Staff Code of Conduct
Document Type
Human Resources Policy
Administering Entity
President
Latest Amendment
/Approval Date
October 2021
Approval Authority
Institute Board
Indicative time of Review
Sextennially (October 2027)
Responsibility for review
Campion Executive Committee
DOCUMENT ID: HRPOL014
VERSION: 5
CUSTODIAN: Director of Operations
AUTHORISED BY: President
Related document:
• Anti-discrimination, Anti-bullying & EEO
Policy & Procedures HRPOL002
• Alcohol and Drug Policy SSAPOL024CCA
• Staff Misconduct and Serious Misconduct
Procedures HRPOL016
• Workplace Health & Safety Policy &
Procedures HRPOL008
• Privacy Policy HRPOL022
• Performance Review and Appraisal
Process HRPOL010
• Internet, email and computer use policy
HRPOL004
• Procedure for Establishing a Human
Research Ethics Committee-Guidelines
ACDPOL037
• Privacy Policy HRPOL022
• Staff Whistleblowing Policy MGTPOL024
1.
Purpose
The Campion College Staff Code of Conduct sets out the expectations of staff and affiliates with
respect to their professional and personal conduct.
2.
Definitions
Affiliates means an adjunct, honorary, and visiting appointees; a consultant or contractor to the
College; a member of any College Committee; and any other person appointed or engaged by the
College to perform duties or functions on its behalf, including in a voluntary capacity.
Conflict of interest means an interest, involvement or information which may influence or be perceived
to influence a person’s ability to make objective recommendations or decisions in investigating an
issue of misconduct.
Sexual harassment means conduct with a sexual component which is unwelcome, unsolicited and
unreciprocated. Conduct with a sexual component includes physical, visual, verbal and non-verbal
behaviour. It includes, but is not limited to: leering; obscene sexual communication in any media
including social networks; stalking; unwelcome invitations, telephone calls or emails; sending sexually
explicit emails or text messages; using sexually suggestive language in any form of communication;
CCA Staff Code of Conduct HRPOL014 v5
Page
1 of
7
distributing sexually suggestive materials through any means or media; touching another individual in
a way that offends, intimidates, embarrasses or humiliates.
Staff means an employee of the College, including casual employees.
3.
Scope
This policy applies to all staff and affiliates of the College.
4.
Principles
All members of staff of the Campion College are expected to perform their duties with efficiency,
fairness, impartiality, integrity, collegiality, honesty and compassion.
Staff members shall perform any duties associated with their positions to the best of their ability and
consistent with the objects of the College including, without limitation, the object of conducting an
institution of Catholic inspiration faithful to the teaching authority of the Catholic Church in
consonance with the Apostolic Constitution
Ex Corde Ecclesiae.
5.
Policy
5.1 Respect for the Law and College Governance
All staff and affiliates are required to observe and comply with the statutes, rules and policies of the
College. This Code stands beside and does not exclude or replace the rights and obligations of the
College‘s officers and employees under general statutory or common law.
5.2
Discrimination, Bullying, and Harassment
All members of the College are entitled to be treated with respect and given equal opportunities
regardless of personal, racial, social or cultural characteristics. They should also experience a safe work
and study environment free from unjust discrimination, bullying, or vilification.
All staff and affiliates must take all necessary steps to ensure that classrooms and other workspaces
are free from any form of assault and harassment, including any singular or continuous/systematic act
of unwanted and annoying actions of one party or a group, including physical or mental threats or
demands and intimidation.
Campion College will investigate all complaints within its relevant policies and in accordance with the
anti-discrimination and other applicable laws. In doing so, staff must at all times respect the right to
confidentiality and privacy of students and other staff.
5.3 Personal and Professional Behaviour
Work Health and Safety
As part of the College’s responsibility to provide a safe and healthy workplace, staff also have a direct
responsibility for their own health and safety while at work, and for the health and safety of staff and
others.
5.4
Personal and Professional Behaviour
In the performance of their duties, staff and affiliates should:
•
strive to keep up to date with advances and changes in the body of knowledge and the
professional and ethical standards relevant to their area of expertise;
•
comply with any relevant legislative, industrial or administrative requirements;
•
maintain adequate documentation to support any decisions made;
•
act fairly and reasonably and treat members of the public, students and other staff with respect,
courtesy and sensitivity;
•
respect the legal rights of all staff, affiliates, and students;
CCA Staff Code of Conduct HRPOL014 v5
Page
2 of
7
•
maintain a co-operative, collegial, and collaborative approach towards working relationships;
•
avoid waste and extravagance in the use of College resources;
•
conform with the principles of environmental responsibility;
•
not take or seek to take improper advantage of any official information gained in the course of
employment; and
•
not allow personal political views/affiliations or other personal interests to influence the
performance of their duties or exercise of responsibilities.
When faced with a difficulty in having to implement a policy or directive which is at variance with the
staff member's own view, staff should discuss the matter with an appropriate senior staff member,
depending on the nature of the matter, to resolve the issue.
5.5 Conflicts Of Interest
A conflict of interest arises when a private interest conflicts with one’s duty as College staff or affiliate.
