National Operations Policy Manual 2017

Camp Australia National Operations Policy Manual

Camp Australia National Operations Policy Manual 2017 Page 185

©This document is the property of Camp Australia and is not to be reproduced in any form
Reviewed: March 2017 Version: 1.0

Camp Australia National Operations Policy Manual

APPENDIX B

• Code of Conduct

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Camp Australia National Operations Policy Manual

Code of Conduct

Camp Australia is a Child Safe Organisation and adheres to the National Quality Framework,
together with National Employment Standards and the Fair Work Act 2009.

The Code of Conduct sets expected behavioural guidelines for staff, regardless of employment type
or position, to ensure professional standards are maintained in accordance with workplace laws. The
Code of Conduct outlines employment conditions, the interests of Camp Australia and the strict
observation of child safe standards and appropriate interaction with children. Every employee is issued
the Code of Conduct with their contract and must adhere to this throughout their employment.

Employees have an obligation to Camp Australia to:

1. Be present at work as required by their contract. Workplace absence will only be accepted with
legitimate reasons (such as illness supported by a medical certificate) or manager authorisation.

2. Maintain expected standards of performance. Employees must perform duties in an efficient and
competent manner, and avoid irresponsible or negligent behaviour which might impair their work
performance or jeopardise the safety of children, other staff, members of the public, or company
property.

3. Behave in a manner appropriate to a child safe environment in accordance with national
regulations prescribing child safe standards, company policies and procedures outlined in the
Employee Handbook located on the online Learning Management System and the National
Operations Policy Manual. This manual contains every policy and guideline to support employees
working as Camp Australia educators.

4. Observe all education and care services national regulations, including child safe standards and
child protection requirements relevant to their state and/or territory of work.

5. Respect the rights and privacy of others whilst performing their duties and dealing with personal or
confidential information. This includes withholding any information concerning a child or their family
other than in the course of official duties.

6. Respect and promote cultural safety - not discriminate against or harass children, fellow employees
or members of the public because of, but not limited to gender, age, marital status, ethnicity,
disability, religious or ethical beliefs, colour, race, political opinion, employment status, or sexual
orientation.

7. Adhere to all lawful and reasonable employer directions. Implicit in this is an obligation to conform
to all State and Federal laws.

8. Maintain proper standards of integrity and conduct in the performance of their duties both at and
outside of work if Camp Australia’s reputation may be affected.

9. Incur no liability and neither use nor allow the use of company property, resources, or funds without
proper authorisation.

10. Maintain all necessary qualifications, certifications and checks relevant to position and state or
territory of employment to ensure continuation of duties within legal compliance and without
disruption to business operations.

11. Not demand, claim or accept any fee, gratuity, gift, commission, or benefit other than from Camp
Australia in payment for any work-related matter, except with the prior manager written consent.

12. At no time during or post-employment, knowingly or without due care, disclose or retain any
information relating to business affairs, software, intellectual property or other items or activities
belonging to Camp Australia.

13. Not engage in any work or activity, whether in a paid or volunteer capacity, or accept appointment
to any position in conflict or competition with the business of Camp Australia without the prior written
consent of management. Refer to the Conflict of Interest policy for further detail and examples.

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Camp Australia National Operations Policy Manual

What constitutes a Code of Conduct breach?

Code of conduct breach is considered across two levels:

1. Misconduct – resulting in performance development and possible disciplinary action;
2. Serious or gross misconduct – resulting in termination of employment with or without

notice.
Determining whether an action or omission constitutes misconduct or serious misconduct will depend
on the circumstances and consequences of each matter. As a general principle, behaviour outside of
the workplace is of no concern to management except where it interferes with the performance of official
duties or reflects on the standing or integrity of Camp Australia. Consequently, employees should not
bring Camp Australia into disrepute through their private activities or actions.

Misconduct

Misconduct comprises actions or omissions which, regarded in isolation do not warrant severe
disciplinary action including dismissal.

Where an employee is found to have breached any of the acts or omissions classified as misconduct,
a written warning will be issued and the individual placed on a performance development plan. In
serious cases, a first and final warning may be issued. Should an employee offend again following a
written warning, their employment may be terminated without notice.

The warning procedure may be applied to other unrelated offences occurring in the same period.
Instances of such behaviour include, but are not limited to the following examples:

1. Failure to follow Camp Australia policies, standard procedures, and regulations and/or a
legitimate instruction given by a supervisor or other authorised person.

