Monthly Archives: June 2015

Test and tag sydney acceptable use of equipment

Acceptable Use of Equipment

Policy Overview

Test and Tag Sydney has published this Acceptable Use of Equipment Policy to protect staff from illegal or damaging actions by individuals, either knowingly or unknowingly. This policy is not designed to impose restrictions that are contrary to Test and Tag Sydney’s established culture of openness, trust and integrity.

Internet/Intranet/Extranet-related systems, including but not limited to computer equipment, software, operating systems, storage media, network accounts providing electronic mail, WWW browsing, and FTP, are the property of Test and Tag Sydney. These systems are to be used for business purposes in serving the interests of the company, and of our clients and customers in the course of normal operations.

It is the responsibility of every employee to read, understand and acknowledge this policy, and to conduct their activities accordingly.


This purpose of this policy is to outline the acceptable use of computer equipment provided by Test and Tag Sydney. These rules are in place to protect the employee and Test and Tag Sydney. Inappropriate use exposes Test and Tag Sydney to risks including virus attacks, compromise of network systems and services and legal issues.


This policy applies to employees, contractors, consultants, temporaries and other workers at Test and Tag Sydney, including all personnel affiliated with third parties. This policy applies to all equipment that is owned, leased or connected to Test and Tag Sydney.

“Personal Use” is defined as all non-work related use, and includes internet usage and private emails.

General Use and Ownership

While Test and Tag Sydney’s network administration desires to provide a reasonable level of privacy, users should be aware that the data they create and/or store on the corporate systems remains the property of Test and Tag Sydney. Because of the need to protect Test and Tag Sydney’s network, management cannot guarantee the confidentiality of information stored on any network device belonging to Dicker Data.

Each employee is responsible for exercising good judgment regarding the reasonableness of personal use. If an employee is unsure of what constitutes reasonable personal use, they should consult their manager.

For security and network maintenance purposes, authorized individuals within Test and Tag Sydney may monitor equipment, systems and network traffic at any time, as per auditing requirements.

Test and Tag Sydney reserves the right to audit networks and systems on a periodic basis to ensure compliance with this policy.

Test and Tag Sydney owns all email loaded into, received and sent from an employee’s account. Upon termination or leaving the company, Test and Tag Sydney remains the owner of this content.

Security and Proprietary Information

Test and Tag Sydney employees are not permitted to share accounts and must not share their password with other staff members. Each employee is responsible for their own account and any illegal or other activity that breaches this policy conducted by an account will be attributed to its owner.

If a computer or other machine is left unattended in the office, the employee is responsible for locking the computer before leaving his/her desk. This can be done by holding the windows key and pressing the ‘L’ key.

Employees are not permitted to use the Test and Tag Sydney name and/or equipment to post comments reflecting company views in the public domain unless it is specifically outlined in their role.

All hosts used by the employee that are connected to the Test and Tag Sydney domain, whether owned by the individual or Test and Tag Sydney, will adhere with this policy and agree to run the latest anti-virus software.

Employees must exercise extreme caution when opening attachments received from unknown senders, which may contain viruses, Trojans, etc.

Unacceptable Use

The following activities are, in general, prohibited. Employees may be exempted from these restrictions during the course of their legitimate job responsibilities (e.g., systems administration staff may have a need to disable the network access of a host if that host is disrupting production services). Under no circumstances is an employee of Test and Tag Sydney authorized to engage in any activity that is illegal under local, state, federal or international law while utilising Test and Tag Sydney owned resources. The lists below are by no means exhaustive, but attempt to provide a framework for activities which fall into the category of unacceptable use.

The following activities are strictly prohibited, with no exceptions:

  1. Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of “pirated” or other software products that are not appropriately licensed for use by Test and Tag Sydney.
  2. Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software for which Test and Tag Sydney or the end user does not have an active license is strictly prohibited.
  3. The introduction of malicious programs into the network or server (e.g. viruses, Trojans, worms, etc)
  4. Revealing your account password to others or allowing others to use your account. This includes family and friends when work is being done outside of the Test and Tag Sydney premises.
  5. Making fraudulent offers of products, items, or services originating in any form from Test and Tag Sydney.
  6. Executing any form of network monitoring that will intercept data not intended for the employee.
  7. Circumventing user authentication of any host, network or account.
  8. Providing information about, or lists of, Test and Tag Sydney employees to parties outside Test and Tag Sydney.
  9. Excessive personal use during work hours (use is more than insignificant and/or affects and employee’s performance).

