TAUONDI COLLEGE Code of Conduct. Web: Version 2 10 th November 2011 E.

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1 TAUONDI COLLEGE Code of Conduct Web:

2 Responsibility for Policy: Executive Director Next review date: June 2012 Reviewed: November 2011 Associated Forms: Relevant Legislation: Equal Opportunity Act 1984 Children s Protection Act 1993 Occupational Health, Safety and Welfare Act 1986 Whistleblowers Protection Act POLICY STATEMENT General Conduct Child Safe Code of Conduct National Criminal History Record Check (NCHRC) Trainer and Assessor Qualifications PROCEDURES Complaints Grievances Conflict Resolution POLICY STATEMENT This Code of Conduct outlines the standards and behaviour which Tauondi Incorporated requires as a condition of employment and which each staff member accepts on entering into a contract of employment. 1.1 General Conduct All employees of Tauondi Incorporated are required to: Comply with all instructions, policies and procedures of Tauondi Incorporated and obey lawful reasonable directions. Carry out their duties in an efficient and competent manner, and maintain specified standards of performance. Exercise proper courtesy, consideration, sensitivity, fairness and equity in their dealings with students and fellow employees. At all times portray a positive and professional image of Tauondi Incorporated, its programs and services, Board and staff including not using language which will offend other staff, students or visitors. Avoid any behaviour that may be interpreted as harassing or discriminatory or is likely to cause stress to any other person. Respect the privacy rights of students and use confidential information only for the purposes for which it was intended. Neither use, nor allow the use of College property, resources, or funds for other than authorised purposes. Incur no liability on the part of the College without proper authorisation.

3 Take care before making any public comments and seek authorisation from the Chairperson or Executive Director before commenting to the media on any issue which is sensitive. This includes ensuring that employees make a clear distinction between their personal views and Tauondi Incorporated policy. Dress appropriately and responsibly for their duties with particular concern for safety. Attend work free from the influence of alcohol or other non-prescription drugs. Not demand, claim or accept any fee, gratuity, commission or benefit from any person or persons other than the College in payment for any matter or thing concerned with their duties and responsibilities, nor accept any gift or favour from any source which could be seen as influencing a business relationship. Not use their position to further either their own interests or the interests of friends or relatives. Avoid real or apparent conflicts of interest and conduct themselves in their private capacities in a manner that will not reflect seriously and/or adversely on Tauondi Incorporated Take reasonable care to protect their own health and safety and physical and mental health and safety of others. Not under any circumstances enter into an intimate or sexual relationship with a student or former student where the potential for exploitation or harm exists including seeking advice from the Executive Director before beginning anything other than a professional relationship. Maintain all qualifications (including registration and annual practising certificates) necessary for the performance of their duties legally and efficiently. See 1.3 for National Criminal History Record Check and 1.4 for Trainer and Assessor qualifications. 1.2 Child Safe Code of Conduct All employees of Tauondi Incorporated are required to: Treat everyone with respect and honesty (this includes staff, volunteers, students, children, young people, parents and caregivers). Remember to be a positive role model to children in all your conduct with them. Set clear boundaries about appropriate behaviour between yourself and the children in your organisation boundaries help everyone to carry out their roles well. Follow organisational policy and guidelines for the safety of children as outlined in your Child Safe Organisations Policy. Always have another adult present or in sight when conducting one to one coaching, instruction etc. Raise any concerns, problems or issues with management as soon as possible. Record and act on complaints of abuse. All employees of Tauondi Incorporated must not:

4 Engage in rough physical games, including horseplay. Develop any special relationships with children that could be seen as favouritism such as the offering of gifts or special treatment. Become involved with things of a personal nature that a child can do for themselves, such as going to the toilet or changing clothes. (drawn from Child Wise, 2004; NSW Commission for Children and Young People, 2006) 1.3 National Criminal History Record Check (NCHRC) 1. All staff, other workplace participants and volunteers within Tauondi Incorporated are required to undergo a National Criminal History Record Check (NCHRC) prior to commencement of employment. 2. Use of an existing NCHRC is accepted, providing it is less than three months old. 3. Individuals about to undertake employment or voluntary work within Tauondi should contact the Finance Office for the paperwork to complete prior to commencement of employment. 4. All existing staff must undertake a current NCHRC every three years. 5. Tauondi Incorporated will bear the cost of the NCHRC. 6. People will be precluded from employment at Tauondi Incorporated, if their NCHRC shows a conviction for murder or sexual assault, or a conviction for any other form of assault which resulted in a prison sentence, or any other offence involving children which resulted in a conviction. 7. In the case of a less serious conviction, Tauondi Incorporated will asses the person s suitability for employment on an individual basis and the following criteria will be used to assess a candidate s suitability for employment. It should be noted that an applicant is not automatically precluded from a job or placement on the basis of having a criminal history record. the relevance of the criminal offence in relation to the job or placement the nature of the offence and the relationship of the offence to the particular job or placement for which the applicant is being considered. for example, persons who have committed offences against children involving harm or exploitation of a child, such as sexual offences or offences involving violence against children, are not suitable where there is contact with children or the likelihood of contact with children; the length of time since the offence took place; whether the person was convicted or found guilty and placed on a bond; whether there is evidence of an extended police record; the number of offences committed which may establish a pattern of behaviour which renders the applicant unsuitable; whether the offence was committed as an adult or a juvenile; the severity of punishment imposed; whether the offence is still a crime, that is, has the offence now been decriminalised;

