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POLICIES AND PROCEDURES OF HIGHLAND MEDIA CO-OP

This document sets out HFM's policy on the responsible management of our volunteer program. The purpose of the policy is to provide a clear statement about the roles and responsibilities of volunteers and our station.

All Volunteers of HFM must hold current financial membership of the Co-Operative. This includes initial membership allocation of 10 paid shares in the Co-Operative to the value of $20. Membership is renewable annually by the 30th June. Renewals are the responsibility of the Membership Manager. Annual Renewal Notices are sent out one month prior to due date by the Membership Manager.

PRINCIPLES OF VOLUNTEERING

Volunteering

• benefits the community and the volunteer,
• is always a matter of choice.
• is an activity that is unpaid and not undertaken for the receipt of salary, pension, government allowance or honorarium.
• is a legitimate way in which citizens can participate in the activities of their community.
• is a vehicle for individuals or groups to address human, environmental and social needs.
• does not replace paid workers nor constitute a threat to the job security of paid workers.
• respects the rights, dignity and culture of others.
• promotes human rights and equality.

The Rights of Volunteers at HFM

You have the right to:

• be treated as a co-worker,
• Suitable assignment with consideration for personal preference, temperament, abilities, education, training and employment,
• know as much about the organisation as possible, its policies, people and programs
• expect clear and open communication from management and staff at all times,
• be given appropriate orientation, introduction and provision of information about new developments,
• sound guidance and direction in the workplace,
• advance notice (where possible) of changes which may affect your work (such as programming changes),
• undertake your volunteer activity without interruption or interference from management, staff or other volunteers,
• a place of work complying with statutory requirements in regard to equal employment, anti-discrimination legislation, the Commonwealth Racial Discrimination Act 1975 and occupational health and safety standards,
• be heard, to feel free to make suggestions and to be given respect for your honest and constructive opinion,
• appropriate insurance cover such as volunteer and public liability insurance,
• appropriate grievance procedures in the event of a dispute and, if necessary, conciliation, mediation or arbitration to assist with resolving the dispute,
• receive written notification and reasons for suspension/release of services,
• have services appropriately assessed and effectively recognised,
• have training provided that will enable participation at the station

The Responsibilities of Volunteers at HFM

You have the responsibility to:

• have a professional attitude towards your voluntary work,
• be prompt, reliable and productive with regard to commitments and agreements made with Highland FM,
• notify the appropriate person if unable to meet commitments,
• accept and abide by station rules,
• understand and adhere to the Codes and maintain familiarity with broadcast laws such as defamation law and the Broadcast Services Act 1992
• not to represent [station name] publicly or commercially unless prior arrangement has been made,
• not to bring into disrepute the operations, management, staff or other volunteers of Highland FM
• treat technical equipment with due care and respect and to notify technical staff of faults and problems,
• undertake to complete a minimum of the basic level of training offered at the station if you are intending to work in any area of programming,
• only use station resources and equipment in carrying out work for Highland FM and not for personal or private purposes,
• ensure that the station has your current contact details,
• respect the racial and religious backgrounds and the sexual preferences of your co-volunteer workers and work to ensure that Highland FM is a safe work place for everyone,
• contribute to the achievement of a safe, tolerant and equitable working environment by avoiding, and assisting in preventing, behavior which is discriminatory.

The Rights and Responsibilities of HFM towards Volunteers

HFM has the right to:

• expect your cooperation in working to uphold and maintain the station's mission statement, the station charter and program policies,
• expect you to be familiar with the laws relating to broadcasting, station policies and procedures,
• expect you to be prompt, reliable and productive with regard to commitments and agreements made with HFM,
• have confidential information respected,
• make a decision, in consultation with you, as to where your services and skills would best be utilized,
• make decisions which may affect your work,
• make programming decisions in accordance with programming policies and procedures,
• develop, implement and enforce rules, policies and procedures for all aspects of station operation,
• develop and maintain all property and residence of the station,
• provide you with feedback to enhance your programming and broadcasting development,
• expect clear and open communication from you at all times,
• suspend or dismiss you in accordance with station policies and procedures due to contravention of station rules.

