Remy Aboriginal Corporation Code of Conduct
What is expected of everyone
Understand and comply with the Code and the law at all times. Make sure to use good judgement, and if you are ever in doubt, ask yourself:
Is it consistent with the Code?
Is it ethical?
Is it legal?
Will it reflect well on me and the organisation?
What would the headline be if this was in the newspaper?
If the answer is “No” to any of these questions, don’t do it.
What is expected of Management
Management behaviour sets the tone for the conduct of all members and employees. As a leader, you have a responsibility to promote and model this Code. Leaders are responsible for ensuring employees understand the Code, and any other relevant legislation, policies or other information required to satisfactorily perform our duties.
Respond to questions and concerns.
If approached with a question or concern related to the Code, listen carefully and give the employee your complete attention.
Ask for clarification and additional information.
Answer any questions if you can, but do not feel that you must give an immediate response.
Seek help if you need it.
If an employee raises a concern that may require investigation under the Code, contact the Human Resources Coordinator.
Who this Code applies to
This Code of Conduct applies to all employees, contractors, students on work placements, visiting persons and volunteers involved in Remy Aboriginal Corporations services.
Acknowledgement of Country
Remy Aboriginal Corporation acknowledges the Traditional Custodians of Country throughout Australia and their continuing connection to land, air, water and community. We pay our respects to these Traditional Custodians, their ongoing cultures, and to the Elders past, present, and emerging. At all times we are mindful of working in an Aboriginal community controlled organisation, we value cultural respect and sensitivity as the foundation for all employees. Indigenous and non-Indigenous employees work in partnership to deliver services within our communities.
Our values
The values of courage, respect and commitment embody our approach to our working with each other and our communities.
Courage: We strive to empower our people to make informed choices regarding their future, and have the courage to act on these decisions and create a future that aligns with their needs, goals and values.
Respect: We treat others in the community and workplace with respect, and make no judgement in the choices people make. We listen and allow them to have their say and express their ideas and opinions in their own words, and encourage positive attitudes towards self-confidence and dignity.
Commitment: We are authentic in our accountability and actions towards realising our mission of improving the economic development of Indigenous youth.
Personal and professional behaviour
When carrying out duties in the workplace, you must:
Not intentionally disobey or disregard any lawful and reasonable direction form a person who has the authority to give the direction.
Act with integrity and honesty in all matters and be accountable for your actions.
Carry out your work efficiently, economically and effectively, and ensure that the standard of your work reflects favourably on Remy Aboriginal Corporation.
Comply with the policies and procedures of Remy Aboriginal Corporation.
Do not seek to influence any other person in order to obtain a promotion or any other advantage.
Violence and criminal activity
Remy Aboriginal Corporation does not tolerate violence or condone violent behaviour, nor does it condone criminal activity. In the event an employee is charged with a criminal or violent offence, a risk assessment and review of employment will be undertaken.
Discrimination
Do not discriminate, directly or indirectly, in your treatment of individuals or groups on the grounds of age, gender, race, religion, disability, sexuality, marital status, appearance, pregnancy, or any other ground covered by equal opportunity or other anti-discrimination legislation. Harassment of any kind is also unlawful.
Workplace bullying and harassment
Do not bully or otherwise harass other employees or members of the public. Behaviours that characterise bullying may include victimisation and unwelcome, offensive, abusive, gaslighting, belittling or threatening behaviour directed at another person or a group of people. Bullying may lead to the person or group of people subjected to the behaviour feeling victimised, offended, demeaned, humiliated, intimidated or suffering detriment or disadvantage. Everyone has an obligation to take action to address and prevent bullying and harassment.
