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Code of Conduct Policy

PURPOSE

The policy establishes the standards by which Leaders Institute (LI) staff and students conduct themselves towards others to ensure appropriate ethical conduct.


SCOPE

Whole Institute

 

DEFINITIONS

Bullying: repeated and unreasonable behaviour directed towards a person or a group of people that creates a risk to health and safety.

Conduct: behaviour of a person.

Conflict of Interest: where an individual has competing professional or personal interests that could make it difficult to fulfil their duties impartially, and potentially could improperly influence performance of duties. An apparent (or perceived) conflict of interest exists where it appears that individual private interests could improperly influence the performance of their duties and responsibilities whether this is, in fact, the case. Individuals must be conscious that perceptions of conflict of interest may be as important as an actual conflict. A potential conflict of interest arises where an individual has a private interest which is such that an actual conflict of interest would arise if the member were to become involved in relevant (that is conflicting) official duties and responsibilities in the future.

Cyberbullying: bullying conducted with the use of technology, like mobile phones or the internet.

Discrimination: to treat an individual less favourably because of an attribute or to impose unreasonable terms or conditions for which individuals with a particular attribute are unable to comply. Vilification on the grounds of race, religion, sexuality, or gender identity is also unlawful.

Harassment: any form of behaviour that is unwelcome, unsolicited, unreciprocated, and usually (but not always) repeated. It is behaviour that is likely to offend, humiliate or intimidate. 

Maladministration: gross mismanagement of risk leading to death, injury or the culpable wastage of Institute’s resources that adversely affects a person’s interests in a substantial and specific way.

Misconduct: conduct which is not serious misconduct but which is nonetheless unacceptable. Serious misconduct means deliberately behaving in a way that is inconsistent with this Code of Conduct.

Personal information: information about an identified or identifiable individual that is not available in the public domain.

Public comment: public speaking engagements, comments on radio, television, or social media; and expressing views, in writing, where it might be expected that the publication or circulation of the comment will spread to the community at large.

Records management: control and management of records to meet business, legal and regulatory requirements and compliance with standards governing professional practice. It is a business imperative, a corporate responsibility and a critical function performed through the collective actions of individuals.

Record: recorded information in any form, including data in computer systems as well as emails, created or received by any staff member of the Institute in the course of his/her duties.

Sexual harassment: any unsolicited, unwelcome, and unreciprocated behaviour act or conduct of a sexual nature that embarrasses, humiliates, or offends other persons. It can be a single incident or a persistent pattern and can range from subtle behaviour to explicit demands for sexual activity or even criminal assault.

Staff: ongoing, fixed-term, casual, adjunct staff members and volunteers.

Sustainability: ability to meet the needs of the present without compromising the ability of future generations to meet their needs.

Victimisation: treating someone unfairly because they have made, or intend to make, a discrimination or harassment complaint. This also includes those who have supported another person in making a complaint.

 

PRINCIPLES

All staff and students will:

  • be made aware of the Code of Conduct during induction and orientation activities;

  • ensure that they adhere to this policy and related documentation

  • behave in a way that upholds the integrity and good reputation of the Institute;

  • not engage in any behaviour that contravenes federal, state, or local law, including sexual misconduct;

  • refrain from, and not accept any behaviour which may reasonably be perceived as discrimination, vilification, bullying, cyberbullying, intimidation, harassment, or physically or emotionally threatening;

  • protect LI resources and take all possible care to use them in a proper manner;

  • comply with any lawful and reasonable direction given by someone who has authority to give that direction;

  • make well-considered decisions, and provide reasons for these decisions where required, especially where they may have an adverse effect on people;

  • disclose wrongdoing and protect those who make a disclosure;

  • avoid any conduct, including alcohol or substance abuse or misuse, which would adversely affect work and/or study performance;

  • avoid all forms of academic misconduct;

  • comply with all relevant legislative and statutory requirements.

  • treat LI staff members, students, prospective students, and members of the public with honesty, respect and courtesy, and have regard for the dignity and needs of others, including in online communications;

  • respect and celebrate diversity, including gender, race, sexuality, disability, cultural background, marital status, age, political conviction or family responsibilities;

  • act to ensure equity, fairness and natural justice is afforded to all;

  • seek to resolve disputes in a fair and timely manner;

  • strive to create an environment which provides a safe and healthy workplace for employees, students and members of the community;

  • stand up for the rights of others;

  • strive to embed sustainability in all activities;

  • not engage in any behaviour that would impair the freedom of others to pursue their studies, research and/ or involvement at LI;

  • report genuinely suspected or known fraud or corrupt conduct to appropriate staff/authority through the appropriate procedures.

