Code of Conduct at CQU

1. Code of Conduct at CQU

2. The Code was developed to assist CQU staff determine appropriate conduct in performing their role as a member of the University community and includes: • all staff regardless of their status • visiting scholars/adjunct professors etc • members of the University’s Council and its committees • contract staff

3. Rights and Responsibilities • The contract of employment is an agreement between an employee and their employer to perform work in return for wages. • Employers and employees have certain obligations and duties to each other.

4. Sources of Workplace Obligations • The duties that arise from the employment relationship come from a number of different sources. • These sources include • Common law • Legislation • Contracts of employment • Workplace agreements • Industrial Awards • Enterprise Bargaining Agreements • And any document incorporated by reference eg Codes of Conduct

5. CQU Workplace Arrangements • Unlike most awards the University’s Enterprise Agreements (EBA’s) are specific to CQU. They set out the minimum conditions of employment for employees engaged in particular types of work in the same way as an award. • In addition to the EBA’s CQU has supplementary conditions of service including the University Code of Conduct and other information which are set out in the Staff Manual.

6. Public Sector Ethics • CQU is a public sector entity and its employees are public sector officials and are required to comply with ethical obligations detailed in the Public Sector Ethics Act 1994 (Qld). • Public sector ethics are those principles and standards governing correct conduct by public sector officials. They provide guidance in situations where there are no specific rules or where matters are unclear but where the ultimate objective is to service the public interest.

7. Code of Conduct • In recognition of the ethics obligations for public officials, CQU as a public entity must prepare and implement a code of conduct which is to apply to all employees in performing their official functions. • CQU’s Code of Conduct has been framed to complement the University mission statement and to facilitate achievement of our goals and objectives. • In endorsing the Code of Conduct, the University’s Council has recognised that this policy is an articulation of Sections 7-11 of the Public Sector Ethics Act 1994, specific to Central Queensland University, its staff and officers.

8. Purpose of the Code of Conduct • The purpose of the University’s Code of Conduct is to encourage commitment to teaching, research and the community, whilst providing a set of guidelines for appropriate conduct in pursuit of those activities. • Central Queensland University’s Code of Conduct reflects a commitment to the Public Sector Ethics Act 1994. Similarly, the Code of Conduct is intended to uphold the obligations and expectations provided in other legislation which appears in footnotes at the end of the policy.

9. Breaching the Code of Conduct • The ‘Code of Conduct' is a guide to enhance the conduct of employees in performing their duties. It is educative and regulates employee behaviour. • The ‘Code of Conduct’ provides a framework for acceptable workplace behaviour. Acceptable workplace behaviour excludes such actions as bullying, discrimination, harassment, intimidation and vilification. Significant departure from the principles contained within the ‘Code of Conduct’ may amount to misconduct/ serious misconduct on the part of the employee.

10. Code of Conduct Ethics Principles / Obligations • There are five ethics principles / obligations that apply to all public officials and are the basis of CQU’s Code of Conduct, these are: • RESPECT FOR THE LAW AND SYSTEM OF UNIVERSITY GOVERNANCE • RESPECT FOR PERSONS • INTEGRITY • DILIGENCE • ECONOMY AND EFFICIENCY

11. Respect for the Law and System of University Governance • Staff are required to work within the legal frameworks of the Nation, the State and the statutes and rules of the University

12. Respect for persons • Staff will treat students, other staff and members of the community with respect • Courtesy and responsiveness • Obligations of staff supervising other staff • Principles of procedural fairness • Treat all people justly and equitably • Respect for the opinions of others • Harassment and bullying unacceptable

13. Workplace bullying • Can be defined as “the repeated less favourable treatment of a person by another or others in the workplace, which may be considered unreasonable and inappropriate workplace practice.” It includes behaviour that intimidates, offends, degrades or humiliates a worker, possibly in front of co-workers, clients or customers.

14. Integrity • An expectation of trustworthiness in the use of resources, information and decisions • Avoiding conflicts of interest including personal, sexual, financial relationships • Receipt of gifts • Acceptance of outside work • Appropriate use of University information • External activities and public comment • Ethical conduct of research

15. Diligence • Duties to be carried out in professional and conscientious manner • Duty to carry out official policies and decisions • Duty to take care • Substance abuse, legal and illegal substances • Professional ethical standards • Disclosure of fraud or maladministration • Whistleblower’s Protection Act

16. Economy and Efficiency • Responsible use of University property and resources for University purposes • Includes internet and phone use for work related activities • Avoidance of waste and security of University property and facilities • Report openly, accountably and in a timely fashion on the use of University resources – including time.

17. Alleged Breaches of the Code • Speak to the other staff member • Speak to your supervisor • Speak to the supervisor concerned • Speak to VC eg disclosure of fraud and misappropriation • Staff in Staff and Student Services • Union representative

18. Processes affecting supervisors • Code of Conduct • Unsatisfactory performance as in the EBA • Workplace Grievance policy and processes