Email Communications and Activities

  • Sending unsolicited email messages, including the sending of “junk mail” or other advertising material to individuals who did not specifically request such material (email spam).
  • Unauthorized use, or forging, of email header information.
  • Employees will not send material deemed inappropriate by management.

Offensive or Inappropriate Material

Use of the Test and Tag Sydney systems must be appropriate to a workplace environment. This includes, but is not limited to, the content of all electronic communications whether sent internally or externally.

The Test and Tag Sydney systems must not be used for material that is pornographic, harassing, hateful, racist, sexist, abusive, obscene, discriminatory, offensive or threatening. This includes sexually oriented messages or images and messages that could constitute sexual harassment.


Any employee found to have violated this policy may be subject to disciplinary action, up to and including termination of employment.


By signing this acknowledgment, you are making a declaration that you have read, understood and agree to abide by this policy in full when using the Test and Tag Sydney network or equipment provided by Test and Tag Sydney.

Please return this acknowledgement to the HR & Payroll Manager as soon as you have signed it.




Employee’s Name



……………………………………………………………………. ………………………………….

Signature Date



How to test and tag a laptop

How to test and tag a laptop

It’s important to remember that when you’re testing and tagging a laptop, you’re basically doing it in two parts. It includes testing both the IEC lead and laptop charger, with each one receiving a separate test tag. The laptop itself doesn’t need to be electrically tested as it is considered a low voltage item, but will still require a visual inspection

For more information go to test n tag Sydney

When you test and tag a laptop, remember to tag each item separately!

Overloaded electrical socket causes death

Coroner reports overloaded socket caused fire

More info Nottingham Coroner’s Court

An inquest has now found that Mr Bennett died from carbon monoxide inhalation after concluding the fire was caused by plug sockets that became overloaded in another flat.

Fire officer Glenn Mears told the inquest into Mr Bennett’s death: “We investigated a range of potential causes and we found that localised overheating of an extension lead had caused ignition. It was a six-gang extension lead with loose connections.”

“This ignited combustibles nearby (carpet and sofa) and took hold, then spread to the floors above.

“There was clear evidence the fire started in the lounge and spread to the bedroom as the furniture in the bedroom had top-down burning.”

A post-mortem examination confirmed that Mr Bennett had been drinking alcohol before the alarm was raised, which may have impaired his ability to escape. He had a blood alcohol reading of 312mg – four times the legal drink drive limit.

Coroner reports overloaded socket caused fire
Coroner reports overloaded socket caused fire

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Testing and tagging power of boards

Video testing and tagging power of boards by ATTS

Comprehensive instructions testing and tagging power of boards.

All electrical appliances and leads should be visually inspected before use. Look for and remove all tapes. You are looking for nicks and cuts in insulation.

Be sure protective guards and shields are in place and working.

Particular instructions testing and tagging power of boards, carefully inspect the plug and where the cord enters the power board, look out for burn marks and scorched areas on power board casing. Make sure the top and bottom are firmly fixed.

Regularly have these items tested and tagged by a qualified “competent” person.

Test and Tagging Three Phase Appliances Part 2

Published on Jan 14, 2015
Part 1 Video – Earth Bond & Insulation Resistance:
Part 2 Video – Earth Bond & Leakage test

In Part 2 of testing a 3 Phase Appliance, we’ll be showing you how to conduct an Earth Bond and Leakage test.

After conducting a visual inspection, we’ll use our Portable Appliance Tester and Leakage Current Meter to conduct the test. A leakage test is required if the appliance has electronic/magnetic switching (contactor blocks).

1) Plug the IEC lead into the side socket of the Leakage Meter
2) Insert the other end of the IEC lead into the front of the tester
3) Plug the earth return lead into the tester and attach it to an exposed metal part
4) Plug the 3 Phase appliance into the correct socket of the Leakage Meter

We’re now ready to perform an Earth Bond test, with the result needing to be below 1 Ω to pass.

Next we perform our Leakage test:

5) Unplug the PAT tester
6) Connect the mains supply lead of the 3 Phase Leakage Meter and plug it into the 3 Phase GPO
7) Turn the mains power ON and the 3 Phase appliance ON
8) Switch the Meter to the ON position

We can now perform a Leakage test – our Leakage current reading has to be less than 5mA to pass the test. Ensure you wait a few seconds for the number of the reading to level out.