 

LI staff will:

  • endeavour to achieve excellence in performance and will strive for continuous improvement;

  • encourage collaboration across boundaries;

  • act and behave honestly, impartially and with integrity;

  • maintain appropriate confidentiality regarding Institute business;

  • not make improper use of position, power or authority to gain, or seeking to gain, a benefit or advantage for themselves or any other person;

  • only accept gifts and benefits where these are not identified to influence our decision-making;

  • take reasonable steps to avoid, or disclose and manage, any conflict of interest (actual, potential or perceived) in the course of employment;

  • act within the limits of their authority;

  • adhere to proper records management practices and procedures, so that records are complete, up-to-date and capable of providing organisational accountability;

  • maintain the privacy, integrity and security of official and personal information and ensure the proper use of information systems;

  • investigate any complaints that have been lodged against staff or students in a consistent, prompt, fair and timely manner;

  • promote socially inclusive employment practices;

  • Maintain adequate security over LI property, resources and information.

 

LI students will:

  • take responsibility for their own learning and participate in the learning and research processes;

  • attend classes and/or scheduled activities on time, unless there is an exceptional circumstance which prevents attendance;

  • know the requirements of their own course and progression rules;

  • observe key dates and deadlines relevant to their own enrolment and course;

  • comply with the conventions of academic scholarship including, but not limited to, the correct use of copyright material, the correct acknowledgement of others' work and ideas, the use of gender inclusive language, and the avoidance of slang or colloquial language in assessments;

  • be familiar with the resources available to assist in studies and research;

  • ensure that their contact details held by LI are up to date;

  • present identification when required.

 

COMPLIANCE WITH CODE OF CONDUCT 

  • LI is committed to providing staff and students with access to education and training in relation to the requirements of this policy;

  • where uncertain about the Code’s application or interpretation, staff or students should consult with the Registrar or higher authority if appropriate;

  • failure to comply with the Code may lead to disciplinary action, and in serious cases may lead to termination of study or employment, and/or criminal prosecution.

 

Whistleblowing Protections

A protected whistleblowing disclosure is a disclosure of wrongdoing by an eligible person who has reasonable grounds to suspect the occurrence of wrongdoing. An eligible person is any person who is currently or has previously been an LI staff member or relative of an LI staff member. Reportable conduct includes breaches of this policy where the actual or suspected wrongdoing concerns illegal, negligent, unethical, or deliberately improper conduct or detrimental action in relation to LI.

 

LI respects and will not impede the lawful right of a person to make a whistleblower disclosure, anonymously or not. To gain legal protection, whistleblowers are expected to inform themselves of the applicable law and make the disclosure in accordance with the requirements of the law. In accordance with Commonwealth law, LI is committed to handling the disclosure thoroughly and impartially, and will:


  • protect the confidentiality of the whistleblower;

  • protect the whistleblower against victimisation or reprisal action; and

  • provide welfare support to the whistleblower.


Breach of Code of Conduct

Failure to abide by this policy by a staff member or student shall become grounds for appropriate and measured sanctions and/or disciplinary action up to and including dismissal for staff or contractors, or discontinuation from a course for students. The severity of disciplinary action should be consistent with the severity of any breach of this policy, and staff or students can access relevant grievance procedures.

 

The President or delegated representative will determine appropriate disciplinary action for a breach of this policy by a student and disciplinary action for a breach of this Code by a staff member or contractor will be determined by that person’s supervisor. If severe disciplinary action is recommended (e.g. dismissal for staff or discontinuation from a course) this must be ratified by the Executive Management Team before being implemented.

 

Students will be notified in writing if LI initiates a suspension or cancellation of the student’s enrolment based on a breach of this policy and advised of their right to appeal within 20 working days.

 

Students who are unwilling to abide by this policy may be refused admission to a course. Any staff member, student, or member of the public must refer suspected misconduct to the police if the misconduct contravenes federal, state, or local law.

 

Allegations of sexual misconduct shall be considered in accordance with the Sexual Misconduct Prevention and Response Policy.


