| Approving Authority: | Executive |
|
Approval Date: | August 2006 |
| Approved Document No: | 2006/0040257 |
| Review Date: | 2008 |
| Policy Adviser: |
Description of the Policy:
The University's Code of Conduct provides guidance on acceptable standards of behaviour and how you are to conduct your duties while working towards achieving the goals of the University's Strategic Plan.
Related Policies, Procedures & Forms:
Consultancy and Commercial Research Policy
Griffith University General Staff Collective Agreement
Griffith University Academic Staff Collective Agreement
Harassment, Bullying and Discrimination
Inclusive Practice for People with Disabilities Policy
Participation of Animals in Research
Participation of Humans in Research
Preserving Professional Relationships
Recruitment and Selection Policy
Release of Information about Staff and Students of the University
Use of University Information Technology Resources Code of Practice
Whistleblowers
Protection Act 1994
This document is available in Word format for downloading. Click here to download this document.
A Code of Conduct provides guidance on acceptable standards of behaviour and how are you are to conduct your duties while working towards achieving the goals of the University's Strategic Plan.
The University is required to have a Code of Conduct under
the
The University recognises the importance of staff contributions to the University workings and the impact that staff have on the working environment. Following the ethical principles outlined in the Code of Conduct encourages an environment that makes the University a great place to work.
Staff and individuals acting on behalf of the University are required to conduct their duties according to the Code as part of their employment/attachment with the University. Persons covered by this Code are also to act in accordance with University policies. Please note, for the purpose of this Code, policies include any University policy, procedure or guideline.
All staff and individuals acting on the behalf of the University including:
§ continuing, fixed term and casual staff; and
§ visiting, honorary and adjunct staff.
Individuals acting in a voluntary capacity are encouraged to conduct their duties according to the Code.
While the Code's purpose is educative, it also acts to regulate behaviour. Staff whose conduct falls below the standards outlined in the Code will be counselled in accordance with the appropriate University policy. Significant departures from the standards of conduct in the Code may amount to misconduct on the part of the staff member and the University may discipline you in accordance with the University's disciplinary procedures.
The University community is urged to monitor the application of the principles outlined in this Code and encouraged to challenge departures from these principles. Staff are encouraged to discuss breaches of the application of the Code with their manager, or other appropriate persons including Group HR staff. Suspected breaches of the Code will be investigated and appropriate action taken.
This Code does not detract from the academic freedom of staff of the University. As a staff member you are encouraged to pursue critical and open inquiry and engage in constructive criticism on matters of public concern within your area of expertise.
Your manager is there for you to discuss any issues you have concerning the Code and its contents. Please do not hesitate to approach him / her to discuss any concerns you may have.
If you feel that there is a conflict between the
Griffith University Code of Conduct and your professional Code of Conduct, then discuss this issue with your manager.
The Code document also has some examples of behaviour. The examples are intended to demonstrate the principles of the Code, however, they are not exhaustive. If
you are not sure about an issue, discuss it with your manager.
If you are concerned about the way in which the Code is being applied by others you may seek clarification or remedial action through the relevant grievance
procedure.
The content has been organised under the following headings:
These headings correlate with the ethical principles for public officials prescribed in the Act:
§ respect for the law and system of government
§ respect for persons
§ integrity
§ diligence
§ economy and efficiency
It should be noted that this Code does not replace the policies on Animal Ethics and Human Research Ethics at Griffith University .
Working within the law assumes a system based on the principles of responsible parliamentary government and the rule of the law. It is acknowledged that respect for the law and system of government does not detract from the rights of staff to engage in
free inquiry and active criticism on matters of public concern.
| You will: | You will not: |
| Acknowledge the laws of the State and Commonwealth Make yourself aware of and work in accordance with University Statutes | Engage in criminal or illegal behaviour while in the employ of the University. Disregard University statues when carrying out work for, or on behalf of, the University. |
Positive examples include:
§ An individual is awarded a research grant for a prestigious project, which in turn brings positive publicity to the University. She purchases a computer out of research grant money. During the three-year research grant, she is offered a position at another University to continue the research. The transfer of the equipment to the other organisation has been negotiated with
§ Three colleagues travel together to a seminar in a University vehicle. Social drinks are provided after the seminar. All three colleagues decide it would be better to catch a taxi than drive over the legal alcohol limit.
When working with others, staff are to treat members of the public and colleagues honestly and fairly; and with proper regard for their rights and obligations.
This principle also expects staff members to act responsively in performing official duties
|
You will: | You will not: |
| Be responsive and courteous when communicating and dealing with staff, students, clients or visitors to the University Be fair when dealing with others and making decisions Treat all persons justly, irrespective of gender, sexual orientation, race, disability, religion,
marital status, age, political conviction or other grounds Avoid patronage or favoritism Protect the privacy of others and maintain appropriate confidentiality regarding personal matters. | Engage in behaviour that could be could be considered bullying, such as behaviour which is intimidating, insulting, offensive, degrading, or humiliating to others Harass others or discriminate against them Disregard University policies regarding relationships between individuals |
Examples include:
§ A Course Convenor has been verbally abusing
a member of his team. The individual asks the Course Convenor to stop the behaviour and is then threatened with the loss of her job. The individual is developing stress related medical problems, which spurs her to report the issue to the Head of School. The Head of School investigates the issue and takes any necessary action by using the appropriate University policies.
