Code of Conduct for Employees

Worker Code of Conduct

It assists in defining professional boundaries, ethical behaviour and acceptable and unacceptable relationships. It serves to clarify Joy Valley Care expectations of all people engaging with the organisation and holds these people accountable for their behaviour. The Code of conduct also serves to protect the vulnerable in our services and programs.

If people engaging with Joy Valley Care do not comply with expected standards of behaviour, their behaviour shall be discussed with them and disciplinary action will be taken, which may lead to the person being asked to leave the organisation.

Our Commitment

Joy Valley Care is committed to practices that promote the safety, health, welfare and wellbeing of all children and adult clients, families, workers and community members. In particular, we recognise that child protection and safety is a community responsibility. We are committed to providing an environment where children can learn and grow and all persons are respected, valued and feel happy and safe. All workers engaging with Joy Valley Care are expected to comply with the following standards.

In relation to our participants –  Joy Valley Care employee shall at all times:

• behave in a manner which is consistent with the values of Joy Valley Care – CHOICE, WELLBEING, SAFETY
• consider the safety, health, welfare, wellbeing, rights and interests of children and vulnerable adults in our care as paramount
• maintain professional boundaries and immediately disclose any potential conflicts of interest to my Supervisor
• be respectful and courteous
• communicate in a timely and sensitive manner
• immediately disclose any child-related or other relevant charges, convictions and/or investigations which occurred before, and/or occur during engagement, with Joy Valley Care
• understand and comply with all relevant legal obligations and Joy Valley Care policies and procedures, work instructions and approved Behaviour management plans
• respect the privacy of others and only disclose information to people who have a need to know
• respect the cultural context of each person and treat all with respect regardless of race, colour, sex, language, religion, political or other opinion, national, ethnic or social origin, property, disability, birth or other status
• maintain awareness that other clients (adults and children) can also be perpetrators of abuse and ensure vigilance including appropriate risk assessment, risk management and review to support the safety of all persons
• at all times be transparent in one’s own actions and whereabouts, and remain aware of each child and adult client and the children and adults who are with them
• take all complaints and allegations seriously including complaints made by or about a children or adult clients, their parent/guardian or any other person
• immediately respond to any complaints, concerns and/or suspicions of child and/or adult client abuse or neglect (e.g speak up when any concerning behaviours are observed or become known to me, including concerns involving Managers, colleagues, other clients) taking immediate and transparent action to protect safety, health and wellbeing
• seek advice, support and assistance for protection and safety matters where needed
• work collaboratively with children, adult clients, parents/guardians, families and community members and encourage open communication between all parties, using empowering and supportive language
• provide all clients with relevant information and encourage participation and empowerment
• provide assistance and support which is developmentally, spiritually, culturally, linguistically appropriate and accounts for any special needs (eg. mode of communication, interpreters, communication aids, appropriately trained and experienced workers, an independent support person and/or advocate of the person’s choice)
• respect people’s right to self-determination
• support clients to undertake appropriate experiences that develop self-reliance and self-esteem
• be a positive role model including modelling appropriate behaviours and redirecting unwanted behaviours, at all times using appropriate and approved behaviour management strategies
• comply with all relevant Australian and local legislation, including labour law in relation to child labour
• ensure all children and adult clients are aware of the: relevant codes of conduct and the support, feedback and complaint mechanisms available to them
• immediately inform my Supervisor of any concerns that my words, actions or behaviour in any situation may be considered to breach Joy Valley Care Policy, procedure and/or Code of Conduct

Joy Valley Care employee shall not unless otherwise formally authorised by senior management:

• sleep in the same room as participant
• participate in rough, physical games
• do things of a personal nature (eg. basic care) that a child or adult client can do for him/herself, such as assistance with toileting or changing clothes
• engage in any way with children or adult participant outside of approved work activities. This includes and is not limited to phone, email, text, face to face, social media. All workers shall report such activities to their direct Supervisor
• photograph and/or record a child or adult participant without the consent of the person and his/her parents or guardians
• access information about children or adult participant for purposes other than provision of care
• disclose and/or distribute information about children or adult participants, including with other Joy Valley Care services and/or external agencies and/or third parties, unless specifically required by law
• engage in restrictive practice/s such as physical restraint or removal/isolation of a child or adult participant without clearly documented authorisation (Note: unless the behaviours place that person or others in immediate danger)

