BSBADM506 Manage Business Document Design and Development

Task A
1. A one-page style guide addressing the requirements outlined in the procedure.
MacVilleStyle Guide
Manage Business Document Design and Development - BSBADM506
Introduction
The MacVille Style Guide is a guide for individuals and departments preparing documentation for internal and external
purposes consistent with the MacVille corporate style.
Acronyms and abbreviations
Use acronyms and abbreviations only where they will be likely to be understood by the reader. Otherwise,
use the full term for the first reference, followed by the initials in brackets. Use full stops after abbreviations to
indicate missing letters, for example, no. 56, but not after contractions, acronyms or initialisms, for example,
Mr, dept, ISBN, TAFE.
Borders, lines and outlines
Use black lines in diagrams only (see Figure 1). For all other borders, shadows, outlines and lines, use grey (no less
than 25%).
Capitalisation
Capitalise position titles, for example, General Manager, Administrative Officer.
Document production
Documentation should be produced using MS Word 95 or higher. This will ensure portability of files and consistency of
operation. Documents should be based on the attached MacVille templates based on MS Word, which incorporate the
MacVille logo.
Font
Type – Aerial Narrow
Size – 9pt
Indenting
Use full block style using the Normal style. Indent text that follows Heading 2 and Heading 3 styles.
Page layout
Use A4 paper. Figure 1 shows the margin settings to use.
Assessment Model Answer_V.01_30.09.2017 SYDEV_Morshed

Manage Business Document Design and Development - BSBADM506
Spelling
Use Australian spelling, for example, colour, organisation, grey, coordinator, and program. Refer to the Macquarie
Dictionary. Check that MS Word is set to English (Australian).
Writing style
Use a friendly, clear style. Use language that is unambiguous, inclusive and non-discriminatory.
Assessment Model Answer_V.01_30.09.2017 SYDEV_Morshed

MacVille Disciplinary / Dismissal Policy
Manage Business Document Design and Development - BSBADM506
1. A sample policy formatted according to the style guide.
Part 1
1. An employee’s contract of employment may be terminated by either the employer or the employee giving the
notice required by the applicable Award or the Industrial Relations Act 1990.
2. Where the prescribed notice is not given, the employee shall be paid wages in lieu of notice, or the employer may
withhold wages due to the employee, as the case may be, equivalent to the notice not given or received.
Part 2
1. Notwithstanding Part 1 above, where any employee is guilty of misconduct, the contract of employment may be
terminated instantaneously. In such cases, there is no requirement for the giving of notice nor payment in lieu of
notice.
2. Where it is alleged that an employee is guilty of misconduct, the employee shall be provided with details of the
allegation/s and be given a reasonable opportunity to respond to allegations prior to a decision being made to
either terminate the employment or to issue a written warning.
Part 3
1. Where it is alleged that an employee’s capacity or performance is unsatisfactory, then the following procedure
should be followed. The existence of this procedure shall not prevent an employee being dismissed in
accordance with Part 2 as above.
2. The initial discussion and direction will be provided on an informal basis by the Business Manager or other
authorised person. The employee shall be advised that such discussion forms part of the process arising out of
Clause 3.1.
3. If the problem/s persist, the Business manager or other authorised person will discuss with employee: i.
the matter/s of concern; ii. actions necessary to resolve the concerns;
iii. a timetable for improvement to be evidenced, and;
iv. input including explanations will be sought from the employee.
4. As a result of this discussion, the Business Manager or other authorised person will notify the employee in writing
regarding those matters in question discussed per Clause 4.2 below. The notice will detail:
i. the matter/s of concern; ii.
actions necessary to resolve the
concerns; iii. a timetable for
improvement to be evidenced.
5. This notice will be signed and confirmed by the employee to record the discussion in (3) above. If there is a
disagreement as to the content of the notice, the employee shall have the opportunity for their view to be placed
on the record.
6. Appropriate monitoring and counselling shall then be provided to the employee by the Business Manager or other
authorised person.
7. Where the problem/s are not rectified through the use of the above process, the employee’s contract of
employment may be terminated.
Assessment Model Answer_V.01_30.09.2017 SYDEV_Morshed

Manage Business Document Design and Development - BSBADM506
Part 4
1. At any meeting or discussion forming part of the process in Part 2 or 3, the employee may be accompanied by a
Union representative or other person of the employee’s choosing.
Part 5
1. On request, a dismissed employee will be provided with a written statement of reasons for dismissal.
Task 2: Document templates
1.A copy of the three forms developed:
1. MacVille Expense Claims Form (empty)
MacVille Expense Claims Form
Employee Name Paul Johnson
ID 010
Expense period September 2017
Manager Name John Peterson
Department Accounting and Finance
Business
purpose
Preparing budget for the month
Date Description Category Cost ($)
1.09.2017
Advertising
Recruitme
nt and
Selection
3000
10.09.201
7
Marketing plan Planning 2000
20.09.201
7
Resources HRM 1000
30.09.201
7
Miscellaneous Others 5000
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Manage Business Document Design and Development - BSBADM506
Tot
al
11000 $
Paul Johnson 19.10.2017
Employee Signature Date
John Peterson 21.09.2017
Approval Signature Date
Form
explanatory
note
This form is to be used when an employee would like to claim for
reimbursement of expenses incurred during the course of his/ her
work.. This form need to be submit to manager and he will finalise
the form and keep record in MacVille database.
Feedback The form is simple and easy to use.
2.MacVille Work Hazard Form (empty)
MacVille Work Hazard Form
Incident reported by Manager
Department Finance
Contact number 0123456
Date of occurrence 20.09.2017
Time of occurrence 1:00 PM
Location of
occurrence
Conference room
Accident  Incident  Safety  Violence  Health 
Describe what happened (report any details that may have contributed to the
incident)
Lack of understanding by the employees regarding the basic workplace ethics
compelled one of the employees to encounter the tragic instance of death. As a
matter of specification, there was a meeting between the managers and the
employees in the conference room regarding the introduction of policies. The
Assessment Model Answer_V.01_30.09.2017 SYDEV_Morshed

Manage Business Document Design and Development - BSBADM506
simple issue of differentiation in opinion, the employees started fighting amongst
each other, which went to such an extent, that one of the employees died on spot.
Here, one of the striking facts is the silence of the managers. Absence of
accidental policies and insurances reflects the lackadaisical attitude of the
managers towards the wellbeing of the employees.
Describe the outcome (harm/ health effects/ damage)
At one point of time, one of the employees became unconscious. Desperate
attempts to bring back his sense failed, which compelled the managers to take
the employee to hospital. Upon evaluation of the CCTV camera, it was seen that
the other employee had a sharp weapon hidden in his ring. Examination of this
ring excavated that it was pointed, which hit the employee in his head, leading to
his death. This was due to the inability of the employee to fight back the sharp
blows of the other employee. Even the family members of the employee were
informed very late. Here, one of the striking facts is that the family members had
to bear all of the hospital charges.
Describe corrective measures taken to address immediate hazards related
to incident
(if relevant)
After this incident, the managers took the initiative to introduce accidental policies
for the employees. Taking this step, well in advance would have exempted the
family members from paying a single penny for the loss of their loved one.
Moreover, exposing strictness in implementation of the policy would not have
resulted in the loss of the employee. Along with this, the managers implemented
the emergency helpline numbers and the officers, who will be in charge of the
calls, which will come through these numbers.
These steps reflect the immature behavior of the managers towards the
workplace events. This immaturity is against the workplace ethics, setting a bad
example for the employees in terms of their professional development.
Assessment Model Answer_V.01_30.09.2017 SYDEV_Morshed