5 whether there are other factors that may be relevant for consideration. For example, cultural factors or mitigating or extenuating circumstances; ie.provocation, peer group pressure at time of the offence and the circumstances in which the offence was committed or the effect of alcohol; the person s general character since the offence was committed. 8. Refusal to obtain a NCHRC will also preclude a person from employment at Tauondi Incorporated. 9. Staff members and job applicants must disclose a police record or criminal history when seeking employment or promotion into a specified position at Tauondi Incorporated. 10. All position descriptions and associated documents describing work in a specified position must include the following statement: Making a job offer or appointment to a position will be subject to a prior satisfactory National Criminal History Record Check as provided for under the Tauondi NCHRC Policy & Procedures. 11. Due to any delays, a NCHRC may not be completed by the start date of an applicant. In this instance, if you would like the preferred candidate to commence a position prior to receipt of the NCHRC, Tauondi will ask applicants the following question: Do you have a disclosable police record? Where the police check has not been received, a short term (3 month) fixed term contract of employment, a sessional contract of employment or a casual contract of employment may be offered. 12. South Australia Police and the Department for Families and Communities releases information to employers, community groups and other organisations only with the consent of the individual and on the understanding that once released it will be regarded as strictly confidential. 13. Information so released must not be forwarded to any other individual or organisation. 14. Completed NCHRC containing matters relating to criminal convictions, findings of guilt, outstanding charges and other matters are confidential and are to be stored appropriately to ensure security and confidentiality 15. Applicants must provide the original or a Certified Copy of the NCHRC (marked Private and Confidential) to: Finance Manager Tauondi Incorporated PO Box 409 Port Adelaide SA Trainer and Assessor Qualifications All trainers and assessors employed by Tauondi Incorporated are required to: have the necessary training and assessment competencies as determined by the National Quality Council or its successors, and have the relevant vocational competencies at least to the level being delivered or assessed, and demonstrate current industry skills directly relevant to the training/assessment being undertaken, and continue to develop their Vocational Education and Training (VET) knowledge and skills as well as their industry currency and trainer/assessor competence.

6 2. PROCEDURES 2.1 Complaints Staff who become aware of breaches of this code by others should bring their concerns to the attention of the Executive Director who will arrange for an investigation of the breach to be conducted. If necessary management will engage, at its own discretion, suitable and qualified external consultants to investigate the complaint. No staff member will be disadvantaged as a result of taking such action, and as far as possible information will remain confidential. All allegations of whatever nature giving rise to a complaint will, after investigation be referred to the person complained of for them to respond should they so desire. Where a serious breach of this code of conduct is alleged, disciplinary action will be taken against the staff member. 2.2 Grievances Incorporated within these policies and processes is the expectation that staff treat coworkers with respect at all times and behave so as to avoid unreasonable stress to others. Grievances are defined as wrong doing that causes resentment and are grounds for complaint. A complaint as a result of a grievance must be recorded in writing and must be as factual, fair and objective as possible. All complaints will be handled in a discreet manner. Complaints will be handled in accordance with the Complaints Policy. 2.3 Conflict Resolution Conflict between people can be a normal consequence of human interaction, but adult persons are expect to respond appropriately and reasonably when these situations arise. Recurring interpersonal conflict results in lowered staff morale and may impact negatively on the provision of quality services, staff safety and compliance with Tauondi Incorporated policies and procedures. All staff are expected to act appropriately to avoid interpersonal conflict or to promptly refer problems to the Executive Director or their Manager who is responsible for mediating in interpersonal conflict situations. If necessary management will engage specialists to conciliate or mediate disputes or provided counselling to one or all parties. Staff involved in recurring interpersonal conflict may be subject to disciplinary action.

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