HFM has the responsibility to:

• provide you with a work environment which embraces the principles of access and equity.
• value the importance of your role within the organization,
• place you in an appropriate, suitable position and environment,
• give you appropriate tasks in accordance with your strengths, abilities, training and experience,
• provide you with training so that you can expand your expertise and abilities,
• acknowledge your contribution to the station and provide you with the appropriate recognition and/or rewards,
• ensure staff have the appropriate skills required to work with you,
• provide adequate opportunities for formal and informal constructive feedback,
• provide you with information regarding any activities or changes at the station which may affect your work,
• consult with you (where possible and practicable) on issues that may affect your work,
• ensure that all station democratic processes are adhered to and that you are consulted in major decision-making processes,
• ensure that you are aware of station democratic processes and are encouraged to participate in them.

EQUALITY AND DIVERSITY POLICY

Company Values

Highland Media Co-Operative Limited (“HFM”) values are integral to everything that we do, and underpin our commitment to equality and diversity in all workplace practices

• We lead the way
• We do what's right
• We care for each other
• We take responsibility

Our Commitment

It is HFM policy that all volunteers be afforded

• Equal and fair opportunities in recruitment, terms and conditions, development, promotions, and termination of membership; and
• A fair and safe working environment

HFM will ensure that no person or group of people will be treated less favourably than another on discriminatory grounds and that all decisions will be based on merit. Volunteers are to be treated according to their skills, qualifications, competencies and potential.

HFM recognises that laws exist that govern workplace equality and diversity and is committed to complying with them.

Diversity

As a Voluntary organisation our workforce comprises individuals from a wide range of backgrounds. HFM is an inclusive organisation; we champion respect, acceptance and appreciation for all volunteers. Diversity is integral to our culture and how we conduct our business. It is evident in who we are, our Sponsors, Associates and the community which we service. Individual and group minority differences are celebrated and encouraged at all levels. We recognise the innovative and effective management of a diverse voluntary workforce will directly impact our success as a Community Service Provider.

Equality

HFM aims to ensure the workplace is free from all forms discrimination, hostility, harassment and bullying. At no time do we condone discriminatory behaviour that is based on individual or group attributes such as gender, sexual preference, transgender status, marital status, disability, religion, culture, racial origins, political preference, trade unionism, pregnancy or age. Throughout the volunteer relationship, HFM undertakes to conduct regular training on equality in the workplace. Systems and processes are being put in place, to assist in managing the complaints and investigations process, so that all volunteers may feel confident their concerns are dealt with in a confidential, professional and objective manner. If a volunteer reports harassment, HFM will undertake a prompt investigation appropriate to the circumstances. Anyone who reports incidents in good faith which are believed to be violations of this policy, or who is involved in the investigation of harassment, will not be subject to reprisal or retaliation

 HARASSMENT, DISCRIMINATION & BULLYING POLICY

Aspirational Principles.

HFM is committed to an environment that values the diverse nature of its membership.

Harassment, discrimination and bullying can have a serious affect on individuals, their family and friends. It can take many forms, and may be directed because of ethnicity, age, sexual orientation, physical or mental disability, religion or other similar beliefs, family, carer responsibilities, marital or some other personal characteristics.

Members who are subject to harassment, discrimination or bullying can suffer from feelings of fear, stress, anxiety and loss of confidence/self esteem.

It can affect their work, family and personal life and their physical and mental health.

Consequences for the membership of HFM and also the organization can include:

• Poor Performance
• Ill health and absenteeism
• People leaving the organization
• Complaints to courts and tribunals, resulting in financial costs and damage to HFM's reputation.

Members can be reluctant to make complaints as they may feel vulnerable and isolated. They may be fearful of ridicule, reprisals and of simply not being believed or being taken seriously. Furthermore there are fears about effects of making a complaint on their career or professional reputations.

Consequently, members who are being harassed, discriminated against or bullied do not complain. They will suffer in silence and put up with the situation or leave the organization.

The reasons for the HBD Policy are:

• To give clear commitment that HFM will not tolerate harassment, discrimination or bullying, and to assist in creating a working and volunteer environment where this is known and understood by the membership.
• To give advice and guidance on how such situations should be dealt with.
• To give the membership confidence to deal with situations that arise, and find the best solution and outcomes for themselves either formally or informally.

SCOPE

The HBD policy is applicable to all members of HFM, 'Friends of HFM', visitors, contractors, sub-contractors, service providers and any other persons associated with the functions of HFM.

AIMS OF THE POLICY

HFM is committed to promoting equality of opportunity and valuing diversity. A key aspect of this commitment is to ensure that we have an environment where individuals are able to fulfill their personal potential. An essential part of this is ensuring that the environment is free from any forms of harassment, discrimination or bullying.

