Code of conduct

Introduction
The purpose of this Code of Conduct (the Code) is to provide you with a clear understanding of the standard of conduct expected when performing your duties as an employee of a Government entity.

The Code places an obligation on all employees to take responsibility for their own conduct. To achieve this, all employees of either WorkCover Employing Office or WorkCover Queensland are expected to familiarise themselves with and act in accordance with this Code.

Framework for ethical conduct
The Code does not attempt to provide an exhaustive list of what to do in all situations, instead the Code represents a broad framework of ethical conduct that you have an obligation to uphold.

The Code also provides the basis for disciplinary action for those who fail to meet their obligations.

The standards of conduct in the Code are based on the five ethics principles contained in the Public Sector Ethics Act 1994 (Qld). The ethics principles which are considered essential for the performance of public administration in Queensland are:

• respect for the law and system of government
• respect for persons
• integrity
• diligence
• economy and efficiency.

The Code was developed in consultation with employees and those organisations that represent their interests. Through this consultative approach, a Code of Conduct was developed to reflect the operational needs of WorkCover Employing Office and WorkCover Queensland and provides a basis for high standards of ethical conduct in the way you do your work.

Application of the Code
The Code applies to all employees whether they are permanent, temporary (full-time or part-time), agency temp, casual or a contractor.

The Code as the context shall require applies to WorkCover Queensland or WorkCover Employing Office or WorkCover Queensland and WorkCover Employing Office hereinafter referred to as WorkCover.

In applying the Code you are to consider both the 'spirit' and 'content' of the Code. If you are in any doubt as to the meaning of the Code or its application in any given situation, you should seek advice from your manager.

As an employee of WorkCover and, therefore, an employee of a government entity, you have a responsibility to conduct yourself in a manner that will not undermine public confidence in the integrity of WorkCover.

Employees who have human or financial resource management accountabilities (i.e. managers or team leaders) have the responsibility of monitoring the use of WorkCover resources and the performance of employees. Managers are also responsible for taking the appropriate action where an employee breaches the Code of Conduct.

In every aspect of your work with WorkCover you are obliged to act in the public interest. Acting in the public interest means faithfully and impartially implementing legislation and the policy intentions of the elected Government and the WorkCover Board.

Your obligation under the Code
The Code sets out your obligations in relation to each of the five ethics principles. The practical application of each principle involves you in meeting an obligation to apply a standard of conduct which is wholly consistent with the 'spirit' and 'intent' of the principle. It is important to remember that there may be situations where you will be called upon to demonstrate sound judgement in the application of the Code to ensure the public interest is met.

This code is to be read in conjunction with any relevant WorkCover policy as referred to herein.

Principle 1: Respect for the law and system of Government

Ethics Obligation
A WorkCover employee should uphold the laws of the State and Commonwealth and carry out official decisions and policies faithfully and impartially.

Required standards of conduct

1.1 Lawful and unlawful official instructions and decisions
You have an obligation to:

• maintain a good working knowledge of the legislation, policies, procedures, directions, guidelines and administrative requirements relating to your role
• exercise your official powers lawfully
• comply with all reasonable, lawful instructions and decisions
• provide information and assistance to the parliamentary committees or inquiries where required to, under the Parliamentary Committees Act 1995 (Qld). (In each instance, the Minister is to be advised immediately.)

1.2 Challenging an official instruction or decision
You have the right to challenge an official instruction or decision if:

• it involves actions which you reasonably consider to be unlawful or a danger to a person's health and safety
• it appears unreasonable in the circumstances
• it conflicts with a professional code of conduct.

In the above circumstances, you should first discuss the matter with the person issuing the instruction or making the decision, if that is reasonable, to try to resolve the matter in the public interest.

Where discussion is unsuccessful, you are to follow the grievance procedures outlined in the HR Problem Resolution Policy (No. 6-8).

If you reasonably believe that the instruction or decision involves criminal activity, official misconduct or maladministration, you should contact the General Manager, Human Resources, immediately for advice.

Principle 2: Respect for persons

Ethics Obligation
A WorkCover employee should treat members of the public, public officials, customers, and other employees of WorkCover honestly and fairly, and with proper regard for their rights and obligations.

A WorkCover employee should act responsibly in performing official duties.