Joy Valley Care employee shall not under any circumstances:

• engage in behaviour that is intended to shame, humiliate, belittle or degrade
• use inappropriate, offensive or discriminatory language when speaking
• sleep in the same bed as a participant
• hold, kiss, cuddle or touch a child or adult participant in an inappropriate, unnecessary, uninvited, or culturally insensitive way in public or isolation
• behave provocatively or inappropriately and/or in a way that could be considered as ‘grooming’
• condone or participate in, behaviour of a child or adult participant which is illegal, unsafe or abusive, including: engaging in any form of sexual activity or acts, including paying for sexual services or acts; developing a sexual relationship or a relationship that may be deemed exploitative or abusive; seek to use children or vulnerable adult participants people in any way to meet the needs of others
• act in a way that shows unfair and differential treatment
• use physical punishment or smack, hit or physically assault
• have inappropriate conversations either in person, through social media or in any other way
• use computers, mobile phones, or video and digital cameras to access, exploit or harass, or access exploitation material through any medium
• make a false complaint with the knowledge that it is untrue, malicious or improper
• develop ‘special’ relationships, including favouritism through the provision of gifts or inappropriate attention
• supply or obtain for a child (and where applicable, adults): tobacco, alcohol or banned drugs

Professional responsibilities

General responsibilities – Undertaking by Joy Valley Care Employee. As an employee I:

• will endeavour to complete my duties at all times in a competent, timely and responsible manner
• participate in the Joy Valley Care induction, Child Protection and Reportable Conduct training as well as regulatory training, and ensure all qualifications/certifications remain current
• ensure my knowledge and expertise is up to date and relevant to my role
• understand and comply with legal obligations in relation to mandatory reporting
• comply with the laws, regulations and codes relevant to our duties and industry
• follow any lawful and reasonable directive or instructions made by Joy Valley Care
• act with honesty and integrity at all times during the course of employment or engagement with Joy Valley Care
• present myself in a tidy and professional manner throughout the course of my engagement with Joy Valley Care, appropriate to my position, and customer expectations and impressions
• wear the prescribed uniform as required, and take reasonable care in maintaining the uniform
• recognise that my obligation to abide by this Code of Conduct, and other relevant policies, procedures and guidelines extends beyond my working hours and physical workplace in many circumstances and comply accordingly. Relevant circumstances may include, but are not limited to, attendance at social functions with work associates, work-related travel, use of Joy Valley Care property and interactions (including online social networking interactions) with work associates

Work, Health & Safety responsibilities. As an employee I undertake to:

• perform all duties in accordance with relevant health and safety laws, policies and procedures
• ensure that whilst attending work or working, I am in a state (physical, mental or emotional) where I am able to perform assigned tasks competently and in a manner which does not compromise or threaten the safety of our self or others
• report damaged or defective equipment I facilities, hazards and unsafe practices to my Manager or other relevant person

Workplace culture and diversity. As an employee I undertake to:

• treat others with courtesy and respect during all interactions at work (including online I electronic interactions), and during all interactions related to work (which may include social activities), regardless of cultural, religious or political differences, supporting an environment that is free from bullying and harassment
• refrain from conduct that might reinforce inappropriate stereotypes based on gender, race, sexual orientation or any other discriminatory ground

Report to supervisor. As an employee I undertake to:

• advise my manager if I am charged with a criminal offence which is punishable by imprisonment or, if found guilty, could reasonably be seen to affect my ability to meet the inherent requirements of the work I have been engaged to perform
• report any known or suspected instances of inappropriate, dishonest or fraudulent conduct to our Manager, or other appropriate person
• report any potential conflict of interest, to my manager where a personal relationship, such as family or close friendship, exists between myself and a client so it can be managed
• report to my manager if I am personally acquainted with a participant through non-work related circumstances, and involved in any decision involving the participant or delivery of services to them

Joy Valley Care Employee shall not:

