Goal Mastery

Your life. Your way. Your choice.

 

Code of Conduct

Code of Conduct Policy

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Company Property
Employee Dismissal
Performance Improvement
Performance Management
Privacy
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[row_column]Attachments[/row_column]
[row_column]Nil[/row_column]
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  1. Introduction

All employees at Statewide Autistic Service Inc (SASI) have an obligation to ensure and enhance the reputation of the company through ethical and professional business behaviour at all times.

SASI holds commitment, honesty, integrity and ethics as core values for the business and these are the foundations of conduct for those who work as part of SASI’s team.

Policy purpose: This Code of Conduct Policy summarises the professional standards applicable at SASI. It is to be used as a guide by Managers and employees to set up and maintain systems and procedures that promote ethical and professional conduct.

Policy scope: This Policy applies to all persons including: senior officers; full-time, part-time, casual employees, contractors and volunteers who are engaged to work or volunteer at any SASI locations and at any other location on behalf of SASI. They are collectively referred to as employees or volunteers in this Policy, unless specifically referenced.

Not only are employees expected to comply with this policy but they are also expected to comply with the spirit of this document in their performance and conduct. In the performance of their duties, employees must:

  • Act honestly
  • Exercise due care at all times
  • Act in the interest of the company at all times
  • Avoid conflict of interest
  • Comply with all company policies
  • Treat all employees, customers and those in contact with the business with courtesy and respect
  • Maintain confidentiality at all times

This document describes in detail the expectations, across each of these areas, as applied to all employees.

  1. Conflict of Interest
2.1 Company Expectations

Employees are expected to act in the best interests of SASI at all times. All employees must ensure they are not placed in a position where their duties and interests conflict with those of SASI. They must maintain their independence and not act to benefit, or be improperly influenced by a third party. All employees have a fundamental duty to act honestly and in good faith.

2.2 Potential Conflict of Interest

Conflicts of interest can arise in many forms. Examples may include:

  • Business activity which is in competition with SASI business.
  • Business activity which leverages from SASI business
  • Family members who are engaged in an activity which conflicts with the interests of SASI
  • Situations where an employee may profit from privileged information or knowledge they may become aware of during their employment
  • Activity which relies on access to business information

In all circumstances, employees are encouraged to discuss with their manager, any activity which has the potential to be construed as a conflict of interest. The company will act in a fair and reasonable manner and work with the employee to determine if this potential for a conflict of interest is real, what impact it would have and in determining possible solutions to the situation. It is in all parties’ interests to investigate the situation prior to any conflict of interest occurring.

2.3 Gifts, Benefits and Inducements

Employees may find themselves the recipients of gifts, rewards, incentives, opportunities for entertainment or other benefits from individuals or organisations that work with or seek to gain access to opportunities with SASI. Many of these activities are considered part of ‘doing business’ and are an integral part of relationship building and strengthening of business ties. However, employees should be mindful of accepting any benefit where the acceptance may give an appearance that they may be subject to improper influence.

  1. Confidentiality

During the course of employment, many of SASI employees will have access to, and in some circumstances may develop, information which is confidential, highly sensitive and particularly important to success for SASI. This information is not for disclosure in the public domain or to any third party. SASI places high expectations on the conduct of its employees in relation to all confidential information.

Employees must not, during their employment or after the cessation of employment, reveal to any other person, firm or corporation any confidential information relating to SASI operations or dealings, or any other information concerning the organisation’s business affairs. Employees must not use or attempt to use any confidential information in any manner which may cause direct or indirect injury or loss to SASI. In addition, employees must use their endeavour to prevent the disclosure of any such confidential information by third parties.

Employees must not, other than for the benefit of SASI, use notes or written information for any purpose other than for the benefit of SASI. Any such notes or documents are the property of SASI.

Information must not be removed from SASI premises, except where an employee, as part of their employment, is required to do so and consent has been given by the Chief Executive Officer.

For internal matters such as an issue or dispute resolution process, employees will be expected to keep all discussions strictly confidential. Managers will remind employees of the need for confidentiality to protect the integrity of the issues and disputes resolution process.

  1. Compliance with Company Policy

SASI employees are our greatest asset and thus have the greatest impact on establishing and maintaining the reputation of the organisation. Each employee represents the company every day, including when they attend functions and related activities. SASI has established a policy structure which is readily accessible to all employees and which is designed to provide guidance, education and firm company direction to employees in relation to their employment and conduct whilst employed at SASI.

All employees are expected to have read and where necessary clarified with their manager, all written company policies. In addition, SASI will ensure through training and other communication with employees, that company policies are clearly defined and understood by employees. Managers must enable access to all written policies for any employee at any time. As such, compliance with all written policies is compulsory in all circumstance for every employee at SASI.

Consistent with our requirements for ethical behaviour and compliance with company policy, employees must be prepared to deter any breaches both for themselves and other individuals.

Any breach of company policy must be reported directly to your manager.

  1. Performance of Responsibilities

Employees are provided with a number of documents which detail the extent of their responsibilities at SASI. These documents include contracts of employment, job descriptions and performance plans. In addition, managers are charged with the responsibility of communicating to employees what is expected of them in the performance of their duties for SASI.