HFM will not tolerate harassment, discrimination or bullying, and the aims of this policy are:

• To explicitly state that such behaviour is unacceptable and is unlawful;
• To outline the consequences of such behaviour if allegations are proven;
• To confirm that the policy applies to the Management/Board and Members alike;
• To ensure that all members of HFM understand their responsibilities, and that they should not behave towards others in ways that could be perceived as harassment, bullying or discrimination.
• To make a commitment that complaints be taken seriously, and will be dealt with sensitively, swiftly and fairly, and will take into account as far as possible the wishes of the complainant;
• To develop a working environment in which harassment, discrimination and bullying are known to be not acceptable and where individuals who have made a complaint in good faith feel confident they will be treated fairly without fear of ridicule or reprisal.

The HDB policy applies to all instances of harassment, discrimination and bullying which occur in or on HFM owned or managed premises or in such places and on such occasions as such behaviour may be reasonably deemed to harm the reputation of HFM or its relationship with the local community.

Allegations of harassment, discrimination or bullying will be taken very seriously, and if proven, may lead to disciplinary action up to and including dismissal as a Presenter or Membership rescinded.

DEFINITIONS - sourced from current employment legislation and advisory bodies.

• Harassment - unwanted conduct which may create the effect (intentionally or unintentionally) of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment which interferes with an individual's learning, working or social environment or induces stress, anxiety or sickness on the part of the harassed person.
• Discrimination - takes place when an individual or a group of people is treated less favourably than others because of factors unrelated to their merit, ability or potential
• Direct Discrimination - occurs when factors unrelated to merit, ability or potential of a person or group are used as an explicit reason for discriminating against them.
• Indirect Discrimination - occurs when there are rules, regulations or procedures in place that have a discriminatory effect on certain groups of people.
• Bullying - can be defined as persistent actions, criticism or personal abuse, either in public or private, which humiliates, denigrates, undermines, intimidates or injures the recipient.
• Victimization - is punishing or treating an individual unfairly because they have made a complaint, or are believed to have made a complaint. It is unlawful, as is post employment victimization.

LEGAL FRAMEWORK

As a community voluntary organization and Registered Radio Station License Holder, there are various legal obligations placed upon HFM to provide a working and social environment that is free from Harassment, Discrimination and Bullying.

Examples of legislation included but are not limited to:

• Sex Discrimination Act, 1984 (Cth)
• Disability Discrimination Act, 1992 (Cth)
• Workplace Relations Act, 1996 (Cth)
• Equal Opportunity for Women in the Workplace Act, 1999
• Equal Opportunity for Women in the Workplace Amendment Bill 1999
• Human Rights and Equality Opportunity Commission Act, 1986 (Cth)
• Sex Discrimination Amendment Bill, 1995 (Cth)
• Racial and Religious Tolerance Act 2001
• Racial Hatred Act, 1995 (Cth)
• Whistleblowers Protection Act, 2001

These statutes give definitions of discrimination and make discrimination unlawful on the grounds of gender, marital status, gender reassignment, status, racial grounds, disability, religion or belief and sexual orientation.

Whilst there is no specific legal definition of bullying, it is viewed to be a form of harassment. Case law has given legal precedents with regard to bullying.

Legislation also gives individual rights against discrimination or unfair treatment with regard to a range of other reasons, including:

• Membership or non-membership of a trade union provision
• Relating to maternity, parental or adoption responsibilities
• Family and caring responsibilities
• "Whistle-blowing"
• Part-time work
• Equal opportunity and diversity
• Health and safety

CONFIDENTIALITY

HFM will protect the confidentiality of any individual member and will safeguard any information disclosed voluntarily within the regulations set by the Privacy and Personal Information Protection Act 1998 (NSW).

FREEDOM OF EXPRESSION

Whilst it is recognized that HFM must provide for freedom of expression, it is essential that an environment is maintained which is not intimidating. Radio discourse requires the communication of the views and/or beliefs of others and therefore, it is important that distance from views which are likely to cause offence or be discriminatory should comply with HFM Policy and CBAA Policy.

ROLES AND RESPONSIBILITIES

The Board Members, he Secretary and Managers are committed to ensuring that the policy of HFM is robustly implemented and also regularly monitored and reviewed. Members and Board equally play an integral role in working, learning and living by these values.