Such conflicts can influence decisions unfairly. Staff and affiliates in that situation are required to notify
their supervisor or an appropriate senior member of staff of the existence of an actual or potential
conflict of interest.
Staff should avoid any financial or other interest or undertaking that could directly or indirectly
compromise the performance of their duties. Conflicts of interest should be assessed in terms of the
likelihood that staff members possessing a particular interest could be influenced, or might appear to
be influenced, in the performance of their duties on a particular matter.
Conflicts may arise in the following areas:
• Financial interests— where, for example, a staff member who has a financial interest in a
company is in a position to influence contracts for business between that company and the
College.
• Professional and business interests—where a professional affiliation with another institution
from which a staff member receives benefits of any sort, may influence one’s judgement in
achieving the best outcomes for the College.
• Personal relationships—where a conflict emerges between a staff member’s personal
relationships and their responsibilities to the College. For example, staff must not be involved
in decisions affecting the employment or administration or teaching of a person with whom
they have a family or close personal relationship.
• Research and scholarly interests—where under the terms of publishers, grant-funding bodies,
or other entities related to a staff member’s research and scholarship, personal or financial
interests emerge contrary to the best interests of the College. In addition, moral and ethical
standards of research and scholarship must comply with the rulings of the College’s research
ethics committee.
The College will not routinely involve itself in the private lives of its staff and students. However,
should a conflict of interest arise where a staff member engages in activities or advances personal
interests at the expense of the College's interests or the interests and safety of other staff members or
students, the College reserves the right to investigate the matter
5.6 Academic Freedom
Campion College is committed to the ideal of freedom to undertake intellectual inquiry and the pursuit
of knowledge without undue interference or influence. Campion College recognises academic freedom
includes the right to:
a)
Contribute to the decision-making processes and structures of the College; including the
right to express opinions about the operations of the College and higher education policy
more generally;
CCA Staff Code of Conduct HRPOL014 v5
Page
3 of
7
b)
Pursue critical and open inquiry, publish, research and, consistent with the College’s
academic processes, freely discuss, teach, assess and develop curricula;
c)
Participate in public debates and express opinions (including unpopular and controversial
opinions) about issues and ideas and about the College or higher education more
generally;
d)
Participate in professional and representative bodies, including unions, and engage in
community service;
e)
Express their personal views, consistent with the College’s code of conduct, without fear of
harassment, intimidation or unfair treatment.
While the individual and the College benefit from this, responsibility and accountability to peers, each
other and society in general must be acknowledged. Staff should therefore recognise that:
•
academic responsibility encompasses an ethical obligation to the College community and
society for the quality and integrity of outcomes and relevance to the work of the College ;
•
there is an organisational context of consideration and decision making within which work
is undertaken.
•
academic freedom does not include a protected privilege to speak out inappropriately, to
deride or defame individuals, groups or the College or to ignore the policies or decisions
that have been formally made within the College community, or those which the College
is required to observe at law.
5.7 Secondary Employment and Outside Earnings
Campion College recognises that staff may engage in paid or unpaid outside employment or private
practice, but expects that their doing so will not adversely impact on their ability to fulfil their
obligation to the College, nor impede its occupational health and safety commitments. Subject to
individual staff contracts, Campion College expects that people will not, unless expressly approved, use
the College's name, reputation, or resources in association with any outside work or private practice.
College approval processes must be followed.
5.8 Disclosure/Whistleblowing
Campion College is intent on the detection and elimination of fraud and corrupt conduct and on
protecting people who make disclosures. The College expects staff to act honestly and to report any
possible corruption, maladministration or waste of the College's resources (see Staff Whistleblowing
Policy MGTPOL024)
5.9 Gifts or Benefits
Gifts or benefits that may appear to influence any aspect of our work must be neither solicited nor
accepted. Such gifts or benefits might include money, property, a discounted service or goods
(consideration), a service, an honorarium, or hospitality. This does not apply to philanthropic gifts to
the College.
In general, staff should adhere to the following requirements:
•
There are no circumstances in which a staff member or affiliate can solicit gifts and benefits.
•
Staff may not accept cash or gift vouchers under any circumstances, unless given as an
acknowledgement of a departing staff member or for a special occasion arranged by the College.
•
A staff member or affiliate who is in a position in the course of their College work to confer a
benefit on a third party must not accept a personal gift from that party.
•
Cash or gift vouchers must not be accepted from any third party which derives a commercial
benefit from a contractual relationship with the College under any circumstances.
•
A staff member may receive a gift from a student only if does not compromise that staff
member or the College. This may be in consideration of the type of gift, its intent, or its
monetary value (exceeding $150).
CCA Staff Code of Conduct HRPOL014 v5
Page
4 of
7
5.10
College Funds
All staff are accountable for the efficient and effective use of funds and must act only within delegated
authority and College policies and procedures. You are expected to:
•
be prepared to justify all expenditure approved
•
seek clarification about transactions where there is confusion over delegation, authority, policy
or procedure
•
maintain proper documentation and records of all financial transactions
•
report instances of misuse or misappropriation of College funds
•
never use College funds or credit cards for personal purposes or benefit.