Required standards of conduct

2.1 Conduct of WorkCover employees
You have an obligation to:

• treat other employees and all other persons with whom you interact professionally with respect and dignity
• ensure that your conduct is not discriminatory or harassing to others
• refrain from mistreating other employees, or distracting them from carrying out their duties
• ensure confidentiality of matters of a personal nature relating to WorkCover employees, customers and others
• maintain impartiality and not allow personal beliefs or relationships to influence your judgements
• respect individuals regardless of their background or culture
• refrain from accessing information on WorkCover employees, customers or others that is not necessary for the performance of your duties
• use information only for the purpose for which it was collected
• refrain from taking reprisal action against anyone who has or may make a public interest disclosure. (Under the Whistleblowers Protection Act 1994 (QId) it is unlawful and a criminal offence to take reprisal action against individuals involved in making a public-interest disclosure.)

2.2 Management behaviour
Managers have an obligation to:

• set an example for employees to follow
• ensure all employees are aware of their obligations and responsibilities under this Code and any legislation and policies relevant to their duties· ensure that all employees are aware of the standards expected from them and that their
• performance is objectively assessed according to these standards
• treat staff fairly, equitably and with consistency
• ensure the principles of natural justice and procedural fairness are applied where appropriate

2.3 Dress and Presentation
WorkCover has established a corporate image with our customers and as a representative you have an obligation to:

• portray a corporate professional image by meeting standards in the areas of clothing, grooming, presentation, and personal hygiene.

Guidelines for suitable attire, grooming, and presentation are outlined in the HR Dress and Presentation Code Policy (No. 6-7).

2.4 Workplace Health and Safety
You have an obligation to:

• ensure you have an understanding of the HR Workplace Health and Safety Policy (No. 6-11)
• take reasonable steps to ensure the safety, health and welfare in the workplace of yourself, your co-workers and clients
• refrain from smoking in WorkCover buildings and motor vehicles

Principle 3: Integrity

Ethics Obligation

A WorkCover employee:

• should not improperly use his or her official powers or position, or allow them to be misused
• should ensure that any conflict of interest that arises is resolved in favour of the public interest
• should not disclose confidential information including salary and performance review details
• should not improperly use a personal computer, internet, intranet or internal electronic mail
• should not display any inappropriate material.

Required standards of conduct

3.1 Conflicts of interest
You have an obligation to:

• ensure that your official powers or position does not give rise to a real or apparent conflict of interest
• avoid any conduct that may undermine public or customer confidence in WorkCover
• maintain proper confidentiality of official information
• avoid using powers or influence for personal or other improper advantage
• declare in writing to your manager relevant information if you believe that a potential for a conflict of interest exists
• ensure that personal involvement in party-political, professional or trade union activity does not result in a real or apparent conflict of interest.

3.2 Concurrent Employment
A WorkCover employee may undertake concurrent employment outside of their normal working hours provided that:

• no conflict of interest exists, or has the potential to develop, between concurrent employment and your current role with WorkCover
• the employment has no adverse effect on your performance in your current role
• the secondary employment does not in any way limit your availability to attend at WorkCover as required, including the requirement to work a reasonable amount of overtime.

3.3 Benefits (including gifts)
You have an obligation to:

• refrain from directly or indirectly asking for or encouraging the giving of any benefit in connection with the performance of your official duties
• refuse benefits which may give rise to a real or apparent conflict of interest report to your manager any attempt to gain favoured treatment by the offer of a benefit
• refrain from using your influence or the influence of others to improperly obtain any advantage either personally or on behalf of another (e.g. appointments, promotions, transfers)
• refrain from interfering with the proper outcomes of any procedure established under legislation or policy (e.g. the merit selection process or problem resolution process)
• comply with the HR Entertainment Policy (No. 4-3) including the requirement to accept entertainment only if approved by the Executive Officer or General Managers
• accept ONLY those benefits which:
  • are of nominal value (i.e. no significant or lasting real value)
  • are offered in accordance with industry/country/cultural norms
  • are reported, in writing, to a manager
  • do not breach your obligation to avoid a real or apparent conflict of interest.
    (Note: Unless specifically otherwise approved by your manager, acceptance of entertainment should occur only when accompanied by another WorkCover employee.)

3.4 Disclosure of official information and public comment
You have an obligation to:

• maintain the confidentiality of official information
• obtain appropriate authority before releasing official information or making public comment on behalf of WorkCover
• ensure any comments made on Government or WorkCover policy in a private capacity are
  understood to be your personal views.