The Board is responsible for ensuring that:

• Strategic objectives and the HDB Policy are all effectively implemented and mainstreamed
• All members, visitors and contractors are aware of their roles and responsibilities in relation to this policy and that suitable training is provided to carry out these responsibilities
• Appropriate action is taken against those individuals who do not act in accordance with this policy
• HFM complies with all legislative requirements
• Relevant procedures and policies are implemented and maintained
• Promote an environment that values diversity, promotes inclusion and is committed to ensuring equality of opportunity for all members, visitors, service users, partners and stakeholders.
• Development and implementation of the Equality and Diversity Strategy and Plan in accordance with relevant legislation
• Ensuring that effective consultation and involvement occurs with key stakeholders with respect to all relevant strategies, policies, practices and procedures
• Provision of an effective data monitoring, analysis and publishing process that supports the equality and diversity agenda.
• Provision of advice, support and guidance to managers, members and related partners regarding equality and diversity matters
• Design and delivery of training initiatives to support the promotion and implementation of the equality and diversity agenda.
• Support the development and training functions of HFM in the context of equality and diversity requirements and develop activities for members related to equality and diversity.

Members are responsible for:

• Adopting, implementing and complying with this policy
• Attending training, if requested, and challenging unacceptable behaviour
• Reporting any incidents of concern including specific matters, in relation to Harassment, Discrimination and Bullying.

All contractors, sub-contractors and service providers are responsible for complying with this policy and all other legislative requirements as required by HFM.

MONITORING

The monitoring process is an important way of determining whether measures taken by HFM to combat harassment, discrimination and bullying are effective and forms an important part in ensuring that equality and diversity is a reality within HFM. Information is to be gathered sensitively with appropriately worded questions, and confidentiality will be ensured. HFM will make plain the purpose of the monitoring and use the information gathered to create positive change. REVIEW

The effectiveness of this policy will be reviewed annually prior to the AGM and will be presented to the membership for their consideration. The policy will be amended from time to time as changes in legislation occur.

COMPLAINTS

Any cases of Harassment, Discrimination and Bullying will be taken very seriously by the HFM Board and will be treated as grounds for disciplinary action.

Members who believe they have not been fairly treated and in accordance with this policy, should raise issues with the Human Resources Representative on the Board of HFM in the first instance. If the situation is not resolved satisfactorily, then they should follow HFM's Grievance and Dispute Resolution Policy.

Presenters, who believe they have not been treated fairly and in accordance with this policy, should raise issues with the Management Representative of the Board in the first instance. If the situation is not resolved satisfactorily then they should follow HFM's Grievance and Dispute Resolution Policy.

Any Visitor, 'Friend of HFM', contractor or service provider who believe that they have not been treated fairly and in accordance with this policy, should be directed to raise the issues with the Management Representative of the Board in the first instance. If the situation is not resolved satisfactorily then they should follow HFM's Grievance and Dispute Resolution Policy,

If the complaint is found to be malicious or mischievous, it may provide grounds for disciplinary action against the complainant.

Further guidance regarding complaints of discrimination and victimization can be found in the HFM Equality and Diversity Policy.

Policy Guidance - Separate policy guidance documents are available for members

List of Associated Documents

• HDB Guidance Documents
• Equality and Diversity Policy
• Volunteering Policy
• Grievance and Dispute Resolution Policy

CONTACT DETAILS

Details of who to contact are available at the station.

 GRIEVANCE AND DISPUTE RESOLUTION POLICY

PROCEDURES FOR DISCIPLINARY ACTION AND DISMISSAL OF VOLUNTEERS

PURPOSE

This document outlines a policy and procedure for disciplinary measures and dismissal, and is taken in part from the Community Radio Broadcasting Code of Practice handbook. It aims to provide a clear and fair structure that is understandable to both management and volunteers of Highland Media Co-Operative and Highland FM 107.1.

The policy includes an appeals mechanism to ensure a 'right of reply' to a volunteer who has been disciplined. This is further complimented by Highland FM 107.1 grievance and dispute resolution policy and procedure, which may be used in a situation where a volunteer believes they have not been fairly heard or that the Procedures for Disciplinary Action and Dismissal of Volunteers has not been adequately followed.

This document does not include the procedure for expulsion of a member from the association, which is laid out in the Constitution of Highland Media Co-Operative.

The procedure for disciplinary action is a three-step process which includes:

• First formal notice in writing
• Second formal notice in writing
• Notice to the volunteer of dismissal from duties.

