Page 14 - Code of Conduct Update
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BREACHES OF THIS CODE Real or perceived conflicts of interest will be guarded against by:
The behaviours listed in this code that reinforce our values and outline an • ensuring that no special treatment or favours are granted to people, or their
expected standard of behaviour. Behaviours which are contrary to the spirit or rela�ves or friends as a result of their posi�ons
the stated requirements of this Code may result in the provision of counselling • ensuring that they do not receive payments or personal gi�s as a result of their
and/or guidance. In a severe or repeated case of behaviour which disregard the posi�on
code, disciplinary ac�on may be taken in accordance with our disciplinary policy • not entering into agreements which benefit them personally
(or other outline of disciplinary procedures) and, where appropriate, their Complaint • not par�cipa�ng in decisions where they may have a conflict of interest
Management policy. Ac�ons could include: • if necessary, removing themselves from discussions or decisions; and
• ensuring that they do not, as a staff member, use insider informa�on about the
• verbal or wri�en warnings organisa�on or job or spreading informa�on about a client gained as a staff
• undertakings to correct behaviour, a�ending training or mentoring to improve member. See Privacy and Informa�on Sharing Policy.
• behaviour
• where necessary, termina�on of employment or cessa�on of engagement with the Personal rela�onships are not to influence work behaviours. It could be a
organisa�on, in accordance with any relevant policies/procedures and current conflict of interest if an employee acts on the basis of personal friendship or
employment legisla�on. personal animosity to advantage or disadvantage a fellow employee, supplier,
service provider, customer or tenant.
CONFLICTS OF INTEREST
The common law requires disclosing poten�al conflicts of interest as soon as they Employees who are uncertain whether they are placed in a situa�on where a
poten� actu con o interes exis should ad fr their
arise. This includes financial, poli�cal or personal benefit from: supervisor or manager.
• other business or professional ac�vi�es;
• other commitments or interests; RELATED POLICIES
• employment or accountability to other people or companies;
• membership of other companies; Privacy and Data Security Policy; Client Privacy and Confiden�ality Policy;
• ownership of property or other assets; Consumer Access to Records Policy; Duty of Care Policy; Feedback,
• staff, contractors or board members entering into an agreement which benefits Complaints and Appeals Policy; Neigbour Nuisance Complaints SOP; Equal
them personally or results from a posi�on of conflict and HHS suffers; Opportunity Policy; Whistleblower Policy
• staff, contractors or board members, or their families, receive services from HHS
where they are involved with decisions about the services. LEGISLATION AND STANDARDS
HHS performs a range of func�ons, many of which could present the poten�al for This policy implements HHS obliga�ons where they exist under:
a conflict of interest, including:
• employment and selec�on of staff • Privacy Act 1988 (C’wlth)
• Privacy and Data Protec�on Act 2014 (Vic)
• selec�on of a contractor for services or purchases • Housing Act 1983 (Vic) Part VIIIA – Social Housing
• alloca�on of proper�es, tenant selec�on • Performance Standards for Registered Housing Agencies
• delivery of goods and services • DHHS Victorian Housing Register Opera�onal Guidelines
• authorisa�on of expenditure • Charter of Human Rights and Responsibili�es 2006
• where an employee of HHS holds secondary employment that may compromise • Children, Youth and Families Act 2005 (Vic)
their responsibili�es with HHS.
