Code of Conduct

1. Policy
The Uniting (Victoria and Tasmania) (Uniting) Code of Conduct (the code) sets out Uniting’s professional and
ethical standards of conduct and behaviour, and the responsibilities required of Representatives (as defined)
for the performance of work (paid and unpaid), service provision to consumers and engagement with other
Representatives and external stakeholders, including governments, suppliers, other agencies and the general
public.
Every Representative receives a copy of the code and is required to comply with its intent and contents.
Uniting issues the code to new Representatives prior to commencing paid or unpaid work. Representatives
must acknowledge that they have read, understood and agree to comply with the code by signing the
acknowledgement attachment (to this policy) prior to commencing paid or unpaid work.
In accordance with this policy, Representatives have a duty to:
 familiarise themselves with and observe the law relevant to their employment and work with
Uniting;
 be aware of their duty of care to consumers, other Representatives, governments, other
organisations and the community;
 act in accordance with the code;

 be aware of any professional code(s) of conduct or practice relevant to their particular work in
addition to this code.
Uniting reviews and updates the code on a regular basis. Representatives will be advised of variations and
will be required to observe and comply with those variations.
Any breach of the code may be considered misconduct and as such, will result in disciplinary action, which
may include a written warning, termination of employment (or any unpaid work) and other action deemed
appropriate by Uniting in accordance with Uniting’s disciplinary policy and procedure.

2. Purpose
The code sets out the responsibilities and desired conduct and behavior of Representatives in the conduct of
their work with Uniting in accordance with this policy and Uniting’s values of Bold, Imaginative, Respectful
and Compassionate.

A collective term used within this policy to refer to employees, contractors, consultants
Definition of
and volunteers (including Board of Directors, co-opted Board sub-committee members,
Representative
students and people on work experience).
 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

3. Principles
The following general principles apply to all Representatives.
i. A high standard of personal honesty and integrity is expected. Representatives must not open
themselves to suspicion of dishonesty in any form, including deceit, false accounting, fraud or
corruption.
ii. Conduct and behaviour are aligned with Uniting’s values to be Bold, Respectful, Imaginative and
Compassionate.
iii. Representatives are responsible for the care of consumers and have a duty to ensure that they are
treated with respect and consistent with Uniting’s values.
iv. Representatives should be courteous in their behaviour whilst on duty and avoid any action that
might bring their conduct into question.
v. Representatives must treat consumers, members of the public and other Representatives fairly and
reasonably without discrimination.
vi. Representatives must not abuse or exploit their position for personal gain.
vii. While on or off duty, Representatives must not conduct themselves in a manner that adversely
affects their ability to attend the workplace and perform their work, or otherwise discredit Uniting’s
public profile.
viii. Representatives must behave discreetly in matters of public and political controversy.
ix. Representative must not disclose without the Chief Executive Officer’s (CEO) explicit permission,
information that they acquire in the course of their work and must protect information that is held
in confidence.
x. Representatives must comply with the privacy principles outlined in the various commonwealth and
state legislation which regulates the collection, holding, use and disclosure of personal information.

4. Protocols
The core protocols and components of the code are set out below.
Uniting Policies and Procedures
Representatives must comply with the Uniting’s policies, procedures and protocols (Uniting PPP) as changed
from time to time at Uniting’s discretion.
Representatives must;
 routinely review and act in accordance with the requirements of Uniting’s PPPs at all times;
 conduct themselves in a manner consistent with Uniting’s values of Imaginative, Respectful,
Compassionate and Bold.
Interactions
Uniting maintains an ethical conduct and professional engagement culture. Representatives must perform
their duties in a manner that meets all legal, industrial and funding obligations and requirements and the
moral requirements of their position as set out in the position description. This ensures that relationships

