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1. PURPOSE

  1. To ensure all Directors, Office Bearers, employees, volunteers and contractors of DAISI behave appropriately and practice standards of professional and personal conduct that are consistent with DAISI’s values and uphold the public reputation of the organisation.

2. SCOPE

  1. This Code of Conduct applies to all DAISI Directors, Officer Bearers, employees, volunteers and contractors.

3. POLICY STATEMENT

  1. The Code of Conduct outlines the required standard of acceptable conduct and behaviour that is expected of all Directors, Office Bearers, employees, volunteers and contractors in the performance of their duties and interactions in the workplace. This required standard of acceptable conduct and behaviour supports DAISI’s ability to maintain public trust and confidence in the integrity and professionalism of the services provided to the community, and our ethos as a leading not-for-profit organisation in the South-Pacific.
  2. The Code of Conduct and the behaviours outlined within it are fundamental to DAISI building healthy and positive relationships with its clients. The Code of Conduct also governs the way in which employees, volunteers and contractors are to relate to other staff, professionals, clients, visitors and stakeholders.
  3. However, the Code of Conduct is not intended to provide a detailed and exhaustive list of what to do in every aspect of work. Instead, it represents a broad framework that will help guide conduct and behaviour in the performance of duties and interactions in the workplace.

4. RESPONSIBILITIES

DIRECTORS, OFFICE BEARERS, MEMBERS, EMPLOYEES, VOLUNTEERS AND CONTRACTORS

  1. Be aware of and comply with the Code of Conduct.
  2. Report behaviour that may be contrary to the Code of Conduct and required standards of behaviour.
  3. Role model the required behaviours and standards identified in the Code of Conduct.
  4. Model our organisational values of Integrity, Respect, Perseverance, Compassion and Celebration.
  5. Comply with mandatory reporting requirements, including but not limited to, mandatory reports of domestic and family violence, reportable incidents involving children and vulnerable people or other regulatory requirements.

BOARD DIRECTORS

  1. Be aware of and comply with the Code of Conduct.
  2. Role model the required behaviours and standards identified in the Code of Conduct including through the day-to-day management of staff.
  3. Model our organisational values of Integrity, Respect, Perseverance, Compassion.
  4. Ensure all Office Bearers, members, employees, volunteers and contractors are aware of the conduct and behaviours expected of them as described in the Code of Conduct.
  5.  Ensure all Office Bearers, Members employees, volunteers and contractors have access to copies of the Code of Conduct and other relevant documents and policies.
  6.  Take appropriate steps to resolve conflict that arises in the workplace to ensure a healthy and harmonious work environment.
  7. Take appropriate action to address breaches of the Code of Conduct by employees, volunteers or contractors.
  8. Comply with mandatory reporting requirements, including but not limited to, mandatory reports of domestic and family violence, reportable incidents involving children and vulnerable people or other regulatory requirements.

OFFICE BEARERS

  1. Provide advice to members, volunteers, employees, Partners & contractors in relation to the Code of Conduct and its application.
  2. Role model the required behaviours and standards identified in the Code of Conduct.
  3. Model our organisational values of Integrity, Respect, Perseverance Compassion and Celebration.

5. POLICY APPLICATION

PERSONAL & PROFESSIONAL BEHAVIOUR

  1. All Directors, Office Beaters, Members, employees, volunteers and contractors are expected to maintain a standard of professional behaviour that maintains and promotes confidence and trust in the work of DAISI.
  2. As Directors, Office Bearers, members, employees, volunteers and contractors engaged by DAISI, our personal and professional conduct must strive to create a harmonious, safe and productive workplace which models our ethos and organisational values. As Directors, Office Bearers, employees, volunteers and contractors of DAISI it is incumbent upon us to:
  3. Uphold the highest standards of honesty and integrity in the conduct of duties.
  4. Respect the dignity of the public, our clients, volunteers and other employees by treating them with courtesy, honesty and sensitivity to their rights.
  5. Treat others in the workplace fairly and with respect.
  6. Exercise our best judgment in the interests of DAISI and our clients.
  7. Make decisions ethically, fairly and without bias using the best factual information available.
  8. Comply with any legislative, industrial or administrative requirements, and all lawful and reasonable directions given by persons in authority.
  9. Comply with all DAISI’s policies and procedures relevant to the person’s position.
  10. Act responsibly in the event of becoming aware of any unethical behaviour or wrongdoing by any other employee or volunteer and report such conduct or activities to the appropriate level of management.

Use of information

  1. Confidential information is information obtained or developed in the course of the conduct of DAISI’s business and which if disclosed will or could lead to risk, damage or injury to DAISI, its Directors, Office Bearers, Members, employees, Volunteers, beneficiaries, contractors or third parties.
  2. All Directors, Office Bearers, members, employees, volunteers and contractors must:
  3. Protect confidential information.
  4. Only access confidential information when it is required for work purposes.
  5. Not use confidential information for any unofficial or non-work purposes.
  6. Only release confidential information if authorised to do so.
  7. Directors, employees, volunteers and contractors are only permitted to release confidential information in accordance with established policies and procedures. As a guideline, staff shall not give information unless:
  8. Required to do so by law.
  9. Appropriate authority has been granted to release the information.
  10. The information is officially available to the public and is released in accordance with DAISI procedures.

