will be
Resources department. granted to allow you to seek alternative
employment.
• Perth-based employees (If BHP
Billiton Iron Ore originally paid • If you have accepted a voluntary
relocation costs on hiring) redundancy payment you may be
considered for re-employment for
• Economy class air tickets, or the
up to 12 months from the the date of
cash equivalent, for yourself and
termination. Any offer of employment
eligible dependents residing with
within the 12 month period will require
you, to your original point of hire
the approval of the relevant General
within Australia.
Manager / Head of and Vice President
• Relocation and insurance of Human Resources.
reasonable household and personal
effects to your original point of hire
within Australia or the new place of
employment within Australia with
 Separation – Oresome Handbook 69

Employees with service under mixed 4.7 Site Termination

contracts of employment
Where you have had mixed contracts of
Clearance – Process to
employment (ie full time and part time) then facilitate your final pay
the following will apply: Your local HR Business Partner will submit
• The notice and severance payment will the separation paperwork to IOES for
be based on the contract applicable at processing. IOES will then send out a
the time of redundancy. The calculation separation pack which will include a Site
of the severance payment will require Termination Clearance form. You are required
converting the part time employment to complete and return this form to IOES to
period to an equivalent full-time allow your final pay to be processed.
period, to determine the period of
service applicable. Exit medical assessment
All site-based employees are required to
4.6 Certificates of service undergo an exit medical assessment which
comprises of a hearing test. You have the
and personal references right to not participate in the exit medical
It is not BHP Billiton Iron Ore’s practice to give assessment however you will be requested
detailed written references to employees, to sign a waiver form to confirm this. If
however, a certificate of service, outlining you do not complete the exit medical
the period of employment and the position(s) assessment you will be acknowledging that
held during that time will be issued by IOES any future compensation claims lodged
on request. Under no circumstances should with WorkCover WA may be impacted.
BHP Billiton Iron Ore officers provide written
references for employees or former employees Exit Interview
on BHP Billiton Iron Ore letterhead, or in their As part of the separation process, the
capacity as a company officer. All requests for Company encourages you to participate
employment information on all current and in an exit interview. The purpose of an
previous employees should be directed to exit interview is to gather your views and
the Human Resources department to ensure experiences of working for BHP Billiton
the fairness and appropriateness of the Iron Ore. Please note the exit interview is
information provided. confidential and therefore your comments
and views will remain anonymous. Our exit
interviews are outsourced to an external
provider, Chandler McLeod.
70 Oresome Handbook – Key contacts
 Key contacts – Oresome Handbook 71

5. Key Contacts

5.1 BHP Billiton Iron Ore Employee Services

Online: Access the IOES website via the BHP Billiton Iron Ore portal home page
Telephone (Australia): (08) 6224 4441 or 1800 344 441
Facsimile: (08) 6322 4441
Mail: Iron Ore Employee Services,
125 St Georges Terrace, WA 6000.

5.2 BHP Billiton Business Conduct Advisory Service

Online: Access the BCAS website via the BHP Billiton Iron Ore Portal home page or directly
at BHP Billitonbusinessconduct.ethicspoint.com.
Telephone (Australia): Free call 1800 678 950 or (03) 9609 4000.
Facsimile: (03) 9609 3230.
Mail: BHP Billiton Business Conduct,
GPO Box 86A, Melbourne, Victoria 3001.
72 Oresome Handbook – Glossary

6. Glossary
ALTA Annual Leave Travel Assistance
BCAS Business Conduct Advisory Service
Fund BHP Billiton Iron Ore Superannuation Fund
FIFO Fly In Fly Out
IOES Iron Ore Employee Services
LSL Long service leave
MBA Masters of Business Administration
PATS Patients Assistance Travel Scheme
Qualifications All necessary qualifications, certificates, permits, licences and the like which enable
you to fulfil your duties
TOIL Time off in lieu
CF9317