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Benefits Policy

 Benefits Policy

Policy

Our people are our most valuable resource, and we encourage the innovative and distinctive ideas that come with your contribution. We could not accomplish what we do every day without you. 

When you join us, you become an integral part of a community in which you are fully supported to achieve your career ambitions. You’ll be in a workplace where development is encouraged, and intellectual pursuits foster a sense of purpose and confidence.

We are committed to recognising and rewarding individual contribution by offering benefits to help you realise your potential through clear career pathways, targeted performance development, access to tailored professional development programs and reward and recognition.

Our people enjoy excellent working conditions and a wide variety of financial and non-financial benefits.  We are focussed on making sure Global Marketplace is a satisfying and positive place to work.

Scope

This Policy applies to all Global Marketplace team members based in Australia and New Zealand.

Financial benefits

The payment of ALL benefits outlined in this Policy, including monetary vouchers, is always subject to the performance of the business. Please bear in mind that in some years, certain benefits outlined in this Policy may not be possible.

The payments set out in this Policy are paid entirely at the discretion of the Company and can be modified or withdrawn at any time without notice.

All financial benefits will normally be awarded in the form of a voucher, to be used via Company platforms, where possible. Voucher amounts listed in this Policy are payable in the currency of the respective Country.

Our Culture

The people who love us…we love them too!

The team at Global Marketplace are diverse, energetic, and passionate about the industry. Our physical offices are great places to work, are open plan with meeting spaces that foster creativity and discussion.

We value our hard working and dedicated team and enjoy coming together for off-site lunches, team building activities, and company celebrations.

We have a relaxed work environment and encourage smart casual dress.  We also encourage a culture of cohesion where we all help each other. We behave like family and watch out for each other.

Reward and Recognition

Hard work is recognised and rewarded here. Going above and beyond is just part of what we do. Go that extra mile and we will openly and publicly reward you! These are just some of the things we do to reward and recognise the contributions of our team:

  • Team Member Awards – our team Awards program to recognise team members who are living our Values and who have gone above and beyond in their contribution. These are determined via peer nominations called ‘shout outs’.
  • Home office support – financial contribution toward the cost of setting up your home office.
  • Family Violence leave – paid Family Violence Leave (see Leave Policy – AU or Leave Policy – NZ).
  • Paid Parental leave – paid Parental Leave for primary and secondary care givers. Primary care givers are eligible for a salary top-up to their base weekly wage, from the Government provided amount. This is for a maximum of 12 weeks and to a total of $1,500 per week. Secondary care givers receive 2 weeks paid Parental Leave (see Parents Policy – AU or Parents Policy – NZ)

Shout Outs

Shout Outs are how we recognise the behaviours of our team that directly support our 5 Company Values – Integrity, Dedication, Evolution, Action and Support.  Team members are nominated by their peers, for when they step up and do something special, something above and beyond the expectations of their day to day. This is by way of a “Shout Out” by completing the Culture Amp Shout Out Nomination Form (code “shoutout”).

Our Team Member Awards are run bi-annually and are normally announced in June and December each year. Awards are determined by the Management team and are awarded via a combination of the number of shout outs someone receives as well as the content of those nominations. The Company reserves the right not to select a winner for a particular Award i.e., if there is not a team member who has exemplified this Value.

ValueFor…Voucher Amount
IntegrityDemonstrating honesty, integrity, cooperation, fairness, and tolerance.$500
DedicationDemonstrating a consistent effort, commitment, quality, pace setting, a “can do” attitude, learning and accepting of feedback.$500
EvolutionConstantly in pursuit of new and creative ideas, taking on new challenges, raising the bar and implementing ideas to improve the business.$500
Action Consistently being resourceful, working with urgency, a commitment to success, focused on delivering results, resourcefulness and getting the job done.$500
SupportSupporting others, improving the work environment, making sacrifices for others’ benefit, selflessness$500

 

How to nominate

To nomination one of your colleagues for a shout out please:

  • Read the Our Mission, Vision & Values Policy and review the behaviours expected against each Value.
  • Complete the Culture Amp Shout Out Nomination Form (code “shoutout”).
  • Provide as much detail as possible including:
    • who you are nominating (name & team)
    • for which Value
    • why – give examples of how they have gone over and above.
    • Choose how you would like your nomination shared e.g. All Hands Meeting and/or Local Level team meeting.