§ An individual is part of a selection panel conducting interviews for a position at the University. One of her colleagues approaches her and requests details of the interview on behalf of a friend. The selection panel member maintains confidentiality and explains
that she can't divulge any details about the recruitment and selection process other than as part of the formal feedback arrangements with candidates following the selection decision.
§ An individual supervises a number of full-time and part-time staff. He has received details about an interesting three-day course, which is being held in the next month. The course is appropriate to one of his part-time and one of his full-time staff members, however he has the budget to send only one staff member. When making his decision, he considers both staff members equally as part of providing
equitable access to the developmental opportunity.
Staff are placed in a position of trust. Staff are to maintain and enhance public confidence in
the integrity of the University and advance the University's common good. Staff should not improperly use their official powers or position or allow them to be improperly used. Any conflict that may arise between a staff's personal interest and official duty should be resolved in favour of public interest.
| You will: | You will not: |
| Declare potential conflicts of interest between your private and/or financial interests and University responsibilities Declare your relationship when participating in decisions affecting another person with whom you have a personal relationship Be honest, impartial and conscientious when carrying out your duties Observe procedural fairness (natural justice) in all decision making Report genuinely suspected fraud, corrupt conduct or mal-administration to the appropriate University Officer or external authority (Whistleblowers Protection Act 1994) Seek approval to use University
resources for outside work Utilise internal procedures in the first instance when pursuing issues that require resolution Inform your manager of any
offer of gift or benefit Participate in public debates and express opinions about issues and ideas related to your academic and professional areas, about higher education issues as they affect the institution, and higher education issues more generally | Accept any gifts or benefits in connection with the performance of your duties except for the occasional gift of up to $150 in value Conduct research in a manner that would compromise intellectual honesty and public interest Claim others' work as your own |
Indicative examples for acceptable behaviour include:
§ An individual is teaching a post-graduate student with whom she has a personal relationship. She declares this conflict of interest to her Head of School and the Head of School organises another colleague to assess the student's work.
§
An individual who specialises in music and who has a personal interest in environmental issues is working voluntarily with a community organisation to protect the environment. Outraged by recent council proposals he submits a personal letter to the editor and is interviewed by the local radio station. In doing so he comments in his capacity as a volunteer for the community organisation, not as a staff member of the University.
§ An individual who is responsible
for maintaining supplies is often in contact with a chemical sales representative to the University. The sales representative offers her season Corporate Box football tickets. She seeks advice from her manager about whether accepting the ticket's is appropriate or not.
§ An individual supervises an Honours student who has attained excellent results in the Honours project. They agree to be co-authors when publishing the research findings in the appropriate journal.
§
An individual needs to purchase equipment over the value of $10 000. To arrange this she obtains two quotes in accordance with the University's Purchasing Policy. She does not inform any of the businesses submitting quotes about the details of the others' quotes or showing any of the businesses undue favour by coaching them in their preparation of the quote.
Staff are required to recognise that they have an obligation to perform their duties to the best of their ability and to carry out duties in a professional manner.
| You will: | You will not: |
|
Seek to achieve high standards in Administration, teaching, research and community service Actively consider the health and safety of yourself and others when carrying out your duties Act honestly and in good faith | Act in an irresponsible and disruptive manner towards others Cause harassment or other reprisals if someone discloses fraud or other corrupt conduct Allow alcohol or drugs to affect your performance whilst acting in an official capacity |
Positive examples include:
§ When a staff member realises that
the University has accidentally overpaid his salary, he contacts Human Resource Services as soon as possible to organise for repayment.
§ A supervisor reviewing a researcher's findings genuinely suspects a misappropriation of research funds. She reports her suspicion to the relevant Head of School or Pro Vice Chancellor/Deputy Vice Chancellor, as appropriate, so that the case can be investigated. As she is acting with due diligence she should not suffer reprisal or harassment for reporting her suspicion.
§
An individual teaching a first year subject feels that he has been allocated too many students for the size of the lecture theatre. He has health and safety concerns which he takes up with the Head of School to see if alternative arrangements can be made.
While staff are performing their duties they are expected to ensure that resources are not wasted, abused, used improperly or extravagantly.
| You will: |
You will not: |
| Ensure that the resources are managed effectively, efficiently, and used for legitimate University purposes Only utilise University resources for work-related purposes, unless prior approval has been given. Even with approval, non work-related usage will be kept to a minimum. Secure University resources against theft or misuse | Use resources in a manner that may harm the community or the environment Willfully waste, lose or
mistreat University resources Contravene the University's financial policies |
Examples include:
§ An individual is provided with a University mobile phone to conduct his work. He keeps the phone secure and uses it for University purposes. He reimburses the University for any costs incurred as a result of personal use.
§ An individual has access to the University's Internet technology for work related purposes. She ensures that she uses it in
a manner that does not offend or vilify any individual or group of individuals and keeps personal use to a minimum.
 | File Name: Code_of_Conduct.doc |
| File Size: 137728 |