Social media
Be cautious when using social media to ensure:
You do not mention Remy Aboriginal Corporation in any social media post
Comments do not do harm to individuals or the reputation of Remy Aboriginal Corporation
You do not represent your comments as views or policy of Remy Aboriginal Corporation
You do not engage in discriminatory, defamatory or abusive commentary
Gifts and conflict of interest
Avoid and resolve any conflicts of interest arising when personal interests may clash with work requirements. You may also experience conflicts of interest between Remy Aboriginal Corporation policies and your personal beliefs or opinions. Having a conflict of interest is not unusual and is not wrong in itself. However, failing to disclose and manage the conflict appropriately is likely to be wrongdoing. Seek advice from management and report any potential conflict of interest, so that reasonable steps may be taken to protect the members and employees of Remy Aboriginal Corporation. Do not accept gifts, bribes or other inducements to alter or provide preferential services or benefits to any other person. From time to time, token gifts may be offered by clients of our services to express their appreciation, for example food, inexpensive drinks, flowers or baked cakes. Employees should recognise that an Aboriginal person offering a gift as a result of a service provided is a sign of great respect. It is acceptable to accept token gifts and ideally share within the work team.
Outside employment
You may undertake outside or secondary employment subject to;
The other employment must not impact your ability to carry out your employment responsibilities at Remy Aboriginal Corporation,
There be no conflict of interest between the work and the philosophies of the employments, and
You requesting, and being granted, approval to do so.
Nepotism and patronage
It is unacceptable to favour your relatives (nepotism) or people you know (patronage) in your decision making and provision of service. For example, if your relatives or friends are the subject in a work matter for which you are a responsible decision maker (such as job selection, allocating training and development opportunities, or a tender process) you must ensure that you are not improperly involved.
Use of resources
Protect all Remy Aboriginal Corporation resources (for example, against fraud and theft) and use those resources in the manner intended.
Do not use organisational resources for your personal benefit or the benefit of anyone other than Remy Aboriginal Corporation
Do not engage in personal activities during work hours that interfere with or prevent your from fulfilling your job responsibilities.
Use common sense. For example, the occasional personal phone call or email from your workplace is acceptable. Excessive personal calls or email is a misuse of assets.
Seek permission before using Remy Aboriginal Corporation property or equipment for personal purposes.
Use resources in a manner that causes no harm to the community or environment.
Do not use Remy Aboriginal Corporation internet, email and/or resources, to store, transmit or download explicit or otherwise inappropriate and offensive material.
Examples of Remy Aboriginal Corporation resources include:
Remy Aboriginal Corporations money
Any general items that Remy Aboriginal Corporation has purchased (stationary, furniture, food)
Employees’ time at work and work product
Computer systems and software
Telephones
Wireless communication devices
Printers/scanners/copiers
Vehicles
Work sites and accommodation
Confidential information
Understand the importance of privacy and confidentiality. Confidential information requires special treatment and protection. People who provide confidential information to Remy Aboriginal Corporation have the right to expect this information will be treated as confidential. If you have access to confidential information, you must ensure it remains confidential, and at all times act in accordance with legislation and our policies relating to dealing with private information. This includes not discussing clients or client information and releasing any organisational information (about Remy Aboriginal Corporation, our clients or our staff) unless you have the authority to do so.
Work health and safety
Take reasonable care to protect the health and safety of yourself and of others while at work. Use any equipment provided for health and safety purposes and respond to any reasonable instruction you are given in relation to health and safety. Be able to work safely by not being under the influence of alcohol or drugs while at work.
Ability to meet essential requirements
As an employee of Remy Aboriginal Corporation, notify your Manager of any loss, suspension of, or change to, a registration, accreditation, licence or other qualification that affects your ability to meet relevant essential requirements of your job or to perform your duties.
Action that may be taken if there is a breach of the Code
Remy Aboriginal Corporation takes all reports of misconduct seriously. We will investigate the matter confidentially, make a determination whether the Code or the law has been violated, and take appropriate corrective action. If you become involved in a Code investigation, cooperate fully and answer all questions completely and honestly. Action that may be taken may include, but is not limited to:
Counselling
Formal disciplinary action up to and including termination of employment
Referral to the police if suspected criminal activity is involved
What to do if you are concerned about a breach of the Code
Report any breach or concerns about a breach of the Code to your Manager. If you are not comfortable about reporting to your Manager, or the matter relates to your Manager, you should report the matter to a more senior Manager. Remy Aboriginal Corporation will protect any employee who raises a concern honestly, but it is a violation of the Code to knowingly make a false accusation or interfere or refuse to cooperate with a Code investigation. Any retaliation against an employee who raises an issues honestly is a violation of this Code.
Further Information
If you have any difficulties, questions or need more help regarding this Code, you should discuss them with your Manager.