General

• engage in conduct which has the potential to damage Joy Valley Care interests or reputation
• possess, sell, consume, distribute, or be under the influence of drugs or alcohol while on Joy Valley Care premises or in Joy Valley Care motor vehicles
• engage in improper and dishonest activity designed to benefit me to the financial or other detriment of Joy Valley Care, such as theft, corruption, falsification of documentation (including timesheets), or other fraudulent activity
• engage in criminal activity in the workplace, during working hours or using work equipment or contacts. Criminal activity outside of working hours may still be deemed a breach of this policy in circumstances including, but not limited to, where the crime impacts on our ability to fulfil the inherent requirements of our role, damages the reputation of Joy Valley Care, represents a conflict of interest or is a breach of Joy Valley Care policy
• smoke within the premises of Joy Valley Care centre, except in designated staff smoking areas where participants will not be impacted by the effects of the smoke
• disclose, or make use of any confidential information relating to Joy Valley Care or its participants, workers, or suppliers. Confidential information includes that which is not available in the public domain and which:
  • Joy Valley Care indicates is confidential
  • by its very nature, might reasonably be understood to have been disclosed to staff in confidence
  • would be commercially valuable to a competitor
  • relates to Joy Valley Care business activities, including performance
  • is found in Joy Valley Care policies
  • maintain confidentiality for all information regarding child protection cases, only disclosing or discussing information with those responsible for investigating incidents or other parties as designated by them and according to reporting procedures
• use Joy Valley Care information services equipment, internet and email to view, post, publish, print or distribute inappropriate material with pictures or content that might be deemed sexually explicit, unlawful, defamatory, offensive, discriminatory, damaging to the interests or reputation of Joy Valley Care, or otherwise inappropriate

Personal matters and activities during work time

Joy Valley Care employee shall abide by the following directive in order to optimise professional performance and to offer quality time and engagement to the participant and the business:

• Do not use personal mobile phones and computers while on duty. Joy Valley Care encourages staff to maintain open communication lines with their families and attend to family calls and matters where required, however, employees are prohibited from engaging in social conversation and contacts while on duty.
• Do not engage in social media while on duty.
• Do not use your personal device to take photographs of any aspect of the property, participants or staff. Photographs of participant activities or of the property are to be taken with the use of Joy Valley Care devices such as mobile phone, iPad, camera or video.

Filming and photographing of participant images for work related purposes

While working with Joy Valley Care or engaged in Joy Valley Care activities, and before photographing or filming a client’s images for work-related purposes,

Joy Valley Care Employee shall:

• assess and endeavour to comply with local traditions or restrictions for reproducing personal images
• obtain informed consent from the participant and/or a parent or guardian of the person (as appropriate), and offer a verbal briefing about where and how the photograph or film will be used
• ensure photographs, films, videos and DVDs present children or participants in a dignified and respectful manner and not in a vulnerable or submissive manner: participants should be adequately clothed and not in poses that could be seen as sexually suggestive
• ensure images are honest representations of the context and the facts
• ensure the file labels, meta data or text descriptions do not reveal identifying information about a child when sending images electronically or publishing images in any form

Committees, working groups and advisory bodies

This section applies to both internal Joy Valley Care committees, and to external committees, groups or bodies in which staff represent Joy Valley Care or in which they have a personal interest.

As a member of a committee, working group or advisory body,

Joy Valley Care Employee shall:

• address with my manager, or other delegated manager, any conflicts or potential conflicts of interest between my role on the committee or working group, and that of my engagement with Joy Valley Care
• participate constructively and adopt a whole-of-organisation approach in my involvement, pursuing outcomes aimed at improved client services
• ensure Joy Valley Care operations or interests are not compromised through my participation
• not use any information to which I have access, to the disadvantage of Joy Valley Care. I will not misuse my position to gain a financial or non- financial personal benefit for myself or members of my family

Breaches of this Code of Conduct

Any breach of this Code of conduct is considered serious and shall result in disciplinary action and/or if required by law, reporting to the authorities. Disciplinary action may include a formal warning or termination of engagement with Joy Valley Care

As a Joy Valley Care employee I shall:

• Report any breaches of this Code of Conduct to my supervisor or manager. If the alleged breach relates to my direct Supervisor or Manager, I will report the breach to the next level of Management.