PURPOSE

The policy establishes the standards by which Leaders Institute (LI) staff and students conduct themselves towards others to ensure appropriate ethical conduct.


SCOPE

Whole Institute

 

DEFINITIONS

Bullying: repeated and unreasonable behaviour directed towards a person or a group of people that creates a risk to health and safety.

Conduct: behaviour of a person.

Conflict of Interest: where an individual has competing professional or personal interests that could make it difficult to fulfil their duties impartially, and potentially could improperly influence performance of duties. An apparent (or perceived) conflict of interest exists where it appears that individual private interests could improperly influence the performance of their duties and responsibilities whether this is, in fact, the case. Individuals must be conscious that perceptions of conflict of interest may be as important as an actual conflict. A potential conflict of interest arises where an individual has a private interest which is such that an actual conflict of interest would arise if the member were to become involved in relevant (that is conflicting) official duties and responsibilities in the future.

Cyberbullying: bullying conducted with the use of technology, like mobile phones or the internet.

Discrimination: to treat an individual less favourably because of an attribute or to impose unreasonable terms or conditions for which individuals with a particular attribute are unable to comply. Vilification on the grounds of race, religion, sexuality, or gender identity is also unlawful.

Harassment: any form of behaviour that is unwelcome, unsolicited, unreciprocated, and usually (but not always) repeated. It is behaviour that is likely to offend, humiliate or intimidate. 

Maladministration: gross mismanagement of risk leading to death, injury or the culpable wastage of Institute’s resources that adversely affects a person’s interests in a substantial and specific way.

Misconduct: conduct which is not serious misconduct but which is nonetheless unacceptable. Serious misconduct means deliberately behaving in a way that is inconsistent with this Code of Conduct.

Personal information: information about an identified or identifiable individual that is not available in the public domain.

Public comment: public speaking engagements, comments on radio, television, or social media; and expressing views, in writing, where it might be expected that the publication or circulation of the comment will spread to the community at large.

Records management: control and management of records to meet business, legal and regulatory requirements and compliance with standards governing professional practice. It is a business imperative, a corporate responsibility and a critical function performed through the collective actions of individuals.

Record: recorded information in any form, including data in computer systems as well as emails, created or received by any staff member of the Institute in the course of his/her duties.

Sexual harassment: any unsolicited, unwelcome, and unreciprocated behaviour act or conduct of a sexual nature that embarrasses, humiliates, or offends other persons. It can be a single incident or a persistent pattern and can range from subtle behaviour to explicit demands for sexual activity or even criminal assault.

Staff: ongoing, fixed-term, casual, adjunct staff members and volunteers.

Sustainability: ability to meet the needs of the present without compromising the ability of future generations to meet their needs.

Victimisation: treating someone unfairly because they have made, or intend to make, a discrimination or harassment complaint. This also includes those who have supported another person in making a complaint.

 

PRINCIPLES

All staff and students will:

  • be made aware of the Code of Conduct during induction and orientation activities;

  • ensure that they adhere to this policy and related documentation

  • behave in a way that upholds the integrity and good reputation of the Institute;

  • not engage in any behaviour that contravenes federal, state, or local law, including sexual misconduct;

  • refrain from, and not accept any behaviour which may reasonably be perceived as discrimination, vilification, bullying, cyberbullying, intimidation, harassment, or physically or emotionally threatening;

  • protect LI resources and take all possible care to use them in a proper manner;

  • comply with any lawful and reasonable direction given by someone who has authority to give that direction;

  • make well-considered decisions, and provide reasons for these decisions where required, especially where they may have an adverse effect on people;

  • disclose wrongdoing and protect those who make a disclosure;

  • avoid any conduct, including alcohol or substance abuse or misuse, which would adversely affect work and/or study performance;

  • avoid all forms of academic misconduct;

  • comply with all relevant legislative and statutory requirements.

  • treat LI staff members, students, prospective students, and members of the public with honesty, respect and courtesy, and have regard for the dignity and needs of others, including in online communications;

  • respect and celebrate diversity, including gender, race, sexuality, disability, cultural background, marital status, age, political conviction or family responsibilities;

  • act to ensure equity, fairness and natural justice is afforded to all;

  • seek to resolve disputes in a fair and timely manner;

  • strive to create an environment which provides a safe and healthy workplace for employees, students and members of the community;

  • stand up for the rights of others;

  • strive to embed sustainability in all activities;

  • not engage in any behaviour that would impair the freedom of others to pursue their studies, research and/ or involvement at LI;

  • report genuinely suspected or known fraud or corrupt conduct to appropriate staff/authority through the appropriate procedures.