All employees are expected to act in accordance with the information about their jobs and to carry out their responsibilities with honesty, diligence and to the best of their abilities to ensure the continued prosperity of SASI. This includes:

  • Dedicating adequate time to the completion of duties
  • Applying suitable care and attention to duties
  • Always performing to the best of their ability in carrying out their responsibilities
  • Following any reasonable directions given by management
  • Not agreeing to make available to any person that is not a member of SASI, any products or services produced by SASI
  • Refraining at all times from criticising SASI, its employees and its products
  • Maintaining the highest level of professional standards when dealing with any matters or clients associated with SASI.
  1. Respect

SASI sets high standards and expectations in the way it employs people and interacts with them while they are an employee of the company. SASI expects honesty and integrity at all times. SASI treats employees with fairness, equality and respect and places this expectation for fairness, equality and respect on those working for the business. Employees are required to treat each other and any other person who has contact or dealings with the company with fairness, respect and courtesy at all times.

  1. Company Assets and Resources

An employee shall not misuse the assets or resources of SASI. All equipment supplied by SASI to employees in carrying out their duties remains the property of SASI.

Assets and resources of SASI can only be used for SASI business and not for personal use or benefit of an employee, except where prior approval has been sought and granted by the employee’s manager.

  1. Intellectual Property

Intellectual Property refers to any product of human intellect that is unique and has some value within the marketplace. Intellectual Property covers copyright, web site content, multimedia, ideas, inventions, literary creations, business models, industry processes, computer program codes registered and unregistered trademarks and other insignia of origin, as well as confidential information, including trade secrets.

8.1 Ownership of Intellectual Property

Except as otherwise agreed in writing by the Chief Executive Officer, or stated in this Policy, SASI asserts legal and beneficial ownership of Intellectual Property:

(a) Created by staff in the course of their employment at SASI
(b) Created by contractors of SASI where:
(i) Generation of the Intellectual Property has required use of SASI resources; or
(ii) Generation of the Intellectual Property has resulted from the use of pre-existing Intellectual Property owned by SASI; or
(iii) The Intellectual Property has been generated as a result of funding provided by or obtained by SASI.

  1. Responsibilities
9.1 Managers

Managers are responsible for:

  1. Informing employees of appropriate standards of behaviour within the workplace
  2. Taking action when inappropriate behaviour comes to their attention (either through their own observation or through reports or complaints by others).
  3. Treating any reports or complaints of unacceptable behaviour seriously and managing them in a confidential, impartial and fair manner, taking into account the principles of procedural fairness.

 

9.2 Employees

Employees are responsible for:

  1. Displaying a positive ‘can do’ attitude and taking responsibility for personal decisions and actions to achieve agreed outcomes
  2. Ensuring that their behaviour is consistent with this Code of Conduct Policy and to take appropriate action when they directly experience or observe behaviour which they consider to be inappropriate.
  3. Understanding the frameworks and processes to perform their duties in a principled way and with a sense of responsibility for the results of their actions.
  4. Asking for more information in order to fulfil their duties if a direction from others is unclear.
  5. Non Compliance and Policy Breaches
  • SASI will monitor employee performance to ensure compliance with all written Policies and Procedures as outlined in Clause 4 of this Policy.
  • Any breach of company policy must be reported directly to your Supervisor.
  • Failure to comply with policies, procedures and instructions is a disciplinary offence and the relevant employees will be subject to an appropriate investigation and where appropriate, counselling through the performance improvement process outlined in the Performance Improvement Policy.
  • Any employee found in breach of SASI’s policies will face appropriate disciplinary action, which may include termination of employment, depending on the severity of the infraction. Please refer to the Employee Dismissal Policy for further information on terminating employment.
  • Approval must be sought from the Chief Executive Officer to dismiss an employee.

If you have any questions or concerns, please discuss these with your manager.
Where to go for more information

  • HR Advisor
  • SASI Management
  • IP Australia is the Australian Government agency responsible for administering patents, trademarks, designs and plant breeder’s rights, ipaustralia.gov.au
  • Australian Privacy Principles 2014 – oaic.gov.au

Legislation
National
Competition and Consumer Act 2010 (Cth) – www.comlaw.gov.au
Copyright Act 1968 (Cth)www.comlaw.com.au
Designs Act 2003 (Cth)www.comlaw.com.au
Patents Acts 1990 (Cth)www.comlaw.com.au
Privacy Act 1988 (Cth)www.comlaw.com.au
Privacy Amendment (Enhancing Privacy Protection) Act 2012 (Cth) – www.comlaw.gov.au
Victoria
Australian Consumer Law and Fair Trading Act 2012 (Vic) www.legislation.vic.gov.au

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[th_column colspan=”2″]STATEWIDE AUTISTIC SERVICES INC ONLY[/th_column]
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[row_column]Document[/row_column]
[row_column]Code of Conduct Policy[/row_column]
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[row_column]Last Date Issued[/row_column]
[row_column]1 June 2016[/row_column]
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[row_column]Next Review Date[/row_column]
[row_column]1 June 2017[/row_column]
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[row_column]Version Number[/row_column]
[row_column]2[/row_column]
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[row_column]Authorised by[/row_column]
[row_column]Teena Ferguson, Executive Manager Corporate Services[/row_column]
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[th_column]Date[/th_column]
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[th_column]Page[/th_column]
[th_column]Details[/th_column]
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[row_column]Version 1[/row_column]
[row_column]1 April 2015[/row_column]
[row_column]All[/row_column]
[row_column]All[/row_column]
[row_column]Original[/row_column]
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[row_column]Version 2[/row_column]
[row_column]1 June 2016[/row_column]
[row_column]Various[/row_column]
[row_column]Various[/row_column]
[row_column]Refer to Executive Summary 01/06/2016[/row_column]
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