National Operations Policy Manual

Camp Australia National Operations Policy Manual • Provide a program that g people/ situations that maCamp Australia National Operations Policy Manual 2017©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: November 2017 Version: 1.13

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Camp Australia National Operations Policy ManualCamp Australia National Operations Policy Manual 2017 Page 187©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: March 2017 Version: 1.0

Camp Australia National Operations Policy ManualAPPENDIX B • Code of ConductCamp Australia National Operations Policy Manual 2017 Page 188©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: November 2017 Version: 1.13

Camp Australia National Operations Policy ManualCode of ConductCamp 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 typeor position, to ensure professional standards are maintained in accordance with workplace laws. TheCode of Conduct outlines employment conditions, the interests of Camp Australia and the strictobservation of child safe standards and appropriate interaction with children. Every employee is issuedthe 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.Camp Australia National Operations Policy Manual 2017 Page 189©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: November 2017 Version: 1.13

Camp Australia National Operations Policy ManualWhat 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 dependon the circumstances and consequences of each matter. As a general principle, behaviour outside ofthe workplace is of no concern to management except where it interferes with the performance of officialduties or reflects on the standing or integrity of Camp Australia. Consequently, employees should notbring Camp Australia into disrepute through their private activities or actions.MisconductMisconduct comprises actions or omissions which, regarded in isolation do not warrant severedisciplinary 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. Inserious cases, a first and final warning may be issued. Should an employee offend again following awritten 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 MisconductIf an employee breaches any company policy which undermines the trust and confidence inherent inthe employment relationship, they may be dismissed with or without notice. Employment may besuspended to allow a formal review into the alleged behaviour. Whilst an employee is suspended theyCamp Australia National Operations Policy Manual 2017 Page 190©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: November 2017 Version: 1.13

Camp Australia National Operations Policy Manualmust not utilise Camp Australia property, attend work premises, discuss the matter or engage in anyduty related to their position without manager authorisation.The following examples, subject to management investigation, may result in the termination ofemployment. 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 fromtheir manager or email [email protected] policy is regularly reviewed by Camp Australia and any authorised changes will be updated in theEmployee Handbook accessible via the Learning Management System in One Team.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 formReviewed: November 2017 Version: 1.13

Camp Australia National Operations Policy ManualConflict of InterestPurposeThe 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.PolicyAll employees owe a legal duty to act in the best interests of Camp Australia in performing their dutiesin preference to the employee’s own personal interests. This duty is set out in your written contract ofemployment.Employees must not engage in other employment where the activity conflicts with their position as anemployee of Camp Australia. Employment includes a second job, conducting a business, trade orprofession, or active involvement with other organisations.This policy in no way diminish your right to engage in outside activities of a civic, religious, political, orcharitable nature or other activity where you can be used for the benefit of the community, providedthose activities are not otherwise a breach of this policy.A conflict of interest arises if an employee accepts employment with, or other substantial businessinterest in, a competitor. It also arises if they accept employment, other relationship or a substantialbusiness interest in a supplier or client of Camp Australia. The following guidelines are intended toassist in making decisions regarding potential conflicts, however do not include all possible situationsthat 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.ExamplesExamples of conflicts of interests that would amount to a breach of this policy and must be immediatelydisclosed to Camp Australia include:Example 1: A Coordinator working at a service where Camp Australia provides after school care, setsup 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 acceptsvacation care shifts with another OSHC provider.Example 3: A field staff member offers to provide evening and weekend babysitting to parents currentlyusing a Camp Australia service.Example 4: A Regional Manager is asked by a friend to provide consulting advice and documentationto 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 escortthem home following After Care.Camp Australia National Operations Policy Manual 2017 Page 192©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: November 2017 Version: 1.13

Camp Australia National Operations Policy ManualDealing with conflicts of interestEmployees must, at all times, act in a manner that will avoid actual, potential or perceived conflicts ofinterest.Whether a particular situation creates a conflict of interest between your personal activities orrelationships and your responsibility to Camp Australia depends upon the circumstances. However,you must immediately report to Human Resources at [email protected] every situationthat 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 determiningwhether or not there is a conflict will be whether Camp Australia has suffered any disadvantage as aresult of your actions.Failure to disclose conflicts of interestA failure to avoid or disclose conflicts of interest is a matter of utmost seriousness. Depending on thecircumstances, 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 possibleIf an employee declares such an interest, Camp Australia will review the potential areas of conflict withthe 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 interestwith 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 involvementdoes 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 orindirect competition with Camp Australia using knowledge and/or materials gained during the course ofemployment with Camp Australia.Engaging in other business interests during work hours will result in strong performance improvementaction.Failure to declare a potential, actual or perceived conflict of interest or to take remedial action agreedwith Camp Australia, in a timely manner, may result in performance improvement proceedings includingdismissal.------------------------------------------------------------------------------------------------------------------------------------ACKNOWLEDGEMENT OF CODEI have read and agree to abide by the Code of Conduct and Conflict of Interest policy during myemployment with Camp Australia.Name ………………………………………..............................Signature ……………………………………………………………Date ……………………………………………………………Camp Australia National Operations Policy Manual 2017 Page 193©This document is the property of Camp Australia and is not to be reproduced in any formReviewed: November 2017 Version: 1.13