Employment Policy


Cinemotive recognises that Equal Employment Opportunity is a matter of employment obligation, social justice and legal responsibility. It also recognises that prohibiting discriminatory policies and procedures is sound management practice.


This policy is designed to ensure that Cinemotive complies with all of its obligations under the relevant legislation.


Discrimination occurs if a person treats, or proposes to treat, a person with an attribute unfavourably because of that attribute.  It can also occur if a person imposes, or proposes to impose, a requirement, condition or practice that has, or is likely to have, the effect of disadvantaging persons with an attribute; and that is not reasonable.

Equal Employment Opportunity consists of ensuring that all employees are given equal access to training, promotion, appointment or any other employment related issue without regard to any factor not related to their competency and ability to perform their duties.

Victimisation means subjecting, or threatening to subject, a person to any detriment because they have:

  • asserted their rights under equal opportunity law;
  • made a complaint;
  • helped someone else make a complaint; or
  • refused to do something because it would be discrimination, sexual harassment or victimisation.


Cinemotive is an equal opportunity employer and will provide equality in employment for all people employed or seeking employment.

Every person will be given a fair and equitable chance to compete for appointment, promotion and to pursue their career as effectively as others.

Consistent with this, Cinemotive does not condone any form of unlawful discrimination or vilification, including that which relates to:

  • gender;
  • pregnancy;
  • potential pregnancy;
  • marital/domestic status;
  • disability;
  • race, colour, national extraction, social origin, descent, and ethnic, ethno-religious or national origin;
  • age;
  • family responsibilities, family status, status as a parent or carer;
  • racial classification;
  • sexuality;
  • HIV/AIDS vilification;
  • religious belief or activity;
  • political belief or activity;
  • industrial activity;
  • employer association activity;
  • trade union activity;
  • physical features;
  • breastfeeding;
  • transsexuality;
  • transgender;
  • profession, trade, occupation or calling;
  • medical record; and
  • criminal record.

In all cases no factors other than performance and competence are to be used as the basis for performance assessment, training and development opportunities and promotions.


John Poulakis - Director
Dated 01-June-2008
Cinemotive Pty Ltd