 

LI staff will:

  • endeavour to achieve excellence in performance and will strive for continuous improvement;

  • encourage collaboration across boundaries;

  • act and behave honestly, impartially and with integrity;

  • maintain appropriate confidentiality regarding Institute business;

  • not make improper use of position, power or authority to gain, or seeking to gain, a benefit or advantage for themselves or any other person;

  • only accept gifts and benefits where these are not identified to influence our decision-making;

  • take reasonable steps to avoid, or disclose and manage, any conflict of interest (actual, potential or perceived) in the course of employment;

  • act within the limits of their authority;

  • adhere to proper records management practices and procedures, so that records are complete, up-to-date and capable of providing organisational accountability;

  • maintain the privacy, integrity and security of official and personal information and ensure the proper use of information systems;

  • investigate any complaints that have been lodged against staff or students in a consistent, prompt, fair and timely manner;

  • promote socially inclusive employment practices;

  • Maintain adequate security over LI property, resources and information.

 

LI students will:

  • take responsibility for their own learning and participate in the learning and research processes;

  • attend classes and/or scheduled activities on time, unless there is an exceptional circumstance which prevents attendance;

  • know the requirements of their own course and progression rules;

  • observe key dates and deadlines relevant to their own enrolment and course;

  • comply with the conventions of academic scholarship including, but not limited to, the correct use of copyright material, the correct acknowledgement of others' work and ideas, the use of gender inclusive language, and the avoidance of slang or colloquial language in assessments;

  • be familiar with the resources available to assist in studies and research;

  • ensure that their contact details held by LI are up to date;

  • present identification when required.

 

COMPLIANCE WITH CODE OF CONDUCT 

  • LI is committed to providing staff and students with access to education and training in relation to the requirements of this policy;

  • where uncertain about the Code’s application or interpretation, staff or students should consult with the Registrar or higher authority if appropriate;

  • failure to comply with the Code may lead to disciplinary action, and in serious cases may lead to termination of study or employment, and/or criminal prosecution.

 

Whistleblowing Protections

A protected whistleblowing disclosure is a disclosure of wrongdoing by an eligible person who has reasonable grounds to suspect the occurrence of wrongdoing. An eligible person is any person who is currently or has previously been an LI staff member or relative of an LI staff member. Reportable conduct includes breaches of this policy where the actual or suspected wrongdoing concerns illegal, negligent, unethical, or deliberately improper conduct or detrimental action in relation to LI.

 

LI respects and will not impede the lawful right of a person to make a whistleblower disclosure, anonymously or not. To gain legal protection, whistleblowers are expected to inform themselves of the applicable law and make the disclosure in accordance with the requirements of the law. In accordance with Commonwealth law, LI is committed to handling the disclosure thoroughly and impartially, and will:


  • protect the confidentiality of the whistleblower;

  • protect the whistleblower against victimisation or reprisal action; and

  • provide welfare support to the whistleblower.


Breach of Code of Conduct

Failure to abide by this policy by a staff member or student shall become grounds for appropriate and measured sanctions and/or disciplinary action up to and including dismissal for staff or contractors, or discontinuation from a course for students. The severity of disciplinary action should be consistent with the severity of any breach of this policy, and staff or students can access relevant grievance procedures.

 

The President or delegated representative will determine appropriate disciplinary action for a breach of this policy by a student and disciplinary action for a breach of this Code by a staff member or contractor will be determined by that person’s supervisor. If severe disciplinary action is recommended (e.g. dismissal for staff or discontinuation from a course) this must be ratified by the Executive Management Team before being implemented.

 

Students will be notified in writing if LI initiates a suspension or cancellation of the student’s enrolment based on a breach of this policy and advised of their right to appeal within 20 working days.

 

Students who are unwilling to abide by this policy may be refused admission to a course. Any staff member, student, or member of the public must refer suspected misconduct to the police if the misconduct contravenes federal, state, or local law.

 

Allegations of sexual misconduct shall be considered in accordance with the Sexual Misconduct Prevention and Response Policy.


Policy Owner

President

Approval Date

13 February 2024

Approving Body

Governing Board

Review Date

13 February 2029

Endorsing Body

Executive Management Team

Version

3.0

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