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

with consumers and external stakeholders have clear and appropriate boundaries that serve to protect both
parties from misunderstandings, misperceptions or violations of the professional relationship.
Representatives must;
 deliver services to all consumers without discrimination prohibited by law and treat all people with
respect and dignity, recognising and respecting the ethnic, cultural, gender and sexual orientation,
religious or political beliefs and personal life circumstances of Representatives, consumers or
external stakeholders;
 use respectful and unbiased language in all letters, minutes and other verbal and written
communication to consumers, Representatives and external stakeholders;
 promote cultural competence and demonstrate a commitment to the delivery of respectful and
appropriate services ensuring cultural safety is upheld;
 treat consumers in a way that preserves their dignity, recognising their right to decision making and
the personal dignity of risk;
 ensure physical contact between Representatives and consumers always lies within the boundaries
of the professional service delivery relationship;
 not enter into any social, sexual or intimate contact or relationship with any current or past
consumers; particularly if the past consumer might re-enter the service, been disengaged for less
than 6 months, or was known to the service whilst a minor;
 ensure any outside of work contact with consumers is wherever possible discussed beforehand
with the Representatives manager to ensure the potential contact is transparent and managed
within the spirit of this code of conduct ;
 ensure that, when prior advice to the Representatives manager was not possible, any contact
(including that set out below) is reported to the Manager on the next working day;
 not make contact with consumers outside of designated work hours (e.g. after hours, weekends, sick
leave) unless required by their formal duties or approved by their direct manager;
 not have contact with, engage with or discuss consumers outside of any official Uniting social media
networks (e.g. Facebook, Twitter, etc.);
 not invite or take consumers to the Representative’s place of residence;

 not enter into any contractual or other relationship with a consumer from which they will benefit
personally, whether financially or otherwise.
Ethical & Respectful Behaviour
Uniting maintains an inclusive and respectful workplace culture at all times. Uniting does not tolerate violent,
threatening or unsafe behaviour in the workplace. This includes acts of physical violence, aggressive
behaviour, harassment, bullying, verbal threats or abuse directed at another Representative or to/from a
consumer or visitor. All forms of unlawful discrimination, harassment, sexual harassment, bullying and
occupational violence are in breach of the code and will not be tolerated by Uniting.

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

Representatives must;

 not use offensive language, threaten or engage in demeaning or derogatory dialogue or comment
when communicating with other Representatives. This extends to comments made outside the
workplace and/or outside work hours, and includes comments published on social media networks;
 not act in any way that could cause harm to the reputation, stakeholder relationships or funding for
Uniting during or outside of working hours.
 not provide comment, opinion of information to the media relating to the business of Uniting, clients
or Representatives of Uniting or concerning employment with Uniting, without authorisation from
the Chief Executive Officer, or General Manager Marketing and Communications;

 not comment or share information on social media that could be construed to be related to Uniting
without disclosing their professional relationship with Uniting and providing a clear disclaimer that
their views are their own and in no way represent those of Uniting;
 be punctual and reliable in their attendance and adhere to their prescribed and authorised hours of
duty, and record their attendance in the manner required by Uniting;
 not engage in any activity involving, or that could be perceived as being an endorsement of any
product, service or supplier by Uniting without the prior approval of their General Manager or CEO;
 maintain appropriate workplace etiquette and self-care;

 ensure any contact by Representatives with the Uniting Board of Directors is made through the CEO
in the first instance with the exception of circumstances where it is deemed appropriate.
Privacy & Rights
Uniting respects everyone’s right to privacy and will maintain the privacy and confidentiality of
Representatives, consumers, supporters, donors and other stakeholders at all times. Representatives
acknowledge that the unauthorised release of information held by Uniting will be regarded as serious
misconduct which could result in disciplinary action including termination of employment. Exceptions arise
when, Uniting has specific legislated obligations to disclose certain information under certain circumstances,
which are:
 in the course of normal service delivery;
 with the informed consent of the consumer, supporter, donor or other stakeholder provided that the
consumer, supporter, donor or other stakeholder has the legal capacity to provide that consent;
 with the written consent of the delegate of the Secretary to the Victorian or Tasmanian Department
of Health and Human Services, when the Department has a statutory responsibility for the consumer;

 with the consent of the consumer’s parent or guardian (if a minor), or an Attorney operating under
Power of Attorney; and
 if required to do so by law – i.e. when providing evidence in legal proceedings.
Representatives must;

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

 maintain the confidentiality of internal Uniting affairs, including details of current and past
Representatives, consumers, supporters, donors and other stakeholders;
 articulate to consumers, supporters, donors and other stakeholders that they have the right to
privacy and that Uniting will respect and uphold this right;