1. For issues that are considered minor a conversation with a volunteer may be appropriate, this will not be part of the formal disciplinary action, although it may be referred to in later action. It is however recommended that a written 'Record of Discussion' be prepared and signed by the representative from Highland FM 107.1.

2. Written notice will include details of the issue and, where feasible, evidence, in a case where the disciplinary measure has been instigated by a complaint; it may be appropriate to include a copy (with identification removed) or extract of this complain. It should also be signed by both parties, if the party being disciplined refuses to sign, this should be noted, and a reason stated.

3. Further disciplinary actions, such as a suspension of volunteer duties for a period of time, may also be appropriate. In such cases these actions will be included with the formal notice in writing.

4. Every effort will be taken to ensure that notice of a disciplinary measure, whether formal or informal, will be given at an appropriate time, eg. Not immediately prior to or during a broadcast.

5. Note of a disciplinary measure will be given by a designated Board Member.

6. Volunteers will be provided an appeal against the action. This may take the form of a meeting with the Board, or a representation in person and/or in writing to the Board.

7. The Volunteer may bring a representative to any such meeting.

8. Should an appeal result in a charge of the disciplinary action, or removal of it, this will be confirmed in writing to the volunteer within 1 week (7 days).

GRIEVANCE AND DISPUTE RESOLUTION POLICY

PROCEDURES FOR DISCIPLINARY ACTION AND DISMISSAL OF VOLUNTEERS

9. Conduct which may lead to disciplinary action includes, but is not limited to:

• Poor timekeeping or unreliability
• Not following pre existing station rules and policies, including programming policies and program briefs.
• Engaging in acts or broadcasts which may breach the Codes.
• Engaging in broadcasts which may breach other related legislating such as the Broadcasting Services Act 1992 (which provides sponsorship provisions), copyright or defamation laws.
• Inappropriate handling or use of station equipment or property
• Rudeness or hostility towards other volunteers or staff members
• Intoxication through alcohol or other substances during broadcasting hours.
• Publicly bring Highland FM 107.1 into disrepute.

10. Some conduct may be tantamount to 'gross misconduct' in this instance a volunteer may be dismissed without prior warning.

11. Conduct which may be classed as gross misconduct may include, but is not limited to:

• Verbal or physical harassment of any other volunteer, employee, member or guest of Highland FM 107.1, particularly inrespect of race, sex or religion.
• Willful damage to or theft of property belonging to Highland FM 107.1, or other volunteer, employee, member or guest of Highland FM 107.1.
• Falsifications of any of the organisation records for personal gain
• Commercial misrepresentation of Highland FM 107.1

12. In a case of a volunteer being dismissed without prior warnings the volunteer will be provided an appeal as outlined in point 7.

Highland FM 107.1 is owned and operated by Highland Media Co-Operative Ltd. The Broadcasting License was granted in 1978 following the intense efforts of a band of volunteers to obtain a ‘local voice’ for the Southern Highland’s Community. Highland FM 107.1 is now on air 24 hours per day, 7 days a week, thanks to these early efforts.

All members of the Co-Operative must hold a minimum of ten (10) share to the value of $20 au, and must maintain continuous active membership of the Co-Operative.

Highland Media Co-Operative has a Board of seven Directors, (hereinafter called ‘the Board’) elected for a period of two years, (i.e. for and three vacancies are filled on alternate years) Sub-committees are appointed as required, reporting to the Board, which meets monthly.

There are approximately 50 members, of which approx. 20 are presenters. Everyone connected with the station is a volunteer.

The primary goal of Highland Media Co-operative and Highland FM 107.1, is to provide a viable alternative to commercial radio station to the community of the Southern Highlands, and to shape the programming to meet the listening needs of all demographics and strive for a standard of excellence in the presentation of Programs. Additionally an important part of the goal is provision of an allocation of time for local groups via access programs and through local community new and information segments. We recognize as part of our goal that ‘the community’ is an important stakeholder.

An example is the regular inclusion of ‘Community Noticeboard’ segments, where community organizations are invited to send in their not-for-profit announcements and they are produced and ‘put to air’.

Regular ‘on air’ interviews with the Wingecarribee Council Mayor, local politicians and newsmakers from around the district, and discussions with representatives of Public Services Sector, such as Police, Fire, SES and utility service providers are encouraged.

Weekly programmes include ethnic language, reading for the print handicapped, religious programmes as well as theatre and concert news.

Music on Highland FM 107.1 reflects the entire spectrum, including classical, country, old time, easy listening, jazz, rock and popular music.