When disconnecting the system, ensure you do it all in reverse by turning the Meter off first, followed by the appliance and mains power

Test and tag three phase appliances Part 1

Part 1 Video – Earth Bond & Insulation Resistance
Part 2 Video – Earth Bond & Leakage test:

In order to Test and Tag a 3 Phase Appliance, there are three tests you can perform: an Earth Bond (essential), Insulation Resistance and Leakage Test.

After conducting a visual inspection, we’ll use our Portable Appliance Tester and adaptor to perform our tests. For this video we’ve used an adaptor that tests all 3 phases as one.

1) Plug the adapter into the PAT Tester
2) Place the 20amp motor into the 20amp socket of the adaptor
3) Place the earth lead from the tester onto an exposed metal part of the 3 Phase appliance
4) Switch the appliance to the ON position

You can now start by choosing a Class I test (majority of 3 Phases are Class I). This will then perform an Earth Bond and Insulation test. Test and tag three phase appliances

– The Earth Bond test requires less than 1 Ω to pass
– The Insulation Resistance test requires a minimum of 1 MΩ


Schedule for testing and tagging

Schedule for testing and tagging

Australian Standard AS/NZS3760-2010

AS3760 sets out the recommended schedule for inspecting electrical equipment. Appliances and leads should be checked before use, and checked regularly by a competent  person as prescribed in schedule.

The interval i determined by the environment where the appliance is used and use for which it is being used.


Wet dusty or dirty areas require frequent inspection and testing.

Examples cooking laundry and construction will require more frequent testing than offices.


Where appliance is to be unplugged frequently and or dragged around and subject to abuse will require more testing.

Examples commercial cleaning requires more frequent testing than domestic applications.

See Workcover NSW

Medication Safety A Patient’s Story

For further information on electrical testing and tagging

Bullying and Harassment Policy and Procedure

Bullying and Harassment Policy and Procedure













This policy and procedure sets out the types of behaviours and conduct which will be taken to constitute bullying and harassment and establishes procedures for handling complaints in the workplace.


Test and Tag Sydney is committed to providing a workplace which is free from bullying, harassment and unlawful discrimination. The organisation aims to ensure all those participating in the workplace are treated with respect, dignity and fairness with an aim of creating an environment which promotes positive working relationships.

This policy and procedure is designed to ensure that all employees understand what will be regarded as bullying and harassment, how complaints can be made and how claims will be treated by Test and Tag Sydney.


This policy and procedure applies to employees, contractors (temporary or otherwise) and agents of Test and Tag Sydney.

This policy and procedure is not limited to the workplace or working hours, and will include all work related events which includes, but is not limited to; lunches, client functions, meetings and conferences as well as Christmas parties.

This policy also relates to, but is not limited by the following types of communication:



Verbal communication either over the telephone or in person in the workplace, and outside of it;

Written communication including; letters, notes, minutes of meetings etc.;

Internal and external electronic communication including:

  •  Email;
  •  Instant messaging services;
  • Internal intranet;
  • Faxes;
  • Social media and networking forums including; Facebook, LinkedIn, Twitter and other forms of social media; and Communications via text message.

Note: this list is not exhaustive.

Standards of behaviour

In line with Test and Tag Sydney’s commitment to creating a workplace which is free from workplace health and safety risks and one which strives to create positive working relationships, all those covered by this policy and procedure are expected to observe the following minimum standards of behaviour, including:

  • Being polite and courteous to others;
  • Being respectful of the differences between people and their circumstances;
  • Ensuring they do not engage in any bullying or harassment behaviours) towards others in,
  • or connected with the workplace which includes customer, clients, supervisors and other managers;

.Ensuring they do not assist, or encourage others in the workplace, or in connection with the workplace to engage in bullying or harassment behaviour(s) of any type;

Adhering to the complaint procedure in this policy if they experience any bullying or harassment behaviour(s) personally;



Reporting any bullying or harassment behaviour(s) they see happening to others in the workplace, or connected with the workplace in line with the complaint procedure in this policy; and

Keeping information confidential if involved in any investigation of bullying or harassment.

These standards of conduct are intended to operate in addition to, and in conjunction with the guidelines set out in Test and Tag Sydney’s Guiding Principles & Understandings handbook.

Bullying Behaviour

Bullying is repeated, unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety and is unlawful.

Repeated behaviour refers to the persistent nature of the behaviour and can involve a range of behaviours over time.

Unreasonable behaviour means behaviour that a reasonable person, having regard for the circumstances, would see as unreasonable, including behaviour that is victimising, humiliating intimidating or threatening.


