Code of Conduct
Australian Business and Management Network
Version 1
Table of Contents
Welcome
Our Values
1.Introduction
2.Being Professional and Accountable
3.Sharing Ideas and Listening to Opinions
4.Proper use of Company Resources and Information
5.External Activities and Public Comment
6.Equity in Employment
7.Non-discriminatory Practices
8.Respect for Colleagues and Clients
9.Workplace Behaviour
10.Drugs and Alcohol
11.Health and Wellbeing
12.Representing the Company
13.Coaching and Motivating Employees
14.Policies, Procedures and Accountability
15.Confidential Information
16.Conflict of Interest
17.Gifts
18.Taking Responsibility
Welcome
Congratulations on selecting ABMN as the next step in your career and welcome to our team.
We look forward to your experience, knowledge and skills enhancing our company capabilities and wish you every success in this endeavour.
The Code of Conduct outlined in this document provides guidance to staff in meeting their required levels of honesty and integrity expected by ABMN. Adherence to the spirit of the Code will further enhance ABMN’s good reputation.
Our Values
In all our operations and relationships we value:
- Integrity, in what we do and aim to achieve
- Innovation, pioneering: the catalyst to growth
- Best Practice, setting industry standards
- Excellence in member services
- Leadership, creating leaders in our industry
ABMN has adopted and is committed to the Code of Conduct and all its requirements.
ABMN expects a similar commitment from all staff (managers, full time, part time and casual staff, representatives and contractors). Complying with this Code of Conduct is a condition of employment by ABMN.
It is important that you read this document carefully and ask questions about anything that is not clear to you. Each of us must understand and accept our personal responsibility in preserving and enhancing ABMN’s reputation for honesty and integrity. Therefore, compliance with applicable laws, regulations and policies that govern our company is expected from all staff. In support of this, the company has adopted a zero tolerance policy towards breaches of the law.
If you need guidance on any aspect of the Code, please speak with your Department Manager. The People and Culture Manager or Human Resources Manager can also assist you if necessary. All enquiries will be treated confidentially.
/ Code of Conduct Policy1.Introduction
The Code of Conduct provides guidance to staff in meeting the required levels of behaviour expected as ABMN.
Adherence to the Code will further enhance ABMN’s good reputation.
2.Being Professional and Accountable
AtABMN,staff, including contract staff, are expected to carry out their duties in a professional, responsible and conscientious manner. They are also expected to be accountable for their actions and decisions.
The company encourages and supports staff in maintaining and enhancing their skills in their particular area/s of operation.
The company prides itself on high standards of performance. All staff must ensure their behaviour reflects these standards. Your actions should create a positive influence on customer perceptions and the value of our business.
3.Sharing Ideas and Listening toOpinions
It is important that staff acknowledge and consider the opinions of others and encourage the sharing of ideas. The company values consultation, a process that should be used throughout the organisation to obtain valuable input of staff.
4.Proper use of Company Resources and Information
The company provides staff with access to a wide range of assets and resources to help run the business. All staff must use these assets and resources appropriately, in a way that enhances the Company’s development.
The company does not permit the use of unlicensed or pirated software by any staff in the course of their duties.
Staff have a responsibility to use email and internet services appropriately. Prior to commencement of work, they should read and sign in acknowledgement the Information Technology Usage Policy.
The Company monitors all computer system operations and takes Disciplinary Action against staff found in breach of company policies.
5.External Activities and Public Comment
Authorised staff or company spokespeople are the only people who may make public comment on issues directly affecting the company. Any requests for information or interviews must be directed to the Chief Executive Officer.
6.Equity in Employment
The company has adopted practices to ensure equal opportunities are given to all staff in line with current legislation and company beliefs.
All staff are responsible for acting in a manner that supports a fair and equitable work environment.
7.Non-discriminatory Practices
The company is committed to eliminating discrimination in the workplace and ensuring no individual is subject to bias, harassment or discrimination based on factors such as gender, age, marital status, nationality or ethnic origin, sexual orientation, religious or political beliefs, disability or impairment.