Overnight cross is to the BBC World Service, and is popular to the listening pubic.

Live programs go to air approximately 16 hours per day.

Other aspects of Highland FM 107.1 activities include regular participation and representation at local events such as fairs, markets and special events, and have included Moss Vale Show, Burrawang Easter Fair and Bowral Tulip Time. These events sometimes include ‘outside broadcasting’ feeds to the studio, which are put to air.

Visits to the Studio by local school children are organized from local schools, in addition work experience is also provided. Highland FM 107.1 also award prizes for media studies at local schools and a Bursary is awarded annually.

Highland FM 107.1 is funded through annual active membership fees, ethnic and community grants, Wingecarribee Shire Grants, sponsorship, donations and station fundraising efforts. Highland Media Co-Operative P.O. Box 214 Bowral NSW 2576 Tel. 4872 1119 Fax. 4872 1118 Email: management.hfm@exemail.com.au 2

Upon joining the Co-Operative, new members who wish to become presenters, sign an undertaking to abide by the rules, guidelines, responsibilities and standards of behaviour as set out in Co-Operative Policy Documents.

Training of new presenters is undertaken by Board nominated members, this incorporates an appraisal in technical/panel competency, program production and vocal skills. Presenters who have difficulty with quality presentation are re-trained, so as to maintain a high standard of quality production.

All programs are audio logged, member suggestions are incorporated through the ‘Think Tank’ Forum and participation is encouraged by members in the monthly newsletter ‘Airwaves’.

Highland FM 107.1 has a dedicated ‘listener comment line’. Listeners are regularly encouraged through ‘promos’ to phone in and leave their opinions, feedback – this is an excellent guide to listener opinion, which the Management/Board implement/incorporate wherever possible.

Annexures to Highland FM 107.1 Procedure Manual.

1. Gate Instructions – Issued March 2009

Operational Requirements for gates constructed across Radio Road:

These gates are fitted with several locks, to enable various authorities entrance, Highland FM 107.1 has a lock marked ‘2WKT’.

Over Weekends and designated School Holidays the First Presenter of the day is to unlock the gates, and after passing through, loop the lock and chain around the gate to give the appearance that the gate is locked. Each presenter is then required to enter the gateway, and loop the chain in the same manner. The Last Presenter of the day, is required to secure the chain and lock on departure.

 PROCEDURES MANUAL

FOR USE BY 107.1 HIGHLAND - FM PRESENTERS

SPECIAL NOTICE:

FIRE EXTINGUISHERS LOCATED OUTSIDE STUDIO 1 AND IN AUDITORIUM

 CONTENTS OF PROCEDURES MANUAL

Procedures Manual: Highland - FM 107.1

Guidelines for Presenters

1. FIRST PRESENTER IN THE MORNING: OPENING THE STUDIO

• Unlock front door: latch and a deadlock. One key unlocks both.
• Unlock door opposite production studio.
• De-activate alarm within about 40 seconds. (Chairman / Station Management will supply code)
• Sign on in Attendance Book on front desk, and check Day book (alongside)
• Unlock door to fax-room / outer office
• Enter studio and remove security bars from equipment, and open curtains
• Collect and review faxed weather reports, funeral notices etc. and ‘Jocks Journal’
• Prepare (turn ‘on’) relevant equipment.
• Programme promo "Open of Station"

2. PUTTING MACQUARIE NEWS TO AIR

• Cue and put on music to time out to the hour / half hour
• Programme Promo 4 Red Mini Disc or Raduga
• Unlock cue button on left of panel, and listen to Macquarie on cue
• Press top news button on left of panel (see illustration)
• On 6th pip, play promo.
• Fade your music and press ON button (HILS 1 )
• Have the Weather promo ready for when you stop the news. Read Weather (Illawarra / Southern Highlands) and return to your programme

3. CLOSING STATION: (LAST PRESENTER OF THE DAY)

• Play "Closing the Station" promo.
• Switch to B.B.C. at commencement of this programme, or ensure that Raduga is set to operate as programmed (as instructed by management)
• Turn off all machines except computers and B.B.C.
• Draw curtains.
• Attach security bars to equipment.
• Check fax machine has sufficient paper.
• Switch OFF lights.
• Lock door opposite On-Air studio.
• Lock door from entry vestibule to office.
• Sign off in attendance book.
• Check Production Studio lights/fans heaters are off and door locked.
• Set alarm...YOU MUST LEAVE WITHIN 60 SECONDS.
• Lock door outside Production Studio.
• Turn off all lights.
• Press timed verandah light
• Deadlock front door" and CHECK it.

