Code of Conduct

Policy Date: June 2014

 

1.     PURPOSE

To ensure all Directors, employees and contractors of iPlace Recruitment behave appropriately and practice standards of professional and personal conduct that are consistent with iPlace Recruitment’s values and uphold the public reputation of the organisation.

iPlace Recruitment may amend or vary this Code of Conduct, in its absolute discretion, from time to time.

 

2.     SCOPE

This Code of Conduct applies to all iPlace Recruitment Directors, employees, temporary staff and contract staff.

 

3.     POLICY STATEMENT

The Code of Conduct outlines the required standard of acceptable conduct and behaviour that is expected of all Directors, employees, temporary staff and contractors in the performance of their duties and interactions in the workplace. This required standard of acceptable conduct and behaviour supports iPlace Recruitment’s ability to maintain public trust and confidence in the integrity and professionalism of the services provided to our clients.

The Code of Conduct and the behaviours outlined within it are fundamental to iPlace Recruitment building healthy and positive relationships with its clients. The Code of Conduct also governs the way in which Directors, employees, temporary staff and contractors are to relate to other staff, professionals, clients, visitors and stakeholders.

However, the Code of Conduct is not intended to provide a detailed and exhaustive list of what to do in every aspect of work. Instead, it represents a broad framework that will help guide conduct and behaviour in the performance of duties and interactions in the workplace.

 

4.     RESPONSIBILITIES

Directors, employees, temporary staff and contractors

  • Be aware of and comply with the Code of Conduct.
  • Report behaviour that may be contrary to the Code of Conduct and required standards of behaviour.
  • Role model the required behaviours and standards identified in the Code of Conduct.
  • Model our organisational values of Integrity, Respect, Perseverance, Compassion and Celebration.

Managers

  • Be aware of and comply with the Code of Conduct.
  • Role model the required behaviours and standards identified in the Code of Conduct including through the day-to-day management of staff.
  • Model our organisational values of Integrity, Respect, Perseverance, Compassion and Celebration.
  • Ensure all employees, temporary staff and contractors are aware of the conduct and behaviours expected of them as described in the Code of Conduct.
  • Ensure all employees, temporary staff and contractors have access to copies of the Code of Conduct and other relevant documents and policies.
  • Take appropriate steps to resolve conflict that arises in the workplace to ensure a healthy and harmonious work environment.
  • Take appropriate action to address breaches of the Code of Conduct by employees, temporary staff and contractors.

 

5.     POLICY APPLICATION

 

Personal and professional behaviour

All Directors, employees, temporary staff and contractors are expected to maintain a standard of professional behaviour that maintains and promotes confidence and trust in the work of iPlace Recruitment.

As Directors, employees, temporary staff and contractors engaged by iPlace Recruitment, our personal and professional conduct must strive to create a harmonious, safe and productive workplace which models our organisational values. As Directors, employees, temporary staff and contractors of iPlace Recruitment it is incumbent upon us to:

  • Uphold the highest standards of honesty and integrity in the conduct of duties.
  • Respect the dignity of the public, our clients and other employees by treating them with courtesy, honesty and sensitivity to their rights.
  • Treat others in the workplace fairly and with respect.
  • Exercise our best judgment in the interests of iPlace Recruitment and our clients.
  • Make decisions ethically, fairly and without bias using the best factual information available.
  • Comply with any legislative, industrial or administrative requirements, and all lawful and reasonable directions given by persons in authority.
  • Comply with all iPlace Recruitment policies and procedures relevant to the person’s position.
  • Act responsibly in the event of becoming aware of any unethical behaviour or wrongdoing by any other employee, temporary staff or contractor and report such conduct or activities to the appropriate level of management.

Use of information

Confidential information is information obtained or developed in the course of the conduct of iPlace Recruitment’s business and which if disclosed will or could lead to risk, damage or injury to iPlace Recruitment, its employees, clients or third parties.

All Directors, employees, temporary staff and contractors must:

  • Protect confidential information.
  • Only access confidential information when it is required for work purposes.
  • Not use confidential information for any unofficial or non-work purposes.
  • Only release confidential information if authorised to do so.

Directors, employees, temporary staff and contractors are only permitted to release confidential information in accordance with established policies and procedures. As a guideline, staff shall not give information unless:

  • Required to do so by law.
  • Appropriate authority has been granted to release the information.
  • The information is officially available to the public and is released in accordance with iPlace Recruitment procedures.

Use of iPlace Recruitment resources

iPlace Recruitment equipment, funds, facilities and other resources are to be used:

  • effectively, economically and carefully; and
  • for the benefit of iPlace Recruitment.

Minimal use of telephones, computers, scanners or similar equipment for private purposes is acceptable in accordance with established policy. Occasional, limited use of photocopiers may be permitted with the prior consent of the manager.

Public comment

All Directors, employees, temporary staff and contractors must ensure that public comments (either verbal or written) made in a private capacity are not attributed as official comment of iPlace Recruitment. In this regard, Directors, employees, temporary staff and contractors are not permitted to use official stationery for private correspondence or for purposes not related to official duties. This prohibition extends to the provision of references for current and/or former staff members.

Directors, employees, temporary staff and contractors should only publish information which is considered ethical and lawful.

Furthermore, Directors, employees, temporary staff and contractors must abide by iPlace Recruitment’s Media and Social Media Policies when using social networking sites and commenting on the organisation in any manner.

Acceptance of gifts and benefits

It is unethical for Directors, employees, temporary staff or contractors to solicit any gifts, benefits or additional money for themselves or other iPlace Recruitment Directors, employees, temporary staff or contractors.

Under no circumstances are Directors, employees, temporary staff  or contractors to accept gifts or benefits, or any inducement which might in any way obligate, compromise or influence iPlace Recruitment or that  person in their official capacity.

Secondary employment

iPlace Recruitment employees are permitted to engage in outside employment, provided that this employment does not have a detrimental impact on the employee’s ability to meet the

requirements of their role adversely affect the employee’s work performance or give rise to a conflict or potential conflict of interest.

Before engaging in work that could potentially raise a conflict of interest, employees must seek written permission from a senior manager. Approval will not be granted where the secondary employment  involves or could involve a conflict of interest with iPlace Recruitment related duties or could reasonably be perceived by a member of the public to give rise to a conflict of interest.

Responsibilities after leaving iPlace Recruitment

Directors, employees, temporary staff and contractors must not disclose any official information after leaving iPlace Recruitment that was non-disclosable during their engagement.

Former Directors, employees, temporary staff and contractors must not use or take advantage of, personal, confidential or official information that they have obtained during the course of their employment. Furthermore, all Directors, employees, temporary staff and contractors must be careful in their dealings with former employees and ensure they do not give them favourable treatment or access to personal, confidential or official iPlace Recruitment information.

Furthermore, employees, temporary staff and contractors must not use their position to advance their prospects for future employment or allow their work to be influenced by plans for, or offers of, external employment which would conflict or compromise in any way the best interests of iPlace Recruitment.

6.     FAILURE TO COMPLY WITH THE CODE OF

CONDUCT

Where it is established that a Director, employee, temporary staff or contractor has breached the Code of Conduct, they may be subject to disciplinary action, up to and including termination of employment or contract.

 

7.     AUTHORITY

This Policy has been authorised by the Directors of iPlace Recruitment Pty Ltd