Staff must comply with relevant federal and state legislation that establishes the grounds upon which discrimination is illegal.
8.Respect for Colleagues and Clients
Everyone has the right to work in an environment free from bullying, harassment, discrimination and violence.
The company promotes and provides as far as practicable a work environment free from harassment, bullying and intimidation.
Harassment or bullying of any kind by or against staff is not acceptable and will be dealt with through the procedure documented in the Equity in the Workplace policy.
9.Workplace Behaviour
All staff should be responsive to clients and other staff and complete work in a timely manner. This includes being punctual to work and to work meetings. It also includes showing a positive and helpful approach to colleagues, clients and other organisations and managing work time to ensure priorities are identified and addressed efficiently.
10.Drugs and Alcohol
The health and safety of staff is important to the company. Any possession or illegal use of drugs (including a drug intended for use by prescription) or being intoxicated in the workplace is unacceptable.
On occasion the company will host activities where alcohol may be provided. In these situations, the company (as far as practicable) and staff have a responsibility to ensure it is consumed in a responsible manner that does not affect the health, safety or enjoyment of others.
11.Health and Wellbeing
The company is committed to providing a safe and healthy work environment for all staff, and to ensuring the public’s health and safety is not adversely affected by its business activities.
Staff are required to cooperate with the company on any action it takes to meet requirements imposed by Work Health and Safety legislation or regulations.
Staff must not wilfully or recklessly interfere with or misuse safety equipment provided by the company, or knowingly risk the health and safety of others.
12.Representing the Company
The concept of professionalism underpins the standards of behaviour required of staff at all times. While this is difficult to define, the principle of respect for others can be used to assess whether behaviour or actions are professional.
Staff should demonstrate professionalism at work and at work related meetings and social functions.
13.Coaching and Motivating Employees
Staff in management roles should model expected behaviour and coach and develop their teams to maximise the potential of each member.
The company is committed to seeking new and improved ways of motivating and supporting staff in the pursuit of their work goals and activities.
14.Policies, Procedures and Accountability
Complying with governing legislation, regulations and company policies is paramount to the integrity of the company. In support of this, the company has adopted a zero tolerance policy to breaches of the law and will escalate issues to external agencies such as the police where it is warranted.
ABMN staff are encouraged to become familiar with company policies and adhere to their guidelines and requirements at all times.
15.Confidential Information
It is important that staff do not disclose proprietary information regarding the company’s affairs without authorisation from the Chief Executive Officer.
Proprietary information includes but is not limited to, all financial and accounting information not disclosed publically; all internal and external correspondence; confidential personnel records; information relating to tenders; feasibility studies; legal disputes; contract negotiations; and all information relating to and stored in computer systems.
16.Conflict of Interest
The company respects the rights of all staff to pursue personal interest outside the workplace. However there are times when these activities may either create or give the appearance of creating a conflict of interest with the staff member’s immediate duties or the interests of the company.
A conflict of interest may therefore occur when personal interests, the interests of an associate, a relative or a duty of obligation to some other personal or entity conflicts with a persons duty or responsibility to the company.
Staff should ensure their personal interests are not at odds with those of the company.
17.Gifts
The company has a policy statement that staff should not seek or accept gifts, favours or other valuable consideration from individuals or organisations that have or may have dealings with the company. This does not apply to gifts or entertainment received under the company recognition or reward system.
Staff should not accept gifts in circumstances that:
- May appear to others to compromise their judgement, or
- Would potentially embarrass the company if the gifts were made public.
It is acceptable for staff to accept gifts of nominal value, such as pens or hampers, which are customarily offered to others who have a similar relationship with a customer, supplier or contractor.
18.Taking Responsibility
Ethical standards are not defined in laws or regulations. This can meant that what is right or wrong is often open to interpretation.
One of the purposes of this Code is to provide guidance on ethical behaviour and limit the number of situations where the appropriate action is not clear.
However, a Code alone cannot provide answers to every question and situation. Individual staff must accept the ultimate responsibility for his or her actions.
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