Nominations are announced each month at Local and/or All Hands meetings.

Health and wellbeing

Wellbeing is not just the absence of disease or illness. It’s a complex combination of a person’s physical, mental, emotional and social health factors. Wellbeing is strongly linked to happiness and life satisfaction. In short, wellbeing could be described as how you feel about yourself and your life. To support your wellbeing journey, we offer a variety of health and wellbeing initiatives including:

  • FREE counselling and therapy, through the world leading Employee Assistance Program (EAP) Uprise.
  • Access to resilience training via Culture Amp through Skills Coach training.
  • Flexible working arrangements – we operate hybrid working models in all our offices, 3 days at work and 2 days at home.
  • Company sponsored Community events and challenges – e.g., R U Ok Day, Breast Cancer Awareness activities.
  • Encouraging stand up meetings.
  • Walking/running, social and Karaoke groups!
  • Team social functions.

Uprise – improve your mental fitness

We care about our team and appreciate that we could all do with more support when facing the stress of work and home life. Uprise is a confidential service that combines multiple wellbeing initiatives into a single, easy to use platform, offering:

  • Coaching – 24/7 personalised support for a work or life issue.
  • Therapy – personalised 1-hour sessions (in person, phone or video.
  • Digital resilience training – skills modules to build your mental resilience; and
  • Mental Health training – how to start a conversation, how to support someone you are concerned about, how to deal with a crisis.

Uprise is confidential – information that would identify you personally is never shared and only aggregated reports with de-identified data are shared with the Company.

The Uprise program works best by using the digital resilience app. There are 4 main ways to access/request support and therapy (our employer code is g.marketplace.ea):

  1. Mobile App – download the iPhone app hereor the Android version here
  2. Uprise website – go to https://uprise.co/employee
  3. Text message – text your name and company name to 0481 073 023
  4. Phone – call 1300 209 371

You are eligible for 3 coaching or therapy sessions each year and family members in your household or immediate family can also be included as part of your 3 sessions.

Home office support

As part of keeping everyone safe during COVID-19, we operate a hybrid workforce where you can work from home as required. We place a high value on our Culture and believe that face-to-face interaction is the ideal way to build relationships, hence our hybrid model supports 2 days working at home and 3 days office based, where safe to do so. Of utmost priority is the health and safety of our team and so as required we will support 100% work from home depending on the current COVID situation.

Everyone who works from home needs to make sure they are doing so safety and complete a Risk Assessment – please refer to the Occupational Health & Safety Policy for more details.

Equipment

The Company will reimburse you up to $200 spent on getting the right set up at home – the most obvious is an appropriate chair, or maybe a desk. Please seek approval from your Manager prior to purchasing any items yourself and then submit an Expense Claim Form for reimbursement.

The Company may supply other minor items e.g., keyboard, mouse outside of the $200. Please discuss your requirements with your Manager. Depending on your role, the Company may also provide you with a laptop computer. This will be for business-related use and reasonable incidental personal use and remains the Company’s property. This equipment must be used in accordance with Company policies, as amended from time to time or as directed. Please refer to the IT Policy for more information.

Personal and professional development

Our culture of continuous improvement starts with our people.  Your personal development journey will be agreed with your Manager with support from the People and Culture Team, to develop the most appropriate programme for you based on your current role and aspirations.

Personal and professional development support on offer includes:

  • Skills coach by Life Labs learning via the world leading people platform Culture Amp.
  • Digital resilience training via the Uprise platform.
  • Mentoring and advice to help you identify and reach the ‘next step’ in your career.
  • Industry networking events.

References

  • Our mission, vision & values
  • Leave Policy
  • Parents Policy
  • Occupational Health and Safety Policy
  • IT Policy
  • Expense Claim Form
  • Risk Assessment Form

Version control

Author:People & Culture
Effective date:1 June 2022
Date of last amendment:13 June 2022
Approved by:Nathan Brown, CEO
Review date:2 years

This Policy is uncontrolled when printed. 

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