 ensure that all personal information gathered is handled, stored, used and disclosed in accordance
with all relevant state and federal legislation, Uniting privacy and record management policies and
various industry standards;
 advise consumers, supporters, donors and other stakeholders that under certain circumstances,
private or confidential information may be disclosed to a third person;
 inform consumers, supporters, donors and other stakeholders of their rights pertaining to accessing
their records of service;
 inform consumers of their rights and responsibilities when accessing Uniting’s services.
Lawful Behaviour
Representatives are bound by the relevant commonwealth and state laws and regulations. Representatives
are to comply with lawful instructions or requests given by their direct manager or Chief Executive Officer. If
a Representative believes that a request or direction is unlawful or unsafe, then the concern should be raised
immediately with their direct manager or relevant General Manager.
Representatives must;
 act in a manner commensurate with all applicable Australian laws;
 formally advise their direct manager within 24 hours or the next business day if they are charged, are
under investigation, or have been convicted of a criminal offence.
Occupational Health & Safety
Uniting is committed to a proactive safety and wellbeing workplace culture.
Representatives must;
 take reasonable care of themselves and others when performing duties at a Uniting workplace and
off-site;
 follow all health and safety policies and procedures, report any observed hazards or injuries, and
participate in the management of health and safety risks in line with Uniting policy;
 comply with any special clothing or personal protective equipment requirements specific to Uniting’s
workplaces;
 at all times wear and have visible their employee identification (if supplied) when working (provided
it does not create an OH&S risk to the Representatives);
 comply with Uniting’s commitment to being a smoke-free workplace - smoking is prohibited in the
workplace;

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

Dress
Uniting requires representatives to present themselves in a neat and professional manner.
Representatives must;
 wear clothes appropriate to their position in the workplace, taking into account occupational health
and safety obligations.
 Comply with any special clothing or personal protective equipment requirements specific to Uniting’s
workplaces.
Use of Property
Uniting provides Representatives with a range of property for use whilst on duty.
Representatives must;
 carefully and correctly use and preserve property provided by Uniting;
 only use any property of Uniting in the pursuance of official duties of Uniting or as otherwise duly
authorised;
 ensure that electronic media for personal use whilst on duty must be reasonable, and the use of
Uniting internet, email software or personal devices must be in accordance with organisational
policy.

Intellectual Property
Uniting will secure and retain all rights to intellectual property and assets that relate to Uniting business
including patents, design, formulae and processes.
Representatives must;
 agree to inform Uniting about any discovery made, secret process, business method, procedure or
improvement that the Representative makes, discovers or develops as part of their employment
with Uniting
 execute all necessary documents and take all reasonable steps at the request of Uniting to ensure
that the rights in any such intellectual property are secured for, and vested with Uniting.
Child Safety
Uniting has a zero-tolerance for child abuse or misconduct, and is committed to maintaining child -safe and
child-friendly environments. Uniting has adopted the Uniting Church of Australia Synod of Victoria and
Tasmania ‘Keeping Children Safe Policy’, and the commitment to the care, protection and safety of all
children as established by this policy.
Representatives must;
 maintain requirements in accordance with the ‘Keeping Children Safe’ Policy;
 adhere to all policies, requirements, standards and laws pertaining to the rights of children and young
people;

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

 report all allegations of misconduct, abuse or harm involving children to Uniting;

 adhere to the reporting requirements of all relevant government initiatives and industry schemes
aimed at promoting and protecting children from harm.
Drugs, Alcohol and Medication
Representatives must not be adversely effected by alcohol and/or illicit drugs and/or prescribed drugs in
the workplace at any time or under any circumstances.

Representatives must;
 not report for any duty at any time under the influence of illicit drugs, alcohol or medication, to the
extent that it may impair their ability and the ability of their colleagues to safely and effectively
perform their work requirements. This includes, but is not limited to, the ability to safely operate
vehicles, items of plant and equipment and provide a service to consumers of Uniting;
 advise their direct manager in the event that prescription medication may affect their performance
or capacity whilst at work;

 ensure that whilst at functions or events either hosted by Uniting or where attendance is in the
capacity of a delegate of Uniting, that their conduct positively reflects the Uniting brand, values and
reputation.
Outside Employment or Activities
Uniting allows participation on either a part-time or freelance basis in any outside business (including a family
business). It is expected that outside employment or activities will not impact on the Representative’s
primary employment within Uniting. Examples of such impact may include, but not be limited to, increased
absenteeism, fatigue, an inability to perform the inherent requirements of their position.
Representatives must;
 not perform private paid work while performing duties for Uniting or use Uniting’s resources or
premises for such purposes;
 not use the Uniting name to gain an advantage of any kind in private dealings or arrangements;

 ensure that any secondary employment or outside activities, whether paid or voluntary, do not
create a conflict of interest and/or duty with their position within Uniting. This includes sourcing
referrals from existing consumers of Uniting’s services.
Gifts and Hospitality
Uniting is committed to a culture of transparency, professionalism, diligence and probity. Compliance with
Uniting’s Gifts Benefits and Hospitality Policy (Level 2) is required at all times.
Representatives must;