2. Failure to maintain an acceptable level of work performance, for example, incompetence,
carelessness, inefficiency, time wasting, tardiness;

3. Failure without good reason, to notify a manager that they are unable to commence work
at the rostered or usual time;

4. Repeated late arrival for work;
5. Being absent from their assigned place of work during working hours without authority or

without legitimate reason;
6. Sleeping whilst on duty;
7. Improper use, undue wastage or wilful damage or negligent use of Camp Australia

property, resources or equipment;
8. Reporting for work inappropriately dressed or in such a condition that they are unable to

perform the required duties in a safe or professional manner;
9. Failure to report inappropriate and/or disruptive behaviour in the workplace;
10. Posting offensive notices on social media or notice boards or elsewhere in Camp Australia

or related services;
11. Use of personal electronic devices - including mobile phones - during work hours;
12. Failure to immediately report a fire or observe safety rules, working in an unsafe manner,

or failure to engage safety equipment where required;
13. Smoking at any school or other location during work or when representing Camp Australia;
14. Failure to report to a manager any damage to Camp Australia or client property.

Serious Misconduct

If an employee breaches any company policy which undermines the trust and confidence inherent in
the employment relationship, they may be dismissed with or without notice. Employment may be
suspended to allow a formal review into the alleged behaviour. Whilst an employee is suspended they

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Camp Australia National Operations Policy Manual

must not utilise Camp Australia property, attend work premises, discuss the matter or engage in any
duty related to their position without manager authorisation.

The following examples, subject to management investigation, may result in the termination of
employment.

1. Unwarranted physical contact or exhibiting behaviours with children which may be construed
as unnecessarily physical. This includes but is not limited to piggybacking, lifting, hugging,
sitting in lap, hitting, kicking, slapping, pushing, kissing or touching of a sexual nature. The only
circumstances where physical contact with a child is considered acceptable is to administer first
aid or to demonstrate a skill for instructional purposes as part of a group activity. If in doubt or
for further information, refer to Camp Australia’s Limited Physical Contact policy in the
National Operations Policy Manual;

2. Refusing to perform duties or carry out a lawful direction by managers or supervisors, or walking
off the job;

3. Unexplained absence for three (3) consecutive working days without authorisation
(abandonment of employment);

4. Possession of or consumption of intoxicating liquor or non-prescribed prohibited drugs on Camp
Australia licensed premises or any other location where Camp Australia services are provided;

5. Consumption of intoxicating liquor before work or bringing intoxicating liquor into Camp
Australia premises or whilst on Camp Australia business;

6. Behaviour which jeopardises the safety of children or staff, such as smoking or unauthorised
use of fire protection or safety equipment;

7. Inappropriate language in the presence of children or abusive language, bullying, harassment,
discrimination, assault or threatening to assault any child, their family, visitor, or employee on
Camp Australia licensed premises or any other location where Camp Australia services are
provided;

8. Failure to immediately report to a manager any accident involving injury to a child, or ignore or
disregard any suspected or disclosed child abuse.

9. Unauthorised possession or removal of property belonging to a child, parent or guardian,
employee, school contact or Camp Australia without the owner's consent;

10. Wilfully submitting a false claim on a timesheet, submitting a false claim for expenses, or any
other deliberate falsification of a Camp Australia record for reimbursement or financial gain;

11. Misrepresenting Camp Australia for personal gain;
12. Disclosing to an unauthorised person any confidential information concerning any child or their

family, client, or employee of Camp Australia, or disclosing any other information which is
commercial in confidence;
13. Deliberate or negligent actions or omissions resulting in serious damage to the Camp Australia
name or property;
14. Development of special relationships with children which could be seen as favouritism. This
includes offering gifts or special treatment for a specific child or children;
15. Placing children at risk of abuse or leaving unsupervised at any time;
16. Committing to acts of a personal nature that a child could otherwise undertake themselves,
including but not limited to toileting or changing clothes;
17. Engaging in one-on-one contact with a child in isolation of others;
18. Engaging in open discussions with adult themes in the presence of children;
19. In the presence of children, expressing personal views or discriminating against any child or
employee because of but not limited to culture, race, ethnicity, sexuality or disability;
20. Taking a photograph of a child and/or publishing a photograph of a child on any form of social
media without express permission from Camp Australia management;
21. Contact with a child or their family outside of work hours without manager approval or
knowledge, including but not limited to babysitting, transporting to or from home, contact via
social media of any kind, webchat or email.

Should an employee be unclear of any aspect of the Code of Conduct, clarification must be sought from
their manager or email [email protected]

This policy is regularly reviewed by Camp Australia and any authorised changes will be updated in the
Employee Handbook accessible via the Learning Management System in One Team.

Camp Australia National Operations Policy Manual 2017 Page 189

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Camp Australia National Operations Policy Manual

Conflict of Interest

Purpose

The purpose of this policy is to:

▪ Assist staff to identify situations in which a conflict of interest may arise;
▪ Provide guidelines and assistance to employees to avoid or deal appropriately with conflicts of

interest; and
▪ Outline the consequences of a failure to avoid conflicts of interest.