4. RECEIVING TELEPHONE CALLS

5. PUTTING LIVE TELEPHONE CALLS TO AIR (When authorised by Management)

• Check box switch is on Studio 1
• Ask caller to dial Comments Line Number.
• Visual / Audio ringer will activate
• Place telephone on CUE
• Slide telephone level to midway, and advise caller exactly when put to air, then press ON.

6. WHEN UNABLE TO PRESENT YOUR PROGRAMME

7. STUDIO 2

• Book the time and day you wish to use Studio 2 on the Time Sheet located on the Notice Board in passage between studios. If you make a booking and find it is not required, please arrange to have it cancelled. Failure to do so means other presenters cannot use that time slot.
• Switch on power (power point on wall on left when entering).
• Panel is identical to the one in On-Air Studio.
• To record, use Mini-disc player marked RECORDER on Right hand side, or computer using ‘Acoustica’.
• Check levels i.e. music and / or Mic level before recording.
• Before leaving, Switch OFF all heaters and fans, and power switch on wall
• Ensure back door is closed and fly screen door is KEY locked
• Last presenter to lock at the end of the day.

8. ATTENDANCE BOOK / DAY BOOK

9. MINORS / GUESTS

10. ON -AIR PROTOCOL

11. ON-AIR INTERVIEWS

12. TIME, TEMPERATURE AND PROMOS

13. WEATHER REPORT

14. SPONSORS

15. KITCHEN

16. GARBAGE BIN

This is a large receptacle placed in the side area on the verandah opposite the entrance to the Radio Station. It is for the Station's use exclusively and NOT for personal rubbish.

17. SMOKING & ALCOHOL

18. FIRST AID KIT

This is located in outer office within easy access. If you deplete any supplies, please leave a message in the Day Book.

19. TOILET KEY

20. SUPPLIES

The grey steel cupboard in the outer office contains fax rolls, toilet paper and light globes.

21. PERSONAL TELEPHONE CALLS IN STUDIOS

Personal calls are not permitted unless in an emergency.

22. MONTHLY 107.1 HIGHLAND – FM NEWSLETTER - “AIRWAVES”

23. DAY DIARY / DAY BOOK

(See No.8) Any incidents, breakdowns or equipment failures are to be noted here, in addition to the special Tech Report book in Studio 1. Technicians carry out regular maintenance and repairs. Emergency situations are to be reported to the Station Management immediately, and appropriate action will be taken.

24. NOTICE BOARDS / NOTICES

25. SUGGESTIONS

A box is available on front desk for any useful ideas, and we encourage participation.

26. HEADPHONES

Presenters must wear headphones while broadcasting. The Importance of this is made clear during training.

27. THINK TANKS

28. SURVEILLANCE

Video surveillance cameras are in operation at the Studios and are reviewed regularly for presenter and contents security.

29. MEMBERSHIP FEES

All Membership Fees are due by June 30th annually. Failure to pay fees by due date may result in Presenter’s suspension from broadcasting.

30. NEW PRESENTERS

After payment of the Highland Media Co-op. Membership, the Member can be trained by a person nominated by the Board, and reviewed at intervals. An On-Air time slot will then be offered when one is available.

When ready to go to air, the Presenter’s / Members Agreement must be signed and a programme information document, stating the type of Programme preferred, furnished.

31. TRANSMISSION / TRANSMITTER

32. ALARM

Visitors need to press the button at the front door. The blue light will flash in the studio, giving the presenter time to identify the person wishing entry. If not known to him / her, Presenters need to assure themselves of the validity of the person and purpose of the visit, before allowing entry.

33. PROTOCOL FOR ENTERING ON-AIR STUDIO

34. RECORD LIBRARY

RADIO TIPS By Brian Howard

(Courtesy Independent Country Music Bulletin)

HOW TO USE THE MINI DISK SYSTEM

Here's how to master the MiniDisk System in one, easy lesson!

GETTING STARTED

PROGRAMMING THE PROMOS TO BE PLAYED.

PLAYING YOUR PROMOS

WHY DOESN'T EVERYONE LISTEN TO COMMUNITY RADIO?

* Compiled from information provided by CBAA, AFTRA, 2RRR, 2RDJ, 2MCE, 5UV and professionals in the radio broadcasting industry.