Harassment is unwelcome or unreciprocated behaviour which makes an employee or customer feel intimidated, offended, or belittled in the workplace. It can take place between:

  • an employee and a manager or supervisor;
  • co-workers; or
  • an employee and another person in the workplace, for example a customer or student.

Harassment can occur in any location where people are working including those where services are delivered outside the usual place of work, such as a customer’s home.


Harassment based on sex, race, or disability is unlawful under Commonwealth laws and harassment such as physical assault can be a criminal offence.


What is not bullying or harassing behaviour?


Fair and reasonable management action taken in order to counsel an employee for instances of underperformance, investigating complaints made against employees, discipline for misconduct and other work directions in line with business needs does not amount to bullying or harassment.

Breach of Policy

All those individuals covered by this policy are expected to adhere to the standards of behaviour contained herein at all times. Any employee who is found to have breached this policy will be disciplined accordingly, which may lead up to, and include termination of employment. If a contractor of Test and Tag Sydney is found to have breached this policy, their contract stands to be terminated, or may not be renewed in the future.

Complaint handling procedure

All individuals covered by this policy who believe that they have been subject to actions or words that may constitute bullying or harassment should act upon such conduct as soon as possible by following the procedure set out below. Those individuals who believe they have witnessed bullying or harassment behaviour by another individual in the workplace, are also able to make complaints following the procedure set out below.

Amicable Resolution

In the first instance, the aggrieved employee should, wherever practicable and if they feel comfortable doing so, attempt to amicably resolve the matter with the employee/s or manager/s or otherwise who are alleged to have engaged in bullying or harassment. When confronting the issue, the individual should clearly state the offensive behaviour experienced, explain that the behaviour is unwelcome and offensive and ask that the behaviour does not continue. The person may not be aware that their behaviour or conduct was causing offense or was unwelcome.


This is not a compulsory part of the complaint procedure, and if an employee does not wish to confront the person directly, then this is not encouraged.

Where the alleged bullying or harassment involves the employee’s direct manager and it is not practical for them to directly resolve the matter, they shall notify their Senior Manager or HR Manager who, with the employee’s approval, will endeavour to investigate and resolve the matter

on an informal basis in accordance with the procedure set out below.

Reporting Bullying or Harassment

All those covered by this policy should report instances of bullying or harassment to their direct Manager or HR Manager, who will handle the complaint by using the procedure set out below.

Informal complaint procedure

An informal complaint procedure includes a range of alternatives which can be applied in a flexible manner in order to address different complaints in consideration of the relevant circumstances. The informal complaint procedure is intended to be used for less serious allegations of bullying or harassment and instances which generally do not warrant disciplinary action being taken. An individual who is unsure of whether or not to make a formal or informal complaint, can always make an informal compliant first and decide if they want to escalate the complaint to a formal complaint after speaking with their direct Manager or HR Manager.

Different options for handling informal complaints may include, but are not limited to:.

Your direct Manager or HR Manager having a conversation with the alleged bully about the behaviour complained of; and.

Your direct Manager or HR Manager having a meeting with the individuals concerned in an attempt to reach a resolution.

Formal complaint procedure


(a) Written complaint lodged

Where an individual wishes to lodge a formal complaint, they will be required to do so by communicating this in writing to the HR Manager.

A written complaint shall include the names of individuals concerned, details of the incident(s) and the names of any witnesses present. Please see below for Test and Tag Sydney’s stance on maintaining individual’s confidentiality in the course of handling complaints.

(b) Formal investigation commenced

Where a written complaint has been lodged, a formal investigation procedure will commence immediately. Formal investigations may be conducted by the direct Manager and/or HR Manager, or an external person who is appointed by Test and Tag Sydney e.g. an independent mediator.

Regardless of whether the investigation is carried out by a Test and Tag Sydney employee, or by an independent body/person, the investigator will aim to follow the procedure set out below:

  1. Clarify details of what took place and ensure that all necessary information is obtained;
  2. Identify the outcome the complainant is seeking;
  3. Discuss with the complainant their legal rights, including lodging a formal complaint with the relevant state or federal tribunal;
  4. Discuss the complaint made with the person/s accused; and
  5. Making a determination as to whether the alleged behaviour occurred and if it constituted bullying or harassment.
  6. If Test and Tag Sydney feels it is appropriate in the interests of health and safety of employees concerned, and/or the efficiency of the investigation process, employees may be requested to refrain from attending work for a period of time whilst the investigation is underway. Alternatively, employees may be given different duties or work to perform while the investigation is being conducted.