Policy

All employees owe a legal duty to act in the best interests of Camp Australia in performing their duties
in preference to the employee’s own personal interests. This duty is set out in your written contract of
employment.

Employees must not engage in other employment where the activity conflicts with their position as an
employee of Camp Australia. Employment includes a second job, conducting a business, trade or
profession, or active involvement with other organisations.

This policy in no way diminish your right to engage in outside activities of a civic, religious, political, or
charitable nature or other activity where you can be used for the benefit of the community, provided
those activities are not otherwise a breach of this policy.

A conflict of interest arises if an employee accepts employment with, or other substantial business
interest in, a competitor. It also arises if they accept employment, other relationship or a substantial
business interest in a supplier or client of Camp Australia. The following guidelines are intended to
assist in making decisions regarding potential conflicts, however do not include all possible situations
that might create a conflict of interest.

Conflicts of interest include, though are not limited to:

▪ Directly or indirectly competing against Camp Australia in any capacity.
▪ Providing competitive assistance to other companies or organisations that are competing with

Camp Australia.
▪ Engaging in outside employment or other activities that encroach on the time or attention

necessary to carry out your responsibilities to Camp Australia.
▪ Having a significant financial interest in, holding any position with, or receiving compensation

or other benefits from any party that competes with Camp Australia or any of its clients or any
party that does business or seeks to do business with Camp Australia or any of its clients.
▪ Encouraging a client of Camp Australia to “do business" with you or accepting an offer of
employment with a client of Camp Australia.
▪ Use of Camp Australia time and/or resources to engage in conflicts of interest.

Examples

Examples of conflicts of interests that would amount to a breach of this policy and must be immediately
disclosed to Camp Australia include:
Example 1: A Coordinator working at a service where Camp Australia provides after school care, sets
up a family day care business. She advises parents she will be offering before school care services.
Example 2: An Assistant who is unable to obtain Holiday Club shifts with Camp Australia accepts
vacation care shifts with another OSHC provider.
Example 3: A field staff member offers to provide evening and weekend babysitting to parents currently
using a Camp Australia service.
Example 4: A Regional Manager is asked by a friend to provide consulting advice and documentation
to help her set up an OSHC service.
Example 5: An Educator is asked by a parent whose children attend OSHC to sign them out and escort
them home following After Care.

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Dealing with conflicts of interest

Employees must, at all times, act in a manner that will avoid actual, potential or perceived conflicts of
interest.

Whether a particular situation creates a conflict of interest between your personal activities or
relationships and your responsibility to Camp Australia depends upon the circumstances. However,
you must immediately report to Human Resources at [email protected] every situation
that could have the possibility of creating a conflict between you and Camp Australia.

HR will then determine whether the situation warrants further attention. A key issue in determining
whether or not there is a conflict will be whether Camp Australia has suffered any disadvantage as a
result of your actions.

Failure to disclose conflicts of interest

A failure to avoid or disclose conflicts of interest is a matter of utmost seriousness. Depending on the
circumstances, disciplinary action may be taken against an employee who has a conflict of interest.
This may include immediate termination of employment for serious misconduct.

Employees must:

▪ declare any potential, actual or perceived conflicts of interest that exist on becoming employed
by Camp Australia to management

▪ declare any potential, actual or perceived conflicts of interest that arise or are likely to arise
during employment by Camp Australia to management

▪ avoid being placed in a situation where there is potential, actual or perceived conflict of interest
if at all possible

If an employee declares such an interest, Camp Australia will review the potential areas of conflict with
the employee and mutually agree on practical arrangements to resolve the situation.

Employees must disclose to their manager any other employment that might cause a conflict of interest
with Camp Australia. Where there are external involvements that do not represent a conflict of interest,
these must not affect performance or attendance whilst working at Camp Australia. If such involvement
does affect performance or attendance it will be considered a conflict of interest.

Employees must not set up or engage in private business or undertake other employment in direct or
indirect competition with Camp Australia using knowledge and/or materials gained during the course of
employment with Camp Australia.

Engaging in other business interests during work hours will result in strong performance improvement
action.

Failure to declare a potential, actual or perceived conflict of interest or to take remedial action agreed
with Camp Australia, in a timely manner, may result in performance improvement proceedings including
dismissal.

------------------------------------------------------------------------------------------------------------------------------------

ACKNOWLEDGEMENT OF CODE

I have read and agree to abide by the Code of Conduct and Conflict of Interest policy during my
employment with Camp Australia.

Name ………………………………………..............................

Signature ……………………………………………………………

Date ……………………………………………………………

Camp Australia National Operations Policy Manual 2017 Page 191

©This document is the property of Camp Australia and is not to be reproduced in any form
Reviewed: October 2017 Version: 1.12