Page 11 - Code of Conduct

CONFLICTS OF INTEREST BREACHES OF THIS CODE

The common law requires disclosing poten�al conflicts of interest as soon as they The behaviours listed in this code that reinforce our values outline an expected
arise. This includes financial, poli�cal or personal benefit from: standard of behaviour. Behaviours which are contrary to the spirit or the stated
requirements of this Code may result in the provision of counselling and/or
• other business or professional ac�vi�es;
• other commitments or interests; guidance. In a severe or repeated case of behaviour which disregard the code,
• employment or accountability to other people or companies; disciplinary action may be taken in accordance with our disciplinary policy (or
• membership of other companies; other outline of disciplinary procedures) and, where appropriate, their
• ownership of property or other assets; Complaint Management policy. Actions could include:
• staff, contractors or board members entering into an agreement which benefits • verbal or written warnings
them personally or results from a posi�on of conflict and HHS suffers; • undertakings to correct behaviour, attending training or mentoring to
• staff, contractors or board members, or their families, receive services from HHS improve behaviour
• where necessary, termination of employment or cessation of engagement
where they are involved with decisions about the services. with the organisation, in accordance with any relevant policies/procedures
HHS performs a range of func�ons, many of which could present the poten�al for and current employment legislation.
a conflict of interest, including:
RELATED POLICIES
• employment and selec�on of staff
• selec�on of a contractor for services or purchases Privacy and Data Security Policy; Client Privacy and Confiden�ality Policy;
• alloca�on of proper�es, tenant selec�on Consumer Access to Records Policy; Duty of Care Policy; Feedback, Complaints
• delivery of goods and services and Appeals Policy; Neigbour Nuisance Complaints SOP; Equal Opportunity
• authorisa�on of expenditure Policy; Whistleblower Policy
• where an employee of HHS holds secondary employment that may compromise
their responsibili�es with HHS. LEGISLATION AND STANDARDS
Real or perceived conflicts of interest will be guarded against by:
• ensuring that no special treatment or favours are granted to people, or their This policy implements HHS obliga�ons where they exist under:
rela�ves or friends as a result of their posi�ons
• ensuring that they do not receive payments or personal gi�s as a result of their • Privacy Act 1988 (C’wlth)
posi�on • Privacy and Data Protec�on Act 2014 (Vic)
• not entering into agreements which benefit them personally • Housing Act 1983 (Vic) Part VIIIA – Social Housing
• not par�cipa�ng in decisions where they may have a conflict of interest
• if necessary, removing themselves from discussions or decisions; and • Performance Standards for Registered Housing Agencies
• ensuring that they do not, as a staff member, use insider informa�on about the • DHHS Victorian Housing Register Opera�onal Guidelines
organisa�on or job or spreading informa�on about a client gained as a staff • Charter of Human Rights and Responsibili�es 2006
member. See Privacy and Informa�on Sharing Policy.
• Children, Youth and Families Act 2005 (Vic)
Personal rela�onships are not to influence work behaviours. It could be a conflict • Child Wellbeing and Safety Act 2005 (Vic)
personal • Equal Opportunity Act 2010
supplier, service
provider, customer or tenant. • Human Services Standards
• Aged Care Quality Standards
Employees who are uncertain whether they are placed in a situa�on where a • Child Safe Standards
poten�al or actual conflict of interest exists should seek advice from their
supervisor or manager.