5.11
Facilities and Equipment
College facilities and equipment are provided to achieve the College Mission and agreed objectives.
Staff can only use them for approved purposes and never for private purposes without express
permission. For reasons of practicality, reasonable personal use of College communications facilities,
photocopiers, internet access, and computers is acceptable if that use is brief, complies with College
policies, and does not interfere with normal work. However, no one is approved to use College
facilities or equipment for private commercial, personal interest, or party-political purposes other than
as expressly approved within relevant policies.
When using College facilities, equipment or vehicles, staff are responsible for them - for maintaining
safety and adhering to College policies and for legislative requirements such as Occupational Health
and Safety, as well as for any damage or loss. All College facilities, equipment or vehicles must be used
efficiently and carefully and any misuse or misappropriation reported.
5.12
Public Comment
Public comment includes official or other statements by way of public speaking engagements,
comments on radio and television and expressions of views in letters to the newspapers or in books,
journals or notices or where it might be expected that the publication or circulation of the comment
will spread to the community at large.
The College embraces the ideal of fair and open discussion, recognising the rights of individuals to their
own opinions, and supporting the principles of freedom of speech. However, it is expected that staff
will restrict their public expression of opinion or comment to matters that will not risk damage to the
College's reputation and prestige and avoid representing a personal viewpoint as being that of the
College. Staff must also refrain from using a College title when expressing personal views other than
within their area of academic expertise or managerial responsibility and must ensure official
authorisation to comment on behalf of the College is granted before doing so.
Statements in the name of the College shall be authorised by the President or any member of the
College acting under the authority of one of those named officers.
5.13
Alcohol and Drugs
The College is an educational and social community whose students, staff and guests interact in a wide
variety of activities. It is acknowledged that alcohol will be consumed at some activities involving the
College or occurring on College grounds. However, the College's relationship with the community and
in particular with people under 18 years of age demands a responsible approach. Campion College
does not allow the consumption of illegal drugs nor harassment and unacceptable or unlawful
behaviour that may result from the use of alcohol or drugs. Staff must not attend work if the
performance of their duties is impaired by alcohol or drugs, or if they are likely to cause danger for
CCA Staff Code of Conduct HRPOL014 v5
Page
5 of
7
themselves or others. Staff must comply with College policies and legal and safety requirements for
usage of College grounds or equipment (Alcohol and Drug Policy SSAPOL024).
6.
Roles and Responsibilities
Staff should be familiar with the responsibilities which are part of their employment, and be aware
that disciplinary action may be taken in accordance with the College’s disciplinary procedures if these
provisions are breached. These may include counselling, suspension, dismissal, laying criminal charges
or taking civil action. A number of the obligations and standards set out in this Code are also to be
found in legislation.
The College community is urged to monitor the application of the principles outlined in this Code and
encouraged to challenge departures from the principles. Staff members have a duty to report to a
senior staff member any behaviour by another staff member which is in breach of the legal
requirements of the other staff member's employment with the College. Senior members of staff of
the College are expected to act upon such reports in accordance with this Code and any legal and
procedural requirements.
7.
References
This policy was drafted in compliance with relevant state and federal legislation.
It was also drafted in accordance with the Apostolic Constitution
Ex Corde Ecclesiae This policy was benchmarked with similar policies from other institutions:
•
UNSW Code of Condu
ct: https://www.hr.unsw.edu.au/employee/codecond.html
•
Sydney University Code of Conduct:
https://www.sydney.edu.au/content/dam/corporate/documents/about-us/working-with-the-
university/suppliers/code-of-conduct---staff-and-affiliates.pdf
•
Excelsia College Staff Code of Conduct:
https://excelsia.edu.au/documents/2019/02/staff-code-
conduct.pdf/
8.
Policy History
Version
Date of approval
Amendment
3
June 2009
n/a
4
December 2015
n/a
5
September 2021 • Insertion of ‘1. Purpose’
• Insertion of ‘2. Definitions’
• Insertion of ‘3. Scope’
• Insertion of ‘4. Principles’ adopting first sentence from
Introduction in v4 and first paragraph from ‘Personal and
Professional Behaviour’ in v.4.
• Insertion of 5.2 and 5.3 incorporating paragraphs from
‘Workplace Safety’ in v.5.4 and addition of ‘directives’ to last
paragraph.
• Insertion of sixth dot point in Item 4.
• Under ‘Conflicts of Interest’ examples provided in v.4, replaced
with dot points of types of conflict.
• Sections on ‘Intellectual Property’, ‘Use of Information’ and
‘Ethical Decision Making’ deleted as they are already covered in
specialised policy and/or fall outside the scope of this policy
document.
• 5.9 Gifts and Benefits dot points clarified, including insertion of
$150 cap on monetary value of acceptable gifts.
CCA Staff Code of Conduct HRPOL014 v5
Page
6 of
7
• Insertion of ‘Roles and Responsibilities’ incorporating two
paragraphs from Introduction in v.4.
• Internal documents deleted from ‘7. References’ and listed
under ‘Related Documents’. External documents included in
reference list.
CCA Staff Code of Conduct HRPOL014 v5
Page
7 of
7