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

 not demand or receive a fee, reward, commission, or benefit of any kind from any person or
organisation for the initiation, conduct, omission or conclusion of any business, by any person or
organisation with Uniting;
 not accept or provide gifts or entertainment that will obligate or appear to obligate the recipient as
required by the Gifts Benefits and Hospitality Policy (Level 2). Occasional gifts and entertainment
may only be accepted to promote appropriate working relationships and must be approved by the
Representative’s Direct Manager;

 not seek, solicit, or use their position with Uniting to obtain gifts or benefits from external
organisations or individuals for personal use;

 ensure that a person, company or organisation is not placed in a position in which they feel obliged
to offer gifts or hospitality to secure or retain Uniting business;

 report any incidences where a bribe and/or cash is offered as well the receipt or offer of any gifts to
the General Manager Corporate & Financial Service or CEO.
Breaches of the Code of Conduct
Breaches of the Uniting Code of Conduct may be considered to be misconduct and may be subject to
disciplinary action, which may include termination of employment or suspension of duties. Where a breach
of the code equates to an allegation of criminal conduct, the matter will be reported to the Police. Breaches
of the code may result in the Representative being expected to undergo additional training in their
obligations under this code. Grievances will be handled as per organisational policy, or via the dispute
resolution clause of the relevant Award or industrial tool. Uniting aims to ensure that all reasonable steps
will be taken to protect Representatives when making any disclosures from any detrimental action in reprisal
for making the disclosure.
Representatives must;
 report alleged breaches of the code to their direct manager unless the breach pertains to that person.
In such instances the breach should then be reported to the relevant General Manager;
 not make vexatious or unsubstantiated claims; such claims may also be subject to disciplinary action.

The Board is responsible for:

 ensuring this policy is adhered to;

Responsibility  ensuring clarity on the evidence that demonstrates adherence to this policy;
 receiving regular reports that articulates evidence demonstrating policy
adherence.

5. Definitions

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

Term Meaning

A person who is a current or potential user of Uniting’s services.

Note: this term may vary across service streams, for example,
Consumer
client, customer, service user, etc. and extend to families and
carers

Work carried out directly to or on behalf of a consumer and/or

their family with the goal of improving their quality of life and
Service/Services
wellbeing. This may include counselling, case work, support
work as well as the provision of goods that support this work.

Persons with an interest or concern in Uniting including but not

Stakeholders limited to governments, suppliers, other agencies and the
general public.

Direct manager The manager to whom the Representative directly reports.

Visitors to Uniting includes work experience students,

consumers, members of the public in work places, community
Visitors sector agency Representatives, Representatives of funding
bodies and any other individual encountered as part of the
delivery of services.

The place of employment and includes any place where a person

attends for the purpose of carrying out any function in relation
Workplace
to his or her employment with Uniting, e.g. consumer’s home,
work function, business trip.

6. Related Legislation/Regulations
Uniting Legislation Map

7. Related Documents
Uniting Church Australia Synod of Victoria and Tasmania, Keeping Children Safe Policy

Revision Record

Version Date Document Writer Revision Description

1.0 16/05/2017 Policy writer First draft

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

1.2 30/06/2017 Project Manager Revision and UCA content inclusion

General Manager
1.3 3/7/2017 Final amendments
People & Culture

1.4 5/7/2017 Board Approved by the Board

Snr Manager Inputs as requested by operations and GM People and

2 22/08/2017
Quality Culture

General Manager
2.1 27/10/2017 Final Amendments
People & Culture

2.1 15/11/2017 Board Approved by the Board

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 Policy Area: Corporate Services
Policy Name: Code of Conduct
Policy Owner: General Manager, People and Culture
Endorsed by: Board
Policy: Version Number: 2.1

Attachment:
Code of Conduct Acknowledgement

I acknowledge that:

 I have read, understood and will comply with the Uniting Code of Conduct;

 I have resolved any questions or concerns about the content of the code with my direct
manager or People and Culture representative prior to signing this document;

 I have a responsibility to immediately report any breach of this code to my manager or other
relevant manager;

 Uniting reserves the right to vary this Code of Conduct at its discretion at any time. It may also
be varied to take into account any changes to the law.
 I have received the support I require to understand this document and its intent

Signature:

Name: Hami Tipene

Position: Crisis Support Worker

Site/Location Lifeline Melbourne - Prahran

Date: 1/10/2023

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