3.5 Intellectual property (including copyright)
WorkCover information that you generate as part of your official duties is considered to be WorkCover intellectual property. You have an obligation, therefore, not to use WorkCover’s intellectual property for private purposes.

3.6 Testimonials, referee reports and performance reports
In preparing any of the above you have an obligation to:

• take care not to make false or derogatory statements
• refrain from making statements that are not able to be substantiated
• comply with the HR References Policy (No. 8-3).

3.7 Confidentiality
A WorkCover employee has an obligation to:

• maintain a high regard for the private and confidential nature of personal information
• not disclose or discuss any details relating to your salary and performance review with any other WorkCover employees other than your manager or Human Resources employees.

3.8 Post Employment
Upon termination of your employment with WorkCover you acknowledge that the obligations relating to intellectual property and confidential information gained during your time of employment:

• remain solely and exclusively the property of WorkCover
• endure beyond the term of your employment with WorkCover

3.9 IT Personal Computer Usage
Adhere to the provisions of the Business Solutions Division Electronic Mail Policy (SECPOL02) and Information Technology Acceptable Use Policy (SECPOL05). In relation to the Internet and Internal Electronic Mail:

• the access, distribution and storage of material which could be construed as offensive is prohibited
• personal usage of the electronic mail system, whilst permissible, shall be treated no differently from business messages. WorkCover reserves the right to access, copy or delete all such messages for any purpose deemed appropriate by the General Manager, Business Solutions Division or authorised delegates.

Any breach of the Business Solutions Division Electronic Mail Policy will be considered serious and appropriate action will be taken under the HR Discipline Policy (No. 6-2)

3.10 Display of Inappropriate Material
Employees are to ensure that they do not display, or cause to be displayed, inappropriate material or messages. This includes material displayed on the internal bulletin board, office bulletin board, personal workstation or other office areas.

Principle 4: Diligence

Ethics Obligation
In performing official duties a WorkCover employee should exercise diligence, care and attention, and seek to achieve high standards.

Required standards of conduct

4.1 Diligence, care and attention
You have an obligation to:

• maintain high standards of behaviour
• apply yourself industriously to your official duties
• comply with the spirit and content of this Code
• be fair and consistent in your dealings with clients and staff
• contribute to the achievement of WorkCover's mission and goals.

4.2 Self-development
You have an obligation to develop your knowledge and skills, and to keep up to date with the latest changes related to your duties. To achieve this you are to take reasonable steps to identify and apply for development opportunities.

4.3 Attendance
You have an obligation to:

• adhere to WorkCover's hours of duty arrangements regarding attendance at work
• record working time accurately
• make appropriate applications for all leave (e.g. sick, annual, or special leave)
• never be absent without the appropriate authority.

4.4 Use of alcohol and other drugs
The personal use of alcohol, drugs, and other substances between a person’s daily starting and ceasing times is actively discouraged.

You have an obligation to:

• ensure that the personal use of alcohol, drugs or other substances does not adversely affect the conduct, behaviour, work performance and safety of yourself and others
• refrain from frequently using or using to excess alcohol, drugs or other substances between your starting and ceasing times each day including official breaks and at other times when it may affect your work
• ensure the image and integrity of WorkCover is not compromised or perceived to be compromised by the taking of alcohol, drugs or other substances between your starting and ceasing times each day, including official breaks or when representing WorkCover on official business outside of normal working hours
• advise your manager if you are required to take legally prescribed drugs that may impair your
  performance.

4.5 Recordkeeping Responsibilities
In accordance with International Standards (IS40 Roles and Responsibilities) you have an obligation to:

• ensure that full and accurate records are made and captured into the relevant record systems and business systems that create and maintain records
• comply with organisational policies, standards and procedures in relation to recordkeeping.

Principle 5: Economy and efficiency

Ethics Obligation
In performing official duties a WorkCover employee should ensure that resources are not wasted,
abused, or used improperly or extravagantly.

Required standards of conduct

5.1 Using WorkCover resources
You have an obligation to ensure that WorkCover resources of all kinds are:

• used economically
• used for the purposes for which they were provided
• treated and maintained with appropriate care
• secured against theft or misuse
• used in accordance with WorkCover policy, (e.g. use of WorkCover motor vehicles)
• not used for the purposes of private employment, profit or benefit.

'WorkCover resources' is to be considered in the broadest terms and includes materials, financial resources, people, skills and knowledge, work time, intellectual property and official information.