Conflicts of interest

  1. The Code of Conduct should be read in conjunction with the Conflict of Interest Policy and applies to Directors, Office Bearers, employees, volunteers and contractors. In addition the Code of Conduct considers appropriateness of certain personal relationships.
  2. Under no circumstances are DAISI Executive, Office Bearers, employees, volunteers or contractors permitted to develop personal relationships with beneficiaries in the South-Pacific, including after-hours and through the use of digital and social media. A personal relationship is an association between two or more people that may be based on liking, love, some other type of social commitment or regular business interactions. Personal relationships may include a relationship between two parties that can have the unintentional effect of influencing judgment or behaviour, or creating a perception of influencing judgment.
  3. Where an employee, volunteer or contractor has a pre-existing relationship with a beneficiary, this may lead to a conflict of interest and they must disclose this to the Executive ot Chief Executive Officer, and the Conflict of Interest Policy must be followed. A plan should be put in place and approved by the DAISI Directors (or Nominees of relevant Licences) to mitigate any potential conflict of interest. The relationship must not directly or indirectly compromise the performance of their duties or conflict with DAISI’s interests at any point in time.
  4. Furthermore, where an employee, volunteer or contractor is involved in a decision relating to the selection, appointment or promotion of a person with whom they share a personal relationship, for example a family member, it must be immediately declared in writing to the Executive prior to the decision being made. DAISI treats any conflict of interest in this regard extremely seriously and any instance of non- disclosure may result in disciplinary action up to and including termination.
  5. Please also refer to DAISI’s Conflict of Interest Policy for further information.

Use of DAISI resources

  1. DAISI equipment, funds, facilities and other resources are to be used:
    1. effectively, economically and carefully;
    2. and for the benefit of DAISI.
  2. Minimal use of telephones, computers, faxes or similar equipment for private purposes is acceptable in accordance with established policy. Occasional, limited use of photocopiers may be permitted with the prior consent of the manager.

Public comment

  1. All Directors, employees, volunteers and contractors must ensure that public comments (either verbal or written) made in a private capacity are not attributed as official comment of DAISI.
  2. In this regard, Directors, employees, volunteers and contractors are not permitted to use official stationery for private correspondence or for purposes not related to official duties. This prohibition extends to the provision of references for current and/or former staff members.
  3. Directors, Officer Bearers, employees, volunteers and contractors should only publish information which is considered ethical and lawful.
  4. Furthermore, Directors, employees, volunteers and contractors must abide by DAISI’s Media and Social Media Policies when using social networking sites and commenting on the organisation in any manner.

Acceptance of gifts and benefits

  1. It is unethical for Directors, employees, volunteers and contractors to solicit any gifts, benefits or additional money for themselves or other DAISI Directors, employees, volunteers or contractors.
  2. Under no circumstances are Directors, employees, volunteers or contractors to accept gifts or benefits, or any inducement which might in any way obligate, compromise or influence DAISI or that person in their official capacity.
  3. The Code of Conduct should be read in conjunction with the Gifts & Benefits Policy.

Secondary employment

  1. DAISI employees (excluding senior executives) are permitted to engage in outside employment, provided that this employment does not have a detrimental impact on the employee’s ability to meet the requirements of their role, adversely affect the employee’s work performance or give rise to a conflict or potential conflict of interest.
  2. Before engaging in work that could potentially raise a conflict of interest, employees must seek written permission from a senior manager. Approval will not be granted where the secondary employment involves or could involve a conflict of interest with DAISI related duties, or could reasonably be perceived by a member of the public to give rise to a conflict of interest..

Responsibilities after leaving DAISI

  1. Directors, Office Bearers, employees, volunteers and contractors must not disclose any official information after leaving DAISI that was non-disclosable during their engagement.
  2. Former Directors, Office Bearers, employees, volunteers and contractors must not use or take advantage of, personal, confidential or official information that they have obtained during the course of their employment.
  3. Furthermore, all Directors, Office Bearers, employees, volunteers and contractors must be careful in their dealings with former employees and ensure they do not give them favourable treatment or access to personal, confidential or official DAISI information.
  4. Furthermore, Directors, Office Bearers, employees, volunteers and contractors must not use their position to advance their prospects for future employment, or allow their work to be influenced by plans for, or offers of, external employment which would conflict or compromise in any way the best interests of DAISI.

6. FAILURE TO COMPLY WITH THE CODE OF CONDUCT

  1. Where it is established that a Director, employee, volunteer or contractor has breached the Code of Conduct, they may be subject to disciplinary action, up to and including termination of employment or contract.

7. AUTHORITY

  1. This Policy has been authorised by the Executive Leadership Team and the Board of Directors.

8. RELATED POLICIES

  1. All Directors, Office Beaters, Employees Members, Volunteers & contractors are expected to comply with all DAISI policies and procedures and are not limited to the below list of policies

Conflict of Interest Policy

Social Media Policy

 Gender Equality Policy

Child Protection Policy

  Vulnerable adult policy

Sexual Exploitation Policy

Privacy Protection Policies

Collaboration Policies