Code of Conduct Policy and Procedure

Document Number: POL-00011
Revision 1.0
Policy Statement - [Company Name] operates with transparency, integrity and honesty at
all times, the purpose of this policy is to clarify the standards of behaviour that are expected
of all personnel employed by or contracted to [Company Name] in the performance of their
duties. It gives guidance in areas where personnel need to make business, personal and
ethical decisions.
All personnel are responsible for ensuring that their behaviour reflects the standards set in
the Code of Conduct and builds a positive workplace culture.
The values that underpin our company and our work include honesty, trustworthiness,
fairness, respect, integrity and responsibility.
We demonstrate these values in our daily work by:
• providing quality services and products
• being consistently honest, trustworthy and accountable
• being courteous and responsive in dealing with others
• being committed to social justice by opposing prejudice, injustice and dishonesty
• making decisions that are procedurally fair to people and which avoid discrimination, for
example, on grounds such as gender, race, religion and culture
• promoting dignity and respect by avoiding behaviour which is, or might reasonably be
perceived as, harassing, bullying or intimidating
• working collaboratively with colleagues to reach our common goals and business
objectives
• maintaining and developing our professional and work practices
• acknowledging our stakeholders as partners in our work, and
• maintaining professional relationships with:
o clients, customers and members of the public
o colleagues, and
o business partners
This policy is to ensure that the values underpinning the company are upheld and trust in the
company is assured and there is confidence in the integrity and professionalism of the
services offered.
The policy applies to all personnel of the company and all persons representing the company
on a causal or contract or sub contract basis.
[Name of Signatory]
Director/Manager/CEO
[Name of Signatory]
Director/Manager/CEO
Company Name Pty Ltd/Ltd. Inc
Date: 2nd
April 2015
CODE OF CONDUCT POLICY

CODE OF CONDUCT
Page 4 of 16
Version Number: 1.0 flevy__1394.docx
Version Date: 02-APR-15 Document Type: Procedures
THIS DOCUMENT IS UNCONTROLLED WHEN PRINTED
© 2014 PA Services Group Pty Ltd
1. INTRODUCTION
The Code of Conduct draws on the values that underpin our business and our work: honesty,
trustworthiness, fairness, respect, integrity and responsibility.
The Code is based on relevant legislation, regulations and policies and procedures and above all is
based on how we as a business expect people to behave with one another. The Code of Conduct
complements, but does not replace, the standards of behaviour and performance required by
policies, industrial agreements and relevant legislation.
The Company’s reputation as a trusted and respected organisation is one of our greatest assets.
Each of us has the ability to build and maintain our reputation, or to harm that reputation and
undermine our performance
This Code of Conduct aims to clarify and elaborate for all staff, the values which guide the company
and the conduct expected of them in the performance of their duties
2. PURPOSE
The aim of this Code is to establish a common understanding of the standards of behaviour expected
of all employees and Management of [Company Name]. This Code of Conduct document will make
up part of our company induction training to further develop understanding.
This Code does not attempt to provide a detailed and exhaustive list of what to do in every aspect of
your work. Instead, it represents a broad framework that will help you decide on an appropriate
course of action when you are faced with an issue.
The Code places an obligation on all of us to take responsibility for our own conduct and work with
colleagues cooperatively to establish consultative and collaborative workplaces where people are
happy and proud to work.
Everyone, from Management to employees must be aware of and comply with this Code. Therefore,
you must:
• engage in personal or professional conduct that upholds the reputation of the business
• comply with all business policies and procedures
• act ethically and responsibly, and
• be accountable for your actions and decisions.
CONTRACTORS AND VOLUNTEERS
Contractors, consultants or volunteers working with the business must be aware of this Code and act
in line with the conduct described in it.
While contractors and consultants are not subject to disciplinary action, conduct that would be
assessed as being a serious breach of the Code of Conduct may result in their contract being
terminated.
WHAT DOES THE BUSINESS EXPECT OF IT'S EMPLOYEES.
This document is a partial preview. Full document download can be found on Flevy:
http://flevy.com/browse/document/code-of-conduct-policy-and-procedure-1394

CODE OF CONDUCT
Page 7 of 16
6. EXPECTATIONS OF MANAGEMENT AND SUPERVISORS
If your role requires you to manage or supervise staff, in addition to the above responsibilities you are
also expected to:
• Promote collaborative and collegial workplaces by developing a positive working environment in
which all employees can contribute to the ongoing development of the Company.
• Exercise leadership by working with your staff to implement performance and development
processes that are consistent with the employee’s conditions of employment.
• Provide ongoing support and feedback to your staff and model the professional behaviour you
expect from employees.
• Establish systems within your area of responsibility which support effective communication and
consult with and involve your staff in appropriate decision-making.
• Take appropriate action if a breach of the Code of Conduct may have occurred.
7. CONFIDENTIAL INFORMATION
The business collects and stores a lot of confidential information. Unauthorised disclosures may
cause people harm, or give an individual or agency an improper advantage. The business's integrity
and credibility may be damaged if it cannot keep information secure
As an employee, you must only use official information for the work-related purpose it was intended.
Unless authorised to do so by the client, legislation or court order, you must not disclose or use any
confidential information.
You must make sure that confidential information, in any form, cannot be accessed by unauthorised
people. Sensitive information should only be provided to people, either within or outside the
business, who are authorised to have access to it.
Former employees must not be given access to confidential information, all access to information
technology system for past employees will be shut down and current employees must not pass on
any information.
8. COPYRIGHT, INTELLECTUAL PROPERTY AND COMPANY INFORMATION
The business relies on its intellectual property to deliver its product and services. All employees play
an important role in ensuring the business intellectual property is properly identified, protected, used
and where appropriate shared so as to ensure its benefit to the business.
When creating material you need to ensure the intellectual property rights of others are not infringed
and information is recorded about any third party copyright/other rights included in materials. For
example if using images that the business does not own, a copyright label must be applied or
permission to use the image must be gained.
Advice relating to sharing or licensing the business's intellectual property should be sought from
Management prior to any arrangement taking place. Absolutely no comments should be made or
discussions entered into with outsiders on costs, rates, hours, payment, or on other Company
business.