Apart form personal tastes in music, there are a number of "turn-offs” which apply to community radio.

1. Presenters are too amateurish.
2. Too many "Ums" and "Ahs".
3. Can't understand the presenter.
4. Boring.
5. Programme not relevant to my interests.
6. Presenters are too self-indulgent / have too high an opinion of themselves.
7. Too many "air gaps" (dead air).
8. Presenters are not entertaining / interesting.
9. Material presented is not relevant
10. Material presented is out-of date / stale.
11. Program not relevant to the community / target listener.
12. Programs are too diverse - no continuity.
13. Too many people talking at the same time.
14. Interviewer interjects too often.
15. Levels are not correct - voice over music is not balanced
16. Quality of transmission is poor / can't receive signal clearly

REMEDIES / CURES & FIXES.

1.  Record your broadcasts off air - listen to them about a week later preferably before you go on air again).
2.  Look for obvious areas to improve. RSVP (Rhythm, Speed- Volume, Pitch)
3.  Set a goal to improve on one item each time you go on air.
4.  Wear headsets and monitor your programme "off air".
5.  Remember - Dead Air is a wasted opportunity
6.  Watch your levels at all times - particularly when you change what is going to air and especially during interviews.
7.  Warm up your voice before going on air - enunciate clearly.
8.  Have a format for your programme - regular items at regular times.
9.  Don't publicise commercial ventures unless it is relevant to your program; we don't receive any sponsorship from these organizations.
10.  Under no circumstances promote a business - even a local business unless: (a) They have signed as a sponsor. (b) You have a contra deal that has        been registered with management.
11.  When interviewing - while the other person is speaking, don‟t interject or even make any sound - unless it is to ask a question, or to terminate the             interview. With a live interviewee - nod (or shake) your head from time to time to signify that you are paying attention. LISTEN TO WHAT THEY SAY!
12. Know when to stop talking - don't jibber on about, irrelevancies.
13.  Use analogue time (e.g.” ten past six”, “… twenty minutes to seven”) and to the nearest minute - approximate time - we don‟t have a time standard.
14.  Decimals in temperature calls are a delusion - go to the nearest whole number.
15.  No one cares what the inside temperature at the studio is - forget it!
16.  Visualise your listener sitting on the opposite side of the microphone to you. Converse with them, involve them – never speak down to them or up to           them.
17.  Never indulge in jokes or side comments that exclude the listener.
18.  If there is more than one person involved in the discussion, don‟t speak over one-another - take turns - have someone in control. Your listener isn‟t        usually interested in squabbles for air space. (On-air debates are something else and need skill)
19. Don't have a conversation on air where the other party is off mike or talk to them off air.
20. Give preference to local activities.
21. Cross promote other programmes on your station. Learn a little about the programme before yours, and a lot about the one after. Cross-   promote            with programmes that have a similar target listener to yours at other times during the week.
22. Inform, entertain and add value. Broadcast only material that is relevant to your listener and is not “stale news”
23. Have your major Focus on local issues and local community groups. and personalities.
24. Weather Forecasts: Don't tell people the obvious: they know what it is like outside - tell them what is expected to happen - alert them to pending                 storms or changes.
25. Be constantly aware of what is happening in the world around you. Link what's happening with your listener.
26. Deliver what you promise. If you promise a music track play it. If you promise an interview, give it - OR APOLOGISE and give a valid reason before you     sign off. A Good Motto: "DO AS YOU SAY".
27. Newspapers are not written to be read out on air. Their articles need to be edited - often re-written for radio.
28. Be prepared. If you are doing a I hour show, spend 1 to 1½ hours preparing for it
29. Have a professional approach. You are using valuable assets, don't squander them.
30. Have Fun - Enjoy - or give up and let someone else have a go!

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1. To strive to provide a professional standard broadcasting service, and to supplement and complement the existing radio service in the Wingecarribee Shire and surrounding areas

2. To provide this service through an independent Non-profit radio station owned and operated by the Co-operative.

3. To entertain and inform the local community and enable persons representing a wide range of community interests and concerns to broadcast to the people of Wingecarribee Shire, predominantly matters of special interest or relevance to people in this area.

4. To be the voice of the community that enables the community to talk to the community. 5. To provide training for volunteer members of the community as presenters and in other aspects of radio broadcasting.

5. To provide training for volunteer members of the community as presenters and in other aspects of radio broadcasting.

Revised: 24th June 2009