Employees who are requested to do either of these will be paid at their normal rate of pay during this period.

Where it becomes apparent that the complaint made related to conduct which constitutes misconduct or otherwise warrants disciplinary action, the HR Manager will determine the appropriate course for further action and resolution, depending on the outcome of the investigation.


Whilst the person investigating the bullying or harassment case will endeavour to preserve the confidentiality of the complainant and the person complained of, it may be necessary to speak with other workers or people involved to determine what happened and to maintain the integrity of the investigation process.

Where potentially unlawful conduct has occurred, the investigator will need to alert the appropriate authorities.

Those people who are involved in the complaint (including the complainant, witnesses etc.) are also under a duty to maintain confidentiality and display a commitment to uphold the integrity of the investigation process. If the complainant chooses to bring a support person with them to any meetings, they too are bound by confidentiality. Gossiping and/or the spreading of rumours as a result of, or in connection with, a process followed under this policy will not be tolerated under any circumstances and may lead to further disciplinary action for those concerned.


The outcomes of a formal or informal complaint procedures, will depend on the nature of the complaint, its severity and what is deemed appropriate in the relevant circumstances.

Where the results of an investigation procedure suggest that an individual is guilty of bullying or harassment, appropriate disciplinary procedures will be followed. The disciplinary action will depend on the nature and severity of the behaviour and may include termination of employment, which may be instant dismissal where serious misconduct is deemed to have occurred.

Where the complaint involves a contractor or agent of Test and Tag Sydney and an investigation process reveals that a person has engaged in unlawful conduct or other behaviour which is prohibited by this policy, those concerned may face termination of their contracts immediately, or will not be renewed in the future.

Bullying and Harassment Policy and Procedure

Apart from any disciplinary action deemed appropriate by Test and Tag Sydney, other action may be deemed necessary to resolve or remedy the behaviour complained of, including but not limited to:

  • Providing training to employees concerned regarding bullying and/or harassment;
  • Requiring employees who have breached this policy to apologise to appropriate person(s);
  • Adjusting working arrangements where appropriate;
  • Providing counselling or mediation to employees (complainant and the person complained of);
  • Placing employees on performance improvement plans to ensure improved behaviour; and/or
  • Providing coaching and mentoring.

Appeals procedure (internal)

If any parties involved are unhappy with the outcome, or the way the complaint handling procedure was managed by Test and Tag Sydney, please contact your direct Manager or HR Manager to discuss your concerns

Once notified, the HR Manager will conduct a review of the procedure followed, the outcome issued and make a final determination on the issue. Once this determination is made, the person who has made the appeal will be notified of the outcome and this determination will be final.


Please sign this acknowledgement to declare that you have read, understood and agree to abide by this policy and procedure as an employee/agent/contractor of Test and Tag Sydney. Please return this acknowledgement to the HR & Payroll Manager as soon as you have signed it.



Workplace Health and Safety Policy

Workplace Health and Safety Policy.

The Director(s) and Officer(s) accept responsibility for workplace safety and Workplace Health and Safety Policy


Test and Tag Sydney is committed to providing a safe and healthy work place for all employees, contractors and visitors.


Test and Tag Sydney’s commitment to safety allows our employees to perform their tasks to their maximum potential and efficiency. Work must be performed by our employees in a planned, organised and controlled manner without undue risk to their own health or safety, or the health and safety of others.


To that effect, Test and Tag Sydney has developed a safety management system that is integrated with all organisational activities. All managers, employees, contractors and visitors have a responsibility to work safely, to take all reasonable care for their own safety and health and that of their fellow employees, contractors, visitors and the public and to take remedial action where workplace hazards are identified.


Test and Tag Sydney is committed to a goal of removing harm and risk of injury to our people and will take the following steps to achieve this goal:

  • Ensure work safety conditions are maintained .Establish programs and procedures for managing workplace risks
  • Comply with all relevant State Safety and Workers’ Compensation legislation requirements
  • Involve employees in the development and implementation of the programs and procedures, through the Safety Consultation system;
  • Ensure that information on hazards in the workplace and training in how to work safely is passed onto to all employees;
  • Commit adequate and appropriate resources to enable us to achieve these goals; and
  • Continuously monitor and improve our systems towards removing harm and risk of injury to our employees, contractors, visitors and the public.

The directors and officer accept monitoring and acknowledge this through their endorsement of the full policy. It is the responsibility of the Management Team to ensure the development, implementation and review of the policy, programs and procedures are undertaken on a regular basis.