CODE OF CONDUCT
Page 10 of 16
12.SIGNING DOCUMENTS – DIGITAL AND HARDCOPY
As an employee, you are accountable for any documents that you sign. Therefore, you should
carefully read all documents you are asked to sign.
• You must not sign a document, which you know is not true and correct.
• You must only sign your own name and must never permit or encourage anyone to sign a name
other than their own. Managers and supervisors must not encourage or coerce their staff to sign
a document with which the employee is not satisfied.
• You must NOT sign any document that you are not approved to sign, if you sign a document and
give belief to the recipient that you are approved to make this decision you will be in breach of
this Code of Conduct and disciplinary action will be taken.
• You should only use your own name when, for example, sending emails, and should not give the
impression that you have the authority of another person without their permission. If you have
permission on behalf of another person, note at the bottom of the communication that you are
signing “on behalf of”.
For protect yourself for digital or electronic approvals, you should never give another person your
network password and you should take care to ensure that you have ‘logged off’ fully from your
computer before leaving it unattended
13.RECORD KEEPING
A record serves an essential administrative, legal and historical purpose. Records may be emails,
electronic documents, digital images and audio recordings, correspondence, files, forms, plans,
drawings, notes, accounts, photographs and films.
All employees have a responsibility to create and maintain full, accurate and honest records of their
activities, decisions and other business transactions, and
You must not destroy records without appropriate authority
Managers have a responsibility to ensure that the employees reporting to them comply with their
records management obligations.
Employees must maintain the confidentiality of all official information and documents which are
not publicly available or which have not been published
14.APPROPRIATE USE OF ELECTRONIC EQUIPMENT AND SOCIAL MEDIA
The business provides electronic communication facilities for its workers for administrative purposes
for completing their tasks. It reserves the right to monitor and view any data stored or transmitted
using the business's facilities.
By its nature, electronic communication is a fast and informal way of communicating. However, once
a document or image has been sent there is no way to recall it and it exists forever.

CODE OF CONDUCT
Page 13 of 16
As an employee, you must:
• not attend work under the influence of alcohol, illegal drugs or non-prescribed and/or restricted
substances;
• not endanger your own safety or the safety of any other person in the workplace by consuming
alcohol, illegal drugs or non-prescribed and/or restricted substances;
• notify your supervisor if you are aware that your work performance or conduct could be adversely
affected as a result of the effect of a prescribed drug; and
• immediately notify your supervisor if you are concerned about working with other employees who
may be affected by drugs or alcohol.
DRUGS
As a worker you must not:
• Have illegal drugs in your possession while at work. Any illegal drugs found on the premises or in
the possession of any person on the premises will be reported to the Police.
• Supply or administer prescription or non-prescription drugs to any other person, if found to be
supplying or administering any illicit substances the police will be called and disciplinary action
will be taken.
Managers and principals must report incidents involving illegal drug use to the Police and to Senior
Management immediately.
TABACCO
You must not smoke or permit smoking in any workplace buildings or enclosed areas. This
includes all buildings, gardens, sports fields, cars and car parks, other than those clearly
defined smoking areas.
17.DRESS CODE
The business does not want to infringe on any individuals freedom of expression through their
clothing choices although there are obligations to dress appropriately in a way that does not offend
and in a manner that:
• maintains respect;
• establishes credibility; and
• upholds the good reputation of the Company.
As a general guide, the appearance and dress of employees should be appropriate to their duties
and the people with whom they are dealing, and always clean and tidy. Wearing revealing clothes or
clothes with offensive slogans are examples of inappropriate dress in a workplace.
You should also be aware that some people may be offended so a choice in clothing needs to be
taken into consideration.

CODE OF CONDUCT
Page 16 of 16
21.GENERAL WORKPLACE ETIQUETTE
In line with respecting each other the basic principles of workplace etiquette apply to all employed.
Always consider there are others in the workplace and act accordingly, respect the fact that we are a
diverse group of people with differing personalities, cultures and backgrounds.
In summary, showing others respect is not hard, treat them as you would like to be treated. You will
be held accountable for your actions, and the business will not tolerate any breach of this code of
conduct.
This document is developing as our business grows and any changes to this document will be
sent to all employees.

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